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The benefits plan year runsJune 1st, 2024, through May 31st, 2025. Unless you have aqualified change-in-status event that impacts your eligibility and the change isallowed under the terms ofthe insurance contract or plan document, you cannot make changes to your benefits until the next OpenEnrollment period.Benefit changes must be consistent with your qualified change-in-status event.Changes must be submitted to Human Resources within 30 days of the event; documentation supporting the change will be required.Who is eligible for benefits?All full-time employees who work a minimum of 30 hours per week are eligible for benefits. For new hires, benefits are effective on the 1st of the month following date of hire. In addition to enrolling yourself, you may also enroll any eligible dependents. Eligible dependents are defined below:• Spouse: a person to whom you are legally married by ceremony• Child(ren): Your biological, adopted, or legal dependents up to age 26 regardless of student, financial, and marital status; coverage for a dependent child will terminate at the end of the month in which the child turns age 26Change-in-Status EventsUnless you have a qualified change-in-status event that impacts your eligibility andthe change is allowed under the terms of the insurance contract or plan document,you cannot make changes to the benefits you elect until the next Open Enrollmentperiod. Some examples of qualified change-in-status events are highlighted below:Marriage or divorceBirth, adoption, or deathChange in employment, or employment status for you, your spouse, or your dependent childChange in coverage under another employer plan, such as a change made during your spouse’s Open EnrollmentMcCord Development takes pride in providinga comprehensive employee benefits program,and we recognize the important roleemployee benefits play as a criticalcomponent of your overall compensation. Westrive to maintain a benefits program that isrewarding and competitive.WHAT’S INSIDE2Employee Resources Employee Contributions Medical Health Savings Account (HSA) Flexible Savings Account (FSA) Dental Vision Life/AD&D Long-Term Disability Insurance 401(k) Benefits

EMPLOYEE RESOURCESEMPLOYEE CONTRIBUTIONS PER PAY PERIOD Plan Features Employee Employee + Spouse Employee + Child(ren) FamilyMEDICAL—Cigna$5,000 PPO HSA$0.00 $163.16 $133.51 $311.40$1,000 PPO$37.50 $261.01 $220.39 $464.10DENTAL—GuardianDental Plan $0.00 $8.46 $14.53 $23.70VISION—Guardian Vision Plan $3.70 $7.39 $7.03 $10.863Based on 24 pay periods per yearCarrier Name Group # Website Phone NumberCignaMedical00654424www.myCigna.com (best to register)1.Find a doctor, dentist, or facility2.Log-in, or search ‘Plans through employer’3.Enter address, city, or zip code4.Select doctor by type, name, or facility5.Select a Plan/Network: Open Access Plus (both plans)(800) 244-6224GuardianDental00066283www.guardianlife.com 1.Find a Provider2.Search Providers3.Find a Dentist4.Enter Plan Type: PPO or DHMO5.Enter search criteria(888) 600-1600GuardianVision 00066283www.vsp.com 1.Register to find provider2.Enter search criteria (877) 814-8970HSA BankHealth Savings Account (HSA)www.myaccounts.hsabank.com 1. From website, select “New User”2. Enter Requested Info(800) 357-6246BPASFlexible Spending Account (FSA)www.bpas.com Access Your Account Online1. From website, select “Participant Accounts”2 . Select “Account Access”3. Enter Request Info & Select “Account Activity(866) 401-5272GuardianLife and Disability Insurance00066283 www.guardianlife.com Life: (800) 525-4542Disability: (800) 538-4583GuardianEmployee Assistance Program Guardian Guidanceresources.com (855) 239-0743Principal Financial Group401(k)McCord Development Inc 401(k) Retirement Plan ID: 7-24658www.principal.com (800) 986-3343

Frequently Asked QuestionsBENEFIT TERMINATION DATEWhen do benefits end if I were no longer eligible forbenefits or when I leave the company?The date coverage ends will depend on the benefitplan. Some may end on your last day of employment,while others may continue through the last day of themonth in which you worked. Refer to your benefitsummary, contact your HR Department, or call theinsurance carrier directly to confirm the date benefitsend for each of your benefit plans.BENEFIT CONTINUATIONMay I continue my benefits if I lose coverage due to theabove-mentioned reasons?Yes, you may be eligible to continue your medical,dental and vision plans through COBRA if covered underthese plans. Please refer to the Cobra section of the compliance toolkit.You may be eligible for Conversion/Portability for your life, accident, critical illness, cancer, and hospital indemnityinsurance if you request within 31 days from youremployment termination or change to part-time status.Please refer to the respective benefit plansummaries or Summary Plan Description for additionalinformation.ACTIVELY-AT-WORK CLAUSEDo any of the benefit plans summarized in this guideinclude what is referred to an “Actively-at-Work” clause?Yes. Some plans will require that you be actively at workon the day benefits are scheduled to take effect. If youare not actively at work on mentioned date, coveragewill be delayed, and benefits will not take effect until thedate you are actively at work; this stipulation may alsoapply to your covered dependents.BENEFIT PREMIUM PAYMENTSHow do I find out how much my share of the benefitpremium cost is for the benefits I elect to enroll in?Please refer to page 3 of this guide or carrier summaries for the cost per pay period information. How will I pay for the voluntary benefits I elect to enrollin?Once your benefits take effect, premiums associatedwith each voluntary benefit plan option you enroll in willbe deducted from your paychecks.COMPREHENSIVE PLAN DETAILSDoes this benefit guide include all plan coverage details,exclusions, restrictions, limitations, and/or otherstipulations that apply to the benefits described in thisguide?No. This guide is intended to provide benefit coverageinformation in a summarized fashion and so does notInclude all plan coverage information.For detailed coverage information, please refer to therespective benefit plan’s Summary Plan Description.NETWORKS & YOUR OUT-OF-POCKET COSTSHow do I make sure I get the best coverage?Many of your benefit plan options have provider networks. When you use doctors, other health care providers, hospitals, and facilities that are in your plan’s network you will receive the best coverage your benefit plans have to offer. Making sure that you use in-networkproviders will ensure you get the best coverage as out-of-network coverage does not provide discounts, doesnot protect you from balance billing, and may imposehigher deductibles, co-insurance, and out - of - pocketmaximums.If you receive services from out-of-network providers yourout-of-pocket costs are usually considerably higher. Thisis partly the case because you lose valuable networkdiscounts and, in addition to you not receiving adiscount, you may also be balance billed*.*Balance billing occurs when an out-of-network providerbills a patient for the difference between what theybilled for services rendered and what the insurancecompany has established as the maximum allowablecharge for the service(s) rendered by out-of-networkproviders; depending on the type of service(s) renderedyou may be balanced billed hundreds or thousands ofdollars more than what you would have been billed hadyou used an in-network provider. Why pay more? Selectfrom in-network providers and enjoy the best coverageyour plans have to offer.How do I locate in-network providers?Call the specific insurance carrier’s customer servicenumber or visit their website to locate in-networkproviders. Refer to the “Employee Resources” pagesection of this guide for instructions on how to locate In-network providers for each of the benefit plans youare enrolled in.44

Summary of CoverageMedical CoveragePlan Features CignaIN-NETWORK $5,000 PPO w/ HSA $1,000 PPOProvider Network Open Access Plus PPO Open Access Plus PPOHSA Compatible Yes NoDeductibles(Individual / Family)$5,000 / $10,000 $1,000 / $2,000Coinsurance 0% after deductible 20% after deductibleOut-of-Pocket Max(Individual / Family)$5,000 / $10,000 $4,500 / $9,000Preventive Care No Charge No ChargePrimary Care Visit No Charge after deductible $10 copayMDLive No Charge after deductible $10 copaySpecialist Visit No Charge after deductible $75 copayDiagnostic Lab & X-RayComplex Imaging(CT/MRI, PET scan)No Charge after deductible 20% after deductibleOutpatient Procedure No Charge after deductible 20% after deductibleInpatient Stay No Charge after deductible 20% after deductibleEmergency Room No Charge after deductible $300 copay + 20% after deductibleUrgent Care No Charge after deductible $50 copayRetail Pharmacy RX(30 Day Supply)• Tier 1• Tier 2• Tier 3No Charge after deductible$10 copay$35 copay$75 copay$250 copayMail Order Pharmacy RX(90 Day Supply)No Charge after deductible2.5x retail pharmacy copay(Specialty Rx not included)OUT-OF-NETWORKDeductibles(Individual / Family)$10,000 / $20,000 $2,000 / $4,000Coinsurance 50% after deductible 50% after deductibleOut-of-Pocket Max(Individual / Family)$14,000 / $28,000 $9,000 / $18,000Emergency Room No Charge after deductible $300 copay + 20% after deductible5

6If you are enrolled in the $5,000 HDHP with HSA medical plan, you may establish an HSA and contribute towards your account on a pre-tax basis. HSA account administrator charges a monthly fee of $2.50. There are many advantages to contributing to an HSA account including:Health Savings Account (HSA)A health savings account (HSA) is a health care account and savings account in one. The main purpose of this account is to offset the cost of a qualifying high deductible health plan (HDHP) and provide savings for your out-of-pocket eligible health care expenses. Contributions to the HSA are pre-tax, providing savings for qualified medical expensesThis is a “portable” account. You own your HSA! It’s included in your employee benefits package, but after you set up your account, it’s yours to keep, even if you change jobs or retire.Once your HSA is established, money is contributed to your account by McCord Development, Inc. and you can then use your HSA dollars tax-free to pay for eligible health care expenses. You save money on expenses you’re already paying for, like doctors’ office visits, prescription drugs, and much more. Best of all, you decide how and when to use your HSA dollars.According to the IRS, you cannot be covered by a medical plan that is not a High Deductible Health Plan (HDHP) and establish and/or contribute toward an HSA. Also, if applicable, you cannot contribute toward an FSA, unless it is a Limited FSA plan. 6IRS ANNUAL LIMITS**2024 Max Contribution (Employer + Employee)Annual Employer ContributionHow much YOU can contribute in 2024Employee Only$4,150 $2,004 $2,146Employee + Spouse$8,300 $3,456 $4,844Employee + Child(ren)$8,300 $3,192 $5,108Employee + Family$8,300 $4,764 $3,536Catch-Up Contribution Employees Age 55+ may be eligible to contribute an additional $1,000**You are responsible for tracking your contributions to ensure you do not exceed the maximum allowable contribution.

Dental PlanSummary of CoveragePlan Features In & Out-of-NetworkNetwork DentalGuard Preferred PPOCalendar Year Deductible• Individual• Family$50$150Preventative Services• Cleaning (once every 6 months)• Routine Exam• Sealants (per tooth)• X-rays0%; deductible does not applyBasic Services• Fillings• Endodontics (gum treatments)• Periodontics (root canals)20% after deductibleMajor Services• Bridges and Dentures• Inlays, Onlays and Veneers• Single Crowns• Extractions50% after deductibleOrthodontia (Children Only to Age 19) 50% after deductibleOrthodontia Lifetime Maximum $1,500Annual Maximum $2,000Maximum RolloverRollover ThresholdRollover AmountRollover Account LimitYes$800$400$1,500• Out of network benefits for a given dental procedure are calculated according to the Usual and Customary charge within a particular zip code area. This plan utilizes the 90th percentile of U&C, which means that 9 out of 10 dentists in a specific area charge at or below the plan allowance for a procedure.** Late entrant waiting periods apply to Basic, Major and Orthodontic Services. A late entrant is a member who declines coverage when first eligible to enroll, this could be a dependent or employee. The waiting period for these services is 12 months. You do not have a waiting period for preventive services. All other members who enroll when first eligible do not have any waiting periods. 7

Vision CoverageSummary of CoveragePlan Features In-Network FrequencyOut-of-NetworkReimbursementNetwork VSP Choice NetworkVision Exam $10 copay 12 Months Max of $39Prescription Lenses• Single Vision• Bifocal• Trifocal• Progressive$25 copay$25 copay$25 copay$25 copay12 MonthsMax of $23 Max of $37Max of $49Max of $64Frames*$130 allowance; 20% off balance over allowance12 Months Max of $46Contact Lenses*Elective Contacts Contact Evaluation & FittingMedically Necessary Contacts**$130 allowance15% off UCR$0 copay12 MonthsMax of $100Max of $210Additional Discounts• 20% off additional glasses and sunglasses including lens options from any VSP doctor within 12 months of last covered eye exam• Laser Vision Correction: Up to 15% off regular price, or 5% off promotional price; discounts only available from contracted facilities. *Benefit includes coverage for glasses frames or contact lenses, not both.**Covered in Full for members who have specific conditions8

Flexible Savings Accounts9What is a Flexible Spending Account (FSA)?FSAs provide you with an important tax advantage that can help you pay health care and dependent care expenses on a pre-tax basis. By anticipating your family’s health care and dependent care costs for the next plan year, you can lower your taxable income.Eligible ExpensesEligible health care expenses for the Healthcare Reimbursement FSA include more than just your deductible and copayments. The IRS publishes a detailed annual list of qualified eligible expenses. Please see the FSA enrollment kit for a sample of eligible expenses. You can also visit the website www.irs.gov/publications/p502/index.html.“Use it or Lose it”According to IRS regulations, the money you contribute to the FSA must be used for expenses incurred during the plan year in which you make the election. Our plan has a grace period through August 15th every year during which you can continue to use funds set aside in the previous plan year. Any money not used after this time will be forfeited. Please visit www.irs.gov for additional information about Flexible Spending Accounts.The Healthcare FSA lets you pay for certain IRS-approved medical care expenses not covered by your insurance plan with pre-tax dollars. For example, cash that you now spend on deductibles, copayments, or other out-of-pocket medical expenses can instead be placed in the Healthcare FSA pre-tax, to pay for these expenses. The annual maximum contribution for 2024 to the Healthcare FSA is $3,200. Funds contributed towards the Healthcare FSA are front-loaded. Eligible dependent care expenses include the cost of licensed childcare facility, nursery or preschool, and the cost of an adult dependent’s care inside or outside of your household. Funds contributed towards Dependent Care FSAs are not front-loaded. Keep these things in mind: • $5,000 annual maximum per household or $2,500 if married and filing separate tax returns.• To qualify, you and your spouse must be employed, or your spouse must be a full-time student or looking for work.• Record expenses for dependent children under age 13 who you claim on your taxes or a disabled spouse/dependent of any age.• If dependent care expenses are reimbursed from your Dependent Care FSA, these expenses cannot be claimed as a dependent care tax credit on your federal tax return.Healthcare FSADependent Care FSA9

Group Term Life / AD&DWho Is Eligible:All Active, full-time, regularemployeesBenefits You Receive:McCord Development provides every eligible employee with group term life and AD&D insurance equal to$50,000 at no cost to you. Coverage is automatic and does not require an election though beneficiarydesignationis required.Individual Purchase Rights – If you retire, reduce your hours or leave McCord, you may be eligible to convert to an individual policy. You will be required to submit an application to Guardian within 30 days of your termination if you wish to continue your coverage. Please contact Guardian or the summary plan description for details.Waiver of Premium – if disabled, insurance will contribute to age 65 or no longer disabled.Summary ofCoverage-Employer PaidGuardianPlan Features Employer Paid Term Life and AD&DEmployee Life Benefit Flat $50,000Employee AD&D Benefit $50,000Spouse Coverage $5,000Child(ren) Coverage (14 days to age 26) $2,500The following benefit reduction schedule shows how much benefits are reduced at certain ages:Age Benefit Reduces by:65 35%70 50%Additional BenefitsPortability, Conversion & Waiver of PremiumDesignating a Beneficiary: You must name a person(s) or entity to receive benefits in the event of your death. The beneficiary designation applies to your group term life and AD&D and voluntary life AD&D insurance. Contact Human Resources to update your beneficiary information. You can update your life insurance beneficiary at any time throughout the year and as many times as needed. 10

Voluntary Life / AD&DSummary of Coverage*Guarantee Issue is for newly eligible employees only. Late enrollments, employees increasing current elections, or employees who decide to enroll, must complete an evidence of insurability (EOI) for enrolled amounts. Guarantee Issue is subject to carrier restrictions and guidelines. You, as the employee, must elect coverage for yourself in order to elect for your spouse and/or child(ren).Designating a Beneficiary: You must name a person(s) or entity to receive benefits in the event of your death. The beneficiary designation applies to your group term life and AD&D and voluntary life AD&D insurance. Contact Human Resources to update your beneficiary information. You can update your life insurance beneficiary at any time throughout the year and as many times as needed. Accelerated Benefit – If you become terminally ill, you may be able to receive a portion of your life coverage benefit as a lump sum.Portability – If you retire, reduce your hours or leave McCord Development, you may be eligible to take your coverage with you. You will be required to apply with Guardian within 30 days of your termination if you wish to continue your coverage. Contact Guardian or the summary plan description for details.Waiver of Premium – If you become totally disabled before age 60, coverage will continue, and premium maybe waived for you and your covered dependents.11Coverage Provided ForVoluntary Term Life and AD&D (Employee Paid) Guaranteed Issue Amount*(new hires under 70 only)Minimum MaximumIncrement AvailableEmployee $10,000 $500,000 Units of $10,000 $100,000 Spouse $5,000 $250,000 Units of $5,000 $25,000 Child(ren)(up to age 26)$10,000 $10,000 $10,000 $10,000 Included BenefitsAccelerated Death Benefit, Conversion, Portability, Waiver of Premium, & Annual Benefit Amount IncreaseThe following benefit reduction schedule shows how much benefits are reduced at certain ages:Age Benefit Reduces by:65 35%70 50%

Summary of CoverageLong-Term DisabilityPlan Features GuardianEmployee Benefit Amount 60% of salary Maximum Monthly Benefit Amount $14,000Waiting Period 90 days Benefit Duration Social Security Normal Retirement AgePre-existing Condition Exclusion* 3/12Survival Benefit 3-month lump sumPartial Disability IncludedLTD benefits received under this policy are taxable.Why do you need Long-Term Disability? A lengthy disability can be devastating and is more common than you may think. Long-term disability may lead to a loss of income, independence, and financial security. A disability insurance policy can help provide security when you need it most. It pays you cash benefits when you’re sick or hurt and can’t work.*A preexisting condition is a sickness or injury, including all related conditions and complications, or pregnancy for which employees received medical treatment, consultation, care or service; or were prescribed or took prescription medications in the 3-month period prior to their effective date under the policy. Benefits will not be paid for disabilities resulting from preexisting conditions unless, when employees become disabled, they have been actively at work for one full day after being covered under the policy for 12 consecutive months.1212

Employee Assistance Program (EAP)EAP is a comprehensive resource providing access to professional assistance for a wide range of personal and work-related issues. The service is available to you and your immediate family members twenty-four hours a day, 365 days a year, and provides resources to help employees find solutions to everyday issues. Services include up to three face-to-face visits per employee, unlimited phone counseling with master’s-level consultants to help with more serious issues, online resources. Participation is voluntary and strictly confidential. Sample topics include but are not limited to:Emotional well-being• Day care / Elder Care• Legal and financial matters• Work and lifestyle transitions• Legal assistance• Will preparation• Online support and more• Grief, loss, and life adjustments• Relationship/martial conflicts• Stress, anxiety, depression• Divorce, adoption, family law, trusts13How to access 24/7 live assistance: Phone: 1-855-239-0743Web: guidanceresources.com App: GuidanceNowOrganization Web ID: GUARDIAN

Additional BenefitsPaid LeavePersonal: Full time employees receive 2 days each year after 3 months of employment.Sick: Full time employees have 6 days per year. Service Days: Full time employees have up to 5 supervisor approved days. Service Days are for charity work and/or related to giving back to the community or surrounding area.Holidays: The company observes 11-paid holidays each year. A list of observed holidays is distributed prior to the beginning of each year.Vacation: Full time Employees earn vacation based upon length of service with the company as follows:Years of Service Number of Vacation DaysLess than 3 years10 Days4 – 7 years 15 Days8 – 12 years 20 Days12+ years 25 DaysPlease see handbook for additional information. 14

401(k) Retirement PlanDreaming of those relaxing days in your golden years?Whether you’re looking forward to relaxing lakeside, taking leisurely bicycle rides or traveling the world, retirement can be the most enjoyable time in life. However, if you don't save ahead of time, the only thing you will be looking forward to is going into work on a Monday morning.The time to begin saving is now!Here are the facts:•Four out of 10 people over age 55 have less than $100,000 saved for retirement.•Research indicates that American workers will need 80 to 100 percent of their current income to be comfortable during retirement.•More than half of all American workers report having less than $25,000 saved for retirement in total savings and investments. To make sure that you’re sittin’ pretty during retirement, take full advantage of McCord Development Inc.’s savings options. Contact Human Resources on how to better utilize our benefit offerings to secure your financial future.Eligibility You may participate in the Plan when you have met the following requirements:· Full Time Employee· Reached age 21· Completed at least three full calendar months with McCord Development, Inc.Enrollment Dates You may enroll in the plan anytime following the completion of the plan eligibility requirements. You may contribute on a pre-tax basis or ROTH basis and choose from over 30 different funds. You may self-enroll online, but it is recommended to communicate your elections to the Plan Administrator/HR via email. Changes/Cancellation You may cancel or change your elections at anytime. Enrollments, changes, or cancellations are effective the first of the month following the month the changes were made. You may change your elections online but, it is recommended to communicate your change or cancellation to the Plan Administrator/HR via email.Contributing to the plan Employee may defer 1% - 15% up to 2024 annual IRS limit of $23,000, plus $7,500 catch-up contribution for employees age 50+.Company Match McCord Development will match 100% on the first 3% contribution, then 50% on the next 2% contribution. Example, if an employee contributes 5%, McCord Development will match 4%.Vesting Refers to your “ownership” of the money in your account. You’re always 100% vested in your payroll contributions and your rollover contributions, plus any earnings they generate. As of January 1, 2019, you are also 100% vested in all employer contribution to the plan, plus any earnings they generate.Account Access You can access information on your account 24 hours a day, seven days a week at your Plan’s Website www.principal.com and from Participant Account Services 800-986-3343.1515

McCord Inc.