US Handbook 2023

The terms and conditions under this Policy are subject to change by the third-party provider. Associates should consult the plan documents, which are controlling. Short-Term Disability Short-Term Disability requires a seven (7) day waiting period before benefits commence. During this seven (7) day waiting period, five (5) days of unused PTO will be applied. Following the seven (7) day waiting period, benefits of sixty percent (60%) of weekly earnings, with a maximum benefit of seven hundred and fifty dollars ($750) per week, will begin. Disability benefits are subject to federal, state, and local taxes. The maximum benefit period, including the disability waiting period, is thirteen (13) weeks or until benefits become payable under the Long Term Disability Policy, whichever comes first. However, since benefit terms are based on medical conditions, not every Associate may be approved for the full thirteen (13) week benefit. Individuals on Short-Term Disability will be eligible for continuing health benefits that they are enrolled in at the time of disability. Premium payments for health benefits will be made by Dwellworks during the disability period. Once the Associate has returned from disability leave, their portion of the premium for health benefits will be deducted from their pay based on an agreed-upon schedule. PTO will continue to be accrued while on Short Term Disability. Long Term Disability Long Term Disability requires a thirteen (13) week waiting period for disabilities due to accident or illness before benefits commence. During this thirteen (13) week disability waiting period, unused PTO and Short-Term Disability benefits will be applied. Following the waiting period, benefits of sixty percent (60%) of monthly earnings, to a maximum benefit of six thousand dollars ($6,000) per month, will begin. Disability benefits are subject to federal, state, and local taxes. Individuals on Long-Term Disability may be eligible for health benefits under the Consolidated Omnibus Budget Reconciliation Act of 1985 (“COBRA”) and will be responsible for the full amount of the plan premiums. Please consult the COBRA Policy in this Handbook for more information. PTO will not continue to be accrued while on Long-Term Disability. PTO 5 days Short Term Disability 12 weeks Associate’s Responsibilities While on Leave While on personal leave, FMLA, Non-FLMA, or Short-Term Disability, Associates are financially responsible for the following: + If you are enrolled in health insurance, which includes medical, dental, and vision coverage, you will be responsible for the Associate’s portion of the insurance premium. Dwellworks will make the premium payments on your behalf, and an adjustment will be made to your semi-monthly pay once you return to work. + If you have supplemental life insurance, you are responsible for the Associate portion of the insurance premium. Dwellworks will make the premium payments on your behalf, and an adjustment will be made to your semi-monthly pay once you return to work. + If you are enrolled in either the traditional 401(k) or the ROTH 401(k), contributions will not be made for any periods you do not have earnings through payroll. Catch-up contributions will not take place upon your return to work. You can make changes to your account by visiting your provider’s website. + If you have a 401(k) loan, the loan repayment schedule must be followed. 401(k) payments will not be made while you are on disability. It is the responsibility of the Associate to contact the 401(k) provider and make the necessary arrangements. + If you are enrolled in one of the FSA programs, contributions will not be made for any periods you do not have earnings through payroll. Upon return to work, the balance of your annual elections can be re calculated at your request, and the semi-monthly contribution will be adjusted. PTO 5 days Short Term Disability 12 weeks Long Term Disability

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