Benefit Summary

1. Benefit Summary

2. Medical Plan BlueCross BlueShield of North Carolina • Provides access to quality doctors and facilities • Supports your health with great resources • Offers the latest technology to help you navigate your plan

3. Health Plan: Coverage Levels Four coverage levels for medical, dental and vision: • Employee only • Employee + Spouse • Employee + Child or Children • Employee + Family

4. Medical Plan

5. HDHP: How does it work? Before you meet your deductible After you reach your deductible You pay 20% of your health care expenses, including prescriptions BCBSNC pays the rest! • You pay 100% of your health care & prescription drug expenses (except generic preventive drugs which are covered at 100%) • Exception: In-network preventive care is covered at 100%, without paying your deductible first After you reach your out-of-pocket maximum of $3,000 employee tier/$6,000 all other tiers, BCBS pays 100% for the remainder of year.

6. Deductibles *A note about deductibles • If you enroll in the HDHP, your deductible depends on who you cover. • For employee-only coverage, you meet the individual deductible ($1,500 in-network). • If you enroll your spouse and/or children, you and your dependents meet the full family deductible ($3,000 in-network) before the plan shares in the cost of non-preventive care. • If you enroll in the PPO Plan, the deductible applies to each person you cover individually, so you do not have to meet the full family deductible before the plan begins sharing the cost.

7. Prescription Drugs:Prime Therapeutics **www.bcbsnc.com/content/services/formulary/preventive-rx-benefits.htm

8. Health Savings Accounts: An Overview A Health Savings Account (HSA) is a special account, owned by an individual, and used to pay for current and future healthcare expenses. HSAs are used in conjunction with a “High Deductible Health Plan” (HDHP). The benefits of an HSA are: • Your own HSA contributions are tax-deductible. • Interest earned on your account is tax-free. • Withdrawals for qualified expensesare tax-free. • Unused funds and interest are carried over, without limit, from year to year. • You own the HSA and it is yours to keep—even when you change plans or retire.

9. Health Savings Accounts: Additional Details Contributing to an HSA: Employee and/or Employer • The maximum annual HSA contribution is based on the statutory limit for your coverage level (employee only or employee + dependents) each year. • $3,100 - $500 = $2,600 (Employee only) • $6,250 - $500 = $5,750 (Employee + Dependents) • If you are age 55 or older, you can also make additional “catch-up” contributions • $1,000

10. Health Savings Accounts: Eligible Expenses Eligible Expense…very similar to HCFSA • Deductible and coinsurance amounts • Visits to your doctor • Medical procedures • Prescription drugs • Eyeglasses, contact lenses • Laser eye surgery • Hearing aids For guidance, visit www.irs.gov, publication 502

11. Medical Premiums

12. Dental Option 1: MetLife Note:Dependent children/grandchildren are eligible up to age 19 or up to age 25 if a full-time student. Certification of full-time student status must be provided on an annual basis.

13. Dental Option 2: MetLife Note:Dependent children/grandchildren are eligible up to age 19 or up to age 25 if a full-time student. Certification of full-time student status must be provided on an annual basis.

14. Dental Premiums: MetLife

15. Vision In-Network: VSP

16. Vision: VSP

17. Vision Out-of-Network: VSP

18. Vision Premium: VSP

19. Flexible Spending Accounts: Ceridian • 3 Types of Accounts: • Health Care • Limited Health Care • Dependent Care • These accounts are a way for employees to set aside money from their paycheck, each pay period, before taxes are withheld to pay certain out-of-pocket health care expenses and qualifying dependent day care expenses. • Throughout the plan year, the employee can be reimbursed for the medical or dependent day care expenses incurred. • Benefit: Reduces the amount paid in taxes and increases spendable income

20. Short-Term Disability: MetLife • Administered by MetLife – 1-877-638-8262 • Company Provided • 60% Plan: maximum weekly benefit of $600 • Calculated: hourly wage x 40 hrs

21. Long-Term Disability: MetLife • Administered by MetLife • Company Provided • Benefits begin after STD is exhausted (26 weeks) • 60% of eligible pay, up to $15,000 per month maximum

22. Life Insurance: MetLife • Snyder’s - Lance provides life insurance coverage at • no cost to you. • Basic Life Insurance & AD&D – 1.5 times base pay up • to max of $500,000

23. Supplemental Life Insurance: MetLife • Employee can purchase from $25,000 up to $500,000 • ($25,000 increments) • Spouse Life - $25,000 to $100,000 • - not to exceed 50% of employee Supp. Life Cvrg. • Child(ren) Life - $10,000 • * Employee must elect Supplemental Life to be • eligible for Spouse and Child(ren) Life. 23

24. Supplemental AD&D: MetLife • Employee can purchase from $25,000 up to $500,000 • ($25,000 increments) • If employee chooses Family Coverage • - Spouse - insured for 50% of coverage amount • - Children - insured for 10% of coverage amount 24

25. 2012 Holiday and Personal Days • Total 10 Days • Includes both company recognized holidays (6) and personal days (4) • The company recognized holidays are applicable to all locations across the company • Company Recognized Holidays – 6 • New Years Day • Memorial Day • Independence Day • Labor Day • Thanksgiving Day • Christmas Day • Personal Days – 4 • In situations where business needs dictate the designation • of a personal day(s) as a planned holidays, locations may • specify a planned holiday to be observed for the location.

26. New Hires – Personal Days • New Hires are eligible for up to 4 Personal Holidays based upon the following • schedule:

27. 2012 Holiday and Personal Days • All regular full-time associates scheduled to work an average of 30 hours a week or more • are eligible to receive holiday pay beginning on their first day of employment. • To schedule vacation, associates should refer to their immediate supervisor or local • Human Resources representative for the process used at their location. • Associates who are on alternating work schedules should see their supervisor or local • Human Resources representative for holiday observance for company designated holidays. • Associates may not take a Personal Holiday until the have completed 90 continuous days • of employment. • Personal Holidays do not “carry over” to the next year, and are not paid out on termina- • tion of employment (except for states in which forfeiture of personal holidays is prohi- • bited). • Personal holidays should be planned and schedules as far in advance as possible and • requires supervisory approval. 27

28. New Hires – Vacation Eligibility • Vacation Hours – New Hires • New hires are eligible for up to 80 vacation hours based upon the following s • schedule:

29. Current Associates Vacation Eligibility • New Hires – Vacation Hours Following Year of Hire • On January 1 of every year following the employee’s year of hire, vacation hours are based upon the schedule below. • Current Associates – Vacation Hours • On January 1 of every year, vacation hours are based upon the schedule below.

30. Using Vacation Hours • Vacation hours accrue on a pro rata basis over the course of the year, however, associates • may take up to their allotment of annual vacation at any time during the calendar year. • Vacation should be planned and scheduled as far in advance as possible and requires • supervisory approval. • In some cases, business needs will dictate when vacation hours may be taken (for instance, • during holiday periods). • Associates may not take a vacation until the have completed 90 continuous days • of service. • To schedule vacation, associates should refer to their immediate supervisor or local Human • Resources representative for the process used at their location. • Vacation Pay will not be advanced. 30

31. Online Benefits Enrollment: The Benefits Center • Go to: www.mysnyderslance.com • Click “My Benefits” • Find benefits information and the link to the • Benefits Center. • Use the Comparison Tool in the Benefit • to cost compare. IMPORTANT – Benefits are effective 30 days and to the first of the month following your hire date. You must make an election prior to your effective date of coverage or you will be defaulted to Employee Only Coverage – PPO Plan and company paid benefits* If you need assistance or have any questions, you can contact: Employee Resource Center - 1-866-695-2623 31