Tolleson Employee Handbook

Parental leave may also be used as the STD waiting period if an employee is placed out of work during a pregnancy. Since parental leave is an event-based benefit (meaning 10 days per pregnancy or birth), in this example the birth-parent will have 5 days of parental leave remaining after the birth, even if the birth event is in a different calendar year. Proper documentation must be presented to claim this benefit (e.g., a birth certificate, an adoption certificate, or a letter from the foster care agency). MEDICAL COVERAGE Medical coverage is an important part of your total rewards package. The Company provides two medical plans. Both allow you to proactively manage your health and choose from a broad network of providers. The Company strives to offer comprehensive plans at a reasonable cost. Employee contributory rates cover a small portion of the actual cost of coverage and vary from year to year based upon actual medical claims incurred by the plan. Benefits begin after an eligibility waiting period. LIFE INSURANCE COVERAGE The Company provides financial support to your family or beneficiaries in the event of your death. After your benefit waiting period, a life insurance benefit equal to 1x your annual base earnings will be provided at no cost to you. You have the option to purchase supplemental life insurance in $10,000 increments up to a guaranteed issue amount of $250,000. Your election includes an equal amount of AD&D coverage. SHORT-TERM DISABILITY The Company provides short-term disability (STD) coverage at no cost for a period not to exceed 26 weeks. The Company’s STD plans are a payroll practice and benefits are not paid by an insurance company. Please refer to the terms of the STD plan applicable to your position for more information regarding your STD benefits. A copy of the STD policy may be obtained from your HR team. VOLUNTARY BENEFITS The Company offers several additional voluntary benefit plans that can help you offset healthcare expenses related to illness or injury and/or provide other valuable benefits. You pay the full cost of these premiums via payroll deductions. For additional details on these plans, visit FLObenefits or see your local HR team. COBRA AND CONVERSION OF BENEFITS If you or your covered dependents experience a qualifying loss of coverage, you may be eligible to continue certain benefits through COBRA or other conversion of benefits. These options will be communicated to you upon the loss of coverage.

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