Benefits Summary

2 | 2022 Benefits

Pay Attention to DeadlinesCurrent Employees: • You must enroll in 2022 benefits during Open Enrollment, October 18 - November 5, 2021.

New Hires: • If you do not enroll for coverage within 31 days of

your hire date, you will not have coverage and must wait until the next Open Enrollment period to enroll — unless you experience a qualified life event.

• New benefits coverage begins the first day of the month following your date of hire or immediately if your hire date is the first day of the month.

• You are immediately eligible for and can enroll in the Infor Global Solutions 401(k) Plan at any time by visiting 401k.com.

Knowledgebase is a comprehensive resource for benefits information. There you’ll find videos, enrollment guides, summary plan descriptions, and more.

You can enroll in benefits through the Employee Self Service Portal. You can also use that tool to change your benefits when you experience a qualified life event during the year.

Benefits highlighted in the following summary are effective January 1, 2022.

Enroll and Learn More

3 | 2022 Benefits

2022 Benefits Premiums

VisionMonthly Premiums

Employee Only $5.22

Employee + Spouse $10.43

Employee + Children $11.16

Employee + Family $17.85

Accidental Death and Dismemberment, Voluntary Accident and Critical Illness

MedicalMonthly Premiums

Note: All premiums above reflect tobacco-free employees/families. Employees who select tobacco-user status will pay an additional $75/month. The ‘per child’ premium is capped at 4 children no matter how many you cover.

Platinum Gold Silver Bronze

Employee Only $158 $94 $30 $8

Spouse $228 $136 $43 $11

Per Child $81 $49 $16 $4

You will see your premiums for these plans during enrollment.

Voluntary LifeMonthly Premiums (Per $10,000 of coverage; based on your age as of January 1, 2022)

Base Enhanced

Employee Only $10 $18

Spouse $11 $20

Per Child $8 $14

DentalMonthly Premiums

Note: The ‘per child’ premium is capped at 4 children no matter how many you cover.

Employee Age Tobacco Free Tobacco User

Under 25 $0.31 $0.38

25-29 $0.36 $0.43

30-34 $0.47 $0.55

35-39 $0.52 $0.64

40-44 $0.57 $0.68

45-49 $0.82 $1.00

50-54 $1.21 $1.45

55-59 $2.12 $2.55

60-64 $3.14 $3.77

65-69 $5.68 $6.83

70-74 $8.58 $10.30

75+ $13.74 $16.49

4 | 2022 Benefits

MedicalThere are four medical plan options to choose from. For medical services and pharmacy benefits, copay means there is no deductible or coinsurance.

Platinum Gold Silver Bronze

Employee Only Family Employee Only Family Employee Only Family Employee Only Family

Deductible $500 $1,000 $1,600 $3,200 $2,600 $5,200 $6,500 $13,000

Out-of-Pocket Maximum $3,200 $6,400 $3,400 $6,800 $4,400 $8,800 * $6,500 $13,000*

Deductible and OOP Max Type

Each person’s deductible on a family plan is

limited by the individual deductible (and out-of-

pocket maximum)

Each person’s costs are pooled with covered dependents until the deductible (and out-of-pocket maximum) are fully satisfied

Medical Services Coinsurance

You pay a $25 urgent care and primary care copay, a $50 specialist copay and a

$150 ER copay

You pay 20% after deductible for services

without a copay

You pay 10% after deductible

You pay 20% after deductible

You pay nothing after deductible

Preventive Care1 The plan pays 100% without you having to meet your deductible

Infertility Treatment Covered in all four options, subject to deductible and coinsurance; capped at $20,000

Covered Services All four plan options cover the same medical services

Provider Network All four plan options use the same Anthem Blue Cross Blue Shield network

Generic Prescriptions You pay $5 copay7 You pay 20% after deductible

You pay nothing after deductible

Brand on the PDL2, 3 You pay 30%5, 7 (no deductible)

You pay 25% after deductible

Brand not on the PDL2, 3 You pay 30%6, 7 (no deductible)

You pay 50% after deductible

Specialty Medications Covered at no cost to you

if enrolled in PrudentRx through CVS8

You pay same as above

Preventive Medications4 (90-day Supply)

Covered as above

You pay nothing after copay. For list visit Knowledgebase.

• Generic You pay $5 copay (CVS retail location or mail order)

• Brand with no generic available

You pay $40 copay (CVS retail location or mail order)

• Brand with generic available3

You pay $60 copay or $5 copay + cost difference between the brand drug and generic drug alternative3 (CVS retail location or mail order)

Claims / Network Administrator: Anthem and

CVS Caremark

Note: All coverage amounts above show in-network providers; see Summary Plan Description for out-of-network benefits. Family deductibles and out-of-pocket maximums apply to family coverage or to an employee plus a covered dependent.

*The in-network out-of-pocket maximum amount for any individual enrolled in a plan with family coverage is capped at $8,700 for 2022.1 Subject to certain limits based on clinical guidelines used by the claims administrator.2 PDL = Performance Drug List, which is available on Knowledgebase.3 The “pay the difference” provision applies, meaning if you choose to fill a brand name drug that has a generic equivalent, you will pay the cost of the generic drug as covered by the plan, plus the difference in cost between the two. In order for the “pay the difference” provision to not apply, you must obtain pre-approval of your physician’s request for an exception with CVS/Caremark.

4 The copay only applies if you purchase a 90-day supply of a preventive medication via mail order or at a CVS retail pharmacy (including Target). If not, you must purchase up to a 30-day supply and it will be subject to deductible and coinsurance after your third refill. See SPD or Enrollment Guide.

5 Retail max. $125. Mail Order max. $250.6 Retail max. $150. Mail Order max. $300.7 After your first three 30-day retail fills, you must fill a 90-day supply through CVS mail or a CVS retail location.8 You pay 30% if you choose not to enroll in PrudentRx.

5 | 2022 Benefits

Cover the same medical services and prescriptions

Use the same network

of providers

Offer free preventive care

and certain prescriptions for

$5 or less

Protect you with an

out-of-pocket limit

Provide comprehensive

medical benefits when you need them

Platinum Gold Silver Bronze

Paycheck costPremiums you pay whether or not you use the medical plan

Out-of-pocket costCopays, deductibles and coinsurance you pay to the provider when you use the medical plan

Financial riskYour annual out-of-pocket maximum if you have a catastrophic medical event, serious illness, or significant use of medical benefits

Health Savings AccountSave, spend and invest tax-free dollars for healthcare expenses now or in the future

One medical plan, four optionsGiving you greater control over healthcare spending

No matter which option you choose, the plan will:

HSA not available Up to a $500 company match

Up to a $500 company match

HSA available but without match

The options differ in when and how you pay for healthcare. Review the following chart and consider...

How much healthcare do I plan to use during the year?

Do I prefer to pay more from each paycheck and less when I receive care, or do I prefer to pay

less from each paycheck and more when I receive care?

Do I have financial reserves to pay for a large medical bill if necessary?

Could I benefit from more tax-free savings in an HSA and a company match to pay for

healthcare expenses?

Do I take expensive specialty medications that I could get at no cost (through PrudentRx) if I enroll

in the Platinum option?

6 | 2022 Benefits

DentalThere are two dental plan options to choose from.

Dental Option Base Enhanced

Annual Deductible (Per Person/Per Family) $50/$150

Annual Maximum $1,500 $2,500

Lifetime Orthodontic Maximum $1,500 $2,000

Preventive 100%

Basic 80% after deductible

Major 50% after deductible 75% after deductible

Orthodontic 50% after deductible

Claims / Network Administrator: Delta Dental

VisionThe Vision Plan offers you and your family members access to a nationwide network of ophthalmologists, optometrists, and opticians, both in private practices and at retail stores, such as Walmart, Sam’s Club, Costco, and more. When you go to a VSP provider, you receive maximum benefits and pay preferred prices. You will receive a reduced benefit at out-of-network providers

Note: There is no Vision Plan ID card..

Claims / Network Administrator: VSP

Vision In-Network

Exams (every calendar year) You pay $0

Frames (every other calendar year)Plan pays up to a $150 allowance; then you receive

20% savings over the allowance

Lenses (every calendar year) Includes single vision, lined bifocal, and lined trifocal lenses

You pay $0

Lens Enhancements (every calendar year) You pay:

• Standard Progressive $0

• Premium Progressive $95–$105

• Custom Progressive $150–$175

• UV Protection $16

• Standard Scratch-Resistant Coating $17

• Standard Antireflective Coating $41

• Polycarbonate lenses for adults $31–$35

• Photochromics $70–$82

Contacts (instead of glasses, every calendar year)Exam (fitting and evaluation): You pay up to $55

Lenses: Plan pays up to $130 allowance

7 | 2022 Benefits

Tax-Advantaged Savings

Health Savings Account (HSA)You can contribute to a Health Savings Account (HSA) to be used for eligible healthcare expenses. An HSA is not an employer-sponsored plan through the company, but does provide a pre-tax payroll deduction option. If you enroll in the Gold or Silver option and contribute to an HSA, the company will contribute $1 for $1, up to $250 for individual coverage or $500 for family coverage in 2022. To receive your pre-tax contributions and company match, you must have an HSA that is approved and opened with Bank of America.

2022 HSA Contribution Limits: $3,650 (employee only), $7,300 (employee + one or more dependents)

If you are age 55 and older, you can contribute an additional $1,000.

Health Care Flexible Spending Account (FSA)You may contribute up to $2,750 of your annual pay to this account on a pre-tax basis to use for eligible healthcare expenses. Expenses may be incurred by you or an eligible dependent.You cannot participate in a Health Care FSA and an HSA in the same plan year.

Dependent Care FSAYour choice of a Dependent Care FSA is not affected by your enrollment in a medical plan, HSA or Health Care FSA. This account may be used for qualifying child care for dependents 12 years of age or younger or care for dependent adults. Each year you can contribute a maximum of $5,000 on a pre-tax basis if you are married filing jointly. The limit is $2,500 if you are filing separately or single.

Qualified Transportation BenefitIf you commute to an Infor office, the IRS allows certain transportation expenses (such as trains, buses, subway, vanpools or ferries) to be deducted from your paycheck on a pretax basis. Expenses for parking at work or at a location from which you commute to work are also included.

You can save up to $270 for qualified parking expenses and up to $270 for mass transit/vanpooling expenses.

(Gold or Silver)

Medical plan determines eligibility

PlatinumGold, Silver, Bronze

No medical

coverage

Company Match

Remaining year-end balance

Health Care FSAUse it or

lose it

Health Savings Account (HSA)Rolls over to

next year

FSA and Transportation Administrator; Debit CardSurency is the administrator of your FSA and transportation benefit. You can use your Surency FSA debit card like a credit card to deduct money directly from your Health Care FSA for eligible health care expenses. Each time you incur a qualified health care expense not covered by your regular health plan, you can pay for it with your FSA card. If you are also enrolled in the Dependent Care FSA or the transportation benefit, you can use the same debit card to pay for eligible expenses.

8 | 2022 Benefits

Plan Description of Coverage Who Pays

Basic Life Insurance and Basic AD&D 1 x annual base pay up to $500,0001 The Company

Voluntary Life Insurance and Voluntary AD&D2 Elected in multiples of $10,000 up to 10 times your annual base pay OR $2.5 million (whichever is less)

You

Spouse Life2 Elected in multiples of $25,000, up to $250,000 You

Child Life $5,000, $10,000 or $20,000 You

Dependent AD&D coverage amounts are a percentage of the employee coverage elected up to the maximum benefit amount (Spouse: $250,000 and Children: $40,000)

Spouse Child

Employee and Family AD&D 50% 15% You

Employee and Spouse Only AD&D 55% N/A You

Employee and Child Only AD&D N/A 20% You

Life Insurance and AD&D

Disability Insurance

Plan Description of Coverage Who Pays

Short-Term Disability PlanPays 66.67% of weekly base pay for a maximum of

180 days; benefits begin seven calendar days after the onset of the qualified disability

The Company

Long-Term Disability Plan

Provides 60% of your monthly base pay up to a maximum of $25,000/month after completion of

180-day elimination period; elect a taxable or non-taxable benefit; non-taxable will create imputed

income on your paycheck based on the premiums the company pays on your behalf

The Company

Accident InsuranceWith this coverage, you can elect the Low or High Plan. Both include more than 150 covered events such as fractures, dislocations, cuts and lacerations, eye injuries, concussions and even accidental death. Benefits paid depend on the plan you choose and the type of injury. You will see premiums during enrollment.

Critical Illness InsuranceWith this coverage, you can elect a $15,000 or $30,000 initial employee only benefit. Lump-sum payments are made upon the first diagnosis of a covered condition and range from 25% to 100% depending on the condition. If you cover your spouse and/or child(ren) as well, their initial benefit is 50% of the employee benefit. You will see premiums during enrollment.

Business Travel Accident InsuranceThe company provides Business Travel Accident Insurance for all employees’ covered injuries, including death, sustained while traveling on business.

1 These benefits have a portability and conversion option if you leave Infor. It also includes a living benefit rider and an age reduction schedule starting at age 65.

2 You may be required to submit evidence of insurability.

9 | 2022 Benefits

When you or a family member is diagnosed with a serious medical condition, it can be difficult to navigate the stressful, confusing road ahead. 2nd.MD and BridgeHealth are there to support you. Their services are included in the medical plan at no additional cost to you.

The medical plan also includes a travel benefit for cancer diagnosis and treatment so you can more easily access state-of-the-art cancer care no matter where it is in the country. 2nd.MD can educate you on the most advanced treatment options and the best facilities so that you have the highest chances for recovery.

Your Family and CareerParental Leave

The company provides paid parental leave of 100% of your base pay for four weeks for the birth of a child, an adoption, or foster care placement. The policy enables parents to take paid time away from work to care for and bond with children new to their family. For a birthing mother, this is a separate benefit from the short-term disability benefit for a maternity event.

Adoption and Surrogacy Assistance

The company provides financial assistance for employees building a family through adoption or surrogacy. The company will provide a $10,000 benefit per eligible child with a lifetime maximum benefit per family of $20,000.

Educational Assistance

The company encourages employees to continue to develop their skills and abilities to add greater value to the company and consequently to their own intrinsic and financial rewards. You will be reimbursed, up to $5,250, for costs associated with an educational course that is approved for reimbursement by your supervisor. You must be approved prior to the beginning of the course. Refer to a summary of the program on Knowledgebase or more information.

Serious Support for Serious Conditions

2nd.MD gives you access to a top specialist in your condition for an expert medical opinion about your diagnosis and recommended treatment plan within 3-5 days. Meet from the comfort of home via phone or video conference.

If surgery is necessary, BridgeHealth finds high quality surgical care for you and coordinates every step of the process so that you can recover more quickly. You will pay no more than your medical plan’s deductible for surgery, which, in most cases, will greatly reduce your out-of-pocket costs.

2nd.MD offers expert medical opinions for hundreds of conditions, and it is your choice to use them. However, if you are considering bariatric surgery, you must complete a consult for your surgery to be covered. Additionally, if you are considering spine, knee or hip surgery, you must complete a consult to avoid a $1,000 penalty.

10 | 2022 Benefits

Free Wellbeing Resources For You and Your FamilyYou and your family can learn more about all of these resources online at myLifeChoices.com/Wellbeing.

Know Your NumbersThe company offers free health screenings at your work site, a local lab, or with your regular physician.*

Omada Weight Management is a powerful support resource available at no cost. It comes with a connected scale, a powerful app, and personal coaching that can help you prevent disease.

Omada Diabetes Support brings expert advice and tools. If you have type 2 diabetes (insulin dependent or not), you can participate. The program incorporates a free, connected glucometer (if needed), and 24/7 access to a certified diabetes educator.

Engage Wellbeing brings it all together. Access wellbeing resources, register for a screening, get access to your medical plan ID card. You can even view your claims and learn ways to reduce healthcare costs. Visit engage-wellbeing.com or download the app.

With one call to Anthem you can connect with nurses, social workers, dietitians, pharmacists, health coaches, and more.

Your Anthem Care Management team can help you:

Eat well, sleep better, and overcome roadblocks to exercising more

Manage chronic conditions like heart disease, back, or joint pain

Navigate a hospital stay or understand your medical plan benefits

UBreathe is based on positive psychology and is designed to help you move from thinking about quitting to action. Focus areas may include education about helpful nicotine replacement therapies and medications.

Guidance Resources can help with legal referrals, financial consultation, and expert referrals for child, elder or pet care, adoption, home repair, education, and housing needs. Guidance Resources can provide short-term counseling to address emotional health concerns like depression, stress, grief, or substance abuse.

Glucose Blood Pressure Cholesterol and Triglycerides

Waist Circumference

BMI

* Available to employees only. Dependents can use free annual preventive doctor visits for screenings.

Guidance Resources®

11 | 2022 Benefits

Retirement

Employee Savings PlanYou are immediately eligible to participate in the Infor Global Solutions 401(k) Plan (“Savings Plan”).

Employee Contributions. If you elect to participate in the Savings Plan, you may contribute from 1% to 75% of your pay each pay period on a before-tax or Roth 401(k), basis subject to IRS annual limits. If you are age 50 or older before the end of the year, you can contribute an additional amount over the annual limit, known as a catch-up contribution.

Company Match. If you contribute to the Savings Plan, the company matches your before-tax and Roth 401(k) contributions $0.50 for each $1 you contribute up to the first 6% of your eligible pay for each pay period (with a $2,400 annual max). Catch-up contributions are not matched by the company.

Vesting. You are 100% vested in your contributions. Company match contributions vest 20% after each year of service until you reach 100% after 5 years of service.

Rollovers. You can roll over eligible before-tax, Roth 401(k), and other contributions from qualified retirement plans into your Savings Plan account.

Enroll and Manage. All employees can manage their accounts — including changes to contributions and investments — by visiting 401k.com.

VESTING SCHEDULE

Years of Completed Service

% Vested

1 20%

2 40%

3 60%

4 80%

5 100%

More Details. See the Summary Plan Description on Knowledgebase or by logging in to 401k.com.

12 | 2022 Benefits

Eligibility

You are eligible for most benefits, including the medical, dental, and vision plans, if you:

Are employed in the United States; and

Are regularly scheduled to work 30 or more hours per week

Eligible Dependents

Medical, Dental, and Vision Plan Coverage

Your legal spouse

Your children under age 26, and

Your child who is incapacitated and financially dependent on you1

1In order for your dependents to receive medical, dental, or vision coverage, you must be covered, and you must elect medical, dental, or vision coverage for each eligible dependent.

What You Need to Know About Adding Dependents

Do you have new dependents who need to be covered? Here are the steps to follow to get their coverage started:

Verify that your covered dependents are eligible for coverage.

Confirm you have enrolled the dependents whom you wish to cover through the Employee Self

Service Portal. If your dependents are not enrolled in each plan, they will not receive coverage.

When adding a new dependent to medical, dental, and/or vision coverage, you may be required

to provide proof that the dependent meets the criteria for coverage.

Dependents removed from coverage during Open Enrollment are not eligible for COBRA continuation coverage.

Important!

Repeated attempts to add ineligible dependents may result in the loss of coverage and benefits eligibility for that employee and all covered dependents under the plan to which the ineligible dependents were added.

Reminder

We are required to send to the Internal Revenue Service information about your insurance coverage, including the Social Security Numbers of any dependents. Please update the information for your dependents through the Employee Self Service Portal.

2022 Infor Summary

Any conflict between this summary and the benefit plan documents shall be controlled by the plan documents. If there is any conflict between this summary and your company’s policies, the company policy shall control. Koch Industries, Inc. reserves the right to make changes in the benefits, costs and other provisions relative to employee benefits or to terminate any benefit plan or program offered to employees at any time.

© 2021 Koch Global Services. All Rights Reserved.

Get Connected for More SupportBe sure to save this contact list for a handy reference throughout the year.

Contact When You Need Support For… Phone Number Website Address

Infor HR Service Center

Benefits Information, Systems Access, Eligibility, Payroll Deductions

N/A Knowledgebase

or

Email:

hrservice@infor.com

Fidelity 401(k) Plan Assistance 800-890-4015 401k.com

Anthem Blue Cross Blue Shield

Medical Plan, Help with Health Conditions

24/7 NurseLine

Care Management

833-224-6935

800-700-9184

833-227-2091

anthem.com

or

engage-wellbeing.com

Omada Weight Management Program

Diabetes Support

888-409-8687 omadahealth.com/infor

CVS/Caremark

PrudentRx

Prescription Drugs

Specialty Drugs

800-826-6941 caremark.com

2nd.MD

BridgeHealth

Expert Medical Opinion

Support for Surgery

833-482-0139 855-265-2753

2nd.MD/Koch

surgery.bridgehealth.com/Koch

Bank of America Health Savings Account 800-718-6709 myhealth.bankofamerica.com

Delta Dental of Kansas

Dental Plan 800-234-3375 deltadentalks.com

VSP Vision Plan 800-877-7195 vsp.com

Lincoln Financial Disability Plans 800-291-0112 lfg.com

UBreathe Tobacco Cessation Program 800-882-2109 Email: coaching@mywellportal.com

LiveHealth Online Telemedicine 888-548-3432 livehealthonline.com

Guidance Resources Counseling, Legal Advice, Financial Advice and more

888-628-4824 guidanceresources.com (username: LFGsupport; password: LFGsupport1)

Surency Health Care and Dependent Care Flexible Spending Accounts

866-818-8805 surency.com