HHHunt Corporation

Employee Benefits Plan Document

and

Summary Plan Description

Amended & Restated: May 1, 2010

This document, together with attached documents listed on the final page, constitute the written plan document required by ERISA Section 402 and the Summary Plan Description required by ERISA Section 102.

800 Hethwood Boulevard • Blacksburg, Virginia 24060 • Voice: (540)552-3515 • Fax: (540)552-5517 • www.hhhunt.com

HHHunt Employees, We think we have an outstanding benefits package; we hope you agree. We always try to provide information to employees interested in learning more about their benefits. This is your Summary Plan Description for all of the HHHunt Employee Benefit Plans. It is a requirement under the Employee Retirement Income Security Act of 1974 (ERISA) that you receive a Summary Plan Description (SPD) regarding the benefits provided to you by HHHunt. As a way to make benefit communications more accessible, HHHunt has in place My Benefits Navigator which is an employee benefits portal. The website is available 24 hours a day, 365 days a year and is a tremendous resource you can access from any internet connection. The site includes this SPD, as well as benefit certificates for each of our benefit plans, an explanation of the cost and coverage for HHHunt benefits, contact information, benefit forms and links to Carrier websites. The site will also show you what benefits you are currently enrolled in. Steps for logging on:

• Go to www.hhh.mybenefitsnavigator.com • Enter your username, which is the first initial of your first name, followed by your last

name in all lowercase letters • Enter your password, which is the first initial of your last name, capitalized, followed by

the last four digits of your social security number If you do not have access to the Internet and would like a hard copy of any benefits information please contact your location manager or the HHHunt Benefits Department at 540-552-3515. We will be happy to provide you with the information you request. Sincerely,

Steven C. Cochran, SPHR Director of Human Resources

Table of Contents

1. Definitions……………………………………………………………………………………………………1

2. Introduction……………………………………………………………………………...……………….….1

3. General Information about the Plan…………….…………………..………………………………….….2

4. Eligibility and Participation Requirements………………………...………………………………….…..3

5. Summary of Plan Benefits……………………………………………………………………………..…....4

6. How the Plan is Administered………..…………………………………………………….……………....5

7. Circumstances which may Affect Benefits……………………...…………………………………………6

8. Amendments or Termination of the Plan……….………………………..……..………………….……..6

9. No Contract of Employment……………………………………..…….…………………………………..6

10. Claims Procedures…………………………………………………………………………….………..…..6

11. Statement of ERISA rights………………………………………………………………………...……….7

American Recovery and Reinvestment Act of 2009 Addendum 1…………………………...…….…....9 Department of Defense Appropriations Act, 2010 H. R. 3326—64 Addendum 2…………..………....10 Temporary Extension Act of 2010, H.R. 4691 Addendum 3…………………………………………...12 Temporary Extension Act of 2010, H.R. 4851 Addendum 4…………………………………………...13

HIPAA Privacy Notice for Self-Insured plan(s)………………………………………………………....14 Attachment (s) referenced………………………………………………………….………...……………19

Execution of document…………………………………………………………………..………………...19

1. Definitions

Capitalized terms used in the Plan have the following meanings:

AD&D “AD&D” means accidental death and dismemberment insurance. ARRA “ARRA” means the American Recovery and Reinvestment Act of 2009. COBRA “COBRA” means the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended. CODE “CODE” means the Internal Revenue Code of 1986, as amended.

Company “Company” means HHHunt Corporation and any and all Affiliated Company(s), and successor thereto.

Effective Date: “Effective Date” means the effective date of the plan of July 1, 1974, as amended and restarted on May 1, 2010.

Employee “Employee” means any common law employee of the Company, who satisfies the eligibility provisions of Section 4 and is

not excluded from participation by the terms of an applicable component benefit program.

ERISA “ERISA” means the Employee Retirement Income Security Act of 1974, as amended.

FMLA ”FMLA” means the Family and Medical Leave Act of 1993. GINA “GINA” means the Genetic Nondiscrimination Act of 2008.

HIPAA “HIPAA” means Health Insurance Portability and Accountability Act of 1996, as amended.

MHPA “MHPA” means the Mental Health Parity Act.

NMHPA “NMHPA” means the Newborns’ and Mothers’ Health Protection Act of 1996, as amended.

Plan “Plan” means this HHHunt Corporation Employee Benefits Plan.

Plan “Plan Administrator” means HHHunt Corporation. Administrator

Plan Sponsor “Plan Sponsor” means HHHunt Corporation.

USERRA “USERRA” means the Uniformed Services Employment and Reemployment Rights Act of 1994.

WHCRA “WHCRA” means Women’s Health and Cancer Rights Act of 1998, as amended.

2. Introduction HHHunt Corporation maintains the Plan for the exclusive benefit of its eligible employees and their spouses and dependents. The Plan provides the following benefits:

i. Health (Attached to this original document- copy can be obtained by employees upon written request) ii. Dental (Attached to this original document- copy can be obtained by employees upon written request)

iii. Vision (Attached to this original document- copy can be obtained by employees upon written request) iv. Basic Group Term Life (Attached to this original document- copy can be obtained by employees upon written request) v. AD&D (Attached to this original document- copy can be obtained by employees upon written request)

vi. Short-Term Disability (Attached to this original document- copy can be obtained by employees upon written request) vii. Long-Term Disability (Attached to this original document- copy can be obtained by employees upon written request)

viii. EAP (Attached to this original document- copy can be obtained by employees upon written request) ix. Stop Loss Insurance (Attached to this original document- copy can be obtained by employees upon written request) x. Additional Voluntary Life & Dependent Life (Attached to this original document- copy can be obtained by employees upon written

request) Each of these component benefit programs is summarized in a certificate of insurance booklet/policy/evidence of coverage issued by an insurance company, a summary plan description or another governing document prepared by the Insurance Company. A copy of each is incorporated with the original document and was supplied to eligible employees upon enrollment. Eligible employees may obtain an additional copy upon written request at no charge.

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3. General Information about the Plan Plan Name: HHHunt Corporation Employee Benefits Plan.

Type of Plan: Employee Benefits plan providing Group Health, Dental, Vision, Basic Group Term Life, AD&D, Short-Term Disability,

Long-Term Disability, Employee Assistance Program (EAP), Stop Loss Insurance, and Additional Voluntary Life & Dependent Life.

Plan Number: 501

Plan Year: January 1 - December 31, unless amended

Effective date: July 1, 1974, Amended and Restated, May 1, 2010.

Funding Medium and Type of Plan Administration: Benefits are provided through group insurance policies benefit issued to the Company or Plan Sponsor if a self-insured

benefit. The Health and Vision benefits are self-insured by the Company and administered through an Administrative Services Agreement (Third Party) between the Plan Sponsor and Anthem Blue Cross and Blue Shield. Both the Company and the participating employees contribute to the cost of coverage. The Dental benefits are fully insured and administered by United Concordia Insurance Company. Both the Company and the participating employees contribute to the premiums. The Basic Group Term Life and AD&D benefits are fully insured and administered by Metropolitan Life Insurance Company. The Company is responsible for the premiums for full-time employees. Both the Company and the participating part-time employees contribute to the premiums. The Short-Term Disability benefits are self administered and self funded by HHHunt Corporation. The Company is responsible for the premiums for all eligible employees except the HandCrafted Homes LLC Division. The Long-Term Disability benefits are fully insured and administered by Anthem Life Insurance Company. The participating employees are responsible for the premiums. The EAP benefits are fully insured and administered by Anthem Employee Assistance Program. The Company is responsible for the premiums. The Stop Loss Insurance benefits are fully insured and administered by Anthem Blue Cross and Blue Shield. The Company is responsible for the premiums. The Additional Voluntary Life & Dependent Life benefits are fully insured and administered by United of Omaha Life Insurance Company. The participating employees are responsible for the premiums. The Company administers the Plan and the availability of group insurance to fund the benefits. The Company shares some responsibility with the insurance companies for administering group insurance policies as described in Section 6. Premiums paid for by the Company come out of its general assets. Premiums paid by eligible participating employees are paid in part by pre-tax or post-tax payroll deductions. The Plan Administrator provides the employees a schedule of the applicable premiums during the initial and subsequent open enrollment periods and on written request for each component benefit program as applicable.

Plan Sponsor: HHHunt Corporation 800 Hethwood Blvd Blacksburg, VA 24060 540-552-3515 - Local

Plan Sponsor’s Employer Identification Number: 54-0886065

Insurance Companies: Anthem Blue Cross and Blue Shield

2015 Staples Mill Road PO Box 27401 Richmond, VA 23279 1-800-451-1527 United Concordia Life Insurance Company 4401 Deer Path Road Harrisburg, PA 17110 1-866-454-3190 Metropolitan Life Insurance Company 200 Park Avenue New York, NY 10166 1-800-275-4638

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Anthem Life Insurance Company PO Box 182361 Columbus, OH 43218-2361 1-800-551-7265 Anthem Employee Assistance Program 700 Broadway Mail Stop: CO 0106-0642 Denver, CO 80273 1-800-865-1044 United of Omaha Life Insurance Company Mutual of Omaha Plaza Omaha, NE 68175 1-800-775-8805

Plan Administrator: HHHunt Corporation

800 Hethwood Blvd Blacksburg, VA 24060 540-552-3515 - Local

Named Fiduciary: HHHunt Corporation

800 Hethwood Blvd Blacksburg, VA 24060 540-552-3515 - Local

Agent for Service of Legal Process: Director of Human Resources

HHHunt Corporation 800 Hethwood Blvd Blacksburg, VA 24060 540-552-3515 - Local

Plan Document: This document, with its attachments, constitute the written plan document required by ERISA § 402.

Important Disclaimer All benefits under the Plan are provided through group insurance policies or through self-insured benefits of the Plan

Sponsor and administered through an Administrative Services Agreement (ASA) by a Third Party. If the terms of this document conflict with the terms of such insurance policies or ASA, then the terms of the group insurance policies and/or ASA will control, unless otherwise required by law.

4. Eligibility and Participation Requirements Eligibility and Participation: You must be an employee of the Company and meet the eligibility requirements under each group insurance policy to

participate in that component program. The eligibility requirement for each of the component programs are set forth in the insurance booklets attached to the original document. Certain component benefit programs require that you make an annual election to enroll for coverage. Information about enrollment procedures including when coverage begins and ends for the various component benefit programs was distributed upon your eligibility to participate. You may request a copy of the attachments at no charge. If you are an eligible employee, you may begin participating in the Plan on your election to participate in a component benefit program in accordance with the terms and conditions established for that program. You may consult enrollment procedures or request additional information at no charge.

Termination of Participation Your participation and the participation of your eligible family members in the Plan will terminate on the day described by

each component benefit program. Your employment ends when you cease active work with the Company. Coverage may also terminate if you fail to pay your share of an applicable premium, if your hours drop below any required hourly threshold, if you submit false claims or for any other reason set forth in the insurance booklets, benefit summaries or other governing documents for the component benefit programs.

Continuation If medical, dental, or vision coverage for you or your eligible family ceases because of certain “qualifying events” Coverage Under specified in COBRA (such as termination of employment, reduction in hours, divorce, death or a child ceasing to meet the COBRA and definition of “dependent”), then you and your eligible family members may have the right to purchase continuation USERRA coverage for a temporary period of time.

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COBRA rights are explained in detail in the insurance booklet or certificate of coverage/policy. If you have any questions about your COBRA rights please contact the Plan Administrator for a copy of your COBRA rights. Continuation and reinstatement rights may also be available if you are absent from employment due to service in the uniformed services pursuant to USERRA. Should you desire additional information pertaining to this coverage available pursuant to USERRA it is included in the certificate of coverage booklet and can be made available at no charge.

WHCRA The Women’s Health and Cancer Rights Act (“Women’s Health Act) of 1974 (ERISA) requires group health plans, insurance companies and HMOs offering mastectomy coverage to also include coverage for reconstructive surgery in a manner determined in consultation with the attending physician and the patient. Coverage includes reconstruction of the breast on which the mastectomy was performed, surgery and reconstruction of the other breast to produce a symmetrical appearance and treatment (including prostheses) of the physical complications at all stages of the mastectomy, including lymph edemas. Benefits provided for medical and surgical treatment relating to such coverage are to be paid at the same benefit level as other benefits payable under the plan. Additional information is provided in the certificate of coverage booklet/policy and Required Notice to Plan members are to be furnished upon initial enrollment and at annual enrollment by the insurance carrier or the Plan.

5. Summary of Plan Benefits

Benefits and Contributions The Plan makes available to you and your eligible dependents the group Health, Dental, Vision, Basic Group Term Life,

AD&D, Short-Term Disability, Long-Term Disability, Employee Assistance Program (EAP), Stop Loss Insurance, and Additional Voluntary Life & Dependent Life insurance. These are described in the insurance booklets/certificates of coverage/policy/evidence of coverage. The coverage available to you and your eligible dependents is based upon your class as an employee. A summary of each benefit provided under the Plan is set forth as an attachment to the original plan document. You may request a copy of these attachments at no charge. Premiums and/or fees must be paid to the insurance companies to maintain these group insurance coverages. These premiums and/or fees are paid in part or whole by Company contributions and whole or in part by employee contributions. The Company will determine and periodically communicate your share of the cost of the benefits provided through each component benefit program, and it may change that determination at any time. The Company will make its contributions in an amount that (in the Company’s sole discretion) is at least sufficient to fund the benefits or a portion of the benefits that are not otherwise funded by your contributions. Your contributions toward the cost of a particular benefit will be used in their entirety prior to using Company contributions to pay for the cost of such benefit.

State and Federal With respect to component benefit plans that are group health plans, the Plan will provide benefits in accordance with the Mandates requirements of all applicable laws, such as CHIPRA, COBRA, FMLA, GINA, HIPAA, MHPA, Michelle’s Law,

NMHPA, QMSCO, USERRA and WHCRA. If these laws are applicable to any of the benefits offered under this plan and should you desire additional information pertaining to any one or more of them, and your rights under these laws, they are included in the certificate of coverage booklets and can be made available at no charge.

Qualified Medical Child Support Orders With respect to component benefit plans that are group health plans, the Plan will also provide benefits as required by any

medical child support order, or “QMCSO” (defined in ERISA §609(a)), and will provide benefits to dependent children placed with participants or beneficiaries for adoption under the same terms and conditions as apply in the case of dependent children who are natural children of participants or beneficiaries, in accordance with ERISA § 609(c). The Plan has detailed procedures for determining whether an order qualifies as a QMSCO. Participants and beneficiaries can obtain, without charge, a copy of such procedures from the Plan Administrator.

Benefits for Adopted Children With respect to component benefit plans that are group health plans, the Plan will extend benefits to dependent children

placed with you for adoption under the same terms and conditions as apply in the case of dependent children who are natural children of other participants.

Special Rights on Childbirth Group health plans and health insurance issuers offering group insurance coverage generally may not, under federal law,

restrict benefits for any hospital length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following a normal vaginal delivery, or less than 96 hours following a cesarean section. However, federal law generally does not prohibit the mother’s or newborn’s attending provider, after consulting with the mother, from discharging the mother or her newborn earlier than the above period. In any case, such plans and issuers may not, under federal law, require that a provider obtain authorization from the plan or insurance issuer for prescribing a length of stay not in excess of the above periods.

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Children’s Health The Children's Health Insurance Program Reauthorization Act of 2009, extends and expands the state children's health Insurance Program insurance program (CHIP). Group health plans must permit employees and dependents who are eligible but not enrolled Reauthorization for coverage to enroll in two additional circumstances: (1) the employee's or dependent's Medicaid or CHIP coverage is ACT of 2009 terminated as a result of loss of eligibility and the employee requests coverage under the plan within 60 days after the

termination, or (2) the employee or dependent become eligible for a premium assistance subsidy under Medicaid or CHIP, and the employee requests coverage under the plan within 60 days after eligibility is determined. CHIPRA does not apply in all states and employees will have to request from the Plan Sponsor the availability in the state in which they reside.

GINA of 2008 The Genetic Nondiscrimination Act of 2008 (GINA) prevents discrimination in health insurance based on genetic

information. GINA imposes new restrictions on group health plans and group health insurance issuers to prohibit against: • using genetic information to discriminate with respect to premium or contribution amounts; • requesting or requiring that individuals or their family members undergo genetic testing (with limited exceptions); • collecting (by requesting, requiring or purchasing) genetic information for underwriting purposes and collecting genetic information with respect to any individual prior to enrollment or coverage under the health plan; and • using genetic information to determine eligibility for coverage or to impose pre-existing condition exclusions. Genetic information includes any information about an individual’s own genetic tests, the genetic tests of an individual’s family members, and the manifestation of a disease or disorder in the individual’s family members. For this purpose, a genetic test is any analysis of human DNA, RNA, chromosomes, proteins or metabolites that detects genotypes, mutations or chromosomal changes—essentially, anything used to predict whether an individual has a predisposition to a disease, disorder, or pathological condition. GINA’s provisions become effective for group health plans in plan years beginning after May 21, 2009 (required for plan years beginning 1 year after the date of the Enactment (May 21, 2008).

6. How the Plan is Administered

Plan Administration The administration of the Plan is under the supervision of the Plan Administrator. The Director of Human Resources of

the Company has been designated to act on behalf of the Plan Administrator. The principal duty of the Plan Administrator is to see that the Plan is carried out, in accordance with its terms, for the exclusive benefit of persons entitled to participate in the Plan. The administrative duties of the Plan Administrator include, but are not limited to, interpreting the Plan, prescribing applicable procedures, determining eligibility for, and authorizing benefit payments and gathering information necessary for administering the Plan. The Plan Administrator may delegate any of these administrative duties among one or more persons or entities, provided that such delegation is in writing, expressly identifies the delegates and expressly describes the nature and scope of the delegated responsibility. The Plan Administrator has the discretionary authority to interpret the Plan in order to make eligibility and benefit determinations, as it may determine in its sole discretion. The Plan Administrator also has the discretionary authority to make factual determination as to whether any individual is entitled to receive any benefits under the Plan. The Company will bear its incidental costs of administering the Plan.

Power and Authority Of Insurance Company All benefits under the Plan are provided through the following group policies or self-insured ASA:

Anthem Blue Cross and Blue Shield (ASA) Health - Contract year 1/1-12/31 Vision - Contract year 1/1-12/31 Stop Loss Insurance - Contract year 1/1-12/31 United Concordia Life Insurance Company Dental - Contract year 1/1-12/31 Metropolitan Life Insurance Company Basic Group Term Life - Contract year 1/1-12/31 AD&D - Contract year 1/1-12/31 HHHunt Corporation (ASA) Short-Term Disability - Contract year 1/1-12/31 Anthem Life Insurance Company Long-Term Disability - Contract year 1/1-12/31 Anthem Employee Assistance Program EAP - Contract year 1/1-12/31 United of Omaha Life Insurance Company Additional Voluntary Life & Dependent Life - Contract year 1/1-12/31

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The insurance companies and or Plan Administrator are responsible for (1) determining eligibility for and the amount of any benefits payable under their respective component benefit plans, and (2) prescribing claims procedures to be followed and the claims forms to be used by employees pursuant to their respective component benefit plans. Questions If you have any general questions regarding the Plan, or your eligibility, or the amount of any benefit payable under the fully insured component plans, please contact the Plan Administrator or the appropriate insurance company.

7. Circumstances Which May Affect Benefits

Denial or Loss of Benefits Your benefits (and the benefits of your eligible family members) will cease when your participation in the Plan terminates.

See Section 4. Your benefits will also cease on termination of the Plan. Other circumstances can result in the termination, reduction or denial of benefits. For example, benefits may be denied under medical or dental benefit programs if you have a pre-existing condition and incur costs within exclusionary period. You should consult the insurance booklets/ certificates of coverage to learn when your coverage under each group policy might terminate.

8. Amendments or Termination of the Plan

Amendment or The Company, as Plan Sponsor, has the right to amend or terminate the Plan at any time for any lawful reason. The Plan Termination may be amended or terminated by a written instrument duly adopted by the Company or any of its delegates. This

includes terminating or amending the group insurance policies that fund the component programs.

The Director of Human Resources of the Company may sign insurance contracts for this Plan on behalf of the Company, including amendments to those contracts, and may adopt (by written instrument) amendments to the Plan that he or she considers to be administrative in nature or advisable to comply with applicable law.

9. No Contract of Employment

No Contract The Plan is not intended to be, and may not be construed as constituting a contract or other arrangement between you and of Employment the Company to the effect that you will be employed for any specific period of time.

10. Claims Procedures

Claims for Fully or Each insurance company or Plan Sponsor if a self-insured benefit determines the amount of, and entitlement to, benefits Self Insured Benefits under each component benefit program. Each respective insurance company or Plan Sponsor, if a self-insured benefit, interprets and applies the terms of the Plan as

they relate to the benefits provided under the applicable insurance contract. To obtain benefits from the insurer of a component benefit program, you must follow the claims procedures under the applicable insurance contract or claims procedures under the self-insured benefit plan, which may require you to complete, sign and submit a written claim on the insurer’s form. In that case, the form is available from the Plan Administrator. The insurance company or Plan Sponsor, if a self-insured benefit, will decide your claim in accordance with its reasonable claims procedure, as required by ERISA. The insurance company or Plan Sponsor, if a self-insured benefit, has the right to secure independent medical advice and to require such other evidence, as it deems necessary, in order to decide your claim. If the insurance company denies your claim, in whole or part, you will receive a written notification setting forth the reason(s) for the denial. If your claim is denied, you may appeal to the insurance company or Plan Sponsor, if a self-insured benefit, for a review of the denied claim. The insurance company or Plan Sponsor, if a self-insured benefit, will decide your appeal in accordance with its reasonable claims procedures, as required by ERISA. If you don’t appeal on time, you will lose your right to file suit in a state or federal court, as you will not have exhausted your internal administrative appeal rights (which is generally a prerequisite to bringing a suit in state or federal court). You should refer to your applicable certificate or insurance booklet for more information about how to file a claim and for details regarding the insurance company’s or Plan Sponsor, if a self-insured benefit, claims procedures.

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11. Statement of ERISA Rights

Your Rights As a participant in the plan, you are entitled to certain rights and protections under ERISA. ERISA provides that, as a participant, you are entitled to:

Information about Examine, without charge, at the Plan Administrator’s office, and at any other specified location, all documents governing the Plan and Benefits the Plan, including insurance contracts and a copy of the latest annual report (Form 5500 Series) filed by the Plan with the U.S. Department of Labor and available at the Public Disclosure Room, Room N-1513, Employee Benefits Security

Administration, formerly known as the Pension and Welfare Benefits Administration. Obtain, upon written request to the Plan Administrator, copies of the documents governing the operation of the Plan, including insurance contracts, and a copy of the latest annual report (Form 5500 Series) and updated Summary Plan Description. The Plan Administrator may make a reasonable charge for the copies. Receive a summary of the Plan’s annual financial report. The Plan Administrator is required by law to furnish each participant with a copy of this summary annual report.

Continue Group Health Plan Coverage

COBRA COBRA continuation coverage is a continuation of medical, dental and vision plan coverage when coverage would

otherwise end because of a life event known as a “qualifying event”. After a qualifying event, COBRA continuation coverage must be offered to each person who is a “qualified beneficiary”. If medical, dental or vision coverage for you or your eligible family members ceases because of certain “qualifying events” specified in COBRA (such as termination of employment, reduction in hours, divorce, death or a child ceasing to meet the definition of “dependent”), then you and your eligible family members may have the right to purchase continuation coverage for a temporary period of time. COBRA rights are explained in detail in the insurance booklet. You or your dependent will have to pay for this coverage. If you have any questions about your COBRA rights, please contact the Plan Administrator for a copy of your COBRA rights.

GINA of 2008 The Genetic Nondiscrimination Act of 2008 (GINA) prevents discrimination in health insurance based on genetic information. GINA imposes new restrictions on group health plans and group health insurance issuers to prohibit against: • using genetic information to discriminate with respect to premium or contribution amounts; • requesting or requiring that individuals or their family members undergo genetic testing (with limited exceptions); • collecting (by requesting, requiring or purchasing) genetic information for underwriting purposes and collecting genetic information with respect to any individual prior to enrollment or coverage under the health plan; and • using genetic information to determine eligibility for coverage or to impose pre-existing condition exclusions. Genetic information includes any information about an individual’s own genetic tests, the genetic tests of an individual’s family members, and the manifestation of a disease or disorder in the individual’s family members. For this purpose, a genetic test is any analysis of human DNA, RNA, chromosomes, proteins or metabolites that detects genotypes, mutations or chromosomal changes—essentially, anything used to predict whether an individual has a predisposition to a disease, disorder, or pathological condition.

HIPAA Reduction or elimination of exclusionary periods of coverage for pre-existing conditions under your group health plan, if you have creditable coverage from another plan. You should be provided with a certificate of creditable coverage, free of charge, from your group health plan or insurance issuer when you lose coverage under the plan, when you become entitled to COBRA continuation coverage, when your COBRA continuation coverage ceases, if you request it before losing coverage, or if you request it up to 24 months after losing coverage. Without evidence of creditable coverage, you may be subject to pre-existing condition exclusion for up to 12 months (18 months for late enrollees) after your enrollment date in the coverage. For self-insured plans you will be provided with your rights to privacy under HIPAA. (Refer to pages 16-20 of this Document/SPD).

Prudent Actions by In addition to creating rights for participants, ERISA imposes duties on the people who are responsible for the operation of Plan Fiduciaries the employee benefit plan. These people, called “fiduciaries” of the Plan, have a duty to operate the program prudently and

in the interest of you and other program participants. Fiduciaries who violate ERISA may be removed and may be required to make good, losses they have caused the program.

No Discrimination No one, including the Company or any other person, may fire you or discriminate against you in any way with the purpose of preventing you from obtaining welfare benefits or exercising your rights under ERISA.

Enforce your Rights If your claim for a welfare benefit is denied or ignored, in whole or part, you have a right to know why this was done, to

obtain copies of documents relating to the decision without charge, and to appeal any denial, all within certain time schedules.

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Under ERISA, there are steps you can take to enforce these rights. For instance, if you request a copy of the plan documents from the Plan, and do not receive them within 30 days, you may file suit in a federal court. In such a case, the court may require the Plan Administrator to provide the materials and pay you up to $110 a day until you receive the materials, unless the materials were not sent because of reasons beyond the control of the Plan Administrator. If you have a claim for benefits, which is denied or ignored, in whole or part, you may file suit in a state or federal court. If it should happen, that Plan fiduciaries misuse the Plan’s money, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a federal court. The court will decide who should pay court costs and legal fees. If you are successful, the court may order the person you have sued to pay these court costs and fees. If you lose, the court may order you to pay these costs and fees, for example if it finds your claim is frivolous.

Assistance with If you have any questions about your plan, you should contact the Plan Administrator. If you have any questions about this Your Questions statement or your rights under ERISA, you should contact the nearest office of the Employee Benefits Security

Administration, U.S. Department of Labor, listed in your telephone directory or the Division of Technical Assistance and Inquiries, Employee Benefits Security Administration, U.S. Department of Labor, 200 Constitution Avenue N.W., Washington, D.C. 20210. You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration.

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American Recovery and Reinvestment Act of 2009 as Amended December 19, 2009 Addendum 1

COBRA PREMIUM REDUCTION UNDER (ARRA) Please refer to Addendum 2 & Addendum 3 for Extensions of this ACT

The American Recovery and Reinvestment Act of 2009 (ARRA) provides for premium reductions and additional election opportunities for health benefits under the Consolidated Omnibus Budget Reconciliation Act of 1985, commonly called COBRA. Eligible individuals pay only 35 percent of their COBRA premiums and the remaining 65 percent is reimbursed to the coverage provider through a tax credit. The premium reduction applies to periods of health coverage beginning on or after February 17, 2009 and lasts for up to nine months. COBRA COBRA gives workers who lose their jobs, and thus their health benefits, the right to purchase group health coverage provided by the plan under certain circumstances. If the employer continues to offer a group health plan, the employee and his/her family can retain their group health coverage for up to 18 months by paying group rates. The COBRA premium may be higher than what the individual was paying while employed but generally the cost is lower than that for private, individual health insurance coverage. The plan administrator must notify affected employees of their right to elect COBRA. The employee and his/her family each have 60 days to elect the COBRA coverage, otherwise they lose all rights to COBRA benefits. Note: COBRA generally does not apply to plans sponsored by employers with less than 20 employees. Many States have similar requirements for small plans providing benefits through an insurance company. The premium reduction is available for plans covered by these State laws.

Changes Regarding COBRA Continuation Coverage Under ARRA:

Premium Reduction: The premium reduction for COBRA continuation coverage is available to "assistance eligible individuals". An "assistance eligible individual" is the employee or a member of his/her family who: is eligible for COBRA continuation coverage at any time between September 1, 2008 and December 31, 2009; elects COBRA coverage; and is eligible for COBRA as a result of the employee's involuntary termination between September 1, 2008 and December 31, 2009. Those who are eligible for other group health coverage (such as a spouse's plan) or Medicare are not eligible for the premium reduction. There is no premium reduction for premiums paid for periods of coverage prior to February 17, 2009. ARRA treats assistance eligible individuals who pay 35 percent of their COBRA premium as having paid the full amount. The premium reduction (65 percent of the full premium) is reimbursable to the employer, insurer or health plan as a credit against certain employment taxes. If the credit amount is greater than the taxes due, the Secretary of the Treasury will directly reimburse the employer, insurer or plan for the excess. The premium reduction applies to periods of coverage beginning on or after February 17, 2009. A period of coverage is a month or shorter period for which the plan charges a COBRA premium. The premium reduction starts on March 1, 2009 for plans that charge for COBRA coverage on a calendar month basis. The premium reduction for an individual ends upon eligibility for other group coverage (or Medicare), after 9 months of the reduction, or when the maximum period of COBRA coverage ends, whichever occurs first. Individuals paying reduced COBRA premiums must inform their plans if they become eligible for coverage under another group health plan or Medicare. Special COBRA Election Opportunity: Individuals involuntarily terminated from September 1, 2008 through February 16, 2009 who did not elect COBRA when it was first offered OR who did elect COBRA, but are no longer enrolled (for example because they were unable to continue paying the premium) have a new election opportunity. This election period begins on February 17, 2009 and ends 60 days after the plan provides the required notice. This special election period does not extend the period of COBRA continuation coverage beyond the original maximum period (generally 18 months from the employee's involuntary termination). COBRA coverage elected in this special election period begins with the first period of coverage beginning on or after February 17, 2009. This special election period opportunity does not apply to coverage sponsored by employers with less than 20 employees that is subject to State law. Notice: Plan administrators must provide notice about the premium reduction to individuals who have a COBRA qualifying event during the period from September 1, 2008 through December 31, 2009. Plan administrators may provide notices separately or along with notices they provide following a COBRA qualifying event. This notice must go to all individuals, whether they have COBRA coverage or not, who had a qualifying event from September 1, 2008 through December 31, 2009. Individuals eligible for the special COBRA election period described above also must receive a notice informing them of this opportunity. This notice must be provided within 60 days following February 17, 2009. Expedited Review of Denials of Premium Reduction: Individuals who are denied treatment as assistance eligible individuals and thus are denied eligibility for the premium reduction (whether by their plan, employer or insurer) may request an expedited review of the denial by the U.S. Department of Labor. The Department must make a determination within 15 business days of receipt of a completed request for review. The form for an expedited review process can be obtained at www.dol.gov. Switching Benefit Options: If an employer offers additional coverage options to active employees, the employer may (but is not required to) allow assistance eligible individuals to switch the coverage options they had when they became eligible for COBRA. To retain eligibility for the ARRA premium reduction, the different coverage must have the same or lower premiums as the individual’s original coverage. The different coverage can not be coverage that provides only dental, vision, a health flexible spending account, or coverage for treatment that is furnished in an on-site facility maintained by the employer. Income limits: If an individual’s modified adjusted gross income for the tax year in which the premium assistance is received exceeds $145,000 (or $290,000 for joint filers), then the amount of the premium reduction during the tax year must be repaid. For taxpayers with adjusted gross income between $125,000 and $145,000 (or $250,000 and $290,000 for joint filers), the amount of the premium reduction that must be repaid is reduced proportionately. Individuals may permanently waive the right to premium reduction but may not later obtain the premium reduction if their adjusted gross incomes end up below the limits. If you think that your income may exceed the amounts above, consult your tax preparer or contact the IRS at www.irs.gov.

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Addendum 2 ARRA COBRA Subsidy Extended

Summary & Department of Defense Appropriations Act, 2010 H. R. 3326—64

On Saturday, December 19, 2009, the President signed HR 3326 (the Department of Defense Appropriations Act of 2010, DoDAA), which extends the ARRA subsidy. This information became public knowledge on Monday, December 21, 2009. Under HR 3326, major changes to ARRA include:

• Currently, ARRA eligibility for involuntary terminations of employment ends on December 31, 2009. This is now extended to February 28, 2010, without regard to when the COBRA coverage period actually begins.

• The maximum ARRA subsidy period, previously nine months, is now 15 months for all assistance eligible individuals (AEIs). This includes any AEIs whose subsidy expired November 30, 2009.

• Those whose ARRA subsidy ended on November 30, 2009, have an extended grace period in which to pay their COBRA premium. The grace period is now extended until 60 days after the date that the DoDAA was enacted (i.e., February 17, 2010) or, if later, 30 days after a DoDAA notice is sent to them.

• Two new notifications are required. First, plans need to notify all individuals who were AEIs as of October 31, 2009, or later of the DoDAA changes. This notice needs to be sent within 60 days of DoDAA's enactment date. A second notice needs to be sent to those AEIs who lost their ARRA subsidy to notify them of their extended payment grace period.

Department of Defense Appropriations Act, 2010 H. R. 3326—64

SEC. 1010. (a) EXTENSION OF ELIGIBILITY PERIOD.—Subsection (a)(3)(A) of section 3001 of division B of the American Recovery and Reinvestment Act of 2009 (Public Law 111–5) is amended by striking ‘‘December 31, 2009’’ and inserting ‘‘February 28, 2010’’. (b) EXTENSION OF MAXIMUM DURATION OF ASSISTANCE.—Subsection (a)(2)(A)(ii)(I) of such section is amended by striking ‘‘9 months’’ and inserting ‘‘15 months’’. (c) RULES RELATED TO 2009 EXTENSION.—Subsection (a) of such section is further amended by adding at the end the following: ‘‘(16) RULES RELATED TO 2009 EXTENSION.— ‘‘(A) ELECTION TO PAY PREMIUMS RETROACTIVELY AND MAINTAIN COBRA COVERAGE.—In the case of any premium for a period of coverage during an assistance eligible individual’s transition period, such individual shall be treated for purposes of any COBRA continuation provision as having timely paid the amount of such premium if— ‘‘(i) such individual was covered under the COBRA continuation coverage to which such premium relates for the period of coverage immediately preceding such transition period, and ‘‘(ii) such individual pays, not later than 60 days after the date of the enactment of this paragraph (or, if later, 30 days after the date of provision of the notification required under subparagraph (D)(ii)), the amount of such premium, after the application of paragraph (1)(A). ‘‘(B) REFUNDS AND CREDITS FOR RETROACTIVE PREMIUM ASSISTANCE ELIGIBILITY.—In the case of an assistance eligible individual who pays, with respect to any period of COBRA continuation coverage during such individual’s transition period, the premium amount for such coverage without regard to paragraph (1)(A), rules similar to the rules of paragraph (12)(E) shall apply. ‘‘(C) TRANSITION PERIOD.— ‘‘(i) IN GENERAL.—For purposes of this paragraph, the term ‘transition period’ means, with respect to any assistance eligible individual, any period of coverage if— ‘‘(I) such period begins before the date of the enactment of this paragraph, and ‘‘(II) paragraph (1)(A) applies to such period by reason of the amendment made by section 1010(b) of the Department of Defense Appropriations Act, 2010. ‘‘(ii) CONSTRUCTION.—Any period during the period described in sub-clauses (I) and (II) of clause (i) for which the applicable premium has been paid pursuant to subparagraph (A) shall be treated as a period of coverage referred to in such paragraph, irrespective of any failure to timely pay the applicable premium (other than pursuant to subparagraph (A)) for such period. ‘‘(D) NOTIFICATION.— ‘‘(i) IN GENERAL.—In the case of an individual who was an assistance eligible individual at any time on or after October 31, 2009, or experiences a qualifying event (consisting of termination of employment) H. R. 3326—65 relating to COBRA continuation coverage on or after such date, the administrator of the group health plan (or other entity) involved shall provide an additional notification with information regarding the amendments made by section 1010 of the Department of Defense Appropriations Act, 2010, within 60 days after the date of the enactment of such Act or, in the case of a qualifying event occurring after such date of enactment, consistent with the timing of notifications under paragraph (7)(A). ‘‘(ii) TO INDIVIDUALS WHO LOST ASSISTANCE.—In the case of an assistance eligible individual described in subparagraph (A)(i) who did not timely pay the premium for any period of coverage during such individual’s transition period or paid the premium for such period without regard to paragraph (1)(A), the administrator of the group health plan (or other entity) involved shall provide to such individual, within the first 60 days of such individual’s transition period, an additional notification with information regarding the amendments made by section 1010 of the Department of Defense Appropriations Act, 2010, including information on the ability under subparagraph (A) to make retroactive premium payments with respect to the transition period of the individual in order to maintain COBRA continuation coverage. ‘‘(iii) APPLICATION OF RULES.—Rules similar to the rules of paragraph (7) shall apply with respect to notifications under this subparagraph.’’.

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(d) CLARIFICATION THAT ELIGIBILITY AND NOTICE IS BASED ON TIMING OF QUALIFYING EVENT.—Subsection (a) of such section is amended— (1) in paragraph (3)(A)— (A) by striking ‘‘at any time’’ and inserting ‘‘such qualified beneficiary is eligible for COBRA continuation coverage related to a qualifying event occurring’’; and (B) by striking ‘‘, such qualified beneficiary is eligible for COBRA continuation coverage’’; and (2) in paragraph (7)(A), by striking ‘‘become entitled to elect COBRA continuation coverage’’ and inserting ‘‘have a qualifying event relating to COBRA continuation coverage’’. (e) EFFECTIVE DATE.—The amendments made by this section shall take effect as if included in the provisions of section 3001 of division B of the American Recovery and Reinvestment Act of 2009 to which they relate.

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Addendum 3

ARRA COBRA Subsidy Extended Summary of Temporary Extension Act of 2010, H.R. 4691

This law extends the COBRA subsidy eligibility period under ARRA to March 31, 2010.

As with ARRA, referred as (Addendum 1) in this document/SPD, the changes affect continuation coverage offered under COBRA and any comparable state law. As with its COBRA predecessors, this law takes immediate effect.

The law makes the following changes:

o New Sunset Date: It extends the COBRA subsidy eligibility period (for Qualifying Events on or after September 1, 2008) through March 31, 2010. This period had expired on February 28, 2010. Recall that the subsidy is a 65 percent discount off the regular COBRA premium for up to 15 months. Only Assistance Eligible Individuals (AEIs) qualify for the subsidy.

o Expanded Eligibility: The law provides the subsidy for an additional group of Qualified Beneficiaries. The ARRA subsidy is now available to individuals who experience a reduction in hours followed by an involuntary termination of employment that occurs on or after March 2, 2010, and on or before March 31, 2010. The prior rule was that involuntary terminations of employment and reductions in hours "in anticipation" of involuntary terminations were the only Qualifying Events eligible for the subsidy. The term "in anticipation" was undefined and difficult to administer.

o Enhanced Enforcement: If a plan sponsor or insurance carrier continues to deny a subsidy request even after the DOL has ruled that it should be approved, a penalty of up to $110 per day may be issued. This penalty would start 10 days after the plan sponsor or insurance carrier received the DOL's determination.

o Employer Determination Safe Harbor: Employer determinations to provide the subsidy are deemed valid as long as the determination is based on a reasonable interpretation and the employer maintains supporting documentation.

The significant change involves the expanded eligibility related to reduction in hours. This rule only applies to periods of coverage beginning after March 2, 2010. Most COBRA periods of coverage start on the first of the month so the first subsidized coverage period would start on April 1, 2010.

Some Qualified Beneficiaries with a reduction in hours Qualifying Event may never have elected COBRA or at some point discontinued COBRA. For those individuals, a new special election right exists if they are terminated involuntarily on or after March 2, 2010, and on or before March 31, 2010. The Plan administrator must notify affected termed employee of his/her rights within 60 days of the involuntary termination of employment. These special election rules operate in the same way as ARRA special election rules.

AEIs making the special election do not have to pay for any gap in coverage between the two Qualifying Event dates. Any gap in coverage is not treated as a "break in coverage" under HIPAA portability rules.

The new law does not change the length of the COBRA maximum coverage period. It is still based on the original reduction in hours Qualifying Event date. Also, the COBRA maximum coverage period may have already expired for some individuals; in such an event, this law does not provide them with more COBRA coverage simply because they were involuntary terminated during the March 2-31, 2010, time frame. The subsidy period (up to 15 months) is based on the first coverage period after the March 2, 2010, date of enactment (i.e., April 1, 2010, for most plans).

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Addendum 4 ARRA COBRA Subsidy Extended

H. R. 4851 Temporary Extension Act of 2010 (TEA) SEC. 3. EXTENSION AND IMPROVEMENT OF PREMIUM ASSISTANCE FOR COBRA BENEFITS.

(a) EXTENSION OF ELIGIBILITY PERIOD.—Subsection (a)(3)(A) of section 3001 of division B of the American Recovery and Reinvestment Act of 2009 (Public Law 111–5), as amended by section 3(a) of the Temporary Extension Act of 2010 (Public Law 111–144), is amended by striking ‘‘March 31, 2010’’ and inserting ‘‘May 31, 2010’’. (b) RULES RELATING TO 2010 EXTENSION.—Subsection (a) of section 3001 of division B of the American Recovery and Reinvestment Act of 2009 (Public Law 111–5), as amended by section 3(b) of the Temporary Extension Act of 2010 (Public Law 111–144), is amended by adding at the end the following: ‘‘(18) RULES RELATED TO APRIL AND MAY 2010 EXTENSION.— In the case of an individual who, with regard to coverage described in paragraph (10)(B), experiences a qualifying event related to a termination of employment on or after April 1, 2010 and prior to the date of the enactment of this paragraph, rules similar to those in paragraphs (4)(A) and (7)(C) shall apply with respect to all continuation coverage, including State continuation coverage programs.’’. (c) EFFECTIVE DATE.—The amendments made by this section shall take effect as if included in the provisions of section 3001 of division B of the American Recovery and Reinvestment Act of 2009.

The American Recovery and Reinvestment Act of 2009 (ARRA), as amended, provides for premium reductions for health benefits under the Consolidated Omnibus Budget Reconciliation Act of 1985, commonly called COBRA. The premium assistance is also available for continuation coverage under certain State laws. “Assistance Eligible Individuals” pay only 35 percent of their COBRA premiums; the remaining 65 percent is reimbursed to the coverage provider through a tax credit. The premium reduction applies to periods of health coverage that began on or after February 17, 2009 and lasts for up to 15 months.

Eligibility for the Premium Reduction

An "assistance eligible individual" is the employee or a member of his/her family who elects COBRA coverage timely following a qualifying event related to an involuntary termination of employment that occurs at any point from:

• September 1, 2008 through May 31, 2010; or • March 2, 2010 through May 31, 2010 if:

o the involuntary termination follows a qualifying event that was a reduction of hours; and o the reduction of hours occurred at any time from September 1, 2008 through May 31, 2010. (A reduction of hours is a

qualifying event when the employee and his/her family lose coverage because the employee, though still employed, is no longer working enough hours to satisfy the group health plan’s eligibility requirements.)

• Generally, the maximum period of continuation coverage is measured from the date of the original qualifying event (for Federal COBRA, this is generally 18 months). However, ARRA, as amended, provides that the 15 month premium reduction period begins on the first day of the first period of coverage for which an individual is “assistance eligible.” This is of particular importance to individuals who experience an involuntary termination following a reduction of hours. Only individuals who have additional periods of COBRA (or state continuation) coverage remaining after they become assistance eligible are entitled to the premium reduction.

• For purposes of ARRA, COBRA continuation coverage includes continuation coverage required under Federal law (COBRA or Temporary Continuation Coverage) or a State law that provides comparable continuation coverage ("mini-COBRA" laws).

• Those who are eligible for other group health coverage (such as a spouse's plan or new employer’s plan) or Medicare are not eligible for the premium reduction. There is no premium reduction for periods of coverage that began prior to February 17, 2009.

• Assistance eligible individuals who pay 35 percent of their COBRA premium must be treated as having paid the full amount.

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Summary of Privacy Practices Summary of Privacy Practices This Summary of Privacy Practices summarizes how medical information about you may be used and disclosed by the HHHunt Corporation Employee Benefits Plan (the “Plan”) or others in the administration of your claims, and certain rights that you have. For a complete, detailed description of all privacy practices, as well as your legal rights, please refer to the accompanying Notice of Privacy Practices. Our Pledge Regarding Medical Information We are committed to protecting your personal health information. We are required by law to (1) make sure that any medical information that identifies you is kept private; (2) provide you with certain right with respect to your medical information; (3) give you a notice of our legal duties and privacy practices; and (4) follow all privacy practices and procedures currently in effect. How We May Use and Disclose Medical Information About You We may use and disclose your personal health information without your permission to facilitate your medical treatment, for payment for any medical treatments, and for any other health care operation. We will disclose your medical information to employees of HHHunt Corporation for plan administration functions; but those employees may not share your information for employment-related purposes. We may also use and disclose your personal health information without your permission as allowed or required by law. Otherwise, we must obtain your written authorization for any other use and disclosure of your medical information. We cannot retaliate against you if you refuse to sign an authorization or revoke an authorization you had previously given. Your Rights Regarding Your Medical Information You have the right to inspect and copy your medical information to request corrections of your medical information and to obtain an accounting of certain disclosures of your medical information. You also have the right to request that additional restrictions or limitations be placed on the use or disclosure of your medical information, or that communications about your medical information be made in different ways or at different locations. How to File Complaints If you believe your privacy rights have been violated, you have the right to file a complaint with us or with the Office for Civil Rights. We will not retaliate against you for making a complaint.

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Notice of Privacy Practices THIS NOTICE DESCRIBES HOW MEDICAL INFORMATION ABOUT YOU MAY BE USED AND DISCLOSED AND HOW YOU CAN GET ACCESS TO THIS INFORMATION. PLEASE REVIEW IT CAREFULLY. This Notice describes the legal obligations of HHHunt Corporation Employee Benefits Plan (the “Plan”) and your legal rights regarding your protected health information held by the Plan under the Health Insurance Portability and Accountability Act of 1996 (HIPAA). Among other things, this Notice describes how your protected health information may be used or disclosed to carry out treatment, payment, or health care operations, or for any other purposes that are permitted or required by law. We are required to provide this Notice of Privacy Practices (the “Notice”) to you pursuant to HIPAA. The HIPAA Privacy Rule protects only certain medical information known as “protected health information.” Generally, protected health information is individually identifiable health information, including demographic information, collected from you or created or received by a health care provider, a health care clearinghouse, a health plan, or your employer on behalf of a group health plan, that relates to: (1) your past, present or future physical or mental health or condition; (2) the provision of health care to you; or (3) the past, present or future payment for the provision of health care to you. If you have any questions about this Notice or about our privacy practices, please contact Benefits Coordinator, 800 Hethwood Blvd, Blacksburg, VA, 24060, 540-552-3515. Effective Date This Notice is effective May 1, 2010. Our Responsibilities We are required by law to: • maintain the privacy of your protected health information; • provide you with certain rights with respect to your protected health information; • provide you with a copy of this Notice of our legal duties and privacy practices with respect to your protected health information; and • follow the terms of the Notice that is currently in effect. We reserve the right to change the terms of this Notice and to make new provisions regarding your protected health information that we maintain, as allowed or required by law. If we make any material change to this Notice, we will provide you with a copy of our revised Notice of Privacy Practices by mail to their last-known address on file. How We May Use and Disclose Your Protected Health Information Under the law, we may use or disclose your protected health information under certain circumstances without your permission. The following categories describe the different ways that we may use and disclose your protected health information. For each category of uses or disclosures we will explain what we mean and present some examples. Not every use or disclosure in a category will be listed. However, all of the ways we are permitted to use and disclose information will fall within one of the categories. For Treatment. We may use or disclose your protected health information to facilitate medical treatment or services by providers. We may disclose medical information about you to providers, including doctors, nurses, technicians, medical students, or other hospital personnel who are involved in taking care of you. For example, we might disclose information about your prior prescriptions to a pharmacist to determine if prior prescriptions contraindicate a pending prescription or use where health plan is involved in rendering medical services. For Payment. We may use or disclose your protected health information to determine your eligibility for Plan benefits, to facilitate payment for the treatment and services you receive from health care providers, to determine benefit responsibility under the Plan, or to coordinate Plan coverage. For example, we may tell your health care provider about your medical history to determine whether a particular treatment is experimental, investigational, or medically necessary, or to determine whether the Plan will cover the treatment. We may also share your protected health information with a utilization review or pre-certification service provider. Likewise, we may share your protected health information with another entity to assist with the adjudication or subrogation of health claims or to another health plan to coordinate benefit payments. For Health Care Operations. We may use and disclose your protected health information for other Plan operations. These uses and disclosures are necessary to run the Plan. For example, we may use medical information in connection with conducting quality assessment and improvement activities; underwriting, premium rating, and other activities relating to Plan coverage; submitting claims for stop-loss (or excess-loss) coverage; conducting or arranging for medical review, legal services, audit services, and fraud & abuse detection programs; business planning and development such as cost management; and business management and general Plan administrative activities. To Business Associates. We may contract with individuals or entities known as Business Associates to perform various functions on our behalf or to provide certain types of services. In order to perform these functions or to provide these services, Business Associates will receive, create, maintain, use and/or disclose your protected health information, but only after they agree in writing with us to implement appropriate safeguards regarding your protected health information. For example, we may disclose your protected health information to a Business Associate to administer claims or to provide support services, such as utilization management, pharmacy benefit management or subrogation, but only after the Business Associate enters into a Business Associate Agreement with us. As Required by Law. We will disclose your protected health information when required to do so by federal, state or local law. For example, we may disclose your protected health information when required by national security laws or public health disclosure laws. To Avert a Serious Threat to Health or Safety. We may use and disclose your protected health information when necessary, to prevent a serious threat to your health and safety, or the health and safety of the public or another person. Any disclosure, however, would only be to someone able to help prevent the threat. For example, we may disclose your protected health information in a proceeding regarding the licensure of a physician.

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To Plan Sponsors. For the purpose of administering the plan, we may disclose to certain employees of the Employer protected health information. However, those employees will only use or disclose that information as necessary to perform plan administration functions or as otherwise required by HIPAA, unless you have authorized further disclosures. Your protected health information cannot be used for employment purposes without your specific authorization. Special Situations In addition to the above, the following categories describe other possible ways that we may use and disclose your protected health information. For each category of uses or disclosures, we will explain what we mean and present some examples. Not every use or disclosure in a category will be listed. However, all of the ways we are permitted to use and disclose information will fall within one of the categories. Organ and Tissue Donation. If you are an organ donor, we may release your protected health information to organizations that handle organ procurement or organ, eye, or tissue transplantation or to an organ donation bank, as necessary to facilitate organ or tissue donation and transplantation. Military and Veterans. If you are a member of the armed forces, we may release your protected health information as required by military command authorities. We may also release protected health information about foreign military personnel to the appropriate foreign military authority. Workers’ Compensation. We may release your protected health information for workers’ compensation or similar programs. These programs provide benefits for work-related injuries or illness. Public Health Risks. We may disclose your protected health information for public health actions. These actions generally include the following: • to prevent or control disease, injury, or disability; • to report births and deaths; • to report child abuse or neglect; • to report reactions to medications or problems with products; • to notify people of recalls of products they may be using; • to notify a person who may have been exposed to a disease or may be at risk for contracting or spreading a disease or condition; • to notify the appropriate government authority if we believe that a patient has been the victim of abuse, neglect, or domestic violence. We will only make this disclosure if you agree, or when required or authorized by law. Health Oversight Activities. We may disclose your protected health information to a health oversight agency for activities authorized by law. These oversight activities include, for example, audits, investigations, inspections, and licensure. These activities are necessary for the government to monitor the health care system, government programs, and compliance with civil rights laws. Lawsuits and Disputes. If you are involved in a lawsuit or a dispute, we may disclose your protected health information in response to a court or administrative order. We may also disclose your protected health information in response to a subpoena, discovery request, or other lawful process by someone else involved in the dispute, but only if efforts have been made to tell you about the request or to obtain an order protecting the information requested. Law Enforcement. We may disclose your protected health information if asked to do so by a law enforcement official- • in response to a court order, subpoena, warrant, summons or similar process; • to identify or locate a suspect, fugitive, material witness, or missing person; • about the victim of a crime if, under certain limited circumstances, we are unable to obtain the victim’s agreement; • about a death that we believe may be the result of criminal conduct; and • about criminal conduct. Coroners, Medical Examiners and Funeral Directors. We may release protected health information to a coroner or medical examiner. This may be necessary, for example, to identify a deceased person or determine the cause of death. We may also release medical information about patients to funeral directors as necessary to carry out their duties. National Security and Intelligence Activities. We may release your protected health information to authorized federal officials for intelligence, counterintelligence, and other national security activities authorized by law. Inmates. If you are an inmate of a correctional institution or are in the custody of a law enforcement official, we may disclose your protected health information to the correctional institution or law enforcement official if necessary (1) for the institution to provide you with health care; (2) to protect your health and safety or the health and safety of others; or (3) for the safety and security of the correctional institution. Research. We may disclose your protected health information to researchers when: (1) the individual identifiers have been removed; or (2) when an institutional review board or privacy board has (a) reviewed the research proposal; and (b) established protocols to ensure the privacy of the requested information, and approves the research. Required Disclosures The following is a description of disclosures of your protected health information we are required to make. Government Audits. We are required to disclose your protected health information to the Secretary of the United States Department of Health and Human Services when the Secretary is investigating or determining our compliance with the HIPAA privacy rule.

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Disclosures to You. When you request, we are required to disclose to you the portion of your protected health information that contains medical records, billing records, and any other records used to make decisions regarding your health care benefits. We are also required, when requested, to provide you with an accounting of most disclosures of your protected health information if the disclosure was for reasons other than for payment, treatment, or health care operations, and if the protected health information not disclosed pursuant to your individual authorization. Other Disclosures Personal Representatives. We will disclose your protected health information to individuals authorized by you, or to an individual designated as your personal representative, attorney-in-fact, etc., so long as you provide us with a written notice/authorization and any supporting documents (i.e., power of attorney). Note: Under the HIPAA privacy rule, we do not have to disclose information to a personal representative if we have a reasonable belief that: (1) you have been, or may be, subjected to domestic violence, abuse or neglect by such person; or (2) treating such person as your personal representative could endanger you; and (3) in the exercise of professional judgment, it is not in your best interest to treat the person as your personal representative. Spouses and Other Family Members. With only limited exceptions, we will send all mail to the employee. This includes mail relating to the employee’s spouse and other family members who are covered under the Plan, and includes mail with information on the use of Plan benefits by the employee’s spouse and other family members and information on the denial of any Plan benefits to the employee’s spouse and other family members. If a person covered under the Plan has requested Restrictions or Confidential Communications (see under “Your Rights”), and if we have agreed to the request, we will send mail as provided by the request for Restrictions or Confidential Communications. Authorizations. Other uses or disclosures of your protected health information not described above will only be made with your written authorization. You may revoke written authorization at any time, so long as the revocation is in writing. Once we receive your written revocation, it will only be effective for future uses and disclosures. It will not be effective for any information that may have been used or disclosed in reliance upon the written authorization and prior to receiving your written revocation. Your Rights You have the following rights with respect to your protected health information: Right to Inspect and Copy. You have the right to inspect and copy certain protected health information that may be used to make decisions about your health care benefits. To inspect and copy your protected health information, you must submit your request in writing to Benefits Coordinator, 800 Hethwood Blvd, Blacksburg, VA, 24060. If you request a copy of the information, we may charge a reasonable fee for the costs of copying, mailing, or other supplies associated with your request. We may deny your request to inspect and copy in certain very limited circumstances. If you are denied access to your medical information, you may request that the denial be reviewed by submitting a written request to Benefits Coordinator, 800 Hethwood Blvd, Blacksburg, VA, 24060. Right to Amend. If you feel that the protected health information we have about you is incorrect or incomplete, you may ask us to amend the information. You have the right to request an amendment for as long as the information is kept by or for the Plan. To request an amendment, your request must be made in writing and submitted to Benefits Coordinator, 800 Hethwood Blvd, Blacksburg, VA, 24060. In addition, you must provide a reason that supports your request. We may deny your request for an amendment if it is not in writing or does not include a reason to support the request. In addition, we may deny your request if you ask us to amend information that: • is not part of the medical information kept by or for the Plan; • was not created by us, unless the person or entity that created the information is no longer available to make the amendment; • is not part of the information that you would be permitted to inspect and copy; or • is already accurate and complete. If we deny your request, you have the right to file a statement of disagreement with us and any future disclosures of the disputed information will include your statement. Right to an Accounting of Disclosures. You have the right to request an “accounting” of certain disclosures of your protected health information. The accounting will not include (1) disclosures for purposes of treatment, payment, or health care operations; (2) disclosures made to you; (3) disclosures made pursuant to your authorization; (4) disclosures made to friends or family in your presence or because of an emergency; (5) disclosures for national security purposes; and (6) disclosures incidental to otherwise permissible disclosures. To request this list or accounting of disclosures, you must submit your request in writing to Benefits Coordinator, 800 Hethwood Blvd, Blacksburg, VA, 24060. Your request must state a time period of not longer than six years and may not include dates before April 14, 2003. Your request should indicate in what form you want the list (for example, paper or electronic). The first list you request within a 12-month period will be provided free of charge. For additional lists, we may charge you for the costs of providing the list. We will notify you of the cost involved and you may choose to withdraw or modify your request at that time before any costs are incurred. Right to Request Restrictions. You have the right to request a restriction or limitation on your protected health information that we use or disclose for treatment, payment, or health care operations. You also have the right to request a limit on your protected health information that we disclose to someone who is involved in your care or the payment for your care, such as a family member or friend. For example, you could ask that we not use or disclose information about a surgery that you had. We are not required to agree to your request. However, if we do agree to the request, we will honor the restriction until you revoke it or we notify you. To request restrictions, you must make your request in writing to Benefits Coordinator, 800 Hethwood Blvd, Blacksburg, VA, 24060. In your request, you must tell us (1) what information you want to limit; (2) whether you want to limit our use, disclosure, or both; and (3) to whom you want the limits to apply—for example, disclosures to your spouse.

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Right to Request Confidential Communications. You have the right to request that we communicate with you about medical matters in a certain way or at a certain location. For example, you can ask that we only contact you at work or by mail. To request confidential communications, you must make your request in writing to Benefits Coordinator, 800 Hethwood Blvd, Blacksburg, VA, 24060. We will not ask you the reason for your request. Your request must specify how or where you wish to be contacted. We will accommodate all reasonable requests if you clearly provide information that the disclosure of all or part of your protected information could endanger you. Right to a Paper Copy of This Notice. You have the right to a paper copy of this notice. You may ask us to give you a copy of this notice at any time. Even if you have agreed to receive this notice electronically, you are still entitled to a paper copy of this notice. You may obtain a copy of this notice at our website, www.hhhunt.com. To obtain a paper copy of this notice, you may contact Benefits Coordinator, 800 Hethwood Blvd, Blacksburg, VA, 24060. Complaints If you believe that your privacy rights have been violated, you may file a complaint with the Plan or with the Office for Civil Rights of the United States Department of Health and Human Services. To file a complaint with the Plan, contact Benefits Coordinator, 800 Hethwood Blvd, Blacksburg, VA, 24060. All complaints must be submitted in writing. You will not be penalized, or in any other way retaliated against, for filing a complaint with the Office of Civil Rights or with us.

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Attachment(s): All of the following attachments to this Plan may be obtained from the Plan Administrator upon written request, at no charge:

Health - Member Booklet Dental - Certificate of Insurance Vision - Member Certificate Basic Group Term Life, Group AD&D - Certificate of Insurance Short-Term Disability - Summary Plan Description Long-Term Disability - Certificate of Coverage EAP - Brochure Stop Loss Insurance - Insurance Policy Additional Voluntary Life & Dependent Life - Certificate of Insurance

By execution of this document, the Company amends and restates this plan as one Employee Benefit Plan as of the date set forth in this document.

HHHunt Corporation

TASC • PO Box 14629 International Lane • Madison, WI 53708 • 1-800-422-4661 • Fax: 608-661-9602 • ERISAEdge@tasconline.com • www.tasconline.com

The information in this communication is confidential and may only be used by the authorized recipient for its intended purpose. Any other use or disclosure is prohibited.

ER-4174-012309

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