This notice is intended to ensure that employees are provided with the most current information on the Health Insurance Portability and Accountability Act (HIPAA) that may impact the anti-discrimination, disclosures, privacy, security and/or usage provisions regarding their protected health information (PHI). This notice addresses the effect of the 2013 Supreme Court decision regarding tl1e Defense of Marriage Act (DOMA) on these provisions.

HIPAA and the Defense of Marriage Act (DOMA) The HI PAA Privacy Rule contains several provisions that recognize the integral role that family members, such as spouses, often play in a patient's health care. For example, the Privacy Rule allows covered entities to share information about the patient's care with family members in various circumstances. In addition, the Privacy Rule provides protections against the use of genetic information about an individual, which includes certain information about family members of the individual, for underwriting purposes.

In United States v. Windsor, the Supreme Court held section 3 of DOMA to be unconstitutional. Section 3 of DOMA had previously provided that federal law would recognize .QDJy opposite-sex marriages. In light of the Windsor ruling, HIPAA-covered entities (and their business associates, as applicable) must consider the following regarding lawfully married same-sex spouses and same-sex marriage: 1. At 45 CFR 160.103, the Privacy Rule

includes the terms spouse and marriage in the definition of family member. Consistent with the Windsor decision, the term spouse includes individuals who are in a legally valid same-sex marriage sanctioned by a state, territory, or foreign jurisdiction (as long as, as to marriages performed in a foreign jurisdiction, a U.S. jurisdiction wou ld also recognize the marriage). The term marriage

includes both same-sex and opposite-sex marriages, and family member includes dependents of those marriages. All of these terms apply to individuals who are legally married, whether or not they live or receive services in a jurisdiction that recognizes their marriage.

2. The definition of a family member is relevant to the application of §164.51 O(b) Standard: Uses and Disclosures for Involvement in the Individual's Care and Notification Purposes. Under certain circumstances, covered entities are permitted to share an individual's protected health information with a family member of the individual. Legally married same-sex spouses, regardless of where they live, are family members for the purposes of applying this provision.

3. The definition of a family member is also relevant to the application of §164.502(a) (5)(i), Use and Disclosure of Genetic Information for Underwriting Purposes. This provision prohibits health plans, other than issuers of long-term care policies, from using or disclosing genetic information for underwriting purposes. For example, such plans may not use information regarding the genetic tests of a fami ly member of the individual, or the manifestation of a disease or disorder in a family member of the individual, in making underwriting decisions about the individual. This includes the genetic tests of a same-sex spouse of the individual, or the manifestation of a disease or disorder in the same-sex spouse of the individual.

Questions? This notice was developed to assist covered entities and health plan participants in understanding how the Windsor decision may affect certain HIPAA Privacy Rule rights and obligations. If you have any questions regarding how this law affects you, please contact our Company's dedicated HR I Personnel Manager. llemll Y4069084-U-Y4069085-L FD-HDOM 1014 ©2015 AIO Acquisition, Inc.

EMPLOYEE RIGHTSUNDER THE FAMILY AND MEDICAL LEAVE ACT

Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-protected leave in a 12-month period for the following reasons:

• The birth of a child or placement of a child for adoption or foster care;• To bond with a child (leave must be taken within 1 year of the child’s birth or placement);• To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;• For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job;• For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse,

child, or parent.

An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with a serious injury or illness.

An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees may take leave intermittently or on a reduced schedule.

Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with the employer’s normal paid leave policies.

While employees are on FMLA leave, employers must continue health insurance coverage as if the employees were not on leave.

Upon return from FMLA leave, most employees must be restored to the same job or one nearly identical to it with equivalent pay, benefits, and other employment terms and conditions.

An employer may not interfere with an individual’s FMLA rights or retaliate against someone for using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA.

An employee who works for a covered employer must meet three criteria in order to be eligible for FMLA leave. The employee must:

• Have worked for the employer for at least 12 months; • Have at least 1,250 hours of service in the 12 months before taking leave;* and • Work at a location where the employer has at least 50 employees within 75 miles of the employee’s worksite.

*Special “hours of service” requirements apply to airline flight crew employees.

Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not possible to give 30-days’ notice, an employee must notify the employer as soon as possible and, generally, follow the employer’s usual procedures.

Employees do not have to share a medical diagnosis, but must provide enough information to the employer so it can determine if the leave qualifies for FMLA protection. Sufficient information could include informing an employer that the employee is or will be unable to perform his or her job functions, that a family member cannot perform daily activities, or that hospitalization or continuing medical treatment is necessary. Employees must inform the employer if the need for leave is for a reason for which FMLA leave was previously taken or certified.

Employers can require a certification or periodic recertification supporting the need for leave. If the employer determines that the certification is incomplete, it must provide a written notice indicating what additional information is required.

Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify under the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and, if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is not eligible, the employer must provide a reason for ineligibility.

Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much leave will be designated as FMLA leave.

Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuit against an employer.

The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement that provides greater family or medical leave rights.

LEAVE ENTITLEMENTS

BENEFITS &PROTECTIONS

ELIGIBILITY REQUIREMENTS

1-866-4-USWAGE

www.dol.gov/whd

For additional information or to file a complaint:

(1-866-487-9243) TTY: 1-877-889-5627

U.S. Department of Labor Wage and Hour Division

THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION

WH1420 REV 04/16

REQUESTING LEAVE

EMPLOYER RESPONSIBILITIES

ENFORCEMENT

IT IS ILLEGAL TO CARRY A FIREARM, DEADLY WEAPON, OR

DANGEROUS ORDNANCE ANYWHERE ON THESE PREMISES

Unless otherwise authorized by law, no person shall knowingly possess, have under the person's

control, convey, or attempt to convey a deadly weapon or dangerous ordnance onto these premises.

Posted Pursuant to the Ohio Revised Code

ltemll Y8B9679-U-Y889678·L OH-WN-0108 ©2008-2011 AIO Acquisition, Inc.

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f i le a federal tax return t o get the EITC and other refundable credits (Child Tax Credit, CTC or American Opportunity Tax Credit, AOTC) even if you owe no tax or are not required to file. You may be eligible for the EITC, Ea med Income Tax Credit,

If you earn less than $53,930 and you have a son. daughter. stepchnd. foster Ch•ld. bfotl1er. sister. half bfothw, half sister. grandchild, niece. nephew. or adopted Ch•ld hv>ng W>th you who rs a quahfy1ng child for the EITC.

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For more information about othar refundable credits see IRS.gov.

The EITC and the other refundable credits (CTC and/or AOTC) provide a boost to help pay your bills or save for a rainy day.

Just imagine what you could do with e tax refund .

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For tax forms and additional information, contact at ___________________ _ Company Representative Phone Number/Extension