 20% off additional prescription glasses and Vacation (Exempt Employees) Health Insurance sunglasses  Twenty working days per year (July-June)  Eligible the first of the month following first day  Contacts covered up to $120 every 12 months  Pro-rated first and last year of employment of employment, or coinciding with first day of  Employees pay entire cost  Pro-rated for less than full-time, 12-month employment if on the first of the month employees  Administered by Blue Cross/Blue Shield Flexible Spending Accounts  $250/$750 deductible, $1,000/$2,300 OPM (out  Eligible the first of the month following first day Vacation (Non-Exempt Employees) of pocket maximum) of employment, or coinciding with first day of  Eligible first day of employment - 80/20 co-insurance for Preferred Provider employment if on the first of the month - 70/30 co-insurance out of network  Hours are earned based upon the hours actually  Medical reimbursement account - $2,500 pre- worked, excluding overtime  Drug card program $1,000/$2,000 OPM tax contribution limit - generic: $10 or 10% co-pay*  Dependent daycare reimbursement account - - brand: $20 or 20% co-pay* Years of Service Earned Vacation Days - *whichever is greater $5,000 pre-tax contribution limit 1 through 5 10 (.0385 per hour) - *$100 deductible on brand name only 6 through 10 15 (.0578 per hour)  College currently pays 90% of employee only Life Insurance 11 + 20 (.0770 per hour)  Eligible the first of the month following first day and 80% of employee and dependent(s) premium cost of employment, or coinciding with first day of  Part-time employees earn vacation in proportion employment if on the first of the month to the actual hours worked  Alternative coverage options available for individual, spouse/DP, and children  One and one-half times annual salary or  Must complete introductory period prior to using $20,000, whichever is greater vacation Dental Insurance  College pays entire cost

Personal Time Off (Non-Exempt Employees)  Eligible the first of the month following first day of employment, or coinciding with first day of Optional Supplemental Life Insurance  Two working days per year (July – June) employment if on the first of the month  Guarantee issue if enrolled within first 30 days  Pro-rated first year of employment  Administered by Delta Dental of Iowa of employment: $200,000 employee, $50,000  Pro-rated for less than full-time, 12-month  100% coverage, preventive and diagnostic spouse, $5,000 or $10,000 child(ren) employees  $50 annual deductible, basic and major  Coverage available up to the lesser of five times salary or $500,000, spousal coverage Sick Leave procedures - 80/20 co-insurance for basic procedures available up to one half of employees insured  Ten working days per year (July-June) - 50/50 co-insurance for major procedures amount  Pro-rated first year of employment  $1,500 per person calendar year benefit  Employee pays entire cost  Pro-rated for less than full-time, 12-month  Orthodontia for dependent children; lifetime employees maximum $1,500 per child Travel/Accident Insurance

 College currently pays 90% of employee only  Eligible first day of employment Holidays (nine) and 80% of employee and dependant(s)  Provides a minimum of $100,000 coverage for  New Year’s Day premium cost employee while traveling on college business  Martin Luther King Jr. Day  Coverage options for individual plus one or more  College pays entire cost  Memorial Day dependents available  May be extended to 24-hour coverage at  Independence Day employee’s expense up to 10x salary or  Labor Day Optional Vision Insurance $750,000  Thanksgiving Day  Eligible the first of the month following first day  Day after Thanksgiving Day of employment, or coinciding with first day of Short-term Disability Insurance  Day before Christmas Day employment if on the first of the month  Eligible the first of the month following first day  Christmas Day  Exams covered every 12 months of employment, or coinciding with first day of (Offices close the week between Christmas Day and  Prescription lenses for single vision, lined bifocal employment if on the first of the month New Year’s Day, however some employees may be or trifocals covered every 12 months  10 day elimination period asked to work during this time.)  Covers one set of frames every 24 months up to  Benefit equals 70% of regular base pay for up $150, plus 20% off additional out of pocket to 180 days expense  College pays entire cost

Long-Term Disability Insurance Association (GLCA) schools; same eligibility  Eligible after one year of employment or first of rules as at Grinnell College the month following date of hire if enrolled in a plan immediately prior to coming to Grinnell ACM Schools GLCA Schools  Written verification from previous employer Beloit College Albion College required Coe College Antioch University  Six-month elimination period Colorado College Denison University Cornell College DePauw University  Monthly income protection for total disability Knox College Earlham College  Benefit equals 66-2/3% of monthly salary up to Lake Forest College Hope College $15,000 with maximum monthly benefit not to Lawrence University Kalamazoo College exceed $10,000 Luther College Kenyon College BENEFITS  Continues college’s retirement plan contribution Macalester College Oberlin College  College currently pays entire cost Monmouth College Ohio Wesleyan University Ripon College Wabash College Retirement Plan Willamette University  Eligible after one year of employment or the first Wittenburg University The College of Wooster SUMMARY plan entry date if previously fully vested in an employer sponsored retirement plan  Written verification from previous employer  Cash scholarship award of $3,500 per year (per required child) while attending other accredited institution STAFF EMPLOYEES  Administered by TIAA-CREF under eligibility requirements above

 College contributes 10 percent of annual actual salary  Maximum of a 4 year benefit per child This brochure provides a summary of Grinnell  Must work 1,000 hours per calendar year College’s benefit plans.  Employee and spouse/DP may take courses  Employee directs investment of college free at Grinnell College; limited to two courses contribution per semester for spouse/DP, one course per Please address any questions to the Office of  Employee is eligible to participate in voluntary Human Resources at 641-269-4818 or semester for employee; approval of registrar tax sheltered supplemental retirement annuity [email protected] required; course must have space available (SRA) upon hire

Jana Johnson,  Full-time employees may qualify for the Relocation Allowance Associate Director of Human Resources educational assistance program after one year Grinnell offers a relocation allowance for employees [email protected] of employment who must relocate to accept our employment offer.

The allowance amount will be included in your offer Stacy Koehler, Employee Assistance Program letter. Grinnell currently has a contract with Bekins Associate Director of Human Resources Van Lines, which guarantees a significant discount  Eligible first day of employment [email protected] on the ICC tariff rates and free insurance of up to  Agreement with Employee & Family Resources $50,000 for the items moved. We have arranged for for employees and families Jim Mulholland, direct billing of allowable relocation expenses to the  Five diagnostic sessions per family at no cost Director of Compensation and Assistant Treasurer college from Bekins and U-haul. per reason to call; group therapy sessions count [email protected] as one-half session per year Educational Benefits  College currently pays entire cost The information provided in this brochure is only  Tuition remission (of 90%) to Grinnell College for  Additional sessions available, may be covered a summary. Insured benefits are governed by the dependent children of employees; children must by health insurance detailed language in the insurance contracts and qualify for admission; employee must have been Summary Plan Descriptions. Uninsured benefits employed full-time by the college for two years Other Benefits are governed by the detailed language in the  Free admission to most college events for employee handbooks. Grinnell College reserves employees and family the right to add, change, or terminate any  Free use of Bear Recreation and Athletic Center provisions addressed in this summary statement.  Exchange program with Associated Colleges of  10% discount at the bookstore on most items the Midwest (ACM) and Great Lakes College