2018 Benefit Summary Guide Arent Fox

Table of Contents Benefits Overview ...... 3 Benefit Plans Offered...... 3 Eligibility—Full-time ...... 3 Eligibility—Part-time...... 3 New for 2018...... 4 New Life and STD / LTD Carrier ...... 4 New Voluntary Benefits — Critical Illness, Hospitalization, and Voluntary Accident ...... 4 Medical Benefits...... 5 Dental Benefits...... 7 Vision Benefits...... 8 HSA...... 9 What’s the benefit of an FSA?...... 10 Flexible Spending Account – Medical...... 10 Medical FSA...... 10 Limited Purpose FSA...... 10 Flexible Spending Account – Dependent...... 10 Dependent Care FSA...... 10 Basic Life and Accidental Death & Dismemberment Insurance...... 11 Basic Life Insurance Coverage...... 11 Accidental Death and Dismemberment (AD&D) Insurance...... 11 Additional (Voluntary) Insurance...... 11 Short-Term Disability (STD)...... 12 Long-Term Disability (LTD)...... 12 Supplemental Long-Term Disability...... 12 Bright Horizons...... 13 EAP Services...... 14 Federal Laws | Disclosures | Notices...... 15 Medicare Part D Notices...... 15 New Health Insurance Marketplace Coverage Options and Your Health Coverage...... 17 Protecting Pregnant Workers Fairness Act...... 20 Your Rights Under USERRA...... 21 HIPAA Special Enrollment Rights...... 22 Women’s Health and Cancer Rights Act of 1998...... 22 Newborns’ And Mother’s Health Protection Act...... 23 COBRA...... 23 Premium Assistance Under Medicaid and the Children’s Health Insurance Program (CHIP)...... 26 Contact Information ...... 28 Employee Contributions for Benefits...... 28 Benefits at a Glance...... 29

If you have Medicare or will become eligible for Medicare in the next 12 months, a federal law gives you more choices about your prescription drug coverage. Please see page 15 for more details.

This document is an outline of the coverage proposed by the carrier(s), based on information provided by your company. It does not include all of the terms, coverage, exclusions, limitations, and conditions of the actual contract language. The policies and contracts themselves must be read for those details. Policy forms for your reference will be made available upon request. The intent of this document is to provide you with general information regarding the status of, and/or potential concerns related to, your current employee benefits environment. It does not necessarily fully address all of your specific issues. It should not be construed as, nor is it intended to provide, legal advice. Questions regarding specific issues should be addressed by your general counsel or an attorney who specializes in this practice area.

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Benefits Overview Arent Fox is proud to offer a comprehensive benefits package to all eligible, full-time employees who work 30 hours or more per week on average. The complete benefits package is briefly summarized in this booklet. You will receive additional documents which give you more detailed information about each of these programs.

Employees share a portion of costs of some benefits while Arent Fox firm partners pay the full cost of benefits. In addition, there are voluntary benefits with reasonable group rates employees can elect through Arent Fox. Most benefits are eligible for payroll deductions.

Benefit Plans Offered hhMedical hhDental hhVision hhHealth Savings Account (HSA) hhFlexible Spending Account (FSA) hh401(k) Retirement Plan hhProfit Sharing Plan (Partners and Staff) hhLife and AD&D Insurance hhSupplemental Life Insurance hhShort-Term Disability hhLong-Term Disability hhSupplemental Long-Term Disability hhTravel Accident Insurance hhEmployee Assistance Plan (EAP) hhVeterinary Pet Insurance (Not payroll deducted)

Eligibility—Full-time Employees who work 30 hours or more per week on average and their dependents are eligible for Arent Fox benefits beginning on your first day of employment.

Eligible dependents are your spouse, children under age 26, and disabled dependents of any age.

Elections made during your new hire/rehire period will remain in place until the next open enrollment opportunity unless you or your family members experience a qualifying event. If you experience a qualifying event, you must contact Human Resources within 30 days and make the requested change.

Eligibility—Part-time Part-time employees who work at least 20 hours per week on average are eligible for life insurance (basic and voluntary).

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New for 2018

Arent Fox Open Enrollment will take place from November 1 – November 17, 2017

This year, on-site Open Enrollment Benefit Counselors will be available for employees to enroll and discuss benefit plan options tailored to you and your family’s needs. Arent Fox will designate dates and times at each location and employees will have the opportunity to meet with counselors after an on-site presentation by Arent Fox Human Resource staff.

New Life and STD / LTD Carrier The Standard will become the new carrier for the Life/AD&D, Long-Term Disability and Voluntary Additional Life Insurance coverage at Arent Fox. This November, The Standard will also allow a true Onetime Open Enrollment for the Additional (Voluntary) Life plans effective January 1, 2018. Short Term Disability coverage will also be moving to The Standard effective March 1, 2018, Unum will still provide this coverage until that time.

For Arent Fox employees, this valuable open enrollment for 2018 will include a onetime opportunity to either join the Additional Life plan or increase your current elected amounts up to the plan’s Guarantee Issue maximum of $180,000, without having to answer medical questions. If you have coverage under the Voluntary Additional Life plan, you are eligible to elect coverage for your Spouse up to the Guarantee Issue maximum of $25,000. Additionally, your Child(ren) is also eligible for this onetime open enrollment up to their Guarantee Issue maximums of $10,000.

Please Note: If you choose not to join the plan during this onetime open enrollment period, you will be subject to medical underwriting and may be declined should you attempt to join at a later date.

Going forward, The Standard will include the opportunity for employees currently enrolled to increase their current amounts each year by $10,000 without medical underwriting (up to the Guarantee Issue maximum). Spouses currently enrolled will also be allowed to increase by $5,000 without medical underwriting (up to the Guarantee Issue maximum). Child(ren) currently enrolled will also be allowed to increase by $2,000 without medical underwriting (up to the Guarantee Issue maximum).

NOTE: The Spouse and Child benefit may not exceed 100% of the Member’s combined enrolled benefits for Basic and Additional Life amounts.

ADDITIONAL NOTE: If you have existing Additional (Voluntary) Life coverage, this coverage will continue under the The Standard at the same level and at the same applicable premium levels.

New Voluntary Benefits — Critical Illness, Hospitalization, and Voluntary Accident For 2018, Arent Fox will introduce additional Voluntary products from Allstate and MetLife. These additional Voluntary products will allow employees to customize their family needs with tailored products, such as cash benefits for injuries, accidents, critical illness diagnosis and hospital stays. All plans are HSA compliant. Please meet with your benefit enrollment counselor at Open Enrollment to discuss which plans will best meet you and your family’s needs.

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Medical Benefits by UnitedHealthcare Comprehensive and preventive healthcare coverage is important in protecting you and your family from the financial risks of unexpected illness and injury. Small problems can potentially develop into large expenses. A little prevention usually goes a long way—especially in healthcare. Routine exams and regular preventive care provide an inexpensive review of your health. By identifying the problems early, often they can be treated at little cost.

Comprehensive healthcare also provides peace of mind. In case of an illness or injury, you and your family are covered with an excellent medical plan through Arent Fox.

Arent Fox offers you a High Deductible Health Plan (HDHP) with a Health Savings Account (HSA) option. With the HDHP, you may select where you receive your medical services. However, if you use in-network providers, your costs will be less.

If you receive your medical services out-of-network you will be subject to Balance Billings, which means the member may be responsible for the difference between the negotiated fee and the provider or facilities retail charge.

High Deductible Health Plan* In-Network Benefits Out-of-Network Benefits Employee Pays Employee Pays $1,350 individual $2,700 individual Annual Deductible $2,700 family $5,400 family Annual Out-of-Pocket Maximum $2,500 individual $5,000 individual (includes deductible) $5,000 family $10,000 family DOCTOR’S OFFICE Plan Pays Plan Pays Primary Care Office Visit 90% after deductible 70% after deductible Specialist Office Visit 90% after deductible 70% after deductible (including Urgent Care) Wellness Care (routine exams, x-rays/tests, immunizations, 100% 70% after deductible well baby care and mammograms) PRESCRIPTION DRUGS Employee Pays Employee Pays Retail—Generic Drug $10 after deductible $10 after deductible (34-day supply) Retail—Formulary Drug $30 after deductible $30 after deductible (34-day supply) Retail—Nonformulary Drug $50 after deductible $50 after deductible (34-day supply) Mail Order—Generic Drug $25 after deductible Not covered (90-day supply) Mail Order—Formulary Drug $75 after deductible Not covered (90-day supply) Mail Order—Nonformulary Drug $125 after deductible Not covered (90-day supply) HOSPITAL SERVICES Plan Pays Plan Pays Emergency Room 90% after deductible 90% after deductible Inpatient Hospital Stay 90% after deductible 70% after deductible Outpatient Surgery 90% after deductible 70% after deductible Ambulance Service 90% after deductible 90% after deductible

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High Deductible Health Plan* In-Network Benefits Out-of-Network Benefits MENTAL HEALTH SERVICES Plan Pays Plan Pays Inpatient Services 90% after deductible 70% after deductible Outpatient Services 90% after deductible 70% after deductible SUBSTANCE ABUSE SERVICES Plan Pays Plan Pays Inpatient Services 90% after deductible 70% after deductible Outpatient Services 90% after deductible 70% after deductible OTHER SERVICES Plan Pays Plan Pays Lab, X-Ray 90% after deductible 70% after deductible Major Diagnostics 90% after deductible 70% after deductible Manipulation Services 90% after deductible 70% after deductible 30 Visits Physical, Occupational and 90% after deductible 70% after deductible Speech Therapy Services 60 visits each Prenatal and Postnatal Care No Charge 70% after deductible Delivery and all Inpatient Services 90% after deductible 70% after deductible Skilled Nursing 90% after deductible 70% after deductible 60-day calendar year maximum Durable Medical Equipment 90% after deductible 70% after deductible

*For a copy of the 2018 UnitedHealthcare Summary of Benefits and Coverage, please visit FoxNet under Administrative Services/Human Resources/Health Benefits or ask your local Human Resources for a printed version.

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Dental Benefits by MetLife Good oral care enhances overall physical health, appearance and mental well-being. Problems with the teeth and gums are common and easily treated health problems. Keep your teeth healthy and your smile bright with the Arent Fox dental benefit plans.

Basic PPO In-Network Out-of-Network In-Network Out-of-Network Plan Pays Plan Pays Plan Pays Plan Pays

Type A – Preventive* See Schedule 80% of R&C Fee 100% of Negotiated Fee 100% of R&C Fee

Type B – Basic Restorative* See Schedule 50% of R&C Fee 80% of Negotiated Fee 80% of R&C Fee

Type C – Major Restorative* See Schedule 30% of R&C Fee 50% of Negotiated Fee 50% of R&C Fee

Type D – Orthodontia* Not Covered Not Covered 50% of Negotiated Fee 50% of R&C Fee

DEDUCTIBLE Employee Pays Employee Pays Individual N/A $100 $50 Family N/A $300 $150 ANNUAL MAXIMUM BENEFIT Plan Pays Plan Pays Per Person $1,000 $500 $1,500 ORTHODONTIA LIFETIME MAXIMUM Plan Pays Per Person N/A N/A $1,500

No need for an ID card. To take advantage of your MetLife dental benefit, simply have your Provider contact MetLife and provide your name and social security number, and let them know you have MetLife coverage— they handle the paperwork for you.

2018 Benefit Guide 7 Arent Fox

Vision Benefits by Vision Service Provider (VSP) Regular eye examinations can not only determine your need for corrective eyewear but also may detect general health problems in their earliest stages. Protection for the eyes should be a major concern to everyone. Your Coverage In-Network Out-of-Network (any VSP provider) (any qualified non-network provider of your choice) Employee Pays Plan Pays Eye Exam once every 12 months $10 copay; up to $60 Up to $50 Contact Lens exam Retinal Screening Up to $39 Up to $39 Lenses— once every 12 months Employee Pays Plan Pays Single Vision Lenses $25 copay Up to $50 Lined Bifocal Lenses $25 copay Up to $75 Lined Trifocal Lenses $25 copay Up to $100 Additional enhancements included but not Plan Pays Plan Pays limited to: Antireflective Up to $75 Not Covered Transitional lenses (standard) Up to $76 Not Covered Tinted (standard) Up to $15 Not Covered Polycarbonate lenses (standard) Up to $28 Not Covered Progressive lenses (standard) Up to $160 Up to $75 Frames once every 24 months Up to $130 Up to $70 (additional 20% discount over frame allowance) Contact Lenses* once every 12 months if you elect contacts instead Up to $130 Up to $105 of lenses/frames

No need for an ID card. To take advantage of your VSP vision benefit, simply have your Provider contact VSP and provide your name and social security number, and let them know you have VSP coverage— they handle the paperwork for you.

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HSA by Optum Bank A Health Savings Account (HSA) is a tax-advantaged medical savings account for those enrolled in a High-Deductible Health Plan (HDHP). Employees can contribute to this account on a pre-tax basis, account balances grow tax-free, and distributions for eligible medical expenses are tax-free. The Health Savings Account is owned by the individual and is portable. It is also FDIC-insured, which protects your savings.

When you enroll in the UnitedHealthcare HSA Compatible Medical Plan, your HSA enrollment will be sent to Optum Bank, the trustee bank for UnitedHealthcare. Since the HSA is a banking product, there is a required Customer Identification Process that is completed before the account can be opened by Optum Bank.

The annual maximum contribution amounts for HSAs are set by the IRS.

For 2018, the maximum election amount is $3,450 for Employee-Only coverage. For Employee + One or more, the HSA limit is $6,900 for 2018. Employees 55 or older, can contribute an additional $1,000 in 2018 for a maximum of $4,450 for Employee Only coverage or $7,900 for Employee + One or more coverage.

Access HSA account information via the www.myUHC.com website.

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Choice of Both Medical and Limited FSA Flexible Spending Account – Medical by Flores hhExpenses reimbursed up to $2,650 annually. hhFSA dollars are front loaded on the card. You can save money on your medical and/or dependent day care expenses with a Flexible Spending Account hh“Use it or Lose it.” (FSA). Employees can set aside funds each pay period on a pretax basis and use them tax-free for qualified Medical FSA expenses. In addition, employees pay no federal income If you are not electing the Arent Fox health plan: or Social Security taxes on your contributions to an FSA. (That’s where the savings comes in.) Your FSA hhTax-free reimbursements for health care expenses contributions are deducted from your paycheck before not covered by medical and dental plan, or other taxes are withheld, so you save on income taxes and eligible health care expenses have more disposable income. hhMedical, Prescriptions, Dental, Vision h Medical Flexible Spending Limit $2,650 hCoinsurance, copayments and deductibles Dependent Care Flexible Spending Limit $5,000 hhChiropractor, insulin, hearing aid, acupuncture, etc. Limited Purpose FSA What’s the benefit of an FSA? If electing the Arent Fox health plan, you are eligible Here’s an example of how having an FSA can help for the HSA and Limited Purpose FSA: reduce your taxes and increase your take home pay! hhTax-free reimbursements for dental and vision Dependent Healthcare expenses not covered by dental and vision plans, or Annual Care FSA FSA Annual Savings other eligible expenses Salary Annual Contribution hhOnce the minimal deductible for a high deductible Contribution health plan (HDHP) has been met, medical and $30,000 $1,500 $0 $340 prescription expenses may be reimbursed hhCoinsurance, copayments and deductibles $50,000 $1,750 $4,000 $1,303 Flexible Spending Account – Dependent $70,000 $2,000 $4,500 $1,472 Dependent Care FSA *This example is based on 7.65% FICA and 15% tax bracket. hhExpenses reimbursed up to $5,000 annually. Note: Be advised that this example is for illustrative purposes only. hhIf married filing separately annual maximum is These projections are only estimates of tax information and should $2,500. not be assumed to be tax advice. Be sure to consult a tax advisor to determine the appropriate tax advice for your situation. Actual tax hhTax free reimbursements for child care expenses. savings depend on several variables, including state and local tax h rates and the tax bracket of the individual. hMust be for a dependent who is under age 13 or for the care of a dependent who is physically or mentally incapable of caring for himself or herself. hhMay include child care for camp during the day, but does not include any amount for a sleep away camp. hhYou will be reimbursed up to the balance in your account. If your expenses exceed the balance in your account, the excess expense will be carried over to the next payroll processing. hhPartners are eligible.

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Basic Life and Accidental Death & Dismemberment Insurance by The Standard

Basic Life Insurance Coverage Employer Paid Life insurance provides financial security for the people who depend on you. Your beneficiaries will receive a lump sum payment if you pass away while employed by Arent Fox. The company provides Basic Life insurance at no cost to you. hhBasic Life insurance is available to all active employees and Associates/Counsel who are regularly scheduled to work at least 20 hours per week. hhStaff: 2x annual base salary up to $150,000 hhDirectors/Managers and Senior Paralegals: 2x annual base salary to a max of $200,000 hhAssociates and Counsel: $300,000 hhPartners: $1,000,000 hhExecutive Directors and all Partners: $1,000,000 hhAssociates, Counsel, Chiefs and Directors not eligible in another group: $300,000 hhManagers & Senior Legal Assistants: 2x salary to max of $200,000 hhLegal assistants not eligible in another group and staff: 2 x salary to max of $150,000 Note: Coverage is effective the first date of employment.

Accidental Death and Dismemberment (AD&D) Insurance Employer Paid Accidental Death and Dismemberment (AD&D) insurance provides payment to you or your beneficiaries if you lose a limb or pass away in an accident. Arent Fox provides AD&D coverage at no cost to you. This coverage is in addition to your company paid life insurance described above.

Additional (Voluntary) Insurance by The Standard Employee Paid You may elect Additional Life insurance in addition to the company provided coverage for yourself. You may also elect additional Life insurance for your spouse if you elect at least that amount of additional coverage for yourself. You are guaranteed coverage up to $180,000 (employee), up to $25,000 for your spouse and $10,000 for your child(ren), without answering medical questions if you enroll during this special open enrollment period.

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Disability Insurance Long-Term Disability (LTD) by The Standard and Unum by The Standard Employees become eligible for the following Disability Employer Paid Insurance and leave benefits after 180 days of employment at the firm. Disability insurance is available Who is eligible? to employees if you become ill or injured. The illness or injury must occur after your first 180 days. hhStaff and Associates/Counsel are automatically enrolled on their first day of employment. Unum through 2/28/2018 The Standard on 3/1/2018 hhPartners must make an election (mandatory coverage). Short-Term Disability (STD) What is the coverage amount? by The Standard hhStaff and Associate monthly benefits are equal to 60% of basic earnings, up to a maximum monthly Employer Paid benefit of $15,000. hhFor Partners, the group benefit is 60% of Who is eligible? compensation up to $20,000/month and the hhAll active Staff and Associates/Counsel eligible for individually rated benefit through Unum is 60% of STD after you have completed 180 days of service compensation up to $10,000/month for a combined with the Firm and work at least 30 hours per week benefit of up to $30,000/month based on earnings. or more on average. hhPartners and Phase-Out Partners with individual LTD hhAll active Staff and Associates/Counsel eligible for coverage: 0% of the first $16,667 of monthly earnings FMLA after you have completed 12 months of plus 60% of the next $33,333 of monthly earnings to service with the Firm or worked 1,250 hours. a maximum benefit of $20,000 per month. • FMLA runs concurrently, when eligible, with any hhPartners without individual LTD coverage: 60% of approved STD benefits monthly earnings to a maximum benefit of $20,000 per month. What is the benefit? hhAll Employees not eligible in another group: 60% of hhThe Firm will pay your STD benefits up to 12 weeks. monthly earnings to a maximum benefit of $15,000 hhThe percentage of your base earnings which will be paid is determined by your length of service: Supplemental Long-Term Disability by Unum Staff, Project Assistants, and Paralegals Length of Service Percentage of Pay Employee Paid Less than 180 days 0 Staff and Associates/Counsel have the opportunity to 181 days to 12 months 60% protect more of your income through a voluntary 13 months to 48 months 70% Supplemental Income Protection (SIP) Plan. 49 months to 108 months 85% 109 months and longer 100% hhThe SIP plan offers many enhancements including: Associates/Counsel, Exempt Staff and Senior Paralegals • Premiums will be paid through convenient payroll Less than 180 days 0 deductions. 181 days and longer 100% • Pays in addition to your Group LTD plan.

Please contact Benefits for additional information. • Your SIP plan benefits are tax-free. • Portable policy you can keep, even if you leave Arent Fox.

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Bright Horizons

2018 Benefit Guide 13 Arent Fox

EAP Services

Exclusively for Health Advocate members 866.799.2728 HealthAdvocate.com/members The Many Ways We Can Help!

Help is only a phone call away! Call 866.799.2728 today. Your Health Advocate benefit is being offered by your employer at no additional cost for you and covers eligible employees, their spouses, dependent children, parents and parents-in-law.*

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Find the Resolve Expert, Professional, right doctors benefits issues short-term caring support We can also locate Turn to us for help assistance Get personalized help hospitals and other resolving claims issues, Our Licensed Professional with stress, depression, providers, make untangling medical bills Counselors can make family problems, appointments, explain and coordinating benefits. referrals for more in-depth substance abuse and treatments and transfer much more. medical records. care, if needed.

Help to make Get your Support with Convenient informed questions work/life issues online decisions answered Our Work/Life Specialists resources We will research We help you become can help locate childcare, Get 24/7, online access conditions and treatment informed about test results, eldercare, legal and to educational materials, options, and facilitate treatments and medications financial assistance. webinars and other second opinions. prescribed by your doctor. helpful resources.

*Restrictions apply Health Advocate is not affiliated with any insurance company or third party provider, and does not provide medical care or recommend treatment.

©2015 Health Advocate, Inc. HA-CEM-1312015-9FLY

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Federal Laws | Disclosures | Notices Medicare Part D Notices Important Notice from Arent Fox About Your Prescription Drug Coverage and Medicare

Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with Arent Fox and about your options under Medicare’s prescription drug coverage. This information can help you decide whether or not you want to join a Medicare drug plan. If you are considering joining, you should compare your current coverage, including which drugs are covered at what cost, with the coverage and costs of the plans offering Medicare prescription drug coverage in your area. Information about where you can get help to make decisions about your prescription drug coverage is at the end of this notice.

There are two important things you need to know about your current coverage and Medicare’s prescription drug coverage:

1. Medicare prescription drug coverage became available in 2006 to everyone with Medicare. You can get this coverage if you join a Medicare Prescription Drug Plan or join a Medicare Advantage Plan (like an HMO or PPO) that offers prescription drug coverage. All Medicare drug plans provide at least a standard level of coverage set by Medicare. Some plans may also offer more coverage for a higher monthly premium. 2. Arent Fox has determined that the prescription drug coverage offered by UnitedHealthcare are on average for all plan participants, expected to pay out as much as standard Medicare prescription drug coverage pays and is therefore considered Creditable Coverage. Because your existing coverage is Creditable Coverage, you can keep this coverage and not pay a higher premium (a penalty) if you later decide to join a Medicare drug plan.

When Can You Join a Medicare Drug Plan?

You can join a Medicare drug plan when you first become eligible for Medicare and each year from October 15 to December 7.

However, if you lose your current creditable prescription drug coverage, through no fault of your own, you will also be eligible for a two (2) month Special Enrollment Period (SEP) to join a Medicare drug plan.

What Happens to Your Current Coverage if You Decide to Join a Medicare Drug Plan?

If you decide to join a Medicare drug plan, your current UnitedHealthcare coverage will not be affected.

If you decide to join a Medicare drug plan and drop your current UnitedHealthcare coverage, be aware that you and your dependents may not be able to get this coverage back.

When Will You Pay a Higher Premium (Penalty) to Join a Medicare Drug Plan?

You should also know that if you drop or lose your current coverage with UnitedHealthcare and don’t join a Medicare drug plan within 63 continuous days after your current coverage ends, you may pay a higher premium (a penalty) to join a Medicare drug plan later.

If you go 63 continuous days or longer without creditable prescription drug coverage, your monthly premium may go up by at least 1% of the Medicare base beneficiary premium per month for every month that you did not have that coverage. For example, if you go nineteen months without creditable coverage, your premium may consistently be at least 19% higher than the medicare base beneficiary premium. You may have to pay this higher premium (a penalty) as long as you have Medicare prescription drug coverage. In addition, you may have to wait until the following October to join.

For More Information About This Notice or Your Current Prescription Drug Coverage...

Contact the person listed on the following page for further information. NOTE: You’ll get this notice each year. You will also get it before the next period you can join a medicare drug plan, and if this coverage through UnitedHealthcare changes. You also may request a copy of this notice at any time.

2018 Benefit Guide 15 Arent Fox

Federal Laws | Disclosures | Notices (continued) For More Information About Your Options Under Medicare Prescription Drug Coverage...

More detailed information about Medicare plans that offer prescription drug coverage is in the “Medicare & You” handbook. You’ll get a copy of the handbook in the mail every year from Medicare. You may also be contacted directly by Medicare drug plans.

For more information about Medicare prescription drug coverage: hhVisit www.medicare.gov hhCall your State Health Insurance Assistance Program (see the inside back cover of your copy of the “Medicare & You” handbook for their telephone number) for personalized help hhCall 1.800.MEDICARE (1.800.633.4227). TTY users should call 1.877.486.2048. If you have limited income and resources, extra help paying for Medicare prescription drug coverage is available. For information about this extra help, visit Social Security on the web at www.socialsecurity.gov, or call them at 1.800.772.1213 (TTY 1.800.325.0778).

REMEMBER: Keep this Creditable Coverage notice. If you decide to join one of the Medicare drug plans, you may be required to provide a copy of this notice when you join to show whether or not you have maintained creditable coverage and, therefore, whether or not you are required to pay a higher premium (a penalty).

DATE: 09/01/17

Name of Entity/Sender: Arent Fox

Contact: Steve Coffin, Benefits & Retirement Manger

Position/Office: Address: 1717 K Street, NW Washington, DC 20006-5344

Phone Number: 202.350.3645

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New Health Insurance Marketplace Coverage Options and Your Health Coverage

New Health Insurance Marketplace Coverage Form Approved Options and Your Health Coverage OMB No. 1210-0149 (expires 5-31-2020) PART A: General Information When key parts of the health care law take effect in 2014, there will be a new way to buy health insurance: the Health Insurance Marketplace. To assist you as you evaluate options for you and your family, this notice provides some basic information about the new Marketplace and employment-based health coverage offered by your employer.

What is the Health Insurance Marketplace? The Marketplace is designed to help you find health insurance that meets your needs and fits your budget. The Marketplace offers "one-stop shopping" to find and compare private health insurance options. You may also be eligible for a new kind of tax credit that lowers your monthly premium right away. Open enrollment for health insurance coverage through the Marketplace begins in October 2013 for coverage starting as early as January 1, 2014.

Can I Save Money on my Health Insurance Premiums in the Marketplace? You may qualify to save money and lower your monthly premium, but only if your employer does not offer coverage, or offers coverage that doesn't meet certain standards. The savings on your premium that you're eligible for depends on your household income.

Does Employer Health Coverage Affect Eligibility for Premium Savings through the Marketplace? Yes. If you have an offer of health coverage from your employer that meets certain standards, you will not be eligible for a tax credit through the Marketplace and may wish to enroll in your employer's health plan. However, you may be eligible for a tax credit that lowers your monthly premium, or a reduction in certain cost-sharing if your employer does not offer coverage to you at all or does not offer coverage that meets certain standards. If the cost of a plan from your employer that would cover you (and not any other members of your family) is more than 9.5% of your household income for the year, or if the coverage your employer provides does not meet the "minimum value" standard set by the 1 Affordable Care Act, you may be eligible for a tax credit.

Note: If you purchase a health plan through the Marketplace instead of accepting health coverage offered by your employer, then you may lose the employer contribution (if any) to the employer-offered coverage. Also, this employer contribution -as well as your employee contribution to employer-offered coverage- is often excluded from income for Federal and State income tax purposes. Your payments for coverage through the Marketplace are made on an after- tax basis.

How Can I Get More Information? For more information about your coverage offered by your employer, please check your summary plan description or contact Steven Coffin, Benefits & Retirement Manager, 202.350.3645 or [email protected] .

The Marketplace can help you evaluate your coverage options, including your eligibility for coverage through the Marketplace and its cost. Please visit HealthCare.gov for more information, including an online application for health insurance coverage and contact information for a Health Insurance Marketplace in your area.

1 An employer-sponsored health plan meets the "minimum value standard" if the plan's share of the total allowed benefit costs covered by the plan is no less than 60 percent of such costs.

2018 Benefit Guide 17 Arent Fox

PART B: Information About Health Coverage Offered by Your Employer ΅ΙΚΤ͑ΤΖΔΥΚΠΟ͑ΔΠΟΥΒΚΟΤ͑ΚΟΗΠΣΞΒΥΚΠΟ͑ΒΓΠΦΥ͑ΒΟΪ͑ΙΖΒΝΥΙ͑ΔΠΧΖΣΒΘΖ͑ΠΗΗΖΣΖΕ͑ΓΪ͑ΪΠΦΣ͑ΖΞΡΝΠΪΖΣ͑͟ͺΗ͑ΪΠΦ͑ΕΖΔΚΕΖ͑ΥΠ͑ΔΠΞΡΝΖΥΖ͑ΒΟ͑ ΒΡΡΝΚΔΒΥΚΠΟ͑ΗΠΣ͑ΔΠΧΖΣΒΘΖ͑ΚΟ͑ΥΙΖ͑;ΒΣΜΖΥΡΝΒΔΖ͑͝ΪΠΦ͑ΨΚΝΝ͑ΓΖ͑ΒΤΜΖΕ͑ΥΠ͑ΡΣΠΧΚΕΖ͑ΥΙΚΤ͑ΚΟΗΠΣΞΒΥΚΠΟ͑͟΅ΙΚΤ͑ΚΟΗΠΣΞΒΥΚΠΟ͑ΚΤ͑ΟΦΞΓΖΣΖΕ͑ ΥΠ͑ΔΠΣΣΖΤΡΠΟΕ͑ΥΠ͑ΥΙΖ͑;ΒΣΜΖΥΡΝΒΔΖ͑ΒΡΡΝΚΔΒΥΚΠΟ͑͟

3. Employer name 4. Employer Identification Number (EIN) Arent Fox LLP 53-0214923

5. Employer address 6. Employer phone number 1717 K Street, NW 202.350.3645 7. City 8. State 9. ZIP code Washington DC 20006 10. Who can we contact about employee health coverage at this job? Steven Coffin, Benefits & Retirement Manager, 202.350.3645 11. Phone number (if different from above) 12. Email address ͑ [email protected]

͹ΖΣΖ͑ΚΤ͑ΤΠΞΖ͑ΓΒΤΚΔ͑ΚΟΗΠΣΞΒΥΚΠΟ͑ΒΓΠΦΥ͑ΙΖΒΝΥΙ͑ΔΠΧΖΣΒΘΖ͑ΠΗΗΖΣΖΕ͑ΓΪ͑ΥΙΚΤ͑ΖΞΡΝΠΪΖΣͫ͑ xͲΤ͑ΪΠΦΣ͑ΖΞΡΝΠΪΖΣ͑͝ΨΖ͑ΠΗΗΖΣ͑Β͑ΙΖΒΝΥΙ͑ΡΝΒΟ͑ΥΠͫ͑ ͲΝΝ͑ΖΞΡΝΠΪΖΖΤ͑͑͟ͶΝΚΘΚΓΝΖ͑ΖΞΡΝΠΪΖΖΤ͑ΒΣΖͫ͑ ͑ ͑ ͑ ͑ ͑  ΄ΠΞΖ͑ΖΞΡΝΠΪΖΖΤ͑͟ͶΝΚΘΚΓΝΖ͑ΖΞΡΝΠΪΖΖΤ͑ΒΣΖͫ͑͑ ͑ ͑ Partners and employees working a minimum of 30 hours per week. Temporary, consulting attorneys, and interns are not ͑ eligible. ͑ ͑ xΈΚΥΙ͑ΣΖΤΡΖΔΥ͑ΥΠ͑ΕΖΡΖΟΕΖΟΥΤͫ͑  ΈΖ͑ΕΠ͑ΠΗΗΖΣ͑ΔΠΧΖΣΒΘΖ͑͟ͶΝΚΘΚΓΝΖ͑ΕΖΡΖΟΕΖΟΥΤ͑ΒΣΖͫ͑ ͑ ͑ Spouses, domestic partners*, legal partner and children (biological, step, adopted, court-ordered) up to age 26**. ͑ *Domestic partner coverage is dependent upon satisfying the Firm policy requirements. **Dependents over age may be ͑ covered if dependent is not capable of self-supporting due to mental or physical handicap. I ΈΖ͑ΕΠ͑ΟΠΥ͑ΠΗΗΖΣ͑ΔΠΧΖΣΒΘΖ͑͟ ͑  ͺΗ͑ΔΙΖΔΜΖΕ͑͝ΥΙΚΤ͑ΔΠΧΖΣΒΘΖ͑ΞΖΖΥΤ͑ΥΙΖ͑ΞΚΟΚΞΦΞ͑ΧΒΝΦΖ͑ΤΥΒΟΕΒΣΕ͑͝ΒΟΕ͑ΥΙΖ͑ΔΠΤΥ͑ΠΗ͑ΥΙΚΤ͑ΔΠΧΖΣΒΘΖ͑ΥΠ͑ΪΠΦ͑ΚΤ͑ΚΟΥΖΟΕΖΕ͑ ΥΠ͑ΓΖ͑ΒΗΗΠΣΕΒΓΝΖ͑͝ΓΒΤΖΕ͑ΠΟ͑ΖΞΡΝΠΪΖΖ͑ΨΒΘΖΤ͑͟ ͑ ͛͛͑ ͶΧΖΟ͑ΚΗ͑ΪΠΦΣ͑ΖΞΡΝΠΪΖΣ͑ΚΟΥΖΟΕΤ͑ΪΠΦΣ͑ΔΠΧΖΣΒΘΖ͑ΥΠ͑ΓΖ͑ΒΗΗΠΣΕΒΓΝΖ͑͝ΪΠΦ͑ΞΒΪ͑ΤΥΚΝΝ͑ΓΖ͑ΖΝΚΘΚΓΝΖ͑ΗΠΣ͑Β͑ΡΣΖΞΚΦΞ͑ ΕΚΤΔΠΦΟΥ͑ΥΙΣΠΦΘΙ͑ΥΙΖ͑;ΒΣΜΖΥΡΝΒΔΖ͑͟΅ΙΖ͑;ΒΣΜΖΥΡΝΒΔΖ͑ΨΚΝΝ͑ΦΤΖ͑ΪΠΦΣ͑ΙΠΦΤΖΙΠΝΕ͑ΚΟΔΠΞΖ͑͝ΒΝΠΟΘ͑ΨΚΥΙ͑ΠΥΙΖΣ͑ΗΒΔΥΠΣΤ͑͝ ΥΠ͑ΕΖΥΖΣΞΚΟΖ͑ΨΙΖΥΙΖΣ͑ΪΠΦ͑ΞΒΪ͑ΓΖ͑ΖΝΚΘΚΓΝΖ͑ΗΠΣ͑Β͑ΡΣΖΞΚΦΞ͑ΕΚΤΔΠΦΟΥ͑͟ͺΗ͑͝ΗΠΣ͑ΖΩΒΞΡΝΖ͑͝ΪΠΦΣ͑ΨΒΘΖΤ͑ΧΒΣΪ͑ΗΣΠΞ͑ ΨΖΖΜ͑ΥΠ͑ΨΖΖΜ͙͑ΡΖΣΙΒΡΤ͑ΪΠΦ͑ΒΣΖ͑ΒΟ͑ΙΠΦΣΝΪ͑ΖΞΡΝΠΪΖΖ͑ΠΣ͑ΪΠΦ͑ΨΠΣΜ͑ΠΟ͑Β͑ΔΠΞΞΚΤΤΚΠΟ͑ΓΒΤΚΤ͚͑͝ΚΗ͑ΪΠΦ͑ΒΣΖ͑ΟΖΨΝΪ͑ ΖΞΡΝΠΪΖΕ͑ΞΚΕ͞ΪΖΒΣ͑͝ΠΣ͑ΚΗ͑ΪΠΦ͑ΙΒΧΖ͑ΠΥΙΖΣ͑ΚΟΔΠΞΖ͑ΝΠΤΤΖΤ͑͝ΪΠΦ͑ΞΒΪ͑ΤΥΚΝΝ͑΢ΦΒΝΚΗΪ͑ΗΠΣ͑Β͑ΡΣΖΞΚΦΞ͑ΕΚΤΔΠΦΟΥ͑͟ ͑ ͺΗ͑ΪΠΦ͑ΕΖΔΚΕΖ͑ΥΠ͑ΤΙΠΡ͑ΗΠΣ͑ΔΠΧΖΣΒΘΖ͑ΚΟ͑ΥΙΖ͑;ΒΣΜΖΥΡΝΒΔΖ͑͝͹ΖΒΝΥΙʹΒΣΖ͟ΘΠΧ ΨΚΝΝ͑ΘΦΚΕΖ͑ΪΠΦ͑ΥΙΣΠΦΘΙ͑ΥΙΖ ΡΣΠΔΖΤΤ͑͟͹ΖΣΖ͘Τ͑ΥΙΖ͑ ΖΞΡΝΠΪΖΣ͑ΚΟΗΠΣΞΒΥΚΠΟ͑ΪΠΦ͘ΝΝ͑ΖΟΥΖΣ͑ΨΙΖΟ͑ΪΠΦ͑ΧΚΤΚΥ͑͹ΖΒΝΥΙʹΒΣΖ͟ΘΠΧ͑ΥΠ͑ΗΚΟΕ͑ΠΦΥ͑ΚΗ͑ΪΠΦ͑ΔΒΟ͑ΘΖΥ͑Β͑ΥΒΩ͑ΔΣΖΕΚΥ͑ΥΠ͑ΝΠΨΖΣ͑ΪΠΦΣ͑ ΞΠΟΥΙΝΪ͑ΡΣΖΞΚΦΞΤ͑͟ ͑

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΅ΙΖ͑ΚΟΗΠΣΞΒΥΚΠΟ͑ΓΖΝΠΨ͑ΔΠΣΣΖΤΡΠΟΕΤ͑ΥΠ͑ΥΙΖ͑;ΒΣΜΖΥΡΝΒΔΖ͑ͶΞΡΝΠΪΖΣ͑ʹΠΧΖΣΒΘΖ͑΅ΠΠΝ͑͑͟ʹΠΞΡΝΖΥΚΟΘ͑ΥΙΚΤ͑ΤΖΔΥΚΠΟ͑ΚΤ͑ΠΡΥΚΠΟΒΝ͑ΗΠΣ͑ ΖΞΡΝΠΪΖΣΤ͑͝ΓΦΥ͑ΨΚΝΝ͑ΙΖΝΡ͑ΖΟΤΦΣΖ͑ΖΞΡΝΠΪΖΖΤ͑ΦΟΕΖΣΤΥΒΟΕ͑ΥΙΖΚΣ͑ΔΠΧΖΣΒΘΖ͑ΔΙΠΚΔΖΤ͑͟ ͑ 13. Is the employee currently eligible for coverage offered by this employer, or will the employee be eligible in the next 3 months?

 Yes (Continue) 13a. If the employee is not eligible today, including as a result of a waiting or probationary period, when is the employee eligible for coverage? (mm/dd/yyyy) (Continue) No (STOP and return this form to employee) ͑

14. Does the employer offer a health plan that meets the minimum value standard*?  Yes (Go to question 15) No (STOP and return form to employee)

15. For the lowest-cost plan that meets the minimum value standard* offered only to the employee (don't include family plans): If the employer has wellness programs, provide the premium that the employee would pay if he/ she received the maximum discount for any tobacco cessation programs, and didn't receive any other discounts based on wellness programs. a. How much would the employee have to pay in premiums for this plan? $ Varies by plan b. How often? Weekly Every 2 weeks Twice a month Monthly Quarterly Yearly

ͺΗ͑ΥΙΖ͑ΡΝΒΟ͑ΪΖΒΣ͑ΨΚΝΝ͑ΖΟΕ͑ΤΠΠΟ͑ΒΟΕ͑ΪΠΦ͑ΜΟΠΨ͑ΥΙΒΥ͑ΥΙΖ͑ΙΖΒΝΥΙ͑ΡΝΒΟΤ͑ΠΗΗΖΣΖΕ͑ΨΚΝΝ͑ΔΙΒΟΘΖ͑͝ΘΠ͑ΥΠ͑΢ΦΖΤΥΚΠΟ͑ͧ͑͢͟ͺΗ͑ΪΠΦ͑ΕΠΟ͘Υ͑ ΜΟΠΨ͑͝΄΅΀΁͑ΒΟΕ͑ΣΖΥΦΣΟ͑ΗΠΣΞ͑ΥΠ͑ΖΞΡΝΠΪΖΖ͑͟ ͑ 16. What change will the employer make for the new plan year? Employer won't offer health coverage Employer will start offering health coverage to employees or change the premium for the lowest-cost plan available only to the employee that meets the minimum value standard.* (Premium should reflect the discount for wellness programs. See question 15.) a. How much would the employee have to pay in premiums for this plan? $ b. How often? Weekly Every 2 weeks Twice a month Monthly Quarterly Yearly

ͲΟ͑ΖΞΡΝΠΪΖΣ͞ΤΡΠΟΤΠΣΖΕ͑ΙΖΒΝΥΙ͑ΡΝΒΟ͑ΞΖΖΥΤ͑ΥΙΖ͓͑ΞΚΟΚΞΦΞ͑ΧΒΝΦΖ͑ΤΥΒΟΕΒΣΕ͓͑ΚΗ͑ΥΙΖ͑ΡΝΒΟ͘Τ͑ΤΙΒΣΖ͑ΠΗ͑ΥΙΖ͑ΥΠΥΒΝ͑ΒΝΝΠΨΖΕ͑ΓΖΟΖΗΚΥ͑ΔΠΤΥΤ͑ΔΠΧΖΣΖΕ͑ΓΪ͑͑ח ΥΙΖ͑ΡΝΒΟ͑ΚΤ͑ΟΠ͑ΝΖΤΤ͑ΥΙΒΟ͑ͧ͑͡ΡΖΣΔΖΟΥ͑ΠΗ͑ΤΦΔΙ͑ΔΠΤΥΤ͙͑΄ΖΔΥΚΠΟ͑ͤͧͳ͙Δ͚͙͚͙ͣʹ͚͙ΚΚ͚͑ΠΗ͑ΥΙΖ͑ͺΟΥΖΣΟΒΝ͑΃ΖΧΖΟΦΖ͑ʹΠΕΖ͑ΠΗ͚͑ͪͩͧ͑͢

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Protecting Pregnant Workers Fairness Act

Protecting Pregnant Workers Fairness Act - Know Your Rights in the District of Columbia -

Accommodations for Pregnancy, Childbirth and Breastfeeding The Protecting Pregnant Workers Fairness Act (PPW) requires District of Columbia employers to provide reasonable workplace accommodations for employees whose ability to perform job duties is limited because of pregnancy, childbirth, breastfeeding, or a related medical condition.

The employer must engage in good faith and in a timely and interactive process to determine the accommodations.

Types of Accommodations Employers must make all reasonable accommodations,* including but not limited to: • More frequent or longer breaks; • Purchasing or modifying work • Having the employee refrain from • Time off to recover from equipment, such as chairs; heavy lifting; childbirth; • Temporarily restructuring the • Relocating the employee’s work • Temporarily transferring the employee’s position to provide area; or employee to a less strenuous or light duty or a modified work • Providing private (non-bathroom) hazardous position; schedule; space for expressing breast milk.

Prohibited Actions by Employers

Employers may not: • Refuse an accommodation unless it would cause significant hardship or expense to the business; • Take adverse action against an employee for requesting an accommodation; • Deny employment opportunities to the employee because of the request or need for an accommodation; • Require an employee to take leave if a reasonable accommodation can be provided; or • Require employees to accept an accommodation unless it’s necessary for the employee to perform her job duties.

Certification from Health Care Provider The employer may require an employee to provide certification from a health care provider indicating a reasonable accommodation is advisable. The certification must include: (1) the date the accommodation became or will become medically advisable; (2) an explanation of the medical condition and need for a reasonable accommodation; and (3) the probable length of time the accommodation should be provided.

Filing a Complaint of a Violation If you believe an employer has wrongfully denied you a reasonable accommodation or has discriminated against you because of your pregnancy, childbirth, need to breastfeed or a related medical condition, you can file a complaint within one year with the DC Office of Human Rights (OHR). To file a complaint, visit:

• Online at ohr.dc.gov; or • In-Person at 441 4th Street NW, Suite 570N, Washington, DC 20001.

A case can also be initiated through the Department of Employment Services (DOES) Office of Wage and Hour Compliance by calling (202) 671-1880. All cases must be filed and investigated by OHR. Once OHR issues a decision, a DOES administrative law judge will decide if a violation of the statute occurred. The DOES decision may be appealed to the DC Office of Administrative Hearings.

* A “reasonable accommodation” is one that does not require significant difficulty in the operation of the employer’s business or sig- nificant expense for the employer, with consideration to factors such as the size of the business, its financial resources and the nature and structure of the business.

ohr.dc.gov phone: (202) 727-4559 fax: (202) 727-9589 441 4th Street NW, Suite 570N, Washington, DC 20010

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Your Rights Under USERRA ## ## YOUR RIGHTS UNDER USERRA THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the National Disaster Medical System. USERRA also prohibits employers from discriminating against past and present members of the uniformed services, and applicants to the uniformed services. REEMPLOYMENT RIGHTS HEALTH INSURANCE PROTECTION

You have the right to be reemployed in your civilian job if you leave that $ If you leave your job to perform military service, you have the right job to perform service in the uniformed service and: to elect to continue your existing employer-based health plan coverage for you and your dependents for up to 24 months while in $ you ensure that your employer receives advance written or verbal the military. notice of your service; $ you have five years or less of cumulative service in the uniformed $ Even if you don't elect to continue coverage during your military services while with that particular employer; service, you have the right to be reinstated in your employer's $ you return to work or apply for reemployment in a timely manner health plan when you are reemployed, generally without any waiting after conclusion of service; and periods or exclusions (e.g., pre-existing condition exclusions) except $ you have not been separated from service with a disqualifying for service-connected illnesses or injuries. discharge or under other than honorable conditions. ENFORCEMENT If you are eligible to be reemployed, you must be restored to the job and benefits you would have attained if you had not been absent due to military service or, in some cases, a comparable job. $ The U.S. Department of Labor, Veterans Employment and Training Service (VETS) is authorized to investigate and resolve complaints of USERRA violations. RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION $ For assistance in filing a complaint, or for any other information on If you: USERRA, contact VETS at 1-866-4-USA-DOL or visit its website at $ are a past or present member of the uniformed service; http://www.dol.gov/vets. An interactive online USERRA Advisor can $ have applied for membership in the uniformed service; or be viewed at http://www.dol.gov/elaws/userra.htm. $ are obligated to serve in the uniformed service; $ If you file a complaint with VETS and VETS is unable to resolve it, then an employer may not deny you: you may request that your case be referred to the Department of Justice or the Office of Special Counsel, as applicable, for $ initial employment; representation. $ reemployment; $ retention in employment; $ You may also bypass the VETS process and bring a civil action $ promotion; or against an employer for violations of USERRA. $ any benefit of employment because of this status.

In addition, an employer may not retaliate against anyone assisting in the enforcement of USERRA rights, including testifying or making a statement in connection with a proceeding under USERRA, even if that person has no service connection.

The rights listed here may vary depending on the circumstances. The text of this notice was prepared by VETS, and may be viewed on the internet at this address: http://www.dol.gov/vets/programs/userra/poster.htm. Federal law requires employers to notify employees of their rights under USERRA, and employers may meet this requirement by displaying the text of this notice where they customarily place notices for employees.

U.S. Department of Labor U.S. Department of Justice Office of Special Counsel 1-800-336-4590 1-866-487-2365 Publication Date—July 2008

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Federal Laws | Disclosures | Notices (continued) HIPAA Special Enrollment Rights

EXAMPLES OF HIPAA SPECIAL ENROLLMENT RIGHTS INCLUDE: Loss of Other Coverage (excluding Medicaid or a State Children’s Health Insurance Program) If you decline enrollment for yourself or for an eligible dependent (including your spouse) while other health insurance or group health plan coverage is in effect, you may be able to enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that coverage (or if the employer stops contributing toward your or your dependents’ other coverage). However, you must request enrollment within 30 days after you or your dependents’ other coverage ends (or after the employer stops contributing toward the other coverage).

Loss of Coverage for Medicaid or State Children’s Health Insurance Program If you decline enrollment for yourself or for an eligible dependent (including your spouse) while Medicaid coverage or coverage under a state children’s health insurance program is in effect, you may be able to enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that other coverage. However, you must request enrollment within 60 days after you or your dependents’ coverage ends under Medicaid or a state children’s health insurance program.

New Dependent by Marriage, Birth, Adoption or Placement for Adoption In addition, if you have a new dependent as a result of marriage, birth, adoption or placement for adoption, you may be able to enroll yourself and your new dependents. However, you must request enrollment within 30 days after the marriage, birth, adoption or placement for adoption.

Eligibility for Medicaid or a State Children’s Health Insurance Program If you or your dependents (including your spouse) become eligible for a state premium assistance subsidy from Medicaid or through a state children’s health insurance program with respect to coverage under this plan, you may be able to enroll yourself and your dependents in this plan. However, you must request enrollment within 60 days after you or your dependents’ determination of eligibility for such assistance.

Exhaustion of COBRA If you or any of your eligible dependents exhaust the maximum COBRA duration (18, 29 or 36 months as applicable), you may be able to enroll the individual(s) whose COBRA was exhausted.

For More Information or Assistance To request special enrollment or obtain more information, please contact your local Human Resources Department.

Women’s Health and Cancer Rights Act of 1998 This law requires group health plans that provide coverage for mastectomy to provide coverage for certain reconstructive services. These services include: hhReconstruction of the breast upon which the mastectomy has been performed, hhSurgery/reconstruction of the other breast to produce a symmetrical appearance, hhProstheses, and hhPhysical complications during all stages of the mastectomy, including lymphedemas. In addition, the plan may not: hhInterfere with a woman’s rights under the plan to avoid these requirements, or hhOffer inducements to the health provider, or assess penalties against the health provider, in an attempt to interfere with the requirements of the law. However, the plan may apply deductibles and copays consistent with other coverage provided by the plan.

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Federal Laws | Disclosures | Notices (continued) Newborns’ And Mother’s Health Protection Act Group health plans and health insurance issuers 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 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 48 hours (or 96 hours as applicable). In any case, plans and issuers may not, under federal law, require that a provider obtain authorization from the plan or the insurance issuer for prescribing a length of stay not in excess of 48 hours (or 96 hours).

COBRA

INTRODUCTION You are receiving this notice because you have recently become covered under a group health plan (the Plan). This notice contains important information about your right to COBRA continuation coverage, which is a temporary extension of coverage under the Plan. This notice generally explains COBRA continuation coverage, when it may become available to you and your family, and what you need to do to protect the right to receive it.

The right to COBRA continuation coverage was created by a federal law, the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA). COBRA continuation coverage can become available to you when you would otherwise lose your group health coverage. It can also become available to other members of your family who are covered under the Plan when they would otherwise lose their group health coverage. For additional information about your rights and obligations under the Plan and under federal law, you should review the Plan’s Summary Plan Description or contact the Plan Administrator.

WHAT IS COBRA CONTINUATION COVERAGE? COBRA Continuation coverage is a continuation of Plan coverage when coverage would otherwise end because of a life event known as a “qualifying event.” Specific qualifying events are listed later in this notice. After a qualifying event, COBRA continuation coverage must be offered to each person who is a “qualified beneficiary.” You, your spouse, and your dependent children could become qualified beneficiaries if coverage under the Plan is lost because of the qualifying event. Under the Plan, qualified beneficiaries who elect COBRA continuation coverage must pay for COBRA continuation coverage.

If you are an employee, you will become a qualified beneficiary if you lose your coverage under the Plan because either one of the following qualifying events happens: hhYour hours of employment are reduced, or hhYour employment ends for any reason other than your gross misconduct. If you are the spouse of an employee, you will become a qualified beneficiary if you lose your coverage under the Plan because of any of the following qualifying events happens: hhYour spouse dies; hhYour spouse’s hours of employment are reduced; hhYour spouse’s employment ends for any reason other than his or her gross misconduct; hhYour spouse becomes entitled to Medicare benefits (under Part A, Part B, or both); or hhYou become divorced or legally separated from your spouse.

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Federal Laws | Disclosures | Notices (continued) Your dependent children will become qualified beneficiaries if they lose coverage under the Plan because any of the following qualifying events happens: hhThe parent-employee dies; hhThe parent-employee’s hours of employment are reduced; hhThe parent-employee’s employment ends for any reason other than his or her gross misconduct; hhThe parent-employee becomes entitled to Medicare benefits (Part A, Part B, or both); hhThe parents become divorced or legally separated; or hhThe child stops being eligible for coverage under the plan as a “dependent child.”

When is COBRA Coverage Available? The Plan will offer COBRA continuation coverage to qualified beneficiaries only after the plan Administrator has been notified that a qualifying event has occurred. When the qualifying event is the end of the employment or reduction of hours of employment, death of the employee, commencement of a proceeding in bankruptcy with respect to the employer, or the employee’s becoming entitled to Medicare benefits (under Part A, Part B, or both), the employer must notify the plan Administrator of the qualifying event.

You Must Give Notice of Some Qualifying Events For the other qualifying events (divorce or legal separation of the employee and spouse or a dependent child’s losing eligibility for coverage as a dependent child), you must notify the Plan Administrator within 60 days after the qualifying event occurs.

HOW IS COBRA COVERAGE PROVIDED? Once the Plan Administrator receives notice that a qualifying event has occurred, COBRA continuation coverage will be offered to each of the qualified beneficiaries. Each qualified beneficiary will have an independent right to elect COBRA continuation coverage. Covered employees may elect COBRA continuation coverage on behalf of their spouses, and parents may elect COBRA continuation coverage on behalf of their children.

COBRA continuation coverage is a temporary continuation of coverage. When the qualifying event is the death of the employee, the employee’s becoming entitled to Medicare benefits (under Part A, Part B or both), your divorce or legal separation, or dependent child’s losing eligibility as a dependent child, COBRA continuation coverage lasts for up to a total of 36 months. When the qualifying event is the end of employment or reduction of the employee’s hours of employment, and the employee became entitled to Medicare benefits less than 18 months before the qualifying event, COBRA continuation coverage for qualified beneficiaries other than the employee lasts until 36 months after the date of Medicare entitlement. For example, if a covered employee becomes entitled to Medicare 8 months before the date on which his employment terminates, COBRA continuation coverage for his spouse and children can last up to 36 months after the date of Medicare entitlement, which is equal to 28 months after the date of the qualifying event (36 months minus 8 months). Otherwise, when the qualifying event is the end of employment or reduction of the employee’s hours of employment, COBRA continuation coverage generally lasts for only up to a total of 18 months. There are two ways in which this 18-month period of COBRA continuation coverage can be extended.

Disability extension of 18-month period of continuation coverage If you or anyone in your family covered under the Plan is determined by the Social Security Administration to be disabled and you notify the Plan Administrator in a timely fashion, you and your entire family may be entitled to receive up to an additional 11 months of COBRA continuation coverage, for a total maximum of 29 months. The disability would have to have started at some time before the 60th day of COBRA continuation coverage and must last at least until the end of the 18-month period of continuation coverage.

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Federal Laws | Disclosures | Notices (continued) Second qualifying event extension of 18-month period of continuation coverage If your family experiences another qualifying event while receiving 18 months of COBRA continuation coverage, the spouse and dependent children in your family can get up to 18 additional months of COBRA continuation coverage, for a maximum of 36 months, if notice of the second qualifying event is properly given to the Plan. This extension may be available to the spouse and any dependent children receiving continuation coverage if the employee or former employee dies, becomes entitled to Medicare benefits (under Part A, Part B, or both), or gets divorced or legally separated, or if the dependent child to lose coverage under the Plan had the first qualifying event not occurred.

If You Have Questions Questions concerning your Plan or your COBRA continuation coverage rights should be addressed to the Human Resource Office at 202.350.3645. For more information about your rights under ERISA, including COBRA, the Health Insurance Portability and Accountability Act (HIPAA), and other laws affecting group health plans, contact the nearest Regional or District Office of the U.S. Department of Labor’s Employee Benefits Security Administration (EBSA) in your area or visit the EBSA website at www.dol.gov/ebsa. (Addresses and phone numbers of Regional and District EBSA Offices are available through EBSA’s website.)

Keep Your Plan Informed of Address Changes In order to protect your family’s rights, you should keep the Plan Administrator informed of any changes in addresses of family members. You should also keep a copy, for your records, of any notices you send the Plan Administrator.

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Premium Assistance Under Medicaid and the Children’s Health Insurance Program (CHIP) If you or your children are eligible for Medicaid or CHIP and you’re eligible for health coverage from your employer, your state may have a premium assistance program that can help pay for coverage, using funds from their Medicaid or CHIP programs. If you or your children aren’t eligible for Medicaid or CHIP, you won’t be eligible for these premium assistance programs but you may be able to buy individual insurance coverage through the Health Insurance Marketplace. For more information, visit www.healthcare.gov.

If you or your dependents are already enrolled in Medicaid or CHIP and you live in a State listed below, contact your State Medicaid or CHIP office to find out if premium assistance is available.

If you or your dependents are NOT currently enrolled in Medicaid or CHIP, and you think you or any of your dependents might be eligible for either of these programs, contact your State Medicaid or CHIP office or dial 877. KIDS.NOW or www.insurekidsnow.gov to find out how to apply. If you qualify, ask your state if it has a program that might help you pay the premiums for an employer-sponsored plan.

If you or your dependents are eligible for premium assistance under Medicaid or CHIP, as well as eligible under your employer plan, your employer must allow you to enroll in your employer plan if you aren’t already enrolled. This is called a “special enrollment” opportunity, and you must request coverage within 60 days of being determined eligible for premium assistance. If you have questions about enrolling in your employer plan, contact the Department of Labor at www.askebsa.dol.gov or call 866.444.EBSA (3272).

If you live in one of the following states, you may be eligible for assistance paying your employer health plan premiums. The following list of states is current as of August 10, 2017. Contact your State for more information on eligibility.

ALABAMA – Medicaid KANSAS – Medicaid http://myalhipp.com http://www.kdheks.gov/hcf 855.692.5447 785.296.3512 ALASKA – Medicaid KENTUCKY – Medicaid The AK Health Insurance Premium Payment Program http://chfs.ky.gov/dms/default.htm http://myakhipp.com/ | 866.251.4861 800.635.2570 [email protected] LOUISIANA – Medicaid Medicaid Eligibility: http://dhss.alaska.gov/dpa/Pages/medicaid/default.aspx http://dhh.louisiana.gov/index.cfm/subhome/1/n/331 ARKANSAS – Medicaid 888.695.2447 http://myarhipp.com MAINE – Medicaid 855.MyARHIPP (855.692.7447) http://www.maine.gov/dhhs/ofi/public-assistance/index.html COLORADO – Medicaid and CHIP 800.442.6003 | TTY: Maine relay 711 Health First Colorado (Colorado’s Medicaid Program) MASSACHUSETTS – Medicaid and CHIP https://www.healthfirstcolorado.com http://www.mass.gov/eohhs/gov/departments/masshealth Member Contact Center: 800.221.3943 | State Relay 711 800.862.4840 Child Health Plan Plus (CHP+) MINNESOTA – Medicaid Colorado.gov/HCPF/Child-Health-Plan-Plus Customer Service: 800.359.1991 | State Relay 711 http://mn.gov/dhs/people-we-serve/seniors/health-care/health-care-programs/programs-and- services/medical-assistance.jsp FLORIDA – Medicaid 800.657.3739 http://flmedicaidtplrecovery.com/hipp MISSOURI – Medicaid 877.357.3268 http://www.dss.mo.gov/mhd/participants/pages/hipp.htm GEORGIA – Medicaid 573.751.2005 http://dch.georgia.gov/medicaid MONTANA – Medicaid Click on Health Insurance Premium Payment (HIPP) 404.656.4507 http://dphhs.mt.gov/MontanaHealthcarePrograms/HIPP 800.694.3084 INDIANA – Medicaid Healthy Indiana Plan for low-income adults 19-64 NEBRASKA – Medicaid http://www.in.gov/fssa/hip/ | 877.438.4479 http://www.ACCESSNebraska.ne.gov All other Medicaid Phone: 855.632.7633 | Lincoln: 402.473.7000 | Omaha: 402.595.1178 http://www.indianamedicaid.com | 800.403.0864 NEVADA – Medicaid IOWA – Medicaid http://dwss.nv.gov http://dhs.iowa.gov/ime/members/medicaid-a-to-z/hipp 800.992.0900 888.346.9562

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NEW HAMPSHIRE – Medicaid SOUTH DAKOTA – Medicaid http://www.dhhs.nh.gov/oii/documents/hippapp.pdf http://dss.sd.gov 603.271.5218 888.828.0059 NEW JERSEY – Medicaid and CHIP TEXAS – Medicaid Medicaid: http://www.state.nj.us/humanservices/dmahs/clients/medicaid http://gethipptexas.com 609.631.2392 800.440.0493 CHIP: http://www.njfamilycare.org/index.html UTAH – Medicaid and CHIP 800.701.0710 Medicaid: https://medicaid.utah.gov NEW YORK – Medicaid CHIP: http://health.utah.gov/chip https://www.health.ny.gov/health_care/medicaid/ 877.543.7669 800.541.2831 VERMONT – Medicaid NORTH CAROLINA – Medicaid http://www.greenmountaincare.org https://dma.ncdhhs.gov 800.250.8427 919.855.4100 VIRGINIA – Medicaid and CHIP NORTH DAKOTA – Medicaid Medicaid: http://www.coverva.org/programs_premium_assistance.cfm http://www.nd.gov/dhs/services/medicalserv/medicaid 800.432.5924 844.854.4825 CHIP: http://www.coverva.org/programs_premium_assistance.cfm OKLAHOMA – Medicaid and CHIP 855.242.8282 http://www.insureoklahoma.org WASHINGTON – Medicaid 888.365.3742 http://www.hca.wa.gov/free-or-low-cost-health-care/program-administration/ OREGON – Medicaid premium-payment-program 800.562.3022, ext. 15473 http://healthcare.oregon.gov/Pages/index.aspx http://www.oregonhealthcare.gov/index-es.html WEST VIRGINIA – Medicaid 800.699.9075 http://mywvhipp.com/ PENNSYLVANIA – Medicaid 855.MyWVHIPP (855.699.8447) http://www.dhs.pa.gov/provider/medicalassistance/healthinsurancepremiumpaymenthipp WISCONSIN – Medicaid and CHIP program/index.htm https://www.dhs.wisconsin.gov/publications/p1/p10095.pdf 800.692.7462 800.362.3002 RHODE ISLAND – Medicaid WYOMING – Medicaid http://www.eohhs.ri.gov https://wyequalitycare.acs-inc.com 855.697.4347 307.777.7531 SOUTH CAROLINA – Medicaid http://www.scdhhs.gov 888.549.0820

To see if any other states have added a premium assistance program since August 10, 2017, or for more information on special enrollment rights, contact either:

U.S. Department of Labor U.S. Department of Health and Human Services Employee Benefits Security Administration Centers for Medicare & Medicaid Services www.dol.gov/agencies/ebsa www.cms.hhs.gov 866.444.EBSA (3272) 877.267.2323, Menu Option 4, Ext. 61565

OMB Control Number 1210-0137 (expires 12/31/19)

2018 Benefit Guide 27 Arent Fox

Contact Information If you have specific questions about a benefit plan, please contact the administrator listed below, or your local human resources department.

Benefit Administrator Phone Website Human Resources Steve Coffin 202.350.3645 [email protected] Arent Fox Rose Buck 202.857.8925 [email protected] Medical UnitedHealthcare 877.842.3210 www.uhc.com Dental MetLife 800.942.0854 www.metlife.com/mybenefits Vision VSP 800.877.7195 www.vsp.com www.myuhc.com HSA Optum Bank 866.234.8913 or www.optumbank.com FSA Flores 800.532.3327 www.flores247.com Benefit Claim Assistance/ Health Advocate 866.799.2728 www.HealthAdvocate.com/members EAP Services Backup Care Advantage Bright Horizons 877.242.2737 www.careadvantage.com/ArentFox 866.779.1054 Short-Term Disability Unum through 2/28/18 www.unum.com Fax: 800.447.2498 FMLA Unum through 2/28/18 866.779.1054 www.unum.com Short-Term Disability The Standard effective 3/1/18 888.937.4783 www.standard.com Long-Term Disability The Standard 888.937.4783 www.standard.com Life Insurance The Standard 888.937.4783 www.standard.com Pet Insurance Nationwide 800.872.7387 www.petinsurance.com Tickets at Work Entertainment Discount 866.273.5825 Ticketsatwork.com

Employee Contributions for Benefits Cost Per Pay Period (except as otherwise noted)

Arent Fox Medical, Dental and Vision Insurance Contributions Benefit Plan Non-Exempt Staff Non-Exempt Staff Exempt Staff Associate/ Partners Less Than $50,000 $50,000 and Higher Counsel Director UHC HIGH DEDUCTIBLE HEALTH PLAN Employee Only $57.73 $76.98 $83.39 $145.93 $833.85 Two-Party $230.90 $269.39 $291.84 $416.91 $1,667.64 Family $346.36 $404.08 $437.76 $625.37 $2,501.47 METLIFE BASIC DENTAL PLAN Employee Only $5.64 $5.64 $6.11 $6.11 $24.47 Two-Party $10.82 $10.82 $11.73 $11.73 $46.90 Family $17.06 $17.06 $18.49 $18.49 $73.94 METLIFE PPO DENTAL PLAN Employee Only $13.13 $13.13 $14.22 $14.22 $56.89 Two-Party $27.98 $27.98 $30.32 $30.32 $121.26 Family $41.74 $41.74 $45.22 $45.22 $180.87 VSP VISION PLAN (MONTHLY DEDUCTION) Employee Only $6.30 $6.30 $6.30 $6.30 $6.30 Two-Party $14.25 $14.25 $14.25 $14.25 $14.25 Family $14.25 $14.25 $14.25 $14.25 $14.25 Number of Pay Periods in 2017 26 26 24 24 12 NOTE: The High Deductible Health Plan requires you to satisfy the full deductible before any medical service, including prescriptions, diagnostics office visits and hospitals services are paid.

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Benefits at a Glance

Associate Administrative Benefits Chief & Director & Other Counsel Partner Support Staff Professional Medical Insurance Yes Yes Yes Yes Yes Dental Yes Yes Yes Yes Yes Vision Yes Yes Yes Yes Yes Medical FSA Yes Yes Yes Yes No Dependent Care FSA Yes Yes Yes Yes Yes Limited Purpose FSA Yes Yes Yes Yes No Life and Accidental Death & Yes Yes Yes Yes Yes Dismemberment Insurance Supplemental Life Yes Yes Yes Yes Yes Travel Accident Insurance Yes Yes Yes Yes Yes Health Advocate Yes Yes Yes Yes Yes Leave of Absence Yes Yes Yes Yes N/A Short-Term Disability Yes Yes Yes Yes Yes Long Term Disability Yes Yes Yes Yes Yes Supplemental Long-Term Disability Yes Yes Yes Yes Yes 401(k) Retirement Saving Plan Yes Yes Yes Yes Yes 529 Savings Plan Yes Yes Yes Yes Yes Employee Assistance Plan (EAP) Yes Yes Yes Yes Yes Back-Up Care Advantage Program Yes Yes Yes Yes Yes Banking Benefits Yes Yes Yes Yes Yes Fitness Center/Gym Discounts Yes Yes Yes Yes Yes Veterinary Pet Insurance Yes Yes Yes Yes Yes Transportation Benefits Yes Yes Yes Yes Yes Profit Sharing Yes Yes No No Yes Defined Benefit Retirement Plan No Yes No Yes Yes Bonus Pay Yes Yes Yes N/A N/A Annual Leave Yes Yes Yes N/A N/A Tuition Assistance Yes Yes No N/A N/A

2018 Benefit Guide 29 Arent Fox

Notes

30 Arent Fox

Notes

2018 Benefit Guide 31 This benefit summary prepared by

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