Request For Proposal - February 2025

February 2025 Request For Proposal Submitted For: John Palmer Submitted By: Alex Taylor, LHD Benefit Advisors

PAGE 2 LHD RFP Response Table of Contents F OTHER B SERVICES E COMPENSATION D DATA ANALYSIS & REPORTING A GENERAL INFORMATION & TEAM C VENDOR NEGOTIATIONS & MANAGEMENT

PAGE 3 LHD RFP Response Creative solutions designed for the well-being of the people, businesses, and communities we serve.

PAGE 4 LHD RFP Response Executive Summary Let the journey begin… Regardless of who you choose to partner with, this RFP is step one in a valuable exploration. A client / advisor relationship is more than a study of “what” we can do, but also “how” we do it. Your RFP did a nice job of asking the right questions, but there is so much more to share. Until we can meet in person… We believe that employee benefits should be a competitive advantage for Palmer Trucks, not just a cost of doing business. Winning the race for talent, improving retention, and building a high-performance culture requires more than a conventional approach to benefits. It takes innovation, bold thinking, and the willingness to think different. That’s where we come in. Our team is made up of innovators and instigators—leaders of healthy evolution in an industry that often settles for "good enough." We partner with forward-thinking employers to challenge delivery models, rethink strategy, and drive real impact. As an independent, data-driven firm, we bring bold ideas, deep expertise, and cutting-edge analytics to help clients manage complexity and eliminate wasted time, money, and your employee’s perceived value. We don’t just advise—We like to be “in it” with you. Our team is built to dig in and help lead the charge in transforming benefits programs for lasting success this coming year, and long into the future. We look forward to next steps… BILL TAYLOR LHD Benefit Advisors Partner

PAGE 5 LHD RFP Response A. General Information 1.Provide a brief history of your firm including size, volume of business, locations and number of years in the business. LHD is a fiercely independent Indianapolis-based employee benefits firm, built for the unique demands of self-funded plans. Since 1999, we’ve invested in the people, processes, and tools that help our clients manage benefits cost and complexity. We are the largest benefits advisory firm in Indiana. We manage +/- 10% of the commercial healthcare spend in the state. We partner with 220+ Indiana-based employers, support over 300,000 members in all 50 states, and we manage over $2 billion in healthcare spend. We don’t just advise—we execute, ensuring every dollar drives value. We grow by reputation, not acquisition. Our success is built on trust, results, and referrals— not financial engineering. Our team of 65+ specialists delivers deep expertise across health & welfare, pharmacy benefits, and retirement planning—ensuring that our clients stay ahead of the curve. LHD is not just a benefits firm—we are the market leader in strategy and execution. With unmatched stability and a relentless commitment to excellence, we help our clients win the race for talent, optimize their benefits investment, and build a culture where people thrive. 2. Provide your company’s philosophy on providing benefits consulting, as well as your corporate mission, vision and values. LHD is dedicated to transforming traditional employee benefits into strategic investments that align with company culture and purpose, fostering environments where organizations and people thrive. LHD VISION: CORPORATE CREED of a learning organization, effecting change, and committed to excellence – Steady, focused, driving, and resolute. I believe that one person can make a difference, and that a team of engaged and committed people working together can make all the difference. I embrace simplicity and commit to the spirit, patience, and discipline that this high standard demands. I exercise sound judgement, personal responsibility, and accountability. I respect myself, and the dignity of others. I stand for integrity, transparency, and mutual trust – cornerstones of trusted relationships. I welcome a diversity of people, ideas, and experiences. I serve people, within and beyond our firm – I listen, I advocate, I act. I live these values, and lead by example. I am LHD, and we are for each other. I am LHD:I am a part LHD BENEFITS PHILOSOPHY / MISSION

LHD RFP Response PAGE 6 LHD VALUES Provide the best service. Do the right thing. Never stop improving. Achieve together. Value people first. BILL TAYLOR, PARTNER & PRESIDENT Bill is the lead advisor for Palmer Trucks and one of the founding LHD partners. Bill will have overall accountability for Palmer Truck’s satisfaction with LHD’s support and services. He will lead strategic planning, renewal negotiations, and the decision-making process. ETHAN COLE, ACCOUNT EXECUTIVE Ethan joined LHD in 2014 and has 17 years of experience. Ethan will support strategic planning, decision making, and lead any projects that may present themselves with Palmer Trucks. 4. Describe the proposed team that would work with Palmer Trucks and provide information about the qualifications and expertise of each team member. 3. What distinguishes your firm from other brokerage / consulting firms? History of Partnership and Innovation Focus on Data-Driven Insight Scale and Leverage Team Continuity We don’t answer to Wall Street, or private equity. Healthcare is local, carrier P&Ls are local, and we are local. In a market focused on professional sales, we’re the mechanics that monitor and manage high-performing benefits plans. We value long-term vision and long-term partnerships. You will see this in our:

PAGE 7 LHD RFP Response Casey Morgan, CCWS, CHC WELLNESS PROGRAM MANAGER Casey joined LHD in 2018 and has 15 years of health and wellness experience. She will support holistic employee wellbeing, review population health data, and the design of programing to address disease states. DYLAN REEVES, PHARMD ACCOUNT EXECUTIVE & PHARMACIST Dylan joined LHD as an intern in 2018 and has 6 years of experience. Dylan will provide subject matter expertise on pharmacy contract review, vendor evaluations, and pharmacy claims review and analysis. ALVERY COLLINS, CHIEF MARKETING OFFICER Alvery joined LHD in 2020 and has 15 years of marketing experience. She works closely with LHD clients to help effectively communicate their benefits package, so employees understand and appreciate the value. RILEY BENNETT, SHRM-CP MANAGER OF ACCOUNT MANAGEMENT Riley joined LHD in 2019 and has 20 years of HR experience. Riley’s focus will be ongoing account support, employee communications, open enrollment management, and support with day-to-day benefit administration. JORDAN HAYES, MANAGER OF ANALYTICS Jordan began his career with LHD in 2016 and has 9 years of benefits experience. Jordan supports financial management, analytics delivery, reporting, and the renewal negotiation/RFP process. Our team is organized to be a strategic and tactical complement to your team. In the first 90 days of our partnership, we will organize a custom plan management calendar including a 12- month and 36-month plan. Our plan will include four milestone meetings each year—strategic planning, pre-renewal, renewal, and a post open enrollment meeting. Through our work together we will see where we can lead and where we can walk alongside your team. The number of updates, calls, and meetings will be a direct reflection of your desired end goal and the agreed upon path. Read more in Section B, Question two. 5. How often does your team meet with your clients and for what purposes?

LHD RFP Response PAGE 8 1. Describe the steps you will take in reviewing Palmer Trucks current employee benefit plans and developing a long-term strategic plan. 6. Describe your methods to update clients on employee benefits market trends, compliance topics and other information. LHD keeps clients informed on market trends, compliance updates, and industry insights through: Annual Client Seminar – In April of each year, we bring our clients together for a half- day program designed to educate and inspire. Quarterly or Semi-Annual Reviews – Strategy meetings covering plan performance, cost trends, compliance updates, and benefit optimizations. Monthly Webinars & Legal Expertise – Webinars with employment law experts from Fisher Phillips & Jackson Lewis, offering SHRM & HRCI credits. Real-Time Compliance Alerts – Email notifications on regulatory changes, followed by personal outreach and access to a Compliance Dashboard for tracking requirements. Market Trends & Benchmarking – Custom reports using Milliman, PwC, Mercer, and Kaiser data to compare plan design, costs, and emerging trends. This proactive approach ensures clients stay ahead of industry changes and make evidence- based benefits decisions. B. Services 4. MEASURE & EVALUATE 3. IMPLEMENT & EXECUTE 2. DESIGN WITH INTENT 1. LEARN, UNDERSTAND, & PLAN Approach Market to Find Best-In-Class Vendors Implement Benefit Plans & Programs Communicate Benefits with Employees Implement Enrollment & Other Technology Revisit Prior Period Goals / Desired Outcomes Measure Financial Results Against Metrics & KPIs Conduct a Risk Assessment Review Plan Data & Cost Drivers Evaluate Employee Engagement Current State Analysis Benchmarking Financial Review Determine Forward Looking Goals / KPIs (Re)State Philosophy and Guiding Principles Create Forward-Looking Benefit Plan Strategy Develop Benefit Plan Architecture & Design Determine Employee Communication & Engagement Plan

PAGE 9 LHD RFP Response 2. Describe your approach to supporting the programs throughout the Plan year 3. In your opinion, what are the three major challenges companies our size face? Describe how your firm helps meet these challenges. Pharmacy spend is a runaway train, especially with the rise of specialty drugs and gene therapies hitting seven-figure price tags. LHD has an in-house pharmacist who pulls underutilized but high-impact cost-control levers without disrupting employees. Through contract audits, Rx carve-outs, and medical-to-pharmacy coverage conversion, we help Our milestones help monitor our vision and manage short and long-term goals. This approach allows us to be more intentional and more proactive, eliminating the frustrating surprises. There is wasted (1) time, (2) money, and (3) perceived value in the complexity of healthcare. We attack waste through a relentless focus on administration, risk management, plan design and plan cost distribution, and employee communication. Knowing very little about your plan, our areas of focus would include: JAN FEB MAR Strategy Meeting • Recap Renewal Finalize any renewal matters. Review benchmarking. Discuss strategic initiatives. Review compensation disclosure. APR MAY JUN Pre-Renewal Meeting Financial Review Initial projections Develop/send vendor RFP’s. Review results, identify best in class vendors. Model plan design options and impacts. JUL AUG SEP Renewal Meeting Financial Review Finalize renewal budget, rates, contributions and plan designs. Review and establish open enrollment strategy. OCT NOV DEC Open Enrollment Deploy open enrollment strategy. Hold open enrollment meetings. Process and remit enrollment data to carriers. Q1 Q2 Q3 Q4 Outcomes: Fully evaluate last year’s successes; strategic imperatives determined; confidence in renewal execution and plan. Outcomes: Maximized investments with vendor partners; ensures benefit plans are supporting organizational goals. Outcomes: Benefit budget aligns with overall financial targets; plans are compliant and market competitive; clear path to open enrollment and communications. Outcomes: Employees appreciate the value of benefits offered and are empowered with information to make benefit elections. COST CONTAINMENT AND PHARMACY SPEND

LHD RFP Response PAGE 10 LHD delivers a seamless, high-impact open enrollment experience with customized communication, expert-led education, and cutting-edge technology. We tailor a strategy to each client’s workforce, ensuring employees have the tools they need to make informed benefit decisions. Employee Benefit Guides: Custom guides for open enrollment and for new hires. Click to view a sample benefit guide website available in your RFP Hub. Employee Meetings: In-person or virtual meetings with engaging presentations. Consumer-Driven Health Plans are broken. LHD delivers tools, tailored education and proactive support to turn employees into savvy healthcare consumers. COST AND QUALITY ALIGNMENT The same medical procedure can cost ten times more depending on the provider. Without guidance, employees pick the wrong sites of care—driving up costs and reducing plan efficiency. LHD cuts through the noise, analyzing network performance, steering members to high-value providers, and optimizing plan design to drive financial results. clients slash millions from their pharmacy spend—all while ensuring employees still get the medications they need. LHD gives clients a competitive edge with access to the industry's most comprehensive health plan benchmarking, including the UBA Annual Health Plan Survey and data from PwC, Zywave, Kaiser Family Foundation, and major carriers. With insights from over 12,000 employers and 18,000 plans, we compare design, efficiency, utilization, eligibility, and employee cost share against industry peers—helping clients make analytics-backed decisions to stay competitive and control costs. Click here to view a Palmer Trucks Sample benchmark report comparing your location, size, and industry is available in your RFP Hub. 5. Describe how you will support Open Enrollment 4. Detail your benchmarking capability and access to survey data. EMPLOYEE ENGAGEMENT

PAGE 11 LHD RFP Response AI-Powered Digital Platform – Benefit websites, on-demand resources, and interactive text and chat support is available on desktop and mobile. Pre-Recorded Presentations – Flexible access to open enrollment presentations. Benefits Administration through PlanSource - Where our in-house experts handle system builds, training, and carrier integrations. More details included in section F, question 1. LHD’s Account Managers assist our clients with service issues including employee claim- related issues. Our team’s role is to provide total resolution of an issue when it is brought to our attention, taking the issue from your team, working with the necessary vendors and parties and returning to you with the resolution. It is our experience that issues are best handled with the involvement of our client’s HR team. However, in some instances we do find it necessary to work directly with an employee. We also have experience in helping our clients evaluate vendors that support employees through call center service and clinical advocacy as well as care navigation and cost transparency. Read more in Section C, Question four. LHD takes a phased, results-driven approach to wellness initiatives, starting with employee feedback, to understand needs and opportunities. We begin with “wellness as a perk”— leveraging communication and education to maximize engagement with existing benefits. From there, we move to “participation-driven wellness”, organizing events, incentives, and programs to boost involvement. Finally, we implement “results-driven wellness”, using data from plan utilization, clinics, coaching, and nutrition services to scale programs for measurable impact. Our process ensures wellness isn’t just a checkbox—As data and insight becomes available, population health evolves into a fully integrated, high-performing program with outcomes reporting. Our Wellness Solutions Guide is available in your RFP Hub. 6. Describe how your firm can assist our employees with claim- related issues 7. What steps do you take to help us assess potential Wellness / Health promotion initiatives.

LHD RFP Response PAGE 12 9. Does your firm employ any of the following expertise: 8. Describe how your firm will provide value with RX and Pharmacy Benefit Management (PBM) analysis. Population Health: Yes: LHD staffs a team of five population health professionals. Communications: Yes: LHD staffs a team of 2 communications professionals Pharmacy: Yes: LHD staffs a team of 3 pharmacy professionals Compliance: Yes: LHD staffs 12 Account Managers that lead compliance. Actuarial & Underwriting: Yes: LHD staffs a team of 6 Financial Analysts (Underwriters), and use Claros Analytics and other proprietary financial modeling tools to monitor and manage budgets. HR Technology: Yes: LHD staffs a team of 3 Technology Advisors to manage benefits administration and data integration. Clinic Consulting: Yes: Our Lead Advisors manage over 30 clinics with 8 vendors. LHD has spent significant time and resources evaluating the PBM market. We partner with PBMs that offer a transparent method of pricing, full rebate pass-through, and have a low net cost philosophy. Alongside the PBM selection process, the in-house LHD pharmacist analyzes the existing pharmacy strategy including but not limited to J-code and specialty carve outs, copay and patient assistance dollars, GLP-1 management tactics, and more. Our expertise helps clients anticipate, minimize, and manage potential disruptions while implementing these cost-saving strategies. Ask about our recent successes! Read more in Section B, Question three.

PAGE 13 LHD RFP Response C. Vendor Management 1.Outline your approach to negotiations and renewals with insurance carriers on your client’s behalf and provide a sample timeline of the process. 2. Provide a recent example of how your firm has assisted a client to effectively address the challenge of rising health care costs without drastically decreasing benefits to employees. This proven process as well as our market leverage gives our clients confidence knowing they’ve received the best possible pricing, terms, and conditions. Carrier negotiations are about controlling the narrative. We use your data to develop our own set of “facts” and our own “story.” Our data-driven approach is highly respected by carrier partners, as we bring well-constructed expectations to the table. Our process for (re)marketing includes: Developing a request for proposal that meets our client’s specific goals Development and distribution of formal Requests for Proposals (RFPs) Review and analysis of competitive bids Summarization of bidder responses Presentation of bidder responses to client Facilitation of finalist meeting(s) with bidders Negotiation of best and final offers Final placement of coverage/services and implementation support We have run PBM RFPs, implemented on-site / near-site clinics, negotiated direct contracts with providers, implemented captive solutions, and revisited plan designs and contribution strategies to name a few. But, I am most impressed by our recent experience with Dynamic Pricing. Dynamic pricing uses varied copays, based on provider value, to direct patients to the highest value care. As an example, see Surest. Surest is a UHC owned solution that has managed inflationary trend, while reducing our client’s plan cost by 14% and employee out of pocket costs by 40%.

LHD RFP Response PAGE 14 SUREST – A NEW TYPE OF HEALTH PLAN We consistently hear from employers and employees alike that they want healthcare to be more affordable and have fewer surprises. While there has been some success in helping employees become better consumers, they still have questions about where to seek the best care at the lowest cost. Surest re-thinks health insurance from the ground up to give employers the opportunity to offer an attractive health benefit, without continuing to shift cost to employees. Through an intuitive, app-based experience with no coinsurance or deductibles, members can make informed decisions about health care with clear treatment options and prices shown up front. Surest plans use the UHC Choice Plus Network, UHC’s broadest, most robust network of providers, giving your employees options close to their homes for care. Surest has proven to be a popular health plan option in many industries, but especially in retail, hospitality, health care, technology, service, and transportation. Surest has shown to lower premium costs and member out of pocket expenses all while improving member satisfaction with their health benefits. View more details in the Surest Brochure located in your RFP Hub. LHD takes a performance-driven, no-nonsense approach to holding vendors accountable. Benchmarks & Audits: We set strict performance targets and audit vendors to ensure they meet pricing, claims processing, and service guarantees. Continuous Data Analysis: We monitor claims trends, network efficiency, and cost drivers in real-time, flagging issues before they escalate. Aggressive Negotiations: We challenge vendors year-round, demanding better pricing, rebates, and service—not just at renewal. Strategic Partnerships: If a vendor underperforms, we escalate, renegotiate, or replace them to ensure maximum value. 3. Describe your approach to monitoring the performance of insurance carriers, and other vendors.

PAGE 15 LHD RFP Response 1. What resources do you use to analyze medical and pharmacy claims? 4. Describe your experience managing employee claims escalation your experience assisting clients with complicated administrative issues and fostering positive resolution; do you provide services in-house or outsourced services for elevated claims, billing, and eligibility issues? Recognizing our client’s needs for increased data analysis capabilities, especially our self-funded clients, LHD developed proprietary technology for data analytics and in 2001, founded Vital Incite, an Indianapolis-based data analytics and population health information company. Our team partners closely with Vital Incite to deliver population health data analytics and consulting. Vital Incite captures your medical and prescription drug claims, as well as biometrics from on-site screenings and/or preventive physicals. This data is run through proprietary prospective risk algorithms shared with our clinical partner at John’s Hopkins. This connectedness provides a complete picture of your health plan data to: Quantify current health risk and project future health risks Identify chronic condition prevalence Explore gaps in medical and pharmacy care Pinpoint claim drivers and areas of medical/Rx waste Measure the effectiveness of health/wellness programs and vendors LHD has extensive experience assisting clients and their covered members with complicated administrative issues. Our team expects to deliver positive resolution with our in-house team. In the rare instance that an outside expert can add additional value, we work with clients to identify and coordinate with one of our external partners. Our external partners include subrogation support, ERISA support, and leave management support, among others. D. Data Analysis & Reporting CLIENTREACH Over 140 employer group clients representing over 450,000 plan members PREDICTIVE MODELING Risk stratification and identification using the Johns Hopkins Risk ACG® Predictive Model BY THE NUMBERS 54% of employers reduce spend 70% of employers performed better than national average in total spend Over 95% client retention

LHD RFP Response PAGE 16 This actuarial tool helps us determine the appropriate level of incurred but unreported claim liability for our clients. The calculator is a valuable tool in determining the appropriate pricing level for clients who have made recent plan design modifications. PPACA FINANCIAL IMPACT CALCULATOR This actuarial tool provides information that allows our clients to understand the financial impact of multiple scenarios that PPACA changes may present. Through 2019, LHD modified portions of the tool to improve client deliverables but kept intact the actuarial assumptions that produce client specific results. Equipped with this information, our team will develop targeted strategies designed to improve health and decrease your medical spend. Formal reporting is provided two times during the year with ad-hoc reporting available on-demand. Included in your RFP Hub is a sample snapshot report from Vital Incite. LHD staffs a team of six underwriters. Our team is adept at understanding utilization and claims data, setting budgets and building the narrative for negotiated outcomes. In addition, LHD engages the Claros Actuarial Analytics Suite to perform financial analyses and to model plan decisions for our clients. We are not dependent upon carrier timelines and underwriters; we use our own data and financial analysts to prepare our clients months in advance of renewal with multiple projections and various models. The Claros Suite is comprised of three core areas, offering distinct functionality, and is based on more than 10 million national commercial lives and over $100 billion in claims data. Claros has three distinct modules: • Actuarial Assistant – Evaluate expected cost impact of Medical and Rx plan design changes. Evaluate the cost differential between multiple network discounts as well as reference-based pricing. Risk Decision Support – Illustrate the risk/reward profiles of stop loss structures. Run simulations on different stop loss levels for the optimal client outcome. Predictive Analytics – Calculate the experience-based claims projections based upon the group’s information. Model cost impact of enrollment migration between plans based on demographics and past behavior. • • In addition to Claros, our team employs proprietary tools to calculate medical reserves/IBNR and evaluate medical PPO networks. We consistently receive confirmation that the combination of our robust actuarial tools and our in-house underwriting expertise is one of LHD's competitive advantages. Key tools include: MEDICAL RESERVE CALCULATOR 2. Describe your underwriting and actuarial resources.

PAGE 17 REPORTING / DELIVERABLE COMMUNICATED ANNUAL SEMI - ANNUAL QUARTERLY LHD RFP Response MONTHLY X X LHD NETWORK EVALUATOR Our proprietary network evaluator tool was built in coordination with a large actuarial firm and allows LHD to accurately project the cost impact when comparing networks, healthcare bundles, and other care redirection strategies. SAMPLE RENEWAL PROJECTION If we’re invited to the next round we’ll produce a renewal projection as part of our Prospect Discovery. X X X Providing analysis of health plan data is one of LHD’s greatest competitive differentiators. We review financial performance of the plan and analyze medical and pharmacy utilization patterns. We provide monthly plan performance reporting which includes performance vs. budget, high claimants, utilization patterns, and stop loss penetrations. A sample of two reports included in our monthly plan performance are available in your RFP Hub, Benefits Report Card and Medical Plan Expected vs Actual. LHD also reviews population health, wellness, and disease state information at a granular level to truly understand the claims and costs drivers present in a population. 4. Describe your proposed cost-control strategies providing innovative approaches your firm has implemented with clients and the impact 3. What types of plan and benefit reports do you provide and how frequently do you provide them? Provide examples if so. Are there additional charges for customized or ad-hoc reporting? Renewal Report Pre-Renewal Report Population Health Reporting Health Plan Performance Reporting Strategy and Planning Report Meeting (in-person or virtual) with HR Team / Leadership Meeting (in-person or virtual) with HR Team / Leadership Meeting (in-person or virtual) with HR Team / Leadership Meeting (in-person or virtual) with HR Team / Leadership Report sent via email with commentary from Analyst to designated recipients. IBNR produced quarterly or semi-annually.

LHD RFP Response PAGE 18 For self-insured employers, LHD focuses on the fixed costs of your plan such as stop loss and administration fees to ensure our clients have market-leading pricing and terms and conditions using our market leverage. We have proprietary contracts and paved paths to preferred terms. However, these fixed costs represent a small portion of the overall expense for your plan. Throughout this document we have shared ideas and past wins, but we will reserve any proposed cost-control strategies until we are able to dig into Palmer Truck’s data. LHD employs a rigorous, evidence-based approach to accurately assess the value of network discounts, ensuring our clients have a clear and validated understanding of economics presented by each network in a geographical region. This process includes multiple layers of validation to ensure the most accurate and meaningful comparisons for our clients. 1. Tailored Claim Repricing – We conduct a customized claim repricing analysis using individual provider TIN numbers and ZIP codes. This granular approach ensures that our evaluation reflects the actual costs and network performance at the local level, rather than relying on generalized or nationalized discount figures. 2. Market-Validated Benchmarking – We utilize a proprietary process to blend vendor- provided discount data with actual market data from our extensive block of business, which represents more than $2 billion in annual medical spend, the largest in Indiana. This allows us to assess network performance against real-world claims data rather than relying solely on vendor-reported figures. 3. Proprietary Actuarial Network Evaluator – Developed in conjunction with a large Indianapolis-based actuarial firm, our Actuarial Network Evaluator aggregates commercial and Medicare reimbursement data to create a robust database of actual claim reimbursements. This tool allows us to compare network discounts in a highly precise and objective manner, ensuring clients receive an accurate picture of true market pricing. 4. Hospital Transparency File Aggregation – To further validate network discounts, we have developed custom-built tools that aggregate publicly available transparency files from hospital websites. This allows us to verify the lowest available cost of services across different networks and identify potential pricing inefficiencies. By integrating these methodologies, we provide our clients with a comprehensive, independent, and objective evaluation of network discounts. This ensures they can make data-driven decisions to optimize their healthcare spend and secure the most competitive rates available. 5. How do you objectively and independently verify the value of network discounts.

PAGE 19 LHD RFP Response 1. How would you prefer to be compensated? (i.e., direct fee, commissions, retainer, etc.) 2. Does your firm accept contingent commission payments or bonuses from insurers with which you place business? 6. Does your firm employ data mining tools to analyze clinical data to project future risks and costs over time? Explain your process and provide examples LHD’s proposed compensation structure is fee plus commission. Clients can elect to pay monthly fees directly to LHD or convert to a per employee per month amount and added to carrier charges with the carrier(s) remitting payment to LHD. Within the scope of our transparent compensation model, we accept and report contingent commissions / bonuses when they are a standard part of a carrier program. We do not manage a carrier panel limiting access to carriers that pay contingent commissions. We do not negotiate for contingent commissions / bonuses, and we do not position our block of business to maximize them. Recognizing the opportunity for increased data analysis capabilities, especially for our self- funded clients, LHD developed proprietary technology for data analytics and in 2001, and founded Vital Incite. Our team partners closely with Vital Incite’s team to deliver population health data analytics and consulting. Vital Incite gathers medical, Rx, Lab, and on-site physical data, then partners with John’s Hopkins to leverage proprietary prospective risk analytics to identify new or emerging risks, gaps in care, poor risk coordination, and targeted opportunities. LHD employs internal and external resources including employee facing coaches and other advocates to address opportunities identified by technology. Our dataset is also helpful when monitoring the velocity of claims, and the projected cost of a given condition. Read more in Section D, Question one. E. Compensation

LHD RFP Response PAGE 20 4. Please provide a sample fee agreement. 3. Describe your protocol for disclosure of compensation and philosophy on compensation transparency. 1. Benefits Administration - Does your firm provide HR consulting services & support services? A sample fee agreement is provided in your RFP Hub. Our official compensation proposal and scope of services will be determined as scope details are discussed and finalized. Our team is staffed with senior HR professionals skilled in supporting clients where HR and benefits intersect. In addition, LHD is a licensed reseller of PlanSource for online enrollment and employee self- service. Like most platforms, PlanSource offers access to benefit information 24/7, during open enrollment and throughout the year. What makes our offering different is the ability to work directly with the LHD team on your benefit administration. Our team is responsible for building the system, training your staff on utilization, ongoing support, and updating the system for annual open enrollment. LHD’s team would also handle the establishment of carrier EDI connections for and can work to establish connections with your payroll vendor. Clients that use LHD for PlanSource tell us they get a higher level of attention and smoother deployment than they had engaging a different technology. Utilization of PlanSource is not a requirement of working with LHD – about half of our clients engage us for these services. PlanSource requires an additional fee beyond the fees included in this proposed engagement. Pricing is available upon request. Each year, LHD will provide a compensation disclosure statement, provided at the beginning of each year, summarizing commissions and fee income earned in the prior calendar year. This Statement of Expectations is intended to underscore our philosophy of transparency as part of becoming a trusted benefits advisor. F. Other

PAGE 21 LHD RFP Response 3b. How do you provide legal research, compliance, and legal consultation and information on the benefit plans? 3. Legal & Compliance 3a. Do you have in-house legal advisors who provide counsel to your clients? If so, is there an additional fee for these services? 2. Voluntary Benefits - What type of voluntary benefits does your firm oversee? Short-Term, Long-Term Disability, Critical Illness and Nurse Case Management, Life Insurance Hospital Stay, Critical Illness, other products, Bereavement Services and Employment Assistance Program, Mental Health Resources readily accessible and without stigma Insurance. LHD oversees a full range of voluntary benefits, including all coverages listed above. We are able to assume servicing responsibilities for your in-force carriers and coverages, or market the voluntary program looking for improved coverages and terms. LHD begins each new client relationship with a benefits compliance audit, looking at your employee handbook, contracts, SPDs, notices, etc. Our New Client Discovery Process allows for us to define gaps and engage the support that we need to ensure that your plan is in compliance. As laws, regulations, and statues around health and welfare plans change, our client service teams are responsible for ensuring our clients receive and understand compliance changes and the associated impacts. While LHD employs several tools and resources related to compliance, the LHD associates will ensure a proactive approach to compliance changes, providing hands-on support and management. LHD is the founding member of United Benefit Advisors, a Member led organization make up of 150 independent agencies located around the country. Through our partnership with UBA, LHD provides compliance expertise including ERISA counsel. For workplace training and labor and employment litigation, we work directly with our UBA labor lawyers, Fisher Phillips. For client specific matters, we have worked with numerous benefit attorneys in Indianapolis including Barnes & Thornburg, Bose McKinney & Evans, Faegre Baker Daniels, Ice Miller LLP., and Krieg DeVault LLP. Depending on the scope, additional fees may apply.

LHD RFP Response PAGE 22 3c. Do you prepare your clients Form 5500 filings on their behalf and at what cost? 3d. What is your approach to ensure that your clients are in compliance with all applicable regulations (ERISA, HIPAA, COBRA, ACA, etc.)? Annual and ongoing compliance activities LHD will provide include: Review of insurance carrier plan documents, benefit booklets, SBC’s and benefit summaries to ensure accuracy and compliance. Collection of plan Schedule A information and preparation of form 5500 filings Support of ACA Section 6055/6056 reporting Calculate PCORI fee and assist with filing Form 720 Drafting/updates to Wrap Documents and/or Summary Plan Descriptions Preparation of required employee-facing compliance notices, such as Medicare Part D Creditable Coverage Notification, CHIP, etc. LHD clients have access to national compliance specialists and resources that provide timely updates and explanations, revisions, and requirements for both State and Federal regulations. We also provide the following tools as part of our engagement: Compliance Alerts – LHD email communication regarding timely compliance or regulatory changes. Our teams follow these emails with personal connections to answer questions and provide guidance. Compliance Dashboard – Online system that organizes and catalogues required compliance activities to ensure they are completed on time. Mineral – Expert advice and answers to complex HR questions. We find that this service reduces clients’ needs to engage counsel, or better prepares them for conversations with counsel. Monthly UBA Webinars - Through our affiliation with UBA, monthly webinars are offered at no cost. Powered by labor lawyers Fisher Phillips, the Employer Webinar series allows our client to stay on top of benefits and compliance laws while also earning Continuing Education credits. Zywave – LHD has partnered with Zywave to gain access to thousands of health and welfare materials written, edited, and updated by legal and compliance experts. In addition to the HR, Education, Wellness, and Employee Communication packages, we also have access to the State and Federal Compliance package with trusted compliance guidance on everything relating to ERISA, DOL, ACA, FMLA and COBRA. • • • • • • • • • • •

PAGE 23 LHD RFP Response 4. Please provide the names and contact information for three (3) comparable sized and structured clients with which we may request reference conversations. INDYGO ENDRESS + HAUSER PERFORMANCE SERVICES INC HO: Indianapolis +/- 800 Employees Self-Funded employer located close to Palmer Contact: Britt Griffin, Chief People Officer P: 317.692.9651 E: britt.griffin@indygo.net HO: Greenwood, with operations in 6 states +/- 1,000 US Based Employees Self-Funded, with data analytics and an on-site clinic Contact: Meredith Mangan, VP, Controlling & HR P: 317.535.1378 E: Meridith.mangan@endress.com HO: Indianapolis, with operations in 14 states. +/- 300 Employees Self-Funded, with data analytics and a dedicated population health coach Contact: Josh Drake, Director of Human Resources and Talent Acquisition P: 317.819.1386 E: jdrake@performanceservices.com • • • • • • • • • • • • • • • • • •