BENEFITS SUMMARY

2025
TABLE OF
CONTENTS

03 04
Important Benefits Your Benefit
Information Choices

06
Medical Benefits

Prescription Benefits 08 Additional Benefits 14

Dental Benefits 09 Paid Time Off 16
Vision Benefits 10
Tax Advantaged Benefits 11

2
IMPORTANT
BENEFITS
INFORMATION
Welcome to Motion Recruitment
Partners' Annual Benefits Offering for
Consultant Employees, available to
employees of Motion Recruitment
Partners’ family of companies (Motion
Recruitment, Motion Consulting Group,
Sevenstep, and The Goal). Motion
Recruitment is proud to offer a
competitive and comprehensive
employee benefits program for our W-2
Consultant Employees.

We encourage you to take the

opportunity to review all that our
Benefits Program has to offer in detail. It
is important that you carefully consider
each benefit, its cost and value to you,
and whether it is appropriate for you and
your family members. By taking the time
to examine all of your options, you will
ensure that your benefits meet your
needs throughout the plan year.

3
YOUR BENEFIT
CHOICES
Your benefit choices are binding through the end of the plan year per IRS regulations.
You may only change your benefits if you experience a qualifying life event. Here are
some examples:

• Marriage
• Birth & Adoption
• Divorce
• Change in coverage through a spouse’s plan
• Death of spouse or dependent
• Loss of dependent status
• Gain/loss of eligibility for Medicare or Medicaid
• Gain/loss of eligibility for a Children’s Health Insurance Program (CHIP)
• Receiving a Qualified Medical Child Support Order (QMCSO)

Please review the enclosed materials carefully. Please be aware that outside of your
enrollment period, you will not be able to change your benefit elections until the next
open enrollment period unless you experience a Qualifying Life Event. If you
experience a Qualifying Life Event, you will have 30 days to make or change your
benefit election(s).

ELIGIBILITY
W-2 Consultant Employees working a minimum of 30 hours per
week become eligible to participate in the Motion
Recruitment’s benefits program following 30 days of
employment, unless otherwise noted in the below benefit
summary. Note that 1099/3rd Party/Corp to Corp consultants
are ineligible to participate in the program.

DEPENDENT COVERAGE
In addition to electing coverage for yourself, you may elect to
cover your legal spouse or registered domestic partner and
your dependent child(ren) up to age 26, regardless of student
status, marital status, financial dependence, and residence.

1Physicallyor mentally disabled dependent children may be

covered without being subject to any age limitations.

4
QUICK REFERENCE TIPS
• The rates outlined are effective for the 2025
plan year.

• You can view the SBC which contains a brief

overview of the available coverage. Additional
information on the details of the offerings can be
found in the enrollment system.

• You can call United Healthcare at 1-866-414-1959

with questions regarding specific types of coverage
or cost.

• Please be aware if you are interested in making

contributions to an HSA account on a pre-tax
(directly from payroll) basis, you will need to set up
an HSA with Optum. You can open an HSA with any
bank offering this service however, contributions
will be post-tax.

• Employee Medical and Dental insurance

contributions are made on pre-tax basis, except for
domestic partner coverage which has a pre-tax and
post-tax component.

• If you are electing family coverage, you must

include social security numbers for all dependents.
This is an IRS requirement.

• Our United Healthcare Policy Number is 904298.

Please review the enclosed materials carefully. Please

be aware that once the open enrollment period is
closed, you will not be able to change your benefit
elections until the next open enrollment period unless
you experience a Qualifying Life Event (marriage,
divorce, birth or adoption of a child, etc.). If you
experience a Qualifying Life Event, you will have 30
days to make or change your benefit election(s).

5
MEDICAL
BENEFITS
MEDICAL PLAN OPTIONS
Medical benefits help to ensure good health. They also help
protect you and your family from costly and unexpected medical
expenses. Motion Recruitment Partners offers you four medical
plans to choose from through United Healthcare (UHC) We have
chosen UHC as our medical provider for their large national
network of providers and access to quality in-network care.
While all four plans cover the same types of services, the plans
differ in how their deductibles and out-of-pocket maximums are
applied as well as at what level of coverage they offer.

CHOICE PLUS CHOICE PLUS CHOICE PLUS PPO HDHP

PPO PLAN EPO PLAN BASE AND BUY-UP PLANS
A Preferred Provider Organization (PPO) Enrollment in an Exclusive Provider Enrollment in a High Deductible Health
is a health plan with a “preferred” Organization (EPO) only allows you Plan (HDHP) gives you and your family the
network of providers in your area. You and your family to seek care from flexibility to receive care both in-and out-
do not need to select a primary care providers within the plan’s network. of network and offer referral-free access to
physician and you do not need referrals You are responsible for paying 100% network specialists. However, when you go
to see a specialist. Enrollment in a PPO of out-of-pocket if you seek care from out-of-network, your out-of-pocket
gives you and your family the flexibility a doctor outside your plan’s network. expenses increase significantly. These
to receive care both in- and out-of Like a PPO, though, you do not need a plans put you, the consumer, in the
network. If you choose to see a doctor referral to get care from a specialist. driver’s seat. You have affordable
who is outside the preferred network, An EPO is a good option if you don’t coverage, protection from catastrophic
you will generally have to pay a larger want to pay a lot in premiums, but expenses, and the flexibility to choose how
portion of the bill than you would for an also don’t want to pay a lot at the to spend – or save – your money along the
“in-network” provider. With a PPO, you doctor's office. This plan is also good way. Paired with a tax-free Health Savings
will have access to out-of-state for those who do not anticipate seeing Account, these plans can offer many long-
providers that are considered in- out-of-network providers. term financial benefits for those who are
network. A PPO is a good option for willing to take an active role in managing
those who don’t mind paying more for their health care experience. You pay the
coverage in return for low plan full cost for all services (with the exception
deductibles, extensive network of of in-network preventive medical services)
providers, and access to affordable out- until you have met the deductible. Once
of-network care. your deductible is met you pay your share
of the coinsurance. All covered medical
and prescription drug expenses are subject
to the plan’s deductible and coinsurance.

6
 MEDICAL BENEFITS (UNITED HEALTHCARE)
Below is a summary of the benefits offered under the United Healthcare plan
options. The chart below is for illustrative purposes only. For specific plan details,
please refer to your summary plan description (SPD).

Choice Plus PPO Choice Plus PPO

Choice Plus PPO Choice EPO
Benefits Description HDHP Base HDHP Buy Up

In-Network

Annual Deductible
$500 / $1,500 $1,000 / $2,000 $3,500 / $7,000 $1,650 / $3,300
Individual/Family

Deductible Type1 Embedded Embedded Collective Collective

20% after 10% after

Coinsurance 0% after deductible 20% after deductible
deductible deductible

Annual Out-of-Pocket Maximum

$1,000 / $3,000 $3,000 / $6,000 $6,000 / $12,000 $3,300 / $6,6002
Individual/Family

Physician Office Visits 20% after After deductible

$25 / $35 $30 / $50
Primary Care Physician/Specialist deductible $25 / $35

Preventative Care Covered 100% Covered 100% Covered 100% Covered 100%

20% after
Telehealth $20 copay $25 copay $20 copay after deductible
deductible

Lab and Radiology Services Covered 100%

20% after deductible 20% after deductible 10% after deductible
Basic Services $250 copay after
20% after deductible 20% after deductible 10% after deductible
Advanced Radiology deductible

Emergency Care
$75 copay $75 copay 20% after deductible 10% after deductible
Urgent Care Center
$150 copay $100 copay 20% after deductible 10% after deductible
Emergency Services - Outpatient

$250 copay after

Inpatient Hospital Services 20% after deductible 20% after deductible 10% after deductible
deductible

$250 copay after

Outpatient Hospital Services 20% after deductible 20% after deductible 10% after deductible
deductible

Out-of-Network Benefits1

Annual Deductible
$1,000 / $3,000 N/A $7,000 / $14,000 $3,500 / $6,000
Individual/Family

Annual Out-of Pocket Maximum

$2,500 / $7,500 N/A $10,000 / $20,000 $5,000 / $10,000
Individual/Family

Coinsurance 40% after deductible N/A 40% after deductible 30% after deductible

1A collective deductible means the family deductible must be met before any individual family member begins paying coinsurance or copays. An
embedded deductible means all individual deductibles will count towards the family deductible, but an individual will not need to pay more than the
individual deductible. 2An individual will not need to pay more than the individual out-of-pocket maximum, even if the family out-of-pocket maximum
has not yet been met. 3 Out-of-Network reimburses at 200% of MCR. All 4 plans utilize the same provider network. Networks can be viewed at
https://www.uhc.com/find-a-doctor (choose Choice Plus).

7
 PRESCRIPTION BENEFITS (CVS/UHC)
Below is a summary of the Prescription benefits offered and the copays associated
with each tier. This chart is for illustrative purposes only. For specific plan details,
please refer to your summary plan description (SPD).

Choice Plus PPO Choice Plus PPO

Choice Plus PPO Choice EPO
Benefits Description HDHP Base HDHP Buy Up

In-Network

Subject to medical Subject to medical

Prescription Deductible N/A N/A
deductible deductible

Subject to Medical Subject to Medical Subject to Medical

Subject to Medical Out-
Prescription Out-of-Pocket Maximum Out-of-Pocket Out-of-Pocket Out-of-Pocket
of-Pocket Maximum
Maximum Maximum Maximum

Retail Pharmacy Program

(up to a 30-day supply) After deductible After deductible
$10 / $25 / $50 $15 / $35 / $70
$20 / $30 / $60 $20 / $30 / $60
Tier 1 / Tier 2 / Tier 3

Mail Order Prescription Program

(up to a 90-day supply) After deductible After deductible
$20 / $50 / $100 $30 / $70 / $140
$40 / $60 / $120 $40 / $60 / $120
Tier 1 / Tier 2 / Tier 3

30% to a maximum of 30% to a maximum

10% after medical 10% after medical
Specialty Drugs $100 for brand name, of $100 for brand
deductible deductible
$10 for generic name, $10 for generic

EMPLOYEE PREMIUM COSTS

Choice Plus PPO Choice Plus PPO
Type of Coverage Choice Plus PPO Choice EPO
HDHP Base HDHP Buy Up

Weekly Medical Payroll Contributions

Single Coverage
$165.06 $128.00 $ 68.91 $118.37
Employee + Spouse
$364.45 $281.60 $147.74 $267.73
Employee + Child(ren)
$338.01 $264.96 $138.52 $247.47
Family Coverage
$533.23 $442.53 $210.62 $402.66
Bi-Weekly Medical Payroll Contributions

Single Coverage
$330.12 $256.00 $137.83 $236.74
Employee + Spouse
$728.90 $563.20 $295.48 $535.45
Employee + Child(ren)
$676.02 $529.92 $277.04 $494.93
Family Coverage
$1,066.46 $885.06 $421.23 $805.31

*Please note, since a Domestic Partner is not considered a legal spouse under federal law, the portion of your medical premiums attributed to your
domestic partner’s coverage will be deducted on a post-tax basis.

8
 DENTAL BENEFITS (GUARDIAN)
Motion Recruitment offers you a comprehensive dental plan through Guardian. This is a
national network plan that provides coverage for services including Preventive, Basic, Major
and Restorative and Orthodontia. You may use any dental provider you choose, in-network
or out-of-network, but you will pay more for out-of-network care because in-network
providers have agreed to discounted rates for plan members. When you use out-of-network
providers, coverage is based on usual and customary charges which could result in you
paying more than the percentage shown below. If you enroll for dental coverage, an ID card
will be mailed to your home address. Below is a summary of your Dental benefits. This chart
is for illustrative purposes only. For specific plan details, please refer to your summary plan
description (SPD).

Guardian Dental Guard 2000

Benefits Description
In-Network Out-of-Network

Annual Deductible
$50 / $150
Individual / Family

Annual Benefit Maximum $2,000 per person per Calendar Year

Preventive Care Covered 100% Covered 100%

Basic Care 20% after deductible 20% after deductible

Major Care 50% after deductible 50% after deductible

NEW FOR 2022: Adult & Child Orthodontia1 50% no deductible N/A

Orthodontia Lifetime Maximum $1,000 per person per lifetime N/A

1Covers children up to age 26.

EMPLOYEE PREMIUM COSTS

Guardian Dental Guard 2000

Type of Coverage Weekly Dental Payroll Contributions Bi-Weekly Dental Payroll Contributions

Single Coverage $8.99 $17.99

Employee + Spouse $19.27 $38.54

Employee + Child(ren) $19.90 $39.80

Family Coverage $30.73 $61.45

*Please note, since a Domestic Partner is not considered a legal spouse under federal law, the portion of your medical premiums attributed to your
domestic partner’s coverage will be deducted on a post-tax basis.

9
 VISION BENEFITS (UNITED HEALTHCARE)
Our vision coverage is provided through United Healthcare. The United Healthcare
Vision Plan specializes in providing choice, value and quality products and services.
This plan allows you to receive a complete eye examination and materials (if
needed). A Lasik surgery discount is available. Below is a summary of the Vision
benefits offered to you. This chart is for illustrative purposes only. For specific plan
details, please refer to your summary plan description (SPD).

United Healthcare Vision Plan

Benefits Description
Coverage Levels

Benefit Frequencies
Once every 12 months
Eye Exam / Lenses / Frames / Contacts

Calendar Year Deductible None

Eye Examination $10 copay

Materials Copay $10 copay

Lenses
Single Vision Lenses / Bifocal Lenses / Covered 100% after materials copay
Trifocal Lenses / Lenticular Lenses

Frames Covered up to $150 after materials copay; 30% off remaining balance

Elective Contacts Covered up to $150

EMPLOYEE PREMIUM COSTS

United Healthcare Vision Plan

Type of Coverage Weekly Vision Payroll Contributions Bi-Weekly Vision Payroll Contributions

Single Coverage $1.44 $2.89

Employee + Spouse $2.74 $5.48

Employee + Child(ren) $3.22 $6.43

Family Coverage $4.53 $9.06

*Please note, since a Domestic Partner is not considered a legal spouse under federal law, the portion of your medical premiums attributed to your
domestic partner’s coverage will be deducted on a post-tax basis.

10
TAX ADVANTAGED
BENEFITS
Pre-tax benefits allow users to deduct
the cost of their benefit from their
paycheck before taxes are applied,
which reduces your taxable income
and may save you money over time.

HEALTHCARE SAVING
ACCOUNTS (OPTUM)
If you enroll in our HDHP medical insurance you For the 2025 plan year, you can contribute:
have the option to enroll in a Healthcare Savings
Account (HSA). You can use your HSA funds to Up to
cover qualified medical expenses including
amounts paid toward your deductible for office $4,300
visits and/or prescriptions, dental care, vision care, (Single coverage)
and more. Expenses are considered eligible for
reimbursement from an HSA if the medical care Up to
expense includes amounts paid for the diagnosis,
cure, mitigation, treatment or prevention of $8,550
disease and for treatments affecting any part or (Family coverage)
function of the body. The expenses must be
primarily to alleviate or prevent a physical or Additionally, if you are age 55 or older but not enrolled
mental defect or illness. Expenses solely for in Medicare, you can contribute an additional $1,000
cosmetic reasons generally are not considered catchup contribution to your HSA.
expenses for medical care. Also, expenses that are
merely beneficial to one’s general health are not
considered expenses for medical care.

11
FLEXIBLE SPENDING ACCOUNTS (WEX)
FSAs allow you to save for eligible expenses on a pre-tax basis.
You can redirect a portion of your pay into a Flexible Spending
Account (FSA). Because you do not pay Federal and Social
Security taxes on money that goes into your FSA, you decrease
your taxable income and potentially increase your spendable
income. You can save approximately 25% of each dollar spent
on these expenses when you participate in the FSA.

HEALTH CARE FSA

The Health Care FSA provides you with the ability to save money
for any IRS-allowed health expenses not covered by your group
benefit plans. These expenses include deductibles, copayments
and coinsurance payments, routine physicals, uninsured dental
expenses and orthodontia, vision care expenses (i.e., eyeglasses
or contact lenses), and hearing care expenses (i.e., a hearing
exam or a hearing aid).

With the Health Care FSA, you can be reimbursed an amount up

to the total annual contribution you have elected regardless of
your account balance. You can begin to use all or some of the
total amount elected as soon as the plan year begins. The
maximum annual amount you can deposit into the Health Care
FSA in 2025 is $3,300. Participants with an existing balance
following the year-end run out may roll over up to $660 into the
new plan year.

DEPENDENT CARE FSA

A Dependent Care FSA allows you to save for day care expenses
for your child, disabled parent or spouse that enable you and your
spouse (if applicable) to work full-time and/or attend school on a
full-time basis.

Generally, expenses are eligible if they are the result of care for:

• Your children, under the age of 13, for whom you are entitled
to a personal exemption on your federal income tax return.

• Your spouse or other dependents, including parents, who are

physically or mentally incapable of self-care.

The maximum annual amount you can deposit into a Dependent

Care FSA is $5,000, or $2,500 if both you and your spouse elect
the benefit and you file your taxes separately.

The annual amount you choose to deposit will be divided evenly

over the pay periods in the plan year. It is important to note that
you can only be reimbursed for dependent care services up to the
balance you have in your account. If you submit a claim for an
amount that exceeds your account balance, you will be
reimbursed on a pay period basis until you have made enough
additional contributions to cover the expenses.

12
 TAX ADVANTAGED BENEFITS
Commuter Benefits, 401(K) and College Savings Plans are all
tax advantaged benefits that employees are able to enroll
in or make changes to at any point during the plan year.
Commuter Benefits changes can be made in your
enrollment system, 401(K) and College Savings Plan
benefits must always be updated/changed/enrolled via
their respective web-portals and can be changed at any
time during the plan year.

401(K) BENEFIT (THE STANDARD)

To help you prepare for the future, Motion
COMMUTER BENEFITS (WEX) Recruitment provides all employees over the age of 21
You may also participate in two Commuter Benefit with 90 days of service the opportunity to participate
Accounts: (1) a Transit Account and (2) a Parking in the company sponsored 401(k) Program.
Account. The Parking and Transit Benefit Plan enables Enrollments/changes to your contributions or
you to set aside pre-tax dollars from your paycheck to investments must be made through Securian directly
use to pay for work-related parking or transit costs. and can be made at any time during the year. No action
Depending on your tax bracket, you could save up to is required during Open Enrollment. This plan provides a
40% on state, federal and FICA taxes. You must use wide range of excellent investment options with
your pre-tax transit funds while employed with Motion maximum portfolio flexibility. Please contact HR for
Recruitment, you will only have access to your balance enrollment guidelines, vesting schedule and
till the end of the month after you exit otherwise your investment options. Read all materials carefully before
funds will be forfeited. If you are not commuting for you invest. For investment questions, please contact
work at this time, we would advise that you do not
our financial advisor Trey Byrnes at 978-499-0111 or
enroll in this benefit. You can add this election at any
[email protected]. There is no charge for
time during the year should you resume commuting to
using his services. The Standard’s web portal:
work. All commuter elections go into effect the 1st of
the month following election. Standard.com/Retirement

EMPLOYER MATCH
Up to MRP may provide a discretionary match annually. If a
match is given, funding will occur annually in Q1 after
$325 the close of the fiscal year. To be eligible for
(expenses withheld on a pretax basis each month) the match, employees must have 1 year of service,
be employed on the last day of the year, and have
worked at least 1,000 hours within the year. Eligible
TRANSIT ACCOUNT employees will vest 50% of the match after 1 year of
Up to $325 of transit expenses can be withheld on a service and will be fully vested after 2 years. MRP
pretax basis each month. You may use your account reserves the right to modify the match as permitted
to pay for a pass, token, fare card, voucher, by the SPDs at its sole discretion. *Please note that
MetroCard, etc. that allows you to travel to and from the discretionary match is temporarily on hold.
work on mass transit facilities.
529 COLLEGE SAVINGS PLAN
PARKING ACCOUNT
Up to $325 of parking expenses can be withheld on a (COLLEGEBOUND SAVER)
pretax basis each month. You may use your account Give your child a head start with CollegeBound Saver
to pay for parking near the work site or at a location program! CollegeBound Saver gives you a simple way to
save for college and vocational school costs with features
from which you commute by carpool, commuter
like: tax-deferred growth, tax-free qualified distributions,
highway vehicle, etc.
no minimum contribution amount, flexible investment
options, easy online enrollment and management, and
ACCOUNT ACCESS much more. Additionally, CollegeBound Saver’s free
Participants can access their accounts 24/7 at programs like Ugift, Upromise by Sallie Mae, and
www.wexinc.com or via the Wex mobile app. Benefits CollegeBoundbaby make saving even easier. Ready to get
Participant Services are available 7:00a.m. to 10:00 started? Enroll today at www.collegeboundsaver.com or
p.m. EST Monday - Friday at 866-451-3399. mail an enrollment form with your contribution to:
CollegeBound Saver, P.O. Box 55986, Boston, MA 02205.
13
 ADDITIONAL
BENEFITS
SHORT-TERM DISABILITY INSURANCE
(LINCOLN FINANCIAL)
Motion Recruitment provides voluntary short-term
disability income benefits through Lincoln Financial
Group. You may be eligible for 60% of your salary up to
a maximum benefit of $2,500 per week. For further
details on coverage and cost, please see detailed
benefit summary. This coverage is 100% employee paid.

LONG-TERM DISABILITY INSURANCE

(LINCOLN FINANCIAL)
Motion Recruitment provides voluntary long-term
disability income benefits through Lincoln Financial
Group. If you are disabled for 90 days, you may be
eligible for long-term disability benefits. The Long-Term
Disability plan provides benefits equal to 60% of your
salary up to a maximum benefit of $10,000 per month.
Benefits are generally payable until retirement age. This
coverage is 100% employee paid.

VOLUNTARY GROUP TERM LIFE AND AD&D

INSURANCE (LINCOLN FINANCIAL) EMPLOYEE ASSISTANCE PROGRAM
If you would like financial protection that provides a
cash benefit to your beneficiary upon the death or
(LINCOLN FINANCIAL)
accidental dismemberment, you may consider enrolling Motion Recruitment provides eligible employees
in Voluntary Life and AD&D Insurance. Coverage is access to the Employee Assistance Program
available for you, your spouse and your dependent (EAP). The EAP is a free, confidential counseling
children. service through Lincoln Financial. EAP services
• Employee Benefit: Employees may elect coverage in can accessed 24 hours a day, 7 days a week. Help
$10,000 increments up to a maximum of the lesser is available to you and your family members to
of 5 times their pay or $500,000, with a guaranteed help cope with everyday life issues. Information
issue of $300,000. is also available concerning child care, elder care,
• Spouse Benefit: Employees may elect coverage for education, pet care, health and wellness,
their spouse in $5,000 increments to a maximum of consumer education, finances and taxes, legal
$250,000, not to exceed 50% of employee’s matters and much more. For free and
Voluntary Life Insurance benefit, with a guaranteed confidential assistance, call 888-628-4824 or log
issue of $30,000. on to guidanceresources.com (Username:
• Child(ren) Benefit: Employees may elect coverage LFGSupport, Password: LFGSupport1).
for children in $1,000 increments to a maximum of
$10,000, with a guaranteed issue of $10,000.

14
HOSPITAL INDEMNITY INSURANCE
Hospital Indemnity supplemental insurance is designed to help pay for the costs of a hospital admission and other related
services, whether or not you are covered by other insurance. The voluntary plan covers plan members who are admitted to a
hospital or ICU for a covered sickness or injury. The plan pays cash directly to you even if you don’t incur any out-of-pocket
expenses. The payments can be used for medical and non-medical expenses associated with a hospital stay, such as medical
copays, deductibles, transportation to and from the hospital, and more.

EMPLOYEE PREMIUM COSTS

Hospital Indemnity Insurance

Weekly Payroll Contributions Bi-Weekly Payroll Contributions

Type of Coverage
$1,000 Plan $2,000 Plan $1,000 Plan $2,000 Plan

Single Coverage $2.21 $4.43 $4.43 $8.86

Employee + Spouse $4.79 $9.58 $9.58 $19.16

Employee + Child(ren) $3.74 $7.47 $7.47 $14.94

Family Coverage $6.31 $12.63 $12.63 $25.25

IDENTITY THEFT PROGRAM

Enrollment in Allstate Identity Protection’s ProPlus includes identity and credit monitoring which alerts you of suspicious
activity associated with identity theft. Your social media accounts are even monitored and actionable alerts help defend you
and your family from reputational damage or cyberbullying. In addition, you will have access to remediation services and an
Identity Theft Insurance Policy to help restore your credit and identity if your personal information has been stolen and used
fraudulently. Please be aware that Identity Theft must be elected annually either as a new hire or during open enrollment and
cannot be added or dropped mid-year even if you experience a qualifying event.

EMPLOYEE PREMIUM COSTS

Identity Theft Program

Type of Coverage Weekly Payroll Contributions Bi-Weekly Payroll Contributions

Single Coverage $2.30 $4.59

Family Coverage $4.14 $8.28

LEGAL INSURANCE PLAN

The Legal Insurance Plan provided by LegalEASE provides you, your spouse, and your eligible dependent children with access to
a national network of high-quality attorneys and comprehensive legal services at discounted rates or no cost at all through a
nominal, bi-weekly payroll deduction. The LegalEASE Legal Insurance Plan covers home and residential issues, auto and traffic
issues, estate planning and wills, financial and consumer issues, family problems, and general legal cases. Your use of LegalEASE
is confidential. Please be aware that Legal Insurance must be elected annually either as a new hire or during open enrollment
and cannot be added or dropped mid-year even if you experience a qualifying event.

EMPLOYEE PREMIUM COSTS

Legal Insurance

Type of Coverage Weekly Payroll Contributions Bi-Weekly Payroll Contributions

Single + Family Coverage $3.36 $7.72

15
PAID TIME
OFF

PAID SICK TIME*

Motion Recruitment is also pleased to be able to offer temporary employees paid sick time. Paid sick time is available for
you to care for physical illness, mental illness or an injury/medical condition affecting yourself, your spouse, your
child(ren), your parents or the parents of your spouse.

• ELIGIBILITY: Paid sick time begins to accrue from day 1 of employment. Time accrues at a rate of 1 hour for every 30
hours worked (including overtime) up to a maximum of 48 hours and further sick time will cease to accrue for the
balance of the calendar year.
• USAGE: You may use your accrued paid sick time following 90 days of employment. Sick time is paid at your regular
hourly rate. The maximum amount of sick time you can use during a calendar year is 48 hours.
• CARRYOVER: You may carry over your sick time from year to year to a maximum of 48 hours.

FOR EMPLOYEES IN COLORADO, WASHINGTON D.C., AND NEW YORK: Paid sick time begins to accrue from day 1 of
employment. Employees may accrue up to 56 hours of sick time per year. Sick time is accrued at a rate of 1 hour for every
30 hours worked (including OT) and may be used upon accrual. There is a cap of 56 hours on the usage of sick days per
calendar year and employees may carry over their sick time from year to year to a maximum of 56 hours. If the total
amount of unused paid sick time reaches a “cap” equal to one times the employee’s annual accrual amount, further paid
sick time accrual will cease until the employee uses paid sick time and brings the accrued amount below the cap. There is
no retroactive grant of paid sick time for the period of time the accrued amount was at the cap.

FOR EMPLOYEES IN CALIFORNIA, MARYLAND, NEW MEXICO, SAN ANTONIO, DALLAS, AUSTIN, ST. PAUL, DULUTH AND
MINNEAPOLIS: Paid sick time begins to accrue from day 1 of employment. Employees may accrue up to 80 hours of sick
time per year. Sick time may be used after 90 days of employment and is accrued at a rate of 1 hour for every 30 hours
worked (including OT). There is no cap on the usage of sick days per calendar year and employees may carry over their
sick time from year to year to a maximum of 80 hours. If the total amount of unused paid sick time reaches a “cap” equal
to one times the employee’s annual accrual amount, further paid sick time accrual will cease until the employee uses paid
sick time and brings the accrued amount below the cap. There is no retroactive grant of paid sick time for the period of
time the accrued amount was at the cap.
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FOR WASHINGTON STATE & WEST HOLLYWOOD EMPLOYEES ONLY: Paid sick time begins to accrue from day 1
of employment. Sick time may be used after 90 days of employment and is accrued at a rate of 1 hour for every 30
hours worked (including OT). There is no cap on the accrual limit or usage limit per year. Employees may roll over a
total of 40 accrued and unused hours of paid sick time per year.

* Employees working in other locations where applicable law provides enhanced paid sick time benefits will be provided those benefits as required by law.

ABOUT THIS BENEFITS SUMMARY

This Benefits Summary describes the highlights of the Motion Recruitment Benefits Program in non-technical language.
Your specific rights to benefits under this program are governed solely, and in every respect, by the official documents
and not the information contained within this Benefits Summary. If there is any discrepancy between the descriptions of
the program elements in this Benefits Summary and the official plan documents, the language of the official plan
documents shall prevail as accurate. Please refer to the plan-specific documents published by each of the respective
carriers for detailed plan information. Eligibility for any benefit plan is determined by applicable plan documents and
policies. You should be aware that any and all elements of the Benefits Program may be modified in the future to meet
Internal Revenue Service rules or otherwise as determined by Motion Recruitment.

This Benefits Summary may not be reproduced or redistributed in any form or by any means without the
express written consent of Motion Recruitment.

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