Benefits

47G offers employee benefits to support the health, stability, and long-term well-being of eligible employees and their families.

Benefit eligibility depends on employment classification, scheduled hours, date of hire, plan terms, carrier requirements, and applicable law. Full-time employees may be eligible for company-sponsored benefits, subject to the terms and conditions of the applicable benefit plans. Part-time, temporary, seasonal, intern, and contractor classifications may have different eligibility rules unless otherwise required by law or expressly stated in a plan document or written policy.

Benefits are part of the organization’s broader commitment to building a strong, capable, mission-ready team. They are also governed by formal plan requirements. Employees are responsible for reviewing benefit materials carefully and asking questions when eligibility, coverage, or enrollment rules are unclear.

Eligible employees must complete benefit enrollment within the time period established by 47G, the applicable benefit plan, or the benefits provider.

New employees will receive information about available benefits, eligibility dates, required forms, enrollment deadlines, dependent documentation, and any employee contribution requirements. Employees are responsible for submitting accurate enrollment information and completing required steps on time.

Failure to enroll during the applicable enrollment window may result in delayed coverage or inability to enroll until the next open enrollment period, unless the employee experiences a qualifying life event or another enrollment opportunity recognized by the applicable plan.

Employees may generally make benefit elections or changes during open enrollment, when newly eligible, or following a qualifying life event recognized by the applicable plan.

Qualifying life events may include marriage, divorce, birth or adoption of a child, loss of other coverage, change in dependent eligibility, or other events recognized by the benefit plan and applicable law.

Employees must notify Human Resources or the designated benefits administrator promptly after a qualifying life event and must provide required documentation within the plan’s deadline. Late requests may not be accepted unless required by law or permitted by the plan.

47G may modify, replace, suspend, or discontinue benefits at any time, subject to applicable law and plan terms.

This handbook provides a general summary of benefits. It does not replace, modify, or override formal plan documents, insurance contracts, summary plan descriptions, carrier materials, or legally required notices.

If there is a conflict between this handbook and the applicable plan document, the plan document controls.

Employees should rely on official plan materials for detailed information about eligibility, coverage, exclusions, limitations, premiums, deductibles, claims procedures, continuation coverage, and appeal rights.

47G may offer medical insurance to eligible employees in accordance with plan terms and organizational policy.

Medical insurance options, employee contributions, employer contributions, coverage levels, provider networks, deductibles, copays, prescriptions, and dependent eligibility are governed by the applicable plan documents and carrier materials.

Employees are responsible for reviewing medical plan options carefully and selecting coverage that fits their needs. Employees should direct plan-specific questions to Human Resources, the designated benefits administrator, or the insurance provider.

47G may offer dental insurance to eligible employees in accordance with plan terms and organizational policy.

Dental coverage may include preventive care, basic services, major services, orthodontic coverage, or other benefits depending on the plan selected and the carrier’s terms.

Employees should review dental plan documents to understand coverage limits, waiting periods, provider networks, exclusions, claims procedures, and dependent eligibility.

47G may offer vision insurance to eligible employees in accordance with plan terms and organizational policy.

Vision coverage may include eye exams, lenses, frames, contact lenses, or other services depending on the plan selected and the carrier’s terms.

Employees should review vision plan documents to understand coverage frequency, provider networks, allowances, exclusions, and claims procedures.

47G may offer life insurance benefits to eligible employees in accordance with plan terms and organizational policy.

Life insurance coverage, beneficiary designations, coverage amounts, supplemental options, conversion rights, portability rights, and eligibility rules are governed by the applicable plan documents.

Employees are responsible for keeping beneficiary designations current. Life changes such as marriage, divorce, birth, adoption, or death of a beneficiary should prompt employees to review and update beneficiary information as needed.

47G may offer short-term disability coverage to eligible employees in accordance with plan terms and organizational policy.

Short-term disability benefits may provide partial wage replacement when an eligible employee is unable to work due to a qualifying non-work-related illness, injury, pregnancy, childbirth, or related medical condition.

Eligibility, waiting periods, benefit amounts, maximum duration, medical certification requirements, exclusions, and claims procedures are governed by the applicable plan documents.

Short-term disability benefits do not guarantee job protection unless job protection is provided under another applicable law, leave policy, or written agreement.

47G may offer long-term disability coverage to eligible employees in accordance with plan terms and organizational policy.

Long-term disability benefits may provide partial wage replacement when an eligible employee is unable to work for an extended period due to a qualifying medical condition.

Eligibility, waiting periods, benefit amounts, maximum duration, medical certification requirements, exclusions, offsets, and claims procedures are governed by the applicable plan documents.

Employees who may need leave, accommodation, or disability benefits should contact Human Resources or the designated benefits administrator as early as possible so the organization can provide appropriate guidance.

47G may offer a retirement plan to eligible employees in accordance with plan terms and organizational policy.

A retirement plan is intended to help employees prepare for long-term financial security while supporting a culture of responsibility and stewardship. Eligibility, enrollment timing, contribution limits, investment options, vesting, distributions, loans, rollovers, and beneficiary designations are governed by the applicable plan documents.

Employees are responsible for reviewing retirement plan materials, making their own investment decisions, and keeping beneficiary information current.

47G may provide employer contributions to an eligible employee’s retirement account if offered under the applicable plan.

Employer contributions may include matching contributions, nonelective contributions, profit-sharing contributions, or other contributions permitted by the plan. Eligibility, timing, vesting, calculation methods, and limits are governed by the applicable plan documents.

Employer contributions are not guaranteed unless required by the plan document or applicable law. 47G may modify or discontinue employer contributions subject to applicable law and plan terms.

Eligible employees may have access to tax-deferred retirement savings options depending on the plan offered by 47G.

Tax-deferred contributions may allow employees to contribute a portion of eligible compensation before taxes, subject to plan limits and applicable law. Roth or after-tax options may also be available if provided by the plan.

Employees should consult the plan materials and a qualified financial or tax advisor for guidance on personal retirement planning. 47G does not provide personal investment, financial, or tax advice.

47G withholds Social Security and Medicare taxes from employee wages as required by law and makes required employer contributions.

Social Security and Medicare are federal programs administered by the government and are not controlled by 47G. Eligibility for benefits, benefit amounts, and program rules are determined by applicable federal law and government agencies.

Employees with questions about individual Social Security or Medicare benefits should consult the appropriate government resources or a qualified advisor.

47G may offer an Employee Assistance Program, or similar resource, to support eligible employees with personal, family, mental health, financial, legal, or work-life concerns.

When available, Employee Assistance Program services may include confidential counseling, referrals, crisis support, or practical resources designed to help employees address challenges early and responsibly.

Employees should review applicable program materials for details about confidentiality, eligibility, service limits, provider access, and covered services.

47G may offer wellness benefits or wellness-related initiatives to support employee health, resilience, and sustainable performance.

Wellness benefits may include health education, fitness resources, wellness reimbursements, preventive care initiatives, mental health resources, or other programs approved by the organization.

Wellness programs are designed to support employees, not replace medical advice. Employees should consult qualified medical professionals regarding personal health concerns.

47G may provide access to employee discounts, partner discounts, event-related opportunities, technology discounts, travel discounts, or other voluntary benefit programs when available.

Discount programs may be offered by outside vendors and may be subject to separate terms, eligibility rules, privacy practices, and availability.

47G does not guarantee the availability, quality, pricing, or continuation of third-party discount programs unless expressly stated in writing.

47G may offer tuition assistance, educational reimbursement, or learning support when approved by leadership and aligned with organizational needs.

Tuition assistance may support coursework, certifications, licenses, technical training, degree programs, or other education that strengthens an employee’s ability to contribute to 47G’s mission.

Eligibility, approved programs, reimbursement limits, grade requirements, repayment obligations, documentation requirements, and approval procedures will be determined by 47G policy or written agreement.

Employees should obtain written approval before enrolling in any course or program for which they seek reimbursement.

47G supports professional development that strengthens employee capability, leadership, technical fluency, policy understanding, operational execution, and ecosystem awareness.

Professional development may include conferences, certifications, industry events, training programs, leadership development, technical education, public policy education, manufacturing site exposure, or other approved learning opportunities.

Employees seeking professional development support should discuss the opportunity with their supervisor in advance. Approval may depend on budget, role relevance, performance, scheduling, business need, and expected benefit to the organization.

Professional development is an investment in both the employee and the mission. Employees who receive development support are expected to apply what they learn, share relevant insights, and strengthen the organization’s operating capacity.

47G may offer domestic partner benefits if provided under applicable benefit plans and organizational policy.

Eligibility, documentation requirements, tax treatment, coverage options, dependent eligibility, and enrollment rules are governed by the applicable plan documents and benefit provider requirements.

Employees seeking domestic partner coverage should review plan materials carefully and consult Human Resources or the designated benefits administrator for guidance.

47G provides workers’ compensation coverage in accordance with applicable law.

Workers’ compensation may provide medical benefits, wage replacement, or other benefits to eligible employees who experience a work-related injury or illness.

Workers’ compensation coverage is governed by applicable law, insurance requirements, and claims procedures. Eligibility and benefit determinations are made through the applicable workers’ compensation process.

Employees are expected to work safely, follow site rules, use required protective equipment, report hazards, and support a workplace where safety is treated as an operational standard.

Work-related injuries and illnesses must be reported using the process described in Section 11.2.1. For workers’ compensation purposes, employees may also be required to complete incident forms, provide medical documentation, cooperate with the claims process, and follow return-to-work instructions; failure to report an injury promptly may delay benefits.

47G participates in unemployment insurance programs as required by law.

Unemployment insurance may provide temporary financial assistance to eligible individuals who are separated from employment through qualifying circumstances. Eligibility, benefit amounts, and claim determinations are made by the applicable state agency, not by 47G.

47G will respond to unemployment information requests truthfully and in accordance with applicable law.

Employees and covered dependents may have the right to continue certain health benefits after separation from employment, reduction in hours, or another qualifying event, if required by COBRA or other applicable continuation coverage laws.

Continuation coverage is governed by applicable law and plan terms. Eligibility, deadlines, premiums, coverage duration, qualifying events, and election procedures will be described in the applicable notices provided by the plan administrator or benefits provider.

Employees are responsible for reviewing continuation coverage materials carefully and taking required action within the stated deadlines.

Employees are responsible for reading benefit notices, COBRA notices, continuation coverage notices, open enrollment materials, plan documents, and other benefit communications provided by 47G, the plan administrator, or benefit providers.

Employees must keep their mailing address, email address, dependent information, and other benefit-related information current so notices can be delivered properly.

Failure to review notices or meet deadlines may result in loss of coverage rights, delayed benefits, or inability to make changes until a future enrollment opportunity.