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1 Share s Benefit Package in Comparison with area nonprofits participating in the 2013 MBL Survey (2015 MBL Survey will be out sometime this fall) Pay Practices MBL Results 37% pay semi-monthly, 29% pay bi-weekly and 34% pay monthly o Share Pays semi-monthly Pay Increases MBL Results 32% pay award increases at the start of the year, 28% have no set interval o Share, when there is not a salary freeze, award increases on staff s hire date anniversary MBL Results 47% have no set policy for increasing new hire wages, 23% wait over 180 days o Share typically does not give a new hire a raise until their hire date anniversary, however sometimes at hire a review will be promised for their 90 day or 180 day MBL Results 38% use a merit/performance pay increase system, 38% use a combination of a fixed dollar amount and variable based on merit/performance o Share, in an attempt to raise all salary levels has a system based on median salary Bonus Programs MBL Results 79% do not have an established bonus program. Participants indicated that the incentive/bonus/additional cash is awarded based on a discretionary policy o Share has an established bonus policy based on net income over a 12 month period

2 Health Insurance MBL Results 90% offer health insurance to employees o Share offers a very good plan with Kaiser where staff pay $15 co-pays and have a $750 deductible MBL Results 88% offer insured plans versus self-insured o Share offers an insured plan through Kaiser MBL Results Employers cover an average of 93% of the premium for employees MBL Results Employers cover an average of 20% of the premium for dependent(s) MBL Results 65% of Employers offer a Flexible Spending Account o Share offers a Flexible Spending Account Dental Insurance MBL Results 86% offer dental insurance to employees o Share offers dental insurance with Guardian MBL Results Employers cover an average of 81% of the premium for employees MBL Results Employers cover an average of 17% of the premium for dependent(s) Vision Insurance MBL Results 55% offer vision insurance to employees o Share offers vision insurance with Kaiser MBL Results Employers cover an average of 82% of the premium for employees

3 MBL Results Employers cover an average of 20% of the premium for dependent(s) Life Insurance MBL Results 60% offer Life Insurance o Share offers at no cost $15,000 life insurance on all eligible employees Accidental Death and Dismemberment Insurance MBL Results 58% offer AD & D Insurance o Share does not offer Disability Insurance MBL Results 36% offer Short Term Disability Insurance, 51% offer Long Term Disability o Share offers at no cost both Short Term and Long Term Disability Insurance Retirement Benefits MBL Results 62% offer a 401(k) or 403 (b) plan o Share offers a 403 (b) plan MBL Results 32% allow enrollment on first day, 16% require 1,000 hours, 20% one year o Share follows the Simple IRA rules which state that the employee must have earned a minimum of $5,000 in the previous year and be expected to earn a minimum of $5,000 in the enrollment year MBL Results 50% make a matching contribution o Share matches $1 for $1 up to 3% of their income

4 Time Off Benefits MBL Results The majority of the participants offer time off in separate banks vacation, sick and holidays with 69% offering sick time o Share offers 3 weeks vacation in the first through 4 years of employment o Share offers 10 paid sick days based on you weekly average of hours o Share offers 8 paid holidays ( the MBL average is 8) Professional Development MBL Results 90% offer professional training & development, 69% budget $500 or less per employee per year o Share offers professional training and development, budget $125 per person Additional Benefit Practices 12% offer parking/transportation Share does not 1% offer scholarships Share does not 14% offer a company cell phone Share does for the Outreach & Hunger Response Programs 15% reimburse for employee cell phone Share does not 9% have a pet friendly work place Share does not allow nonservice animals on site 1% offer on-site child care Share does not 18% allow telecommute-to-work, work from home Share does on a limited basis 28% offer a flexible or compressed schedule Share does on a case by case basis 75% offer paid bereavement leave Share pays bereavement leave 84% offer paid Jury Duty Share pays for up to two weeks jury duty 9% pay for time off to volunteer Share does not

5 Healthcare Cost Containment & Legislative Reform Participant responses indicated that their organizations have taken the following actions in reducing costs of healthcare in the last two years: o 21.9% have implemented a High-Deductible Health Plan (HDHP) o 48.6% have implemented a Health Reimbursement Account (HRA) o 49.5% have increased deductibles but not HDHP o 15.2% have increased co-pays and out-of-pocket expenses o 9.5% have implemented wellness program benefits through insurance providers o 8.6% implemented wellness program benefits with vendors other than insurance providers o 69.5% have implemented physical health/risk assessments o 1% have done none of the above Share is now exploring a HDHP in connection with an HRA Share increased our deductibles from $250 to $750 although we allowed at the employee s cost for them to buy up to the $250 plan 6 employees opted to buy up but none reached their deductible Share did not increase co-pays Share has offered a wellness program through Kaiser and a stand-alone where we provide cost reimbursement for expenses Share has not implemented physical/risk assessments