Retirement & Pension — Kaiser Permanente — Northern California RNs & NPs

If individuals eligible for coverage under this plan live outside the Kaiser Permanente service area, and do not elect the Alternate medical Plan currently described as KP2RX, the Employer will offer its Medicare Out of Area Group Plan. If individuals eligible for coverage under this plan live in another Kaiser Permanente Service Area, the Employer will offer an Out of Region plan. Such individuals must enroll in Senior Advantage. Out of Region dependents who are not yet Medicare eligible must enroll in Kaiser Permanente’s Senior Advantage Plan as soon as they become eligible. A Post-2016 Retiree who is in the Medicare Out of Area Group Plan or the Out of Region group plan will be required to pay the monthly premium contribution amount required of a Post-2016 Retiree in the in- region retiree medical plan, plus any amount of the Out of Area or Out of Region premium which is in excess of …

Effective with Plan Year beginning January 1, 2024: • Eligible Nurses who elect to enroll in the HCSA Plan in 2024 will receive an Employer contribution of two hundred fifty dollars ($250) on 1/1/24 for the 2024 Plan Year. • Eligible Nurses who elect to enroll in the HCSA Plan in 2025 will receive an Employer contribution of two hundred fifty dollars ($250) on 1/1/25 for the 2025 Plan Year. • The maximum HCSA voluntary employee contribution is determined each year by the IRS and the Plan. • Unused amounts in the Health Care Flexible Account (HCSA) may carry over into the next Plan Year in accordance with the Plan.

Effective January 1, 2003, all Nurses shall become eligible to participate in the Kaiser Permanente Employees Pension Plan upon completing one (1) year of Service.

An employee is entitled to a Deferred Vested Pension if his/her employment terminates and s/he has completed five (5) years or more of Pension Service. The Deferred Vested Pension is computed in the same manner as a Normal Pension, based upon the employee’s years of Credited Service and Final Average Monthly Compensation at the time of his/her termination. Payments commence at age sixty five (65), subject to filing a retirement application.

A Post-2016 Retiree who elects the retiree medical plan (with cost sharing) which begins upon Medicare enrollment (usually age 65), will receive an Employer allocation to an unfunded Retiree Premium Health Reimbursement Account (“HRA”) at the time of retirement in the amount of Fifteen Thousand dollars ($15,000). A Post-2016 Retiree may access the Retiree Premium HRA only for reimbursement of the amount of his/her required monthly premium contribution for his/her own retiree medical plan coverage that is in excess of Thirty Dollars ($30) and for the required monthly premium contribution of his/her Medicare-eligible spouse/domestic partner’s retiree medical plan coverage that is in excess of Thirty Dollars ($30). In the event of a Post-2016 Retiree’s death, any balance in the Retiree Premium HRA will be available for the benefit of the retiree’s surviving spouse or domestic partner, until …

Years of Pension Service determine eligibility for participation, vesting and retirement. Any calendar year in which a Nurse receives pay for 1,000 or more hours of employment is a year of Pension Service. All employment with KP will be used to determine Pension Service under the plan for vesting purposes. Credited Service

Effective January 1, 2016, and continuing throughout the term of this Agreement, if a Nurse is contributing to the KP401K Plan and has one year of service, the Employer will contribute a 100% match of the Nurse’s contribution, up to one and a quarter percent (1.25%) of the Nurse’s eligible gross wages. Beginning with 2018 payroll year, if a Nurse contributes at least 2 percent (2%) of annual eligible wages and is employed on December 31, the Employer will contribute an optimization match after the end of the year if necessary for the prior year match to equal one and a quarter percent (1.25%) of annual eligible wages. The Employer Defined Contribution Match (DC Match) will be vested at the rate of twenty percent (20%) per year of employment, with participants becoming fully vested after five (5) years of employment.

Effective January 1, 1992 the Association will establish a Long Term Disability Plan for all Regular Nurses who elect to participate. Such Plan shall be implemented and administered solely by the Association with no contribution by the Employer.