BENEFITS OVERVIEW

SECTION 7 A. HEALTH BENEFITS Eligibility If you are eligible for benefits, your benefits are effective on the first day of the month following your hire date. For example, if you were hired on February 12, 2008, then you will become eligible for benefits coverage on March 1, 2008. If your hire date falls on the first of the month, then your hire date will also serve as your benefits-eligible date.

Coverage Termination Date If you terminate employment, your benefits coverage will continue to the end of the month in which you terminate employment, with the exception of Life Insurance and Disability coverage. Your coverage for Life Insurance and Disability will end on your termination date.

Benefits Coverage At Crawford, we seek to provide you with the best possible work environment – and a key part of that includes the benefit programs we offer. Our benefits program includes: • • • • •

Options for medical, dental, and vision care. Flexible spending accounts that offer tax savings. Income protection benefits that include life and personal accident insurance choices for you and your dependents. Short-term and long-term disability coverage. Programs designed to help you save for retirement and promote work/life balance, including a 401(k) savings plan, Employee Assistance Program, paid holidays, and more.

Health and Other Benefits Eligibility Refer to the chart below for information about who is eligible for Crawford benefits.

Benefit Plan

PartTime/20-24 Hours

Part-Time/30-32 Hours

Full-Time

Not Eligible

Eligible

Eligible

Basic Term Life Insurance Plan for employees and dependents

Eligible

Eligible

Eligible

Optional Term Life for employees, spouses and eligible dependents

Eligible

Eligible

Eligible

Personal Accident (Age restriction for spouse age 70 and reduced benefits based on age)

Eligible

Eligible

Eligible

STD/LTD

Not Eligible

Eligible

Eligible

Dental Plan

Not Eligible

Eligible

Eligible

Vision Plan

Eligible

Eligible

Eligible

Credit Union Membership

Eligible

Eligible

Eligible

401(k) Savings & Investment Plan

Eligible

Eligible

Eligible

Employee Stock Purchase

Eligible

Eligible

Eligible

Vacation

Eligible

Eligible

Eligible

Flexible Spending Accounts

Eligible

Eligible

Eligible

Not Eligible

Eligible

Eligible

Auto & Home Insurance Discount Plan

Eligible

Eligible

Eligible

Employee Assistance Plan

Eligible

Eligible

Eligible

Holidays

Not Eligible

Eligible

Eligible

Floating Holidays

Not Eligible

Eligible

Eligible

Bereavement Leave

Not Eligible

Eligible

Eligible

Jury & Witness Duty

Eligible

Eligible

Eligible

Not Eligible

Eligible

Eligible

Retirement Gifts (Age 55/10 Years of Service)

Eligible

Eligible

Eligible

Service Awards

Eligible

Eligible

Eligible

C&C Scholarship Program

Not Eligible

Not Eligible

Eligible

Personal Leave of Absence

Not Eligible

Eligible

Eligible

Tuition Reimbursement

Not Eligible

Not Eligible

Eligible

Eligibility

Medical Plan/Pharmacy

Sick Leave

Time Off to Vote

Issued: January 2008

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BENEFITS OVERVIEW B. MEDICAL PLAN If you are eligible for medical coverage, coverage for you and your eligible dependents is effective on the first day of the month following your hire date. The medical options available to you vary based on your home address and geographic location, as listed below. • • • •

Most employees may enroll in a local Aetna Select Plan. All employees may enroll in the Aetna HealthFund HRA or BlueCross/ BlueShield PPO. Employees in California may also enroll in Kaiser-Permanente. Employees in Hawaii may enroll in HMSA PPO.

The Aetna Select Plans provide coverage for a full range of health services and preventive care. Participants must select a physician to be in charge of their care called a Primary Care Physician (PCP). The PCP provides most of the routine care, and refers patients to specialists when necessary. Participants are required to pay co-payments for PCP and Specialist visits; however, co-insurance will apply to some covered services. The Aetna HealthFund HRA is a consumer-directed plan administered by Aetna. It combines point-of-service (POS) medical coverage with a special, taxadvantaged HRA account that is partially funded by the Company. You can use the fund to pay for covered health care expenses (including the deductible) during the year. In and out-of-network benefits are available. You will not have to select a primary care physician for benefits or referrals for specialty care. The BlueCross/BlueShield PPO plan provides coverage for many services performed by in-network providers for a modest co-pay. In and out-of-network benefits are available. You will not have to select a primary care physician for benefits or referrals for specialty care. Kaiser-Permanente is available only to employees in California. The HMSA plan is only available to employees in Hawaii, and is designed to satisfy statespecific requirements. If you are eligible for either plan, you will receive planspecific information in your initial enrollment packet, and each year during open enrollment. For more information, call Employee Benefits at 1-800-286-1424, Option 2, or send an e-mail to [email protected].

C. PRESCRIPTION DRUG PLAN If you participate in the Aetna Select or BlueCross/BlueShield PPO plan, you receive prescription drug coverage through Express Scripts. You are automatically enrolled in the Express Scripts Drug Plan. If you participate in the Aetna HealthFund HRA plan, you will pay for your prescriptions from your HRA fund until the fund is exhausted. After you satisfy your remaining deductible, prescriptions filled by in-network pharmacies will be covered at 90%. If you enroll in one of the other medical plan options, your prescription drug coverage is provided through your medical plan.

D. COMPANY–PAID FLU SHOT PROGRAM The flu virus is highly contagious, spreading to others before symptoms even begin to appear – traveling into schools, homes, and workplaces, and potentially infecting hundreds of thousands of people annually. When you contract the flu virus, you could be absent from work several days. To actively promote the wellness of our employees, Crawford contracts with Maxim, a national vendor, to provide online coupons for employees to receive a free flu shot at one of thousands of locations nationwide on an annual basis. Maxim partners with numerous pharmacy and grocery store chains in order to provide nationwide access to immunizations. In addition to the online coupons, Maxim will hold onsite clinics in our larger offices. Each year in early October, a communication is released to employees to announce the availability of the coupon program and to announce the office locations where on-site clinics are scheduled for that year.

E. FLEXIBLE SPENDING ACCOUNTS Healthcare Spending Account and Dependent Care Spending Account You have the opportunity to participate in a healthcare and/or dependent care spending account. As a participant, you contribute pre-tax dollars to an account that can be used toward eligible healthcare and dependent care expenses during the year. If you elect to participate, you save FICA and federal income tax on the money you contribute. The minimum annual contribution for either account is $150. The maximum annual contribution is $5,000.

F. DENTAL BENEFITS If you are eligible for dental benefits, coverage for you and your eligible dependents is effective on the first day of the month following your hire date. You have two MetLife dental plan options: The Basic Dental Plan and the Premium Dental Plan. Both plans provide benefits for preventive and diagnostic services, general and restorative services, prosthodontic services, and orthodontic services. However, the Premium Dental Plan generally pays higher benefits and has a higher annual maximum than the Basic Dental Plan. If you enroll in the Premium Dental Plan, you are required to stay in the Plan for two years before you can switch to the Basic Dental Plan or cancel coverage. Issued: January 2008

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BENEFITS OVERVIEW G. VISION PLAN If you are eligible for vision coverage, you and your dependents may enroll in the Vision Services Plan. The Vision Plan allows for one eye exam per calendar year for a $15 co-pay. The plan also covers a wide selection of frames, as well as single, lined bifocal, and lined trifocal lenses. The plan also pays benefits for contact lenses instead of prescription glasses.

H. BASIC LIFE INSURANCE The Company pays the full cost of basic life insurance coverage for all eligible employees. Your coverage automatically begins on the first of the month following your hire date. Your coverage is equal to one times your annual base pay up to a maximum coverage amount of $50,000. A minimal amount of coverage for dependents is also available under this plan at no cost to you. If your employment terminates, you have the right to convert your basic life insurance to an individual policy. You will automatically receive information regarding your conversion rights from MetLife within 30 days of your date of termination.

I.

OPTIONAL LIFE INSURANCE FOR EMPLOYEES

If you are eligible, you may purchase optional life insurance coverage between one-half (1/2) up to five (5) times your annual base pay. The maximum amount of coverage you may elect without providing evidence of insurability is $450,000. If you provide satisfactory evidence of insurability and it has been approved by MetLife, the maximum optional life insurance coverage amount is $750,000. If your employment terminates, your optional life insurance coverage is portable, which means you can keep the coverage and pay the applicable premium directly to MetLife. You will automatically receive information regarding the portability feature of this plan from MetLife within 30 days of your date of termination.

J. OPTIONAL LIFE INSURANCE FOR SPOUSE AND CHILDREN If you are eligible for optional life insurance coverage, you may also choose to purchase optional coverage for your eligible dependents. Optional life insurance for a spouse is available in $10,000 increments up to a maximum amount of $100,000. Optional life insurance coverage for your child(ren) is also available in $2,000 increments up to a $20,000 maximum. If your employment terminates, your optional life insurance coverage for your spouse and/or children is portable, which means you can keep the coverage and pay the applicable premium directly to MetLife. You will automatically receive information regarding the portability feature of this plan from MetLife within 30 days of your date of termination.

K. PERSONAL ACCIDENT INSURANCE If you are eligible, you may purchase Personal Accident Insurance (PAI) coverage. Coverage is limited to losses that are a result of an accidental death or dismemberment of a body part. You may elect coverage in $10,000 increments from $20,000 up to $1,000,000 maximum. Coverage is also available for your eligible spouse and children. You pay the full cost of coverage.

L. DISABILITY INSURANCE Disability benefits help protect you and your family by replacing a portion of income should you become disabled and unable to work. The Company provides all eligible employees with two types of disability insurance – Short-Term Disability (STD) and Long-Term Disability (LTD). The STD and LTD plans offer valuable disability insurance coverage to all regular employees scheduled to work 30 or more hours per week. We believe disability insurance is an important employee benefit, and therefore, the full cost of coverage is paid by the Company. If you become disabled, you must first use all sick leave before you are eligible to receive disability benefits. You must also satisfy a 14-day waiting period before STD benefits are payable. The benefit amount is 60% of your base pay up to a maximum benefit. Short-term disability benefits are paid bi-weekly and the maximum weekly benefit is $2,308 per week, up to 24 weeks if you remain disabled. If after 24 weeks, you still qualify as disabled, you may begin to receive LTD benefits. LTD benefits are paid monthly and the maximum is $10,000 per month, up to age 65. Disability leave counts toward any entitlement of time that you may have under the Family and Medical Leave Act of 1993 or any applicable state or local laws which provide similar rights. Family and Medical Leave will continue to be unpaid and will run concurrently with any paid leave such as disability, sick leave, or vacation, in accordance with our policy. For more information on FMLA contact the Employee Benefits Department at 1-800-286-1424, Option 2. If you have any questions regarding the disability plan provisions, please call Reliance Standard’s Customer Service Department at 1-800-351-7500 or contact the Employee Benefit Department at 1-800-286-1424, Option 2. If you expect to be absent from work for more than 14 days, you need to: • • • • • •

Notify your supervisor Call your supervisor on the first day of absence Call Reliance Standard’s Claims Intake Unit – Matrix Absence Management at 1-877-202-0055 Complete, sign, and return all forms that Matrix sends Continue to see your doctor on a regular basis and stay in touch with Matrix and your supervisor during disability Coordinate with Matrix and your supervisor to plan the date of return to work.

Issued: January 2008

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BENEFITS OVERVIEW M. LONG TERM CARE INSURANCE Unexpected events, such as accidents or illness, can catch us off guard at any age, any time. This can often lead to financial and emotional hardship and may leave us thinking we should have planned better. With this in mind, Crawford is pleased to offer eligible employees the opportunity to purchase Long Term Care insurance from Unum Life Insurance Company of America. The insurance is flexible, allowing you to purchase a plan that works best for you. It is important to consider purchasing this insurance at any age, but keep in mind, the younger you are when you buy this insurance, the lower the cost. The program is available to other eligible family members as well. Enrollment for this plan is offered once a year – in May of each year. New employees will be eligible to purchase guarantee issue coverage during their initial enrollment period. The cost of coverage varies based on your age, the plan you elect, the monthly benefit payable, and the duration of plan benefits.

N. 401(K) PLAN The 401(k) Plan offers you a way to save toward retirement on a tax-deferred basis, through easy payroll deduction. If you are eligible to participate in the 401(k) Plan, you are automatically enrolled and 3% of your paycheck is automatically directed to the plan on your behalf, unless you elect to increase or decrease your deferral percentage or opt to not participate in the Plan. You may choose to defer between 1% and 50% of your pay on a pre-tax basis. If you participate in the plan, you are also eligible to receive Company matching contributions. The Company will match the first 1% of your pay that you contribute, $1 for $1. The Company will match the next 5% of your pay that you contribute at 50 cents for every dollar. In other words, if you contribute 6% or more of your pay to the plan, the Company will contribute 3.5% of your pay in matching contributions. Your savings grow tax-deferred, and you can choose to invest in a variety of options provided by T. Rowe Price. You are 100% vested in the Company’s matching contributions after you complete two years of service. You are always 100% vested in your own contributions.

O. EMPLOYEE STOCK PURCHASE PLAN Eligible employees may purchase Company Class A stock at a 15% discount through payroll deductions as a part of the Employee Stock Purchase Plan. Enrollment is held in June each year and the purchase period runs from July 1st through June 30th. At the end of the purchase period, the 15% discount is taken from the lower price of the two dates – the price of the stock on the first day of the purchase period or the price of the stock on the last day of the purchase period. You are eligible to participate in the Crawford & Company Employee Stock Purchase Plan if you are scheduled to work an average of 20 hours per week and you have at least 45 days of service with the company on June 1st. The Employee Stock Purchase Plan provides a way for you to invest in your employer, Crawford & Company.

P. RETIREMENT GIFT PROGRAM Crawford recognizes those employees who retire from the Company, who are at least age 55 with 10 or more years of service, through our retirement gift program. The company appreciates your dedicated service and recognizes that the Company’s success is a direct result of every employee striving for Excellence in Everything We Touch. The talent, skill, and knowledge developed and acquired over the years allow each of us to make significant contributions. In appreciation for your dedicated service, Crawford selected a collection of exceptional gifts from which you may choose when it is time for you to retire. Gift selections are provided by Diamond H Recognition. For more information, you may contact the Retirement Plan Analyst in the Employee Benefits Department by calling 1-800-286-1424, Option 2, then select Option 4.

Q. EMPLOYEE ASSISTANCE PROGRAM (EAP) Crawford understands that pressures of personal and professional life can be challenging. That is why we provide an employee assistance program (EAP) to our employees and their family members at no cost. Professional EAP counselors are available to employees and their family members who want assistance in balancing their work and personal lives. The program is voluntary, independently administered, and confidential. You can call 1-888-3000431 or visit www.lifebalance.net and enter user ID: Crawford and access code: 2730.

R. SERVICE AWARDS We understand the importance of employee service time with the Company. In appreciation, the Company presents service awards to employees to recognize service anniversary milestones. All regular full-time and regular part-time employees are eligible to receive service awards. Service awards are presented to an employee by their supervisor upon the completion of each five years of eligible service time. Service awards are in the form of service emblems which vary in appearance based on length of service. Completed years of service are based on an employee’s seniority, which does not include service time as a temporary/seasonal employee. Human Resources will notify your supervisor one month before your anniversary date. Notification will be in the form of a letter to your supervisor, accompanied by the appropriate service pin. Once awarded, it is your responsibility to safeguard the service pin. In the event a service pin is lost or stolen, you may purchase a replacement pin at market value.

Issued: January 2008

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BENEFITS OVERVIEW S. TUITION REIMBURSEMENT POLICY The Company’s Tuition Reimbursement Program is designed to assist you in achieving higher levels of performance and in attaining career development goals. The Company encourages you to develop your capabilities to the fullest and will assist in such development efforts for the securing of an AA, AS, BS, BA, BBA or Masters Degree through a 2-4 year institution.

Eligibility Active full-time employees who have completed 12 months of continuous employment with the Company are eligible for participation. Job performance must be rated “Meets Standards” or higher and the employee cannot be on any formal corrective action (i.e., written warning or final written warning) throughout the educational period/term. The Company in its sole discretion may approve course participation based on the relevance of the course to your employment and/or availability of funding.

Programs Covered Most undergraduate and graduate degree programs are approved, provided the area of study is related to either the employee’s current position or a career path with the Company. Only courses offered by an accredited institution will be reimbursed under the program.

Expenses Covered The program reimburses 80% of tuition, textbook expenses, and associated course fees for approved courses, up to $5,000 per calendar year. You may not receive reimbursement for more than two classroom courses per educational period/term. On-line courses are limited to one per educational period/term. (NOTE: The $5,000 calendar year maximum is based upon when the reimbursement takes place, not when the courses are taken. Consequently, courses completed late in the year but reimbursed the following year will count towards the new year’s eligible tuition reimbursement. For example, if a course is completed in December 2007, but $2,500 of tuition related expense is reimbursed in January 2008, the remaining eligibility for tuition reimbursement in 2008 is $2,500.) This maximum applies to both undergraduate and graduate level courses. Non-academic expenses such as parking, board/meals, transportation, and other expenses are not considered qualified educational assistance expenses.

Offset for Other Sources of Financial Aid If you are eligible for other sources of financial aid, such as scholarships, grants, or the G.I. Bill, you must apply for and use these benefits before requesting educational assistance under this policy. The Tuition Reimbursement Policy may pay 80% of eligible expenses in excess of the amount received from other sources of financial assistance (subject to annual and lifetime benefit maximums). Each employee who requests educational assistance must provide Crawford Educational Services with documentation of the benefits received through the other sources of financial assistance before the Company will issue any reimbursement under this policy.

Lifetime Maximum Benefit The maximum benefit payable by the tuition reimbursement program is $20,000 per eligible employee.

Educational Assistance Repayment If you terminate your employment voluntarily within one year of receiving educational assistance or are involuntarily terminated for cause, the full amounts of the assistance received during the last year of employment are immediately due and owing to the Company. This one-year period will be calculated from the date of the reimbursement provided to you, not when the course was taken or completed. The Company will deduct this amount from your final pay check to the extent allowed by law. If the amount of the reimbursement required is greater than the payroll amount, you are liable to reimburse the Company, without delay, this difference. If you are involuntarily terminated as a result of a reduction-in-force, you are not required to repay any amounts of tuition reimbursement.

Approval and Reimbursement Policy and Procedures To be eligible for reimbursement, you must earn a grade of “C” or higher for each undergraduate course and a grade of “B” or higher for each graduate level course. You must complete a Tuition Assistance Request Form for each new term. Each request form must be reviewed and signed by the branch or departmental manager. New request forms must be accompanied by a signed Tuition Reimbursement Agreement (which is attached to the request form) each time a new request is submitted. The completed form is sent to Crawford Educational Services, Branch 00798 for review and approval. It is required that requests are submitted 30 days prior to the course start date. If your request satisfies the eligibility requirements for reimbursement, the employee will receive notification from Crawford Educational Services of approval within 30 days of receipt of the request form. Employee must be actively employed when course begins, ends, and when the reimbursement is processed by Crawford Educational Services.

Issued: January 2008

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BENEFITS OVERVIEW After completing the course, you must submit copies of the final grade, along with receipts for tuition, textbook, and any associated course fees to Crawford Educational Services. Requests for reimbursement must be submitted within 60 days after course work has been completed.

Tax Liabilities Educational reimbursement is not subject to employment or income tax withholding by the Company. However, potential tax liabilities may arise as a result of participation in the program. The amount of the reimbursement may be considered taxable income to you. In these cases, the reimbursement must be reported on your personal income tax return. You should consult with your personal tax advisor regarding the impact of reimbursements under the program.

Company Discretion Employee participation in the program is solely at the discretion of the Company. Nothing in this discretion should be construed as giving any rights to an employee. The Company may, at its discretion, terminate, amend, or modify the program in its entirety or in part or with respect to any job category.

T. CRAWFORD & COMPANY SCHOLARSHIP PROGRAM Children of full-time employees may apply for college scholarships that are renewable for up to three years. Selection criteria include academic achievement, community involvement, personal and academic recommendations, and a personal essay. The application period is typically held mid-September to mid-January of each year. Notices are posted throughout the Company before the beginning of each application period. Applicants are notified by mail of results in April following the application close-out date. Contact the Program Administrator at 1-800-286-1424, Option 4 for more information on how to obtain an application packet or other questions.

U. AUTO & HOME INSURANCE DISCOUNT PROGRAM Crawford provides you with access to group auto and homeowners’ insurance. This program provides property insurance coverage with discounted premiums. You can receive quotes from six insurance companies, and you can choose to pay premiums by payroll deduction, monthly bank draft, or direct bill. For more details, call Wachovia - Group Home Owners & Auto at 1-866-488-4866.

V. ASSOCIATED CREDIT UNION MEMBERSHIP We offer our employees the opportunity to become a member of the Associated Credit Union. Membership in this credit union provides you with access to a host of financial services. There is a one-time membership fee and a required initial deposit to open an account. You may join today by downloading a membership kit from www.acuonline.org. For more details, call 1-800-235-3259 outside of GA or (770) 448-8200 for GA residents.

W. WORKER’S COMPENSATION The Company provides Worker’s Compensation coverage for all employees. This coverage provides for payment of certain legally required medical expenses and wage benefits in the event that you suffer a compensable and work-related injury or illness. If you suffer a work-related illness or injury, you need to immediately report such injury or illness to your supervisor and/or Human Resources. For more details, call 1-800-252-1363.

X. COBRA The Consolidated Omnibus Budget Reconciliation Act of 1985 (“COBRA”) provides eligible individuals with the option to continue medical, dental, vision, and healthcare FSA (if applicable) coverage under Company policy, at their own expense and for a certain period of time, upon the termination of employment as well as in other circumstances. You will receive detailed information in the event of your termination from employment. For more information, please contact Human Resources. This section contains a brief summary of benefits offered to all eligible employees. For more specific information, contact the Benefits Department. The Company reserves the right to change benefits at any time. The formal Summary Plan Documents and official plan documents supersede and control any ambiguities with this Handbook or any other statements about the Plans’ benefits.

Issued: January 2008

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