OPEN ENROLLMENT GUIDE

2014 OPEN ENROLLMENT OCTOBER 14 – NOVEMBER 2, 2013 It’s time to elect your 2014 benefits! Open Enrollment is your annual opportunity to learn about our benefit options and choose the plans that are best for you. Ingredion’s goal is to provide benefits that are valuable, competitive and designed to maximize the coverage you receive in exchange for your share of the cost. We also want to encourage you to take an active role in managing your health and how you use health care services. If you wish to keep your benefit choices from 2013, you do not need to re-enroll for 2014 — your current medical, health savings account, dental, life and accident insurance will continue for 2014 based on your current elections. However, if you would like to enroll in a Health Care or Dependent Care Flexible Spending Account (FSA) in 2014, you will have to make an active election for that benefit.

Partners in Value At Ingredion, we do all we can to mitigate the effect of rising health care costs. We look at the design of our benefit programs, the providers we work with and the role you can play in keeping our plans affordable. We’re asking you to partner with us to control costs by learning about your coverage and how to use it most effectively. Ingredion provides you with a number of tools and resources, but it’s up to you to stay informed, make the right choices and then make the most of the benefits you have. Choose well, use well and be well!

This document summarizes key features of the Ingredion Incorporated benefits program. If there is a discrepancy between this booklet, the Summary Plan Descriptions, or the plan documents, the plan documents will govern in all cases. Ingredion reserves the right to change any of the plans at any time for any reason or terminate the plans at any time in the future. 2

TABLE OF CONTENTS Three Steps to Enroll............................................... 4

Qualified Family Status Change............................. 5



New Hires.................................................................. 5

Medical Coverage.................................................... 6

Your Medical Plans At A Glance............................ 6



Terms to Know.......................................................... 7



Choosing the Right Plan for You........................... 8



Medical Plan Account Contributions.................... 9

Don’t miss your chance! If you miss the Open Enrollment deadline, you won’t be able to make changes to your benefits elections in 2014 unless you have a qualified status change, such as a birth, death, divorce or marriage.

Prescription Drug Coverage.................................... 11 Dental Coverage..................................................... 12 Flexible Spending Accounts ................................... 13 Life and Accidental Death & Dismemberment Insurance / Disability Plans.................................... 14

Basic Life Insurance................................................ 14



Supplemental Life Insurance................................ 14



Optional Dependent Life Insurance..................... 15



Basic AD&D Insurance............................................ 15



Supplemental AD&D Insurance............................ 15



Disability Plans........................................................ 16

Your Resources....................................................... 17 Your Contributions – 2014 Monthly Benefit Rates................................... 18

3

Back to Table of Contents

THREE STEPS TO ENROLL Open Enrollment is your annual opportunity to choose benefits that fit you and your family best. Consider your 2014 options carefully and follow these three steps to make smart enrollment choices: STEP 1: UNDERSTAND YOUR OPTIONS Read this enrollment guide to understand your benefit options for 2014. Go online to www.PartnersInValueBenefits.com to learn more about your 2014 benefits. Attend an employee meeting. STEP 2: PLAN FOR YOUR 2014 NEEDS Review your current benefits and coverage levels. What makes the most sense for you and your family in 2014?

Go Online... The benefits website at www.PartnersInValueBenefits.com is a one-stop shop for your 2014 benefits. When you go online, you can: •

Use interactive tools to help you choose benefits that fit your needs

•

Find specific information and summaries of the benefits offered by Ingredion

•

Access resources to answer your questions

•

Enroll for your benefits

Decide which dependents you will cover in 2014. You will have four coverage levels to choose from: Employee Only, Employee + Spouse, Employee + Child(ren), and Employee + Family. Consider which medical plan is right for you and what other selections you would like to make. Also consider if you would like to contribute to a Health Savings or Flexible Spending Account. Compare medical plan options using the Health Plan Cost Estimator (pass code ingrdinc) and access other online tools at www.PartnersInValueBenefits. com. STEP 3: ENROLL OCTOBER 14 – NOVEMBER 2 Access the enrollment worksheet at www.PartnersInValueBenefits.com and submit the completed form to [email protected] by the November 2 deadline at 5:00 p.m. CT. Remember, you must enroll in the Health Care and/or Dependent Care Flexible Spending Account during the Open Enrollment period or you will not have an account for 2014.

Who is Eligible? Salaried employees and non-bargaining-unit hourly employees working 20 hours or more per week are eligible to enroll. You can also enroll eligible dependents in medical, dental, supplemental and optional life and AD&D insurance. Your eligible dependents include your: • Children up to age 26 • Spouse or domestic partner An Affidavit of Domestic Partnership is required annually. See eligibility criteria at www.PartnersInValueBenefits.com.

Back to Table of Contents

4

Back to Table of Contents

Qualified Family Status Change You cannot make changes to your 2014 benefits elections mid-year, unless you experience a qualified status change, such as: • Change in marital status • Birth or adoption of a child

New Hires As a new hire, you are eligible to enroll in benefits on the first day of the month following your date of hire, unless you are hired on the first business day of the month, in which case your benefits will be effective on your hire date. You must enroll within 30 days of your hire date. You will not be able to enroll for benefits until the next Open Enrollment period for 2015 unless you have a qualified status change.

• Death of a dependent spouse or child • Change in employment status for you, your spouse or dependent child • Change in eligibility status • Loss of other coverage for your spouse or dependent child

5

Back to Table of Contents

Medical Coverage Ingredion provides medical benefits designed to help you and your family stay healthy and have access to care when you need it. You have two medical plan options available through Blue Cross Blue Shield of Illinois. They are the: • Health Reimbursement Plan (HRP) • Health Savings Plan (HSP) Both plans: • Pay 100% of the cost of in-network preventive care • Require you to pay non-preventive health care costs at 100% until you reach your deductible • Provide you with an account – with contributions from Ingredion – to help you pay for medical expenses throughout the year • Have an out-of-pocket maximum to protect you from medical financial hardships • Are a part of the Blue Cross Blue Shield PPO Network

Your Medical Plans At A Glance

Both medical plan options cover your basic needs and pay for in-network preventive care, such as your annual physical or immunizations, at 100%. Other features of the plans differ, such as annual deductibles and out-ofpocket maximums. Let’s look at these features now:

MEDICAL PLANS AT A GLANCE HRP Annual Deductible* (Employee Only/ Employee + One or More) Out-of-Pocket Maximum (Employee Only/Employee + One or More) Preventive Care

HSP

In-Network

Out-of-Network

In-Network

Out-of-Network

$750/$1,500

$1,000/$2,000

$1,500/$3,000

$1,500/$3,000

$2,500/$5,000

$4,000/$9,000

$3,000/$6,000

$6,000/$12,000

In-network covered at 100%

COINSURANCE Primary Care Specialist Care Annual Company Contribution to Account (Employee Only/Employee + One or More)

You pay 20% after deductible

You pay 40% after deductible

You pay 20% after deductible

$125/$250

You pay 40% after deductible

$250/$500

* For the HRP, the in-network and out-of-network deductibles and out-of-pocket maximums are met separately.

Back to Table of Contents

6

Back to Table of Contents

Terms to Know Whether you choose medical coverage from the HRP or HSP, each has an annual deductible, coinsurance and an out-of-pocket maximum. So how do these work? ANNUAL DEDUCTIBLE You pay 100% of your health care expenses each year up to a set amount called your annual deductible. Your medical plan account, including Ingredion’ contributions, can help you pay expenses until you reach your annual deductible. COINSURANCE After you reach the annual deductible, you and Ingredion share the cost of your care. This cost-sharing is called coinsurance. Generally, you pay 20% and Ingredion pays 80% of eligible in-network expenses. The funds in your medical plan account can also help you pay your coinsurance. OUT-OF-POCKET MAXIMUM Your out-of-pocket maximum is the most you will pay in a year for eligible medical expenses and protects you from financial hardships due to medical costs. Your deductible and coinsurance (but not HRP drug copays) count toward your out-of-pocket maximum. After you reach this amount, Ingredion pays for 100% of eligible medical expenses for the rest of the year.

COST OF HEALTH CARE SERVICES

100% paid by Ingredion

Coinsurance paid by Ingredion: 80%

Your Portion

Your Portion:

20%

}

OUT-OF-POCKET MAXIMUM COINSURANCE You share the cost of these expenses with Ingredion. You can use HRA, HSA or FSA funds for your share. DEDUCTIBLE You pay until you reach the deductible. You can use HRA, HSA or FSA funds for these expenses.

Back to Table of Contents

7

Back to Table of Contents

Choosing the Right Plan for You You’ve seen how these plans are similar. How do they differ? The table below compares some of the key features of the HRP and HSP.

HRP VS. HSP FEATURES HRP

HSP

Who can elect the plan?

Any Ingredion employee who is eligible for medical benefits

Any Ingredion employee who is eligible for medical benefits To have an HSP account you CAN NOT be: • Covered by any other medical plan other than a high-deductible health plan • Enrolled in Medicare • Claimed as a dependent on another individual’s tax return

Paycheck cost vs. deductible

Higher per-paycheck cost in exchange for a lower deductible

Lower per-paycheck cost, but a higher deductible

Only Ingredion can contribute to the account

Both you and Ingredion can contribute to the account. Contributions made through payroll deductions are done on a pre-tax basis. The maximum amount of combined contributions you and Ingredion can make to your account in 2014 is: • Employee Only coverage: $3,300 • Employee + One or More coverage levels: $6,550 • Catch-up contribution (if 55 or older): $1,000

Who can contribute to the plan account?

Who owns the account? Can the money in the account earn interest or be invested?

Ingredion owns the “money” in the account

The money does not earn interest nor can it be invested in any way

You own the money in the account, which you will set up with ACS|BNY Mellon Money in your account can grow tax-free with interest, and when you reach a balance of at least $1,000, you can invest your money – much like a 401(k) plan

Can my account balance roll over to next year?

You may be able to roll over your funds from year You can roll your funds over from year to year to year as long as you remain enrolled in the HRP, and use them in retirement or after you leave but you cannot take your funds with you when Ingredion you leave Ingredion

Can I participate in an FSA?

You can participate in both a health care and/or dependent care FSA

How does the account work with prescription drugs?

• All prescription drugs (preventive and non-preventive) are not subject to the deductible • All prescription drugs do not count toward the out-of-pocket maximum

What expenses can I pay for with the account?

The money in your account can be spent tax-free on eligible medical expenses so long as you are employed at Ingredion

You are prohibited from participating in a health care FSA, but you can participate in a dependent care FSA • Preventive prescription drugs are not subject to the deductible • Non-preventive prescription drugs are subject to the deductible • All prescription drugs count toward the out-of pocket maximum The money in your account can be spent taxfree on eligible health care (medical, dental and vision) expenses now or in the future – even if you leave Ingredion

Back to Table of Contents

8

Back to Table of Contents

Medical Plan Account Contributions To assist you with managing your health care costs through consumer-driven plans, Ingredion will offer the following for both the HRP and HSP accounts: An employer contribution. Ingredion funds your account based on whether you enroll at the Employee Only or Employee + One or More coverage level. Wellness contributions. Through the Healthy Living Wellness Program in 2014, you can earn up to $350 for Employee Only coverage or $700 if you cover your spouse/domestic partner by participating in various wellness activities.

Your HSP Account With ACS/BNY Mellon... If you enroll in the HSP, and do not currently have an account, you will need to open an account with ACS|BNY Mellon. You can go online at www.PartnersInValueBenefits.com and access the HSP Account quick link or complete the necessary paperwork provided to you in the Welcome Kit, which will be mailed to your home. Once your account is open, you will receive a check book and debit card that you can use to pay for medical expenses directly from your HSP account. You can track your account credits and debits online at www.hsamember.com.

HSP Tax Advantages... When you enroll in and use your HSP account for eligible medical expenses, you can save money! These accounts have tax-advantages because you pay no taxes on: • Contributions you make to the account • Account interest or investment earnings • Money you withdraw to pay for eligible medical expenses

9

Back to Table of Contents See the table below for a summary of all the contributions Ingredion is providing to your account.

ACCOUNT CONTRIBUTION SUMMARY HRP

HSP

Employer Contribution (Employee Only/ Employee + One or More)

$125/$250

$250/$500

Wellness Contribution (Employee Only/ Employee + One or More)

$350/$700

$350/$700

Timing of Deposit HRP: January 2014 HSP: January 2014

Q3 2014

Note: Any funds left in your HSP account each year remain in your HSP account for future years. Any funds left in your HRP account each year will automatically rollover and be available the following year if you continue to participate in the HRP and continue to work at Ingredion. Wellness Contributions are made as soon as administratively possible.

Healthy Living Wellness Program The long-term goal of this free benefit program is to reduce the incidence of serious, preventable illness or disease in our employee population and offer ways for you to make healthier lifestyle choices.

Medical Plan Contributions Your monthly contribution for medical, which includes prescription drug coverage, can be found at the end of this guide.

The Healthy Living Wellness program offers you and your eligible spouse or domestic partner the opportunity to measure and improve your health, reduce your risk factors for diseases, improve your fitness level, eat better and learn about the many ways you can stay well. If you choose to participate, you and your eligible spouse or domestic partner will be given a free biometric screening and lab report by Quest Diagnostics. In addition to the confidential biometric screening, you will also be eligible for lifestyle coaching to help you lose weight, quit smoking, manage stress and develop an exercise routine. Best of all, you can receive financial incentives in your health savings or health reimbursement account by participating and fulfilling certain activities and outcomes! If you are enrolled in one of our medical plans, you will receive a contribution of $350 to your HRP or HSP account for completing the 2014 program requirements. In addition, if your spouse or domestic partner is enrolled in one of our medical plans, he or she will also receive a $350 account contribution for fulfilling the program requirements. Employees not currently on our medical plan are eligible to receive a $100 gift card for completing certain wellness activities! Back to Table of Contents

10

Back to Table of Contents

Important Note about the HSP and Prescription Drugs...

Prescription Drug Coverage When you enroll in either of the Ingredion medical plan options, you automatically receive prescription drug coverage through Express Scripts. You can choose to have prescriptions filled either at a participating retail pharmacy or through mail order for 90-day supplies. You can save money if you choose to fill your 90-day prescription through mail order. The amount you pay for a prescription depends on the medication’s classification – generic, formulary or non-formulary. The table below explains these classifications:

If you choose the HSP for 2014, your non-preventive prescription drugs will be subject to your annual deductible. This means you will need to pay the cost for all non-preventive prescription drugs up front or with the funds in your HSP account until you reach your deductible. After you meet your deductible, coinsurance begins.

PRESCRIPTION DRUG TIERS Tier

Description

Generic

Generic drugs have the same active ingredients as their brand name equivalents and must meet the same federal standards for safety. Because they are no longer on patent, they are generally less expensive. Using generics helps keep your costs down

Formulary

Brand name prescription medications preferred by a pharmacy manager like Express Scripts. Drugs in this classification are chosen to provide a safe, effective and affordable alternative to higher priced non-formulary drugs.

Non-formulary

Brand name prescription medications that are not on a pharmacy manager’s preferred drug list (or formulary). They are covered, but you pay a higher price.

Because we all should be focused on preventing disease, preventive prescription drugs are not subject to the deductible. The list of preventive drugs can be found at www.PartnersInValueBenefits.com. The chart below compares the HRP and HSP prescription drug benefits:

HRP VS. HSP PRESCRIPTION DRUG BENEFITS Tier

HRP Retail Pharmacy (30-DAY SUPPLY)

Does the medical plan deductible apply?

HSP Mail Order (90-DAY SUPPLY)

Retail Pharmacy (30-DAY SUPPLY)

Preventive Medications: No Non-Preventive Medications: No

Mail Order (90-DAY SUPPLY)

Preventive Medications: No Non-Preventive Medications: Yes

Generic Drugs

You pay: $10 copay

You pay: $20 copay

You pay: $7 copay

You pay: $14 copay

Formulary Drugs

You pay: $30 copay

You pay: $60 copay

You pay: 20% coinsurance with a $25 minimum and $75 maximum

You pay: 20% coinsurance with a $50 minimum and $150 maximum

Non-formulary Drugs

You pay: $40 copay

You pay: $80 copay

You pay: 20% coinsurance with a $50 minimum and $120 maximum

You pay: 20% coinsurance with a $100 minimum and $240 maximum

Do my drug expenses count toward the out-of-pocket maximum?

Preventive Medications: No Non-Preventive Medications: No

Preventive Medications: Yes Non-Preventive Medications: Yes

Note: A drug’s classification can change during the plan period. You can check a drug’s classification by calling Express Scripts or checking on their website, www.express-scripts.com.

How to Get Started with Mail-Order Prescriptions... Filling a mail-order prescription can save you time and money. Follow these steps to make the transition to mail order: STEP 1: Ask your doctor to write your prescription for a 90-day supply of your medication. STEP 2: Submit your prescription to Express Scripts online at www.express-scripts.com, by phone at 1-866-877-8492 or by mail along with the mail-order claim form.

11

Back to Table of Contents

DENTAL COVERAGE Dental care is important to your overall health and well-being. Ingredion offers a preferred provider dental plan through MetLife. As with the medical plan, in-network preventive care, such as regular teeth cleanings, is covered 100%. For other services, you pay for the cost until you reach your deductible and cost-sharing begins. Your dental coverage also includes basic and major dental care services, as well as an orthodontia benefit for your eligible dependents. The chart at right highlights benefits provided in the dental plan. The coinsurance levels refer to in-network providers based on allowed services. If you use a dentist who is not in-network, the plan pays the coinsurance level based on “reasonable and customary” (R&C) rates. You will be responsible for paying the balance.

DENTAL PLAN FEATURES Employee Only Deductible

$50

Employee + One or More Deductible

$150

Preventive Care* (exams, teeth cleaning, etc)

Plan Pays 100% You Pay 0%

Basic Care (fillings, etc.)

Plan Pays 80% You Pay 20%

Major Care (crowns, bridges, etc.)

Plan Pays 50% You Pay 50%

Orthodontic Care (up to age 19)

Plan Pays 50% You Pay 50%

Individual Annual Benefit Maximum

$2,000

Individual Orthodontia Lifetime Maximum

$2,000

* Preventive care is not subject to the deductible.

Find a Dentist You can save money on your dental care by seeing an in-network provider. To see if your dentist participates in this plan, or to find a dentist in your area, go online to www.metlife.com/dental and click on “Find a participating dentist.”

Dental Plan Contributions Your monthly contribution for dental coverage can be found at the end of this guide.

12

Back to Table of Contents

FLEXIBLE SPENDING ACCOUNTS Ingredion offers two flexible spending accounts, or FSAs, through Flex-Plan to help you budget for eligible expenses. These include: • Health Care FSA • Dependent Care FSA Flex-Plan offers a convenient debit card for the Health Care FSA that allows you to pay for expenses at pointof-service instead of submitting a claim form and waiting for reimbursement. When you enroll in an FSA, you can set aside pre-tax money from your paycheck to pay for eligible expenses. You are eligible to participate in both the health care FSA and the dependent care FSA only if you enroll in the HRP medical option or if you waive medical coverage. If you elect to participate in the HSP, you may not participate in a health care FSA, but you can participate in a dependent care FSA. The following chart highlights eligible expenses you can pay for with your FSA:

FSA AT A GLANCE HEALTH CARE FSA

DEPENDENT CARE FSA

You are eligible if:

You are not enrolled in the Health Savings Plan (HSP)

You have an eligible dependent per IRS regulations

You can contribute:

$100 – $2,500 per year

$100 – $5,000 per year (total combined limit if you and your spouse contribute to a dependent care FSA)

To pay for:

Eligible expenses such as: • Medical copays, deductibles and coinsurance for services covered by the medical plan • Prescription drug copays and coinsurance for drugs covered by the medical plan • Dental and orthodontic care • Other eligible health care expenses not covered by the medical plan

Eligible expenses such as: • Nursery school, before- and afterschool care, or summer day camp for your children under age 13 • Adult day care facility, senior center or elder care center

Note: Please refer to the IRS website www.irs.ustreas.gov for information on eligible expenses.

Estimate Your Expenses Carefully The money you put into an FSA does not roll over from year to year. That means you must incur eligible expenses by December 31, 2014 or you will forfeit any money left in the account. For this reason, make sure to carefully choose how much money you expect to spend on health care and dependent care expenses for the year.

FSA Pre-tax Advantage You can save money when you enroll in an FSA. The money you contribute to your account is not taxed and it’s tax free when you pay for eligible expenses.

Don’t miss your chance! You must enroll for FSA’s during the annual Open Enrollment period or you will not have an account for 2014. Back to Table of Contents

13

Back to Table of Contents

LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE/DISABILITY PLANS Ingredion offers life and accidental death and dismemberment (AD&D) coverage for employees and eligible dependents. These benefits help protect employees and their families from financial hardship in the event of a death or injury. There are several life and AD&D plans offered through Cigna at Ingredion – basic, supplemental and optional. • Basic coverage is automatically provided and paid for by Ingredion. • Supplemental coverage can be elected during Open Enrollment. You can add to your basic coverage by purchasing supplemental coverage. If you cover yourself, you can then buy supplemental insurance for your spouse and/ or children. You pay for supplemental coverage with after-tax payroll deductions. • Optional coverage can also be elected during Open Enrollment. As an alternative to supplemental life insurance coverage, you can purchase optional life insurance coverage for your spouse and/or children. You pay for optional coverage with after-tax payroll deductions.

Contributions for Supplemental Life Insurance... Supplemental life insurance will have different rates depending on your age bracket and whether or not you use tobacco. Learn more about your contributions on the rate sheet at the end of this guide or online at www.PartnersInValueBenefits.com.

Basic Life Insurance Basic life insurance pays a cash lump sum to your beneficiary if you die while you are covered. Ingredion will provide basic life insurance at no cost to you. You will automatically be enrolled for basic coverage that includes a benefit of 1.5x your base salary.

Supplemental Life Insurance For additional protection, you may purchase supplemental life insurance for yourself. It is in addition to your basic life insurance provided by Ingredion. If you choose to purchase supplemental life insurance for yourself, you can then also purchase it for your spouse and/or children. During Open Enrollment, you can choose from the following options:

SUPPLEMENTAL LIFE Supplemental Life Amount Employee 0.5 – 6x base salary up to $1,000,000 Spouse

$10,000 increments up to $300,000

Child

$2,000 / $5,000 / $10,000

Note: A spouse’s life insurance benefit amount cannot exceed the employee’s insurance benefit amount.

SPECIAL SUPPLEMENTAL LIFE INSURANCE PROVISIONS FOR OPEN ENROLLMENT ONLY Only during Open Enrollment can you purchase the following supplemental life insurance without providing Evidence of Insurability (EOI) or proof of good health. • Maintain your current level of supplemental life insurance • Purchase additional insurance for yourself, an additional .5x salary up to $50,000. Total coverage not to exceed the Guarantee Issue Limit of 3x salary or $500,000, whichever is less.

Back to Table of Contents

14

Back to Table of Contents SPECIAL SUPPLEMENTAL LIFE INSURANCE PROVISIONS FOR NEW HIRES As a new hire, when you elect supplemental life insurance for the first time, you can elect the following coverage without providing Evidence of Insurability (EOI) or proof of good health. • Employee coverage of 3x salary not to exceed the Guarantee Issue Limit of $500,000 • Spouse coverage up to $50,000

Supplemental AD&D Insurance For additional income protection, you may purchase supplemental AD&D insurance for yourself, your spouse and your child(ren). If you choose to purchase supplemental AD&D insurance for yourself, you can then also purchase it for your spouse or children. During Open Enrollment, you can choose from the following options:

SUPPLEMENTAL AD&D

Optional Dependent Life Insurance

Supplemental AD&D Amount

Optional dependent life insurance provides a financial benefit if your dependent(s) die. You may purchase dependent life insurance for your spouse and child(ren) for a flat monthly rate, regardless of the number of dependents you cover. You do not need to elect employee supplemental life insurance to purchase optional dependent life insurance. You may purchase coverage as follows: Spouse: $10,000 Child(ren): $2,000 (per covered child)

Employee

0.5 – 6x base salary up to $1,000,000

Spouse

Beneficiary Receives

If no dependent children are insured

60% of employee’s supplemental AD&D amount

If one or more dependent children are insured

50% of employee’s supplemental AD&D amount

Child

Beneficiary Receives

If spouse is not 15% of employee’s supplemental insured AD&D amount

Basic AD&D Insurance Basic AD&D insurance pays a cash lump sum to your beneficiary if you die as a result of an accident that occurs while you are covered. A portion of the full benefit is payable to you if you are severely injured as a result of an accident. Ingredion will provide basic AD&D insurance at no cost to you. You will automatically be enrolled for basic coverage that includes a benefit of 1.5x your base salary.

Update Your Beneficiaries... To avoid a delay in receiving benefits, be sure to update your beneficiary designation. Complete a Beneficiary Designation form online at www.PartnersInValueBenefits.com.

If spouse is insured

10% of employee’s supplemental AD&D amount

Life and AD&D Insurance Contributions For information on your monthly costs for enrolling in supplemental or optional life and/or AD&D coverage, please see the rates at the end of this guide.

Buying Supplemental Spouse or Child Life Insurance... You must purchase supplemental life insurance for yourself if you want to purchase supplemental life insurance for your spouse and/or child.

Back to Table of Contents

15

Back to Table of Contents

Disability Plans

LONG-TERM DISABILITY (LTD)

If you suffer from an illness or injury that prevents you from working, Ingredion provides financial protection through disability benefits at no cost to you, including:

If you are normally scheduled to work at least 30 hours per week and are out on disability due to a non-work-related illness or injury for longer than 26 weeks, your STD plan transitions to an LTD plan. This benefit is paid until age 65, as long as the plan criteria is met, and pays out the following benefit:

• Short-term Disability (STD) • Long-term Disability (LTD)

SHORT-TERM DISABILITY (STD) STD replaces your pay for up to 26 weeks if you have a non-work-related illness or injury that prevents you from working. You receive benefits based on the number of years of service you have completed. You are eligible for STD benefits if you are normally scheduled to work at least 20 hours per week.

LONG-TERM DISABILITY Benefit Amount

LTD Benefit Maximum

66.7% of your base pay

$15,000/month

SHORT-TERM DISABILITY Length of Service

Benefit Amount

Less than 2 years 3 weeks at 100% of base pay; 23 weeks at 66.7% of base pay 2–4 years

13 weeks at 100% of base pay; 13 weeks at 66.7% of base pay

4+ years

26 weeks at 100% of base pay

16

Back to Table of Contents

YOUR RESOURCES If you have additional questions about your benefits, go online to www.PartnersInValueBenefits.com or contact your benefit providers listed below. Use their online tools or call them directly for more information.

YOUR RESOURCES For more information on:

Contact

Telephone

Medical • Health Savings Plan (HSP) • Health Reimbursement Plan (HRP)

Blue Cross Blue Shield of Illinois

1-800-458-6024

www.bcbsil.com/members

Health Savings Plan account (HSP account)

ACS|BNY Mellon

1-877-635-5472

www.hsamember.com

Express Scripts

1-866-877-8492

www.express-scripts.com

Dental Plan

MetLife

1-800-942-0854

www.metlife.com/dental

Flexible Spending Accounts (FSAs)

Flex-Plan

1-800-669-3539

www.flex-plan.com

Cigna

Claims: 1-888-84-CIGNA (1-888-842-4462)

www.mycigna.com

Prescription Drug Plan

Disability • Short-term Disability (STD) • Long-term Disability (LTD) Employee Assistance Program (EAP)

Web or e-mail address

Magellan Health Services

1-800-523-5668

www.magellanhealth.com/member

Retirement Savings Plans – 401(k)

Fidelity Investments

1-800-835-5091

www.401k.com

For other benefit questions, including Life Insurance and AD&D Insurance

Ingredion Benefits

[email protected] (email)

EMPLOYEE ASSISTANCE PROGRAM (EAP) The EAP provides you with online resources, referrals and free, confidential counseling to help you and your family balance the stresses of daily life. This benefit, administered by Magellan Health Services, can help you navigate both personal and professional life challenges. You can speak with experienced professionals about personal issues, including parenting, finances, mental health and substance abuse.

401(k) PLAN Ingredion offers a 401(k) plan, administered by Fidelity, to help you plan for retirement. When you are hired, you are automatically enrolled in the plan at 3% of pay, and Ingredion matches your contribution at 100% for the first 6% you contribute to your account. You have the option to adjust your contribution rate from 1–25% of your pay or opt out of the plan. Back to Table of Contents

17

Back to Table of Contents

YOUR CONTRIBUTIONS – 2014 MONTHLY BENEFIT RATES MONTHLY MEDICAL RATES Coverage Level Employee Only

Employee + Spouse

Employee + Child(ren)

Employee + Family

HRP

$102

$215

$169

$327

HSP

$83

$177

$139

$271

DENTAL PLAN RATES Coverage Level Employee Only

Employee + Spouse

Employee + Child(ren)

Employee + Family

$13

$30

$26

$43

MONTHLY SUPPLEMENTAL LIFE INSURANCE PLAN RATES Rate Per $1,000 in Coverage Supplemental Employee Life/Spouse Life

Tobacco Use

Under Age 25

Age 25-29

Age 30-34

Age 35-39

Age 40-44

Age 45-49

Age 50-54

Age 55-59

Age 60-64

Age 65-69

Age 70+

non-smoker

0.055

0.06

0.08

0.09

0.10

0.15

0.23

0.43

0.66

1.27

2.06

smoker

0.075

0.075

0.085

0.105

0.13

0.20

0.32

0.51

0.75

1.30

2.20

MONTHLY SUPPLEMENTAL CHILD LIFE INSURANCE PLAN RATES Benefit Plan

Rate

$2,000

$0.24

$5,000

$0.60

$10,000

$1.20

MONTHLY OPTIONAL DEPENDENT LIFE INSURANCE PLAN RATES Benefit Plan

Rate

$10,000 Spouse/Spouse + $2,000 Child(ren)

$2.20

$2,000 Child(ren)

$2.20

MONTHLY SUPPLEMENTAL AD&D INSURANCE PLAN RATES Benefit Plan

Rate per $1,000 in Coverage

Employee Only Supplemental

$0.022

Employee + One or More Dependents Supplemental AD&D

$0.037

Back to Table of Contents

18