Jack in the Box | Financial Wellbeing

401(k) Plan.

401(k) Highlights

The 401(k) Plan helps you build financial security for your future. At JACK we offer the opportunity for you to make both pre-tax and post-tax (Roth) contributions, and JACK matches your contribution after one year of service, dollar for dollar up to 4% of your eligible compensation. Charles Schwab administers the plan. The plan year for the 401(k) is based on a calendar year.

Eligibility
You are eligible to participate in the 401(k) on the first day of the calendar quarter following your date of hire. You must be at least age 21 to participate. When you become eligible, enrollment materials be mailed to your home by Charles Schwab.

Contributions
You may contribute up to 30% of your eligible compensation to your 401(k) account (up to the IRS annual limits established for the calendar year – $19,500 for 2020). If you are age 50 or older, or will turn 50 during the calendar year, you are eligible to make an additional $6,500 “catch up” contribution.

Your pre-tax contributions are not taxed until they are distributed from the Plan, which means you have less taxable income in the year you contribute to the 401(k). You can change, stop or start contributions at any time.

Additionally, you can make a separate election to contribute a portion of your annual (or quarterly) bonus into the plan. This allows you the flexibility to contribute more to your retirement savings when you receive extra income, while keeping your contributions from your regular pay at a comfortable level. Your contributions and JACK’s matching contributions to your 401(k) account are always 100% vested, meaning “you own it.”

401(k) Program Guide →
COVID-19 Market Volatility Information →

Contributions

Investments You can choose from a variety of investment funds available in the plan, or a Target Date Fund which is a blend of stocks, bonds and short-term investments in a single fund that is allocated based on the year you plan to retire. You can change your investments at any time.

Here’s how you enroll
Easy One Click Enrollment—With the push of a button, you can enroll in the Plan at a 4% rate with your contributions invested in a Target Date Fund based on your age.

Easy enrollment is available two ways:
Web: workplace.schwab.com
Schwab Workplace Retirement App: workplace.schwab.com/mobile

If you enroll online, select Register Now and follow the prompts to create your online login. Once you’re enrolled, you can make changes to your contribution rate and investment elections at any time.

Prefer to make your own elections? Once you are logged in to your account, select Manage Account > Contributions to choose your own contribution rate and investment elections when you enroll via workplace.schwab.com or the mobile app.

If you prefer, you can also enroll by calling 800-724-7526 (877-905-2553 para Español) to speak with Participant Services. Representatives are available from 7 a.m. to 11 p.m. ET, Monday through Friday.

Executive Deferred Compensation Plan (EDCP).

EDCP Highlights

Eligibility requirements: You must be in a Director level position or above to participate in the EDCP. The plan allows eligible participants to contribute more of their pay into a retirement savings account than is allowable in the 401(k).

If eligible, you may contribute up to 50% of your base salary and up to 85% of your annual incentive into the Plan.

There is no Company match on your contributions however you may qualify for an Annual Restoration Matching Contribution.

You can enroll or makes changes to your contribution percentage only during open enrollment windows which are in November for base salary deferrals and March for incentive deferrals. Elections to contribute are made through Newport Group, the EDCP plan administrator.

Contributions

When you set up a contribution, you will also elect how you want distributions from the plan paid:

Upon termination:

Either in lump sum or in up to 10 annual installments

In-Service:

You can set up distributions to occur while you are still employed

When you leave the Company, distributions or payments are triggered based on pre-selected elections; there is no roll-over option. Assets are held in a separate Rabbi Trust to pay plan benefits. In the event the Company becomes insolvent, you are an unsecured general creditor of the Company with regard to your benefits under the Plan.

You can choose from a wide range of investment funds. Investment earnings are tax deferred until withdrawn.

Our Vendor

Plan Highlights →
newportgroup.com →

Protecting Your Income.

Click here to view important documents.

Plan	What you need to know
Basic Term Life	Employer-paid Term Life Insurance equal to one times your annual salary, up to a maximum of $250,000 . Pays benefits to your beneficiary upon your death, benefit is reduced if death occurs on or after age 65. Accelerated death benefit allows you to receive a portion of your life insurance in advance if you become terminally ill. If you take a portion of your money, your beneficiary will receive the remaining balance.
Supplemental Life	You pay the full cost for this coverage – the amount you pay each bi-weekly pay period for this benefit is based on an age-based rate structure. You can purchase coverage in increments of $10,000 up to a maximum of three times your annual salary or $750,000, whichever is less (amounts above $450,000 requires an EOI). Accelerated death benefit allows you to receive a portion of your life insurance in advance if you become terminally ill. If you take a portion of your money, your beneficiary will receive the remaining balance. You can enroll or change coverage at any time, however an increase over $10,000 in coverage requires an EOI If you enroll within your initial date of hire eligibility period (within 30 days of your effective date), no EOI is required.
Accidental Death and Dismemberment (AD&D)	You pay the full cost for this coverage – the amount you pay each bi-weekly pay period is based on the level and amount of coverage you purchase . Can be purchased for yourself and your eligible dependents. For yourself, you can purchase coverage in increments of $10,000 up to a maximum of $500,000 (not to exceed ten times earnings for amounts over $250,000). for your spouse (with no children), you can purchase coverage equal to 50% of your coverage amount for your spouse (with children), you can purchase coverage equal to 40% of your coverage amount for your children (with spouse), you can purchase coverage equal to 15% of your coverage amount for each child for your children (without spouse), you can purchase coverage equal to 20% of your coverage amount for each child
Short-Term Disability (STD)	You pay the full cost for this coverage – Not available in CA, HI, NJ, NY, RI (these states provide state disability insurance). Provides coverage for disability (six months or less) resulting from a covered injury or sickness if you are totally disabled and can’t work. Weekly benefit is amount equal to 55% of covered earnings, up to maximum benefit of $602 per week. Benefits begin on the 8th consecutive day of disability. Maximum benefit of 25 weeks for one period of disability. Important Note: If you enroll more than 30 days after your effective date, and you become disabled within the first year of coverage, your benefit won’t begin until the 61st day of being totally disabled.
Long-Term Disability	You pay the full cost for this coverage Provides coverage for disability (more than six months) resulting from a covered injury or sickness if you are totally disabled and can’t work. Benefit equals 60% of your monthly covered earnings (if you are not eligible for other disability benefits such as Social Security disability insurance), up to a maximum benefit of $5,000 per month. Benefits begin after you’ve been totally disabled for six consecutive months. Maximum benefit period is based on your age when you become totally disabled, but no later than your Social Security Normal Retirement Age. LTD benefits are different for “highly compensated employees.” Refer to plan description on Total Rewards site in MyUltiStuff. You can enroll or change coverage at any time, however an increase in coverage requires an EOI. If you enroll within your initial date of hire eligibility period (30 days of your effective date), no EOI is required.

Flexible Spending Accounts (FSA).

Click here to view important documents.

About FSAs

An FSA offers you a way to save money on your health care and/or dependent care expenses using pre-tax dollars. Your annual election is deducted from your bi-weekly paycheck in equal amounts. You can either use your Health Care Spending card or reimburse yourself when you submit documentation online for qualified health care services.

The IRS has a “Use It or Lose It” rule that requires you to use the full amount you contribute to your FSAs for eligible expenses incurred during the plan year (October 1, 2020 – September 30, 2021) (except for a carryover of up to $500 for the health care FSA), so be sure to estimate your FSA amount wisely. See which accounts are available to you and how you can use them in the chart below.

Item	Limited Purpose FSA (HSA Compatible)1	Traditional FSA	Dependent Care FSA
Eligible Expenses	Dental and Vision Expenses Only	Medical, Dental and Vision	Child Care and Elder Care
Available To	Employees enrolled in the UHC Plans (Gold, Silver and Bronze)	Benefit Eligible Employees enrolled in the Kaiser Plan or who waived medical coverage	All Benefit Eligible Employees
Annual Contribution Amounts	Up to $2,750	Up to $2,740	Up to $5,000 (Up to $2,500 if married and filing separately)
Money is Available to Use	Funds are available on Health Care Spending card, effective your first day of coverage.	Funds are available on Health Care Spending card, effective your first day of coverage.	Your account is funded bi-weekly with the deductions from your paycheck and available after 3 business days (not including holidays). You must pay for your dependent care expenses before you can file a claim online for reimbursement.
Account Dollars Carry Over Year to Year	Can carry over up to $550 of unused funds to following year – any funds over that amount are forfeited. Carryover funds are available in mid-January following the end of the plan year.	Can carry over up to $550 of unused funds to following year – any funds over that amount are forfeited. Carryover funds are available in mid-January following the end of the plan year.	Contributions amounts are not carried over from one year to the next. Any unused amounts are forfeited.
Last Day to Spend Plan Year 2019/2020 FSA Dollars	September 20, 2021 December 31, 2020 is the last day to submit PY2020/2021 FSA claims.

(1) Limited purpose FSA applies to all UHC plans

Health Savings Account (HSA).

Click here to view important documents.

About an HSA

A unique part of the UHC plans is that it includes a Health Savings Account, or “HSA.” An HSA is a tax-advantaged medical savings account that can be used to pay for qualified medical, dental, vision, and pharmacy expenses, or you can save the money and let it grow tax-free! When JACK puts money into your HSA, it is not subject to federal income tax, however, in California it is subject to state tax.

Here’s how it works:
JACK contributes to your HSA – If you enroll in a UHC plan, there are two ways that JACK will put money into your HSA (consider it free health care dollars): (1) each bi-weekly pay period, and (2) through participation in our wellness programs.

You can contribute to your HSA - If you are enrolled in a UHC plan, you can also put pre-tax money into your HSA each bi-weekly pay period through payroll deductions.

To receive contributions into your HSA by JACK, or to make your own contributions, you must first activate your account by enrolling and electronically signing the HSA bank agreement (through OptumBank, the HSA administrator). You can access your account through OptumBank directly at www.optumbank or through www.myuhc.com.

The IRS sets limits on the annual amount that can be put in your HSA each calendar year (which includes the contributions you receive from JACK each pay period and for participation in any wellness incentives).

If your account balance reaches at least $2,000, you may choose available investment funds for your balance.

Unlike a Flexible Spending Account (FSA), you won’t lose your HSA balance if you don’t spend it each year. Unspent money can roll over year to year. And, if you leave JACK, your HSA account remains yours.

Maximums and Tax Breaks

2020 Max
$3,550 (Individual)
$7,100 (Family)

2021 Max
$3,600 (Individual)
$7,200 (Family)

Your 3 HSA Tax Breaks
1. You pay less taxes by lowering your taxable income with before-tax contributions into your account (taxable in CA).
2. You aren’t taxed on withdrawals you make to pay for eligible health care expenses.
3. Your account’s earnings and interest aren’t taxed.

Item	UHC Bronze	UHC Silver	UHC Gold
Annual JACK Contribution: (1)	$500 (I) / $1,000 (F)	$400 (I) / $800 (F)	$300 (I) / $600 (F)
Annual Wellness Incentives (2)	$160 (I) / $320 (F)	$160 (I) / $320 (F)	$160 (I) / $320 (F)
Total Maximum HSA Contributions	$660 (I) / $1,320 (F)	$560 (I) / $1,120 (F)	$460 (I) / $920 (F)
Real Appeal (2) (if enrolled in UHC Plan and complete 12-week coaching program)	$100 (I) / $200 (F)	$100 (I) / $200 (F)	$100 (I) / $200 (F)
Maternity Support (3) (if enrolled in UHC Plan; Kaiser participants, contact benefits@jackinthebox.com)	$150	$150	$150

(1) I = Individual / F = Family (any coverage level other than employee only)
(2) You and your spouse can each receive wellness incentives; these incentives are available for both UHC and Kaiser plans. I = Employee; F = Employee + Spouse/Domestic Partner
(3) Employee or Eligible Pregnant Spouse/Domestic Partner are eligible

MetLaw Legal Plans.

Click here to view important documents.

MetLaw Legal Plans Plan

MetLaw provides telephone advice and office consultations for an unlimited number of personal legal matters and full representation for the services in the table below. This is a voluntary benefit and you can choose from a High or Low Plan. The plan covers you, your spouse and dependents.

Important: If you choose to enroll in the plan, you must remain in the plan for the full benefit plan year. New employees enrolling in the legal plan outside of our Annual Open Enrollment must remain in the plan for the remainder of the benefit plan year in which they enroll. You cannot stop or start coverage during the year as a result of a qualifying life event (QLE).

If you terminate employment or retire, you have the option to convert your legal plan for a 30-month period, by enrolling in the portable plan within 30 days of your last day of employment by calling Client Service Center at 800-821-6400. Conversion does require that you pay the full 30-month commitment at the group rate prior to enrollment.

MetLaw Legal Plans Services Brochure →

Services Available

If you enroll in either the High or Low plan, you and your eligible dependents are entitled to receive legal services at no cost or at discounted rates. While benefits are comprehensive, there are some limitations and conditions that apply for certain services, in addition to some excluded services.

Services available in both the High and Low Plans, include:
Identity Theft, Negotiations with creditors, Promissory Notes, and Debt/Tax Collection
Deeds, Mortgages, Foreclosure, Eviction, Security Deposit
Wills, Power of Attorney
Consumer Protection
Consultation & Documentation Review for issues related to your parents

Services only available in the High plan include:
Tax Audit Representation, Bankruptcy
Home Loans, Sales and Purchases, Property Tax
Trusts
Immigration Documents

For additional information, including a complete list of covered services as well as exclusions, click here.

Vendor

If you enroll in either the High or Low plan, you and your eligible dependents are entitled to receive legal services at no cost or at discounted rates. While benefits are comprehensive, there are some limitations and conditions that apply for certain services, in addition to some excluded services.

Retirement Plan ("Pension").

Click here to view important documents.

The Basics

All employees hire prior to January 1, 2011 are eligible to participate in the Jack in the Box Retirement Plan. The Plan was frozen on December 31, 2015. That means, after this date, eligible participants do not earn any additional years of service in the calculation of their benefit under the Plan.

For eligible, vested participants, pension benefits will be paid at retirement, generally, age 65. If certain conditions are met, reduced benefits can be paid as early as age 55 or higher.

There are several forms of payment to choose from.

The Basics Continued

To help you plan for retirement, we offer an online estimator tool called “Your Pension Resources” or “YPR.” You can use the tool to model your potential future pension benefits based on different assumed retirement dates.

Terms to Know.

Term	Definition
Beneficiary	Person or persons you name to receive benefits in the event of your death.
Benefit Plan Year	October 1 through September 30.
COBRA	Stands for Consolidated Budget Omnibus Reconciliation Act, which is the federal law that requires employers to allow for continued coverage through a group health plan for up to 18 months after losing eligibility in the group plan, on a self-pay basis.
Coinsurance	Percentage of eligible health care expenses you pay after your deductible has been met.
Consumer Driven Health Plan (CDHPs)	Health insurance plan with lower premiums and higher deductibles, that is typically combined with a tax-advantaged Health Savings Account (HSA) that can be used to pay for eligible health care expenses. CDHPs give employees more control over their health care options.
Copay	Fixed dollar amount you pay for a covered health care service at the time the service is provided; applies to Kaiser Plan.
Covered Service	Health care services that the plan will cover in part or in full based on plan documents.
Deductible	Amount you pay each plan year for covered health care services before the plan begins to pay benefits.
Eligibility Date	Date you are eligible to participate in JACK benefits and enroll online through MyUltiStuff.
Effective Date	Date your benefit coverage begins.
Evidence of Insurability (EOI)	Application process in which you provide information on the condition of your health or your dependent’s health to get certain types of insurance coverage.
Health Maintenance Organization (HMO)	Managed health care program where services are coordinated by a primary care physician (PCP), including referrals to specialists within the HMO network (i.e. the Kaiser Plan).
Health Savings Account (HSA)	Type of tax-advantaged savings account where you can contribute tax-free money to pay for qualified medical expenses.
In-Network Provider	Any licensed doctors, hospital, lab, or other health care provider that has contracted to provide members with comprehensive services at discounted rates.
Out-of-Network Provider	Any licensed doctors, hospital, lab, or other health care provider that is not part of a provider network. Rates are typically higher than in-network providers.
Out-of-Pocket Maximum	Maximum amount you will have to pay Out-of-Pocket in a plan year for covered health care services, including prescriptions. Once you reach the Out-of-Pocket maximum, the plan pays 100% of covered services.
Qualified Life Event (QLE)	A change in your life status such as marriage/divorce, having/adopting a baby, losing/gaining health coverage, that qualifies you to be eligible for a special enrollment period where you can enroll in health coverage outside of the Annual Open Enrollment period. You have 30 days after the event occurs to make benefit changes.
Premium	Amount you pay for your selected benefit plans each bi-weekly pay period.
Preventive Care	Routine health care, including screenings, check-ups, and patient counseling to prevent or discover illness, disease, or other health problems.
Reasonable & Customary (R&C)	Maximum amount the plan will pay for a service, based on what providers in that geographic area charge for similar services or supplies.
Formulary	List of prescription drugs covered by the health insurance plan and which coverage tier they fall under (i.e. generic, preferred, non-preferred).
Generic Drug	Prescription drug that is equivalent to a brand-name drug with the same active (main) ingredients and is subject to the same FDA standards for quality, strength and purity. Generic drugs almost always cost less than brand-name drugs, although not all brand-name drugs have generic equivalents.
Preferred Brand Drug	Prescription drug that is considered a “preferred choice” based on its effectiveness and cost.
Non-Preferred Brand & Specialty Drug	Prescription drug that isn’t on the Plan’s preferred list.

Stock Awards.

The Basics

Employees in Director level positions and above typically receive an annual grant of Restricted Stock Units (RSUs) in November or December. At times, the Company may elect to award grants below the Director level.

The monetary value of the RSU award at grant varies by position level. RSU awards vest over a three-year period from the grant date.

Awards are subject to approval by the Company’s Board of Directors and to the terms and provisions of the 2004 Stock Incentive Plan and the Time-Vesting Restricted Stock Unit Award Agreement.

More about Grants and Vesting

New Grants:
The first time you receive an award, an E*Trade account will be established on your behalf and you will be required to activate your account. Additionally, each time you receive a grant you will need to accept the terms of the award agreement within your Employee Stock Plan Account.

Award Vesting:
When an award vests, you will receive shares of Jack in the Box Inc. common stock. The income and required tax withholdings related to the transaction will be reported on your W2 as income and taxes withheld.

See additional FAQs related to RSUS here:
RSU FAQs →

Our Vendor

The Company uses E*Trade as its exclusive broker for employee stock plan transactions.

www.etrade.com
Participant Support: 1-800-838-0908

Allowances & Reimbursements.

Communications Allowances - The Basics

Mobile Device Allowance

If you work primarily in the corporate office (CSC/IC) and your job requires you to be accessible when traveling outside the office or outside of regular business hours, you may receive a $20 allowance each bi-weekly pay period.

For text messaging, restaurant managers may receive a $4.62 allowance each bi-weekly pay period.

or

Home-Based Allowance

If you work out of your home (a home-based employee), you may receive a $40 allowance each bi-weekly pay period.

Vehicle Reimbursement

The Basics

If your position requires that you regularly travel 5,000 or more miles per year using your personal vehicle for business purposes, you are eligible to participate in the vehicle reimbursement program.

The reimbursement consists of a fixed monthly reimbursement for the cost of using your personal vehicle, and a variable rate reimbursement for actual business miles traveled.

Reimbursements qualify for 100% tax-free status if you comply with program requirements (refer to the Motus Driver Brochure).

Helpful Documents

Motus (the program administrator) calculates fair and accurate reimbursement rates for the business use of your personal vehicle; rates vary based on costs and other considerations of your specific geographic location.

JIB Motus Driver Brochure →
JIB Vehicle Reimbursement Program Policy →

Our Vendor

www.motus.com

Member Services:
888-801-6714
memberservices@motus.com

Rewards and Recognition.

The Basics

Recognition for Corporate Employees (Including DMs):

RAVE, a digital, web-based platform hosted by Achievers, is used for employee recognition and career celebration at the corporate level.

Employees can publicly recognize others for varying degrees of achievement and contributions in two ways:

RAVE for Recognition – Continuous and frequent appreciation without points

RAVE for Rewards – Points based recognition to reward desired behaviors or outcomes

You also receive points when you meet significant career milestones (i.e 1 yr, 3 yrs, 5 yrs, 10 yrs, 15, yrs, etc.).

You can redeem your points to purchase things that are meaningful to you, such as gift cards, electronics, vacation excursions and so much more!

RAVE Program FAQs →

Our Vendor

Contact the Member Experience group at Achievers for questions about point redemptions.

Mobile App: Search for Achievers
Participant Support: 1-888-676-4687
jackintheboxinc.achievers.com

Your Items

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Financial Wellbeing

401(k) Plan

Executive Deferred Compensation Plan

Income Protection

Flexible Spending Accounts

Health Savings Account

MetLaw Legal Plans

Pension Plan

Prudential Financial Wellness