WESTON SOLUTIONS, INC. RETIREMENT SAVINGS AND

WESTON SOLUTIONS, INC.

RETIREMENT SAVINGS AND

EMPLOYEE STOCK OWNERSHIP PLAN

SUMMARY PLAN DESCRIPTION

(January 1, 2021)

INTRODUCTION

Weston Solutions, Inc. (the "Company") established the Weston Solutions, Inc. Retirement

Savings and Employee Stock Ownership Plan (the "Plan") to provide eligible employees with an

opportunity to save for retirement and to acquire an ownership interest in the Company. This

Summary Plan Description generally describes the Plan as effective January 1, 2021, although

earlier effective dates of certain Plan features are noted for your information.

The Plan is a continuation of the Roy F. Weston, Inc. Retirement Savings Plan. The Plan

includes special provisions that apply to accounts derived from contributions the Company made

for pay dates prior to June 2, 2001. The Plan retains the basic features that governed those

accounts prior to June 2, 2001. The Plan also includes provisions that apply to accounts derived

from the Roy F. Weston, Inc. Employee Stock Ownership Plan that was merged with and into the

Plan effective January 1, 1994.

The Company is the Plan Administrator. The Plan Administrator acts through a Committee

composed of Company managers (the "Committee") acting solely in their capacity as employees

and representatives of the Plan Administrator who are appointed by the Company's Board of

Directors and has the responsibility to manage the Plan on behalf of the Plan Administrator. The

Committee generally acts through the Company's Human Resources Department but acting solely

in their capacity as employees of the Company.

All of the Plan's assets are held in separate trust funds. The trustees are independent

professional fiduciaries that the Company appoints.

All Company contributions made for participation on or after June 9, 2001 through

December 31, 2011 were made in common stock of the Company's parent, Weston Solutions

Holdings, Inc.. In years after 2011, the Company's contribution (if any) may be made in

“Company Stock” (which for years prior to 2020 might have included stock of the Company’s

parent, Weston Solutions Holdings, Inc., and for years after 2019 may include the common stock

of Weston Solutions, Inc.), cash or a combination of both (as determined by the Company its sole

and absolute discretion). The accounts invested in Company Stock are sometimes called "stock

accounts" or "Company Stock Accounts" for convenience.

Highlights of the Plan and answers to many questions employees are likely to ask are

provided in this Summary Plan Description. Although every effort has been made to describe the

essential provisions of the Plan as accurately as possible in this booklet, the requirements for

participation and the benefits payable will be determined strictly in accordance with the Plan

document, its trust agreements, and any regulations, which are available from the Human

Resources Department. We urge you to read this summary carefully. This summary is the

“Summary Plan Description” for the Plan and is meant to summarize the Plan in easy-to-

understand language. However, in the event of any ambiguity or any inconsistency between this

Summary Plan Description and any formal Plan documents, the Plan documents will control. If

anything in this Summary Plan Description is not clear to you, or if you have any questions about

Plan benefits or Plan claims procedures, please contact the Plan Administrator.

WESTON SOLUTIONS, INC.

RETIREMENT SAVINGS AND EMPLOYEE STOCK OWNERSHIP PLAN

SUMMARY PLAN DESCRIPTION

Question Page

Number Question Number

PLAN PARTICIPATION

1. Am I eligible for the Plan? ............................................................................................... 1

2. Are employees of the Company's subsidiaries and affiliates eligible to participate? ...... 1

3. When am I eligible to participate in the Plan? ................................................................. 1

4. What if a temporary employee terminates employment and is later rehired? ................. 2

5. Is employment with businesses the Company purchased credited? ............................... 2

PARTICIPANT CONTRIBUTIONS

6. How do I contribute to the Plan? ..................................................................................... 3

7. What is my "compensation"? ........................................................................................... 5

8. May I contribute to the Plan on an "after tax basis"?....................................................... 6

9. May I make rollover contributions to the Plan? .............................................................. 6

COMPANY CONTRIBUTIONS

10. How much will the Company contribute? ...................................................................... 6

11. Which shares are being contributed? .............................................................................. 7

12. Who is eligible to share in the Company's contribution? ............................................... 8

13. How much will be allocated to each eligible employee? ................................................ 8

14. How is my share of the Company's contribution accounted for? ................................... 8

15. Are there any limitations on the amounts that I or the Company may contribute to my

accounts under the Plan?........................................................................................................ 8

FUND ADMINISTRATION

16. Who holds contributions to the Plan? ............................................................................. 9

17. What investment options are available through Vanguard? ........................................... 9

18. May I direct investment of my account? ....................................................................... 10

19. What happens to earnings or losses? ............................................................................ 12

20. What investment expenses are charged to my account? ............................................... 12

21. What investment rules apply to my Company Stock Accounts? .................................. 12

22. Who votes the shares of Company Stock allocated to me? .......................................... 15

NORMAL AND DISABILITY RETIREMENT

23. When may I retire under the Plan? ............................................................................... 15

24. What if I am disabled? .................................................................................................... 15

25. If I retire at or after my normal retirement date (age 65) or due to "disability", when

will my account balance be distributed? .............................................................................. 16

DEATH BENEFITS

26. What happens if I die? .................................................................................................. 17

27. Who will receive the distribution? ............................................................................... 17

TERMINATION OF EMPLOYMENT AND VESTING

28. What happens if my employment terminates before my normal retirement date or

death? ................................................................................................................................... 18

29. What years are credited as years of service for vesting? .............................................. 19

30. What happens to non-vested account balances? ........................................................... 19

31. What is my benefit amount? ......................................................................................... 19

32. When will my vested benefit be distributed? ................................................................ 19

33. When will my vested Company Stock Accounts be distributed? ................................ 20

LOANS AND IN-SERVICE DISTRIBUTIONS

34. May I borrow from my accounts? ................................................................................... 20

35. May I make a withdrawal from my accounts while I am still employed by

Company? ............................................................................................................................ 21

36. How do I qualify for a "hardship" distribution? ........................................................... 22

37. Are in-service distributions taxable? ........................................................................... 23

LEGAL AND TAX CONSIDERATIONS

38. May the Plan be amended or terminated? ....................................................................... 23

39. Are my benefits under the Plan insured? ...................................................................... 24

40. May I lose my benefits for any reason? ........................................................................ 24

41. Are there any legal limitations on my benefits? ........................................................... 25

42. How am I taxed on my share of contributions and Plan earnings? ............................... 25

43. How will I be taxed on distributions? .......................................................................... 25

PLAN ADMINISTRATOR

44. Who administers the Plan? .............................................................................................. 25

45. What happens if I disagree with a decision of the Committee concerning my Plan

benefits or eligibility? .......................................................................................................... 26

46. What are my rights under ERISA? ............................................................................... 29

Basic Information ................................................................................................................. 31

PLAN PARTICIPATION

1. Am I eligible for the Plan?

All common law employees of the Company are eligible to participate in the Plan, except

as explained below (and in Question 3).

The groups listed below are not eligible:

Employees whose terms and conditions of employment are covered by a collective

bargaining agreement are not eligible to participate unless that collective bargaining

agreement provides that they are eligible to participate.

Employees who work outside of the United States and have no U.S. source income are not

ordinarily eligible to participate.

Persons that the Company does not classify as its employees for purposes of withholding

federal income tax and paying federal social security tax are not eligible to participate.

Independent contractors and leased employees are not eligible to participate.

2. Are employees of the Company's subsidiaries and affiliates eligible to participate?

No. Only eligible employees who are employed directly by Weston Solutions, Inc. are

eligible to participate.

3. When am I eligible to participate in the Plan?

All eligible employees, other than temporary employees, are eligible to participate in the

Plan on the date that they begin active employment in an eligible status. You may make

elective contributions to the Plan as soon as administratively feasible after you are eligible

to contribute (see Question 6). For purposes of Company contributions, all of your

compensation from the date you begin work is credited (see Question 7).

An employee who is hired as a temporary employee (and not otherwise excluded) is not

eligible to participate until the first pay date that occurs on or after the "quarterly entry

date" (January 1, April 1, July 1, October 1) following the date that the employee

completes "one year of service". Only compensation paid after satisfying this requirement

may be contributed to the Plan or credited for purposes of Company contributions.

A temporary employee completes "one year of service" if he or she is paid for 1,000 hours

during the twelve-month period beginning with the day the employee begins work. If the

employee does not have 1,000 paid hours in that twelve-month period, the employee can

become eligible on the January 1st after any calendar year in which he or she has 1,000

paid hours.

Notwithstanding the above, a temporary employee who completes at least 500 hours of

service during three consecutive 12-month periods (as determined under rules issued by the

Internal Revenue Service) will be eligible to make contributions under the Plan (but will

not be eligible to receive any Company contributions under the Plan). If this applies to

you, the Plan Administrator will inform you of your eligibility. This paragraph does not

apply to a temporary employee who completes “one year of service” as noted in the prior

paragraph. If a temporary employee completes “one year of service” as noted above, he or

she will be eligible to participate in accordance with the prior paragraph.

4. What if a temporary employee terminates employment and is later rehired?

If you are rehired as a temporary employee and were a prior participant in the Plan, you

will requalify for participation on the date on which you again begin work in an eligible

job capacity. Otherwise, you will be treated as a new employee.

5. Is employment with businesses the Company purchased credited?

Ordinarily, service with an employer that the Company purchased is not credited for any

purpose under the Plan. You are treated as hired by the Company on the date you begin

work for the Company. However, if the purchased business had a plan which was merged

into this Plan, pre-acquisition service is credited for purposes of eligibility and earning

vested benefits (see Question 28).

For those employees working at the Stoller-Navarro Joint Venture who began employment

with the Company on or about October 1, 2003 and who were employed by any of

GeoTrans, Inc., Science Applications International Corp. (SAIC) or Shaw Group on or

about September 30, 2003, employment with any of those businesses will be treated as

employment with the Company for purposes of vesting (see Question 28).

For those employees who became Company employees prior to April 1, 2000, employment

with the US Navy SPORTS detachment or ATS Corporation is credited for purposes of

vesting and benefits (see Questions 13 and 28).

For those employees of MEC Analytical Systems, Inc. ("MEC") on March 26, 2004, who

became employees of the Company immediately after the Company purchased MEC,

employment with MEC is credited for purposes of vesting and benefits (see Questions 13

and 28).

For those employees who were employed by Accelerated Waste Solutions, LLC ("AWS")

on or after August 1, 2001 and who thereafter became or become Company employees,

employment with AWS is credited for purposes of vesting and benefits (see Questions 13

and 28).

For those employees who were employed by Resource Technology Inc. ("RTI") who began

employment with the Company on or about August 10, 2009, employment with RTI is

credited for purposes of vesting and benefits (see Questions 13 and 28).

PARTICIPANT CONTRIBUTIONS

6. How do I contribute to the Plan?

You will have the option of contributing to your savings account by entering into a salary

reduction agreement which authorizes the Company to reduce your compensation (see

Question 7) by a percentage you specify and make a contribution of that amount to the

Plan on your behalf. You may elect to increase, decrease, discontinue or resume

contributions at any time. These elections are made directly with Vanguard which can be

reached at www.vanguard.com or 1-800-523-1188. Your election will be effective as soon

as administratively feasible after receipt by Vanguard.

Automatic Enrollment: All eligible employees receive enrollment information when they

begin employment. The Plan has an "automatic enrollment feature." If you first became or

become eligible on or after January 1, 2012 or are rehired on or after January 1, 2012, we

will withhold 3.0% of your compensation (see Question 7) on a before tax basis and

contribute it to the Plan for you if you do not make an affirmative election either (i) to

contribute a different percentage or (ii) not to contribute. If you are automatically enrolled

and do not make an investment election, your contributions will be invested in the Plan's

"default investment fund", which is currently the Vanguard Target Retirement Fund which

reflects the date closest to your 65

birthday.

The automatic enrollment will be effective on a date that is at least 30 days after you

received notice of the automatic enrollment. You will have a reasonable time to elect

whether to participate through automatic enrollment or make an affirmative election to

contribute a different percentage or not to contribute. These elections must be made

through Vanguard at www.vanguard.com or 1-800-523-1188. If you are enrolled

automatically and don't want to participate, you may elect within 90 days after the first

contribution would been paid to you but for the automatic enrollment to have your

contributions, adjusted for investment gain or loss, refunded to you.

To make an affirmative election to contribute an amount different than the automatic

enrollment percentage of your compensation, to decline participation, to contribute on a

Roth 401(k) basis (as explained below) or direct investment of your contributions, you

must call Vanguard at 1-800-523-1188 or log onto Vanguard's internet site at

www.vanguard.com.

A description of the Plan's investment options is available on the Vanguard website or

through the Human Resources Department.

Tax Election: You may elect to have your contributions made (i) on a before tax basis so

that they will not be included in your taxable income for federal income tax purposes, (ii)

on an after tax basis (generally known as a "Roth 401(k)") so that they will be included in

your income for federal income tax purposes or (iii) as a combination of before tax

contributions and after tax Roth 401(k) contributions.

If you enroll via automatic enrollment and do not make an election, your elective

contributions will be treated as having been made on a before tax basis.

Note: Under current federal tax law, Roth 401(k) contributions and earnings on them are

not subject to federal income tax when distributed provided certain requirements are

satisfied. Before tax contributions and earnings on them are subject to federal income tax

when distributed.

A number of factors go into the decision whether to make elective contributions on a before

tax basis or after tax Roth 401(k) basis. These include your age, the length of time you

expect the contributions to remain invested in a plan or individual retirement account,

your current federal income tax rate compared to the rate that will be in effect when you

take distributions, and the like. For more information, please contact Vanguard at

www.vanguard.com. In addition, you should review this matter with your tax and/or

financial adviser. Neither the Company nor the Committee can or will provide you with

legal, tax or financial advice.

You may generally change the amount of your contribution and/or the characterization of

your contribution as before tax or after tax as frequently as you like provided the change is

made before the contribution is withheld from your pay (and so long as Vanguard has

sufficient time to process the change). Once amounts are contributed to the Plan, you

cannot change them from before tax contributions to after tax Roth 401(k) contributions or

vice versa.

You may elect to save in 0.1% increments of your compensation (see Question 7) for the

calendar year; however, this amount may not exceed the calendar year maximum dollar

amount permitted under the law.

In addition, the Plan Administrator has the authority to set a lower limit to facilitate plan

administration and compliance with applicable non-discrimination requirements. In 2021,

the Administrator has set a percentage limit for "highly compensated employees" at 20% of

compensation (the “HCE Limit”). Whether or not you are a "highly compensated

employee" is determined under Internal Revenue Code regulations. Generally, employees

earning over $130,000 for 2020 are "highly compensated employees" for 2021. The

Internal Revenue Code provides for increases in the dollar amount periodically to reflect

cost of living increases.

Automatic Contribution Increases: If you were enrolled automatically (that is, did not make

an affirmative election to contribute or not to contribute), your contribution rate will

increase automatically by 1% of compensation as of each following January 1

unless you

elect to retain your current rate or elect a different amount of increase or decrease in

contribution. However, if you first became eligible on or after October 1

of a year, no

increase will occur as of the first January 1

after you begin participation (unless you

otherwise elect). You may also elect automatic contribution increases on a voluntary basis

by contacting Vanguard at www.vanguard.com or 1-800-523-1188.

IRS Contribution Limitations: The calendar year maximum dollar amount of elective

contributions is $19,500 for 2021. In addition, participants who reach age 50 on or before

December 31, 2021, may contribute an additional $6,500 over any Plan limit for 2021.

This amount is referred to as a "catch-up contribution". Under current law, both

contribution limits will increase periodically to reflect cost of living increases. The elective

contribution limits apply to the sum of your combined pretax contributions and Roth

401(k) contributions. That is, you cannot increase your limit by making both types of

contributions.

Year General Limit Age 50 + Catch-Up Limit Total (Age 50+)

2021 $19,500 $6,500 $26,000

Highly compensated employees who are contributing at the HCE Limit who are eligible to

make a catch-up contribution may contribute an additional amount up to the catch-up limit.

The amount of your compensation that the Plan may consider each year is limited by law.

The limit is $290,000 for 2021. This limit also is adjusted from time to time to reflect cost

of living increases.

You enroll or make changes in your contribution rate by contacting Vanguard at

www.vanguard.com or 1-800-523-1188.

7. What is my "compensation"?

For Plan purposes, "compensation" generally means the total cash amount the Company

pays to you while you are an active eligible employee for services which you rendered.

Compensation includes amounts withheld from your pay in connection with contributions

on your behalf to this Plan or any other Company benefit plan.

Please note that "compensation" does not include income from stock options, restricted

stock or equity-based compensation, deferred compensation, severance or termination pay

(except for accrued vacation pay), the value of welfare benefits and similar items. Further,

"compensation" does not include reimbursements or allowances of any kind, such as (but

not limited to) tuition reimbursement, car allowance, per diem, cost of living allowance,

moving expenses, bonus amounts paid in connection with the acceptance of employment

or relocation, hardship allowance, danger pay, housing, or any other item.

8. May I contribute to the Plan on an "after tax basis"?

Yes. You may contribute on a before tax basis or an after tax basis (Roth 401(k)). All

elective contributions, including Roth 401(k) contributions, must be made by payroll

withholding and will be contributed to your savings account.

Prior to 1987, the Plan did permit certain non-Roth "after tax" contributions. If you made

such contributions, they are held in your voluntary contribution account.

9. May I make rollover contributions to the Plan?

If you are an eligible employee, you may transfer to this Plan certain amounts from a

previous employer's qualified retirement plan, an individual retirement account or certain

other tax qualified retirement arrangements. For temporary employees, you may do that

even before you become eligible to participate in this Plan. If you are interested in making

this type of transfer, please contact Vanguard at www.vanguard.com or 1-800-523-1188.

Rollover contributions will become part of your rollover account.

COMPANY CONTRIBUTIONS

10. How much will the Company contribute?

Generally, the amount (if any) that the Company contributes each year is discretionary.

The Company has the right to determine if a contribution will be made and the amount of

the contribution. The Company's contribution may be made in cash and/or in shares of

Company Stock (or in a combination of cash and Company Stock) as the Company

determines in its sole and absolute discretion.

While it is not required to do so and the Company expressly reserves the right to change

the below in its sole discretion, it is currently the Company's intention to contribute cash

and/or Company Stock in an amount sufficient to provide the following benefits for eligible

employees:

1. Company Contributions. If the Company elects to make a Matching Contribution,

you will receive an amount equal to a uniform percentage of your elective contributions up

to a specified percentage of compensation and not in excess 6% of compensation—which

would result in a maximum matching contribution amount of 6% of eligible compensation

for an eligible employee if the Company decides (in its discretion) to make the maximum

contribution. (Prior to January 1, 2020, the matching contribution (if any) was an amount

equal to 50% of the participant's elective contributions that do not exceed 6% of

compensation—which would result in a maximum amount of 3% of eligible compensation

for an eligible employee.)

If the Company elects to make a discretionary (non-matching), Retirement

Contribution for the Plan Year, you may receive an allocation of the retirement contribution

for that Plan Year. Any Retirement Contribution for the Plan Year will be allocated to each

eligible participant's Plan account in the ratio that the participant's compensation for the Plan

Year bears to the sum of all eligible participants' compensation for the Plan Year. At this

time, the Company does not expect to make a Retirement Contribution. (Prior to January 1,

2020, eligible participants received a Retirement Contribution which was an amount equal

to 2% of the participant’s eligible compensation plus an additional 2% of the participant’s

eligible compensation over the social security taxable wage base, which was $132,900 for

2019. For participants who were at least age 55 and who had completed 10 years of service,

the targeted amount was 4% of eligible compensation plus 4% of eligible compensation over

the social security taxable wage base.)

2. Spousal Conflict of Interest. To the extent that the Company’s contributions for any

year are made in the form of Company Stock, the Company will make a separate

contribution in cash for any employee with a Spousal Conflict of Interest, except for

certain highly compensated employees of the Company (see Question 12). The amount of

the contribution generally will be equal to the sum of the fair market value of the Company

Stock as of the last day of the plan year and cash that would have been allocated to such

employee but for the Spousal Conflict of Interest. For these purposes, an employee will be

considered to have a Spousal Conflict of Interest if he or she asserts and the Plan

Administrator, in its discretion, determines that all of the following are true: (i) that

Company Stock allocated to the employee under the Plan would result in a conflict of

interest arising out of the actual or impending employment of the employee’s spouse that

would result in economic harm or loss to the employee or the employee’s spouse, such as

an impediment to either continuation by the employee’s spouse of current employment or

an offer of new employment to the employee’s spouse; (ii) that the repurchase of such

Company Stock, either alone or in conjunction with other action taken by or on behalf of

such employee, would resolve all such conflicts of interest involving the employee’s

spouse; and (iii) no other action is reasonably available to the employee or the employee’s

spouse to mitigate the conflict of interest. These rules are effective for Spousal Conflicts

of Interest arising on or after December 16, 2013. Forms for requesting a Spousal Conflict

of Interest determination by the Plan Administrator are available from the Human

Resources Department.

11. Which shares are being contributed?

The Company's stock is owned 100% by Weston Solutions, Inc. ("Weston Solutions"). The

shares that will be contributed to the Plan (if any) are shares of Weston Solutions common

stock. The Plan becomes an "owner" of the Company through ownership of Weston

Solutions common stock. A portion of the Plan's shares may be allocated to your account

and are held for your benefit (see Questions 12-14).

12. Who is eligible to share in the Company's contribution?

Generally, each eligible employee (see Questions 1-3) is eligible to share in the allocation

of the Company's contribution (if any). However, "temporary employees" who became

eligible to participate and were employed in a temporary status for the entire year will

share only if they are credited with 1,000 hours of service during the year. (Remember

that “temporary employees” who are eligible to contribute solely due to working 500 hours

(or more) in three consecutive 12-month periods are not eligible for Company

contributions.) In addition, certain highly compensated employees who have been advised

that they are subject to the Plan's Spousal Conflict of Interest rules as explained in

Question 10 are not eligible to share in the Company's contributions.

13. How much will be allocated to each eligible employee?

The Company does not intend to make a discretionary (non-matching) Retirement

Contribution at this time. If the Company decides to make a discretionary Retirement

Contribution it will be in an amount equal to the amount that would be contributed as

explained at Question 10.

The allocation for the employee's Matching Account (if any) is described in Question 10.

14. How is my share of the Company's contribution accounted for?

Each year's contribution is deposited in the Matching Account based on the portion that is

attributable to matching contributions on your elective contributions. If the Company's

contribution is part in Company Stock and part in cash rather than entirely in one or the

other, your Matching Account would receive the same proportion of Company Stock and

cash as the accounts of all other participants who have amounts allocated to them.

You will receive a contribution statement each year that will show the cash and number of

shares allocated to you as well as the dollar value per share as determined by the Plan's

independent appraiser.

15. Are there any limitations on the amounts that I or the Company may contribute to my

accounts under the Plan?

Yes. Your contributions and Company contributions under the Plan must satisfy certain

nondiscrimination tests. Accordingly, if you are a "highly compensated employee", the

amount of the contribution you are permitted to make or the amount of matching

contribution allocated to your account may be limited in order for the Plan to satisfy these

nondiscrimination tests. In addition, it may be that some portion of your contribution or

vested matching contribution may be refunded to you to allow the Plan to satisfy these

tests.

Whether or not you are a "highly compensated employee" is determined under Internal

Revenue Code regulations. Generally, employees earning over $130,000 for 2020 are

"highly compensated" for 2021. Under current law, the amount is adjusted periodically to

reflect cost of living increases.

In addition, the Internal Revenue Code imposes certain limitations on the amount which

may be added to your accounts (other than amounts credited as a result of investment

growth or rollover contributions) in any calendar year. The amount which may be added

may not exceed a maximum dollar limit. The dollar limit is $58,000 for 2021. Elective

"catch-up contributions", which are limited to $6,500 for 2021, do not count against the

$58,000 limit. Under current law, the $58,000 limit is increased periodically to reflect cost

of living increases. If the amount that would be allocated to your account exceeds the

maximum permitted amount, we are required to reduce the amount to the extent necessary

to satisfy the requirement. Depending on the circumstances, the reduction may be made by

refunding to you a portion of your elective contributions and, if that is not sufficient,

reducing the amount of the Company's contributions allocated to you. You will be advised

if an adjustment must be made and the method for making it.

FUND ADMINISTRATION

16. Who holds contributions to the Plan?

The Plan has two trustees that hold the Plan's assets in separate trust funds. Vanguard

Fiduciary Trust Company ("Vanguard") holds all of the Plan's assets other than Company

Stock. GreatBanc Trust Company holds all of the Company Stock.

17. What investment options are available through Vanguard?

The Company has arranged with Vanguard to make a variety of investment categories

available for investment of your account. The investment categories include mutual funds,

stable value funds, commingled trust funds and through the Vanguard Brokerage Option

individual stocks, bonds and other securities. The Company may from time to time add to

or delete the investment categories in which the Fund assets may be invested. The list of

investment options is available from Vanguard at www.vanguard.com or 1800-523-1188,

the Company's Human Resources Department at 1-610-701-3095, or the Company's portal.

Before making your selections or when considering changes to your existing elections, you

should read the information distributed to you about investing and about the particular

funds and such additional information as may be helpful to you. (See Question 21 below

for separate rules which apply to your Company Stock accounts.)

You may request the additional information listed below about any of the investment funds

by contacting Vanguard at www.vanguard.com or 1-800-523-1188 or the Human

Resources Department at 1-610-701-3095.

• A description of the annual operating expenses for each investment fund which reduce

its rate of return and the aggregate amount of such expenses expressed as a percentage

of the fund's average net assets.

• A copy of the prospectuses, financial statements and reports and other materials which

Vanguard provides to the Company.

• The value of your account invested in a particular fund.

• Past and current investment performance of an investment fund, determined net of

expenses, which the Plan offers or in which your account is invested.

• A description of the fees, if any, that apply to early redemption or sale of your

investment in a particular fund.

18. May I direct investment of my account?

You designate the investment category or categories in which you want to invest your

account, other than your Company Stock Account. You make your initial investment

elections (and beneficiary designations) by completing an enrollment form which will be

provided to you.

You may also elect that amounts previously contributed be removed from one investment

category and be deposited in another investment category, referred to as exchanges. You

make these changes by contacting Vanguard at www.vanguard.com or at 1-800-523-1188.

You should review investment fund prospectuses before you make or change an election,

since some vehicles have early redemption and transactions fees or charges as well as

investment fees. These fees, charges and expenses are subject to change from time to time.

Please note that Vanguard reserves the right to deduct a purchase or redemption fee from

purchases or redemptions.

As noted, the Plan allows you to exercise control over amounts in your individual accounts

by giving you the opportunity to select among a number of separate diversified investment

funds and individual securities and to change your investment selection on any day by

telephone at 1-800-523-1188 or by contacting Vanguard at www.vanguard.com. You

should note, however, to prevent practices that it deems abusive to other investors

Vanguard reserves the right to limit the frequency of trades into or out of a particular fund

and to impose redemption or liquidation fees if you do not hold your investment for a

specified period.

IMPORTANT NOTE: Section 404(c) of the Employee Retirement Income Security Act of

1974, as amended ("ERISA") relieves fiduciaries (such as the Company, etc.) of a plan

which gives participants certain rights over the investment of their retirement plan accounts

from liability for losses which are the direct and necessary result of following a

participant's investment instructions. Since the Plan gives you substantial control over the

investment of certain accounts, the Plan is intended to be a plan described in section 404(c)

of ERISA. Accordingly, you are responsible for the investment decisions you make. The

Plan's fiduciaries are not responsible for investment losses you may suffer as a result of

following your investment instructions.

The Plan Administrator may limit your right to (a) increase or decrease contributions to a

particular investment category, (b) transfer amounts to or from a particular investment

category or (c) transfer amounts between particular investment categories, if such

limitation is required under the rules establishing or maintaining an investment category.

The Plan Administrator will designate in writing to each participant (and each former participant or

applicable death benefit beneficiary with a vested Plan account) the investment alternatives

available under the Plan. There will be at least three investment alternatives having materially

different risk and return characteristics. You will be permitted to elect to have your Plan account,

or a portion thereof, invested in one or more of these investment alternatives. Your elections, and

changes in your elections, will be permitted to be made at any time as permitted by the Plan

Administrator and/or Vanguard (as applicable). Elections, and changes in elections, shall be given

effect as soon as administratively feasible. If you request in writing to obtain written confirmation

of your investment instructions, you will receive such written confirmation.

The Plan Administrator (or its designee) will send to participants, former participants and applicable

death benefit beneficiaries from time to time information relating to the investment alternatives

available under the Plan, including short summaries of each designated investment option, with a

general description of investment objectives and risk and return characteristics of each option. You

also will receive information relating to the type and diversification of assets comprising the

portfolios of each designated option. In addition, you will receive descriptions of transaction fees

and expenses, if any, that affect your account balance in connection with the purchase and sale of

investment alternatives available under the Plan.

Also, the following information, based on the latest information available to the Plan, will be

available to you upon written request to the Plan Administrator:

-A description of the annual operating expenses of each designated investment alternative which

reduce the rate of return to participants and the aggregate amount of such expenses expressed as a

percentage of average net assets of the alternative.

-Copies of any prospectuses, financial statements, reports and other materials relating to the Plan's

investment alternatives to the extent such information and materials are made available to the Plan

Administrator or Trustees.

-The name of the issuer of any fixed rate option, its term and its rate of return.

-Information concerning the value of shares or units in designated investment alternatives, as well

as the past and current performance of such alternatives, determined, net of expenses, on a

reasonable and consistent basis and information concerning the value of shares or units in

designated investment alternatives held in the participant's account.

-A list of assets comprising the portfolio of each designated investment option which constitutes

Plan assets.

If you have any questions concerning the Plan's investment options, contact the Plan

Administrator

19. What happens to earnings or losses?

Your account is credited with investment gains, losses, income and expenses for each

investment category in which it is invested. A separate account is established for you in

each investment category to record your new contributions and earnings. Your account

(other than Company Stock) is valued daily. Your Company Stock Account is generally

valued quarterly.

20. What investment expenses are charged to my account?

You should consult your fund prospectus or contact Vanguard to obtain current

information about the costs associated with the purchase or sale or redemption of any

investment as well as investment management fees.

Costs of investment reduce the yield of the funds.

21. What investment rules apply to my Company Stock Account?

Your Company Stock Account is invested in Weston Solutions common stock.

All Company Stock is privately owned. Because there is no market to determine the value

of Company Stock, GreatBanc Trust Company as the trustee of the Company Stock fund,

engages an independent appraiser to value shares of Company Stock. The valuations are

generally done on the last business day of each calendar quarter but the Company has the

option to eliminate or change valuation date in its discretion.

To maintain the private status of the Company, the Plan will not make distributions of

Company Stock. After you reach your normal retirement date (age 65) and become eligible

to receive your Company Stock Account, the Company will arrange for the repurchase of

your shares at the appropriate valuation price. (see Question 25). The cash amount will be

paid into the Plan and then be distributed to you (if you elect a cash distribution) or be

included in any rollover contribution (if you elect a rollover to an individual retirement

account) or be reinvested in the Plan's investment funds according to your direction if you

elect to postpone distribution.

Each year the Company’s Board of Directors considers whether or not funds will be made

available to allow participants who have reached age 55 or more to elect that a portion of

their Company Stock Account be sold back to the Company at a valuation date price and

that the proceeds be invested in one of the investment options available for other accounts

according to the participant's direction. This feature of the Plan is referred to as the

"diversification election". It operates as follows:

• The Board of Directors must approve that funds will be made available for

diversification. The Board's approval is based on a number of factors, including the

Company’s financial performance, lenders' approval and available cash flow.

• To be eligible to make a diversification election (if any), as of the preceding December

31st you must be both age 55 and 100% "vested" in your Account (see Question 28).

You are eligible to make an election each time that the Company offers a

diversification election after you satisfy the two eligibility requirements.

• If you are eligible and the diversification election has been approved, you will receive a

notification no later than 30 days prior to the diversification election due date.

• The notification will include the election rules and procedures. In addition, it will

include the valuation date that will be used for Company Stock repurchase and the due

date set by the Human Resources Department for returning your election form.

• Because your election form is due before the stock price is received from the appraisal

firm, you may set a minimum price, known as a "stop limit", that you will accept. If the

valuation date price is below your stop limit, your election will be void and your shares

will not be sold.

• If you are 100% vested and are age 55 as of the preceding December 31st, you may

elect to sell up to 20% of the Company Stock allocated to you through that December

31st. If you are older and 100% vested, you may elect to sell an additional 20% for

each year older. Diversification may be requested according to the following schedule:

Age as of 12/31

% of Total Shares Eligible for Diversification

20% of total shares

40% of total shares

60% of total shares

80% of total shares

59 or older

100% of total shares

• The number of shares of Company Stock that are available for diversification is

determined by the total number of shares allocated to your Plan account as of the end

of the previous year (including shares allocated to you for that year) plus the number of

shares which you sold in previous diversification elections. That total number is

multiplied by the diversification percentage based on your age, reduced by the number

of shares which you sold in previous diversification elections. The election is available

to active employees and separated vested employees who satisfy the age and vesting

requirements. A separated employee who was not 100% vested at employment

termination does not become 100% vested until the former employee forfeits the

nonvested portion of his or her account. This occurs after a five-year period of absence

(see Question 30).

Please keep in mind that the opportunity to make this election is open only if, and to the

extent, the Company makes funds available. If the available funds are not sufficient to

allow all elections, the Company will repurchase an equal portion of the shares offered for

liquidation by each electing participant.

In addition to the regular diversification election described above, if you have severed

employment, you may request that the Company or Weston Solutions repurchase all of the

shares in your Company Stock Account, but only if you have a Member Conflict of

Interest. For these purposes, you will be considered to have a Member Conflict of

Interest if you assert and the Plan Administrator, in its discretion, determines that all of the

following are true: (i) that Company Stock allocated to you under the Plan would result in

a conflict of interest arising out of your actual or impending employment that would result

in economic harm or loss to you, such as an impediment to either continuation of your

current employment or the offer of new employment; (ii) that the repurchase of the

Company Stock, either alone or in conjunction with other action taken by you, would

resolve all conflicts of interest; and (iii) no other action is reasonably available to you to

mitigate the conflict of interest. However, if the repurchase of your shares would cause the

Company or Weston Solutions to default on certain debt agreements that are senior in

priority to the Company Stock or if the Company or Weston Solutions is in default under

such debt agreements, neither the Company nor Weston Solutions is required to repurchase

your Company Stock, in which case, you may reassert the Member Conflict of Interest at a

future date.

If you have not severed employment at a time when you have Company Stock allocated to

you and you have a Spousal Conflict of Interest as described in Question 10, your

investment in Company Stock will be liquidated as of the valuation date next following the

Plan Administrator’s determination that such Spousal Conflict of Interest exists. However,

if the repurchase of your shares would cause the Company or Weston Solutions to default

on certain debt agreements that are senior in priority to the Company Stock or if the

Company or Weston Solutions is in default under such debt agreements, neither the

Company nor Weston Solutions is required to repurchase your Company Stock, in which

case, you may reassert the Spousal Conflict of Interest at a future date.

Repurchases pursuant to conflicts of interest are made without regard to the cash available

for regular diversification elections.

The above rules are effective for Member Conflicts of Interest and Spousal Conflicts of

Interest arising on or after December 16, 2013. Forms for requesting a Member Conflict of

Interest determination by the Plan Administrator or a Spousal Conflict of Interest

determination by the Plan Administrator are available from the Human Resources

Department.

22. Who votes the shares of Company Stock allocated to me?

You may direct the Trustee how to vote shares of Company Stock allocated to your

accounts.

NORMAL AND DISABILITY RETIREMENT

23. When may I retire under the Plan?

Your normal retirement date is your 65th birthday. If you retire on or after your normal

retirement date, your account will be 100% vested without regard to your length of service.

Your account is subject to investment gain or loss until it is distributed.

At your election, your account balance will be distributed to you after you retire (see

Question 25). The Plan is subject to the “minimum required distribution”. At the latest,

your account must begin to be distributed to you by the April 1

of the calendar year

following the calendar year in which you reach age 72 (if you turned 70-1/2 on or after

July 1, 1949) (see Question 25). Notwithstanding the above, this required minimum

distribution was waived for the 2020 calendar year under the CARES Act.

If you continue as an eligible employee after your normal retirement date, you remain

eligible to make contributions and share in Company contributions.

24. What if I am disabled?

The Plan provides that your account will be 100% vested, subject to investment gain or

loss, without regard to your length of service, if you suffer a "disability", as defined below.

At your election, your account will be distributed to you after you retire due to "disability"

(see Question 25).

You are "disabled" for purposes of the Plan if you are unable to engage in any substantial

gainful activity by reason of any medically determinable physical or mental impairment

that can be expected to result in death or to be of long-continued and indefinite duration. A

condition will not be considered to be of long-continued and indefinite duration until the

earlier of a determination from the Social Security Administration that you qualify for

Social Security disability benefits or 12 months elapse from the date you stop work due to

the condition.

If you terminate employment with the Company for reasons other than "disability" but later

are determined to be "disabled" for purposes of receiving Social Security disability

benefits, you may request a distribution of any portion of your account, including the

portion invested in Company Stock (see Question 25).

25. If I retire at or after my normal retirement date (age 65) or due to "disability", when will

my account balance be distributed?

You must request that the value of your accounts be distributed or transferred to an

individual retirement account or other tax-qualified retirement plan.

To receive a distribution of the value of your Company Stock, you must first request

liquidation of the Company Stock by contacting the Human Resources Department. Once

your Company Stock is liquidated, the proceeds will be transferred to Vanguard and

invested according to your directions in one or more of the investments available at

Vanguard.

If you request liquidation, your Company Stock account will be liquidated for distribution

based on the valuation date price next following your request for distribution provided that

your request is received no later than the 1

day of the final month of a valuation period

(March 1, June 1, September 1 and December 1 or other valuation period designated by the

Administrator). For example, if your request is received November 30, 2020, the price will

be the December 31, 2020 price (if December 31, 2020 is the valuation date).

You may not revoke your election after the deadline for delivery.

You should request a distribution form and related materials from the Human Resources

Department if you want all or a portion of your Company Stock to be liquidated.

You may specify a minimum price that you will accept. This minimum price is referred to

as a "stop limit". If the valuation date price is below your stop limit, your election to sell

will be deemed null and void and your shares will not be sold.

To receive a distribution of the value of your account that Vanguard holds, you must

contact Vanguard directly at www.vanguard.com or 1-800-523-1188. Vanguard will

distribute the value of your investment accounts in one lump sum of the entire amount or in

a partial payment, as you direct, as soon after your request for distribution is received as is

administratively feasible.

You have the option of deferring the payment of your retirement benefits, including your

account invested in Company Stock, until the April 1

of the calendar year that follows the

calendar year in which you reach age 72 (if you turned 70-1/2 on or after July 1, 1949).

DEATH BENEFITS

26. What happens if I die?

If you die, the value of your investment accounts held by Vanguard will be distributed to

your beneficiary in a single sum or in partial payments, as your beneficiary elects (subject

to any applicable limits under applicable law such as the required minimum distribution

rules). Your beneficiary may elect to sell the Company Stock in your account at any

valuation date price after your death in accordance with the election rules explained at

Question 25.

If your spouse is your beneficiary, he or she may request a distribution and roll it over to an

individual retirement account or request a direct rollover to an individual retirement

account. Any other beneficiary may request a distribution or a direct rollover to an

individual retirement account—but may not roll over a distribution he or she actually

receives. Your beneficiary should get his or her own tax and financial planning advice

about the best course to follow.

27. Who will receive the distribution?

You may designate the person or persons who will receive the death benefit payable in the

event of your death before distribution of your accounts. Such person (or persons) is called

your "beneficiary". A beneficiary designation must be made through Vanguard at

www.vanguard.com or at by calling 1-800-523-1188.

Under federal law, if you are married at the time of your death, your spouse must be your

Plan beneficiary unless your spouse consents in writing to your designation of a different

beneficiary on the beneficiary form and your spouse's consent is witnessed by either a

notary public or an authorized representative of the Plan Administrator. Accordingly, if

you are now married and have designated a beneficiary other than your spouse, your

beneficiary designation will not be effective unless your spouse consents on the

appropriate form. Further, if you are now single but marry later, you should obtain your

spouse's consent to your designation if you designate someone other than your spouse.

Once given, your spouse may not revoke his or her consent to your beneficiary

designation. However, if you designate a new beneficiary, then you must obtain a new

consent from your spouse.

If you designate someone other than your spouse as your beneficiary and your spouse does

not consent, your spouse will receive 100% of your account.

If you do not designate a beneficiary or if your beneficiary dies before you or if your

designation is invalid for any reason, your death benefit will be distributed as follows:

(a) Your spouse, if living, or if not, to

(b) Your surviving biological and adoptive children in equal shares, or

biological or adoptive biological parents in equal shares, or

(d) If you are not survived by any biological or adoptive parents, to your estate.

If you become divorced and had designated your former spouse as your beneficiary, your

designation will not be valid. You must designate a new beneficiary.

The benefit will be payable to your beneficiary's estate if your beneficiary dies after you

but before receiving benefit payments.

TERMINATION OF EMPLOYMENT AND VESTING

28. What happens if my employment terminates before my normal retirement date or death?

You will always be 100% vested in your savings account (which holds your pre-tax or

Roth contributions), voluntary contribution account (after-tax contributions, if any, made

prior to January 1, 1987) and rollover account. "Vested" refers to the portion of your

accounts that you will receive if you terminate your employment with the Company.

Accordingly, since you are 100% vested in your savings, voluntary contribution and

rollover accounts, you will be entitled to receive the balance of these accounts (as adjusted

for investment gains and losses) after you terminate your employment.

You will be 25% vested in your account derived from Company contributions (Matching

and Retirement) after you have been credited with two years of service for vesting (as

explained at Question 29), 50% vested after three years of service, 75% vested after four

years of service and 100% vested after five years of service. However, if you began work

for the Company before June 2, 2001, you will be 100% vested after you have been

credited with three years of service for vesting.

If you are actively employed at age 65 or older, or if your employment terminates due to

your death or if your employment with the Company terminates due to "disability", you

will become fully vested in all of your accounts without regard to your length of service.

29. What years are credited as years of service for vesting?

You will receive credit for one year of service for each year measured from the date you

began work for the Company to each anniversary of that date that you are employed by the

Company. All of your service, including service in an ineligible capacity, counts for

purposes of determining whether you have vested rights.

If your employment terminates but you return to employment within one year, the period

of absence as well as your employment prior to rehire counts. If your employment

terminates and you are rehired in more than one year but less than five years, your pre-

termination and post-termination service are counted, but not the period of your absence.

If you have a period of absence of five consecutive years and are rehired, then future years

of service will not be taken into account for purposes of earning vested rights in your

accounts which were not vested when your employment initially terminated. However,

your prior service will count for purposes of vesting in new employer contributions to your

accounts.

30. What happens to non-vested account balances?

The rule below applies if you had no benefit from Company contributions as of December

31, 2007. In that case, if your employment terminates and you either had no vested benefit

on the date of termination or received a distribution of your vested benefit, you will forfeit

the non-vested portion of your benefit on the later of your date of separation or

distribution. The forfeited amount will be restored if you return to service with the

Company before you have a period of absence of five consecutive years. Otherwise, you

will forfeit the non-vested portion of your benefit after a period of absence of at least five

consecutive years.

If you had a benefit from Company contributions as of December 31, 2007, you will forfeit

the non-vested portion of your benefit after a period of absence of at least five consecutive

years.

31. What is my benefit amount?

Your benefit amount is the value of your vested account balance at the time of distribution.

32. When will my vested benefit be distributed?

You may request distribution of your vested benefit (other than your Company Stock) at

your termination of employment prior to your normal retirement date. To request a

distribution, please contact Vanguard at www.vanguard.com or at 1-800-523-1188.

Distribution will be made as soon after your request as is administratively feasible.

To make your distribution, all amounts held in the Plan's trust fund (other than Company

Stock Account) will be liquidated and distributed to you (less applicable tax withholding)

or be included in any rollover contribution you designate (if you elect a rollover).

Unless you postpone your distribution, you benefits will commence no later than the 60th

day after the close of the Plan Year in which the latest of the following occurs: (A) you

reach age 65; (B) your termination of employment; or (C) the tenth anniversary of the year

in which you first commenced participation in the Plan. If you die prior to distribution,

your account balance will be distributed as a death benefit provided the Plan Administrator

receives notice of your death (see Question 27).

33. When will my vested Company Stock Account be distributed?

If (i) you terminate your employment with the Company after you reach age 65, or (ii) your

employment terminates due to your death or after you have a disability, the value of your

vested Company Stock Account will be available for distribution after it has been

liquidated as described at Question 25. However, you generally may defer distribution of

the cash proceeds until age 72 (if you turned 70-1/2 on or after July 1, 1949). After you

become eligible, you should ask for a liquidation request form from the Human Resources

Department. The rules for requesting a liquidation of your Company Stock account are

explained at Question 25 and in the instructions included in the distribution materials that

the Human Resources Department will give you when you make your request.

If you have terminated your employment and reached age 72 (if you turned 70-1/2 on or

after July 1, 1949), Company Stock will be liquidated to the extent necessary to make any

required minimum distribution that the Internal Revenue Code requires even if you have

not made a liquidation election.

If you terminate your employment with the Company prior to age 65, the value of your

vested Company Stock Account may not be liquidated until you reach age 65. (See

Question 25). However, when you reach age 55 (or become 100% vested, if later,) you

may make a diversification election as described at Question 21.

If you are an active employee over age 59-1/2, you may elect an in-service distribution as

explained at Question 35. If you are a former employee, you may elect distribution of the

cash proceeds of any stock repurchase as explained at Question 32.

LOANS AND IN-SERVICE DISTRIBUTIONS

34. May I borrow from my accounts?

Generally, the Administrator will allow the Trustee to make loans available to active Plan

participants. You may not borrow from the Plan after your employment terminates. The

amount you may borrow depends on the vested portion of your account balances. You may

not borrow more than 50% of your vested accounts or $50,000, whichever is less. Also, the

amount you borrow may not exceed the cash value of all your investment accounts, even if

this is less than 50% of your vested accounts. In addition, certain other legal limits may

apply. The Administrator will explain these to you if they become relevant.

The minimum amount of any loan is $1,000. The term of the loan may not exceed five

years and will be at an interest rate equal to a rate charged by commercial lenders for

comparable loans at the time the loan is disbursed, as determined by the Administrator.

You may be required to authorize payroll withholding to repay your loan and must pledge

up to 50% of your account balance as security for the loan. You may only have two loans

outstanding at a time. Generally, if you terminate employment with the Company, your

loan will become due and payable unless you arrange to continue your payments by direct

payment to Vanguard. If you do not repay the loan or make direct continuation payments

your loan will be put in default status at the end of the calendar quarter following the later

of the calendar quarter in which your employment terminated or the calendar quarter in

which you failed to make direct continuation payments to Vanguard. If your loan is

defaulted, the remaining loan balance will be treated as taxable income to you

If you are on an approved leave of absence with pay, you will be required to continue loan

repayment by making direct repayments. When you start your leave, you should request

instructions about loan repayment. If you are on an approved leave of absence without pay,

your loan payments may be suspended for up to one year. Upon your return to

employment, your loan principal will be re-amortized over the remaining period of the loan

term. This will result in an increase in your regular payments.

If you are a reservist called to active duty in the United States military, you may suspend

loan repayment during your period of active service.

The amount you borrow will be charged against your accounts. All your loan repayments

will be credited to your accounts.

You may request a loan by making a telephone application through The Vanguard Group

by calling 1-800-523-1188.

If you take a loan from the Plan, you will be charged a one-time fee of $40 for the expense

of establishing the loan and $25 per year for administering its repayment. If these amounts

change, the Plan Administrator and/or Vanguard will communicate to you the costs of any

fees associated with the Plan loan.

35. May I make a withdrawal from my accounts while I am still employed by the Company?

You may withdraw all or a portion of your voluntary contributions (after tax contributions

made before 1987) and rollover accounts while you are employed by the Company.

You may withdraw amounts from your prior matching account attributable to Company

contributions made for pay dates prior to June 2, 2001.

You also may withdraw from your account for hardship reasons (see Question 36).

When you reach age 59-1/2, you have the right to receive an in-service distribution from all

of your accounts in which you are 100% vested, except your accounts invested in

Company Stock.

You may withdraw up to $5,000 of your savings account contributions within one-year of

the birth of a child or the adoption of an “eligible adoptee” (as determined under IRS

rules). You are entitled to withdraw up to $5,000 for each such child and in some cases

you may be able to pay back the distribution made due to the birth or adoption, subject to

uniform rules as shall be established by the Plan Administrator.

All requests for in-service withdrawals must be made through Vanguard by using their web

site or toll-free telephone number, 1-800-523-1188.

36. How do I qualify for a "hardship" distribution?

The Plan authorizes "hardship" distributions from your savings account. However, before

you are eligible for a hardship distribution, you must take all permitted withdrawals

described in Question 35, above.

For purposes of the Plan, "hardship" means an immediate and serious financial need

resulting from (i) medical expenses for you or one of your dependents; (ii) tuition and

related fees and expenses for post-high school education for you or one of your

dependents; (iii) the purchase of your principal residence; (iv) your threatened eviction

from or mortgage foreclosure on your principal residence; (v) funeral expenses for certain

immediate family members; (vi) a loss to your principal residence that qualifies as a

"casualty loss" under the Internal Revenue Code in certain cases, (vii) expenses and losses

(including loss of income) incurred by you on account of a disaster declared by the Federal

Emergency Management Agency (FEMA) under the Robert T. Stafford Disaster Relief and

Emergency Assistance Act, Public Law 100–707, provided that your principal residence or

principal place of employment at the time of the disaster was located in an area designated

by FEMA for individual assistance with respect to the disaster; or (viii) any other event

which is deemed an immediate and heavy financial hardship by the Secretary of Treasury.

The amount which may be distributed to you may not exceed your immediate need

resulting from the hardship or, if less, the sum of (i) your pre-tax contributions, (ii) income

on your pre-tax contributions as of December 31, 1988 and (iii) effective January 1, 2019

earnings on your pre-tax contributions.

A distribution is treated as necessary to satisfy an immediate and heavy financial need only

to the extent the amount of the distribution is not in excess of the amount required to

satisfy the financial need (including any amounts necessary to pay any federal, state, or

local income taxes or penalties reasonably anticipated to result from the distribution). A

distribution is not treated as necessary to satisfy an immediate and heavy financial need

unless you have obtained all other currently available distributions under the Plan and all

other plans of deferred compensation, whether qualified or nonqualified, maintained by the

Company. (“Distribution” for this purpose does not include Plan loans.) In addition, you

must represent (in writing, by or by verbal representation via telephone recording,

including using an “electronic medium” as defined by applicable Treasury regulations, or

in such other form as may be prescribed by the Internal Revenue Service) that you have

insufficient cash or other liquid assets reasonably available to satisfy the need. The Plan

Administrator may rely on your representation unless the Plan Administrator has actual

knowledge to the contrary.

The Plan Administrator must interpret the hardship provision strictly. The Plan is not

permitted to make a distribution from your account to you while you remain an employee

unless you satisfy the conditions noted above. Any improper distribution could disqualify

the Plan, thereby depriving all participants of the favorable federal income tax treatment

the Plan offers.

To request a hardship withdrawal you should contact Vanguard at www.vanguard.com or

1-800-523-1188. The materials Vanguard provides to you will explain the supporting

information you must deliver to the Human Resources Department to document that you

have a situation that qualifies for a hardship distribution.

37. Are in-service distributions taxable?

Yes, except for certain Roth 401(k) contributions and the amount of your voluntary after

tax contributions made before 1988.

You should note that as a matter of current law distributions made on account of hardship

and any other in-service distributions are taxable for federal income tax purposes (except to

the extent they consist of after-tax contributions). Also, if you are under age 59-1/2 at the

time of the distribution, you generally must pay a penalty tax equal to 10% of the taxable

amount distributed. This 10% penalty does not apply to qualified birth and adoption

withdrawals.

LEGAL AND TAX CONSIDERATIONS

38. May the Plan be amended or terminated?

The Company reserves the right to amend or terminate the Plan at any time by action of its

Board of Directors or the delegate of the Board of Directors. If the entire Plan is

terminated, your account balance will be 100% vested without regard to your length of

service.

The Plan may be amended to provide that no future benefits will be earned; however, the

Plan cannot be amended to take away benefits you have already earned.

39. Are my benefits under the Plan insured?

No. Because this Plan is a type of retirement plan called a "defined contribution plan," Plan

benefits are not insured or guaranteed by the Pension Benefit Guaranty Corporation under

the Plan insurance provisions of the Employee Retirement Income Security Act of 1974.

40. May I lose my benefits for any reason?

If you terminate employment before you are fully vested, you will forfeit the non-vested

portion of your account after you have a period of absence of five consecutive years (See

Question 30 for more details).

Company Stock forfeited in a Plan Year will be used to make "restoration contributions"

for returning military personnel entitled to benefit restoration under federal law and to

restore forfeitures of those who return to employment within five years. Any remaining

forfeited shares will be included as part of the Company's contribution for the year. Cash

forfeited in a Plan Year will be used to pay Plan expenses. Any remaining amount will be

applied to restore forfeitures. Finally, if any cash amount remains, it will be included as

part of the Company's contribution for that year.

Potential benefits may be reduced by adverse investment experiences of the Fund, by any

taxes or fees assessed against or payable by the Fund and by administrative costs incurred

by the Plan Administrator or the Trustee to the extent these costs are not paid directly by

the Company.

Your benefits may be subject to a federal tax levy or the collection by the United States on

a judgment resulting from an unpaid tax assessment and certain limited involuntary

assignment that federal law allows or requires.

Your benefits may be awarded to your spouse, former spouse or dependents under the

terms of a qualified domestic relations order ("QDRO") issued under state domestic

relations or community property law. Any portion of your benefits not awarded to your

spouse, former spouse or dependents will be paid to you.

The Plan may not follow any domestic relations order relating to your Accounts unless the

order is in the form of a QDRO. Participants and beneficiaries may obtain, without charge,

from the Company a copy of the procedures governing QDRO determinations under the

Plan. Under the Plan's rules, Company Stock will not be subject to accelerated

liquidation/distribution in a QDRO and to the maximum extent possible shall not be part of

the assigned benefit.

The Company will notify you if the Plan receives a domestic relations order relating to

your Accounts under the Plan and will also determine, within a reasonable time, if the

order is a QDRO. You will be notified of the decision. In the meantime, the affected

portion of your Accounts will be held in a separate Account and may not be withdrawn or

distributed to you until after the QDRO issue is resolved.

41. Are there any legal limitations on my benefits?

The amount of contributions which may be made for any employee under the Plan is

subject to limitations imposed by the Internal Revenue Code and Regulations. Every effort

will be made to advise any participant affected by these limitations.

42. How am I taxed on my share of contributions and Plan earnings?

The Plan is intended to be a qualified defined contribution profit sharing plan which

satisfies the applicable requirements of sections 401(a), 401(k) and 401(m) of the Internal

Revenue Code of 1986 (the "Code"). Assuming the Plan so qualifies, under current law

you would not be subject to federal income tax on your contributions, rollover

contributions or Company contributions to the Plan or earnings allocated to your account

until you receive a distribution from the Plan.

43. How will I be taxed on distributions?

You will receive an explanation of the federal income tax rules which apply to your

benefits at the time you elect a distribution.

You should not rely on this information and should consult the Internal Revenue Service

or your tax advisor when considering a distribution under the Plan to determine the

most appropriate tax planning under your circumstances. Neither the Company nor the

Trustee can provide you with tax advice.

PLAN ADMINISTRATOR

44. Who administers the Plan?

The Company is the statutory “plan administrator” for purposes of official reports to you

and the government and is referred to herein as the “Administrator” or the “Plan

Administrator”. The Company may designate a committee to control and manage the day-

to-day operation and administration of the Plan on behalf of the Plan Administrator but

solely in their capacities as employees and representatives of the Company and not in their

individual capacities.

45. What happens if I disagree with a decision of the Plan Administrator concerning my Plan

benefits or eligibility?

The following claims appeal procedure applies to claims other than claims for benefits due to

Disability, which are governed by the section entitled “Disability Claims”. If the Plan

Administrator denies your claim, the Administrator will notify you in writing within 60

days after receipt of your claim. This notification will include (i) the specific reasons why

your claim was denied, (ii) the specific reference to the Plan provisions on which the denial

is based, (iii) a description of any additional information you must provide to perfect the

claim and why the information is needed, (iv) an explanation of the procedure you may

follow to appeal the denial of your claim, including the time limits of the claim review

procedure and (v) a statement that you have the right to bring a civil action under section

502(a) of the Employee Retirement Income Security Act to request that a court consider

your claim if your claim is denied on appeal.

You may request review by the Administrator of the denied claim by filing a written notice

with the Administrator within 60 days after receipt of the notification of the claim denial.

You may submit issues and comments at this time. You will be afforded a full and fair

review by the Administrator.

The Administrator must give you a written decision on the appeal not later than 60 days

after receipt of the request for review, unless special circumstances require an extension of

time, in which case the decision will not be later than 120 days after the receipt of the

request for review. If your claim is again denied, the Administrator must give you the

specific reasons for the denial and the specific Plan references on which it is based as well

as certain additional information required by Department of Labor regulations.

Disability Claims.

In the case of any benefits claim that requires a determination by the Administrator of a

Participant’s Disability status (a "Disability Claim"), the Administrator will notify the

Claimant of the Administrator's Adverse Determination within a reasonable period of time,

but not later than 45 days after receipt of the claim. If, due to matters beyond the control of

the Administrator, the Administrator needs additional time to process a claim, the Claimant

will be notified, within 45 days after the Administrator receives the claim, of those

circumstances and of when the Administrator expects to make its decision but not beyond

75 days. If, prior to the end of the extension period, due to matters beyond the control of

the Administrator, a decision cannot be rendered within that extension period, the period

for making the determination may be extended for up to 105 days, provided that the

Administrator notifies the Claimant of the circumstances requiring the extension and the

date as of which the Administrator expects to render a decision. The extension notice will

specifically explain the standards on which entitlement to a Disability Benefit is based, the

unresolved issues that prevent a decision on the claim and the additional information

needed from the Claimant to resolve those issues, and the Claimant will be afforded at least

45 days within which to provide the specified information. In addition, for any notice of

Adverse Determination regarding a Disability Claim, the notice of Adverse Determination

will be provided in a culturally and linguistically appropriate manner in accordance with

applicable Regulations or other authoritative guidance regarding such notices and also will

include the following (in addition to the information in above):

• If the Adverse Determination on review is based on a medical necessity requirement,

an experimental treatment exclusion or a similar restriction, either an explanation of

the scientific or clinical judgment on which the determination was based, applying

the terms of the Plan to the Claimant’s medical circumstances, or a statement that

an explanation will be provided without charge upon request.

• A discussion of the Plan Administrator's decision, including an explanation for

disagreeing with or declining to follow:

• The views presented by the Claimant to the Plan Administrator of health care

professionals treating the Claimant and vocational professionals who evaluated the

Claimant;

• The views of medical or vocational experts whose advice was obtained on behalf of

the Plan Administrator in connection with the Adverse Determination, without

regard to whether the advice was relied upon in making the determination; or

• A Social Security Administration disability determination regarding the Claimant

presented to the Plan Administrator by the Claimant; and

• Either the specific internal rules, guidelines, protocols, standards or other similar

criteria of the Plan relied upon in making the Adverse Determination or,

alternatively, a statement that such rules, guidelines, protocols, standards or other

similar criteria do not exist.

• A statement that the Claimant is entitled to receive, upon request and free of charge,

reasonable access to, and copies of, all documents, records, and other information

relevant to the claim.

Review of Disability Claims. A request for review of an initial Adverse Determination

regarding a Disability Claim must be submitted in writing to the Reviewer no later than 180

days after the Claimant receives the notice of initial Adverse Determination.

In addition to providing the Claimant the right to review documents and submit comments

as described in above, a review of a denial of a Disability Claim will meet the following

requirements:

(A) The Administrator will provide a review that does not afford deference

to the initial adverse benefit determination and that is conducted by an appropriate named fiduciary

of the Plan who did not make the initial determination that is the subject of the appeal, nor is a

subordinate of the individual who made the determination.

(B) The appropriate named fiduciary of the Plan will consult with a health

care professional who has appropriate training and experience in the field of medicine involved in

the medical judgment before making a decision on review of any adverse initial determination based

in whole or in part on a medical judgment. The professional engaged for purposes of a consultation

in the preceding sentence will not be an individual who was consulted in connection with the initial

determination that is the subject of the appeal or the subordinate of any such individual.

experts whose advice was obtained on behalf of the Administrator in connection with the review,

without regard to whether the advice was relied upon in making the benefit review determination.

(D) The Administrator will allow a Claimant to review the claim file and to

present evidence and testimony as part of its internal claims and appeals process and will comply

with the following requirements:

(1) The Administrator will provide the Claimant, without charge,

any new or additional evidence considered, relied upon, or generated by or on behalf of the

Administrator in connection with the claim as soon as possible and sufficiently in advance of the date

on which the notice of final Adverse Determination is required to be provided under these Claims

Procedures (and applicable Regulations) to give the Claimant a reasonable opportunity to respond

before that date; and

(2) Before the Administrator issues a final internal Adverse

Determination based on a new or additional rationale, the Claimant will be provided, without charge,

with the rationale for its decision as soon as possible and sufficiently in advance of the date on which

the notice of final Adverse Determination is to be provided under these Claims Procedures (and

applicable Regulations) to give the Claimant a reasonable opportunity to respond before that date

Deadline for Review Decisions for Disability Claims. For Disability Claims, the decision on

review will be made within a reasonable time but not later than 45 days after the Reviewer receives a

request for review, unless special circumstances require an extension of time for processing, in which

case a decision will be rendered not later than 90 days after receipt of a request for review. A notice of

such an extension will be provided to the Claimant within the initial 45 day period and will explain the

special circumstances and provide an expected date of decision.

For Disability Claims, a Claimant is deemed to have exhausted the Plan’s internal claims and

appeals process if the Administrator does not strictly adhere to the applicable requirements of Department

of Labor Regulations section 2560.503-1 unless the Administrator’s failure to adhere to those

requirements is a "de minimis violation" (as defined in the next paragraph). In such cases, if a court rejects

the Claimant’s request for immediate review on the basis that the Administrator met the standards for the

de minimis violation exception described above, the claim shall be considered as re-filed on appeal upon

the Administrator’s receipt of the decision of the court. In such cases, within a reasonable time after the

Administrator’s receipt of the decision, the Plan shall provide the Claimant with notice of the

resubmission.

For purposes of these Claims Procedures, the Administrator's failure to satisfy applicable claim

procedure regulations is a "de minimis violation" if (i) the violation does not cause, and is not likely to

cause, prejudice or harm to the Claimant, (ii) the violation was for good cause or due to matters beyond

the control of the Administrator, (iii) the violation occurred in the context of an ongoing, good faith

exchange of information between the Administrator and the Claimant and (iv) the violation is not part of

a pattern or practice of violations by the Administrator. If an issue arises regarding whether this de

minimis violation exception applies, a Claimant may request a written explanation of the violation from

the Administrator, and the Administrator will provide the explanation within 10 days, including a specific

description of its reasons, if any, for asserting that the violation should not cause the internal claims and

appeals process to be deemed exhausted

46. What are my rights under ERISA?

As a participant in the Plan you are entitled to certain rights and protections under the

Employee Retirement Income Security Act of 1974 (ERISA). ERISA provides that all plan

participants shall be entitled to:

• Examine, without charge, at the plan administrator's office and at other specified

locations, such as worksites, all documents governing the plan, including insurance

contracts and a copy of the latest annual report (Form 5500 series) filed by the plan

with the U.S. Department of Labor and available at the Public Disclosure Room of the

Employee Benefits Security Administration.

• Obtain upon written request to the plan administrator copies of documents governing

the operation of the plan, including all plan documents, insurance contracts, copies of

the latest annual report (Form 5500 series) and updated summary plan description. The

administrator may make a reasonable charge for the copies.

• Receive a summary of the plan's annual financial report. The plan administrator is

required by law to furnish each participant with a copy of this summary annual report.

• Obtain a statement telling you whether you have a right to receive a benefit at normal

retirement age (age 65) and if so, what your benefit would be at normal retirement age

if you stop working under the plan now. If you do not have a right to a benefit, the

statement will tell you how many more years you have to work to get a right to a

benefit. This statement must be requested in writing and is not required to be given

more than once a year. The plan must provide the statement free of charge.

Prudent Action By Fiduciaries

In addition to creating rights for plan participants, ERISA imposes duties upon the people

who are responsible for the operation of the employee benefit plan. The people who

operate your plan, called "fiduciaries" of the plan, have a duty to do so prudently and in the

interest of you and other plan participants and beneficiaries.

No one, including your employer or any other person, may fire you or otherwise

discriminate against you in any way to prevent you from obtaining a benefit or exercising

your rights under ERISA.

Enforce Your Rights

If your claim for a benefit is denied in whole or in part, you must receive a written

explanation of the reason for the denial. You have the right to have the plan administrator

review and reconsider your claim.

Under ERISA, there are steps you can take to enforce the above rights. For instance, if you

request a copy of the plan document or latest annual report from the plan and do not

receive them within 30 days, you may file suit in a federal court. In such a case, the court

may require the plan administrator to provide the materials and pay you up to $110 a day

until you receive the materials, unless the materials were not sent because of reasons

beyond the control of the administrator.

If you have a claim for benefits which is denied or ignored, in whole or in part, you may

file suit in a state or federal court provided you have complied with the Plan’s claims and

claims approval procedures (see question 45). In addition, if you disagree with the plan's

decision (or lack thereof) concerning the qualified status of a domestic relations order, you

may file suit in a federal court. If it should happen that plan fiduciaries misuse the plan's

money or if you are discriminated against for asserting your rights, you may seek

assistance from the U.S. Department of Labor or may file suit in a federal court. The court

will decide who should pay court costs and legal fees. If you are successful, the court may

order the person you have sued to pay these costs and fees. If you lose, the court may order

you to pay these costs and fees, for example, if it finds your claim is frivolous.

Assistance with Your Questions

If you have any questions about your plan, you should contact the plan administrator. If

you have any questions about this statement or about your rights under ERISA or if you

need assistance in obtaining documents from the plan administrator, you should contact the

nearest area office of the Employee Benefits Security Administration, U.S. Department of

Labor, listed in your telephone directory or the Division of Technical Assistance and

Inquiries, Employee Benefits Security Administration, U.S. Department of Labor, 200

Constitution Avenue, N.W., Washington, D.C. 20210. You may also obtain certain

publications about rights and responsibilities under ERISA by calling the publications

hotline of the Employee Benefits Security Administration.

BASIC INFORMATION

1. Name of Plan:

Weston Solutions, Inc. Retirement Savings and Employee Stock Ownership Plan

2. Name and address of the Plan Sponsor:

Weston Solutions, Inc.

1400 Weston Way

West Chester, PA 19380-1499

3. Identification Numbers:

Plan Sponsor: 23-1501990

Plan Number: 004

4. Participating Subsidiaries:

None

5. Type of Plan:

Defined Contribution Profit Sharing Plan with Qualified Cash or Deferred

Arrangement (i.e., 401(k))

6. Name, address and principal place of business of the Trustee of the Plan:

Vanguard Fiduciary Trust Company

P.O. Box 2900

Valley Forge, PA 19482

GreatBanc Trust Company

1301 W. 22

Street

Suite 800

Oak Brook, IL 60523

7. Name, address and telephone number of the Plan Administrator:

Weston Solutions, Inc.

Plan Administrator of the Weston Solutions, Inc. Retirement Savings and

Employee Stock Ownership Plan

1400 Weston Way

West Chester, PA 19380-1499

Attention: Benefits Manager

Phone: 1-610-701-3007

8. Type of Administration:

Company administered plan with independent, corporate trustees

9. Name of person designated as Agent for Service of Legal Process and the address at

which such Process may be served:

Corporate Secretary c/o Weston Solutions, Inc.

1400 Weston Way

West Chester, PA 19380-1499

Service of Legal Process may also be made upon the Plan

Trustee or the Plan Administrator.

10. Initial Effective Date of the Plan:

April 4, 1984

11. Plan Year:

January 1 to December 31

12. No Contract of Employment. Nothing contained in the Plan shall be construed as a

contract of employment between the Company and the employee, nor shall anything contained in

the Plan give any employee any rights of continued employment with the Company or limit the

right of the Company to discharge any employee with or without cause.

13. Statute of Limitations. Please note that no legal action may be commenced or maintained

to recover benefits under the Plan more than twelve (12) months after the final review/appeal

decision by the Plan Administrator has been rendered (or deemed rendered).