a payment equal to the premium costs for Executive and her eligible dependents to continue health insurance coverage under COBRA for 18 months; and

The Employer will comply with the requirements of American Rescue Plan Act of 2021 (“ARPA”), which requires employers to fully subsidize COBRA for certain Assistance Eligible Individuals for periods of coverage from April 1, 2021 through September 30, 2021. The COBRA subsidy provided by the Employer under the Plan shall be treated in accordance with ARPA as payment of the subsidy for purposes of ARPA and shall not be in addition to or extend the terms of COBRA subsidies provided under ARPA.

expense. Later, you may be able to convert to an individual policy through the provider of the Company’s health insurance, if you wish. As an additional severance benefit, if you timely elect continued coverage under COBRA, the Company will reimburse you for or pay directly (at the Company’s discretion) the COBRA premiums to continue your health insurance coverage (including coverage for eligible dependents, if applicable) (“COBRA Premiums”) through the period (the “COBRA Premium Period”) starting on the Separation Date and ending on the earliest to occur of: # December 31, 2023; # the date you become eligible for group health insurance coverage through a new employer; or # the date you cease to be eligible for COBRA continuation coverage for any reason. If the Company elects to reimburse you, you must timely pay your premiums, and then provide the Company with proof of same to obtain reimbursement for your COBRA premiums under this [Section 3(b)]. In the event you become covered under another employer’s group health plan or otherwise cease to be eligible for COBRA during the COBRA Premium Period, you must immediately notify the Company of such event. Notwithstanding the foregoing, if the Company determines, in its sole discretion, that it cannot pay the COBRA Premiums without a substantial risk of violating applicable law (including, without limitation, Section 2716 of the Public Health Service Act), the Company instead shall pay you, on the first day of each calendar month, a fully taxable cash payment equal to the applicable COBRA premiums for that month for the remainder of the COBRA Premium Period, which you may (but are not obligated to) use toward the cost of COBRA premiums.

if Executive (or, following Executive’s death, Executive’s spouse) is eligible for and timely elects medical continuation coverage under the Consolidated Omnibus Reconciliation Act of 1985 for Executive and Executive’s spouse and/or dependents then currently enrolled in such coverage (“COBRA Continuation Coverage”), the Company will pay through the COBRA Payment End Date (as defined below) the monthly premiums for the level of coverage Executive maintained on the date of termination. The “COBRA Payment End Date” shall be the earlier of # 12 months following the date of termination and # the date Executive becomes employed by a third party and is eligible for coverage under any group health plan of the new employer. If during the period Executive is receiving COBRA Continuation Coverage, Executive obtains new employment and becomes eligible for coverage under the group benefits plan of the new employer, Executive shall promptly notify the Company in writing of such eligibility.

Reconciliation Act of 1985, as amended (“COBRA”), for up to six (6) months, provided Executive makes a timely election for and continues to be eligible for such continued coverage; provided, however, that if the Company determines in its sole discretion that it cannot make the COBRA reimbursements without potentially violating applicable law (including, without limitation, Section 2716 of the Public Health Service Act), the Company will in lieu thereof provide to Executive a taxable monthly payment in an amount equal to the monthly COBRA premium that Executive would be required to pay to

COBRA Premium. “COBRA Premium” means the monthly cost of providing healthcare continuation coverage for a qualified beneficiary under COBRA, as adjusted from time to time.

COBRA Benefits: The Employee may continue coverage with respect to the Company’s group health plans as permitted by the Consolidated Omnibus Budget Reconciliation Act of 1985 (“COBRA”) for himself and each of his “Qualified Beneficiaries” as defined by COBRA (“COBRA Coverage”). The Company shall reimburse the amount of any COBRA premium paid for COBRA Coverage timely elected by and for the Employee and any Qualified Beneficiary of the Employee, and not otherwise reimbursed, during the period

Rosengarten acknowledges and agrees that under Section 6 of the Employment Agreement, she was not entitled to receive any payments from the Bank toward COBRA continuation coverage until the first (1st) day of the seventh (7th) month after the month in which the Separation Date occurred. In consideration of Rosengarten’s undertakings in this Agreement, and at her request, the Bank has agreed to modify the schedule of the Bank’s payments toward Rosengarten’s COBRA continuation coverage as described in this Paragraph 3(C). If Rosengarten was covered by the Bank’s group health and/or dental insurance plans as of the Separation Date, and Rosengarten timely elects COBRA continuation coverage, then the Bank will pay toward such COBRA continuation coverage the difference between the total cost of premiums for COBRA coverage and the Bank’s normal employee share of health insurance premiums, for the period beginning as of the date the Revocation Period expires and ending on the earlier to occur of: # the end of the Severance Period; or # the date on which Rosengarten becomes eligible for other group health and/or dental insurance coverage. Rosengarten will be responsible for timely paying, pursuant to the mandates of COBRA, the Bank’s normal employee share of premiums toward COBRA coverage during such period of Bank-subsidized COBRA coverage, and Rosengarten agrees and acknowledges that her portion of COBRA coverage will be deducted by the Bank, on an after-tax basis, from the severance payments to be made to Rosengarten under Paragraph 3(A), above. The Bank’s payments towards such coverage shall be reported as taxable compensation to Rosengarten. Should Rosengarten wish to continue COBRA coverage after the period of time during which the Bank subsidizes such coverage under this Paragraph 3(C), Rosengarten acknowledges and agrees that she will be solely responsible for payment of any and all amounts required to continue coverage in accordance with the mandates of COBRA. Rosengarten agrees that within five (5) calendar days of becoming eligible for other group health or dental insurance, she will inform the Bank of such fact in writing;

COBRA Reimbursement: Kohl’s health benefits are available to all newly hired Executives on the first of the month following 60 days of employment. Executives may continue their prior medical coverage through their previous employer under the COBRA law. Details regarding your COBRA rights will be provided by your prior employer. For the period between your start date and eligibility date, we will provide you with full COBRA assistance minus the applicable Kohl’s monthly premium.

Medical/Dental Coverage: The Employers shall make the payments for COBRA Premiums provided for in [Section 4.3] of the Plan during the Participant’s COBRA Severance Period.