2026 - Ansell.Law - Employee Benefits Guide

2026

Employee Benefits Guide

WELCOME to Ansell.Law!

Inside this Guide Eligibility and Enrollment Information

3

Paycom Enrollment Instructions

4

Horizon Discount Programs

5

Ansell, Grimm & Aaron, PC

Medical Benefits

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(Ansell.Law) recognizes how

Prescription Benefits

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important benefits are to you.

Dental Benefits

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Vision Benefits

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enjoy the best possible physical,

2026 Employee Contributions

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financial, and emotional well-being.

Health Savings Account

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It’s also why we provide you

Flexible Spending Accounts (FSA)

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with a comprehensive, highly

Employee Assistance Program (EAP)

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401(k) Retirement Savings

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Life and Disability Benefits

16

Voluntary Life/AD&D Benefits

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Horizon Advocacy

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Benefits Member Advocacy Center

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Benefit Contacts and Resources

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Legal Notices

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That’s why we’re committed to helping you and your family

competitive benefits package, with the flexibility to make the choices that best meet your needs.

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2026 Benefits Guide

Eligibility and Enrollment Information

Eligibility (Who can enroll?)

If you are a full-time employee working at least 30 hours per week, you are eligible to enroll in the benefits listed in this guide. Newly hired employees become eligible for benefits after 30 days of employment.

In addition, the following dependents are eligible for coverage: • Your legally married spouse or domestic partner.

• Your dependent child(ren) to age 26, plus disabled dependent children of any age who meet plan criteria.

Making Plan Changes Unless you experience a Qualifying Life Event, you cannot make changes to your benefits until the next Open Enrollment period.

Qualifying Life Events include: •

Marriage, divorce or legal separation

•

Birth or adoption of a child

•

Change in child’s dependent status

•

Death of a spouse, child or other qualified dependent

•

Change in employment status or a change in coverage under another employer-sponsored plan

NOTE: You must notify Chris Raike in Human Resources at craike@ansell.law or 732-643-5253, within 30 days of experiencing a Qualifying Life Event.

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Paycom Enrollment Instructions

Enrolling Via Desktop

Enrolling Via Mobile App

3. On the Benefits Enrollment tab, you’ll see all available and current enrollments. To begin, click “Start.”

1.

From the Notifications Center, tap the current year’s Benefits Enrollment.

Review the instructions and tap “Next.”

2. Review your information. Tap “Edit” to make changes or “Next” to continue.

3. Complete the Pre-Enrollment Questions and tap “Next.”

4. View and update dependents and beneficiaries. Once complete tap “Next.”

— To edit dependent and beneficiary information, tap the blue hyperlink.

— To add a new dependent or beneficiary, tap the plus sign.

5. Choose to enroll in or decline a plan by checking the appropriate option. When finished, tap “Next.” Continue for each benefit plan.

6. When finished, review your enrollment and sign the document. Then, tap “Finalize.”

To view your current benefits at anytime, nevigate to Benefits>My Benefits.

Need help electing benefits through the app?

Click here to view a tutorial video on how to elect benefits through the mobile app.

1.

Log into your Paycom Account

2. If you are eligible, you can enroll using the Benefits tile. Click “Benefits Enrollment.”

For your convenience, you can also access this using the navigation bar at the top of the page.

4. When you see the welcome message with instructions, click “Next” to continue.

5. First you will need to review your personal contact information. If any information is inaccurate or missing, click “Edit” to correct. If your information is accurate, click “Next” to continue to the PreEnrollment Questions screen.

6. Answer the question(s) and click “Next” to continue to the Dependents and Beneficiaries screen.

7. On the Dependents and Beneficiaries screen, click “Add Recipient” to enter dependents and/or beneficiaries. Click the dependent/beneficiary’s name to edit their information. When finished, click “Next” to be guided through the enrollment process.

8. You will be guided through the process for each of the available benefit plans.

9. Click “Select Plan” to enroll in a plan.

Check the “Decline Coverage” checkbox to decline the plan. Once complete, click “Next.”

10. When you have made your selections; review your plans and then draw or type your signature to agree to the enrollment.

The click “Finalize.”

11. After finalizing your selection, you will be directed to the completion page. From this page you can choose to return to review or exit.

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2026 Benefits Guide

Horizon Discount Programs For Horizon medical plan members

Blue365 is a free health and wellness

How it works

discount program available to Horizon

memberships, fitness gear, health

Once you sign up, you’ll receive weekly emails with great deals and discounts from top national and local retailers. You can also search the Blue365 website to see all current deals. Plus, get ideas for feeling your best from Blue365’s Health Tips page.

eating options and more.

Deal categories

Blue Cross Blue Shield members that provides exclusive discounts on gym

Blue365 is a free health and wellness discount program available to Horizon Blue Cross Blue Shield members that provides exclusive discounts on gym memberships, fitness gear, health eating options and more.

•

Apparel & Footwear

•

Hearing & Vision

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Nutrition

•

Travel

•

Fitness

•

Home & Family

•

Personal Care

Blue365 can help you build a path to living well through:

Ready to start saving?

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Handpicked deals from premium brands that you recognize

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Discounts on other Discounts on other health savings programs across nearly all categories

•

Exclusive offers only available to Blue365 members

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Year-round discounts – no limited supplies, no limits on savings

Learn more about Blue365, including how to sign up for deals, at blue365deals.com or use the Horizon Blue mobile app.

To learn more about Blue365 or to enroll, scan the QR code!

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Medical Benefits Administered by Horizon

Ansell.Law is excited to announce that eligible employees may now choose from one of four medical plans offered, w providers, visit www.HorizonBlue.com/amt.

HSA Horizon Direct Access (with BlueCard) 80-60 (609)

HSA Horizo (with BlueC

BENEFIT DESCRIPTION

IN-NETWORK

OUT-OF-NETWORK

IN-NETWO

Calendar Year Deductible Individual/Family

$2,500 / $5,000

$7,500/$15,000

$1,700 indiv/$

Out-of-Pocket Maximum Individual/Family

$4,500 / $9,000

$7,500 / $15,000

$4,500 indiv/$

Preventive Care Services

Plan pays 100% (no deductible)

Plan pays 60% (no deductible)

100% covered (

PCP Office Visit

Plan pays 100%*

You pay 40%*

$25 Co

Specialist Office Visit

Plan pays 100%*

You pay 40%*

$50 Co

Telemedicine

$10 copay*

$10 Co

Diagnostic Laboratory

You pay 20%*

You pay 40%*

$0 Co

Diagnostic X-Ray/ Imaging (MRI, CT Scan)

You pay 20%*

You pay 40%*

Routine - $ Complex Imagin

Emergency Room

You pay 20%*

You pay 20% after in-network deductible

$150 C

Urgent Care Center

You pay 0%*

You pay 40%*

$50 Co

Inpatient Hospital

You pay 20%*

You pay 40%*

$250 Copay / day; $

Outpatient Surgery

You pay 20%*

You pay 40%*

$150 C

Skilled Nursing Facility

You pay 20%*

You pay 40%*

$0 Co

Home Health Care

You pay 20%*

You pay 40%*

$0 Co

Outpatient Therapies (PT, OT, Chiro)

You pay 20%*

You pay 40%*

$50 Co

Inpatient Mental Health/Substance Abuse

You pay 20%*

You pay 40%*

$250 Copay / day, $1

Outpatient Mental Health/Substance Abuse

You pay 20%*

You pay 40%*

$50 Co

Durable Medical Equipment

You pay 20%*

You pay 40%*

$0 Co

You pay $0* (office visit); $50 hardware allowance every 2 calendar years

You pay 40%* (office visit); $50 hardware allowance every 2 calendar years

Routine Vision Exam * After deductible

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$50 Co $50 hardware allowance

which continue to include prescription drug benefits (outlined on the following page). To find participating

on EPO 100 Card) (620)

Direct Access 50% EPO (with BlueCard) $2,500 (866)

OMNIA HSA 90/70 (with BlueCard) (949)

ORK ONLY

IN-NETWORK ONLY

TIER 1

TIER 2

$3,400 family

$2,500 / $5,000

$1,700 / $3,400

$2,500 / $5,000

$9,000 family

$6,250 / $12,500

$3,500 / $7,000

$6,450 / $12,900

(no deductible)

Plan pays 100% (no deductible)

Plan pays 100% (no deductible)

Plan pays 100% (no deductible)

opay*

$35 copay, no deductible

$10 copay*

$25 copay*

opay*

$50 copay, no deductible

$20 copay*

$40 copay*

opay*

$10 copay

opay*

You pay 50%*

$0 Copay* ng - $150 Copay*

$10 copay*

You pay 50%*

You pay $0* in-office; You pay 10%* other network outpatient facility

You pay $0* in-office; You pay 30%* other network outpatient facility

Copay*

$150 copay (no deductible), then you pay 50%

$100 copay*, then you pay 10%

$100 copay*, then you pay 30%

opay*

$50 copay, no deductible

$20 Copay*

$40 Copay*

$1,250 max / admin*

50%* then $500 copay / day

You pay 10%*

You pay 30%*

Copay*

You pay 50%*

You pay 10%*

You pay 30%*

opay*

You pay 50%*

You pay 10%*

You pay 30%*

opay*

You pay 50%*

$10 copay*

$25 copay*

opay*

You pay 50%* (PT, OT); $35 copay (Chiro)

$10 copay*

$25 copay*

You pay 50%*

You pay 10%*

You pay 30%*

opay*

$50 copay, no deductible

$20 copay*

$40 copay*

opay*

You pay 50%*

You pay 50%*

You pay 50%*

$50 copay, no deductible; $50 hardware allowance every 2 calendar years

Not covered

Not covered

$1,250 max / admin*

opay* e every 2 calendar years

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Prescription Benefits Administered by Horizon

If you enroll in one of the medical plan options you are automatically enrolled in the corresponding prescription drug coverage, outlined below.

HSA Horizon Direct Access (with BlueCard) 80-60 (609) Prescription Drug Benefits

HSA Horizon EPO 100 (with BlueCard) (620) & Direct Access 50% EPO (with BlueCard) $2,500 (866)

OMNIA HSA 90/70 (with BlueCard) (949) Retail Pharmacy Mail Order Pharmacy (up to a 30-day supply) (up to a 90-day supply)

Retail Pharmacy (up to a 30-day supply)

Mail Order Pharmacy (up to a 90-day supply)

Retail Pharmacy (up to a 30-day supply)

Generic

$15 copay*

$30 copay*

$15 copay**

40% copay

40% copay

Preferred Brand

$35 copay*

$70 copay*

$35 copay**

40% copay

40% copay

Non-Preferred Brand

$50 copay*

$100 copay*

$50 copay**

40% copay

40% copay

* After deductible ** Mail Order (31–90 day supply: 2 times applicable copay after deductible)

GoodRx Prescription Savings Program Use GoodRx to compare drug prices at local and mail-order pharmacies and discover free coupons and savings tips. Find huge savings on drugs not covered by your insurance plan — you may even find savings versus your typical copayment!

You can find the lowest price on prescriptions right from your phone or tablet. Download the GoodRx mobile app today for: •

Instant access to the lowest prices for prescription drugs at more than 75,000 pharmacies

•

Coupons and savings tips that can cut your prescription costs by 50% or more

•

Side effects, pharmacy hours and locations, pill images, and much more!

Learn more and start saving on your prescriptions today at connerstrong.goodrx.com.

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Dental Benefits Administered by Delta Dental of NJ

Eligible employees may enroll in one of the following dental plans, administered by Delta Dental of NJ. Visit www.deltadentalnj.com for a list of participating Delta Dental PPO dentists.

Delta Dental Basic PPO 06001 Benefit

Delta Dental PPO 06003

In-Network

Out-of-Network

In-Network

Out-of-Network

Deductible Individual/Family

N/A

N/A

$50 / $150

$50 / $150

Calendar Year Maximum Individual/Family

$1,000

$1,000

$2,000

$2,000

Preventive and Diagnostic Services Exams, Cleanings, Bitewing X-rays (each twice in a calendar year) Fluoride Treatment (once in a calendar year, children to age 19)

100% covered

100% covered

100% covered

100% covered

Basic Services Fillings, Extractions, Endodontics (root canal), Periodontics, Oral Surgery, Sealants

Not covered

Not covered

Plan pays 80%*

Plan pays 80%*

Major Services Crowns, Gold Restorations, Bridgework, Full and Partial Dentures

Not covered

Not covered

Plan pays 50%*

Plan pays 50%*

Orthodontia Benefits (children age 19 and below)

Not covered

Not covered

Plan pays 50%*

Plan pays 50%*

Orthodontia Lifetime Maximum (per patient)

Not covered

Not covered

$1,000

$1,000

* After deductible

If you have questions regarding your benefits, you may contact Delta Dental’s customer service department Monday-Thursday 8am-6:30pm EST and Friday 8am-5pm EST at 800-452-9310.

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Vision Benefits Administered by Davis Vision

Eligible employees may enroll in the following vision plan, administered through Davis Vision.

Horizon Panorama IVB Benefit

In-Network

Out-of-Network Reimbursement

Exam (once every 12 months)

$10 copay

Up to $40 reimbursement

Frames (once every 24 months)

$25 copay (Davis Vision Frames); $130 allowance (Non-Collection Frames); $180 allowance (Visionworks); 20% discount on overage

Up to $50 reimbursement

$25 copay $25 copay $50 / $90 / $140 / $175 copay $25 copay $50 / $90 / $140 / $175 copay $25 copay

Up to $40 reimbursement Up to $60 reimbursement Up to $60 reimbursement Up to $80 reimbursement Up to $80 reimbursement Up to $100 reimbursement

Up to $130 plus 15% discount on overage

Up to $105 reimbursement

Lenses (once every 12 months) Single Vision Bifocal (Lined) Bifocal (Progressive) - Standard/Premium/Ultra/Ultimate Trifocal (Lined) Trifocal (Progressive) - Standard/Premium/Ultra/Ultimate Lenticular Lenses

Contact Lenses (in lieu of eyeglasses)

Locating a Vision Provider To see which vision professionals participate in this plan, visit davisvision.com.

•

Click on Member Log In.

•

Enter 3161 in the Client Code field and click Submit.

•

Select Find a Provider.

You can also call 1-800-278-7753 to search for a provider.

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2026 Benefits Guide

2026 Employee Contributions Bi-Weekly Rates

While health care costs continue to rise, Ansell.Law is committed to keeping costs manageable. The amount you pay is deducted from your paycheck before taxes. Your specific cost is determined by your plan choice and coverage election. See information below for bi-weekly employee contribution amounts.

Medical Bi-Weekly Contributions

HSA Horizon Direct Access (with BlueCard) 80-60 (609)

HSA Horizon EPO 100 (with BlueCard) (620)

Direct Access 50% EPO (with BlueCard) $2,500 (866)

OMNIA HSA 90/70 (with BlueCard) (949)

Employee

$580.66

$469.91

$285.09

$115.31

Employee + Spouse

$1,509.77

$1,288.01

$890.74

$554.50

Employee + Child(ren)

$837.23

$692.63

$541.35

$327.04

Family

$1,845.83

$1,581.10

$1,029.94

$730.60

Tier

Dental Bi-Weekly Contributions

Tier

Delta Dental Basic PPO 06001

Delta Dental PPO 06003

Employee

$8.46

$23.40

Employee + Spouse

$16.93

$46.79

Employee + Child(ren)

$19.05

$52.64

Family

$20.95

$61.18

Vision Bi-Weekly Contributions

Tier

Horizon Vision Panorama IV B

Employee

$2.37

Employee + Spouse

$4.74

Employee + Child(ren)

$4.97

Family

$6.93

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Health Savings Account Administered by HealthEquity

If you participate in a qualified High Deductible Health Plan (HDHP) you may be eligible to participate in a Health Savings Account (HSA).

An HSA is a great way to save money by allowing you to set aside pre-tax dollars, via payroll deductions, to efficiently pay for qualified

HSA Advantages: •

There is no “use it or lose it” provision with an HSA. If you don’t use the money in your account by the end of the year, don’t worry!

Unused funds will roll over year after year.

healthcare, dental and vision expenses.

•

HSA Eligibility

•

In order to qualify for an HSA, you must be an adult who meets the following qualifications:

Your HSA is portable. When you retire or leave the company, your HSA funds go with you.

•

HSA contributions are tax deductible, you can

•

You have coverage under an HSA-qualified, high deductible health plan (HDHP).

•

You (or your spouse, if applicable) have no other health coverage (excluding other types

You can save and invest unused HSA money for future healthcare needs.

spend the money tax-free, and any growth is tax free.

HSA-Qualified Healthcare Expenses

of insurance, such as dental, vision, disability, or long-term care coverage).

You can use the funds in your HSA to pay for qualified healthcare expenses such as:

•

Are not enrolled in Medicare.

•

Doctor visits

•

Prescriptions

•

You cannot be claimed as a dependent on someone else’s tax return.

•

Dental care,

•

Chiropractic services

For more details on eligibility requirements, visit www.irs.gov/publications/p969#en_US_2019_ publink1000204025.

HSA Contributions The maximum amount that can be contributed to the HSA in a tax year is established by the IRS and is dependent on whether you have individual or family coverage in the HDHP plan. For 2026, the contribution limits are: •

$4,400 for individual coverage.

•

$8,750 for family coverage.

•

The annual catch-up contribution for employees age 55 and older is $1,000.

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•

including extractions • and braces • Vision care, including contact • lenses, prescription sunglasses and • LASIK surgery

Acupuncture Hearing aids and batteries Over the counter (OTC) medications Menstrual care products

For a full list of qualified medical expenses, visit www.irs.gov/pub/irs-pdf/p502.

Note: After January 1, 2026, you may rollover any funds in any other HSA Account into the HealthEquity account which will automatically be set up for you if you elect the High Deductible Plan.

Please see Chris Raike in Human Resources for the Rollover Form.

Flexible Spending Accounts (FSA) Administered by HealthEquity

Flexible spending accounts, or FSAs, provide you with an important tax advantage that can help you pay health care and dependent care expenses on a pre-tax basis. By anticipating your family’s health care and dependent care costs for the next plan year, you can lower your taxable income.

Healthcare FSA The Healthcare FSA allows you to set aside pre-tax dollars via payroll deductions to pay for qualified healthcare expenses for you and your dependents.

For 2026, the annual maximum amount you may contribute is $3,400.

The Healthcare FSA can be used for: •

Doctor office copays

•

Non-cosmetic dental procedures (crowns, dentures, orthodontics)

•

Prescription contact lenses, glasses, and sunglasses

•

LASIK eye surgery

Dependent Care FSA The Dependent Care FSA lets you use pre-tax dollars toward qualified dependent care expenses.

The annual maximum amount you may contribute is $7,500 (or $3,750 if married and filing separately) per calendar year.

The Dependent Care FSA can be used for: •

The cost of child or adult dependent care

•

The cost for an individual to provide care either in or out of your house

•

Nursery schools and preschools (excluding

Use-it or Lose-it Keep in mind, FSAs are “use-it-or-lose-it” accounts.

You will forfeit any unused amount remaining in the account at the end of the plan year.

Additionally, you have 90 days from the end of the plan year (until March 31, 2026) to submit any claims that you incurred anytime during 2025 but had not submitted for reimbursement.

After this run-out period, any remaining balances from the prior year are forfeited.

Managing your FSA When you enroll in a Health Care FSA, HealthEquity will send you a debit card, which you can use to pay for eligible expenses.

Depending on the transaction, you may need to submit receipts or other documentation to HealthEquity. You can review claims and manage your accounts online at www.healthequity.com or by using HealthEquity’s robust EZ Receipts mobile app. Download it on the Apple App Store or Google Play.

What’s an eligible expense?

Healthcare FSA: Plan deductibles, copays, coinsurance, and other healthcare expenses.

To learn more, see IRS Publication 502 at www.irs.gov.

For more information...

To Contact HealthEquity, call 877-924-3967 or email memberservices@healthequity.com.

kindergarten)

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Employee Assistance Program (EAP) Administered by UNUM

Balanced care for a better life Your EAP is designed to help you lead a happier and more productive life at home and at work. Call for confidential access to a licensed Professional Counselor who can help you.

A licensed Professional Counselor can help you with: •

Stress, depression, anxiety

•

Job stress, work conflicts

•

Relationship issues, divorce

•

Family, parenting problems

•

Anger, grief, loss

•

And more

Work-Life Balance You can also reach out to a specialist for help with balancing work and life issues. Just call and one of our work-life specialists can answer your questions can help you find resources in your community.

Ask our work-life specialists about: •

Child/Elder care

•

Credit report issues

•

Identity Theft

•

•

Legal questions

Even reducing your medical/dental bills

•

Financial services

•

And more

•

Debt management

Who is Covered?

EAP services are available to all eligible partners and employees, their spouses or domestic partners, dependent children, parents, and parents in-law.

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Always By Your Side •

Expert support 24/7

•

Convenient website

•

Short-term help

•

Referrals for additional care

•

Monthly webinars

•

Medical Bill Saver - helps you save on medical bills

Help is Easy to Access •

Phone Support: 800.854.1446

•

Online Support: unum.com/lifebalance

•

In-Person: You can get up to three (3) visits at no additional cost to you with a licensed Professional Counselor. Your counselor may refer you to resources in your community for ongoing support.

401(k) Retirement Savings Administered by Voya

Benefits of the 401(k) Plan Enrolling in the Ansell Grimm & Aaron, P.C. 401(K) Retirement Plan gives you a powerful way to save for retirement with your choice of contributing through a Roth arrangement or Traditional arrangement to your retirement account.

Your contributions are automatically deducted from your paycheck, reducing your taxable income if the choice is to contribute to a traditional retirement account and potentially lowering your current tax bill. You’ll also benefit from employer matching—100% on the first 3% of pay and 50% on the next 2%—which helps maximize your savings.

All contributions and earnings are yours to keep, even if you change jobs, and investing over time allows you to take advantage of compounding growth. Additional features include financial wellness tools, Voya Cares resources, and the ability to make changes anytime online or through the Voya Retire mobile app.

How to Enroll and Access Your Account To get started, visit myretirementbenefit.voya. com and use Plan Number 811793 and verification number 81179399. You can also enroll by calling 800-584-6001. After enrolling, you’ll receive a confirmation and a PIN by mail, which you’ll need for phone services and online registration.

Once registered, you can manage your account 24/7 through the plan website or the Voya Retire mobile app—where you can check balances, adjust contributions, and explore tools like myOrangeMoney® to estimate your future retirement income. For assistance, Voya’s customer service team is available Monday through Friday, 8:00 AM to 9:00 PM ET.

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Life and Disability Benefits Administered by UNUM

It’s important to plan for your own and

Short-Term Disability (STD)

your family’s financial security and

Ansell.Law also provides employees with Temporary Disability and Family Leave Insurance in accordance with the State of New Jersey. Please refer to the following website for more information on this benefit: www.nj.gov/labor/myleavebenefits

peace of mind. That’s why Ansell.Law provides a variety of benefits to help you protect yourself, your family, and assets from the unexpected.

Basic Term Life and AD&D Ansell.Law provides employer-paid basic life and Accidental Death and Dismemberment (AD&D) coverage. All full-time eligible employees automatically have term life insurance in the amounts listed below.

Basic Life and AD&D Benefit

Long-Term Disability (LTD) Long-Term Disability insurance protects you in the event you become disabled for a prolonged period of time. All full-time employees are eligible for this benefit.

Basic Life and AD&D Benefit Monthly Benefit

60%

Life/AD&D Benefit

1x annual salary up to $500,000 maximum

Monthly Maximum

$10,000

Benefit Age Reduction

Benefit reduces to 50% at age 75

Elimination Period

180 days

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2026 Benefits Guide

Voluntary Life/AD&D Benefits Administered by UNUM

Ansell.Law provides Voluntary Term Life plan which allows you to purchase additional life insurance for yourself and your dependents.

With voluntary life insurance, you are responsible for paying the full cost of coverage through payroll deductions. You can purchase coverage for yourself or for your spouse or your dependent child(ren) as outlined in the chart below.

Rate: (Per $1,000)

Voluntary Employee Life Life/AD&D Benefit Increments

$10,000

Under 20

$0.030

20 - 24

$0.030

Life/AD&D Benefit Guaranteed Issue Amount

$100,000

25 - 29

$0.040

Benefit Maximum

$500,000

30 - 34

$0.060

Benefit Age Reduction

65% @ 70; 50% @ 75

35 - 39

$0.090

40 - 44

$0.130

45 - 49

$0.200

50 - 54

$0.280

55 - 59

$0.430

60 - 64

$0.530

65 - 69

$0.650

70 - 74

$1.190

75 - 79

$4.220

80 - 84

$4.220

85+

$4.200

Child(ren)

$0.289

Employee AD&D

$0.025

Spouse AD&D

$0.028

Child(ren) AD&D

$0.068

Spouse Rates Match Employee Rates

Yes

Voluntary Spouse Life Life/AD&D Benefit Increments

$5,000

Life/AD&D Benefit Guaranteed Issue Amount

$20,000

Benefit Maximum

$500,000

Benefit Age Reduction

65% @ 70; 50% @ 75

Voluntary Child Life Life/AD&D Benefit Increments

$1,000

Life/AD&D Benefit Guaranteed Issue Amount

$10,000

Benefit Maximum

Birth to 6 months: $1,000; 6 months to 26 years: $10,000

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Horizon Advocacy For Horizon medical plan members

Life is busy and health insurance can be confusing. That’s why Association Member Trust is excited to introduce Horizon Advocate.

Your Horizon Advocate makes life easier, with convenience and support like never before.

You’ll get personalized information and support, including help with: •

Understanding your benefits.

•

Questions you may have about claims.

•

Selecting the right in-network doctors, other healthcare professionals and facilities.

•

Connecting you with nurses with specialty experience to help with managing a chronic or complex illness.

•

Identifying risks and closing care gaps.

•

Assisting you with finding behavior health. programs that fit your needs.

Getting Started Call: 1-800-355-BLUE (2583)

•

— Monday, Tuesday, Wednesday, Friday from 8am to 6pm Eastern Time and Thursday from 9am to 6pm Eastern Time.

•

Chat or email: Sign in to HorizonBlue.com/amt or use the Horizon Blue mobile app.

•

Download the Horizon Blue mobile app today: Text GetApp to 422-272 or scan the QR code.

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2026 Benefits Guide

Benefits Member Advocacy Center Administered by Conner Strong & Buckelew

Don’t get lost in a sea of benefits confusion! With just one call or click, the Benefits MAC can help guide the way!

The Benefits Member Advocacy Center (“Benefits MAC’), provided by Conner Strong & Buckelew, can help you and your covered family members navigate your benefits.

Contact the Benefits MAC to: •

Find answers to your benefits questions.

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Search for participating network providers.

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Clarify information received from a provide or your insurance company, such as a bill, claim, or explanation of benefits (EOB).

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Guide you through the enrollment process or how you can add or delete coverage for a dependent.

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Rescue you from a benefits problem you’ve been working on.

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Discover all that your benefits have to offer!

You can contact Benefits MAC in any of the following ways: •

Via phone: 800.563.9929, Monday through Friday, 8:30 am to 5:00 pm

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Via the web: www.connerstrong.com/ memberadvocacy

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Via e-mail: cssteam@connerstrong.com

Member Advocates are available Monday through Friday, 8:30 am to 5:00 pm (Eastern Time). After hours, you will be able to leave a message with a live representative and receive a response by phone or email during business hours within 24 to 48 hours of your inquiry.

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Benefit Contacts and Resources

Coverage Type

Carrier Name

Phone

Website/Email

Medical and Prescription

Horizon Blue Cross

1-800-355-BLUE (2583)

www.horizonblue.com/amt

Dental

Delta Dental of NJ

1-800-452-9310

www.deltadentalnj.com

Vision

Davis Vision (through Horizon)

1-800-278-7753

www.davisvision.com

Life and Disability

UNUM

1-800-858-6843

www.unum.com

Employee Assistance Program

UNUM

1-800-854-1446

www.unum.com/lifebalance

HealthEquity

FSA: 1-877-924-3967 HSA: 1-866-346-5800

www.healthequity.com

Voya

1-800-584-6001

www.voya.com

Conner Strong & Buckelew Benefits MAC

1-800-563-9929

www.connerstrong.com/ memberadvocacy

Spending Accounts 401(k) Retirement Planning Advocacy, Benefits and Claims Assistance

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Legal Notices Availability of Summary Health Information As an employee, the health benefits available to you represent a significant component of your compensation package. They also provide important protection for you and your family in the case of illness or injury.

Your plan offers a series of health coverage options. Choosing a health coverage option is an important decision. To help you make an informed choice, your plan makes available a Summary of Benefits and Coverage (SBC), which summarizes important information about any health coverage option in a standard format, to help you compare across options. You should receive a Summary of Benefits and Coverage (SBC) during Open Enrollment.

Please contact Human Resources if you have any questions or did not receive your SBC.

Special Enrollment Notice Loss of other coverage (excluding Medicaid or a State Children’s Health Insurance Program).

If you decline enrollment for yourself or for an eligible dependent (including your spouse) while other health insurance or group health plan coverage (including COBRA coverage) is in effect, you may be able to enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that other coverage (or if the Company stops contributing toward your or your dependents’ other coverage). However, you must request enrollment within 30 days after your or your dependents’ other coverage ends (or after the employer stops contributing toward the other coverage). If you request a change within the applicable timeframe, coverage will be effective the first of the month following your request for enrollment. When the loss of other coverage is COBRA coverage, then the entire COBRA period must be exhausted in order for the individual to have another special enrollment right under the Plan.

Generally, exhaustion means that COBRA coverage ends for a reason other than the failure to pay COBRA premiums or for cause (that is, submission of a fraudulent claim). This means that the entire 18-, 29-, or 36-month COBRA period usually must be completed in order to trigger a special enrollment for loss of other coverage.

Loss of eligibility for Medicaid or a State Children’s Health Insurance Program.

If you decline enrollment for yourself or for an eligible dependent (including your spouse) while Medicaid coverage or coverage under a state children’s health insurance program (CHIP) is in effect, you may be able to enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that other coverage. However, you must request enrollment within 60 days after your or your dependents’ coverage ends under Medicaid or CHIP. If you request a change within the applicable timeframe, coverage will be effective the first of the month following your request for enrollment.

New dependent by marriage, birth, adoption, or placement for adoption.

If you have a new dependent as a result of marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your new dependents. However, you must request enrollment within 30 days after the marriage, birth, adoption, or placement for adoption. If you request a change within the applicable timeframe, coverage will be effective the date of birth, adoption or placement for adoption. For a new dependent as a result of marriage, coverage will be effective the first of the month following your request for enrollment.

Eligibility for Medicaid or a State Children’s Health Insurance Program.

If you or your dependents (including your spouse) become eligible for a state premium assistance subsidy from Medicaid or through a state children’s health insurance program (CHIP) with respect to coverage under this plan, you may be able to enroll yourself and your dependents in this plan. However, you must request enrollment within 60 days after your or your dependents’ determination of eligibility for such assistance. If you request a change within the applicable timeframe, coverage will be effective the first of the month following your request for enrollment.

To request special enrollment or obtain more information, contact Human Resources.

Newborns’ and Mothers’ Health Protection Act Notice Group health plans and health insurance issuers generally may not, under federal law, restrict benefits for any hospital length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following a vaginal delivery, or less than 96 hours following a cesarean section. However, federal law generally does not prohibit the mother’s or newborn’s attending provider, after consulting with the mother, from discharging the mother or her newborn earlier than 48 hours (or 96 hours as applicable). In any case, plans and issuers may not, under federal law, require that a provider obtain authorization from the plan or the issuer for prescribing a length of stay not in excess of 48 hours (or 96 hours).

Women’s Health and Cancer Rights Act Notice If you have had or are going to have a mastectomy, you may be entitled to certain benefits under the Women’s Health and Cancer Rights Act of 1998 (WHCRA). For individuals receiving mastectomy-related benefits, coverage will be provided in a manner determined in consultation with the attending physician and the patient, for: • all stages of reconstruction of the breast on which the mastectomy was performed; • surgery and reconstruction of the other breast to produce a symmetrical appearance; • prostheses; and • treatment of physical complications of the mastectomy, including lymphedema.

These benefits will be provided subject to the same deductibles and coinsurance applicable to other medical and surgical benefits provided under this plan.

If you would like more information on WHCRA benefits, please speak with Chris Raike in Human Resources.

Premium Assistance Under Medicaid and the Children’s Health Insurance Program (CHIP) If you or your children are eligible for Medicaid or CHIP and you’re eligible for health coverage from your employer, your state may have a premium assistance program that can help pay for coverage, using funds from their Medicaid or CHIP programs.

If you or your children aren’t eligible for Medicaid or CHIP, you won’t be eligible for these premium assistance programs but you may be able to buy individual insurance coverage through the Health Insurance Marketplace. For more information, visit www. healthcare.gov.

If you or your dependents are already enrolled in Medicaid or CHIP and you live in a State listed below, contact your State Medicaid or CHIP office to find out if premium assistance is available.

If you or your dependents are NOT currently enrolled in Medicaid or CHIP, and you think you or any of your dependents might be eligible for either of these programs, contact your State Medicaid or CHIP office or dial 1-877-KIDS NOW or www.insurekidsnow.gov to find out how to apply. If you qualify, ask your state if it has a program that might help you pay the premiums for an employersponsored plan.

If you or your dependents are eligible for premium assistance under Medicaid or CHIP, as well as eligible under your employer plan, your employer must allow you to enroll in your employer plan if you aren’t already enrolled. This is called a “special enrollment” opportunity, and you must request coverage within 60 days of being determined eligible for premium assistance.

If you have questions about enrolling in your employer plan, contact the Department of Labor at www.askebsa.dol.gov or call 1-866-444-EBSA (3272).

If you live in one of the following states, you may be eligible for assistance paying your employer health plan premiums. The following list of states is current as of July 31, 2025. Contact your State for more information on eligibility – ALABAMA – Medicaid Website: http://myalhipp.com/ Phone: 1-855-692-5447 ALASKA – Medicaid The AK Health Insurance Premium Payment Program Website: http://myakhipp.com/ Phone: 1-866-251-4861 Email: CustomerService@MyAKHIPP.com Medicaid Eligibility: https://health.alaska.gov/dpa/Pages/default. aspx ARKANSAS – Medicaid

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Legal Notices Website: http://myarhipp.com/ Phone: 1-855-MyARHIPP (855-692-7447) CALIFORNIA – Medicaid Health Insurance Premium Payment (HIPP) Program Website: http://dhcs.ca.gov/hipp Phone: 916-445-8322 Fax: 916-440-5676 Email: hipp@dhcs.ca.gov COLORADO – Health First Colorado (Colorado’s Medicaid Program) & Child Health Plan Plus (CHP+) Health First Colorado Website: https://www.healthfirstcolorado. com/ Health First Colorado Member Contact Center: 1-800-221-3943/State Relay 711 CHP+: https://hcpf.colorado.gov/child-health-plan-plus CHP+ Customer Service: 1-800-359-1991/State Relay 711 Health Insurance Buy-In Program (HIBI): https://www.mycohibi. com/ HIBI Customer Service: 1-855-692-6442 FLORIDA – Medicaid Website: Website: https://www.flmedicaidtplrecovery.com/ flmedicaidtplrecovery.com/hipp/index.html Phone: 1-877-357-3268 GEORGIA – Medicaid GA HIPP Website: https://medicaid.georgia.gov/health-insurancepremium-payment-program-hipp Phone: 678-564-1162, Press 1 GA CHIPRA Website: https://medicaid.georgia.gov/programs/ third-party-liability/childrens-health-insurance-programreauthorization-act-2009-chipra Phone: 678-564-1162, Press 2 INDIANA – Medicaid Health Insurance Premium Payment Program All other Medicaid Website: https://www.in.gov/medicaid/ http://www.in.gov/fssa/dfr/ Family and Social Services Administration Phone: 1-800-403-0864 Member Services Phone: 1-800-457-4584 IOWA – Medicaid and CHIP (Hawki) Medicaid Website: Iowa Medicaid | Health & Human Services Medicaid Phone: 1-800-338-8366 Hawki Website: Hawki - Healthy and Well Kids in Iowa | Health & Human Services Hawki Phone: 1-800-257-8563 HIPP Website: Health Insurance Premium Payment (HIPP) | Health & Human Services (iowa.gov) HIPP Phone: 1-888-346-9562

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KANSAS – Medicaid Website: https://www.kancare.ks.gov/ Phone: 1-800-792-4884 HIPP Phone: 1-800-967-4660 KENTUCKY – Medicaid Kentucky Integrated Health Insurance Premium Payment Program (KI-HIPP) Website: https://chfs.ky.gov/agencies/dms/member/Pages/kihipp.aspx Phone: 1-855-459-6328 Email: KIHIPP.PROGRAM@ky.gov KCHIP Website: https://kynect.ky.gov Phone: 1-877-524-4718 Kentucky Medicaid Website: https://chfs.ky.gov/agencies/dms LOUISIANA – Medicaid Website: www.medicaid.la.gov or www.ldh.la.gov/lahipp Phone: 1-888-342-6207 (Medicaid hotline) or 1-855-618-5488 (LaHIPP) MAINE – Medicaid Enrollment Website: https://www.mymaineconnection.gov/ benefits/s/?language=en_US Phone: 1-800-442-6003 TTY: Maine relay 711 Private Health Insurance Premium Webpage: https://www.maine.gov/dhhs/ofi/applications-forms Phone: 1-800-977-6740 TTY: Maine relay 711 MASSACHUSETTS – Medicaid and CHIP Website: https://www.mass.gov/masshealth/pa Phone: 1-800-862-4840 TTY: 711 Email: masspremassistance@accenture.com MINNESOTA – Medicaid Website: https://mn.gov/dhs/health-care-coverage/ Phone: 1-800-657-3672 MISSOURI – Medicaid Website: http://www.dss.mo.gov/mhd/participants/pages/hipp. htm Phone: 573-751-2005 MONTANA – Medicaid Website: http://dphhs.mt.gov/MontanaHealthcarePrograms/HIPP Phone: 1-800-694-3084 Email: HHSHIPPProgram@mt.gov NEBRASKA – Medicaid Website: http://www.ACCESSNebraska.ne.gov Phone: 1-855-632-7633 Lincoln: 402-473-7000 Omaha: 402-595-1178

NEVADA – Medicaid Medicaid Website: http://dhcfp.nv.gov Medicaid Phone: 1-800-992-0900 NEW HAMPSHIRE – Medicaid Website: https://www.dhhs.nh.gov/programs-services/medicaid/ health-insurance-premium-program Phone: 603-271-5218 Toll free number for the HIPP program: 1-800-852-3345, ext. 15218 Email: DHHS.ThirdPartyLiabi@dhhs.nh.gov NEW JERSEY – Medicaid and CHIP Medicaid Website: http://www.state.nj.us/humanservices/ dmahs/clients/medicaid/ Phone: 1-800-356-1561 CHIP Premium Assistance Phone: 609-631-2392 CHIP Website: http://www.njfamilycare.org/index.html CHIP Phone: 1-800-701-0710 (TTY: 711) NEW YORK – Medicaid Website: https://www.health.ny.gov/health_care/medicaid/ Phone: 1-800-541-2831 NORTH CAROLINA – Medicaid Website: https://medicaid.ncdhhs.gov/ Phone: 919-855-4100 NORTH DAKOTA – Medicaid Website: https://www.hhs.nd.gov/healthcare Phone: 1-844-854-4825 OKLAHOMA – Medicaid and CHIP Website: http://www.insureoklahoma.org Phone: 1-888-365-3742 OREGON – Medicaid and CHIP Website: http://healthcare.oregon.gov/Pages/index.aspx Phone: 1-800-699-9075 PENNSYLVANIA – Medicaid and CHIP Website: https://www.pa.gov/en/services/dhs/apply-formedicaid-health-insurance-premium-payment-program-hipp. html Phone: 1-800-692-7462 CHIP Website: Children’s Health Insurance Program (CHIP) (pa. gov) CHIP Phone: 1-800-986-KIDS (5437) RHODE ISLAND – Medicaid and CHIP Website: http://www.eohhs.ri.gov/ Phone: 1-855-697-4347, or 401-462-0311 (Direct RIte Share Line) SOUTH CAROLINA – Medicaid Website: https://www.scdhhs.gov Phone: 1-888-549-0820

Legal Notices SOUTH DAKOTA - Medicaid Website: http://dss.sd.gov Phone: 1-888-828-0059 TEXAS – Medicaid Website: https://www.hhs.texas.gov/services/financial/healthinsurance-premium-payment-hipp-program Phone: 1-800-440-0493 UTAH – Medicaid and CHIP Utah’s Premium Partnership for Health Insurance (UPP) Website: https://medicaid.utah.gov/upp/ Email: upp@utah.gov Phone: 1-888-222-2542 Adult Expansion Website: https://medicaid.utah.gov/expansion/ Utah Medicaid Buyout Program Website: https://medicaid.utah. gov/buyout-program/ CHIP Website: https://chip.utah.gov/ VERMONT– Medicaid Website: https://dvha.vermont.gov/members/medicaid/hippprogram Phone: 1-800-250-8427 VIRGINIA – Medicaid and CHIP Website: https://coverva.dmas.virginia.gov/learn/premiumassistance/famis-select https://coverva.dmas.virginia.gov/learn/premium-assistance/ health-insurance-premium-payment-hipp-programs Medicaid/CHIP Phone: 1-800-432-5924 WASHINGTON – Medicaid Website: https://www.hca.wa.gov/ Phone: 1-800-562-3022 West Virginia – Medicaid and CHIP Website: https://dhhr.wv.gov/bms/ http://mywvhipp.com/ Medicaid Phone: 304-558-1700 CHIP Toll-free phone: 1-855-MyWVHIPP (1-855-699-8447) WISCONSIN – Medicaid and CHIP Website: https://www.dhs.wisconsin.gov/badgercareplus/p-10095.htm Phone: 1-800-362-3002 WYOMING – Medicaid Website: https://health.wyo.gov/healthcarefin/medicaid/ programs-and-eligibility/ Phone: 1-800-251-1269 To see if any other states have added a premium assistance program since July 31, 2025, or for more information on special enrollment rights, contact either:

U.S. Department of Labor Employee Benefits Security Administration www.dol.gov/agencies/ebsa 1-866-444-EBSA (3272)

• Have at least 1,250 hours of service in the 12 months before taking leave;* and

U.S. Department of Health and Human Services Centers for Medicare & Medicaid Services www.cms.hhs.gov 1-877-267-2323, Menu Option 4, Ext. 61565

* Special “hours of service” requirements apply to airline flight crew employees.

Employee Rights Under the Family and Medical Leave Act Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-protected leave in a 12- month period for the following reasons: • The birth of a child or placement of a child for adoption or foster care; • To bond with a child (leave must be taken within 1 year of the child’s birth or placement); • To care for the employee’s spouse, child, or parent who has a qualifying serious health condition; • For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job; • For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child, or parent.

An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with a serious injury or illness.

An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees may take leave intermittently or on a reduced schedule.

Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with the employer’s normal paid leave policies.

While employees are on FMLA leave, employers must continue health insurance coverage as if the employees were not on leave.

Upon return from FMLA leave, most employees must be restored to the same job or one nearly identical to it with equivalent pay, benefits, and other employment terms and conditions.

An employer may not interfere with an individual’s FMLA rights or retaliate against someone for using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA.

• Work at a location where the employer has at least 50 employees within 75 miles of the employee’s worksite.

Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not possible to give 30- days’ notice, an employee must notify the employer as soon as possible and, generally, follow the employer’s usual procedures.

Employees do not have to share a medical diagnosis, but must provide enough information to the employer so it can determine if the leave qualifies for FMLA protection.

Sufficient information could include informing an employer that the employee is or will be unable to perform his or her job functions, that a family member cannot perform daily activities, or that hospitalization or continuing medical treatment is necessary. Employees must inform the employer if the need for leave is for a reason for which FMLA leave was previously taken or certified.

Employers can require a certification or periodic recertification supporting the need for leave. If the employer determines that the certification is incomplete, it must provide a written notice indicating what additional information is required.

Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify under the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and, if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is not eligible, the employer must provide a reason for ineligibility.

Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much leave will be designated as FMLA leave.

Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuit against an employer.

The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement that provides greater family or medical leave rights.

For additional information or to file a complaint: Call 1-866-4-USWAGE (1-866-487-9243) TTY: 1-877-889-5627 Or visit www.dol.gov/whd

An employee who works for a covered employer must meet three criteria in order to be eligible for FMLA leave. The employee must: • Have worked for the employer for at least 12 months;

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Legal Notices Notice of Privacy Practices THIS NOTICE OF PRIVACY PRACTICES DESCRIBES HOW MEDICAL INFORMATION ABOUT YOU MAY BE USED AND DISCLOSED AND HOW YOU CAN GET ACCESS TO THIS INFORMATION. PLEASE REVIEW IT CAREFULLY. This Notice of Privacy Practices (the “Notice”) describes the legal obligations of Ansell.Law group health plan (the “Plan”) and your legal rights regarding your protected health information held by the Plan under the Health Insurance Portability and Accountability Act of 1996 (“HIPAA”). Among other things, this Notice describes how your protected health information may be used or disclosed to carry out treatment, payment, or health care operations, or for any other purposes that are permitted or required by law.

We are required to provide this Notice of Privacy Practices to you pursuant to HIPAA. The HIPAA Privacy Rule protects only certain medical information known as “protected health information.” Generally, protected health information is individually identifiable health information, including demographic information, collected from you or created or received by a health care provider, a health care clearinghouse, a health plan, or your employer on behalf of a group health plan that relates to: 1. your past, present or future physical or mental health or condition; 2. the provision of health care to you; or 3. the past, present or future payment for the provision of health care to you.

If you have any questions about this Notice or about our privacy practices, please speak with Chris Raike in Human Resources.

Effective Date This Notice is effective January 1, 2026.

Our Responsibilities We are required by law to: • maintain the privacy of your protected health information; • provide you with certain rights with respect to your protected health information; • provide you with a copy of this Notice of our legal duties and privacy practices with respect to your protected health information; and • follow the terms of the Notice that is currently in effect.

We reserve the right to change the terms of this Notice and to make new provisions regarding your protected health information that we maintain, as allowed or required by law. If we make any material change to this Notice, we will provide you with a copy of our revised Notice of Privacy Practices by by mail to your lastknown address on file.

How We May Use and Disclose Your Protected Health Information Under the law, we may use or disclose your protected health information under certain circumstances without your permission. The amount of health information used, disclosed

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or requested will be limited and, when needed, restricted to the minimum necessary to accomplish the intended purposes, as defined under the HIPAA rules. The following categories describe the different ways that we may use and disclose your protected health information. For each category of uses or disclosures we will explain what we mean and present some examples. Not every use or disclosure in a category will be listed. However, all of the ways we are permitted to use and disclose information will fall within one of the categories.

For Treatment. We may use or disclose your protected health information to facilitate medical treatment or services by providers. We may disclose medical information about you to providers, including doctors, nurses, technicians, medical students, or other hospital personnel who are involved in taking care of you. For example, we might disclose information about your prior prescriptions to a pharmacist to determine if prior prescriptions contraindicate a pending prescription For Payment. We may use or disclose your protected health information to determine your eligibility for Plan benefits, to facilitate payment for the treatment and services you receive from health care providers, to determine benefit responsibility under the Plan, or to coordinate Plan coverage. For example, we may tell your health care provider about your medical history to determine whether a particular treatment is experimental, investigational, or medically necessary, or to determine whether the Plan will cover the treatment. We may also share your protected health information with a utilization review or precertification service provider. Likewise, we may share your protected health information with another entity to assist with the adjudication or subrogation of health claims or to another health plan to coordinate benefit payments.

For Health Care Operations. We may use and disclose your protected health information for other Plan operations. These uses and disclosures are necessary to run the Plan. For example, we may use medical information in connection with conducting quality assessment and improvement activities; underwriting, premium rating, and other activities relating to Plan coverage; submitting claims for stop-loss (or excess-loss) coverage; conducting or arranging for medical review, legal services, audit services, and fraud & abuse detection programs; business planning and development such as cost management; and business management and general Plan administrative activities.

If the Plan uses or discloses protected health information for underwriting purposes, including determining eligibility for benefits or premium, the Plan will not use or disclose protected health information that is genetic information for such purposes, as prohibited by the Genetic Information Nondiscrimination Act of 2008 (GINA) and any regulations thereunder.

To Business Associates. We may contract with individuals or entities known as Business Associates to perform various functions on our behalf or to provide certain types of services.

In order to perform these functions or to provide these services, Business Associates will receive, create, maintain, use and/or disclose your protected health information, but only after they agree in writing with us to implement appropriate safeguards

regarding your protected health information. For example, we may disclose your protected health information to a Business Associate to administer claims or to provide support services, such as utilization management, pharmacy benefit management or subrogation, but only after the Business Associate enters into a Business Associate contract with us.

As Required by Law. We will disclose your protected health information when required to do so by federal, state or local law.

For example, we may disclose your protected health information when required by national security laws or public health disclosure laws.

To Avert a Serious Threat to Health or Safety. We may use and disclose your protected health information when necessary to prevent a serious threat to your health and safety, or the health and safety of the public or another person. Any disclosure, however, would only be to someone able to help prevent the threat. For example, we may disclose your protected health information in a proceeding regarding the licensure of a physician.

To Plan Sponsors. For the purpose of administering the plan, we may disclose to certain employees of the Employer protected health information. However, those employees will only use or disclose that information as necessary to perform plan administration functions or as otherwise required by HIPAA, unless you have authorized further disclosures. Your protected health information cannot be used for employment purposes without your specific authorization.

Special Situations In addition to the above, the following categories describe other possible ways that we may use and disclose your protected health information. For each category of uses or disclosures, we will explain what we mean and present some examples. Not every use or disclosure in a category will be listed. However, all of the ways we are permitted to use and disclose information will fall within one of the categories.

Organ and Tissue Donation. If you are an organ donor, we may release your protected health information to organizations that handle organ procurement or organ, eye, or tissue transplantation or to an organ donation bank, as necessary to facilitate organ or tissue donation and transplantation.

Military and Veterans. If you are a member of the armed forces, we may release your protected health information as required by military command authorities. We may also release protected health information about foreign military personnel to the appropriate foreign military authority.

Workers’ Compensation. We may release your protected health information for workers’ compensation or similar programs.

These programs provide benefits for work- related injuries or illness.

Public Health Risks. We may disclose your protected health information for public health actions. These actions generally include the following:

Legal Notices • to prevent or control disease, injury, or disability; • to report births and deaths; • to report child abuse or neglect; • to report reactions to medications or problems with products; • to notify people of recalls of products they may be using; • to notify a person who may have been exposed to a disease or may be at risk for contracting or spreading a disease or condition; • to notify the appropriate government authority if we believe that a patient has been the victim of abuse, neglect, or domestic violence. We will only make this disclosure if you agree, or when required or authorized by law.

Health Oversight Activities. We may disclose your protected health information to a health oversight agency for activities authorized by law. These oversight activities include, for example, audits, investigations, inspections, and licensure. These activities are necessary for the government to monitor the health care system, government programs, and compliance with civil rights laws.

Lawsuits and Disputes. If you are involved in a lawsuit or a dispute, we may disclose your protected health information in response to a court or administrative order. We may also disclose your protected health information in response to a subpoena, discovery request, or other lawful process by someone else involved in the dispute, but only if efforts have been made to tell you about the request or to obtain an order protecting the information requested.

Inmates. If you are an inmate of a correctional institution or are in the custody of a law enforcement official, we may disclose your protected health information to the correctional institution or law enforcement official if necessary (1) for the institution to provide you with health care; (2) to protect your health and safety or the health and safety of others; or (3) for the safety and security of the correctional institution.

Research. We may disclose your protected health information to researchers when: • the individual identifiers have been removed; or • when an institutional review board or privacy board has reviewed the research proposal and established protocols to ensure the privacy of the requested information, and approves the research.

Required Disclosures The following is a description of disclosures of your protected health information we are required to make.

Government Audits. We are required to disclose your protected health information to the Secretary of the United States Department of Health and Human Services when the Secretary is investigating or determining our compliance with the HIPAA privacy rule.

• in response to a court order, subpoena, warrant, summons or similar process;

Disclosures to You. When you request, we are required to disclose to you the portion of your protected health information that contains medical records, billing records, and any other records used to make decisions regarding your health care benefits. We are also required, when requested, to provide you with an accounting of most disclosures of your protected health information if the disclosure was for reasons other than for payment, treatment, or health care operations, and if the protected health information was not disclosed pursuant to your individual authorization.

• to identify or locate a suspect, fugitive, material witness, or missing person;

Other Disclosures of Your Medical Information Require Your Authorization

Law Enforcement. We may disclose your protected health information if asked to do so by a law enforcement official—

• about the victim of a crime if, under certain limited circumstances, we are unable to obtain the victim’s agreement; • about a death that we believe may be the result of criminal conduct; and • about criminal conduct.

Coroners, Medical Examiners and Funeral Directors. We may release protected health information to a coroner or medical examiner. This may be necessary, for example, to identify a deceased person or determine the cause of death. We may also release medical information about patients to funeral directors, as necessary to carry out their duties.

National Security and Intelligence Activities. We may release your protected health information to authorized federal officials for intelligence, counterintelligence, and other national security activities authorized by law.

Written Authorization: Your medical information will not be used or disclosed for any purpose not mentioned above in the “How We May Use and Disclose Your Protected Health Information” section except as permitted by law or as authorized by you. This includes disclosures to personal representatives and spouses and other family members as described below. In the event that the Plan needs to use or disclose medical information about you for a reason other than what is listed in this notice or required by law, we will request your permission to use your medical information and the medical information will only be used as specified in your authorization. You may complete an Authorization form if you want the Plan to disclose medical information about you to someone else.

Any authorization you provide will be limited to the specific information identified by you and you will be required to specify the intended use or disclosure and name then person or organization that is permitted to use or receive the information specified in the authorization form. You have the right to revoke a

previous authorization. Requests to revoke an authorization must be in writing. The Plan will honor your request of revocation for the prospective period of time after the Plan has received your request. It will not be effective for any information that may have been used or disclosed in reliance upon the written authorization and prior to receiving your written revocation.

In addition, the Plan will not sell your medical information or use it for marketing purposes (that are not considered as part of treatment or healthcare operations) without a signed authorization from you. Also, if applicably, the Plan will not disclose psychotherapy notes without a signed authorization from you.

Personal Representatives. We will disclose your protected health information to individuals authorized by you, or to an individual designated as your personal representative, attorney-in-fact, etc., so long as you provide us with a written notice/authorization and any supporting documents (i.e., power of attorney). Note: Under the HIPAA privacy rule, we do not have to disclose information to a personal representative if we have a reasonable belief that: 1. you have been, or may be, subjected to domestic violence, abuse or neglect by such person; or 2. treating such person as your personal representative could endanger you; and 3. in the exercise of professional judgment, it is not in your best interest to treat the person as your personal representative.

Spouses and Other Family Members. With only limited exceptions, we will send all mail to the employee. This includes mail relating to the employee’s spouse and other family members who are covered under the Plan, and includes mail with information on the use of Plan benefits by the employee’s spouse and other family members and information on the denial of any Plan benefits to the employee’s spouse and other family members. If a person covered under the Plan has requested Restrictions or Confidential Communications (see below under “Your Rights”), and if we have agreed to the request, we will send mail as provided by the request for Restrictions or Confidential Communications.

Your Rights You have the following rights with respect to your protected health information: Right to Inspect and Copy. You have the right to inspect and copy certain protected health information maintained in any form (paper or electronic) that may be used to make decisions about your health care benefits. To inspect and copy your protected health information, you must submit your request in writing to Human Resources If you request a copy of the information, we may charge a reasonable fee for the costs of copying, mailing, or other supplies associated with your request. We may deny your request to inspect and copy in certain very limited circumstances.

If you are denied access to your medical information, you may request that the denial be reviewed by submitting a written request to Human Resources.

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Legal Notices Right to Amend. If you feel that the protected health information we have about you is incorrect or incomplete, you may ask us to amend the information. You have the right to request an amendment for as long as the information is kept by or for the Plan. To request an amendment, your request must be made in writing and submitted to Human Resources. In addition, you must provide a reason that supports your request.

We will comply with any restriction request if: (1) except as otherwise required by law, the disclosure is to the health plan for purposes of carrying out payment or health care operations (and is not for purposes of carrying out treatment); and (2) the protected health information pertains solely to a health care item or service for which the health care provider involved has been paid out-of- pocket in full.

We may deny your request for an amendment if it is not in writing or does not include a reason to support the request.

In addition, we may deny your request if you ask us to amend information that:

To request restrictions, you must make your request in writing to Human Resources. In your request, you must tell us

• is not part of the medical information kept by or for the Plan; • was not created by us, unless the person or entity that created the information is no longer available to make the amendment; • is not part of the information that you would be permitted to inspect and copy; or • is already accurate and complete.

If we deny your request, you have the right to file a statement of disagreement with us and any future disclosures of the disputed information will include your statement.

(1) what information you want to limit; (2) whether you want to limit our use, disclosure, or both; and (3) to whom you want the limits to apply—for example, disclosures to your spouse.

Right to Request Confidential Communications. You have the right to request that we communicate with you about medical matters in a certain way or at a certain location. For example, you can ask that we only contact you at work or by mail. To request confidential communications, you must make your request in writing to Human Resources. We will not ask you the reason for your request. Your request must specify how or where you wish to be contacted. We will accommodate all reasonable requests if you clearly provide information that the disclosure of all or part of your protected information could endanger you.

Right to an Accounting of Disclosures. You have the right to request an “accounting” of certain disclosures of your protected health information. The accounting will not include (1) disclosures for purposes of treatment, payment, or health care operations; (2) disclosures made to you; (3) disclosures made pursuant to your authorization; (4) disclosures made to friends or family in your presence or because of an emergency; (5) disclosures for national security purposes; and (6) disclosures incidental to otherwise permissible disclosures

Right to be Notified of a Breach. You have the right to be notified in the event that we (or a Business Associate) discover a breach of unsecured protected health information. You will receive a notification to your last know address within 60 days of the discovery. The notification will include:

To request this list or accounting of disclosures, you must submit your request in writing to Human Resources. Your request must state a time period of not longer than six years and may not include dates before April 14, 2003. Your request should indicate in what form you want the list (for example, paper or electronic). The first list you request within a 12-month period will be provided free of charge. For additional lists, we may charge you for the costs of providing the list. We will notify you of the cost involved and you may choose to withdraw or modify your request at that time before any costs are incurred.

• any steps you should take to protect yourself from potential harm resulting from the breach

Right to Request Restrictions. You have the right to request a restriction or limitation on your protected health information that we use or disclose for treatment, payment, or health care operations. You also have the right to request a limit on your protected health information that we disclose to someone who is involved in your care or the payment for your care, such as a family member or friend. For example, you could ask that we not use or disclose information about a surgery that you had. Except as provided in the next paragraph, we are not required to agree to your request. However, if we do agree to the request, we will honor the restriction until you revoke it or we notify you.

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• specific information about the breach including a brief description of what happened • a description of the types of unsecured medical information involved in the breach

• a brief description of the investigation the Plan is performing to mitigate the harm to you and protect you from future breaches • a contact information where you may direct additional questions or get more information about the breach.

Right to a Paper Copy of This Notice. You have the right to a paper copy of this notice. You may ask us to give you a copy of this notice at any time. Even if you have agreed to receive this notice electronically, you are still entitled to a paper copy of this notice. To obtain a paper copy of this notice, contact Human Resources.

Complaints If you believe that your privacy rights have been violated, you may file a complaint with the Plan or with the Office for Civil Rights of the United States Department of Health and Human Services. To file a complaint with the Plan, contact Human Resources. All complaints must be submitted in writing.

You will not be penalized, or in any other way retaliated against, for filing a complaint with the Office for Civil Rights or with us.

Insurance Marketplace Notice PART A: General Information When key parts of the health care law take effect in 2014, there will be a new way to buy health insurance: the Health Insurance Marketplace. To assist you as you evaluate options for you and your family, this notice provides some basic information about the new Marketplace and employment-based health coverage offered by your employer.

What is the Health Insurance Marketplace?

The Marketplace is designed to help you find health insurance that meets your needs and fits your budget. The Marketplace offers “one-stop shopping” to find and compare private health insurance options. You may also be eligible for a new kind of tax credit that lowers your monthly premium right away. Open enrollment for health insurance coverage through the Marketplace begins in October 2013 for coverage starting as early as January 1, 2014.

Can I Save Money on my Health Insurance Premiums in the Marketplace?

You may qualify to save money and lower your monthly premium, but only if your employer does not offer coverage, or offers coverage that doesn’t meet certain standards. The savings on your premium that you’re eligible for depends on your household income.

Does Employer Health Coverage Affect Eligibility for Premium Savings through the Marketplace?

Yes. If you have an offer of health coverage from your employer that meets certain standards, you will not be eligible for a tax credit through the Marketplace and may wish to enroll in your employer’s health plan. However, you may be eligible for a tax credit that lowers your monthly premium, or a reduction in certain cost-sharing if your employer does not offer coverage to you at all or does not offer coverage that meets certain standards. If the cost of a plan from your employer that would cover you (and not any other members of your family) is more than 9.5% of your household income for the year, or if the coverage your employer provides does not meet the “minimum value” standard set by the Affordable Care Act, you may be eligible for a tax credit.1

Note: If you purchase a health plan through the Marketplace instead of accepting health coverage offered by your employer, then you may lose the employer contribution (if any) to the employer-offered coverage. Also, this employer contribution -as well as your employee contribution to employer-offered coverage- is often excluded from income for Federal and State income tax purposes. Your payments for coverage through the Marketplace are made on an after-tax basis.

How Can I Get More Information?

For more information about your coverage offered by your employer, please check your summary plan description or contact the insurance carrier’s customer service number located on your ID card. The Marketplace can help you evaluate your coverage options, including your eligibility for coverage through the Marketplace and its cost. Please visit HealthCare.gov for more information, including an online application for health insurance coverage and contact information for a Health Insurance Marketplace in your area. To get information about the Marketplace coverage, you can call the government’s 24/7 Help-Line at 1-800-318-2596 or go to https://www.healthcare.gov/marketplace/individual/.

PART B: Information about Health Coverage Offered by Your Employer This section contains information about any health coverage offered by your employer. If you decide to complete an application for coverage in the Marketplace, you will be asked to provide this information. This information is numbered to correspond to the Marketplace application.

1

An employer-sponsored health plan meets the “minimum value standard” if the plan’s share of the total allowed benefit costs covered by the plan is no less than 60 percent of such costs.

3. Employer Name Ansell, Grimm & Aaron, PC

4. Employer Identification Number (EIN) 22-1942521

5. Employer Address 1500 Lawrence Ave.

6. Employer phone number 732-922-1000

7. City Ocean

8. State NJ

9. Zip Code 07712

10. Who can we contact about employee health coverage at this job?

Christopher Raike, SHRM-CP, Human Resources Generalist 11. Phone number (if different from above) 732-643-5253

12 Email address craike@ansell.law

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