YOUR EMPLOYEE BENEFITS
Endeavor Air (“the Company”) strives to provide employees with the most competitive benefits package in the industry. Our employees are our greatest resource, and we take pride in being able to offer
and affordable benefits for you and your family including:
This booklet contains an overview of the valuable benefits package available to you. While every effort has been made to ensure that this booklet accurately reflects the provisions of the plans, only the official plan documents govern the operation of the plans and payment of benefits.
Eligibility Information
Employees Eligible for Coverage
Full-time employees of the Company who are regularly scheduled to work 30 or more hours per week are eligible to participate. Interns, employees on a temporary assignment, and part-time employees are not eligible for benefits.
Dependents Eligible for Coverage
If enrolled for coverage under one of the medical, dental, and/or vision plan options, employees may also enroll the following eligible dependents:
• Legal spouse. Domestic partners are NOT eligible for benefits.
• Dependent child(ren) under the age of 26 regardless of marital status, student status, residency, and financial status.
The definition of eligible “children” includes:
• A child placed for adoption.
• A child for whom legal guardianship has been awarded to the Participant or the Participant’s spouse.
• A child who qualifies through a QMSCO or other court or administrative order.
• The child must rely on the employee for more than half of his or her support and maintenance.
• Children of adult dependents (grandchildren) and spouses of dependent children are not covered.
WHAT IS THE COST?
Endeavor is committed to providing our employees with a comprehensive, yet affordable, benefits program. This section provides you information on cost sharing – how you and/or Endeavor contribute to the cost of benefit coverage.
Sharing The Cost Of Coverage
Endeavor covers 100% of the cost
• Basic Term Life Insurance 1x annual salary
• Accidental Death and Dismemberment
• Extended Sick Leave for Pilots
• Short- Term Disability for Non-Pilots
• Wellness Program
• Employee Assistance Program
You and Endeavor share in the cost of coverage
• Medical
• Dental
• Long-Term Disability
You elect amount of contribution (up to IRS limits)
• Health Care Flexible Spending Account
• Dependent Care Flexible Spending Account
• Commuter Expense Reimbursement Account
You pay 100% of the cost for coverage
• Supplemental Employee Life Insurance
• Supplemental Spouse Life Insurance
• Supplemental Child Life Insurance
• Vision
• Critical Illness and Cancer Insurance
• Voluntary Accident Insurance
• Pet Insurance
Please note: When you
ENROLL & MAKE CHANGES
Enrollment Windows and Coverage Effective Dates
New Hires
• Enrollment Window: You must complete your online enrollment within 31 days of your eligibility date. If you fail to enroll within your 31-day window, you will be required to wait until the next open enrollment to enroll or make changes unless you have a qualifying event.
• Coverage Effective Date: Benefits begin on the 1st of the month following or coinciding with 30 days after date of hire. If you are a flight attendant, benefits begin on the 1st of the month following or coinciding with 30 days from your graduation date.
Open Enrollment
• Enrollment Window: Open enrollment is conducted each November. You may enroll and make changes online during this open enrollment season. Once open enrollment is closed, you may not make any changes to your benefit selections unless you experience a qualifying event.
• Coverage Effective Date: Benefits elected during Open Enrollment are effective January 1 the following year.
Qualifying Life Event
If you experience a “Qualifying Life Event,” during the plan year, you must request the appropriate changes in Dayforce within 31 days of the event. If you fail to do so, you will be required to wait until open enrollment to enroll or make changes.
● To initiate a life event enrollment, go to your Dayforce account and select Forms > Life Event Declaration.
● Enter the date the event occurred and the actual life event/reason for the request. Upload required supporting documents and click on Submit.
● Once reviewed and approved, you will receive an email notification, and an enrollment will be added to your benefits section in Dayforce.
→ Qualifying events include marriage, divorce or legal separation, birth or adoption of a child, spouse losing coverage at their place of employment, and gain/loss of other coverage.
ENROLL & MAKE CHANGES (cont.)
When Dependent Coverage Ends
It is the employee’s responsibility to notify the Company within 31 days (via Dayforce) when a covered dependent is no longer eligible.
To change enrollment status, simply go to Dayforce and complete the Life Event Declaration Form. This will generate a new Benefits enrollment for you to update all benefit selections. If a terminated dependent is eligible for COBRA benefits, a COBRA packet will be mailed to the employee’s home.
IMPORTANT NOTE: Employees will be required to reimburse the Health Plan for any benefits paid by the Plan for a dependent at a time when the dependent is not eligible. Carriers will not pay, and are not responsible for, any claims for services provided to ineligible dependents even if you are still paying for the dependent via payroll deductions because you have not notified Endeavor Air of the change by updating the benefit status in the online enrollment system. Endeavor Air reserves the right to reconcile your payroll deductions as appropriate.
Coordination of Benefits
The medical and dental benefit plans have a provision to prevent duplication of benefits when the employee or an eligible dependent is covered by more than one plan. Here is how it works:
• Employee: If you - the employee - are the patient, your plan will be “primary.” This means your plan will pay benefits first. The other plan will be “secondary” and will pay benefits according to its own rules after the claim for benefits is processed by the Endeavor Air plan.
• Spouse: If the spouse is the patient and is covered by their employer’s plan and the Endeavor Air plan, the spouse’s plan will pay benefits first. The Endeavor Air plan will pay its normal benefits, reduced by any benefits paid by the first (primary) plan. This means the spouse will not receive any benefits from the Endeavor Air plan if their plan pays benefits that are equal to or greater than the benefits the Endeavor Air plan would pay.
• Child: If a child is the patient, and they are covered by both the Endeavor Air plan and the spouse’s plan, the decision about which plan pays first is determined by the “birthday rule,” a standard procedure used by the insurance industry. If the employee’s birthday (month and day only) comes before the spouse’s birthday in the calendar year, then the employee’s plan will pay first.
Employee Benefits Hotline
If you have questions or need assistance with your benefits or enrollment, please call the Employee Benefits Hotline at (855) 413-8867.
For most claim and coverage questions, please contact your insurance carriers first to resolve your issues. All contact information can be found on your ID card or in the back of this booklet.
WELLNESS OPPORTUNITIES
RALLY® is a total digital experience designed to make it easier for you to improve and maintain your health.
Access Rally
2025 HSA / HRA Wellness Incentives
Endeavor Air offers a voluntary, incentive-based wellness program, called Rally®, designed to make it easier for you to improve and maintain your health.
Here’s how it works:
Available to employees (and spouses) enrolled in the HSA and HRA medical plans
Learn simple ways to take care of yourself – from being more active to eating better – by making easy, step-by-step changes
Earn wellness incentive dollars by completing certain wellness activities
Use the online and mobile app experience to personalize your wellness activities, track participation, and earn rewards
You have two options for accessing Rally: Register online at myuhc.com
Through the mobile app: RALLY™. Download the Rally mobile app and use the following mobile code to get started: ENDE01.
NOTE: To earn Health Rewards, you must set up separate accounts for you and your spouse by visiting myuhc.com >Health and Wellness>My Health and Wellness>View your Program.
Get Started
REGISTER & SEE YOUR RALLY AGE
Once you are registered, get started: SEE YOUR RALLY AGE. Start by taking a health survey to see your Rally age – a measure of your overall health (and a way to earn a Health Reward).
PERSONALIZED RECOMMENDATIONS
Based on your Rally age, you will get a custom-created program of easy and fun missions designed to help you eat better, lift your fitness level, and even improve your mood.
EARN REWARDS
Complete your missions and challenges—even just log in once a day—and earn Rally coins that you can use to earn rewards. It is a fantastic way to experience the rewards of healthy living every day.
TRACK YOUR PROGRESS
Simply sync your tracking device, and you will be able to join a mission or complete challenges and easily track your progress. Download the mobile app: RALLY™.
ACCEPT YOUR MISSIONS
Use the Rally app to track your activity and compete with other Rally members to earn extra rewards.
Health Rewards Activities MUST be completed by November 30, each year. This gives UnitedHealthcare 30 days for the claim to be processed and rewarded for the same calendar year.
EARNING HEALTH REWARDS
Earn your HSA/HRA Incentive Funds through the following Health Rewards Activities:
Complete your Annual Preventive Wellness Exam: Schedule an appointment with your doctor for your annual wellness exam or physical, which is covered at 100% under the medical plan. If you do not have a doctor, you can find one at myuhc.com.
IMPORTANT NOTE FOR PILOTS: Pilots will automatically get the credit for the annual wellness physical exam. Pilots’ spouses will need to complete their annual physical to get credit for the spouse physical incentive.
Complete the Online Health Survey: The health survey will help you understand your personal health status, give you recommendations to get you moving more, eating better, and feeling happier. This survey is confidential and takes approximately 15 minutes to complete. Individual results are not shared with Endeavor Air.
Complete One Preventative Exam: Preventative Exams include Dermatological checkup, Dental cleaning, Colonoscopy, Mammogram or Pap Smear.
2025 HSA/HRA INCENTIVE FUNDS
The following amounts will be funded to your HSA/HRA account within 45 days** of completion of each of the three Health Rewards Activities:
*Preventative Exams include: Dermatological, dental cleaning, colonoscopy, mammogram, or pap smear.
** Incentives must be completed at least 45 days prior to termination.
WELLNESS OPPORTUNITIES (cont.)
Real Appeal - Confidential Weight Loss Support
Endeavor is excited to offer an online weight loss program through UnitedHealthcare. Real Appeal is an online UnitedHealthcare weight loss program available to employees, spouses and dependents 18 or older who:
Are enrolled in Endeavor’s medical plan.
Have a body mass index (BMI) of 23 or higher.
Real Appeal provides:
◦ LIVE ONLINE SESSIONS: Join weekly online group sessions led by your coach, with the flexibility to reschedule anytime Your participation in online group sessions is private (meaning, participants in group sessions are not visible to one another).
◦ SUCCESS KIT: After your first online class, you will receive a Success Kit with food and weight scales, recipes, workout DVDs and more, shipped right to your door – at no cost to you!
◦ PROGRAMS TAILORED TO YOU: How you participate is up to you.
◦ RESOURCES TO HELP YOU STAY ON TRACK: Use the fitness, food and weight trackers to help stay on top of your progress every day.
Scan to learn more or visit endeavorair.realappeal.com
MEDICAL
Endeavor Air offers 4 comprehensive medical and prescription plans: Surest Plan, Choice Plus with HSA (Health Savings Account) Choice Plus with HRA (Health Reimbursement Account), and Choice Plus Plan
Does the
Non-Embedded
The family deductible must be met before the plan begins to pay benefits for any one person. One person or a combination of family members can meet the family deductible.
• Employee Only:
• All Other Coverage Levels: Up to $8,550
• Age 55 or older Catch-up Contribution: Option to contribution an additional $1,000
be
before plan pays benefits for individual; any combination of family members can meet the family deductible, but no one person can incur more than the individual deductible amount.
of Funds if you Leave the Company
Yes. Funds remain in your HSA account, and you can take it with you. If you leave Endeavor or change medical plans, you forfeit any dollars in your HRA.
vs. HSA - Difference Is Non-Embedded Deductible
The Endeavor HSA plan design is the same as the HRA plan design with the exception of a non-embedded deductible on any coverage above Individual. This means that the total family deductible must be paid before the plan begins to share the cost of coverage with you.
MEDICAL - Surest Plan
How The Surest Plan Works
Health services are assigned a price tag (copay). For preventive care, the copay is typically $0. For office visits and many procedures—from getting an MRI to having a baby—you see a copay range, with one price assigned to the procedure at a location or doctor at a clinic. Each copay combines the labs and X-rays, even anesthesia, if needed, that go along with a medical procedure or test into a single price, making it easier for you to know what you’ll pay in advance.
No deductible first. You don’t have to meet a deductible before having coverage. With the Surest Plan, there are no deductibles.
Clear, upfront costs. Know what the price (copay) will be for a test, procedure, or treatment before making an appointment. Check and compare costs for doctors, procedures, and treatments before making an appointment. Find cost and coverage answers on the app, on the website, or by calling Surest Member Services.
Access to a broad network of doctors and hospitals. The Surest Plan accesses the national UnitedHealthcare Choice Plus and Optum Behavioral Health network –meaning, you have broad access to in-network doctors and hospitals.
Surest App
The Surest App provides visibility to actual costs before making an appointment.
To find out more about the Surest Plan before you enroll, scan this QR Code.
Access Code: EDV2025
MEDICAL - Surest Plan
HEALTH & SUBSTANCE ABUSE DISORDER
UNITEDHEALTHCARE SERVICES
MyUHC.com
Employees enrolled in a UnitedHealthcare benefits plan have access to myuhc.com — an online, self-service website available 24-hours a day, seven days a week. You must register for myuhc.com to access your personal membership and claims information.
Through your myuhc.com account:
• Get personalized customer support without having to call Member Services
• Research Providers
• Order Replacement ID Cards
• Manage Your Claims
• View and Order Prescriptions
• Compare Costs for Treatments and Health Plan Options
• Access your Rally website
• View general health information
• Access decision-making tools
UnitedHealthcare App
The UnitedHealthcare app provides secure, on-the-go access to personalized health information.
You can use the UHC app to:
• Find nearby care and pricing
• Video chat with a doctor 24/7 without leaving the app
• View Optum Bank financial account balance
• See claims, Explanation of Benefits (EOB), and deductibles
• View and share health plan ID card
Scan the QR code for more information on our UHC plans
MEDICAL - Choice Plus Health Savings Account
* Penalty will apply if member chooses brand when a generic is available.
Prior Authorization with Medical Necessity is required.
UNDERSTANDING HEALTH SAVINGS ACCOUNTS
A Health Savings Account (HSA) is a tax-savings account that lets you set aside pre-tax money to pay for eligible medical and prescription drug expenses. If you do not need to use the funds immediately, you can maintain your account for years to come. If you leave Endeavor or retire, you can take the money with you. Even if you change medical plans in the future, you can still use the money in your HSA.
BUILD YOUR HSA
An HSA Bank Account will be set up by Endeavor and Optum with your approval. If you already have an HSA account through Optum, your account will be merged with Endeavor. If you leave Endeavor Air, you take your account and balance with you. Your HSA is owned by you.
CONTRIBUTE TO YOUR HSA
You are encouraged to contribute to your HSA on a pre-tax basis, up to an annual limit set by the IRS. For 2025, the pre-tax limits* for “combined employee and company” contributions are:
$4,300/Individual
$8,550/Family
If you are age 55 or older, you may contribute an additional $1,000.
*NOTE: Any completed incentive dollars go toward this annual limit.
USE YOUR HSA
You decide when to withdraw money from your HSA to pay for qualified medical expenses, including your deductible and coinsurance payments. It works like a bank account. You can access your HSA funds directly by using your HSA debit card. No claims forms are necessary.
OR LET IT GROW
If you’d rather let your HSA grow and earn interest for future qualified expenses, you can pay for your medical outof-pocket expenses now and save your HSA dollars for later use. Once your balance exceeds $2,100, you have the option of investing a portion of your account. Investment gains are not taxed when withdrawn for qualified medical expenses. (Note: Withdraws for non-medical expenses before age 65 will face early withdrawal penalties.)
ROLLOVER UNUSED FUNDS
At the end of the year, any unused HSA balance automatically carries over for use toward the upcoming year’s eligible expenses. By managing your medical expense wisely, you can grow your account year to year for use in the future, even during retirement.
The amount contributed by you and your spouse combined cannot exceed the pre-tax limits provided above. If both you and your spouse contribute to an HSA, you have three options for managing the HSA account:
1. Split the family contribution evenly between the spouses
2. Allocate it unevenly between the spouses
3. Put 100% of the contributions in one spouse’s account
NOTE ON ELIGIBILITY: You are not eligible for an HSA if you are currently enrolled in Medicare, can be claimed as a dependent on another’s tax return, or retired from the military with Tricare coverage.
MEDICAL - Choice Plus Health Reimbursement Account
* Penalty will apply if member chooses brand when a generic is available. ** Prior Authorization with Medical Necessity is required.
UNDERSTANDING HEALTH REIMBURSEMENT ACCOUNTS
A Health Reimbursement Account (HRA) is an account automatically set up for you only if you enroll in the Choice Plus with HRA plan.
NOTE: The Health Reimbursement Account (HRA) plan will no longer be offered after 12/31/2025.
Using HRA Dollars for Care
The money Endeavor contributes to your HRA for your completed wellness incentives can be used to pay for healthcare expenses, including expenses that count toward your deductible and coinsurance. Eligible expenses include doctor visits, hospital care, lab tests, X-rays, and prescription drugs.
Accessing Your HRA Dollars
Once your account has been created, you will receive a Healthcare Spending Card in the mail. You must activate the card by calling the number on the back of the card.
IMPORTANT POINTS TO REMEMBER
The HRA is solely funded by the Company - meaning, you cannot contribute to this account.
You must complete one or more of your three wellness incentives (and be enrolled in the Choice Plus with HRA) before you receive the Company contribution to your HRA account.
If you have unused funds at the end of the plan year, your HRA dollars (up to $1,000/ Employee Only and $2,000/ Employee + Dependents) will roll over to the next year as long as you stay in the plan.
The Healthcare Spending Card will hold any incentive dollars you earn. You will need to use this card at the pharmacy to pay for prescriptions from your HRA bank.
If you are enrolled in the HRA Only
If you are enrolled in the HRA and a Flexible Spending Account
However, you will not need to have this card at doctor’s visits. Expenses related to a doctor’s visits will automatically be deducted from any HRA dollars you have.
You may NOT use this card at the dentist or eye doctor.
The Healthcare Spending Card will hold all earned and elected dollars. If you have earned incentives and have HRA dollars those will be used first toward any Medical and Prescription expenses.
Once those HRA dollars are depleted, it will begin to pull from your Healthcare FSA dollars. You can use this card at the dentist, eye doctor, and for over-the-counter FSA eligible items at any time. You can also use this card to access Dependent Care FSA dollars at your daycare center.
MEDICAL - Choice Plus Plan
Penalty will apply if member chooses brand when a generic is available.
Prior Authorization with Medical Necessity is required. Please note that specialty prescriptions follow
VIRTUAL CARE
Endeavor provides a generous telemedicine benefit through UHC and Surest.. All employees and covered dependents can access board-certified physicians 24/7/365 through your telemedicine plan – and it is seamlessly integrated with your medical plan.
• Talk with a doctor from your office, car, couch, you name it!
• No scheduling. No travel. No waiting rooms!
• Service is unlimited and available to everyone enrolled in medical.
• Board certified, U.S.-based, licensed physicians that can diagnose, treat, and prescribe medication.
When employees are sick, they often miss work. If they are unable to see their own doctor, they may visit an urgent care or emergency department, which can be costly and time-consuming. With virtual visits, employees and their covered family members can see and speak to a doctor 24-hours-a-day, 7-days-a-week using a mobile device or computer, wherever they are. If needed, a prescription can be sent to their local pharmacy.
What Is The Cost?
The cost for a virtual doctor visit is the same as a regular office visit under the medical plan for which you are enrolled.
Virtual Visits are Good For:
Allergies Bladder / Urinary tract infection
Bronchitis Cough/Cold Diarrhea Fever Migraine/Headaches Pink eye
Rash
Seasonal flu
Sinus problems
Sore throat
Stomach ache
Assessment of severity
Choose Other Care For:
Anything that needs a hands-on exam Anything that needs a test Cancer or other complicated conditions Chronic conditions International visits Sprains/broken bones or injuries requiring bandaging
ADDITIONAL MEDICAL PLAN ENHANCEMENTS
The following medical plan resources will assist in making sure you have all the tools available for your overall healthcare needs. All plans are prepared to help facilitate a seamless transition for your healthcare service. You must be enrolled in an Endeavor UHC health plan to access these medical plan enhancements.
2nd.MD – Getting A Second Opinion Has Never Been Easier
2nd.MD connects you with board-certified, leading doctors across the country for expert second opinions via video or phone at no cost to you.
To get started:
Activate your account at 2nd.MD/endeavor.
A Care Team Nurse will connect with you within24 hours to get your appointment scheduled within the next 3 to 5 business days
Naviguard – An Out-of-Network Medical Bill Resolution Service
Naviguard provides assistance with resolving outof-network medical bills for you. Naviguard Patient Advisors understand provider networks and what providers should be charging you, which allows them to make the strongest case possible when negotiating with your care provider.
Kaia Health
Kaia Health offers a virtual physical therapy program that helps you manage musculoskeletal (MSK) conditions. MSK conditions include conditions that affect joints, muscles, bones, or any combination of those (such as, but not limited to, arthritis, osteoporosis, sarcopenia, and fibromyalgia). This program offers access to health coaches, motion coaching (through AI technology), and education for management of your condition (including effective exercise techniques).
ADDITIONAL MEDICAL PLAN ENHANCEMENTS
Maven: Women’s & Family Health Solution
Maven is an app-based solution that provides resources and support related to women’s and family health, including pregnancy, family building, newborn care and parenting, and menopause. Members receive tailored care plans and are connected to in-network, trusted specialists to support them on their health journey. Visit mavenclinic.com/join/getstarted to sign up.
One Pass Select
One Pass Select is a subscription-based program that gives you access to gyms, boutique fitness studios, online workouts, and more. One Pass Select offers flexible options to meet your needs -- from strength training and swimming to yoga and spin classes. You can also get access to digital fitness apps and home grocery delivery to make it even more convenient to become a better you. Register with your UHC account information at OnePassSelect.com
Optum Rx Price Edge
Price Edge is a discount program available through our Optum Rx pharmacy benefit plan. Price Edge helps you save on generic drugs covered by the medical plan and specific brand and generic drugs that are not covered by our plan. No enrollment is required for Endeavor medical plan participant -- simply show your insurance ID card with your prescription at any network pharmacy and discounts will be automatically applied.
Calm Health
Calm Health is available to employees and their dependents (16 years or older) enrolled in the UHC medical plan at no additional cost. The Calm Health app connects you to selfguided self-care programs and tools to help support your mental health and well-being — all at your own pace.
DENTAL
A Dental PPO plan allows you to visit any dental provider. When you use a UHC Network dentist, you will not be billed for any amount above the set fees negotiated by the insurance company and the dentist. If you go to an “out-of-network” provider, however, you may be responsible for any amounts above the Reasonable and Customary (R&C) charges for your area. This practice is often referred to as “Balance Billing.”
While the benefits are technically the same regardless of whether you are using an in- or out-of-network dentist, you will get more value if you stay in network.
Fillings • Oral Surgery • Surgical Extraction of Impacted Teeth
• Anesthetics
• Periodontics
• Root Canal Therapy / Endodontics
• Relines, Rebases and Adjustments
• Repairs to Bridges, Inlays, and Dentures
Preventive & Diagnostic Care
• Oral Exams
• Dental Cleanings
• X-Rays
• Fluoride Application
• Sealants
• Space Maintainers (limited to non-orthodontic treatment)
• Emergency Care to Relieve Pain
• Fillings
• Oral Surgery
• Surgical Extraction of Impacted Teeth
• Anesthetics
• Periodontics
• Root Canal Therapy / Endodontics
• Relines, Rebases and Adjustments
• Repairs to Bridges, Inlays, and Dentures
VISION
Your vision is important to your health. Whether it is 20/20 or less than perfect vision, everyone needs to receive regular vision care. The Vision Care Plan is offered on a voluntary basis to all employees. The frequency for benefits is as follows:
1
every 12 months
1 pair of lenses and contact lenses every 12 months
1 pair of frames every 12 months
Visit EyeMed.com to find in-network providers, take advantage of discounts, track claims and expenses, learn about your eye health, and access your vision ID card.
In-Network Vision Discounts
40% discount off additional pairs of glasses
40% off hearing exams and discounted, set pricing on hearing aids
15% savings off LASIK
Go to EyeMed.com and click on “Special offers” for the latest list of discounts and extra savings that give your benefits a boost.
EMPLOYEE ASSISTANCE PROGRAM (EAP)
We are committed to providing our employees with the information they need to make informed choices about life and work issues. Life can throw a lot at you, from small worries to big concerns. If you find yourself focusing too much on relationship, work or other issues, your EAP benefit offers confidential help and support to help you take control. Your EAP is a resource for you and your family members when you need help with many of the challenges that affect home or work life.
A specialist will listen to your needs and connect you to the appropriate resources. Clinicians, counselors, mediators, lawyers, and financial advisors are ready to help you with:
• Stress, anxiety, and depression
• Marriage and parenting issues
• Workplace conflicts
• Sleeping problems
• Financial or legal questions
• Substance abuse or other addictions
As part of your benefits, EAP services are available at no extra cost. This includes referrals, seeing in-network clinicians, and initial consultations with mediators or financial and legal experts. In addition to telephonic support, employees have up to five (5), face-to-face, free visits per family member, per calendar year. Most information is available 24 hours a day, seven days a week.
Access to liveandworkwell.com is always free.
Liveandworkwell.com Resources
You and your family can also go online any time to:
• Check benefit information
• Submit online service requests
• Search the online clinician directory
• Use our virtual help centers to find information and resources for hundreds of everyday work and life issues
• Participate in interactive, customizable selfimprovement programs
• All records are kept confidential in accordance with federal and state laws
Talkspace mobile app
Talkspace offers 24/7 access to a licensed, dedicated therapist. You can send private messages (text, voice, video) or schedule live video sessions. After completing a brief assessment, you will receive a personalized match with a provider, and asynchronous engagement can begin immediately afterwards. Talkspace can be used with your EAP benefits or with your health insurance.
To access Talkspace, go to www.liveandworkwell.com and log in or use access code Endeavor. Scroll down on the home page to find a Talkspace link under More “benefits.”
FLEXIBLE SPENDING ACCOUNT (FSA)
To help you save money on health care and dependent care costs, we are happy to offer our employees Flexible Spending Accounts administered by UnitedHealthcare. The purpose of a Flexible Spending Account is to allow you to set money aside on a pre-tax basis to cover expenses that are not otherwise covered under a traditional medical, dental, or vision plan.
There are two types of flexible spending accounts available:
• Health Care Flexible Spending Account
• Dependent Care Flexible Spending Account
How does an FSA Work?
CHOOSE You choose the amount you want to contribute on a pre-tax basis through payroll contributions, up to a maximum amount set by the IRS each year.
SAVE The money you contribute is not subject to payroll taxes, so you end up paying less in taxes and taking home more of your paycheck. Employees save approximately $.30 on every dollar spent through their FSAs! The following are 2025 IRS Annual Contribution Limits:
• Health Care FSA: $3,300
• Dependent Care FSA: $5,000 for individuals or couples filing jointly. $2,500 for married persons filing separately.
DEADLINES FSAs are “use-it-or-lose-it” accounts, meaning any funds remaining after the end of the plan year will be forfeited. Your actual claim forms must be submitted and received no later than April 30th of the following year to be eligible for reimbursement. Be sure to carefully plan your expenses so that you do not have excess funds remaining at the end of the year. We do not allow catch up or carry over.
ACCESS FUNDS The dollars deducted are held in a separate account for each employee until you submit an eligible expense claim or use the debit card provided by UnitedHealthcare. Your debit card will have the functionality to be used for both Health Care and Dependent Care transactions. However, timing of access to funds depends on the type of reimbursement plan you choose:
• Health Care FSA: Funds are available at the beginning of the plan year.
• Dependent Care FSA: Funds are available as they are deposited into your account.
What’s an Eligible Expense?
HEALTH CARE FLEXIBLE SPENDING ACCOUNT
Health Care Spending Accounts offer employees the opportunity to pay for eligible out-of-pocket medical costs with pre-tax dollars (2025 IRS Limit is $3,300). Our benefits website contains a complete list of eligible and ineligible expenses; however, the below information is a sample of some popular expense categories.
•Office visit and prescription copays
•Deductibles and Coinsurance
•Insulin and diabetic supplies
•Braces and other orthodontic expenses
•Medical-related weight loss program prescriptions
•Smoking cessation products
•Infertility treatments
•Hearing aids
•Orthopedic shoes
•Lasik / laser eye surgery
•Medical equipment (wheelchairs)
•Adoption expenses
• Health care premium contributions
• COBRA premiums
• Prescription drugs for cosmetic purposes
• Vitamins
• Teeth bleaching / bonding
• Physical treatments or personal trainers for non-medical conditions
• Cosmetic surgery for non-medical conditions
• Electrolysis or other types of hair removal
• Dermatology work for non-medical conditions
DEPENDENT CARE FLEXIBLE SPENDING ACCOUNT
The dependent care FSA allows you to set aside money pre-tax to pay eligible out-of-pocket day care services for children up to age 13 and adult dependent, who you claim on your income taxes, that are mentally or physically unable to care for themselves. Eligible expenses include items such as:
Preschool
Summer Day Camp
Before or After School Programs
Child or Adult Daycare
Note: Both spouses must work or attend school full-time to take advantage of this benefit.
You cannot enroll in an DCFSA if you and your spouse do NOT work.
401(k) Retirement Plan
The Endeavor 401(k) Plan available through Fidelity allows you to set aside money on a pre-tax basis, Roth after-tax basis, or a combination of the two, to save for retirement. All employees are eligible to participate immediately.
How the Plan Works
Vesting
Beneficiary Designation
Yes; New Hires are automatically enrolled at a pre-tax deferral rate of 5% once they reach 45 days of employment (unless the deferral rate is changed with Fidelity)
Yes; Those who are automatically enrolled will also be automatically increased by 1% each year, up to 10%, unless it is changed by you with Fidelity.
Pilots may contribute between 1% and 100% of their eligible pay, not to exceed annual IRS limits. Those turning 50 years or older may contribute an additional $7,500 per year.
Yes; New Hires are automatically enrolled at a pre-tax deferral rate of 3% once they reach 45 days of employment (unless the deferral rate is changed with Fidelity)
Yes; Those who are automatically enrolled will also be automatically increased by 1% each year, up to 6%, unless it is changed by you with Fidelity.
Non-Pilots may contribute between 1% and 90% of their eligible pay, not to exceed annual IRS limits. Those turning 50 years or older may contribute an additional $7,500 per year.
You are 100% vested in your contributions to the Savings Plan; however, vesting for the Company Match depends on your years of service. For more information, see the Vesting Schedule below.
It is especially important to designate a beneficiary for your retirement account. To do so, go to the main menu on your account at NetBenefits.com > Beneficiaries or designate over the phone with Fidelity by calling (866) 956-3451.
NOTE: If you are already participating in the 401(k) plan, there is no need to re-enroll. However, now may be the perfect time to consider increasing your contribution and adjusting your investment strategy.
Enrolling in the 401(k) Plan is Easy
• ONLINE: Go to netbenefits.com. Enter your username and password if you already have one with Fidelity Investments. If you have never registered with Fidelity, click on “Register as a New User,” and follow the instructions to set up your Username and Password.
• BY PHONE: Call toll-free (866) 956-3451. Fidelity’s enrollment counselors can provide guidance in creating a retirement plan.
• BY THE APP: Download the NetBenefits by Fidelity App. Enter username and password or register as a new user to set up Username and Password. Then go to Actions > Change Contributions.
Company Match
We offer a generous match to employees participating in the 401(k) Retirement Plan. We are proud to offer a company match starting immediately upon your entry into the plan. The matching formula is illustrated below:
401(k) Retirement Plan
Vesting Schedule
You are always 100% vested in employee contributions. Vesting in employer contributions follows this schedule:
Additional Financial Services
EDELMAN FINANCIAL ENGINES: Financial Engines Advisors L.L.C., a federally registered investment advisor, offers independent, objective investment advice and management for your Endeavor 401(k) Plan. How you use the Edelman Financial Engines service is up to you.
• ONLINE ADVICE: This easy-to-use service offers objective, professional online advice to help you refine your investment strategy. Online advice is available at no cost. You can log in for a personalized forecast and a step-by-step action plan with specific fund recommendations that you can implement.
• PROFESSIONAL MANAGEMENT: The Professional Management program is available for employees who prefer a team of experts to manage their plan account for them. When you enroll, Edelman Financial Engines manages the investments in your plan account for you. With this service, Edelman Financial Engines monitors your portfolio and adjusts as needed to help keep your portfolio properly diversified and on track. There is an annual management fee for Professional Management, which is deducted from your Plan on a quarterly basis. Fees are based on a graduated structure as outlined in the table.
PROFESSIONAL MANAGEMENT FEES
the balance up to $350,000 you’ll pay: 0.20% of this balance
the balance greater than $350,000 you’ll pay: 0.15% of this balance
For example: if your Managed Account Balance is $50,000, you’ll pay an average of about $8.34 per month over a 12-month period ($50,000 x 0.0020 = $100 divided by 12months = $8.34/month).*
FOR MORE INFORMATION:
Log in to EdelmanFinancialEngines.com/forEndeavor or select the link for Edelman Financial Engines in NetBenefits.
To speak with an advisor, call (800) 601-5957 (Monday-Friday, 9:00 a.m. to 9:00 p.m. ET).
*Professional Management fees are charged in the frequency and manner detailed in the Terms and Conditions; monthly fee examples are for illustrative purposes only. ©2024 Edelman Financial Engines,LLC. Edelman Financial Engines® is a registered trademark of Edelman Financial Engines, LLC. All advisory services provided by Financial Engines Advisors L.L.C., a federally registered investment advisor. Results are not guaranteed. Edelman Financial Engines is not affiliated with Fidelity Workplace Services, LLC or its affiliates. AM3210384.
Basic Life, AD&D & Supplemental Benefits
Basic Life and AD&D Benefits
Life insurance provides financial protection for an employee’s family in the event of their death. Accidental Death & Dismemberment (AD&D) insurance provides additional coverage should an employee die or become seriously injured in an accident.
How the Plan Works
You are automatically provided Basic Life and AD&D coverage of one times your Basic Annual Earnings (rounded to the next highest $1,000) to a maximum of $250,000 at no cost to you. Note: Pilots’ annual salary is determined by the base rate times 1,000 hours.
Supplemental Term Life
You will receive the greater of $10,000 or one times your Basic Annual Earnings.
If you would like additional protection beyond the Basic Life and AD&D Insurance coverage, you can choose to purchase Supplemental Term Life at favorable group rates.
Note: For all life insurance amounts, benefits reduce to 65% at age 65, 50% at age 70 and 25% at age 75.
COST FOR COVERAGE: When enrolling in benefits, the exact rate calculations will be provided for your specific benefit elections.
SUPPLEMENTAL TERM LIFE - EMPLOYEE
SUPPLEMENTAL TERM LIFE - SPOUSE
SUPPLEMENTAL TERM LIFE - CHILD
AD&D benefits will be payable to your Beneficiary in an amount equal to the Basic Life Insurance in force.
If you experience a dismemberment (loss of limb, foot, hand, speech, sight, hearing, etc.), AD&D benefits will be payable as a percentage of the full AD&D amount.
NAME YOUR BENEFICIARY
Be sure to name one or more beneficiaries for your life and AD&D benefits. If you don’t, you’re taking a chance that your assets won’t be passed to your loved ones in the event of your death.
To add or update beneficiary information, log into Dayforce > Forms > Current Beneficiary Information
Increments of $10,000 up to $500,000, not to exceed 10x your annual salary.
• New Hires: Up to a maximum of $200,000 without EOI
• Open Enrollment – Already Enrolled: May increase your benefit up to $200,000 without EOI
• Open Enrollment – Not Enrolled: EOI is required
• Qualifying Event: Enrollment or increase to benefit amount requires an EOI form and underwriting approval.
Increments of $5,000 up to $250,000, not to exceed 50% of elected employee supplemental term life
(Employee coverage must be purchased in order to purchase spouse coverage)
• New Hires: Up to $50,000 without EOI
• Newly Married: Up to $50,000 within 31 days after marriage without EOI
• Qualifying Events: Any enrollment or increase in spouse supplemental life requires an EOI form & underwriting approval
• Open Enrollment – Already Enrolled: May increase your benefit up to $50,000 without EOI
• Open Enrollment – Not Enrolled: EOI is required
Supplemental Term Life - Child life may be purchased in the amount of $10,000; EOI is not required (Employee coverage must be purchased in order to purchase child coverage)
Extended Sick Leave (Pilots)
The Extended Sick Leave Program is available to only pilots and covers non-work-related illness or injury with pay continuation benefits. The Company pays 100% of the cost associated with this benefit.
EXTENDED SICK LEAVE COVERAGE (FOR PILOTS ONLY)
Note: If you are on Extended Sick Leave after 104 days, your Long-Term Disability policy will begin.
Short-Term Disability (Non-Pilots)
Short-term disability is offered to Non-Pilot employees and replaces a portion of your income if you are unable to work due to a covered injury or illness that is non-work related. You are automatically enrolled, and the Company pays 100% of the cost associated with this benefit.
Important: Qualifying for Extended Sick Leave/Short-Term Disability
You are considered qualified for Extended Sick Leave/Short-Term Disability when Sedgwick determines that:
• You are limited from performing the material and substantial duties of your regular occupation due to your sickness or injury; and
• You have a 20% or more loss in weekly earnings due the same sickness or injury.
• You must be under the regular care of a physician in order to be considered disabled.
Long-Term Disability
Long-term disability insurance offers you financial protection if you become totally disabled, due to illness or injury, for an extended period and can no longer work. The cost of LTD coverage is shared between you and the Company. If you elect this benefit, you will pay a small portion (25%) of the overall premium.
Benefits Begin If approved, benefits begin 105 days after the date of your disability. If
Loss of FAA Medical Certification is considered an inability to perform your regular occupation.
benefits begin 91 days after the date of your disability.
Additional Provisions
Pilots with less than one year of service will be eligible for one year of loss of license due to FAA medical certification disability benefits.
Pre-Existing Exclusion You received medical treatment, consultation, care, or services including diagnostic measures, or took prescribed drugs or medicines in the 3 months just prior to your effective date of coverage; and the disability begins in the first 12 months after your effective date of coverage.
Benefit Duration
The length of time your benefit is provided is based on age and years of service as per the following table:
Critical Illness & Cancer
The Group Critical Illness & Cancer Benefit helps you and your family maintain financial security in the event of critical illness.
How the Plan Works
• Receive a cash benefit – paid directly to you – after a 30-day waiting period if you are diagnosed with a covered medical condition and meet certain criteria.
• Benefits are paid in addition to other insurance you may have with other insurance companies.
Scan the QR code for more information
• If you collect full benefits for a critical illness under the plan and are later diagnosed with another covered critical illness, the full benefit amount will be paid for each additional illness. Occurrences must be separated by at least six months.
• If you collect full benefits for a covered condition and are later diagnosed with the same condition, the plan will pay the full benefit again.
• Coverage may be portable if certain criteria is met.
The plan covers the following medical conditions:
FOR EMPLOYEES + SPOUSES FOR CHILDREN
• Cancer (Internal or Invasive)
• Heart Attack (Myocardial Infarction)
• Stroke (Apoplexy or Cerebral Vascular Accident)
• Major Organ Transplant
• End stage renal failure
• Permanent Paralysis as the result of a covered accident
• Carcinoma In Situ (paid at 25% of the benefit)
• Coronary Artery Bypass Surgery (paid at 25% of the benefit)
In addition to covering all the same conditions covered for adults, children receive the following coverages:
• Cerebral Palsy
• Cleft Lip or Palate
• Cystic Fibrosis
• Down Syndrome
• Spina Bifida
Pre-Existing Condition Limitation
This plan will not pay benefits for a claim that is caused by, contributed to by, or occurred as a result of a pre-existing condition. Under this plan, a pre-existing condition includes a sickness or injury or symptoms of a sickness or injury, whether diagnosed or not, for which the insured:
• Received medical treatment, consultation, care, or services, including diagnostic measures;
• Took prescribed drugs or medicines; or
• Had been prescribed drugs or medicines in the 12 months just prior to their effective date of coverage.
The pre-existing condition provision applies if the date of diagnosis is in the first 12 months after the effective date of coverage.
Voluntary Accident
Accidents happen – and with it can come unexpected expenses that are not covered by medical insurance. Accident insurance can help you get back on your feet if you are in an accident and incur associated expenses.
How the Plan Works
Accident Insurance provides a lump-sum, cash benefit directly to you when you have services and treatments related to accidental injuries, such as certain doctor visits, ambulance transportation, medical testing and physical therapy.
SCHEDULE OF BENEFITS
Occupational Coverage
Accidental death and dismemberment
Emergency / Urgent Care
Ambulance
Initial physician office visit
Follow-up doctor/patient care
Hospital admission and confinement
Hospital confinement daily benefit
Intensive care
Alternate care & rehab facility daily benefit
PLAN REIMBURSEMENT
Yes. Covered on and off the job.
Employee: $50,000 | Spouse: $25,000 | Child: $10,000 If accident is a result of a common carrier, the benefit payable is 3X the above amounts
$200 / $125
$300 per incident $1,500 for air ambulance
$100 per accident
$75 per insured, per visit (up to 2 visits per accident)
$2,500 Hospital/ICU admission; 1X per year
$300 per day, up to 365 days
$600 per insured member, per day, up to 15 days
$150 per day, 15 days per accident, up to 30 days
Ligaments tendons & cartilage (per repair) Knee cartilage: $750 Tendon, Ligament, and rotator cuff: $750
Fractures (ankle, arm, bones of face, collarbone, elbow, foot, hand, jaw, kneecap, shoulder blade, sternum, vertebrae, wrist)
Fractured / dislocated hip
Fractured finger or toe
Laceration
Eye
Burns
Coma
Concussion
Exclusions
Non-Surgical: $500 - $2,000 Surgical: $100 - $4,000
Non-Surgical: $4,000 / Surgical $8,000
Non-Surgical: $100 / Surgical $200
Non-Surgical: $100 / Surgical $200
$300; 1x per accident
$75 - $10,000 (Depending on severity of burn)
$12,500; 1x per accident
$200; 1x per calendar year
• Injury occurring prior to the effective date of the policy or after policy termination
• Actively serving in any branch of the armed forces or auxiliary units
• Bungee jumping, hang-gliding, mountaineering,or parachuting
• Having cosmetic or elective surgery
• Participating in or attempting to participate in felony activity, whether charged or not
• Being incarcerated in any type of penal or governmental detention facility
• Being intoxicated while operating a motor vehicle
• Purposely inflicting an injury, or attempting/committing suicide
• Having any sickness, illness (physical or mental),or infection independent of accident
• Participating in, practicing for, or officiating a semiprofessional or professional sport
• Riding in or driving any motor- driven vehicle for race, stunt show, or speed test
• An act of war, declared or undeclared, which is not a terrorist attack
Pet Insurance
Endeavor offers pet insurance – for cats and dogs – through FIGO, a UnitedHealthcare partner. When you enroll, you will be asked a series of questions about your pet and be given several flexible options for coverage. Once you enroll, FIGO will bill you directly. Premiums will NOT be deducted from your Endeavor paycheck.
To enroll go to ebquote.figopetinsurance.com. Call (844)738-3446 or visit www.figopetinsurance.com for more details.
• Emergency and hospitalization
• Surgeries
• Veterinary specialists
• Hereditary and congenital conditions
• Chronic conditions
• Cancer treatments
• Prescriptions
• Imaging
• Knee conditions
• Prosthetics and orthopedics
• Hip dysplasia
• And much more!
More Than Just Pet Insurance
VIRTUAL VET: Employees get direct access to a licensed veterinary professional via text or video chat — anytime, anywhere, within seconds without copay
ARTIFICIAL INTELLIGENCE (AI) CLAIMS: Powered by chat bot Evie, which brings experience to the claim filing process. Over 50% of claims closed within 24 hours, and an overall average of 2.8 days1
INBOX AND DOCS: From medical notes to policy documents, keeping pet’s records in one place is easier, with on-the-go access.
1 Based on internal Figo claims data for January - December 2020 Insurance Coverage Includes:
Commuter Expense Reimbursement Account
When you enroll in the Commuter Expense Reimbursement Account (administered by Edenred), you have the opportunity to pay for transit and parking expenses with pre-tax money, up to the current IRS tax limit.
TRANSIT
Up to $325 per month for qualified transit expenses, including public bus, train, subway, and ferry services.
PARKING
Up to $325 per month for qualified parking expenses.
Enrolling in the Commuter Expense
Reimbursement Account
Enrollment is ongoing and not limited to the annual open enrollment period. Here’s how to enroll:
• Simply go to optumbank.com and login as an account holder (or click “New User”)
• Click on the transportation services link
• Select the transit or parking services you want and place your order
• Set up an automatic order to make the same purchase every month
• Receive your order at home by mail
NOTE: The program has a monthly enrollment deadline of the 10th of the month prior to the effective benefit month. For example, to participate in the benefit for the month of October you must enroll between August 11th and September 10th.
Your Employee Rights
HIPAA
The federal Health Insurance Portability and Accountability Act (HIPAA) protects private health information (PHI). The Company will only discuss the PHI with medical providers and third-party administrators when necessary to administer the plan that provides medical and dental benefits or as mandated by law.
MEDICARE PART D — PRESCRIPTION BENEFITS
Medicare prescription drug coverage became available in 2006 to everyone with Medicare through Medicare prescription drug plans and Medicare Advantage Plans that offer prescription drug coverage. All Medicare prescription drug plans provide at least a standard level of coverage set by Medicare. The Company has determined that the prescription drug coverage offered through the Company-sponsored plan is, on average for all plan participants, expected to pay out as much as the standard Medicare prescription drug coverage will pay and is considered Creditable Coverage. Because the existing coverage is on average at least standard Medicare prescription drug coverage, employees can keep this coverage and not pay extra if they later decide to enroll in Medicare prescription drug coverage.
THE WOMEN’S HEALTH AND CANCER RIGHTS ACT
The Women’s Health and Cancer Rights Act requires group health plans that provide coverage for mastectomy to provide coverage for certain reconstructive services. This law also requires that written notice of the availability of the coverage be delivered to all plan participants upon enrollment and annually thereafter. These services include:
• Reconstruction of the breast upon which the mastectomy has been performed.
• Surgery / reconstruction of the other breast to produce a symmetrical appearance.
• Prostheses.
• Treatment for physical complications during all stages of mastectomy, including lymphedemas.
• In addition, the plan may not:
• Interfere with a participant’s rights under the plan to avoid these requirements.
• Offer inducements to the health care provider, or assess penalties against the provider, in an attempt to interfere with the requirements of the law.
• However, the plan may apply deductibles, coinsurance,and copays consistent with other coverage provided by the plan.
NEWBORN’S AND MOTHER’S HEALTH PROTECTION ACT
Federal law (Newborns’ and Mothers’ Health Protection Act of 1996) prohibits the plan from limiting a mother’s or newborn’s length of hospital stay to less than 48 hours for a normal delivery or
96 hours for a cesarean delivery or from requiring the provider to obtain preauthorization for a stay of 48 hours or 96 hours, as appropriate. However, federal law generally does not prohibit the attending provider, after consultation with the mother, from discharging the mother or newborn earlier than 48 hours for normal delivery or 96 hours for cesarean delivery.
MENTAL HEALTH PARITY ACT
According to the Mental Health Parity Act of 1996, the lifetime maximum and annual maximum dollar limits for mental health benefits under the Company Medical Plan are equal to the lifetime maximum and annual maximum dollar limits for medical and surgical benefits under this plan. However, mental health benefits may be limited to a maximum number of treatment days per year or series per lifetime.
COBRA Rights
According to the Consolidated Omnibus Budget Reconciliation Act (COBRA), continuation of an employee’s group medical, dental or vision is available if any of the following qualifying events occur:
• Termination of employment or reduction in hours
• Dissolution of marriage from (or legal separation from) the employee
• Death of employee
• Employee becoming entitled to Medicare
• Ineligibility of child
NOTE: The employee or qualified beneficiary is responsible for notifying the employer of certain qualifying events, (e.g., divorce, legal separation, dependent child ineligibility), and must do so within 60 days of the date of the event, (or the date on which coverage would end — whichever is later).
The employee, spouse and dependents have 60 days from the later of:
• The date coverage is lost under the Company Plan
-OR-
• The date of the notice to respond informing My Benefits Service Center that they want to elect continuation coverage. There is no extension of the election period.
If an employee, spouse, or dependent does not elect continuation coverage within this election period, then rights to continue group health insurance will end. If an employee, spouse, or dependent chooses continuation coverage and pays the applicable premium, the Company is required to provide coverage which, as of the time coverage is being provided, is identical to the coverage provided under the plan to similarly situated active employees or family members. If the Company changes or ends group health coverage for similarly situated active employees, your coverage will also change or end.
MAXIMUM PERIOD OF CONTINUATION
• 18 months if the qualifying event is termination of employment or a reduction in hours. (This may be extended to 36 months if other events such as death, divorce, or legal separation occur during the 18-month period; or if the employee becomes entitled to Medicare after the date of employment termination.)
• 18 months for qualified beneficiaries other than the ex-employee if the ex-employee became entitled to Medicare 18 months or more before the date of employment termination.
• 29 months if the qualifying event is termination of employment or a reduction in hours of a disabled employee, (coverage can be continued for all family members of the disabled qualified beneficiary), if…
• the qualified beneficiary is disabled (as determined by Title II or XVI of the Social Security Act), within 60 days of the date of termination or reduction of hours, and
• the qualified beneficiary notifies the plan administrator within 60 days after the determination of disability is made by the Social Security Administration, and within the initial 18-month period of coverage. (The notification must be in writing. We suggest a copy of the Social Security Award letter.)
• 36 months for the employee’s spouse in the case of divorce or legal separation.
• 36 months for the employee’s children in the event that they no longer qualify as a “full-time student” or otherwise do not qualify under the Plan’s definition of a dependent child.
CALIFORNIA COBRA
Cal-COBRA is for California residents only. Upon the expiration of the standard 18-month COBRA period, you may have the opportunity to extend COBRA for an additional 18 months at higher COBRA premiums. If you are a California resident who elects COBRA and exhausts your 18-month federal COBRA benefits, you will be sent additional Cal-COBRA information with specific rate information at that time.
COBRA Rights (continued)
COBRA RIGHTS
Continuation will cease on the earlier of…
• The date the employer no longer provides any group medical coverage to any employee.
• The date the qualified beneficiary fails to make a timely payment of premium.
• The date the qualified beneficiary becomes covered under another group medical plan that contains any exclusion or limitation with respect to any pre-existing condition, which is not applicable to the qualified beneficiary.
• The date the qualified beneficiary becomes entitled to Medicare.
• The date a qualified beneficiary is determined to be no longer disabled (in the case of the 29-month continuation).
• The last day of the applicable maximum continuation period, as described above in this notice.
“Qualified beneficiaries” are those individuals who were covered under the group medical or dental plan on the day before a qualifying event. This may include employees, spouses, and children. Qualified beneficiaries also include any children adopted or born to the ex-employee during the continued coverage period if notice is given to the Plan Administrator within 31 days of the birth or adoption.
The entire applicable premium will be charged to the qualified beneficiary. (In the case of a disabled qualified beneficiary, 150% of the current monthly rate is payable after the initial 18 months of continued coverage.)
COBRA PROCESS
• Medical, Prescription, Dental and Vision benefits end on the last day of the month in which you were eligible for benefits.
• Once the Company notifies My Benefits Service Center of the termination of employment, a COBRA packet will be mailed out to your home address.
• Your COBRA packet will include your unique registration identification number, which is needed to become an authorized user of the COBRA website.
• Once you receive your packet and your number, visit http://www.cobra-link.com and click on the Participant Login. Select “New User” registration, and follow the registration process as described.
• Coverage is NOT re-activated until the first payment is received. If the premium is not received within the allotted period, the coverage will be cancelled. If your coverage lapses due to non-payment, you cannot be reinstated for any reason. It is the member’s responsibility to keep track of their payment obligations.
• Once your form has been received, allow 10-12 business days to receive your new ID card. Any claims incurred after your COBRA effective date and prior to receiving your card can be reprocessed once you receive your new ID card by calling member services and asking them to re-process your medical, dental, prescription or vision claims.