2025-26 Dripping Springs ISD Benefits Guide

2025 - 2026 Plan Year

DRIPPING SPRINGS ISD

BENEFIT GUIDE EFFECTIVE: 09/01/2025 - 8/31/2026 WWW.MYBENEFITSHUB.COM/DRIPPINGSPRINGSISD

Table of Contents How to Enroll

4-5

Annual Benefit Enrollment

6-11

1. Annual Enrollment

6

2. Section 125 Cafeteria Plan Guidelines

7

3. Eligibility Requirements

8

4. Helpful Definitions

9

5. Health Savings Account (HSA) vs. Flexible Spending Account (FSA)

10

Medical

FLIP TO...

12-17

Health Savings Account (HSA)

18

Hospital Indemnity

19-20

Telehealth

PG. 4

HOW TO ENROLL

PG. 6

SUMMARY PAGES

PG. 12

YOUR BENEFITS

21

Dental

22-23

Vision

24

Disability

25-26

Cancer

27-28

Accident

29-30

Critical Illness

31-32

Emergency Medical Transport

33

Voluntary Group Term Life

34-35

Individual Life

36

Identity Theft Protection

37

Flexible Spending Accounts (FSA)

38-39

Employee Assistance Program (EAP)

40

2

Benefit Contact Information DRIPPING SPRINGS ISD BENEFITS

MEDICAL

HEALTH SAVINGS ACCOUNT (HSA)

Employee Response Center (ERC): (833) 939-6084 www.mybenefitshub.com/ drippingspringsisd

TRS ActiveCare (866) 355-5999 https://www.bcbstx.com/ trsactivecare

NBS (855) 399-3035 www.nbsbenefits.com

HOSPITAL INDEMNITY

TELEHEALTH

DENTAL

Chubb (888) 499-0425 Group #: 100000134 educatorclaims@chubb.com VISION

Recuro Health (855) 673-2876 www.recurohealth.com

Cigna (800) 256-8606 www.Cigna.com

DISABILITY

CANCER

MetLife (800) 438-6388 www.metlife.com ACCIDENT

The Hartford Group # 15301 (866) 547-9124 www.TheHartford.com CRITICAL ILLNESS

Chubb (888) 499-0425 Group #: 100000134 educatorclaims@chubb.com EMERGENCY MEDICAL TRANSPORT

Chubb (888) 499-0425 Group #: 100000134 educatorclaims@chubb.com VOLUNTARY GROUP TERM LIFE

Chubb (888) 499-0425 Group #: 100000134 educatorclaims@chubb.com INDIVIDUAL LIFE

MASA MTS (800) 423-3226 https://www.masamts.com/

Chubb (888) 499-0425 Group #: 100000134 educatorclaims@chubb.com FLEXIBLE SPENDING ACCOUNTS (FSA)

5Star Life Insurance Company (866) 863-9753 https://5starlifeinsurance.com/

ID Watchdog (800) 774-3772 www.IDWatchdog.com

NBS (855) 399-3035 www.nbsbenefits.com

AllOne Health (888) 993-7650 www.allonehealth.com/deeroaks

EMPLOYEE ASSISTANCE PROGRAM

3

IDENTITY THEFT PROTECTION

Mobile Enrollment Enrollment made easy with your smartphone or tablet.

Text “BENEFITS” to (214) 851-0568 to opt into important text message*

Text “BENEFITS” to (214) 851-0568

enrollment reminders. Scan the QR code to go to your benefit website for: • Benefit Resources • Online Enrollment

OR SCAN

• Interactive Tools • And more! *Standard message rates may apply.

4

Login Process 1

www.mybenefitshub.com/drippingspringsisd

2

CLICK LOGIN

3

Enter your Information • Last Name • Date of Birth • Last Four (4) of Social Security Number

NOTE: THEbenefits benefitsHUB uses this information to check behind the scenes to confirm your employment status.

4 5 5

Once confirmed, the Additional Security Verification page will list the contact options from your profile. Select either Text, Email, Call, or Ask Admin options to receive a code to complete the final verification step.

Enter the code that you receive and click Verify. You can now complete your benefits enrollment!

Annual Benefit Enrollment Annual Enrollment

Where can I find forms?

For benefit summaries and claim forms, go to your benefit website: www.mybenefitshub.com/ drippingspringsisd. Click the benefit plan you need information on (i.e., Dental) and you can find the forms you need under the Benefits and Forms section.

During your annual enrollment period, you have the opportunity to review, change or continue benefit elections each year. Changes are not permitted during the plan year (outside of annual enrollment) unless a Section 125 qualifying event occurs.

•

Changes, additions or drops may be made only during the annual enrollment period without a qualifying event.

•

Employees must review their personal information and verify that dependents they wish to provide coverage for are included in the dependent profile.

Additionally, you must notify your employer of any discrepancy in personal and/or benefit information.

SUMMARY PAGES

How can I find a Network Provider?

For benefit summaries and claim forms, go to the DSISD benefit website: www.mybenefitshub.com/drippingspringsisd. Click on the benefit plan you need information on (i.e., Dental) and you can find provider search links under the Quick Links section.

When will I receive ID cards?

If the insurance carrier provides ID cards, you can expect to receive those 3-4 weeks after your effective • Employees must confirm on each benefit screen (medical, dental, vision, etc.) that each dependent date. For most dental and vision plans, you can login to be covered is selected in order to be included in to the carrier website and print a temporary ID card or simply give your provider the insurance company’s the coverage for that particular benefit. phone number and they can call and verify your coverage if you do not have an ID card at that time.

If you do not receive your ID card, you can call the All new hire enrollment elections must be completed carrier’s customer service number to request another in the online enrollment system within the first 30 days card. of benefit eligibility employment. Failure to complete elections during this timeframe will result in the If the insurance carrier provides ID cards, but there are forfeiture of coverage. no changes to the plan, you typically will not receive a new ID card each year.

New Hire Enrollment

Q&A

Who do I contact with Questions?

For supplemental benefit questions, you can contact your Benefits Office or the Higginbotham Public Sector ERC at (833) 939-6084 for assistance.

6

Annual Benefit Enrollment

SUMMARY PAGES

Section 125 Cafeteria Plan Guidelines A Cafeteria plan enables you to save money by using pre-tax dollars to pay for eligible group insurance premiums sponsored and offered by your employer.

Enrollment is automatic unless you decline this benefit. Elections made during annual enrollment will become effective on the plan effective date and will remain in effect during the entire plan year.

Changes in benefit elections can occur only if you experience a qualifying event. You must present proof of a qualifying event to your Benefit Office within 30 days of your qualifying event and meet with your Benefits Office to complete and sign the necessary paperwork in order to make a benefit election change. Benefit changes must be consistent with the qualifying event.

CHANGES IN STATUS (CIS):

QUALIFYING EVENTS

Marital Status

A change in marital status includes marriage, death of a spouse, divorce or annulment (legal separation is not recognized in all states).

Change in Number of Tax Dependents

A change in number of dependents includes the following: birth, adoption and placement for adoption. You can add existing dependents not previously enrolled whenever a dependent gains eligibility as a result of a valid change in status event.

Change in Status of Employment Affecting Coverage Eligibility

Change in employment status of the employee, or a spouse or dependent of the employee, that affects the individual’s eligibility under an employer’s plan includes commencement or termination of employment.

Gain/Loss of Dependents’ Eligibility Status

An event that causes an employee’s dependent to satisfy or cease to satisfy coverage requirements under an employer’s plan may include change in age, student, marital, employment or tax dependent status.

Judgment/ Decree/Order

If a judgment, decree, or order from a divorce, annulment or change in legal custody requires that you provide accident or health coverage for your dependent child (including a foster child who is your dependent), you may change your election to provide coverage for the dependent child. If the order requires that another individual (including your spouse and former spouse) covers the dependent child and provides coverage under that individual’s plan, you may change your election to revoke coverage only for that dependent child and only if the other individual actually provides the coverage.

Eligibility for Government Programs

Gain or loss of Medicare/Medicaid coverage may trigger a permitted election change.

7

Annual Benefit Enrollment

SUMMARY PAGES

Employee Eligibility Requirements

Dependent Eligibility Requirements

Eligible employees must work 15 hours or more per week for supplemental benefits. Medical benefits are subject to eligibility requirements and begin at 10 or more regularly scheduled hours per week.

Dependent Eligibility: You can cover eligible dependent children under a benefit that offers dependent coverage, provided you participate in the same benefit, through the maximum age listed below.

Dependents cannot be double covered by married spouses within the district as both employees and dependents.

Eligible employees must be actively at work on the plan effective date for new benefits to be effective, meaning you are physically capable of performing the functions of your job on the first day of work concurrent with the plan effective date. For example, if your 2025 benefits become effective on September 1, 2025, you must be actively-at-work on September 1, 2025 to be eligible for your new benefits.

PLAN

MAXIMUM AGE

Please note, limits and exclusions may apply when obtaining coverage as a married couple or when obtaining coverage for dependents.

Medical

To age 26

Hospital Indemnity

To age 26

Potential Spouse Coverage Limitations: When enrolling in coverage, please keep in mind that some benefits may not allow you to cover your spouse as a dependent if your spouse is enrolled for coverage as an employee under the same employer. Review the applicable plan documents, contact Higginbotham Public Sector, or contact the insurance carrier for additional information on spouse eligibility.

Vision

To age 26

Dental

To age 26

Accident

To age 26

Voluntary Life

To age 26

Cancer

To age 26

Critical Illness

To age 26

AD&D

To age 26

Individual Life

To age 26

Emergency Transport

To age 26

FSA/HSA Limitations: Please note, in general, per IRS regulations, married couples may not enroll in both a Flexible Spending Account (FSA) and a Health Savings Account (HSA). If your spouse is covered under an FSA that reimburses for medical expenses then you and your spouse are not HSA eligible, even if you would not use your spouse’s FSA to reimburse your expenses. However, there are some exceptions to the general limitation regarding specific types of FSAs. To obtain more information on whether you can enroll in a specific type of FSA or HSA as a married couple, please reach out to the FSA and/or HSA provider prior to enrolling or reach out to your tax advisor for further guidance.

Potential Dependent Coverage Limitations: When enrolling for dependent coverage, please keep in mind that some benefits may not allow you to cover your eligible dependents if they are enrolled for coverage as an employee under the same employer. Review the applicable plan documents, contact Higginbotham Public Sector, or contact the insurance carrier for additional information on dependent eligibility.

Disclaimer: You acknowledge that you have read the limitations and exclusions that may apply to obtaining spouse and dependent coverage, including limitations and exclusions that may apply to enrollment in Flexible Spending Accounts and Health Savings Accounts as a married couple. You, the enrollee, shall hold harmless, defend, and indemnify Higginbotham Public Sector from any and all claims, actions, suits, charges, and judgments whatsoever that arise out of the enrollee’s enrollment in spouse and/or dependent coverage, including enrollment in Flexible Spending Accounts and Health Savings Accounts.

If your dependent is disabled, coverage may be able to continue past the maximum age under certain plans. If you have a disabled dependent who is reaching an ineligible age, you must provide a physician’s statement confirming your dependent’s disability. Contact your Benefits Office to request a continuation of coverage.

8

SUMMARY PAGES

Helpful Definitions Actively-at-Work

In-Network

You are performing your regular occupation for the employer on a full-time basis, either at one of the employer’s usual places of business or at some location to which the employer’s business requires you to travel. If you will not be actively at work beginning 9/1/2025 please notify your benefits administrator.

Doctors, hospitals, optometrists, dentists and other providers who have contracted with the plan as a network provider.

Out-of-Pocket Maximum The most an eligible or insured person can pay in co­ insurance for covered expenses.

Annual Enrollment

Plan Year

The period during which existing employees are given the opportunity to enroll in or change their current elections.

September 1st through August 31st

Pre-Existing Conditions

Annual Deductible

Applies to any illness, injury or condition for which the participant has been under the care of a health care provider, taken prescriptions drugs or is under a health care provider’s orders to take drugs, or received medical care or services (including diagnostic and/or consultation services).

The amount you pay each plan year before the plan begins to pay covered expenses.

Calendar Year January 1st through December 31st

Co-insurance After any applicable deductible, your share of the cost of a covered health care service, calculated as a percentage (for example, 20%) of the allowed amount for the service.

Guaranteed Coverage The amount of coverage you can elect without answering any medical questions or taking a health exam. Guaranteed coverage is only available during initial eligibility period. Actively-at-work and/or pre­ existing condition exclusion provisions do apply, as applicable by carrier.

9

SUMMARY PAGES

HSA vs. FSA Health Savings Account (HSA) (IRC Sec. 223)

Flexible Spending Account (FSA) (IRC Sec. 125)

Description

Approved by Congress in 2003, HSAs are actual bank accounts in employee’s names that allow employees to save and pay for unreimbursed qualified medical expenses tax-free.

Allows employees to pay out-of-pocket expenses for copays, deductibles and certain services not covered by medical plan, taxfree. This also allows employees to pay for qualifying dependent care tax-­free.

Employer Eligibility

A qualified high deductible health plan.

All employers

Contribution Source

Employee and/or employer

Employee and/or employer

Account Owner

Individual

Employer

Underlying Insurance Requirement

High deductible health plan

None

Minimum Deductible

$1,650 single (2025) $3,300 family (2025)

N/A

Maximum Contribution

$4,300 single (2025) $8,550 family (2025)

$3,300 (2025)

Permissible Use Of Funds

Employees may use funds any way they wish. If used for non-qualified medical expenses, subject to current tax rate plus 20% penalty.

Reimbursement for qualified medical expenses (as defined in Sec. 213(d) of IRC).

Cash-Outs of Unused Amounts (if no medical expenses)

Permitted, but subject to current tax rate plus 20% penalty (penalty waived after age Not permitted 65).

Year-to-year rollover of account balance?

Yes, will roll over to use for subsequent year’s health coverage.

No

Does the account earn interest?

Yes

No

Portable?

Yes, portable year-to-year and between jobs.

No

FLIP TO

FOR HSA INFORMATION

FLIP TO

PG. 18

FOR FSA INFORMATION

10

PG. 38

Notes

11

Medical Insurance

EMPLOYEE BENEFITS

TRS

ABOUT MEDICAL Major medical insurance is a type of health care coverage that provides benefits for a broad range of medical expenses that may be incurred either on an inpatient or outpatient basis.

For full plan details, please visit your benefit website: www.mybenefitshub.com/drippingspringsisd

TRS Medical - Region 13

Monthly Premium

District Contribution

Employee Cost

ActiveCare HD Employee Only

$500.00

$405.00

$95.00

Employee & Spouse

$1,350.00

$405.00

$945.00

Employee & Child(ren)

$850.00

$405.00

$445.00

Employee & Family

$1,700.00

$405.00

$1,295.00

ActiveCare Primary Employee Only

$484.00

$405.00

$79.00

Employee & Spouse

$1,307.00

$405.00

$902.00

Employee & Child(ren)

$823.00

$405.00

$418.00

Employee & Family

$1,646.00

$405.00

$1,241.00

ActiveCare Primary+ Employee Only

$568.00

$405.00

$163.00

Employee & Spouse

$1,477.00

$405.00

$1,072.00

Employee & Child(ren)

$966.00

$405.00

$561.00

Employee & Family

$1,875.00

$405.00

$1,470.00

ActiveCare 2 Employee Only

$1,013.00

$405.00

$608.00

Employee & Spouse

$2,402.00

$405.00

$1,997.00

Employee & Child(ren)

$1,507.00

$405.00

$1,102.00

Employee & Family

$2,841.00

$405.00

$2,436.00

12

TRS-ActiveCare

PLAN HIGHLIGHTS 2025-26

LEARN THE TERMS • PREMIUM: The monthly amount you pay for health care coverage.

• DEDUCTIBLE: The annual amount for medical expenses you’re responsible to pay before your plan begins to pay.

• COPAY: The set amount you pay for a covered service at the time you receive it. The amount can vary based on the service.

• COINSURANCE: The portion you’re required to pay for services after you meet your deductible. It’s often a specified percentage of the costs; e.g., you pay 20% while the health care plan pays 80%.

• OUT-OF-POCKET MAXIMUM: The maximum amount you pay each year for medical costs. After reaching the out-of-pocket maximum, the plan pays 100% of allowable charges for covered services.

765394.0225

2025-26 TRS-ActiveCare Plan Highlights Sept. 1, 2025 – How to Calculate Your Monthly Premium

All TRS-ActiveCare participants have three plan options. E TRS-ActiveCare Primary • Lowest premium of all three plans • Copays for doctor visits before you meet your deductible • Statewide network • Primary Care Provider referrals required to see specialists • Not compatible with a Health Savings Account • No out-of-network coverage

Total Monthly Premium Your Employer Contribution

Plan Summary

Your Premium Ask your Benefits Administrator for your district’s specific premiums.

Monthly Premiums

Being Healthy is Easy • $0 preventive care • One-on-one health coaches • Weight loss programs and nutrition • TRS Virtual Health • Mental health benefits • Member Rewards that now include rewards (up to $599 per year) for selecting topperforming providers and facilities • No-cost, in-home virtual physical therapy to relieve common aches and pains with Airrosti Remote Recovery for TRS-ActiveCare Primary and Primary+ plans See the benefits guide for more details.

Primary Plans & Mental Health • Both Primary and Primary+ offer $0 virtual mental health visits with any in-network provider.

Total Premium

Employer Contribution

Your Premium

TRS-

• Lower deductible t • Copays for many s • Higher premium • Statewide network • Primary Care Provi • Not compatible wit • No out-of-network

Total Premium

Employee Only

$484

$568

Employee and Spouse

$1,307

$1,477

Employee and Children

$823

$966

Employee and Family

$1,646

$1,875

Plan Features Type of Coverage Individual/Family Deductible Coinsurance

In-Network Coverage Only

In

$2,500/$5,000 You pay 30% after deductible

Individual/Family Maximum Out of Pocket

$8,050/$16,100

Network

Statewide Network

PCP Required

Yes

Primary Care

$30 copay

Specialist

$70 copay

Urgent Care

$50 copay

You

Doctor Visits

Immediate Care Emergency Care

You pay 30% after deductible

Yo

TRS Virtual Health-RediMDTM

$0 per medical consultation

$0

TRS Virtual Health-Teladoc

$12 per medical consultation

$1

®

Prescription Drugs Drug Deductible

Integrated with medical

$200 deducti

Generics (31-Day Supply/90-Day Supply)

$15/$45 copay; $0 copay for certain generics

Preferred (Max does not apply if brand is selected and generic is available)

You pay 30% after deductible

You pay 2 You pay 2

Non-preferred

You pay 50% after deductible

You

Specialty (31-Day Max)

$0 if SaveOnSP eligible; You pay 30% after deductible

$0 if SaveOnSP

Insulin Out-of-Pocket Costs

$25 copay for 31-day supply; $75 for 61-90 day supply

$25 copay for 3

Aug. 31, 2026

Each includes a wide range of wellness benefits.

This plan is closed and not accepting new enrollees. If you’re currently enrolled in TRS-ActiveCare 2, you can remain in this plan.

-ActiveCare Primary+

TRS-ActiveCare HD

than the HD and Primary plans services and drugs

• Compatible with a Health Savings Account • Nationwide network with out-of-network coverage • No requirement for Primary Care Providers or referrals • Must meet your deductible before plan pays for non-preventive care

k ider referrals required to see specialists th a Health Savings Account coverage

Employer Contribution

Your Premium

Employer Contribution

Total Premium

TRS-ActiveCare 2

Your Premium

• Closed to new enrollees • Current enrollees can choose to stay in plan • Lower deductible • Copays for many services and drugs • Nationwide network with out-of-network coverage • No requirement for Primary Care Providers or referrals

Employer Contribution

Total Premium

$500

$1,013

$1,350

$2,402

$850

$1,507

$1,700

$2,841

Your Premium

n-Network Coverage Only

In-Network

Out-of-Network

In-Network

$1,200/$2,400

$3,300/$6,600

$6,600/$13,200

$1,000/$3,000

Out-of-Network $2,000/$6,000 You pay 40% after deductible $23,700/$47,400

u pay 20% after deductible

You pay 30% after deductible

You pay 50% after deductible

You pay 20% after deductible

$6,900/$13,800

$8,300/$16,600

$20,500/$41,000

$7,900/$15,800

Statewide Network

Nationwide Network

Nationwide Network

Yes

No

No

$15 copay

You pay 30% after deductible

You pay 50% after deductible

$30 copay

You pay 40% after deductible

$70 copay

You pay 30% after deductible

You pay 50% after deductible

$70 copay

You pay 40% after deductible

$50 copay

You pay 30% after deductible

You pay 50% after deductible

$50 copay

You pay 40% after deductible

ou pay 20% after deductible

You pay 30% after deductible

You pay a $250 copay plus 20% after deductible

0 per medical consultation

$30 per medical consultation

$0 per medical consultation

12 per medical consultation

$42 per medical consultation

$12 per medical consultation

Integrated with medical

$200 brand deductible

ible per participant (brand drugs only)

You pay 20% after deductible; $0 coinsurance for certain generics

$20/$45 copay

25% after deductible ($100 max)/ 25% after deductible ($265 max)

You pay 25% after deductible

You pay 25% after deductible ($40 min/$80 max)/ You pay 25% after deductible ($105 min/$210 max)

u pay 50% after deductible

You pay 50% after deductible

You pay 50% after deductible ($100 min/$200 max)/ You pay 50% after deductible ($215 min/$430 max)

P eligible; You pay 30% after deductible

You pay 20% after deductible

$0 if SaveOnSP eligible; You pay 30% after deductible ($200 min/$900 max)/ No 90-day supply of specialty medications

31-day supply; $75 for 61-90 day supply

You pay 25% after deductible

$25 copay for 31-day supply; $75 for 61-90 day supply

$15/$45 copay

Compare Prices for Common Medical Services

REMEMBER: Benefit

Call a Personal Health Guide 24/7 to help you find the best price for a medical service.

Reach them at 1-866-355-5999.

TRS-ActiveCare Primary

TRS-ActiveCare Primary+

In-Network Only

In-Network Only

Office/Indpendent Lab: You pay $0

Office/Indpendent Lab: You pay $0

TRS-ActiveCare HD In-Network

In-Network

Out-of-Network

Office/Indpendent Lab: You pay $0 You pay 30% after deductible

Diagnostic Labs**

Out-of-Network

TRS-ActiveCare 2

You pay 50% after deductible

You pay 40% after deductible

Outpatient: You pay 30% after deductible

Outpatient: You pay 20% after deductible

High-Tech Radiology

You pay 30% after deductible

You pay 20% after deductible

You pay 30% after deductible

You pay 50% after deductible

You pay 20% after deductible + $100 copay per procedure

You pay 40% after deductible + $100 copay per procedure

Outpatient Costs

You pay 30% after deductible

You pay 20% after deductible

You pay 30% after deductible

You pay 50% after deductible

You pay 20% after deductible ($150 facility copay per incident)

You pay 40% after deductible ($150 facility copay per incident)

Inpatient Hospital Costs

You pay 30% after deductible

You pay 20% after deductible

You pay 30% after deductible

You pay 50% after deductible ($500 facility per day maximum)

You pay 20% after deductible ($150 facility copay per day)

You pay 40% after deductible ($500 facility copay per incident)

Freestanding Emergency Room

You pay $500 copay + 30% after deductible

You pay $500 copay + 20% after deductible

You pay $500 copay + 30% after deductible

You pay $500 copay + 50% after deductible

You pay $500 copay + 20% after deductible

You pay $500 copay + 40% after deductible

Facility: You pay 30% after deductible

Facility: You pay 20% after deductible

Facility: You pay 20% after deductible ($150 facility copay per day)

Professional Services: You pay $5,000 copay + 30% after deductible

Professional Services: You pay $5,000 copay + 20% after deductible

Professional Services: You pay $5,000 copay + 20% after deductible

Only covered if rendered at a BDC+ facility

Only covered if rendered at a BDC+ facility

Annual Vision Exam (one per plan year; performed by an ophthalmologist or optometrist)

You pay $70 copay

You pay $70 copay

You pay 30% after deductible

You pay 50% after deductible

You pay $70 copay

Annual Hearing Exam (one per plan year)

$30 PCP copay $70 specialist copay

$15 PCP copay $70 specialist copay

You pay 30% after deductible

You pay 50% after deductible

$30 PCP copay $70 specialist copay

Bariatric Surgery

Outpatient: You pay 20% after deductible

Not Covered

Not Covered

Only covered if rendered at a BDC+ facility

**Pre-certification for genetic and specialty testing may apply. Contact a PHG at 1-866-355-5999 with questions.

www.trs.texas.gov Revised 05/30/25

Not Covered

16

You pay 40% after deductible

You pay 40% after deductible

2025-26 Health Maintenance Organization Plans and Premiums for Select Regions of the State

REMEMBER:

When you choose an HMO, you’re choosing a regional network.

TRS contracts with HMOs in certain regions to bring participants in those areas additional options.

HMOs set their own rates and premiums. They’re fully insured products who pay their own claims.

Total Monthly Premiums

Blue Essentials - South Texas HMOSM

Blue Essentials - West Texas HMOSM

Brought to you by TRS-ActiveCare

Brought to you by TRS-ActiveCare

You can choose this plan if you live in one of these counties: Cameron, Hildalgo, Starr, Willacy

You can choose this plan if you live in one of these counties: Andrews, Armstrong, Bailey, Borden, Brewster, Briscoe, Callahan, Carson, Castro, Childress, Cochran, Coke, Coleman, Collingsworth, Comanche, Concho, Cottle, Crane, Crockett, Crosby, Dallam, Dawson, Deaf Smith, Dickens, Donley, Eastland, Ector, Fisher, Floyd, Gaines, Garza, Glasscock, Gray, Hale, Hall, Hansford, Hartley, Haskell, Hemphill, Hockley, Howard, Hutchinson, Irion, Jones, Kent, Kimble, King, Knox, Lamb, Lipscomb, Llano, Loving, Lubbock, Lynn, Martin, Mason, McCulloch, Menard, Midland, Mitchell, Moore, Motley, Nolan, Ochiltree, Oldham, Parmer, Pecos, Potter, Randall, Reagan, Reeves, Roberts, Runnels, San Saba, Schleicher, Scurry, Shackelford, Sherman, Stephens, Sterling, Stonewall, Sutton, Swisher, Taylor, Terry, Throckmorton, Tom Green, Upton, Ward, Wheeler, Winkler, Yoakum

Total Premium

Employer Contribution

Your Premium

Total Premium

Employee Only

-

-

-

$1,214.50

Employee and Spouse

-

-

-

$2,961.60

Employee and Children

-

-

-

$1,915.00

Employee and Family

-

-

-

$3,145.30

Employer Contribution

Your Premium

Plan Features Type of Coverage

N/A

In-Network Coverage Only

Individual/Family Deductible

N/A

$950/$2,850

Coinsurance

N/A

You pay 25% after deductible

Individual/Family Maximum Out of Pocket

N/A

$7,450/$14,900

Primary Care

N/A

$20 copay

Specialist

N/A

$70 copay

Doctor Visits

Immediate Care Urgent Care

N/A

$50 copay

Emergency Care

N/A

$500 copay before deductible + 25% after deductible

Drug Deductible

N/A

$150

Days Supply

N/A

30-Day Supply/90-Day Supply

Prescription Drugs

Generics

N/A

$5/$12.50 copay; $0 for certain generics

Preferred Brand

N/A

You pay 30% after deductible

Non-preferred Brand

N/A

You pay 50% after deductible

Specialty

N/A

You pay 15%/25% after deductible (preferred/non-preferred)

www.trs.texas.gov Revised 05/30/25

17

Health Savings Account (HSA) National Benefit Services (NBS)

EMPLOYEE BENEFITS

ABOUT HSA A Health Savings Account (HSA) is a personal savings account where the money can only be used for eligible medical expenses. Unlike a flexible spending account (FSA), the money rolls over year to year however only those funds that have been deposited in your account can be used.

Contributions to a Health Savings Account can only be used if you are also enrolled in a High Deductible Health Care Plan (HDHP).

For full plan details, please visit your benefit website: www.mybenefitshub.com/drippingspringsisd

Maximum Contributions

A Health Savings Account (HSA) is more than a way to help you and your family cover health care costs – it is also a tax-exempt tool to supplement your retirement savings and cover health expenses during retirement. An HSA can provide the funds to help pay current health care expenses as well as future health care costs.

Your HSA contributions may not exceed the annual maximum amount established by the Internal Revenue Service. The annual contribution maximum for 2025 is based on the coverage option you elect: • Individual – $4,300 • Family (filing jointly) – $8,550 You decide whether to use the money in your account to pay for qualified expenses or let it grow for future use.

If you are 55 or older, you may make a yearly catch-up contribution of up to $1,000 to your HSA. If you turn 55 at any time during the plan year, you are eligible to make the catch-up contribution for the entire plan year.

A type of personal savings account, an HSA is always yours even if you change health plans or jobs. The money in your HSA (including interest and investment earnings) grows taxfree and spends tax-free if used to pay for qualified medical expenses. There is no “use it or lose it” rule — you do not lose your money if you do not spend it in the calendar year — and there are no vesting requirements or forfeiture provisions. The account automatically rolls over year after year.

Opening an HSA

If you meet the eligibility requirements, you may open an HSA administered by NBS. You will receive a debit card to manage your HSA account reimbursements. Keep in mind, available funds are limited to the balance in your HSA. Important HSA Information • Always ask your health care provider to file claims with your medical provider so network discounts can be applied. You can pay the provider with your HSA debit card based on the balance due after discount.

• You, not your employer, are responsible for maintaining ALL records and receipts for HSA reimbursements in the event of an IRS audit.

• You may open an HSA at the financial institution of your choice, but only accounts opened through NBS are eligible for automatic payroll deduction and company contributions.

HSA Eligibility

You are eligible to open and contribute to an HSA if you are: • Enrolled in an HSA-eligible HDHP (ActiveCare HD) • Not covered by another plan that is not a qualified HDHP, such as your spouse’s health plan • Not enrolled in a Health Care Flexible Spending Account, nor should your spouse be contributing towards a Health Care Flexible Spending Account • Not eligible to be claimed as a dependent on someone else’s tax return • Not enrolled in Medicare or TRICARE • Not receiving Veterans Administration benefits You can use the money in your HSA to pay for qualified medical expenses now or in the future. You can also use HSA funds to pay health care expenses for your dependents, even if they are not covered under your HDHP.

18

Hospital Indemnity

EMPLOYEE BENEFITS

Chubb

ABOUT HOSPITAL INDEMNITY This is an affordable supplemental plan that pays you should you be in­ patient hospital confined. This plan complements your health insurance by helping you pay for costs left unpaid by your health insurance.

For full plan details, please visit your benefit website: www.mybenefitshub.com/drippingspringsisd

It’s not easy to pay hospital bills, especially if you have a high deductible medical plan. Chubb Hospital Cash pays money directly to you if you are hospitalized so you can focus on your recovery. And since the cash goes directly to you, there are no restrictions on how you use your money.

Hospital Indemnity Plan 1 Employee Only $9.72 Employee and Spouse $21.57 Employee and Child(ren) $17.98 Employee and Family $29.84 Payable Benefit

Hospitalization Benefits Hospital Admission Benefit This benefit is for admission to a hospital or hospital subacute intensive care unit.

Hospital Admission ICU Benefit This benefit is for admission to a hospital intensive care unit.

• •

Hospital Confinement Benefit This benefit is for confinement in hospital or hospital subacute intensive care unit.

Hospital Confinement ICU Benefit The benefit for confinement in a hospital intensive care unit.

• •

• •

• •

Newborn Nursery Benefit • This benefit is payable for an insured newborn baby receiving • newborn nursery care and who is not confined for treatment of a physical illness, infirmity, disease or injury.

• Health Screening Benefit

• •

Observation Unit • This benefit is for treatment in a hospital observation unit for • a period of less than 20 hours. ² data.oecd.org; accessed Jan. 2023 19

Plan 1 $1,000 Maximum Benefit Per Calendar Year: 5 $2,000 Maximum Benefit Per Calendar Year: 5 $100 Per Day Maximum Days Per Calendar Year: 30 $200 Per Day Maximum Days Per Calendar Year: 30 $500 Per Day Maximum Days per Confinement - Normal Delivery: 2 Maximum Days per Confinement Caesarean Section: 2 $50 Maximum Benefit Per Calendar Year 1 $500 Maximum Days Per Calendar Year: 2

• • • • • • • • • • • • • • •

Plan 2 $19.85 $44.07 $36.73 $60.95

Plan 2 $3,000 Maximum Benefit Per Calendar Year: 5 $6,000 Maximum Benefit Per Calendar Year: 5 $200 Per Day Maximum Days Per Calendar Year: 30 $400 Per Day Maximum Days Per Calendar Year: 30 $500 Per Day Maximum Days per Confinement - Normal Delivery: 2 Maximum Days per Confinement Caesarean Section: 2 $50 Maximum Benefit Per Calendar Year 1 $500 Maximum Days Per Calendar Year: 2

Hospital Indemnity

EMPLOYEE BENEFITS

Chubb

Exclusions and Limitations*

We will not pay for any Covered Accident or Covered Sickness that is caused by, or occurs as a result of: 1) committing or attempting to commit suicide or intentionally injuring oneself; 2) war, or serving in any of the armed forces or its auxiliary units; 3) participating in an illegal occupation or attempting to commit or committing a felony; 4) sky diving, hang gliding, parachuting, bungee jumping, parasailing, or scuba diving; 5) being intoxicated or being under the influence of narcotics or other prescription drug unless taken in accordance with Physician’s instructions; 6) alcoholism; 7) cosmetic surgery, except for reconstructive surgery needed as the result of an Injury or Sickness or is related to or results from a congenital disease or anomaly of a covered Dependent Child; 8) services related to sterilization or its reversal, in vitro fertilization, and diagnostic treatment of infertility or other related problems.

A Physician cannot be You or a member of Your Immediate Family, Your business or professional partner, or any person who has a financial affiliation or business interest with You.

20

Telehealth

EMPLOYEE BENEFITS

Recuro Health

ABOUT TELEHEALTH Telehealth provides 24/7/365 access to board-certified doctors via telephone or video consultations that can diagnose, recommend treatment and prescribe medication. Telehealth makes care more convenient and accessible for non-emergency care when your primary care physician is not available.

For full plan details, please visit your benefit website: www.mybenefitshub.com/drippingspringsisd Alongside your medical coverage is access to quality telehealth services through Recuro. Connect anytime day or night with a board-certified doctor via your mobile device or computer. While Recuro does not replace your primary care physician, it is a convenient and cost-effective option when you need care and: • Have a non-emergency issue and are considering a convenience care clinic, urgent care clinic or emergency room for treatment • Are on a business trip, vacation or away from home • Are unable to see your primary care physician

When to Use Telehealth:

At a cost that is the same or less than a visit to your physician, use telehealth services for minor conditions such as: • Sore throat • Headache • Stomachache • Cold • Flu • Allergies • Fever • Urinary tract infections Do not use telemedicine for serious or life-threatening emergencies.

Registration is Easy

Register with Recuro so you are ready to use this valuable service when and where you need it.

• Online – www.recurohealth.com • Phone – (866) 673-2786 • Mobile – download the Recuro mobile app to your smartphone or mobile device

The District provides telehealth at no cost to you if you are enrolled in the TRS-ActiveCare HD plan. All other employees can elect this plan for an additional monthly premium of $8.00.

21

Dental Insurance

EMPLOYEE BENEFITS

Cigna

ABOUT DENTAL Dental insurance is a coverage that helps defray the costs of dental care. It insures against the expense of routine care, dental treatment and disease.

For full plan details, please visit your benefit website: www.mybenefitshub.com/drippingspringsisd

How to Find an In-network Dentist

Dental High Plan

Low Plan

Employee Only

$45.55

$22.82

Employee and Spouse

$112.21

$46.37

Employee and Child(ren)

$123.02

$53.32

Employee and Family

$171.50

$81.41

To search for a dentist on Cigna.com, visit the site and click “Find a Doctor, Dentist or Facility.” Follow the prompts on screen and when asked to choose your plan, select “DPPO/ EPO > Total Cigna DPPO.” Or call 800-244-6224 to find an in-network dentist.

How to Request a New ID Card

You can request your dental id card by contacting Cigna directly at 800-244-6224. You can also go to www.mycigna. com and register/login to access your account. In addition you can download the “MyCigna” app on your smartphone and access your id card right there on your phone.

DPPO Plan

Coverage is provided through Cigna. Two levels of benefits are available with the DPPO plan: in-network and out-ofnetwork. You may select the dental provider of your choice, but your level of coverage may vary based on the provider you see for services. You could pay more if you use an outof-network provider.

Cigna Dental Choice Plan Summary Please see plan documents for details and limitations Reimbursement Levels

Calendar Year Deductible • Individual • Family Calendar Year Benefit Maximum Per Individual

High PPO Plan PPO Low MAC Plan In-Network In-Network ‘Total Cigna Out-of-Network ‘Total Cigna Out-of-Network DPPO’ DPPO’ Maximum Maximum Based on Based on Reimbursable Allowable Contracted Fees Contracted Fees Charge Charge $50 $150

$50 $150 $1,200

22

$50 $150

$50 $150 $750

Dental Insurance

EMPLOYEE BENEFITS

Cigna

Benefit Highlights Class I: Diagnostic & Preventive Oral Evaluations Prophylaxis: routine cleanings X-rays: routine X-rays: non-routine Fluoride Application Sealants: per tooth Space Maintainers: non-orthodontic Emergency Care to Relieve Pain Class II: Basic Restorative Restorative: fillings Endodontics: minor and major Periodontics: minor and major Oral Surgery: minor and major Anesthesia: general and IV sedation Repairs: dentures Class III: Major Restorative Inlays and Onlays Prosthesis Over Implant Crowns: prefabricated stainless steel / resin Crowns: permanent cast and porcelain Bridges and Dentures Repairs: bridges, crowns and inlays Denture Relines, Rebases and Adjustments Class IV: Orthodontia Coverage for Dependent Children to age 19 Lifetime Benefits Maximum: $1,000

You Pay

You Pay

No Charge

No Charge

No Charge

No Charge

20% after deductible

20% after deductible

40% after deductible

40% after deductible

50% after deductible

50% after deductible

60% after deductible

60% after deductible

$50% No Deductible

$50% No Deductible

No Coverage

No Coverage

23

Vision Insurance

EMPLOYEE BENEFITS

MetLife

ABOUT VISION Vision insurance provides coverage for routine eye examinations and can help with covering some of the costs for eyeglass frames, lenses or contact lenses.

For full plan details, please visit your benefit website: www.mybenefitshub.com/drippingspringsisd

Our vision plan provides quality care to help preserve your health and eyesight. In addition to identifying vision and eye problems, regular exams can detect certain medical issues such as diabetes and high cholesterol. You may seek care from any licensed optometrist, ophthalmologist or optician, but plan benefits are better if you use an in-network provider. Premium contributions are deducted from your paycheck on a pretax basis. Coverage is provided through MetLife.

Exam Materials Contact Lens Fitting Lenses Single Vision Bifocals Trifocals Frames Contacts Elective Lenses Contact lens fitting (specialty) Necessary Lenses *Contact lenses are in lieu of eyeglass lenses and frames benefit.

Benefit Frequency Exam Lenses Frames Contacts

Dental Employee Only Employee & Spouse Employee & Child(ren) Employee & Family

Base $6.88 $13.66 $13.38 $20.37

Buy Up $10.97 $21.79 $21.34 $32.48

Vision Plan Base Plan $10 $25 $25 In-Network Out-of-network

Buy-up Plan $0 $0 $25 In-Network Out-of-network

Covered in full Covered in full Covered in full $125 retail allowance

Up to 30 Up to $50 Up to $65 Up to $70

Covered in full Covered in full Covered in full $175 retail allowance

Up to 30 Up to $50 Up to $65 Up to $70

$120 $50 retail allowance Covered in full

$105 Not covered

$175 $50 retail allowance Covered in full

Up to $105 Not covered

Up to $105

Once every 12 months Once every 12 months Once every 12 months Once every 12 months 24

Up to $201

Disability Insurance

EMPLOYEE BENEFITS

The Hartford

ABOUT DISABILITY Disability insurance protects one of your most valuable assets, your paycheck. This insurance will replace a portion of your income in the event that you become physically unable to work due to sickness or injury for an extended period of time.

For full plan details, please visit your benefit website: www.mybenefitshub.com/drippingspringsisd

Definition of Disability: Disability is defined as The Hartford’s contract with your employer. Typically, disability means that you cannot perform one or more of the essential duties of your occupation due to injury, sickness, pregnancy or other medical conditions covered by the insurance, and as a result, your current monthly earnings are 80% or less of your pre-disability earnings.

One you have been disabled for 24 months, you must be prevented from performing one or more essential duties of any occupation, and as a result, your monthly earnings are 66 2/3% or less of your pre-disability earnings.

What is Educator Disability Insurance?

Educator Disability insurance is a hybrid that combines features of short-term and long-term disability into one plan. Disability insurance provides partial income protection if you are unable to work due to a covered accident or illness. The plan gives you flexibility to be able to choose an amount of coverage and waiting period that suits your needs. We offer Educator Disability insurance for you to purchase through The Hartford.

If you need to file a claim, contact The Hartford at 866-278-2655.

Full instructions can be found at www.mybenefitshub.com/ drippingspringsisd

Pre-Existing Condition Limitation: Your policy limits the benefits you can receive for a disability caused by a pre-existing condition. In general, if you were diagnosed or received care for a disabling condition within the 3 consecutive months just prior to the effective date of this policy, your benefit payment will be limited, unless: You have not received treatment for the disabling condition within 3 months, while insured under this policy, before the disability begins, or You have been insured under this policy for 12 months before your disability begins. If your disability is a result of a pre-existing condition, we will pay benefits for a maximum of 1 month.

Actively at Work: You must be at work with your Employer on your regularly scheduled workday. On that day, you must be performing for wage or profit all of your regular duties in the usual way and for your usual number of hours. If school is not in session due to normal vacation or school break(s), Actively at Work shall mean you are able to report for work with your Employer, performing all of the regular duties of Your Occupation in the usual way for your usual number of hours as if school was in session.

Benefit Amount: You may purchase coverage that will pay you a monthly flat dollar benefit in $100 increments between $200 and $8,000 that cannot exceed 66 2/3% of your current monthly earnings. Earnings are defined in The Hartford’s contract with your employer.

Maximum Benefit Duration: Benefit Duration is the maximum time for which we pay benefits for disability resulting from sickness or injury. Depending on the schedule selected and the age at which disability occurs, the maximum duration may vary.

Please see the applicable schedules on the plan summary at www.mybenefitshub.com/drippingspringsisd for full details.

Elimination Period: You must be disabled for at least the number of days indicated by the elimination period that you select before you can receive a Disability benefit payment. The elimination period that you select consists of two numbers. The first number shows the number of days you must be disabled by an accident before your benefits can begin. The second number indicates the number of days you must be disabled by a sickness before your benefits can begin.

For those employees electing an elimination period of 30 days or less, if you are confined to a hospital for 24 hours or more due to a disability, the elimination period will be waived, and benefits will be payable from the first day of hospitalization.

Benefit Integration: Your benefit may be reduced by other income you receive or are eligible to receive due to your disability, such as: • Social Security Disability Insurance • State Teacher Retirement Disability Plans • Workers’ Compensation • Other employer-based disability insurance coverage you may have • Unemployment benefits • Retirement benefits that your employer fully or partially pays for (such as a pension plan) 25

Disability Insurance

EMPLOYEE BENEFITS

The Hartford

Educator Disability - Definitions

The first number indicates the number of days you must be disabled due to Injury and the second number indicates the number of days you must be disabled due to Sickness.

What is disability insurance? Disability insurance protects one of your most valuable assets, your paycheck. This insurance will replace a portion of your income in the event that you become physically unable to work due to sickness or injury for an extended period of time. This type of disability plan is called an educator disability plan and includes both long and short term coverage into one convenient plan.

When choosing your elimination period, ask yourself, “How long can I go without a paycheck?” Based on the answer to this question, choose your elimination period accordingly.

Important Note- some plans will waive the elimination period if you choose 30/30 or less and you are confined as an inpatient to the hospital for a specific time period. Please review your plan details to see if this feature is available to you.

Pre-Existing Condition Limitations - Please note that all plans will include pre-existing condition limitations that could impact you if you are a first-time enrollee in your employer’s disability plan. This includes during your initial new hire enrollment. Please review your plan details to find more information about preexisting condition limitations.

2.

How do I choose which plan to enroll in during my open enrollment?

1.

Next choose your benefit amount. This is the maximum amount of money you would receive from the carrier on a monthly basis once your disability claim is approved by the carrier.

When choosing your monthly benefit, ask yourself, “How much money do I need to be able to pay my monthly expenses?” Based on the answer to this question, choose your monthly benefit accordingly.

First choose your elimination period. The elimination period, sometimes referred to as the waiting period, is how long you are disabled and unable to work before your benefit will begin. This will be displayed as 2 numbers such as 0/7, 14/14, 30/30, 60/60, 90/90, etc.

Choose your Benefit Amount from the drop down box.

Choose your desired elimination period.

26

Cancer Insurance

EMPLOYEE BENEFITS

Chubb

ABOUT CANCER Cancer insurance offers you and your family supplemental insurance protection in the event you or a covered family member is diagnosed with cancer. It pays a benefit directly to you to help with expenses associated with cancer treatment.

For full plan details, please visit your benefit website: www.mybenefitshub.com/drippingspringsisd

CORE PLAN FEATURES First Occurrence Benefit Radiation & Chemotherapy Benefit Surgical Benefit Transportation Benefit (Employee & Family) Lodging Benefit (Employee & Family) Hospital Confinement Hospital Intensive Care Confinement Wellness Benefit ADDITIONAL PLAN FEATURES Heart Attack & Stroke/Critical Illness Rider Anesthesia Hormone Therapy Ambulatory Surgical Facility Attending Physician Donor Benefit Home Health Care Hospice

High Plan Diagnosis of Cancer Benefit: $10,000 Employee or Spouse; $15,000 Child(ren) & First Cancer Benefit: $100 paid upon receipt of first covered claim for Cancer; only 1 payment per certificate Radiation Therapy, Chemotherapy & Immunotherapy Benefit: maximum per covered person per 12-month period: $20,000 Up to $4,125 $100 per trip, maximum 12 trips per calendar year $100 per day, maximum 100 days per calendar year $300 per day - days 1 through 30; additional days: $600; max days per confinement: 31 $600 per day - days 1 through 30; additional days: $600; max days per confinement: 31 $50 per covered person, per calendar year / Follow-up test benefit amount: $100 High Plan $10,000 Employee or Spouse; $15,000 Child(ren); Recurrence benefit: $5,000 Employee or Spouse; $7,500 Child(ren) General Anesthesia: 25% of Surgery Benefit $50 per calendar month; max months per calendar year: 12 Outpatient surgery facility service: $200 per day; max benefits per calendar year: 4 $50 per visit; max visits per confinement: 2; max visits per calendar year: 4 $100 per day of confinement, lifetime max donations: 2 $300 per day not to exceed the number of days confined; max days per calendar year: 30 $300 per day

27

Low Plan Diagnosis of Cancer Benefit: $5,000 Employee or Spouse; $7,500 Child(ren) & First Cancer Benefit: $100 paid upon receipt of first covered claim for Cancer; only 1 payment per certificate Radiation Therapy, Chemotherapy & Immunotherapy Benefit: maximum per covered person per 12-month period: $10,000 Up to $4,125 $100 per trip, maximum 12 trips per calendar year $100 per day, maximum 100 days per calendar year $100 per day - days 1 through 30; additional days: $200; max days per confinement: 31 $600 per day - days 1 through 30; additional days: $600; max days per confinement: 31 $50 per covered person, per calendar year / Follow-up test benefit amount: $100 Low Plan $5,000 Employee or Spouse; $7,500 Child(ren); Recurrence benefit: $2,500 Employee or Spouse; $3,750 Child(ren) General Anesthesia: 25% of Surgery Benefit $50 per calendar month; max months per calendar year: 12 Outpatient surgery facility service: $200 per day; max benefits per calendar year: 4 $50 per visit; max visits per confinement: 2; max visits per calendar year: 4 $100 per day of confinement, lifetime max donations: 2 $100 per day not to exceed the number of days confined; max days per calendar year: 30 $100 per day

Cancer Insurance

EMPLOYEE BENEFITS

Chubb

Reconstructive Surgery Bone Marrow Transplant Stem Cell Transplant Drugs and Medicines Inpatient Drugs and Medicines Outpatient Blood and Plasma Ambulance - Ground Ambulance - Air Medical Equipment Prosthesis Hair Prosthesis Experimental Treatment PLAN PROVISIONS Pre-Existing Condition Limitation

Continuity of Coverage Offered

Policy Exclusions

Waiver of Premium Conversion/Portability RATES Employee Only Employee & Spouse Employee & Child(ren) Employee & Family

Breast TRAM flap: $2,000; Breast Breast TRAM flap: $2,000; Breast Reconstruction: $500; Breast Symmetry: $500; Reconstruction: $500; Breast Symmetry: $500; Facial Reconstruction: $500 Facial Reconstruction: $500 First transplant: $9,000 / Additional transplant: First transplant: $6,000 / Additional transplant: 50% / Lifetime Maximum Transplant(s): 2 50% / Lifetime Maximum Transplant(s): 2 First transplant: $900 / Additional transplant: First transplant: $600 / Additional transplant: 50% / Lifetime Maximum Transplant(s): 2 50% / Lifetime Maximum Transplant(s): 2 $150 per day of confinement, maximum $150 per day of confinement, maximum confinements per calendar year: 6 confinements per calendar year: 6 $50 per calendar month; max months per $50 per calendar month; max months per calendar year: 12 calendar year: 12 $300 per transfusion; maximum transfusions $300 per transfusion; maximum transfusions per calendar year: 2 per calendar year: 2 $200 per trip, max trips per confinement: 2 $200 per trip, max trips per confinement: 2 $2,000 per trip, max trips per confinement: 2 $2,000 per trip, max trips per confinement: 2 $150 per piece of equipment; max pieces per $150 per piece of equipment; max pieces per calendar year: 2 calendar year: 2 Surgical: $2,000 per device; lifetime max benefit Surgical: $1,000 per device; lifetime max benefit $2,000; Non-Surgical Prosthesis Benefit: $200; $1,000; Non-Surgical Prosthesis Benefit: $100; lifetime maximum number of devices: 1 lifetime maximum number of devices: 1 $150 per hair piece, lifetime max: 1 $150 per hair piece, lifetime max: 1 Alternative Care Benefit: $75 per visit; max Alternative Care Benefit: $75 per visit; max visits per calendar year: 4 visits per calendar year: 4 High Plan Low Plan 12/12 If the Certificate replaced another Cancer Indemnity certificate or individual policy, Your coverage under the Certificate shall not limit or exclude coverage for a Pre-existing Condition or Waiting Period that would have been covered under the policy being replaced.

Benefits payable for a Pre-existing Condition or during the Waiting Period will be the higher of the benefits that would have been payable under the terms of the prior coverage if it had remained in force; or the benefits payable under the Certificate.

Time periods applicable to Pre-existing Conditions and Waiting Periods will be waived to the extent that similar limitations or exclusions were satisfied under the coverage being replaced.

Continuity of Coverage is only extended to the benefits provided under the Certificate. The Certificate may not include all the benefits provided under the prior coverage.

No benefits will be paid for a date of diagnosis or treatment of cancer prior to the coverage effective date except where continuity of coverage applies. No benefits will be paid for services rendered by a member of the Immediate Family of a Covered Person. We will not pay benefits for other conditions or diseases, except losses due directly from Cancer or Skin Cancer. We will not pay Benefits for Cancer if the diagnosis or treatment of Cancer is received outside of the territorial limits of the United States and its possessions. Benefits will be payable if the Covered Person returns to the territorial limits of the United States and its possessions, and a Physician confirms the diagnosis or receives treatment.

Included Portability High Plan Low Plan $30.14 $16.56 $53.80 $30.90 $41.52 $22.38 $53.80 $30.90 28

Accident Insurance

EMPLOYEE BENEFITS

Chubb

ABOUT ACCIDENT Do you have kids playing sports, are you a weekend warrior, or maybe accident prone? Accident plans are designed to help pay for medical costs associated with accidents and benefits are paid directly to you.

For full plan details, please visit your benefit website: www.mybenefitshub.com/drippingspringsisd

You do everything you can to stay active and healthy, but accidents happen every day. An injury that hurts an arm or a leg can hurt your finances too. Chubb Accident pays cash benefits directly to you regardless of any other coverage you have.

Benefits can be used to help cover health plan gaps for out-ofpocket expenses like deductibles, copays, and coinsurance.

Accident Plan 1 Employee Only $6.28 Employee and Spouse $9.87 Employee and Child(ren) $10.42 Employee and Family $15.91

Choose 1 of 2 plans Coverage Type

Plan 1 24-Hour

Plan 2 24-Hour

Sports Package First Accident Initial Care Benefits Emergency Room

Up to $1,000 per person/ per year $100 payable benefit Payable Benefit $150

$100 payable benefit Payable Benefit $200

Urgent Care Initial Dr. Visit ICU Hospital/Facility Benefits Standard Hospital Admission Hospital Admission Hospital Confinement (per day, up to 365 days) ICU Confinement (per day, up to 30 days) Rehab Confinement (per day, up to 30 days) Recovery Benefit (per day) No. of Days Additional Benefits

$100 $100 Payable Benefit $1,000 $1,000 $200 $400 $150 $25 7 Payable Benefit

$150 $150 Payable Benefit $1,500 $2,000 $400 $600 $300 $25 7 Payable Benefit

Accidental Death Employee Spouse as a % of Employee Child as a % of Employee Ambulance (air) Ambulance (ground) Appliance Blood, Plasma, Platelets

$50,000 $50,000 $20,000 $1,500 $500 $100 $200

$75,000 $75,000 $20,000 $2,000 $750 $200 $200

29

Plan 2 $9.65 $15.20 $16.03 $26.17

Accident Insurance

EMPLOYEE BENEFITS

Chubb

Burns Skin Graft Coma Dislocations (up to) Emergency Dental Crown Extraction Dentures Implants Eye Injury Family Care (up to 30 days)

Up to $10,000 25% $10,000 $4,000

$200 $50 $200 $200 $500 $25 per day, per child in child care center Follow-up Treatment (per visit) $75 Fractures (up to) $8,000 Herniated Disc Surgery $400 Joint Replacement Up to $2,000 Knee Cartilage – Torn $400 Lacerations $30-$500 Lodging (per night) $125 Loss of Hands, Feet, Sight $50,000 Loss of Fingers or Toes $5,000 Major Diagnostic Exam (CT, MRI, etc.) $100 Outpatient Physician Treatment & Preventive Care Benefit $50 Paralysis Two limbs (paraplegia or hemiplegia) $5,000 Four limbs (quadriplegia) $7,500 Prosthetics $500 Surgery - Abdominal, or Thoracic $2,000 Surgery – Hernia $250 Tendon, Ligament, Rotator Cuff $400 Therapy – Physical, Occupational, or Speech $50 Transportation $400 Traumatic Brain Injury $150 X-Ray $100

Up to $15,000 50% $15,000 $8,000 $450 $50 $450 $450 $800 $35 per day, per child in child care center $100 $10,000 $1,200 Up to $4,000 $400 $60-$1,000 $150 $50,000 $5,000 $300 $50 $7,500 $10,000 $1,500 $3,000 $400 $400 $75 $400 $200 $150

Exclusions and Limitations* No benefits will be paid for an injury that is caused by, contributed to, or occurs as a result of: 1) being intoxicated, or under the influence of alcohol, narcotic or other prescription drug unless taken in accordance with Physician’s instructions; 2)participating in an illegal activity or attempting to commit or committing a felony; 3) committing or attempting to commit suicide or intentionally injuring oneself; 4) having dental treatment; 5) war, or serving in any of the armed forces or its auxiliary units; 6) participation in any contest using a motorized vehicle. No benefits will be payable for sickness or infection including physical or mental condition.

30

Critical Illness Insurance Chubb

EMPLOYEE BENEFITS

ABOUT CRITICAL ILLNESS Critical illness insurance can be used towards medical or other expenses.

It provides a lump sum benefit payable directly to the insured upon diagnosis of a covered condition or event, like a heart attack or stroke.

The money can also be used for non-medical costs related to the illness, including transportation, child care, etc.

For full plan details, please visit your benefit website: www.mybenefitshub.com/drippingspringsisd Heart attacks and strokes happen every day and often unexpectedly. They don’t give you time to prepare and can take a serious toll on both your physical and financial well-being. Chubb Critical Illness pays cash benefits directly to you that you can use to help with your bills, your mortgage, your rent, your childcare— you name it—so you can focus on recovery.

There is no pre-existing condition limitation. All amounts are guarantee issue – no medical questions are required for coverage to be issued.

Employee: $10,000; $20,000; $30,000; or $40,000 face amounts Spouse: $10,000; $20,000; $30,000; or $40,000 face amounts Child: Included in the employee rate Covered Conditions

Payable Benefit as a % of Face Amount

ALS

100%

Alzheimer's Disease

100%

Benign Brain Tumor

100%

Breast Cancer Carcinoma In Situ

100%

Cancer (See below for skin cancer)

100%

Carcinoma In Situ

25%

Coma

100%

Coronary Artery Obstruction

25%

End Stage Renal Failure

100%

Heart Attack

100%

Loss of Sight, Speech, or Hearing

100%

Major Organ Failure

100%

Multiple Sclerosis

100%

Paralysis or Dismemberment

100%

Parkinson’s Disease

100%

Severe Burns

100%

Stroke

100%

Sudden Cardiac Arrest

100%

Transient Ischemic Attacks

10%

Skin Cancer Benefit - Payable once per insured per year

$500 31

Critical Illness Insurance Chubb

Occupational Package Pays 100% of the face amount; Benefits payable for HIV or Hepatitis B, C, or D, MRSA, Rabies, Tetanus, or Tuberculosis contracted on the job.

Childhood Conditions Pays 100% of the dependent child face amount; Provides benefits for childhood conditions (Autism Spectrum Disorder; Cerebral Palsy; Congenital Birth Defects; Heart, Lung, Cleft Lip, Palate, etc; Cystic Fibrosis; Down Syndrome; Gaucher Disease; Muscular Dystrophy; and Type 1 Diabetes).

Recurrence Benefit Benefits are payable for a subsequent diagnosis of Benign Brain Tumor, Cancer, Coma, Coronary Artery Obstruction, Heart Attack, Major Organ Failure, Severe Burns, Sudden Cardiac Arrest, or Stroke.

Additional Benefits

Miscellaneous Diseases Rider + COVID-19 Pays a benefit when a covered person is diagnosed with a covered condition: Addison’s Disease, Cerebrospinal Meningitis, COVID-19, Diphtheria, Huntington’s Chorea, Legionnaire’s Disease, Malaria, Myasthenia Gravis, Meningitis, Necrotizing Fasciitis, Osteomyelitis, Polio, Rabies, Scleroderma, Systemic Lupus, Tetanus, Tuberculosis Waiver of Premium Waives premium while the insured is totally disabled.

Wellness Benefit - Payable once per insured per year.

Exclusions and Limitations*

EMPLOYEE BENEFITS

Included

Included

100% Payable Benefit as a Percentage of Face Amount

25%

Included $50

No benefits will be paid for losses that are caused by, contributed, or occur as a result of a Covered Person’s: 1) injuring oneself intentionally or committing or attempting to commit suicide; 2) committing or attempting to commit a felony or engaging in an illegal occupation or activity.

A Physician cannot be You or a member of Your Immediate Family, Your business or professional partner, or any person who has a financial affiliation or business with you.

Questions?

Contact the Higginbotham Public Sector ERC at (833) 939-6084.

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Emergency Medical Transport MASA

EMPLOYEE BENEFITS

ABOUT MEDICAL TRANSPORT Medical Transport covers emergency transportation to and from appropriate medical facilities by covering the out-of-pocket costs that are not covered by insurance. It can include emergency transportation via ground ambulance, air ambulance and helicopter, depending on the plan.

For full plan details, please visit your benefit website: www.mybenefitshub.com/drippingspringsisd

A MASA MTS Membership provides the ultimate peace of mind at an affordable rate for emergency ground and air transportation service within the United States and Canada, regardless of whether the provider is in or out of a given group healthcare benefits network. If a member has a high deductible health plan that is compatible with a health savings account, benefits will become available under the MASA membership for expenses incurred for medical care (as defined under Internal Revenue Code (“IRC”) section 213 (d)) once a member satisfies the applicable statutory minimum deductible under IRC section 223(c) for high-deductible health plan coverage that is compatible with a health savings account.

Emergent Air Transportation In the event of a serious medical emergency, Members have access to emergency air transportation into a medical facility or between medical facilities.

Emergent Ground Transportation In the event of a serious medical emergency, Members have access to emergency ground transportation into a medical facility or between medical facilities.

Non-Emergency Inter-Facility Transportation In the event that a member is in stable condition in a medical facility but requires a heightened level of care that is not available at their current medical facility, Members have access to non-emergency air or ground transportation between medical facilities.

Repatriation/Recuperation Suppose you or a family member is hospitalized more than 100-miles from your home. In that case, you have benefit coverage for air or ground medical transportation into a medical facility closer to your home for recuperation.

Should you need assistance with a claim contact MASA at 800-643-9023.

You can find full benefit details at www.mybenefitshub.com/drippingspringsisd.

Emergency Medical Transport Employee & Family $14.00

33

Life and AD&D

EMPLOYEE BENEFITS

Chubb

ABOUT LIFE AND AD&D Group term life is the most inexpensive way to purchase life insurance. You have the freedom to select an amount of life insurance coverage you need to help protect the well-being of your family.

Accidental Death & Dismemberment is life insurance coverage that pays a death benefit to the beneficiary, should death occur due to a covered accident. Dismemberment benefits are paid to you, according to the benefit level you select, if accidentally dismembered.

For full plan details, please visit your benefit website: www.mybenefitshub.com/drippingspringsisd Life insurance is an important part of your employee benefits package. Chubb Term Life and Accidental Death and Dismemberment (AD&D) insurance provides the protection your family needs if something were to happen to you. Your family can receive cash benefits paid directly to them that they can use to help cover expenses like mortgage payments, credit card debt, childcare, college tuition and other household expenses.

without answering health questions. All amounts over the guaranteed issue will require medical underwriting. * Please note that if you or your dependents did not elect coverage when first eligible, then you are considered a late entrant. Late entrants will be medically underwritten and will have to answer health questions for any amount of coverage elected.

Benefit Summary

Accelerated Death Benefit for Long Term Care: 4% per month up to 50% of the Death Benefit not to exceed $100,000

Additional Plan Benefits

Voluntary Term Life and AD&D Insurance is made available for purchase by you and your family. Employees must be actively at work for at least 20 hours per week.

Accelerated Death Benefit for Terminal Illness: 75% of Death Benefit

Life Insurance/AD&D

For You: • Life/AD&D: $10,000 to a maximum of $500,000 in $10,000 increments For Your Spouse: • Life: Up to 100% of employee’s benefit amount to a maximum of $500,000 in $10,000 increments • AD&D: 50% of employee amount not to exceed $250,000 For Your Dependent Children: • Life: Live birth to 6 months: $1,000; 6 months to age 26: $10,000 AD&D: 10% of employee amount not to exceed $50,000

AD&D Covered Losses and Benefits: The AD&D plan provides additional protection for you and your dependents in the event of an accidental bodily injury resulting in death or dismemberment. In addition to standard dismemberment coverage, the following benefit provisions are included: • Child Education Expense Benefit – 10% of the AD&D Benefit up to $4,000 per child per year, not to exceed $20,000 for 5 years • Child Care Expense Benefit – 10% of the AD&D Benefit up to $4,000 per child per year, not to exceed $20,000 for 5 years • Exposure and Disappearance Benefit • Repatriation Expense Benefit – 10% of AD&D Benefit up to $5,000 • Seatbelt Benefit – 10% of AD&D benefit up to $25,000 • Air Bag Benefit – 10% of AD&D benefit up to $5,000

Reduction Schedule: 50% at age 70 Guaranteed Issue • Employee: $300,000 • Spouse: $50,000 • Child: $10,000

Definitions and Provisions

Newly eligible employees and dependents: You and your eligible dependents may elect coverage up to the guaranteed issue amounts without answering health questions. Elections over the guaranteed issue amounts will require medical underwriting.

Portability: You can elect portable coverage, at group rates, if you terminate employment, reduce hours or retire from the employer.

Conversion: When your group coverage ends, you may convert your coverage to an individual life policy without providing evidence of insurability.

Current employees: At subsequent annual enrollments if you or your eligible dependents are currently enrolled in the plan, you may increase your coverage up to the guaranteed issue amounts 34

Life and AD&D

EMPLOYEE BENEFITS

Chubb

Questions?

Term Life Exclusions*

Contact the Higginbotham Public Sector ERC at (833) 939-6084.

Age Band

Employee Monthly Life Rate per $10,000

Spouse Monthly Life Rate per $10,000

<25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69 70-74 75>

$0.50 $0.50 $0.70 $0.80 $1.00 $1.40 $2.40 $3.90 $5.90 $8.26 $10.30 $14.70

$0.50 $0.50 $0.70 $0.80 $1.00 $1.40 $2.40 $3.90 $5.90 $8.26 $10.30 $14.70

No benefits will be paid for losses that are caused by, contributed to, or result from: 1) suicide, while sane or insane, occurring within 24 months after a Covered Person’s initial effective date of coverage; and 2) suicide, while sane or insane, occurring within two years after the date any increases in or additional coverage applied for becomes effective for a Covered Person.

AD&D Exclusions*

No benefits will be paid for any loss caused or contributed to by: 1) attempted suicide; 2) intentionally self-inflicted harm; 3) travel if Insured is other than passenger; 4) war; 5) active participation in a riot, insurrection, or terrorist activity; 6) committing or attempting to commit a felony; 7) voluntary intake or use by any means of any drug, unless taken in accordance with instructions; 8) any poison, gas or fumes, unless a direct result of an occupational accident; 9) being intoxicated; 10) bungee jumping; 11) participation in an illegal occupation/activity; 12) rock or mountain climbing; and 13) aeronautics.

Child LIfe Premium

is $1.80 for $10,000 One Life premium covers all children.

Employee AD&D Monthly Rate is $0.25 per $10,000.

Family AD&D Monthly Rate is $0.04 per $1,000

35

Individual Life Insurance

EMPLOYEE BENEFITS

5Star Life Insurance Company ABOUT INDIVIDUAL LIFE

Individual insurance is a policy that covers a single person and is intended to meet the financial needs of the beneficiary, in the event of the insured’s death. This coverage is portable and can continue after you leave employment or retire.

For full plan details, please visit your benefit website: www.mybenefitshub.com/drippingspringsisd

QUALITY OF LIFE: Optional benefit that accelerates a portion of the death benefit monthly, up to 75% of your benefit, and is payable directly to you on a tax favored basis for the following: • Permanent inability to perform at least two of the six Activities of Daily Living (ADLs) without substantial assistance; or

Enhanced coverage options for employees. Easy and flexible enrollment for employers. The 5Star Life Insurance Company’s Family Protection Plan offers both Individual and Group products with Terminal Illness coverage to age 121, making it easy to provide the right benefit for you and your employees CUSTOMIZABLE: With several options to choose from, employees select the coverage that best meets the needs of their families.

•

TERMINAL ILLNESS ACCELERATION OF BENEFITS: Coverage that pays 30% (25% in CT and MI) of the coverage amount in a lump sum upon the occurrence of a terminal condition that will result in a limited life span of less than 12 months (24 months in IL).

Permanent severe cognitive impairment, such as dementia, Alzheimer’s disease and other forms of senility, requiring substantial supervision.

Find full details and rates at www.mybenefitshub.com/ drippingspringsisd.

Should you need to file a claim, contact 5Star directly at (866) 863-9753.

PORTABLE: Coverage continues with no loss of benefits or increase in cost if employment terminates after the first premium is paid. We simply bill the employee directly.

*Quality of Life not available ages 66-70. Quality of Life benefits not available for children Child life coverage available only on children and grandchildren of employee (age on application date: 14 days through 25 years). $7.15 monthly for $10,000 coverage per child.

FAMILY PROTECTION: Coverage is available for spouses and financially dependent children, even if the employee doesn’t elect coverage on themselves. * Financially dependent children 14 days to 25 years old.

PROTECTION TO COUNT ON: Within one business day of notification, payment of 50% of coverage or $10,000 whichever is less is mailed to the beneficiary, unless the death is within the two-year contestability period and/or under investigation. This coverage has no war or terrorism exclusions.

36

Identity Theft

EMPLOYEE BENEFITS

ID Watchdog

ABOUT IDENTITY THEFT PROTECTION Identity theft protection monitors and alerts you to identity threats.

Resolution services are included should your identity ever be compromised while you are covered.

For full plan details, please visit your benefit website: www.mybenefitshub.com/drippingspringsisd

Identity Theft Is Growing Better Protect You and Your Family Fraud continues to grow more complex. And it is becoming harder for consumers and identity theft victims to manage the intricacies on their own. Fraudsters are taking advantage of consumers’ increased digital dependence to steal personal and financial information - doubling the amount of identity theft reports to the FTC in 2020.

Support & Restore • Fully Managed Resolution Services including Pre-Existing Conditions • Online Resolution Tracker • Lost Wallet Vault & Assistance • Deceased Family Member Fraud Remediation • Credit Freeze Assistance

Easy & Affordable Identity Protection ID Watchdog helps warn you when your personal information is stolen and helps you better protect yourself and your family from identity fraud— when stolen information is used for illicit gain. You’ll have greater peace of mind knowing you don’t have to face the complexities of identity theft alone.

Plan-Specific Features

Platinum

Credit Report Monitoring

3 Bureau

Credit Report Lock

Multi-Bureau

More for Families. Our family plan helps you better protect the identities of your loved ones of all ages. We offer more features that help protect minors than any other provider.

Identity Theft Insurance

Up to $1 Million

Credit Report(s) & VantageScore Credit Score(s)

Powerful Features Included in Both ID Watchdog Plans Control & Manage • Financial Accounts & Social Account Monitoring • Registered Sex Offender • Reporting • Customizable Alert Options • Equifax Blocked Inquiry Alerts • National Provider ID Alerts

1 Bureau Daily & 3 Bureau Annually

401K/HSA Stolen Funds Reimbursement



Subprime Loan Block within the monitored lending network



Social Account Takeover Alerts



Integrated Fraud Alerts



IDWatchdog is here for you 24/7/365. Reach our in-house customer care team at (866) 513-1518.

Identity Theft Employee only Employee & Family

Monitor & Detect • Dark Web Monitoring • Data Breach Notifications • High-Risk Transactions Monitoring • Subprime Loan Monitoring • Public Records Monitoring • USPS Change of Address Monitoring • Identity Profile Report • Credit Score Tracker

37

$8.30 $14.40

Flexible Spending Account (FSA) NBS

EMPLOYEE BENEFITS

ABOUT FSA A Flexible Spending Account (FSA) lets you set aside a portion of your paycheck—before taxes—into an account to help you pay for medical, dental, vision, and dependent care expenses. An FSA is a planning tool with great tax benefits. With an FSA, you must use the account balance in full before the end of the plan year or it will be forfeited. * For full plan details, please refer to your Summary Plan Description (SPD) and visit the NBS Participant Portal: mynbsbenefits.com There are three types of Flexible Spending Accounts you may be able to choose from. Make sure you understand the purpose of each account before you make your elections!

Health Flexible Spending Account (FSA)

The Health FSA allows you to pay for medical, dental, and vision expenses for yourself and your eligible dependents. For plan years that start in 2025, you may contribute up to $3,300.00 to your Health FSA. This benefit is funded up-front, so you will have access to your whole annual election on the first day of the plan year. You can use your NBS Smart Debit Card to pay for expenses or pay out of pocket and submit claims for reimbursement.

Some examples of common eligible expenses are co-pays and deductibles, orthodontia, eyeglasses, prescription medicines, menstrual care products, over-the-counter medicines, chiropractor, hearing aids, monitoring devices (blood pressure, cholesterol), physical therapy, laser eye surgery, and many more.

Complete lists of eligible and non-eligible expenses can be found in IRS Publication 502. *The FSA is a “use-it-or-lose-it” benefit, so plan carefully to ensure you don’t forfeit funds. Your employer may offer you a grace period or rollover option. Refer to your Summary Plan Description (SPD) for more information.

Limited-Purpose Flexible Spending Account (LFSA)

If you contribute to a Health Savings Account, you cannot participate in the Health FSA. However, you may elect to participate in a Limited Health Flexible Spending Account (LFSA). The LFSA is similar to the Health FSA but is designed to be paired with a Health Savings Account. The LFSA will allow you to be reimbursed for out-of-pocket dental and vision expenses incurred by you and your dependents.

NBS Smart Debit Card

If you participate in the FSA or LFSA benefits, you will receive a card in the mail. You can use this card to pay for eligible expenses, thus avoiding out-of-pocket expenses and submitting claim forms. Please make sure you keep any bills, receipts, statements, and/or explanations of benefits (EOBs) corresponding to your card purchases. You may be asked to substantiate your purchase to show it was an eligible expense.

38

Flexible Spending Account (FSA) NBS

EMPLOYEE BENEFITS

Dependent Care FSA aka Dependent Care Assistance Program (DCAP)

The Dependent Care Flexible Spending Account (DCAP) enables you to pay for out-of-pocket, work-related dependent daycare expenses using pre-tax funds. Please see your Summary Plan Description (SPD) for the definition of eligible dependent. Generally, your reimbursement may not exceed the lesser of: (a) $5,000 (if you are married filing a joint return or you are head of a household) or $2,500 (if you are married filing separate returns); (b) your taxable compensation; (c) your spouse’s actual or deemed earned income.

Examples of eligible expenses:

¾ Before and after school/extended day programs ¾ Daycare in your home or elsewhere ¾ Base cost of day camps or similar programs

Examples of ineligible expenses:

¾ Schooling for a child in kindergarten or above ¾ Babysitter while you go to the movies or dinner ¾ Cost of overnight camps

DCAPs are not funded up-front like Health FSAs. You will gain access to your contributions only after they are deducted from your paycheck. You may choose to be reimbursed automatically each pay period by filling out and submitting the Continual Reimbursement form at the beginning of the plan year. Alternatively, you can choose to submit individual claims for reimbursement. Some employers may allow you to use your NBS Smart Debit card to pay your dependent care provider.

Review your Summary Plan Description (SPD)

Your Summary Plan Description (SPD) will give you important information about these benefits that is specific to your employer’s plan. Please read your SPD so you understand your spending deadline, deadline to submit claims, whether you have a grace period and if so, when it ends, whether you have the option to carryover some remaining FSA funds and if so, how much, which qualifying life events may allow you to change your elections outside of open enrollment, and more.

NBS Participant Portal and Mobile App

To get the most out of your benefits, register for our participant portal and/or download our mobile app. On the portal and app, you can submit claims, pay providers, check your balance, set up direct deposit, order cards for your dependents and replacement cards, review transactions and spending deadlines, manage your alerts, and more.

To register, visit http://mynbsbenefits.com/, click “Register” in the top right corner, and follow the prompts. Your employee ID is your SSN.

NBS Service Center

Our dedicated service center is available to help with any of your individual needs, including accessing your account, questions about your benefits, and requesting new debit cards.

Phone: 855-399-3035, option 2 Fax: (844) 438-1496 Email: service@nbsbenefits.com Hours of Operation: 7:00 a.m. - 7:00 p.m. CT Mon - Fri

Scan to access the NBS portal!

39

Employee Assistance Program (EAP) AllOne Health

EMPLOYEE BENEFITS

ABOUT EAP An Employee Assistance Program (EAP) is a program that assists you in resolving problems such as finding child or elder care, relationship challenges, financial or legal problems, etc. This program is provided by your employer at no cost to you.

For full plan details, please visit your benefit website: www.mybenefitshub.com/drippingspringsisd

The AllOne Health Employee Assistance Program (EAP) is a free service provided for you, your dependents, and household members by your employer. This program offers a wide variety of counseling, referral, and consultation services, which are all designed to assist you and your family in resolving work and life issues in order to live happier, healthier, more balanced lives.

From stress, addiction, and change management, to locating child care facilities, legal assistance, and financial challenges, our qualified professionals are here to help. These services are completely confidential and can be easily accessed 24/7, offering you around-the-clock assistance for all of life’s challenges.

reduction, financial planning, and identity theft; supporting educational materials available; unlimited online access to a wealth of educational financial resources, links, tools and forms (i.e. tax guides, financial calculators, etc.).

Alternate Modes of Support: Your EAP offers support alternatives in addition to traditional short-term counseling including telephonic life coaching, AWARE stress reduction sessions, and virtual group counseling. During your call with one of our counselors, ask if these programs would be right for you.

Work-life Services: Our work-life consultants are available to assist you with a wide range of daily living resources such as locating pet sitters, event planners, home repair, tutors, travel planning, and moving services. Simply call the Helpline for resource and referral information.

Program Access: You may access the EAP by calling the tollfree Helpline number, using our iConnectYou App, or instant messaging with a work-life consultant through our online instant messaging system.

Child & Elder Care Referrals: Our child and elder care specialists can help you with your search for licensed child and elder care facilities in your area. They will discuss your needs, provide guidance, resources, and qualified referral packets. Searchable databases and other resources are also available on the AllOne Health member website.

Telephonic Assessments & Support: In-the-moment telephonic support and crisis intervention are available 24/7 along with intake and clinical assessments.

Short-term Counseling: Counseling sessions with a qualified counselor to assist with issues such as stress, anxiety, grief, marital/family challenges, relationship issues, addiction, etc.

Counseling is available via structured telephonic sessions, video, and in-person at local provider offices.

Take the High Road Ride Reimbursement Program: AllOne Health reimburses members for their cab, Lyft and Uber fares in the event that they are incapacitated due to impairment by a substance or extreme emotional condition. This service is available once per year per participant, with a maximum reimbursement of $45.00 (excludes tips).

Referrals & Community Resources: Our team provides referrals to local community resources, member health plans, support groups, legal resources, and child/elder care/daily living resources.

Contact Us:

Advantage Legal Assist: Free 30 minute telephonic or in-person consultation with a plan attorney; 25% discount on hourly attorney fees if representation is required; unlimited online access to a wealth of educational legal resources, links, tools and forms; and interactive online Simple Will preparation.

Toll-Free: (888) 993-7650 Website: www.allonehealth.com/deeroaks

Advantage Financial Assist: Unlimited telephonic consultation with an Accredited Financial Counselor qualified to advise on a range of financial issues such as bankruptcy prevention, debt 40

Notes

41

Notes

42

Notes

2025 - 2026 Plan Year

Enrollment Guide General Disclaimer: This summary of benefits for employees is meant only as a brief description of some of the programs for which employees may be eligible. This summary does not include specific plan details. You must refer to the specific plan documentation for specific plan details such as coverage expenses, limitations, exclusions, and other plan terms, which can be found at the Dripping Springs ISD Benefits Website.

This summary does not replace or amend the underlying plan documentation. In the event of a discrepancy between this summary and the plan documentation the plan documentation governs. All plans and benefits described in this summary may be discontinued, increased, decreased, or altered at any time with or without notice.

Rate Sheet General Disclaimer: The rate information provided in this guide is subject to change at any time by your employer and/or the plan provider. The rate information included herein, does not guarantee coverage or change or otherwise interpret the terms of the specific plan documentation, available at the Dripping Springs ISD Benefits Website, which may include additional exclusions and limitations and may require an application for coverage to determine eligibility for the health benefit plan. To the extent the information provided in this summary is inconsistent with the specific plan documentation, the provisions of the specific plan documentation will govern in all cases.

WWW.MYBENEFITSHUB.COM/DRIPPINGSPRINGSISD