2025-26 Midway ISD Benefit Guide

2025 - 2026 Plan Year

MIDWAY ISD

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

Table of Contents How to Enroll

4-5

Annual Benefit Enrollment

6-9

1. Annual Enrollment

6

2. Section 125 Cafeteria Plan Guidelines

7

3. Eligibility Requirements

8

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

9

Medical

FLIP TO...

10-14

Health Savings Account (HSA)

15

Hospital Indemnity

16

Dental

17-18

Vision

19-20

Disability

21-23

Life Insurance and AD&D

24

Accident

25

Critical Illness

26

Emergency Medical Transportation

27

Flexible Spending Account (FSA) and Dependent Care FSA

PG. 4

HOW TO ENROLL

PG. 6

SUMMARY PAGES

PG. 10

YOUR BENEFITS

28-29

Prescription Savings

30

2

Benefit Contact Information MIDWAY ISD BENEFITS

TRS - ACTIVECARE MEDICAL

DENTAL

Higginbotham Public Sector (833) 869-1387 www.mybenefitshub.com/midwayisd

BCBSTX (866) 355-5999 www.bcbstx.com/trsactivecare

Lincoln Financial Group Policy Number: 00001D041959 (800) 423-2765 www.lfg.com

HEALTH SAVINGS ACCOUNT (HSA)

HOSPITAL INDEMNITY

LIFE AND AD&D

EECU (817) 882-0800 www.eecu.org

Lincoln Financial Group (800) 423-2765 www.lfg.com

Lincoln Financial Group Policy Number: 400220369 (800) 423-2765 www.lfg.com

VISION

DISABILITY

CRITICAL ILLNESS

Superior by MetLife Policy Number: KM 05395988-G (833) 393-5433 www.metlife.com

New York Life Policy Number: SLH-100029 (800) 225-5695 www.newyorklife.com

Lincoln Financial Group (800) 423-2765 www.lfg.com

INDIVIDUAL LIFE

ACCIDENT

PRESCRIPTION SAVINGS

Texas Life (800) 283-9233 ext. 6814 www.texaslife.com

Lincoln Financial Group (800) 423-2765 www.lfg.com

Clever RX Policy Number: 1085 (800) 974-3135 partner.cleverrx.com/midwayisd

EMERGENCY MEDICAL TRANSPORTATION

FLEXIBLE SPENDING ACCOUNT (FSA)

MASA (800) 423-3226 www.masamts.com

Higginbotham (866) 419-3519 www.higginbotham.net

Kelcie Griggs (254) 761-5610 ext 1136 kelcie.griggs@midwayisd.org

3

Mobile Enrollment Enrollment made easy with your smartphone or tablet.

Text “BENEFITS” to (214) 831-4277 to opt into important text message*

Text “BENEFITS” to (214) 831-4277

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/midwayisd

2

CLICK LOGIN

3

Enter your Information

• Last Name • Date of Birth • Last Four (4) of Social Security Number NOTE: THEbenefitsHUB 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

SUMMARY PAGES

Annual Enrollment Where can I find forms?

For benefit summaries and claim forms, go to your benefit website: www.mybenefitshub.com/midwayisd.

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.

How can I find a Network Provider?

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

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.

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 date. For most dental and vision plans, you can login to the carrier website and print a temporary ID card or simply give your provider the insurance company’s phone number and they can call and verify your coverage if you do not have an ID card at that time.

All new hire enrollment elections must be completed in the online enrollment system within the first 30 days If you do not receive your ID card, you can call the carrier’s customer service number to request another of benefit eligible employment. Failure to complete card. elections during this timeframe will result in the •

Employees must confirm on each benefit screen (medical, dental, vision, etc.) that each dependent to be covered is selected in order to be included in the coverage for that particular benefit.

New Hire Enrollment

forfeiture of coverage.

If the insurance carrier provides ID cards, but there are no changes to the plan, you typically will not receive a new ID card each year.

Q&A Who do I contact with Questions?

For supplemental benefit questions, you can contact your Benefit Office or you can call Higginbotham Public Sector at (833) 869-1387 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 Benefit 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

Supplemental Benefits: Eligible employees must work 17 or more regularly scheduled hours each work 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

Medical

To age 26

Hospital Indemnity

To age 26

Dental

To age 26

Vision

To age 26

Life

To age 26

Accident

To age 26

Critical Illness

To age 26

Individual Life

To age 26

Emergency Transportation

To age 26

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

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.

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 Benefit Office to request a continuation of coverage.

8

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) 55+ catch up +$1,000

$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. Access to some funds may be extended if your employer’s plan contains a 2 1/2-month grace period.

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. 15

FOR FSA INFORMATION

9

PG. 28

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/midwayisd

TRS Medical - Region 12

Monthly Premium

Employee Cost

TRS ActiveCare HD Employee Only

$521.00

$42.00

Employee & Spouse

$1,407.00

$928.00

Employee & Child(ren)

$886.00

$407.00

Employee & Family

$1,772.00

$1,293.00

TRS ActiveCare 2 Employee Only

$1,013.00

$534.00

Employee & Spouse

$2,402.00

$1,923.00

Employee & Child(ren)

$1,507.00

$1,028.00

Employee & Family

$2,841.00

$2,362.00

TRS ActiveCare Primary Employee Only

$509.00

$30.00

Employee & Spouse

$1,375.00

$896.00

Employee & Child(ren)

$866.00

$387.00

Employee & Family

$1,731.00

$1,252.00

TRS ActiveCare Primary+ Employee Only

$598.00

$119.00

Employee & Spouse

$1,555.00

$1,076.00

Employee & Child(ren)

$1,017.00

$538.00

Employee & Family

$1,974.00

$1,495.00

10

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 specifed 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.

765393.0225

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 Benefts Administrator for your district’s specifc premiums.

Monthly Premiums

Wellness Benefts at No Extra Cost* Being healthy is easy with: • $0 preventive care • 24/7 customer service • One-on-one health coaches

Total Premium Employee Only

$509

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 $598

Employee and Spouse

$1,375

$1,555

Employee and Children

$866

$1,017

Employee and Family

$1,731

$1,974

Plan Features Type of Coverage Individual/Family Deductible Coinsurance

In-Network Coverage Only You pay 30% after deductible

Individual/Family Maximum Out of Pocket

$8,050/$16,100

Network

Statewide Network

• Weight loss programs

In

$2,500/$5,000

PCP Required

Yes

Primary Care

$30 copay

Specialist

$70 copay

Urgent Care

$50 copay

You

• Nutrition programs • OviaTM pregnancy support

Doctor Visits

• TRS Virtual Health • Mental health benefts • And much more! *Available for all plans.

See the benefts guide for more details.

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

®

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

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 benefts.

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

$521

$1,013

$1,407

$2,402

$886

$1,507

$1,772

$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: Beneft

Call a Personal Health Guide 24/7 to help you fnd 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

Offce/Indpendent Lab: You pay $0

Offce/Indpendent Lab: You pay $0

TRS-ActiveCare HD In-Network

In-Network

Out-of-Network

Offce/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

You pay 40% after deductible

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

You pay 40% after deductible

Bariatric Surgery

Outpatient: You pay 20% after deductible

Not Covered

Not Covered

Only covered if rendered at a BDC+ facility

**Pre-certifcation 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

14

Health Savings Account (HSA) EECU

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/midwayisd www.mybene itshub.com/sampleisd

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.

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 tax-free 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 EECU. 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 •

HSA Eligibility You are eligible to open and contribute to an HSA if you are: • Enrolled in an HSA-eligible HDHP (High Deductible Health Plan) 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.

• •

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 EECU are eligible for automatic payroll deduction and company contributions.

How To Use Your HSA • •

Maximum Contributions

•

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

•

15

Online/Mobile: Sign-in for 24/7 account access to check your balance, pay bills and more.

Call/Text: (817) 882-0800 EECU’s dedicated member service representatives are available to assist you with any questions. Their hours of operation are Monday through Friday from 8:00 a.m. to 7:00 p.m. CT, Saturday 9:00 a.m. to 1:00 p.m. CT and closed on Sunday.

Lost/Stolen Debit Card: Call the 24/7 debit card hotline at (800) 333-9934 333-9934.

Stop by a local EECU financial center: www.eecu.org/ locations.

Hospital Indemnity

EMPLOYEE BENEFITS

Lincoln Financial Group 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/midwayisd

The Hospital Indemnity plan helps you with the high cost of medical care by paying you a cash benefit when you have an inpatient hospital stay. Unlike traditional insurance which pays a benefit to the hospital or doctor, this plan pays you directly. It is up to you how you want to use the cash benefit. These costs may include meals, travel, childcare or eldercare, deductibles, coinsurance, medication, or time away from work. See the plan document for full details.

Who Can Elect Coverage • You: All active, full-time Employees of the Employer who are regularly working in the United States a minimum of 17 hours per week and regularly residing in the United States and who are United States citizens or permanent resident aliens and their Spouse, and Dependent Children who are United States citizens or permanent resident aliens and who are residing in the United States.

You will be eligible to elect coverage on the first of the month coinciding with or next following your date of hire or Active Service.

• Your Spouse:* Up to age 100, as long as you apply for and are approved for coverage yourself.

• Your Child(ren): Birth to age 26; 26+ if disabled, as long as you apply for and are approved for coverage yourself.

Available Coverage The benefit amounts shown in this summary will be paid regardless of the actual expenses incurred and are paid on a per day basis unless otherwise specified. Benefits are only payable when all policy terms and conditions are met. Please read all the information in this summary to understand the terms, conditions, state variations, exclusions and limitations applicable to these benefits. See your Certificate of Insurance for more information.

Benefit Waiting Period* None, unless otherwise stated. No benefits will be paid for a loss which occurs during the Benefit Waiting Period.

Hospital Indemnity Insurance Service

Low Option

High Option

Hospital Admission

$1,000

$2,000

Hospital Confinement

$100 per day up to 30 days

$200 per day up to 30 days

Intensive Care Unit Admission

$1,000

$2,000

Intensive Care Unit Confinement

$200 per day up to 30 days

$400 per day up to 20 days

Monthly Rates

Low Option

High Option

Employee Only

$13.90

$26.16

Employee and Spouse

$27.68

$49.76

Employee and Child(ren)

$22.20

$41.42

Employee and Family

$35.98

$65.00

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Dental Insurance

EMPLOYEE BENEFITS

Lincoln Financial Group 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/midwayisd

Employee Only Employee and Spouse Employee and Child(ren) Employee and Family

Dental High Plan $44.47 $95.02 $97.41 $149.82

The Lincoln Dental Connect®: High Plan

Low Plan $28.85 $57.20 $61.55 $87.77

Preventative Plan $23.45 $53.10 $62.30 $98.11

Contracting Dentists

Non-Contracting Dentists

Individual: $50 Individual: $50 Calendar (Annual) Deductible Family: $150 Family: $150 Waived for: Preventive Waived for: Preventive Deductibles are combined for basic and major Contracting Dentists’ services. Deductibles are combined for basic and major Non-Contracting Dentists’ services.

Annual Maximum $2,000 $2,000 Lifetime Orthodontic Max $1,000 $1,000 Orthodontic Coverage is available for dependent children and adults.

Waiting Period There are no benefit waiting periods for any service types Preventive Services • Routine oral exams • Bitewing X-rays • Full-mouth or panoramic X-rays • Other dental X-rays - including periapical films 100% 100% • Routine cleanings No Deductible No Deductible • Fluoride treatments • Space maintainers for children • Palliative treatment - including emergency relief of dental pain • Sealants Basic Services • Problem focused exams • Injections of antibiotics and other therapeutic medications 80% 80% • Fillings After Deductible After Deductible • Simple extractions • General anesthesia and I.V. sedation Major Services • Consultations • Prefabricated stainless steel and resin crowns • Surgical extractions 50% 50% • Oral surgery After Deductible After Deductible • Biopsy and examination of oral tissue - including brush biopsy • Prosthetic repair and recementation services • Endodontics - including root canal treatment Orthodontics • Orthodontic exams X-rays • Extractions 50% 50% • Study models • Appliances

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Dental Insurance

EMPLOYEE BENEFITS

Lincoln Financial Group The Lincoln Dental Connect®: Low Plan

Contracting Dentists

Non-Contracting Dentists

Individual: $50 Individual: $50 Calendar (Annual) Deductible Family: $150 Family: $150 Waived for: Preventive Waived for: Preventive Deductibles are combined for basic and major Contracting Dentists’ services. Deductibles are combined for basic and major Non-Contracting Dentists’ services.

Annual Maximum $1,500 $1,500 Waiting Period There are no benefit waiting periods for any service types Preventive Services • Routine oral exams • Bitewing X-rays • Full-mouth or panoramic X-rays • Other dental X-rays - including periapical films 90% 90% • Routine cleanings After Deductible After Deductible • Fluoride treatments • Space maintainers for children • Palliative treatment - including emergency relief of dental pain • Sealants Basic Services • Problem focused exams • Injections of antibiotics and other therapeutic medications 70% 70% • Fillings After Deductible After Deductible • Simple extractions • General anesthesia and I.V. sedation Major Services • Consultations • Prefabricated stainless steel and resin crowns • Surgical extractions 40% 40% • Oral surgery After Deductible After Deductible • Biopsy and examination of oral tissue - including brush biopsy • Prosthetic repair and recementation services • Endodontics - including root canal treatment

The Lincoln Dental Connect®: Preventative Plan

Contracting Dentists

Non-Contracting Dentists

Individual: $50 Individual: $50 Calendar (Annual) Deductible Family: $150 Family: $150 Waived for: Preventive Waived for: Preventive Deductibles are combined for basic and major Contracting Dentists’ services. Deductibles are combined for basic and major Non-Contracting Dentists’ services.

Annual Maximum $1,000 $1,000 Waiting Period There are no benefit waiting periods for any service types Preventive Services • Routine oral exams • Bitewing X-rays • Full-mouth or panoramic X-rays • Other dental X-rays - including periapical films 100% 100% • Routine cleanings No Deductible No Deductible • Fluoride treatments • Space maintainers for children • Palliative treatment - including emergency relief of dental pain • Sealants Basic Services • Problem focused exams • Injections of antibiotics and other therapeutic medications 80% 80% • Fillings After Deductible After Deductible • Simple extractions • General anesthesia and I.V. sedation Major Services • Prosthetic repair and recementation services • Endodontics, including root canal treatment • Non-surgical periodontal therapy • Periodontal surgery • Bridges 25% 25% • Full and partial dentures After Deductible After Deductible • Dentures reline and rebase services • Crowns, inlays, onlays, and related services • Build-ups/post and core • Implants and implant related services

18

Vision Insurance

EMPLOYEE BENEFITS

Superior by 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/midwayisd

Superior Vision Plan Summary

With your Superior Vision Preferred Provider Organization Plan you can: • Go to any licensed Superior Vision provider and receive coverage. Just remember your benefit dollars go further when you stay in network.

• Choose from a large network of ophthalmologists, optometrists and opticians, from private practices to retailers like Costco® Optical, Walmart, Sam’s Club and Visionworks.

In-network value added features:

Additional savings on lens enhancements:5 Average 2025% savings over retail on all lens enhancements not otherwise covered under the Superior Vision Insurance program.

Additional savings on glasses and sunglasses:5 Members may receive 50% off of additional complete pairs of eyeglasses and sunglasses at Visionworks or 30% off at other participating providers on the same transaction. Otherwise, a 20% discount off the provider’s usual and customary rate may be available.

Additional savings on frames:5 20% off any amount over your frames allowance.

Additional savings on contacts:5 15% off any amount over your contact lens allowance. 15% discount on additional contacts beyond your covered amount.

Vision Employee Only Employee and 1 Dependent Employee and Family

$11.78 $20.62 $30.36

In-network benefits There are no claims for you to file when you go to an in-network Superior vision provider. Simply pay any copays or member out of pocket amount (MOOP) and, if applicable, any amount over your frame/contacts allowance at the time of service.

Frequency

Eye exam • Eye health exam, dilation, prescription and refraction for glasses: Covered in full after $10 copay.

• Retinal imaging: Up to a $39 copay on routine retinal screening when performed by a private practice.

Once every 12 months

Frame • Allowance: $125 after $15 eyewear copay1.

• You will receive an additional 20% savings on the amount that you pay over your allowance.

• Participating private practice providers typically do not display the Collection but are contractually required to maintain a comparable selection (in both quantity and quality) of frames that would be covered, with no additional member out-ofpocket expense.

Special lens designs, materials, powers and frames may require additional cost. Collection is available at most participating independent provider offices. Collection is subject to change.

Once every 12 months

Standard corrective lenses Single vision, lined bifocal, lined trifocal, lenticular: Covered in full after $15 eyewear copay1.

Once every 12 months

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Vision Insurance

EMPLOYEE BENEFITS

Superior by MetLife Other in-network features continued:

Laser vision correction:5 Savings of 40% - 50% off the national average price of traditional LASIK are available at over 1,000 locations across our nationwide network of laser vision correction providers.

Hearing discounts:5 A National Hearing Network of hearing care professionals, featuring Your Hearing Network, offers Superior Vision members discounts on services, hearing aids and accessories. These discounts should be verified prior to service.

We’re here to help Find a Superior Vision provider at www.metlife.com/vision and select Superior Vision by MetLife.

For general questions, go to www.metlife.com/mybenefits. or call 1-833-EYE-LIFE (1-833-393-5433)

In-network benefits Cont’d.

Standard lens enhancements2 • Standard Polycarbonate (child up to age 18)3: Covered in full after $15 eyewear copay1.

• Progressive Standard, Progressive Premium/Custom, Standard Polycarbonate (adult)3, UV coating, Scratch-resistant coatings, Solid or Gradient Tints, Anti-reflective, Photochromic, Blue Light filtering, Digital Single Vision, Polarized, High Index (1.67 / 1.74): Your cost will be limited to a member out of pocket amount (MOOP) that MetLife has negotiated for you. These amounts may be viewed after enrollment at www.metlife.com/mybenefits.

Frequency

Once every 12 months

1 Materials co-pay applies to lenses and frames only, not contact lenses.

2 The above list highlights some of the most popular lens enhancements and is not a complete listing.

3 Polycarbonate lenses are covered for dependent children, monocular patients, and patients with prescriptions +/- 6.00 diopters or greater.

Contact lenses (instead of eye glasses)4 Contact fitting and evaluation: • Standard fitting: Covered in full after $25 copay.

• Specialty fitting:$50 allowance after $25 copay • Elective lenses: $125 allowance.

• Necessary lenses: Covered in full.

• Conventional contacts: You will receive an additional 20% savings on the amount that you pay over your allowance.

• Disposable contacts: You will receive an additional 10% savings on the amount that you pay over your allowance.

Once every 12 months

* Standard contact lens fitting applies to a current contact lens user who wears disposable, daily wear, or extended wear lenses only. Specialty contact lens fitting applies to new contact wearers and/or a member who wear toric, gas permeable, or multi-focal lenses.

4 Not all providers participate in vision program discounts, including the member out-of-pocket features. Call your provider prior to scheduling an appointment to confirm if the discount and member out-of-pocket features are offered at that location. Discounts and member out-of-pocket are not insurance and subject to change without notice.

5 These features may not be available in all states and with all in-network vision providers. Discounts are not available at Walmart and Sam’s Club. Please check with your in-network vision provider.

Out-of-network reimbursement

You pay for services and then submit a claim for reimbursement. The same benefit frequencies for In-network benefits apply. Once you enroll, visit www.metlife.com/mybenefits for detailed out-of-network benefits information.

• • •

Materials allowance after a $0 copay Eye exam: up to $45 after a $0 copay.

Frames: up to $70

• • •

Contact lenses: ∗ Elective up to $105 ∗ Necessary up to $210 Single vision lenses: up to $30 Lined bifocal lenses: up to $50

20

• • •

Lined trifocal lenses: up to $65 Lenticular lenses: up to $100 Progressive lenses: up to $50

Disability Insurance

EMPLOYEE BENEFITS

New York Life 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/midwayisd

Eligibility:

All active, Full-time Employees of the Employer who are United States citizens or permanent resident aliens regularly working a minimum of 17 hours per week in the United States.

Employee: You will be eligible for coverage the first of the month following date of hire.

Available Coverage: Gross Monthly Benefit Units of $100, minimum amount of $200

Maximum Gross Monthly Benefit Lesser of 66.7% of your monthly covered earnings or $10,000

Disability - per $100 in benefit Elimination Period Plan 1 0/7 $3.26 14/14 $2.99 30/30 $2.48 60/60 $1.73 90/90 $1.50 180/180 $1.12 Benefit Waiting Period 7/7, 14/14, 30/30, 60/60, 90/90, 180/180

Maximum Benefit Period Please refer to the “How Long Benefits Last” section below for more details.

Additional Features Family Survivor Benefit – If you die while receiving benefits, we will pay a survivor benefit to your lawful spouse, eligible children, or estate. The plan will pay a single lump sum equal to 3 months of benefits.

When Coverage Takes Effect- Your coverage takes effect on the later of the policy’s effective date, the date you become eligible, the date we receive your completed enrollment form if required, or the date you authorize any necessary payroll deductions if applicable. If you’re not actively at work on the date your coverage would otherwise take effect, your coverage will take effect on the date you return to work. If you have to submit proof of good health, your coverage takes effect on the date we agree, in writing, to cover you.

Important Definitions and Policy Provisions: Disability - “Disability” or “Disabled” means that, solely because of a covered injury or sickness, you are unable to perform the material duties of your regular occupation/ regular job and you are unable to earn 80% or more of your indexed earnings from working in your regular occupation/regular job. After benefits have been payable for 24 months, you are considered disabled if solely due to your injury or sickness, you are unable to perform the material duties of any occupation for which you are (or may reasonably become) qualified by education, training, or experience, and you are unable to earn 80% or more of your indexed earnings. We will require proof of earnings and continued disability.

21

Disability Insurance

EMPLOYEE BENEFITS

New York Life

Covered Earnings - Covered Earnings means an Employee’s annual wage or salary as reported by the Employer for work performed for the Employer as in effect on September 1st just prior to the date Disability begins. It includes earnings from stipends but not bonuses, commissions, overtime pay or other extra compensation. Covered Earnings are determined initially on the date an Employee applies for coverage. A change in the amount of Covered Earnings is effective on the September 1st following the change.

will not be considered until after disability benefits are payable for 12 months.

Earnings While Disabled - During the first 24 months that benefits are payable, benefits will be reduced if benefits plus income from employment exceeds 100% of predisability Covered Earnings. After that, benefits will be reduced by 50% of earnings from employment.

Limited Benefit Period - Disabilities caused by or contributed to by any one or more of the following conditions are subject to a lifetime limit of 24 months for outpatient treatment: Anxiety-disorders, delusional (paranoid) or depressive disorders, eating disorders, mental illness, somatoform disorders (including psychosomatic illnesses), Alcoholism, drug addiction or abuse. Benefits are payable during periods of hospital confinement for these conditions for hospitalizations lasting more than 14 consecutive days that occur before the 24-month lifetime outpatient limit is exhausted.

Stipends will be averaged for the 12 months just prior to the most recent September 1st prior to the date Disability begins, or the months employee, if less than 12 months.

When Benefits Begin - You must be continuously Disabled for your elected benefit waiting period before benefits will be payable for a covered Disability.

How Long Benefits Last - Once you qualify for benefits under this plan, you continue to receive them until the end of the benefit or until you no longer qualify for benefits, whichever occurs first. Should you remain disabled, your benefits will continue based on a schedule. Find full schedule at www.mybenefitshub.com/midwayisd.

Pre-existing Condition Limitation - Benefits are not payable for medical conditions for which you incurred expenses, took prescription drugs, received medical treatment, care or services (including diagnostic measures), during the 3 months just prior to the most recent effective date of insurance. Benefits are not payable for any disability resulting from a pre-existing condition unless the disability occurs after you have been insured under this plan for at least 12 months after your most recent effective date of insurance.

Benefit Reductions, Conditions, Limitations and Exclusions: Effects of Other Income Benefits - This plan is structured to prevent your total benefits and post- disability earnings from equaling or exceeding pre-disability earnings.

Therefore, we reduce this plan’s benefits by Other Income Benefits payable to you, your dependents, or a qualified third party on behalf of you or your dependents. Disability benefits may be reduced by amounts received through Social Security disability benefits payable to you, your dependents, or a qualified third party on behalf of you or your dependents. Your disability benefits will not be reduced by any Social Security disability benefits you are not receiving as long as you cooperate fully in efforts to obtain them and agree to repay any overpayment when and if you do receive them. Disability benefits will also be reduced by amounts received through other government programs, sick leave, employer’s sabbatical leave, employer’s assault leave plan, employer funded retirement benefits, workers’ compensation, franchise/ group insurance, auto no-fault, and damages for wage loss.

For details, see your outline of coverage, policy certificate, or your employer’s summary plan description. Note: Some of the Other Income Benefits, as defined in the group policy,

Pre-existing Condition Waiver - The Insurance Company will waive the Pre-Existing Condition Limitation for up to 8 weeks of Disability even if the Employee has a Pre-Existing Condition. The Disability Benefits as shown in the Schedule of Benefits will continue beyond 8 weeks only if the PreExisting Condition Limitation does not apply.

Termination of Disability Benefits - Your benefits will terminate when your Disability ceases, when your benefit duration period is exceeded, or on the following events: (1) the date you earn from any occupation more than the percentage of Indexed Earnings, or the date you fail to cooperate with us in a rehabilitation plan, or transitional work arrangement, or the administration of the claim.

22

Disability

EMPLOYEE BENEFITS

New York Life 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.

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Life and AD&D

EMPLOYEE BENEFITS

Lincoln Financial Group 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/midwayisd Group Life Rate Insured Employee’s Attained Age Monthly Rate per $1,000 of insurance Age Rate Less than 25 25 - 29 30 - 34 35 - 39 40 - 44 45 - 49 50 - 54 55 - 59 60 - 64 65 - 69 70 - 74 75 - 79 80 and older

Voluntary Group Life - Child(ren) $10,000 in coverage

0-26 $1.60 Spouse rates based on Employee’s age.

$0.06 $0.07 $0.09 $0.10 $0.11 $0.15 $0.22 $0.40 $0.60 $1.14 $1.84 $1.84 $1.84

Voluntary Life Insurance • • • • •

Employee Guaranteed coverage amount during initial offering or approved special enrollment period Newly hired employee guaranteed coverage amount Continuing employee guaranteed coverage annual increase amount Maximum coverage amount Minimum coverage amount Spouse Guaranteed coverage amount during initial offering or approved special enrollment period Newly hired employee guaranteed coverage amount Continuing employee guaranteed coverage annual increase amount Maximum coverage amount Minimum coverage amount Dependent Children Day 1 months to age 26 guaranteed coverage amount

Additional Plan Benefits Accelerated Death Benefit Premium Waiver Conversion Portability

Included Included Included Included

Provides a cash benefit to your loved ones in the event of your death Features group rates for Midway ISD employees Includes LifeKeys® services, which provide access to counseling, financial, and legal support services Also includes TravelConnect® services, which give you and your family access to emergency medical assistance when you’re on a trip 100+ miles from home To file a claim contact Lincoln Financial at (800) 423-2765 $200,000 $200,000 Up to $20,000 5 times your annual salary ($500,000 maximum in increments of $10,000) $10,000 $50,000 $50,000 Up to $20,000 50% of the employee coverage amount ($250,000 maximum in increments of $5,000) $5,000 $10,000

Benefit Exclusions

Like any insurance, this term life insurance policy does have exclusions. A suicide exclusion may apply. A complete list of benefit exclusions is included in the policy. State variations apply.

Note: You must be an active Midway Independent School District employee to select coverage for a spouse and/or dependent children. To be eligible for coverage, a spouse or dependent child cannot be confined to a health care facility or unable to perform the typical activities of a healthy person of the same age and gender.

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Accident Insurance

EMPLOYEE BENEFITS

Lincoln Financial Group 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/midwayisd

Employee-Paid

Summary of Benefits Accidental Injury coverage provides a fixed cash benefit according to the schedule below when a Covered Person suffers certain Injuries or undergoes a broad range of medical treatments or care resulting from a Covered Accident. See State Variations (marked by *) below.

Who Can Elect Coverage • You: All active, full-time Employees of the Employer who are regularly working in the United States a minimum of 17 hours per week and regularly residing in the United States and who are United States citizens or permanent resident aliens and their Spouse, and Dependent Children who are United States citizens or permanent resident aliens and who are residing in the United States.

You will be eligible to elect coverage on the first of the month coinciding with or next following your date of hire or Active Service.

• Your Spouse*: Up to age 100, as long as you apply for and are approved for coverage yourself.

• Your Child(ren): Birth to age 26; 26+ if disabled, as long as you apply for and are approved for coverage yourself.

Available Coverage This Accidental Injury plan provides 24 hour coverage. The benefit amounts shown in this summary will be paid regardless of the actual expenses incurred and are paid on a per day basis unless otherwise specified. Benefits are only payable when all policy terms and conditions are met. Please read all the information in this summary to understand terms, conditions, state variations, exclusions and limitations applicable to these benefits. See your Certificate of Insurance for more information.

Accident Service Ambulance • Ground • Air Emergency Room Hospital Admission Hospital Confinement Intensive Care Unit Specific Sum Injuries Dislocations, ruptured discs, eye injuries, fractures, lacerations, concussions, etc.

Monthly Rates Employee Only Employee and Spouse Employee and Child(ren) Employee and Family

Plan 1 $500 $2,000 $300 $1,500 $400 per day – up to 365 days $600 per day – up to 15 days $200 – $3,500 Plan 1 $9.02 $16.16 $19.54 $26.68 25

Critical Illness Insurance

EMPLOYEE BENEFITS

Lincoln Financial Group 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/midwayisd Critical Illness insurance helps pay the cost of non-medical expenses related to a covered critical illness or cancer. The plan provides a lump sum benefit payment to you upon the diagnosis of any covered critical illness or cancer. It helps cover expenses such as lost income, out-of-town treatments, special diets, daily living, and household upkeep costs. This coverage is portable. See the plan document for full details.

Employee

Critical Illness Insurance

Spouse Child(ren) Covered conditions Full Coverage Heart attack; Stroke; Major organ failure (heart, lung, liver, pancreas, or intestine); End stage renal (kidney) failure; Invasive cancer, Advanced Alzheimer’s disease; Advanced Parkinson’s disease;Advanced ALS/Lou Gehrig’s disease; Advanced multiple sclerosis; Loss of sight, hearing and/or speech Partial Coverage Arterial/vascular disease; Noninvasive cancer (in situ); Tuberculosis Childhood Conditions Cerebral palsy, cleft lip/palate, cystic fibrosis, Type 1 diabetes, Down Syndrome, spina bifida Wellness Benefit One per covered person per calendar year Monthly Rates per $1,000 Age Employee <25 $0.306 25–29 $0.348 30–34 $0.460 35–39 $0.654 40–44 $0.782 45–49 $1.108 50–54 $1.452 55–59 $1.952 60–64 $2.462 65–69 $3.042 70+ $4.338 26

$40,000, in increments of $5,000 $40,000, in increments of $5,000 This amount cannot exceed the amount of the employee benefit Your dependent children automatically receive 25% of your coverage amount at no extra cost

100% of benefit amount

25%-50%of benefit amount 100% of benefit amount $50 Spouse $0.296 $0.314 $0.402 $0.560 $0.674 $1.032 $1.580 $2.338 $3.056 $3.648 $4.950

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/midwayisd

Stay prepared with MASA® AccessSM Comprehensive coverage and care for emergency transport.

Our Emergent Plus membership plan includes: Emergency Ground Ambulance Coverage Your out-of-pocket expenses for your emergency ground transportation to a medical facility are covered with MASA. Emergency Air Ambulance Coverage Your out-of-pocket expenses for your emergency air transportation to a medical facility are covered with MASA. Hospital to Hospital Ambulance Coverage When specialized care is required but not available at the initial emergency facility, your out-of-pocket expenses for the ground or air ambulance transfer to the nearest appropriate medical facility are covered with MASA. Repatriation Near Home Coverage Should you need continued care and your care provider has approved moving you to a hospital nearer to your home, MASA coordinates and covers the expense for ambulance transportation to the approved medical facility.

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Flexible Spending Account (FSA) Higginbotham

EMPLOYEE BENEFITS

ABOUT FSA A Flexible Spending Account allows you to pay for eligible healthcare expenses with a pre-loaded debit card. You choose the amount to set aside from your paycheck every plan year, based on your employer’s annual plan limit. This money is use it or lose it within the plan year.

For full plan details, please visit your benefit website: www.mybene itshub.com/sampleisd www.mybenefitshub.com/midwayisd www.mybenefitshub. om/midwayisd

Health Care FSA The Health Care FSA covers qualified medical, dental and vision expenses for you or your eligible dependents. You may contribute up to $3,300 annually to a Health Care FSA and you are entitled to the full election from day one of your plan year. Eligible expenses include: • Dental and vision expenses • Medical deductibles and coinsurance • Prescription copays • Hearing aids and batteries Higginbotham Benefits Debit Card The Higginbotham Benefits Debit Card gives you immediate access to funds in your Health Care FSA when you make a purchase without needing to file a claim for reimbursement. If you use the debit card to pay anything other than a copay amount, you will need to submit an itemized receipt or an Explanation of Benefits (EOB).

Dependent Care FSA The Dependent Care FSA helps pay for expenses associated with caring for elder or child dependents so you or your spouse can work or attend school full time. You can use the account to pay for day care or baby sitter expenses for your children under age 13 and qualifying older dependents, such as dependent parents. Reimbursement from your Dependent Care FSA is limited to the total amount deposited in your account at that time. To be eligible, you must be a single parent or you and your spouse must be employed outside the home, disabled or a full-time student.

Things to Consider Regarding the Dependent Care FSA • Overnight camps are not eligible for reimbursement (only day camps can be considered).

• If your child turns 13 midyear, you may only request reimbursement for the part of the year when the child is under age 13.

• You may request reimbursement for care of a spouse or dependent of any age who spends at least eight hours a day in your home and is mentally or physically incapable of self-care.

• The dependent care provider cannot be your child under age 19 or anyone claimed as a dependent on your income taxes.

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Flexible Spending Accounts Higginbotham

EMPLOYEE BENEFITS

Important FSA Rules • The maximum per plan year you can contribute to a Health Care FSA is $5,300. The maximum per plan year you can contribute to a Dependent Care FSA is $5,000 when filing jointly or head of household and $2,500 when married filing separately.

• You cannot change your election during the year unless you experience a Qualifying Life Event.

• In most cases, you can continue to file claims incurred during the plan year for another 90 days after the plan year ends.

• Your Health Care FSA debit card can be used for health care expenses only. It cannot be used to pay for dependent care expenses.

• The IRS has amended the “use it or lose it rule” to allow you to carry-over up to $640 in your Health Care FSA into the next plan year for eligible employers. The carry-over rule does not apply to your Dependent Care FSA. • Review your employer's Summary Plan Document for full details. FSA rules vary by employer.

Over-the-Counter Items The CARES Act expanded the list of eligible expenses for FSAs to include over-the-counter (OTC) medications. This change removed the previous requirement for OTC medications to have a prescription to be eligible for reimbursement.

Examples of eligible items include aspirin, ibuprofen, acetaminophen, allergy relief medication, pain relievers, cold and cough medicines, acne products, etc.

Note: While many OTC medications are eligible, it is always good practice to confirm the eligibility of items you intend to purchase.

Higginbotham Portal The Higginbotham Portal provides information and resources to help you manage your FSAs. • Access plan documents, letters and notices, forms, account balances, contributions and other plan information • Update your personal information • Utilize Section 125 tax calculators • Look up qualified expenses • Submit claims • Request a new or replacement Benefits Debit Card Register on the Higginbotham Portal Visit https://flexservices.higginbotham.net and click Register. Follow the instructions and scroll down to enter your information.

• Enter your Employee ID, which is your Social Security number with no dashes or spaces.

• Follow the prompts to navigate the site.

• If you have any questions or concerns, contact Higginbotham: ∗ Phone – 866-419-3519 ∗ Questions – flexsupport@higginbotham.net ∗ Fax – 866-419-3516 ∗ Claims- flexclaims@higginbotham.net

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Prescription Savings

EMPLOYEE BENEFITS

Clever RX

START SAVING TODAY WITH CLEVER RX 100% FREE to use Unlock discounts on thousands of medications Save up to 80% off prescription drugs – often beats the average copay Accepted at most pharmacies nationwide For full plan details, please visit: partner.cleverrx.com/midwayisd

Clever RX Benefits

With Clever RX, you never have to overpay for prescriptions. When you use the Clever RX card or app, you get up to 80% off prescription drugs, discounts on thousands of medications and usage at most pharmacies nationwide.

STEP 1

Download the free Clever RX app and enter these numbers during the onboarding process: • Group ID 1085 • Member ID 5966

STEP 2

Use your ZIP code to find a local pharmacy with the best price for your medication - up to 80% off!

STEP 3

Click the voucher with the lowest price, closest location, and/or at your preferred pharmacy and show the voucher to the pharmacist.

Questions?

Call Clever RX Customer Service at (800) 873-1195.

30

Notes

31

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 Midway 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 Midway 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/MIDWAYISD