2026 Whitewater Midstream Termination Guide

SEPARATION GUIDE

A guide to understanding your benefits options as a terminated employee

Important Contacts COVERAGE

PROVIDER

CONTACT

WEBSITE/EMAIL

Blue Cross Blue Shield of Texas

800-521-2227

www.bcbstx.com

MDLIVE

888-680-8646

www.mdlive.com/bcbstx

Optum Bank

866-234-8913

www.optumbank.com

Dental

Lincoln Financial

800-423-2765

www.lincolnfinancial.com

Vision

Lincoln Financial

800-423-2765

www.lincolnfinancial.com

Flexible Spending Accounts

Higginbotham

866-419-3519

https://flexservices.higginbotham.net/

Life and AD&D

Lincoln Financial

800-423-2765

www.lincolnfinancial.com

Disability

Lincoln Financial

800-423-2765

www.lincolnfinancial.com

Accident Insurance

Lincoln Financial

800-423-2765

www.lincolnfinancial.com

Critical Illness

Lincoln Financial

800-423-2765

www.lincolnfinancial.com

Hospital Indemnity

Lincoln Financial

800-423-2765

www.lincolnfinancial.com

COBRA Administrator

Higginbotham

877-258-5419

cobra@higginbotham.net

Medical Telemedicine Health Savings Account

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Table of Contents Important Contacts..........................................................2 What You Need to Know Now...................................... 4 COBRA Medical Coverage............................................ 5 Medical Comparison Chart........................................... 6 Health Savings Account/Flexible Spending Account................................................................................7 COBRA Dental Coverage............................................... 8 COBRA Vision Coverage................................................ 9 Life and AD&D Insurance............................................. 10 Supplemental Insurance................................................11 401(k) Plan.......................................................................... 12 Paid Time Off (PTO)........................................................13 Unemployment Benefits...............................................14

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What You Need to Know Now This is not your COBRA packet; it is simply a guide that outlines your benefit options as a terminated employee.

1.

Your existing medical, vision, and dental coverage will continue through the last day of the month, regardless of your termination date.

3. Once you receive your packet, call 877-258-5419 to get login instructions if you want to elect COBRA coverage online.

2.

Since your existing coverage will not terminate until the last day of the month in which your employment ceased, you will not have a COBRA Qualifying Life Event until then. Expect to receive a COBRA Election Packet in the mail from Higginbotham after the last day of the month.

4. Review this guide carefully as it contains other important details and actions you may need to take.

5. You will be responsible for paying your COBRA premium by the first of each month. If payment is not received by the allotted grace period, your coverage will terminate due to non-payment.

Please note that the WhiteWater benefit plan renews annually in January. If your COBRA coverage continues from one plan year to the next, you will receive communications regarding your COBRA Annual Enrollment period with updated Rates and Coverage options as applicable. If you do not receive this information and are a current COBRA participant during this time frame, please reach out to Higginbotham to obtain the COBRA Annual Enrollment packet.

For all other coverage, you will receive communications directly from the provider to convert or port your coverage as available. You must complete the required paperwork to continue any of the additional coverage options.

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COBRA Medical Coverage COBRA information for medical benefits will be sent to you from our COBRA administrator, Higginbotham, so please watch for this information. You must enroll for COBRA to continue medical benefits. To expedite your COBRA coverage, you may also go online to enroll or make payments. Call 877-258-5419 for information about setting up your online account.

You will be responsible for paying your COBRA premium by the first of each month.

Medical Plans Your Blue Cross Blue Shield of Texas medical coverage will continue through the last day of the month in which your full-time employment ceases with WhiteWater. COBRA medical coverage will be offered to you and/or your family members who were enrolled in medical coverage prior to your termination.

Telemedicine If you are keeping your medical insurance through COBRA, you still have access to telemedicine through MDLIVE. Connect with a boardcertified doctor via video chat or phone 24/7/365 for minor, non-lifethreatening illnesses or concerns (e.g., sore throat, fever, anxiety).

To register: Visit www.mdlive.com/bcbstx Call 888-680-8646 Download the app

Once you elect and pay your first COBRA premium, COBRA will begin retroactively to the first of the month following your termination. Premiums for COBRA continuation are based on the individuals for whom you elect to continue coverage. If you are electing to continue medical coverage, you will be required to continue the same medical plan in which you are currently enrolled.

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Medical Comparison Chart COPAY 1000

COPAY 2500

HDHP 3400

In-Network

Out-of-Network

In-Network

Out-of-Network

In-Network

Out-of-Network

Calendar Year Deductible • Individual • Family

$1,000 $2,000

$5,000 $10,000

$2,500 $5,000

$5,000 $10,000

$3,400 $6,800

$5,000 $10,000

Out-of-Pocket Maximum Includes deductible • Individual • Family

$4,000 $8,000

$10,000 $20,000

$6,000 $12,000

$10,000 $20,000

$4,000 $8,000

$10,000 $20,000

You Pay Preventive Care

You Pay

You Pay

$0

50%1

$0

50%1

$0

30%1

Telemedicine – MDLIVE

$25 copay

Not covered

$30 copay

Not covered

$01

Not covered

Primary Care Physician

$25 copay

50%1

$30 copay

50%1

$01

30%1

Specialist

$50 copay

50%1

$60 copay

50%1

$01

30%1

Diagnostic Lab and X-ray

$0

50%1

$0

50%1

$01

30%1

Complex Imaging CT/PET scan, MRI

20%1

50%1

30%1

50%1

$01

30%1

$75 copay

50%1

$75 copay

50%1

$01

30%1

Urgent Care Emergency Room

$250 copay + 20%

$250 copay + 30%

$01

Inpatient Hospital Services

20%1

50%1

30%1

50%1

$01

30%1

Outpatient Services

20%1

50%1

30%1

50%1

$01

30%1

Prescription Drugs – Retail Up to 30-day supply • Generic • Preferred brand name • Non-preferred brand name

$10 copay $35 copay $60 copay

$10 copay + 50% $35 copay + 50% $60 copay + 50%

$10 copay $35 copay $60 copay

$10 copay + 50% $35 copay + 50% $60 copay + 50%

$10 copay $35 copay $60 copay

50%1 50%1 50%1

Prescription Drugs – Mail Order Up to 30- or 90-day supply • Generic • Preferred brand name • Non-preferred brand name

30-day supply $25 copay $87.50 copay $150 copay

Not covered Not covered Not covered

30-day supply $25 copay $87.50 copay $150 copay

Not covered Not covered Not covered

90-day supply $25 copay $87.50 copay $150 copay

Not covered Not covered Not covered

2026 Medical COBRA Rates Employee

$1,052.25

$922.72

$900.52

Employee + Spouse

$2,314.95

$2,030.00

$1,981.14

Employee + Child(ren)

$1,894.06

$1,660.91

$1,620.93

Employee + Family

$3,156.76

$2,768.18

$2,701.55

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6

The amount you pay after the deductible is met.

Health Savings Account/ Flexible Spending Account Health Savings Account

Flexible Spending Account

For those who currently have a Health Savings Account (HSA) with Optum Bank, you have several options upon termination of employment. These are custodial accounts; therefore you own all money in these accounts. You can utilize the money in your account at any time to pay for or reimburse a qualified health care expense even though you are no longer in the company medical plan.

Health Care FSA Reimbursement

If you go to work for an employer that offers a Qualified High Deductible Health Plan (HDHP): 6

You can enroll in your new employer’s HDHP and roll your HSA account balance over to the new HSA administrator by transferring the balance using the required transfer form. You will not be able to do this until you have established a new HSA and have the account number.

6

You can leave your current HSA account as an active account to utilize the funds for qualified health care expenses and open a new HSA account with your new employer’s plan to make new HSA contributions.

Employees are covered through the last day worked.

You have 90 days after termination to file a claim that was incurred prior to termination. If you have a positive balance at termination, you have the right to elect COBRA. If you elect COBRA, you will be required to contribute to your account with after tax dollars, which would extend the period of time for which you could incur expenses toward your annual election.

If the new employer does not offer a Qualified HDHP: 6

You can leave your account open at Optum Bank and utilize the money in your account at any time to pay for or reimburse a qualified health care expense even though you are no longer in a HDHP plan.

6

However, since you are not in a HDHP, you will not be allowed to make additional contributions to your HSA account until such time as you are enrolled in a Qualified HDHP.

6

You can also choose to distribute your full account balance and close the HSA.

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COBRA Dental Coverage Your Lincoln Financial dental coverage will continue through the last day of the month in which your fulltime employment ceases with the WhiteWater. COBRA dental coverage will be offered to you and/or your family members who were enrolled in the dental coverage prior to your termination. Once you elect and pay your first COBRA premium, COBRA will begin retroactively to the first of the month following your termination.

If you are electing to continue dental coverage, you will be required to continue the same dental plan in which you are currently enrolled.

DPPO Plan Two levels of benefits are available with the DPPO plan: in-network and out-of-network. You may see any dental provider for care, but you will pay less and get the highest level of benefits with in-network providers. You could pay more if you use an out-of-network provider.

DENTAL SUMMARY In-Network and Out-of-Network1 Calendar Year Deductible • Individual • Family Calendar Year Benefit Maximum Per Individual

$50 $150 $1,500 You Pay

Preventive Care Exams, cleanings, complete series X-rays

$0

Basic Restorative Fillings, extractions, periodontics, root canals, endodontics, oral surgery

20% after deductible

Major Restorative Crowns, bridges, dentures

50% after deductible

Orthodontia Adults and children

50% $1,500 lifetime maximum

2026 Dental COBRA Rates Employee

$35.63

Employee + Spouse

$71.25

Employee + Child(ren)

$100.98

Employee + Family

$145.33

Payment for covered services received from an out-of-network dentist is based on the 90th percentile of Usual, Customary and Reasonable (UCR) charges. Refer to the Lincoln Financial Patient Charge schedule for details.

1

Find a Provider

8

6

Visit www.lincolnfinancial.com/findadentist

6

Call 800-423-2765

COBRA Vision Coverage Vision with Lincoln Financial, using the Spectera network, will continue through the last day of the month in which your full-time employment ceases with WhiteWater. COBRA vision coverage will be offered to you and/ or your family members who were enrolled in vision coverage prior to your termination. Once you elect and pay your first COBRA premium (shown below), COBRA vision coverage will begin retroactively to the first of the month following your termination. You may seek care from any vision provider, but the plan will pay the highest level of benefits when you see in-network providers. Coverage is provided through Lincoln Financial using the Spectera network of providers.

VISION SUMMARY In-Network You Pay

Out-of-Network Reimbursement

Exam

$10 copay

Not covered

Lenses • Single vision • Lined bifocals • Lined trifocals

$25 copay $25 copay $25 copay

Up to $40 Up to $60 Up to $80

Balance over $130 allowance

Up to $45

$25 copay plus balance over $125 allowance $0

Up to $125 Up to $210

Frames Contacts In lieu of frames and lenses • Elective • Medically necessary Benefit Frequency Exam

Once every 12 months

Lenses

Once every 12 months

Frames

Once every 24 months

Contacts

Once every 12 months

2026 Vision COBRA Rates Employee

$6.44

Employee + Spouse

$12.20

Employee + Child(ren)

$14.31

Employee + Family

$20.15

Find a Provider 6

Visit www.lincolnfinancial.com

6

Call 800-423-2765

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Life and AD&D Insurance Coverage will end on the last day worked.

Your employer-sponsored Life and AD&D and Voluntary Life and AD&D insurance will terminate on the last day of fulltime employment. To continue your coverage, you will need to convert or port your Life insurance. You will receive the forms directly from the provider. If you do not receive this information, please reach out to Lincoln Financial directly for assistance.

Conversion: You may convert your coverage to an individual policy by completing the Application for Conversion of Group Life form within 31 days of your date of termination. The address for returning the form is located at the top of the conversion form.

Portability: If you are not disabled, retiring, or age 70 or older, you may port your coverage completing the Group Term Life Insurance Election of Portability Coverage form within 31 days of your date of termination. You will be subject to Evidence of Insurability and must be approved by the provider before coverage is effective.

If you would like to speak to someone regarding this process or obtain forms, please contact Lincoln Financial Customer Service at 800-423-2765.

Coverage will cease on the last day worked.

There are no provisions to allow for continuing this coverage beyond termination under the contract.

10

Supplemental Insurance Accident/Hospital/Critical Illness Your employer-sponsored Accident, Hospital, and Critical Illness insurance will end on the last day of full-time employment. To continue your coverage, you will need to Convert or Port your coverage. You will receive the forms directly from the provider. If you do not receive this information, please reach out to the provider directly for assistance.

Portability: If you have been enrolled in Accident, Hospital, or Critical Illness coverage, you may port your coverage to an individual policy by completing the Accident Insurance Election of Portability Coverage and/ or Critical Illness Election of Portability Coverage form within 31 days of your date of termination. The address for returning the form is located at the top of the form.

Rates remain the same as those in effect at the time of termination and will be adjusted in accordance with the same age bracket rating as the current WhiteWater rate structure under Lincoln Financial.

If you would like to speak to someone regarding this process or obtain forms, please contact Lincoln Financial Customer Service at 800-423-2765.

Disability Short Term Disability and Long Term Disability coverage through Lincoln Financial will cease on the last day worked. There are no provisions under the contract to allow for continuing this coverage beyond termination.

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401(k) Plan If you have a balance in the 401(k) Plan, you will receive a termination packet from Empower within 30 days of your termination date. The termination packet will provide you with detailed information including your distribution options: 6

Rollover into another qualified retirement plan

6

Rollover to an IRA account

6

Cash Distribution

If your balance is greater than $5,000, you may also choose to leave your funds in the plan. If your balance is less than $5,000, your account will automatically be discontinued. Amounts greater than $1,000 will go to an IRA at Millennium Trust.

If you have any questions or need any additional assistance, please contact an Empower Customer Service Representative at 800-338-4015. You may also review your account and process transactions online at www.empowermyretirement.com.

12

Paid Time Off (PTO) Upon termination, you will be paid for any accrued, unused PTO. You are not entitled to receive the full year’s balance unless termination falls on the last day of the year, in which case the full balance will have been accrued.

YEARS OF SERVICE

BENEFITS AMOUNT

ACCRUAL PER PAY PERIOD

Less than 5 years

3 weeks (15 days per year, 120 hours per year)

4.6 hours

5 years +

4 weeks (20 days per year, 160 hours per year)

6.15 hours

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Unemployment Benefits As an employer, WhiteWater pays unemployment taxes on wages earned by employees on payroll. If an employee is terminated through no fault of the employee – for instance, as a result of company downsizing, lack of work, or for financial reasons – the employee may be eligible to receive unemployment benefits while actively seeking new work.

Who is eligible to receive unemployment benefits?

6

Help an individual find a new job, and

If an employee has lost his or her job for reasons they could not control (layoff), he or she may be eligible for benefits. The employee will need to have worked and earned wages for part of the last 18 months. Employees should consult with their local or state unemployment agency as eligibility requirements can differ from state to state.

6

Pay unemployment compensation to eligible workers unemployed through no fault of their own.

Where should an employee go to apply for unemployment benefits?

The purpose of unemployment benefits is to:

The amount of unemployment benefits available to any claimant is based on wages he or she earned in the base period of the claim. Employers who paid wages to the employee during a “base period” may be liable for an exemployee’s benefits.

The state unemployment agency determines whether an individual is eligible for unemployment benefits and whether an employer is liable.

The amount of weekly benefits will typically be determined by the amount of wages earned during the first four of the last six quarters worked. Maximum benefits vary from state to state.

An eligible terminated employee must contact his/her local state unemployment agency office to file an initial claim. Depending on the state, the initial claim can be filed in person, by phone, or online.

Information about applying for unemployment benefits is available at the local unemployment agency office.

How much money will be paid?

Each state has a specific formula for determining the amount of weekly unemployment compensation that is to be paid, and that information will be conveyed to the employee during the claim investigation process.

Is unemployment compensation taxable?

Yes. Employees who qualify for unemployment compensation will receive a Form 1099-G from the state and must include the compensation as income for the year in which it was received. Employees should contact the state unemployment agency and/or the employee’s tax advisor for more information.

How is a claim filed?

Depending on the state, initial claims may be filed in person, by phone, or online.

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Unemployment Benefits How long before the first unemployment check is mailed?

A waiting period of one week of total unemployment is required in most states, but it may be 10 days to two weeks before the first check is received.

Can unemployment benefits continue if new employment is found?

It depends on how much the employee earns. All earnings should be reported to the state agency, which will determine whether unemployment benefits will be paid. In some cases, unemployment benefits may still be available but in a reduced amount.

How long can I receive COBRA coverage?

You can receive COBRA coverage for 18 months. Under certain circumstances, you may be able to get an 18-month extension (total 36 months).

Can my COBRA coverage be canceled before the maximum coverage period?

Yes. Your coverage may be canceled for the following reasons: 6

Premiums are not paid in full on a timely basis

6

The employer ceases to maintain a group health plan

6

A qualified beneficiary starts receiving coverage under another group health plan

6

A qualified beneficiary becomes entitled to Medicare benefits

6

A qualified beneficiary commits an act (such as fraud) that would result in coverage loss for a participant who was not receiving continuing coverage

15

This brochure highlights the main features of the WhiteWater benefits program. It does not include all plan rules, details, limitations and exclusions. The terms of your benefit plans are governed by legal documents, including insurance contracts.

Should there be an inconsistency between this brochure and the legal plan documents, the plan documents are the final authority. WhiteWater reserves the right to change or discontinue its benefits plans at anytime.