FHR 2026 Keller ISD Benefit Guide

2026 Plan Year

KELLER ISD

BENEFITS GUIDE EFFECTIVE: 01/01/2026 - 12/31/2026 WWW.MYBENEFITSHUB.COM/KELLERISD

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

The Keller Pointe

10

Sick Leave Bank

11

Basic Life and AD&D

12-13

Medical

14-15

Hospital Indemnity

16

Critical Illness

17

Accident

18-19

Dental

20-21

Vision

22

Discount Dental and Vision Program

23-24

Disability

25-26

Voluntary Life

27

Voluntary AD&D

28

Flexible Spending Accounts (FSA)

FLIP TO...

PG. 4

HOW TO ENROLL

PG. 6

SUMMARY PAGES

PG. 14

MEDICAL BENEFITS

29-30

Health Savings Account (HSA)

31

Virtual Services

32

2

Benefit Contact Information KELLER ISD HUMAN RESOURCES / BENEFITS Keller ISD (817) 744-1080 www.kellerisd.net

MEDICAL

LIFE AND AD&D

Blue Cross Blue Shield TX (800) 810-2583 www.bcbstx.com

The Hartford Policy #GLT-395309 (800) 523-2233 www.thehartford.com

DENTAL

FLEXIBLE SPENDING ACCOUNT

kellerisd@hps.higginbotham.net

Cigna (800) 244-6224 www.mycigna.com

National Benefit Services (855) 399-3035 www.nbsbenefits.com

HOSPITAL INDEMNITY Voya Policy #680311 (800) 955-7736 www.voya.com

VISION Superior Vision Policy #31159 (800) 507-3800 www.superiorvision.com

KELLER POINTE FITNESS PROGRAM City of Keller (817) 743-4386 www.thekellerpointe.com

CRITICAL ILLNESS Voya Policy #680311 (800) 955-7736 www.voya.com

DISCOUNT DENTAL & VISION QCD (800) 229-0304 www.qcdofamerica.com

HEALTH SAVINGS ACCOUNT Optum Bank (866) 556-8298 option 1

ACCIDENT Voya Policy #680311 (800) 955-7736 www.voya.com

LONG TERM DISABILITY The Hartford Policy #GLT-395309 (800) 523-2233 File a claim: (866) 547-9124 www.thehartford.com

PHARMACY Prime Therapeutics (800) 521-2227 www.MyPrime.com

HIGGINBOTHAM PUBLIC SECTOR / ENROLLMENT Higginbotham Public Sector (833) 901-4237

www.uhc.com

For full details on all your benefits, please visit your benefit website at: www.mybenefitshub.com/kellerisd

Don’t Forget!

•

Log in and complete your benefit enrollment from 10/20/2025 - 11/18/2025

•

Refer to Keller ISD’s Employee Benefit Website “THEbenefitsHUB” for all your benefit plan summaries, rates and options: www.mybenefitshub.com/kellerisd or K-Cloud under the human resource icon, then Benefits and Wellness.

•

Due to the Affordable Care Act (ACA) every employee must decline or elect benefits during open enrollment.

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Mobile Enrollment Enrollment made easy with your smartphone or tablet.

Text “BENEFITS” to (214) 831-4307 to opt into important text

Text “BENEFITS” to (214) 831-4307

message enrollment reminders. *

Scan the QR code to go to your benefit website for: • Benefit Resources • Online Enrollment • Interactive Tools • And more! *

Standard message rates may apply.

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Login Process 1

www.mybenefitshub.com/kellerisd

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.

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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

SUMMARY PAGES

How can I find an in-network provider?

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

• 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.

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 log in 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. If you do not receive your ID card, you can call the carrier’s customer service number to request another card.

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

New Hire Enrollment

What is 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 preexisting condition exclusion provisions do apply, as applicable by carrier.

All new hire enrollment elections must be completed in the online enrollment system within the first 30 days of benefit eligibility employment. Failure to complete elections during this timeframe will result in the forfeiture of coverage.

Q&A

What is a pre-existing condition?

Applies to any illness, injury or condition for which the participant has been under the care of a health care provider, taken prescription 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).

Who do I contact with questions?

For supplemental benefit questions, you can contact your Human Resources Department at (817) 744-1080.

Where can I find forms?

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

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.

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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 Benefits 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.

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Annual Benefit Enrollment

SUMMARY PAGES

Employee Eligibility Requirements

Dependent Eligibility Requirements

Medical and Supplemental Benefits: Eligible employees must work 20 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 2026 benefits become effective on January 1, 2026, you must be actively-at-work on January 1, 2026 to be eligible for your new benefits.

PLAN

MAXIMUM AGE

Medical

26

Dental

26

Vision

26

Hospital Indemnity

26

Critical Illness

26

Accident

26

Voluntary Life and AD&D

26

Keller Pointe

23

Actively-at-Work 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 1/1/2026, please notify your benefits administrator.

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 Keller ISD Benefits, 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 Keller ISD Benefits, 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.

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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

$1,600 single (2026) $3,200 family (2026)

N/A

Maximum Contribution

$4,400 single (2026) $8,750 family (2026) +$1,000 for 55 or older

$2,400 (2026)

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 FSA INFORMATION

FLIP TO

PG. 29

FOR HSA INFORMATION

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PG. 31

The Keller Pointe

EMPLOYEE BENEFITS

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

1. What are the prices for The Keller Pointe passes?

Keller Pointe

Rates

Employee w/o Aerobics (RES)

$35.51

Employee w/o Aerobics (Non-RES)

$45.24

Employee with Aerobics (RES)

$42.82

Employee with Aerobics (Non-RES)

$52.54

Employee + Family w/o Aerobics (RES)

$55.95

Employee Family w/o Aerobics (Non-RES)

$71.02

Employee Family with Aerobics (RES)

$63.25

Employee Family with Aerobics (Non-RES)

$78.32

Senior Employee with Aerobics (RES)

$23.88

Senior Employee with Aerobics (Non-RES)

$29.85

4. What does a family consist of?

Those individuals you claim as your dependent on your tax form, can be placed on your family pass. Be ready to give proof of dependency if asked by Keller Pointe.

5. What is a group exercise add-on?

Group exercise add-on allows all members on the pass to participate in both land and water aerobics offered at Keller Pointe.

6. Where is the facility?

The address is 405 Rufe Snow Dr., Keller, TX 76248.

2. What is the benefit to KISD employees by joining The Keller Pointe through payroll deduction?

The City of Keller and KISD have an agreement to provide KISD employees annual passes to Keller Pointe and you pay through payroll deduction.

3. Who qualifies as a resident vs. non-resident?

To qualify as a Resident (RES), your home must be located within the City of Keller, and your property taxes must be paid to the City of Keller, otherwise you are considered a Non-Resident (Non-Res).

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Sick Leave Bank

EMPLOYEE BENEFITS

KISD

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

•

To become a member, a one-time donation of two sick days are required, unless the Sick Leave Bank goes below a certain level. Once the donation has been made, the membership will continue the duration of the employment. You can enroll in the Sick Leave Bank during your Annual Open Enrollment.

•

The purpose of the Sick Leave Bank is to provide additional sick leave days to members of the bank in the event of the employee or the employee's spouse, parent, son, or daughter experiencing a catastrophic illness or injury. To request days from the bank, an employee must have exhausted all paid leave and vacation leave.

•

Sick leave days from the bank must be approved by the District's Sick Leave Bank Committee.

•

Employees must fill out the SLB Application, and their doctors must fill out the Physician Form. All forms can be found on THEbenefitsHUB at www.mybenefitshub.com/kellerisd.

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Basic Life and AD&D

EMPLOYEE BENEFITS

The Hartford

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/kellerisd The group term Life and Accidental Death and Dismemberment (AD&D) insurance available through your employer gives extra protection that you and your family may need. Life and AD&D insurance offers financial protection by providing you coverage in case of an untimely death or an accident that destroys your income-earning ability. Life benefits are dis­bursed to your beneficiaries in a lump sum in the event of your death. To learn more about Life and AD&D insurance, visit www.thehartford.com/employeebenefits.

APPLICANT

LIFE COVERAGE

AD&D COVERAGE

Employee

Benefit: $15,000

AD&D: Included

AD&D BENEFITS – PERCENT OF COVERAGE AMOUNT PER ACCIDENT Covered accidents or death can occur up to 365 days after the accident. The total benefits for all losses due to the same accident will not exceed 100% of your coverage amount.

LOSS FROM ACCIDENT

COVERAGE

Life

100%

Both Hands or Both Feet or Sight of Both Eyes

100%

One Hand and One Foot

100%

Speech and Hearing in Both Ears

100%

Either Hand or Foot and Sight of One Eye

100%

Movement of Both Upper and Lower Limbs (Quadriplegia)

100%

Movement of Both Lower Limbs (Paraplegia)

75%

Movement of Three Limbs (Triplegia)

75%

Movement of the Upper and Lower Limbs of One Side of the Body (Hemiplegia)

50%

Either Hand or Foot

50%

Sight of One Eye

50%

Speech or Hearing in Both Ears

50%

Movement of One Limb (Uniplegia)

25%

Thumb and Index Finger on Either Hand

25%

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Basic Life and AD&D

EMPLOYEE BENEFITS

The Hartford

ASKED & ANSWERED WHO IS ELIGIBLE? You are eligible if you are an active full time employee who works at least 20 hours per week on a regularly scheduled basis.

AM I GUARANTEED COVERAGE? This insurance is guaranteed issue – it is available without having to provide information about your health.

WHEN CAN I ENROLL? Your employer automatically enrolled you for this coverage. If you have not already done so, you must designate a beneficiary.

WHEN DOES THIS INSURANCE BEGIN? This insurance will become effective for you on the date you become eligible. You must be actively at work on the day your coverage takes effect.

WHEN DOES THIS INSURANCE END? This insurance will end when you no longer satisfy the applicable eligibility conditions, premium is unpaid, you are no longer actively working, you leave your employer, or the coverage is no longer offered.

CAN I KEEP THIS INSURANCE IF I LEAVE MY EMPLOYER OR AM NO LONGER A MEMBER OF THIS GROUP? Yes, you can take this life coverage with you. Coverage may be continued for you under an individual conversion life certificate. The specific terms and qualifying events for conversation are described in the certificate. Portability on Basic Life and AD&D is not offered.

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Medical Insurance

EMPLOYEE BENEFITS

Blue Cross Blue Shield 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/kellerisd

BCBS Major Medical Plan (HMO)

BCBS High-Deductible Plan (PPO)

BCBS Essential Plan (PPO)

In-Network

In-Network

Out-of-Network

In-Network

Out-of-Network

Coinsurance

70%/30%

70%/30%

50%/50%

70%/30%

50%/50%

Calendar Year Deductible • Individual • Family

$5,000 $15,000

$3,400 $9,900

$9,000 $27,000

$3,000 $9,000

$7,500 $22,500

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

$9,000 $18,000

$8,000 $16,000

$21,150 $42,300

$9,000 $18,000

$25,650 $51,300

Lifetime Maximum

Unlimited

Unlimited

Unlimited

Unlimited

Unlimited

You Pay Physician Office Copay

You Pay

You Pay

$35 copay

30%¹

50%¹

$30 copay

50%¹

Yes

No

No

No

No

Specialist Office Copay

$65 copay

30%¹

50%¹

$50 copay

50%¹

Prescription Deductible • Individual • Family

$200 $400

Diagnostic Lab and X-ray

$0

30%¹

50%¹

$0

50%¹

Urgent Care Copay

$100 copay

30%¹

50%¹

$100 copay

50%¹

Emergency Room

30%¹

30%¹

30%¹

30%¹

30%¹

Preventive Care/Screening/ Immunization²

$0

$0

50%¹

$0

50%¹

Do you need a referral to see a Specialist?

Non/Out-of-pocket (included in medical ded)

Non/Out-of-pocket (included in medical ded)

¹ The amount you pay after the deductible has been met. ² You may have to pay for services that aren’t preventive. Ask your provider if the services needed are preventive. Then check what your plan will pay. No Charge for child immunizations Out-of-Network through the 6th birthday.

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KELLER INDEPENDENT SCHOOL DISTRICT Keller ISD will educate students to achieve, inspire them to dream, and challenge them to grow, so that they are prepared to be productive members of the community in which they learn, live, and work.

2026 Keller ISD Benefits Keller Independent School District’s Benefit Plan Year is from January 1, 2026 to December 31, 2026 Keller ISD Medical Plans –Blue Cross Blue Shield Member Line: 1-800-521-2227; Account # TX361788 ➢

Visit www.bcbstx.com for detailed information on covered/non-covered items for medical, benefits, as well as to check on claims, and out of pocket maximums.

➢

All Summary Plan Documents and other benefit information can be found on THEbenefitsHUB at www.mybenefitshub.com/kellerisd or on KCloud under the Human Resources icon, then click on Benefits & Wellness.

➢

2026 Medical Plan • Blue Cross Blue Shield (BCBS) In-Network or Out-of-Network Benefits • Prime Therapeutics is our Pharmacy Benefit Manager •

www.MyPrime.com or call 1-800-521-2227

• •

Express Scripts www.express-scripts.com/rx or call 833-715-0942 Accredo Specialty www.accredo.com or call 833-721-1619

Medical Monthly Contributions BCBS High-Deductible Plan (PPO) Total Monthly Premium*

Employer Contribution

Employee Cost

Employee Only

$540.38

$275.00

$265.38

Employee and Spouse

$1,492.62

$275.00

$1,217.62

Employee and Child(ren)

$1,209.82

$275.00

$934.82

Employee and Family

$2,203.58

$275.00

$1,928.58

BCBS Major Medical Plan (HMO) Total Monthly Premium*

Employer Contribution

Employee Cost

Employee Only

$792.60

$275.00

$517.60

Employee and Spouse

$1,754.13

$275.00

$1,470.13

Employee and Child(ren)

$1,462.51

$275.00

$1,187.51

Employee and Family

$2,479.45

$275.00

$2,204.45

BCBS Essential Plan (PPO) Total Monthly Premium*

Employer Contribution

Employee Cost

Employee Only

$1,349.24

$275.00

$1,074.24

Employee and Spouse

$2,643.34

$275.00

$2,368.34

Employee and Child(ren)

$2,281.91

$275.00

$2,006.91

Employee and Family

$3,730.08

$275.00

$3,455.08

*Premium adjusted to meet affordability.

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Hospital Indemnity

EMPLOYEE BENEFITS

Voya

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/kellerisd

What is Hospital Confinement Indemnity Insurance?

Hospital Confinement Indemnity Insurance pays a daily benefit if you have a covered stay in a hospital*, critical care unit or rehabilitation facility. The benefit amount is determined by the type of facility and the number of days you stay. You have the option to elect Hospital Confinement Indemnity Insurance to meet your needs. Hospital Confinement Indemnity Insurance is a limited benefit policy. It is not health insurance, and does not satisfy the requirement of minimum essential coverage under the Affordable Care Act.

Your children - to age 26. Coverage is available only if employee coverage is elected. *The use of “spouse” in this document means a person insured as a spouse as described in the certificate of insurance or rider.

Please contact your employer for more information.

•

What Hospital Confinement Indemnity Insurance benefits are available?

The following list is a summary of the benefits provided by Hospital Confinement Indemnity Insurance. For a list of standard exclusions and limitations, go to the end of this document. For a complete description of your available benefits, exclusions and limitations, see your certificate of insurance and any riders.

• You have the option to purchase a daily benefit amount of $100, $200, or $300 • The benefit amounts paid depend on the type of facility and the number of days of confinement: • Hospital Admission—The initial hospital confinement benefit ($500 for Plan 1, $750 for Plan 2, or $1,000 for Plan 3).

• Hospital—The benefit is 1x the daily benefit amount ($100, $200 or $300), up to 30 days per confinement.

• Intensive Care Unit (ICU)—The benefit is 2x the daily benefit amount ($200, $400 or $600), up to 15 days per confinement.

• Rehabilitation facility—The benefit is one-half of the daily benefit amount ($50, $100 or $150), up to 30 days per confinement.

Features of Hospital Confinement Indemnity Insurance include: • Guaranteed Issue: No medical questions or tests are required for coverage.

• Flexible: You can use the benefit payments for any purpose you like.

• Portable: If you leave your current employer or retire, you can take the policy with you and select from a variety of payment plans.

*A hospital does not include an institution or part of an institution used as: a hospice care unit; a convalescent home; a rest or nursing facility; a free- standing surgical center; a rehabilitative center; an extended care facility; a skilled nursing facility; or a facility primarily affording custodial, educational care, or care or treatment for persons suffering from mental diseases or disorders, or care for the aged, or drug or alcohol addiction.

“Critical care unit” and “rehabilitative facility” are specifically defined in this policy. See the certificate for details.

How can Hospital Confinement Indemnity Insurance help? Below are a few examples of how your Hospital Confinement Indemnity Insurance benefit could be used (coverage amounts may vary): • Medical expenses, such as deductibles and copays • Travel, food, and lodging expenses for family members • Childcare • Everyday expenses like utilities and groceries

Hospital Indemnity

Who is eligible for Hospital Confinement Indemnity Insurance?

• You - all active employees working 20+ hours per week.

• Your spouse - coverage is available only if employee coverage is elected.

Plan 1

Plan 2

Plan 3

Employee Only

$5.73

$11.46

$17.19

Employee and Spouse

$12.03

$24.06

$36.09

Employee and Child(ren)

$11.07

$22.13

$33.20

Employee and Family

$17.37

$34.73

$52.10

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Critical Illness Insurance

EMPLOYEE BENEFITS

Voya

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, childcare, etc.

For full plan details, please visit your benefit website: www.mybenefitshub.com/kellerisd What is Critical Illness Insurance?

Critical Illness Insurance pays a lump-sum benefit if you are diagnosed with a covered illness or condition. Critical Illness Insurance is a limited benefit policy. It is not health insurance and does not satisfy the requirement of minimum essential coverage under the Affordable Care Act.

Your plan includes the Restoration Benefit*, which provides a one-time restoration of 100% of the maximum benefit amount in order to pay an additional benefit if you experience a second covered illness for a different condition.

Your plan also includes the Recurrence Benefit*, which allows you to receive a benefit for the same condition a second time.

It ’s important to note that in order for the second covered illness or the second occurrence of the illness to be covered, it must occur after 12 consecutive months without the occurrence of any covered critical illness named in your certificate, including the illness from the first benefit payment.

For what critical illnesses and conditions are benefits available?

Base Module • Heart attack • Major organ failure • Stroke • Permanent paralysis • Coronary artery bypass (25%) • End stage renal (kidney) • Coma failure Cancer Module • Cancer • Carcinoma in situ (25%) • Skin cancer (10%) Module A • Benign brain tumor • Occupational HIV • Deafness • Blindness

If a partial benefit is paid out, it will not reduce the available maximum benefit amount for the illnesses or diseases in that same module. If you have reached the benefit limit by receiving the maximum benefit in each module, you may choose to end your coverage; however, if you have coverage for your spouse and/or child(ren), you must continue your coverage in order to keep their coverage active. Please see the certificate of coverage for details. *This benefit does not apply to the cancer module.

Who is eligible for Critical Illness Insurance?

• You—all active employees working 20 hours or more per week.

• Your spouse*— coverage is available only if employee coverage is elected.

• Your child(ren)— to age 26. Coverage is available only if employee coverage is elected.

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

*The use of “spouse” in this document means a person insured as a spouse as described in the certificate of insurance or rider. This may include domestic partners or civil union partners as defined by the group policy. Please contact your employer for more information.

What Maximum Critical Illness Benefit am I eligible for?

• For you: $5,000-$30,000 in $5,000 increments.

• For your spouse: $5,000-$15,000 in $5,000 increments, not to exceed 100% of employee election.

• For each covered child(ren): $1,000, $2,500, $5,000 or $10,000, not to exceed 50% of employee election.

How many times can I receive the Maximum Critical Illness Benefit?

Usually you are only able to receive the Maximum Critical Illness Benefit for one covered illness or disease within each module.

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Critical Illness (per $1,000) Employee $0.24 $0.25 $0.28 $0.36 $0.51 $0.74 $1.05 $1.44 $2.01 $2.96 $4.13

Spouse $0.24 $0.25 $0.28 $0.36 $0.51 $0.74 $1.05 $1.44 $2.01 $2.96 $4.13

Accident Insurance

EMPLOYEE BENEFITS

Voya

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/kellerisd

What is Accident Insurance?

Accident Insurance pays you benefits for specific injuries and events resulting from a covered accident. The amount paid depends on the type of injury and care received.

Accident Insurance is a limited benefit policy. It is not health insurance, and does not satisfy the requirement of minimum essential coverage under the Affordable Care Act.

Accident Employee Employee + Spouse Employee + Child(ren) Family

$2.71 $4.75 $6.09 $8.13

Who is eligible for Accident Insurance?

• You—all active employees working 20+ hours per week.

• Your spouse*— coverage is available only if employee coverage is elected.

• Your child(ren)— to age 26. Coverage is available only if employee coverage is elected. *The use of “spouse” in this document means a person insured as a spouse as described in the certificate of insurance or rider. Please contact your employer for more information.

You may qualify to receive benefits for items listed below, as long as they are the result of a covered accident. See the certificate of insurance and any riders for specific details.

• Accident hospital care • Follow-up care • Common Injuries Other features of Accident Insurance include: • Guaranteed Issue: No medical questions or tests required for coverage.

• Flexible: You can use the benefit money for any purpose you like.

• Payroll deductions: Premiums are paid through convenient payroll deductions.

What accident benefits are available?

The following list includes the benefits provided by Accident Insurance. The benefit amounts paid depend on the type of injury and care received. You may be required to seek care for your injury within a set amount of time. Note that there may be some variation by state. For a list of standard exclusions and limitations, go to the end of this document.

For a complete description of your available benefits, along with applicable provisions, exclusions and limitations, see your certificate of insurance and any riders.

How can Accident Insurance help?

Below are a few examples of how your Accident Insurance benefits could be used: • Medical expenses, such as deductibles and copays • Home health care costs • Lost income due to lost time at work • Everyday expenses like utilities and groceries

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Accident Insurance

EMPLOYEE BENEFITS

Voya

Event Accident hospital care Surgery open abdominal, thoracic Surgery exploratory or without repair Blood, plasma, platelets Hospital admission Hospital confinement per day, up to 365 days Critical care unit confinement per day, up to 15 days Rehabilitation facility confinement per day, up to 90 days Coma duration of 14 or more days Transportation per trip, up to three per accident Lodging per day, up to 30 days Accident care Initial doctor visit Urgent care facility treatment Emergency room treatment Ground ambulance Air ambulance Follow-up doctor treatment Chiropractic treatment up to six per accident Medical equipment Physical or occupational therapy up to six per accident Speech therapy up to six per accident Prosthetic device (one) Prosthetic device (two or more) Major diagnostic exam Outpatient surgery (one per accident) X-ray Common injuries Burns second degree, at least 36% of the body Burns third degree, at least nine, but less than 35 square inches of the body Burns third degree, 35 or more square inches of the body Skin grafts Emergency dental work: crown Extraction Eye injury removal of foreign object Eye injury surgery Dislocations Hip joint Knee Ankle or foot bone(s) other than toes Shoulder

Benefit Benefit $1,000 $140 $500 $1,125 $250 $400 $150 $14,500 $650 $150 Benefit $75 $200 $200 $300 $1,250 $75 $40 $125 $40 $40 $625 $1,000 $200 $200 $60 $1,125 $6,000 $12,500 50% of the burn benefit $300 $75 $80 $275 Non-surgical/ surgical repair $3,200/$6,400 $2,000/$4,000 $1,200/$2,400 $1,500/$3,000 19 Return to TOC

Dental Insurance

EMPLOYEE BENEFITS

Cigna

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

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

Our dental plan helps you maintain good oral health through affordable options for preventive care, including regular checkups and other dental work. Premium contributions are deducted from your paycheck on a pretax basis. Coverage is provided through Cigna Dental.

How to Find a Dentist Visit hcpdirectory.cigna.com/ or call (800) 244-6224 to find an in-network dentist. Your network will be Total Cigna DPPO. How to Request a New ID Card You can access your ID card by downloading the “MyCigna” app. Visit www.mycigna.com or contact Cigna directly at (800) 244-6224 for more information.

DHMO In-Network Only

Calendar Year Deductible Individual Family Calendar Year Benefit Maximum Per individual Preventive Services Cleanings, complete series X-rays, exams Basic Services Fillings, simple extractions Major Services Bridges, crowns, dentures, endodontics, periodontics, major oral surgery

Low Plan In-Network

High Plan

Out-of-Network

1

$0 $0

$50 $150

Unlimited

$1,500

You Pay

You Pay

In-Network

Out-of-Network1

$50 $150 $1,500

$1,500

You Pay

$0

$0

10%

$0

$0

You pay a fee per service

40%2

40%2

20%2

20%2

You pay a fee per service

50%2

50%2

50%2

50%2

50%2

50%2

50%2

50%2

You pay a fee per service Employee Per-paycheck Contributions Orthodontia

Employee

$18.50

$31.23

$41.58

Employee & Spouse

$36.09

$60.98

$81.17

Employee & Child(ren)

$44.23

$74.59

$99.27

Employee & Family

$58.49

$98.78

$131.27

You will be reimbursed up to the Maximum Allowable Charge (MAC) for services received from an out-of-network dentist. You are responsible for charges in excess of the MAC. 2 The amount you pay after the deductible has been met.

1

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Dental Insurance

EMPLOYEE BENEFITS

Cigna

DENTAL - LOW PLAN Network Options Reimbursement Levels

In-Network Total Cigna DPPO Network

See Non-Network

Based on Contracted Fees

Maximum Reimbursable Charge

Calendar Year Benefits Maximum $1,500 (Class I, II, III, V and IX expenses) Calendar Year Deductible $50 per person Individual $150 per family Family Benefit Highlights Plan Pays You Pay Class I - Preventive & Diagnostic Care 90% Oral Evaluations, Prophylaxis: routine cleanings, X-rays: routine, Fluoride Application Sealants: No No Charge per tooth, Space Maintainers: non-orthodontic, Emergency Care to Relieve Pain Deductible 60% 40% Class II - Basic Restorative Care After After Restorative: fillings, Oral Surgery: minor, X-rays: non-routine Deductible Deductible Class III - Major Restorative Care Inlays and Onlays, Prosthesis Over Implant, Crowns: prefabricated stainless steel / resin, 50% 50% Crowns: permanent cast and porcelain, Bridges and Dentures, Oral Surgery: major, After After Anesthesia: general and IV sedation, Periodontics: minor and major, Endodontics: minor and Deductible Deductible major, Repairs: bridges, crowns and inlays, Repairs: dentures, Denture Relines, Rebases and Adjustments 50% 50% Class V - TMJ After After Occlusal orthotic device and adjustment Deductible Deductible 50% 50% Class IX - Implants After After Deductible Deductible Benefit Plan Provisions:

Out-of-Network

Reimbursement

$1,500

$50 per person $150 per family Plan Pays 90% No Deductible 60% After Deductible

You Pay 10% No Deductible 40% After Deductible

50% After Deductible

50% After Deductible

50% After Deductible 50% After Deductible

50% After Deductible 50% After Deductible

In-Network Reimbursement For services provided by a Cigna Dental PPO network dentist, Cigna Dental with Discount Schedule. Class ll reimburses the dentist according to a Fee Schedule.

Non-Network Reimbursement For services provided by a non-network dentist, Cigna Dental will reimburse dentist; may balance bill up to their usual fees according to the Maximum Allowable Charge.

Late Entrant Limitation Provision Payment will be reduced by 50% for Class III services for 12 months outside of the designated open enrollment period. This provision does not apply to new hires. Eligible members are allowed to enroll in this plan.

DHMO PLAN

If you enroll in the DHMO plan, you must select a Primary Care Dentist (PCD) from the DHMO network directory to manage your care. Each eligible dependent may choose their own PCD. The Patient Charge Schedule applies only when covered dental services are performed by your in-network dentist through Cigna. Not all Network Dentists perform all listed services, and it is suggested to check with your In-Network Dentist in advance of receiving services. Dental services are unlimited; you pay fixed co­pays, there are no deductibles, and there are no claim forms to file. There is no coverage for services provided without a referral from your PCD or if you seek care from out-of-network providers. Please refer to the link below for patient charge schedule details on your benefit website.

How do I find an In-network Dentist? Visit: https://hcpdirectory.cigna.com/ or call (800) 244-6224 to find an in-network dentist. Your network will be Cigna Dental Care DHMO. Dental Rates Employee Only Employee and Spouse Employee and Child(ren) Employee and Family

High Plan $41.58 $81.17 $99.27 $131.27

Low Plan $31.23 $60.98 $74.59 $98.78 21 Return to TOC

DHMO $18.50 $36.09 $44.23 $58.49

Vision Insurance

EMPLOYEE BENEFITS

Superior Vision 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/kellerisd

How to Print your Vision ID Card:

To obtain your Superior Vision ID card, log onto www.mybenefitshub.com/KellerISD and download a generic card from the vision tab.

Once you have printed your card, simply write your name on the front of the card.

Copays Exam Materials1 Contact lens fitting (standard and specialty)

Services/frequency $10 $0 $25

Exam Frame Contact lens fitting

1 per Calendar Year 1 per Calendar Year 1 per Calendar Year

Lenses Contact lenses

Vision Employee Only Employee and 1 Dependent Employee and Family

$9.96 $19.30 $28.37

1 Pair per Calendar Year 1 Allowance per Calendar Year

Benefits through Superior National Network

In-network

Out-of-network

Exam (ophthalmologist)

Covered in full

Up to $42 retail

Exam (optometrist)

Covered in full

Up to $37 retail

$150 retail allowance

Up to $81 retail

Contact lens fitting (standard )

Covered in full

Not covered

Contact lens fitting (specialty )

$50 retail allowance

Not covered

Single vision

Covered in full

Up to $32 retail

Bifocal

Covered in full

Up to $46 retail

Trifocal

Covered in full

Up to $61 retail

Covered at lined trifocal level

Up to $61 retail

$150 retail allowance

Up to $100 retail

Frames 2

2

Lenses (standard) per pair

Progressives lens upgrade Contact lenses3

Co-pays apply to in-network benefits; co-pays for out-of-network visits are deducted from reimbursements.

1.

2.

3.

Materials co-pay applies to lenses and frames only, not contact lenses 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 wears toric, gas permeable, or multi-focal lenses.

Contact lenses are in lieu of eyeglass lenses and frames benefit.

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Dental & Vision Discount Program

EMPLOYEE BENEFITS

QCD

This is not an insurance plan. This discount program only provides discounted dental and vision fees.

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

Dental Discount Program

Dental & Vision Discount Program

The QCD of America Dental & Vision Benefit Program is a managed cost program offering a large selection of highly qualified private practice dental and optical professionals.

Employee Only

The QCD Philosophy

QCD believes that you should pay the lowest monthly cost possible for comprehensive dental and vision benefit coverage for your family. The member benefits from significant cost savings when and if services are used.

When selecting dental benefits, QCD makes good financial sense.

QCD allows you to allocate more of your benefit expenditures to your rising medical costs. A single dental procedure (Root Canal and Crown) could cost you as much as $2,000 with no coverage.

The QCD program will allow you to save up to 60% on the total cost – that could be as much as $1,200 in savings and enough to fund your family’s monthly dental and vision benefit costs for several years.

• No Claim Forms, Deductibles or Coverage Maximums • Immediate Coverage for all Pre-Existing Conditions • Orthodontics (Braces) for Children and Adults

Need more information?

• • • • • • •

Employee and Child(ren)

$10.00

Employee and Family

$14.00

SAMPLE DENTAL PROCEDURE

Why Select QCD?

FEE PAID NATIONAL SAVINGS WITH QCD AVERAGE WITH QCD OF DENTAL OF AMERICA® FEES AMERICA®

Oral Exam

$9

$35

74%

Full Mouth X-Ray

$28

$77

64%

Teeth Cleaning

$24

$54

56%

Amalgam (1 Surface)

$28

$79

65%

Simple Extraction

$36

$80

55%

Root Canal (1 Canal)

$185

$387

52%

$350

$652

46%

$400

$770

48%

Porcelain w/ Metal Crown (lab fees additional) Complete Upper or Lower Denture

Contact QCD Membership Services Department (972) 726-0444 or (800) 229-0304 See the last page for your enrollment form Visit the QCD website at www.qcdofamerica.com Print ID cards at: https://www.qcdofamerica.com/ printcard/ Find a dentist at: https://www.qcdofamerica.com/find-a­ dentist/ Please enter Group ID KELLR to print ID cards. You will also need your subscriber ID#. Contact the QCD office if you do not have this information.

No Charge

(lab fees additional)

• • • •

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Please select any dentist within the QCD Affiliated Dentist Team and make an appointment.

Please be sure to identify yourself as a QCD member, and the reduced fee schedule will apply to all charges.

Please call the QCD Member Services Department at (972) 726-0444 or (800) 229-0304 for assistance.

Information may be obtained from the web at www.qcdofamerica.com

Dental & Vision Discount Program QCD

Vision Discount Program

EMPLOYEE BENEFITS

Value Added Features Lens 1-2-3! Membership – Free Membership up to 50% Laser Vision Correction Discount; up to 25% off Provider’s U & C up to 25%.

Davis Vision is pleased to provide you with a no-cost, traditional vision Discount Program that provides significant discounts on eye exams, lenses, frames and additional eyewear options. For more details, see the Accessing Provider Information section on the reverse side.

Eye Examination – Members will receive a 15% discount on their comprehensive eye examination including dilation (when professionally indicated).

The Discount Program entitles you to the following discounts off usual and customary fees:

Eyewear (Frames and Spectacle Lenses or Contact Lenses) – Members will be entitled to substantial and verifiable savings on all of their eyewear needs. Discounts are uniform nationally and represent pricing well below average retail prices. These discounts are based on published industry standard costs, not markdowns from artificially inflated prices.

Comprehensive Eye Exam Complete Eye Examination 15% Discount off Usual & Customary Contact Lens Examination 15% Discount off Usual & Customary Average Frame Patient Price Discount Priced up to $70 Retail $40 40% Priced over $70 Retail $40 plus 28% 10% off the amount over $70 Spectacle Lenses (Uncoated Plastic) Single $35 30% Bifocal $55 27% Trifocal $65 28% Lenticular $110 31% Lens Options (Add to lens price above) Standard Progressive $75 50% Premium Progressive $125 35%-60% Glass Lenses $18 40% Polycarbonate Lenses $30 50% Blended Invisible Bifocals $20 60% Intermediate Vision Lenses $30 80% Scratch Resistant Coating $20 33%-66% Standard Anti-Reflective $45 20% Coating Ultraviolet Coating $15 25% Solid Tint $10 30% Gradient Tint $12 20% Photochromic Lenses $35 20%-45% Plastic Photosensitive Lenses $65 35%-55% High Index Lenses $55 40% Conventional 20% off Provider’s Usual & Customary 20% Disposable/Planned Replacement 10% off Provider’s Usual & Customary 10%

Significant Savings – Client surveys indicate that programs providing discounts off retail prices of eyeglasses are subject to abuse due to the high associated markups of over 300% throughout the optical industry. Consequently, these programs do not result in a true “value-add” for the beneficiary. The proposed fixed-fee discounted pricing schedule provides both verifiable savings and benefit uniformity for all members from coast to coast.

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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/kellerisd

EDUCATOR DISABILITY INSURANCE OVERVIEW What is Educator Disability Insurance?

Why do I need Disability Insurance Coverage?

Educator Disability insurance combines the features of a short-term and long-term disability plan into one policy. The coverage pays you a portion of your earnings if you cannot work because of a disabling illness or injury. The plan gives you the flexibility to choose a level of coverage to suit your need.

You have the opportunity to purchase Disability Insurance through your employer. This highlight sheet is an overview of your Disability Insurance. Once a group policy is issued to your employer, a certificate of insurance will be available to explain your coverage in detail.

• More than half of all personal bankruptcies and mortgage foreclosures are a consequence of disability • The average worker faces a 1 in 3 chance of suffering a job loss lasting 90 days or more due to a disability • Only 50% of American adults indicate they have enough savings to cover three months of living expenses in the event they’re not earning any income

ELIGIBILITY AND ENROLLMENT Eligibility

Enrollment Effective Date Actively at Work

FEATURES OF THE PLAN Benefit Amount

Elimination Period

You are eligible if you are an active employee who works at least 20 hours per week on a regularly scheduled basis.

You can enroll in coverage within 31 days of your date of hire or during your annual enrollment period.

Coverage goes into effect subject to the terms and conditions of the policy. You must satisfy the definition of Actively at Work with your employer on the day your coverage takes effect.

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.

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.

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 more due to a disability, the elimination period will be waived, and benefits will be payable from the first day of hospitalization.

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Disability Insurance

EMPLOYEE BENEFITS

The Hartford

PROVISIONS OF THE PLAN Definition of Disability

Pre-Existing Condition Limitation

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.

Once 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.

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 three 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 three 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 four weeks.

How to File a Claim

Instructions on how to file a claim can be found on your Employee Benefits Portal under Disability. To file a claim, call this number: (866) 278-2655.

Disability - per $100 in benefit (minimum $200 benefit) Elimination Period Plan A Plan B 0/3 $3.71 $2.76 14/14 $2.99 $2.62 30/30 $2.70 $2.34 60/60 $2.24 $1.52 90/90 $1.67 $1.14 180/180 $1.27 $0.91

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Voluntary Life Insurance

EMPLOYEE BENEFITS

The Hartford

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.

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

Voluntary Life Coverage Guaranteed coverage amount for Self Maximum coverage amount for Self Minimum coverage amount for Self Guaranteed coverage amount for Spouse Maximum coverage amount for Spouse Minimum coverage amount for Spouse Guaranteed coverage amount for dependent children to 26 years

$250,000 7 times your annual salary ($500,000 maximum in increments of $10,000) $10,000 $20,000 100% of the employee coverage amount ($350,000 maximum in increments of $10,000) $10,000 $10,000

AM I GUARANTEED COVERAGE? If you are newly eligible and elect an amount that exceeds the Guaranteed Issue amount of $250,000, you will need to provide evidence of insurability that is satisfactory to The Hartford before the excess can become effective.

If you are currently participating in this coverage you may increase your current coverage by 2 increments, not to exceed $250,000 providing evidence of insurability. If you were previously eligible and are electing coverage for the first time, you may elect coverage in the amount of 2 increments, without providing evidence of insurability. Additional coverage amounts will require evidence of insurability that is satisfactory to The Hartford before the excess can become effective.

For your spouse coverage, if you are newly eligible and elect an amount that exceeds the Guaranteed Issue amount of $20,000, your spouse will need to provide evidence of insurability that is satisfactory to The Hartford before the excess can become effective.

If your spouse is currently participating in this coverage you may increase your spouse’s current coverage by 1 Increment, not to exceed $20,000 without providing evidence of insurability. If you were previously eligible and are electing spouse coverage for the first time, you may elect coverage in the amount of 2 Increments. Additional coverage amounts will require your spouse to provide evidence of insurability that is satisfactory to The Hartford before the excess can become effective.

GROUP LIFE INSURANCE REDUCTION To 65% at age 65; 45% at age 70; 30% at age 75; 20% at age 80 27 Return to TOC

Voluntary Group Life - per $10,000 in coverage Age Employee Spouse 0-29 $0.40 $0.20 30-34 $0.50 $0.25 35-39 $0.50 $0.30 40-44 $0.60 $0.35 45-49 $0.90 $0.50 50-54 $1.40 $0.80 55-59 $2.60 $1.45 60-64 $4.10 $2.25 65-69 $7.70 $4.30 70+ $12.60 $7.00 NOTE: Spouse rates based on employee’s age Voluntary Group Life - Child(ren) $5,000.00 $10,000.00 0-26 $0.35 $0.70

Voluntary AD&D Insurance

EMPLOYEE BENEFITS

The Hartford

ABOUT LIFE AND AD&D 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/kellerisd

AD&D BENEFITS – PERCENT OF COVERAGE AMOUNT PER ACCIDENT Covered accidents or death can occur up to 365 days after the accident. The total benefit will not exceed 100% of your coverage amount.

LOSS FROM ACCIDENT COVERAGE AMOUNT Life 100% Both Hands or Both Feet or Sight of Both Eyes 100% One Hand and One Foot 100% Speech and Hearing in Both Ears 100% Either Hand or Foot and Sight of One Eye 100% Movement of Both Upper and Lower Limbs (Quadriplegia) 100% Movement of Both Lower Limbs (Paraplegia) 75% Movement of Three Limbs (Triplegia) 75% Movement of the Upper and Lower Limbs of One Side of the Body (Hemiplegia) 50% Either Hand or Foot 50% Sight of One Eye 50% Speech or Hearing in Both Ears 50% Movement of One Limb (Uniplegia) 25% Thumb and Index Finger of Either Hand 25% GROUP ACCIDENTAL DEATH & DISMEMBERMENT INSURANCE REDUCTION To 65% at age 65; 45% at age 70; 30% at age 75; 20% at age 80.

AD&D Employee Only Employee and Family COVERAGE TIER Spouse Child(ren) Spouse & Child(ren)

$0.02 $0.04 SPOUSE PERCENTAGE 50% 0% 40%

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SPOUSE PERCENTAGE 0% 15% 10%

&ůĞdžŝďůĞ ^ƉĞŶĚŝŶŐ ĐĐŽƵŶƚƐ Flexible Spending Accounts National Benefit Services (NBS) EĂƚŝŽŶĂů ĞŶĞĨŝƚ ^ĞƌǀŝĐĞƐ ;E ^Ϳ

EMPLOYEE EMPLOYEE BENEFITS 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: ŵLJŶďƐďĞŶĞĨŝƚƐ͘ĐŽŵ

There are three types of Flexible Spending Accounts you may be able to choose from. An FSA can only be partnered with the Essential or Major Medical Plan. You may not participate in an FSA if you or your spouse is contributing to an HSA account. ,ĞĂůƚŚ &ůĞdžŝďůĞ^ ƉĞŶĚŝŶŐ ĐĐŽƵŶƚ ;&^ Ϳ dŚĞ ,ĞĂůƚŚ &^ ĂůůŽǁƐ LJŽƵ ƚŽ ƉĂLJ ĨŽƌ ŵĞĚŝĐĂů͕ ĚĞŶƚĂů͕ ĂŶĚ ǀŝƐŝŽŶ ĞdžƉĞŶƐĞƐ ĨŽƌ LJŽƵƌƐĞůĨ ĂŶĚ LJŽƵƌ ĞůŝŐŝďůĞ ĚĞƉĞŶĚĞŶƚƐ͘ &Žƌ ƉůĂŶ LJĞĂƌƐ ƚŚĂƚ ƐƚĂƌƚ ŝŶ 2026͕ LJŽƵ ŵĂLJ ĐŽŶƚƌŝďƵƚĞ ƵƉ ƚŽ Ψ2,400 ƚŽ LJŽƵƌ ,ĞĂůƚŚ &^ ͘ dŚŝƐ ďĞŶĞĨŝƚ ŝƐ ĨƵŶĚĞĚ ƵƉͲ ĨƌŽŶƚ͕ ƐŽ LJŽƵ ǁŝůů ŚĂǀĞ ĂĐĐĞƐƐ ƚŽ LJŽƵƌ ǁŚŽůĞ ĂŶŶƵĂů ĞůĞĐƚŝŽŶ ŽŶ ƚŚĞ ĨŝƌƐƚ ĚĂLJ ŽĨ ƚŚĞ ƉůĂŶ LJĞĂƌ͘ zŽƵ ĐĂŶ ƵƐĞ LJŽƵƌ E ^ ^ŵĂƌƚ Ğďŝƚ ĂƌĚ ƚŽ ƉĂLJ ĨŽƌ ĞdžƉĞŶƐĞƐ Žƌ ƉĂLJ ŽƵƚ ŽĨ ƉŽĐŬĞƚ ĂŶĚ ƐƵďŵŝƚ ĐůĂŝŵƐ ĨŽƌ ƌĞŝŵďƵƌƐĞŵĞŶƚ͘ ^ŽŵĞ ĞdžĂŵƉůĞƐ ŽĨ ĐŽŵŵŽŶ ĞůŝŐŝďůĞ ĞdžƉĞŶƐĞƐ ĂƌĞ ĐŽͲƉĂLJƐ ĂŶĚ ĚĞĚƵĐƚŝďůĞƐ͕ ŽƌƚŚŽĚŽŶƚŝĂ͕ ĞLJĞŐůĂƐƐĞƐ͕ ƉƌĞƐĐƌŝƉƚŝŽŶ ŵĞĚŝĐŝŶĞƐ͕ ŵĞŶƐƚƌƵĂů ĐĂƌĞ ƉƌŽĚƵĐƚƐ͕ ŽǀĞƌͲƚŚĞͲĐŽƵŶƚĞƌ ŵĞĚŝĐŝŶĞƐ͕ ĐŚŝƌŽƉƌĂĐƚŽƌ͕ ŚĞĂƌŝŶŐ ĂŝĚƐ͕ ŵŽŶŝƚŽƌŝŶŐ ĚĞǀŝĐĞƐ ;ďůŽŽĚ ƉƌĞƐƐƵƌĞ͕ ĐŚŽůĞƐƚĞƌŽůͿ͕ ƉŚLJƐŝĐĂů ƚŚĞƌĂƉLJ͕ ůĂƐĞƌ ĞLJĞ ƐƵƌŐĞƌLJ͕ ĂŶĚ ŵĂŶLJ ŵŽƌĞ͘ ŽŵƉůĞƚĞ ůŝƐƚƐ ŽĨ ĞůŝŐŝďůĞ ĂŶĚ ŶŽŶͲĞůŝŐŝďůĞ ĞdžƉĞŶƐĞƐ ĐĂŶ ďĞ ĨŽƵŶĚ ŝŶ /Z^ P Publication 502͘ ΎdŚĞ &^ ŝƐ Ă “ƵƐĞͲŝƚͲŽƌͲůŽƐĞͲŝƚ” ďĞŶĞĨŝƚ͕ ƐŽ ƉůĂŶ ĐĂƌĞĨƵůůLJ ƚŽ ĞŶƐƵƌĞ LJŽƵ ĚŽŶ’ƚ ĨŽƌĨĞŝƚ ĨƵŶĚƐ͘ zŽƵƌ ĞŵƉůŽLJĞƌ ŵĂLJ ŽĨĨĞƌ LJŽƵ Ă ŐƌĂĐĞ ƉĞƌŝŽĚ Žƌ ƌŽůůŽǀĞƌ ŽƉƚŝŽŶ͘ ZĞĨĞƌ ƚŽ LJŽƵƌ ^ƵŵŵĂƌLJ WůĂŶ ĞƐĐƌŝƉƚŝŽŶ ;^W Ϳ ĨŽƌ ŵŽƌĞ ŝŶĨŽƌŵĂƚŝŽŶ͘

>ŝŵŝƚĞĚͲWƵƌƉŽƐĞ &ůĞdžŝďůĞ ^ƉĞŶĚŝŶŐ ĐĐŽƵŶƚ ;>&^ Ϳ /Ĩ LJŽƵ ĐŽŶƚƌŝďƵƚĞ ƚŽ Ă ,ĞĂůƚŚ ^ĂǀŝŶŐƐ ĐĐŽƵŶƚ͕ LJŽƵ ĐĂŶŶŽƚ ƉĂƌƚŝĐŝƉĂƚĞ ŝŶ ƚŚĞ ,ĞĂůƚŚ &^ ͘ ,ŽǁĞǀĞƌ͕ LJŽƵƌ ĞŵƉůŽLJĞƌ ŵĂLJ ŽĨĨĞƌ LJŽƵ ƚŚĞ ŽƉƚŝŽŶ ƚŽ ƉĂƌƚŝĐŝƉĂƚĞ ŝŶ Ă >ŝŵŝƚĞĚ ,ĞĂůƚŚ &ůĞdžŝďůĞ ^ƉĞŶĚŝŶŐ ĐĐŽƵŶƚ ;>&^ Ϳ͘ dŚĞ >&^ ŝƐ ƐŝŵŝůĂƌ ƚŽ ƚŚĞ ,ĞĂůƚŚ &^ , ďƵƚ ŝƐ ĚĞƐŝŐŶĞĚ ƚŽ ďĞ ƉĂŝƌĞĚ ǁŝƚŚ Ă ,ĞĂůƚŚ ^ĂǀŝŶŐƐ ĐĐŽƵŶƚ͘ dŚĞ >&^ ǁŝůů ĂůůŽǁ LJŽƵ ƚŽ ďĞ ƌĞŝŵďƵƌƐĞĚ ĨŽƌ ŽƵƚͲŽĨͲƉŽĐŬĞƚ ĚĞŶƚĂů ĂŶĚ ǀŝƐŝŽŶ ĞdžƉĞŶƐĞƐ ŝŶĐƵƌƌĞĚ ďLJ LJŽƵ ĂŶĚ LJŽƵƌ ĚĞƉĞŶĚĞŶƚƐ͘ E ^ ^ŵĂƌƚ Ğďŝƚ ĂƌĚ /Ĩ LJŽƵ ƉĂƌƚŝĐŝƉĂƚĞ ŝŶ ƚŚĞ &^ Žƌ >&^ ďĞŶĞĨŝƚƐ͕ LJŽƵ ǁŝůů ƌĞĐĞŝǀĞ Ă ĐĂƌĚ ŝŶ ƚŚĞ ŵĂŝů͘ zŽƵ ĐĂŶ ƵƐĞ ƚŚŝƐ ĐĂƌĚ ƚŽ ƉĂLJ ĨŽƌ ĞůŝŐŝďůĞ ĞdžƉĞŶƐĞƐ͕ ƚŚƵƐ ĂǀŽŝĚŝŶŐ ŽƵƚͲŽĨͲƉŽĐŬĞƚ ĞdžƉĞŶƐĞƐ ĂŶĚ ƐƵďŵŝƚƚŝŶŐ ĐůĂŝŵ ĨŽƌŵƐ͘ WůĞĂƐĞ ŵĂŬĞ ƐƵƌĞ LJŽƵ ŬĞĞƉ ĂŶLJ ďŝůůƐ͕ ƌĞĐĞŝƉƚƐ͕ ƐƚĂƚĞŵĞŶƚƐ͕ ĂŶĚͬŽƌ ĞdžƉůĂŶĂƚŝŽŶƐ ŽĨ ďĞŶĞĨŝƚƐ ; K ƐͿ ĐŽƌƌĞƐƉŽŶĚŝŶŐ ƚŽ LJŽƵƌ ĐĂƌĚ ƉƵƌĐŚĂƐĞƐ͘ zŽƵ ŵĂLJ ďĞ ĂƐŬĞĚ ƚŽ ƐƵďƐƚĂŶƚŝĂƚĞ LJŽƵƌ ƉƵƌĐŚĂƐĞ ƚŽ ƐŚŽǁ ŝƚ ǁĂƐ ĂŶ ĞůŝŐŝďůĞ ĞdžƉĞŶƐĞ͘ 29 Return to TOC

&ůĞdžŝďůĞ ^ƉĞŶĚŝŶŐ ĐĐŽƵŶƚƐ Flexible Spending Accounts

EMPLOYEE BENEFITS

National Benefit Services (NBS) EĂƚŝŽŶĂů ĞŶĞĨŝƚ ^ĞƌǀŝĐĞƐ ;E ^Ϳ

ĞƉĞŶĚĞŶƚ ĂƌĞ &^ ĂŬĂ ĞƉĞŶĚĞŶƚ ĂƌĞ ƐƐŝƐƚĂŶĐĞ WƌŽŐƌĂŵ ; WͿ dŚĞ ĞƉĞŶĚĞŶƚ ĂƌĞ &ůĞdžŝďůĞ ^ƉĞŶĚŝŶŐ ĐĐŽƵŶƚ ; WͿ ĞŶĂďůĞƐ LJŽƵ ƚŽ ƉĂLJ ĨŽƌ ŽƵƚͲŽĨͲƉŽĐŬĞƚ͕ ǁŽƌŬͲƌĞůĂƚĞĚ ĚĞƉĞŶĚĞŶƚ ĚĂLJĐĂƌĞ ĞdžƉĞŶƐĞƐ ƵƐŝŶŐ ƉƌĞͲƚĂdž ĨƵŶĚƐ͘ WůĞĂƐĞ ƐĞĞ LJŽƵƌ ^ƵŵŵĂƌLJ WůĂŶ ĞƐĐƌŝƉƚŝŽŶ ;^W Ϳ ĨŽƌ ƚŚĞ ĚĞĨŝŶŝƚŝŽŶ ŽĨ ĞůŝŐŝďůĞ ĚĞƉĞŶĚĞŶƚ͘ 'ĞŶĞƌĂůůLJ͕ LJŽƵƌ ƌĞŝŵďƵƌƐĞŵĞŶƚ ŵĂLJ ŶŽƚ ĞdžĐĞĞĚ ƚŚĞ ůĞƐƐĞƌ ŽĨ͗ ;ĂͿ Ψϱ͕ϬϬϬ ;ŝĨ LJŽƵ ĂƌĞ ŵĂƌƌŝĞĚ ĨŝůŝŶŐ Ă ũŽŝŶƚ ƌĞƚƵƌŶ Žƌ LJŽƵ ĂƌĞ ŚĞĂĚ ŽĨ Ă ŚŽƵƐĞŚŽůĚͿ Žƌ ΨϮ͕ϱϬϬ ;ŝĨ LJŽƵ ĂƌĞ ŵĂƌƌŝĞĚ ĨŝůŝŶŐ ƐĞƉĂƌĂƚĞ returns); (b) your taxable compensation; (c) your spouse’s actual or deemed earned income. džĂŵƉůĞƐ ŽĨ ĞůŝŐŝďůĞ ĞdžƉĞŶƐĞƐ͗ ➢ ĞĨŽƌĞ ĂŶĚ ĂĨƚĞƌ ƐĐŚŽŽůͬĞdžƚĞŶĚĞĚ ĚĂLJ ƉƌŽŐƌĂŵƐ ➢ ĂLJĐĂƌĞ ŝŶ LJŽƵƌ ŚŽŵĞ Žƌ ĞůƐĞǁŚĞƌĞ ➢ ĂƐĞ ĐŽƐƚ ŽĨ ĚĂLJ ĐĂŵƉƐ Žƌ ƐŝŵŝůĂƌ ƉƌŽŐƌĂŵƐ

džĂŵƉůĞƐ ŽĨ ŝŶĞůŝŐŝďůĞ ĞdžƉĞŶƐĞƐ͗ ➢ ^ĐŚŽŽůŝŶŐ ĨŽƌ Ă ĐŚŝůĚ ŝŶ ŬŝŶĚĞƌŐĂƌƚĞŶ Žƌ ĂďŽǀĞ ➢ ĂďLJƐŝƚƚĞƌ ǁŚŝůĞ LJŽƵ ŐŽ ƚŽ ƚŚĞ ŵŽǀŝĞƐ Žƌ ĚŝŶŶĞƌ ➢ ŽƐƚ ŽĨ ŽǀĞƌŶŝŐŚƚ ĐĂŵƉƐ

WƐ ĂƌĞ ŶŽƚ ĨƵŶĚĞĚ ƵƉͲĨƌŽŶƚ ůŝŬĞ ,ĞĂůƚŚ &^ Ɛ͘ zŽƵ ǁŝůů ŐĂŝŶ ĂĐĐĞƐƐ ƚŽ LJŽƵƌ ĐŽŶƚƌŝďƵƚŝŽŶƐ ŽŶůLJ ĂĨƚĞƌ ƚŚĞLJ ĂƌĞ ĚĞĚƵĐƚĞĚ ĨƌŽŵ LJŽƵƌ ƉĂLJĐŚĞĐŬ͘ zŽƵ ŵĂLJ ĐŚŽŽƐĞ ƚŽ ďĞ ƌĞŝŵďƵƌƐĞĚ ĂƵƚŽŵĂƚŝĐĂůůLJ ĞĂĐŚ ƉĂLJ ƉĞƌŝŽĚ ďLJ ĨŝůůŝŶŐ ŽƵƚ ĂŶĚ ƐƵďŵŝƚƚŝŶŐ ƚŚĞ ŽŶƚŝŶƵĂů ZĞŝŵďƵƌƐĞŵĞŶƚ ĨŽƌŵ Ăƚ ƚŚĞ ďĞŐŝŶŶŝŶŐ ŽĨ ƚŚĞ ƉůĂŶ LJĞĂƌ͘ ůƚĞƌŶĂƚŝǀĞůLJ͕ LJŽƵ ĐĂŶ ĐŚŽŽƐĞ ƚŽ ƐƵďŵŝƚ ŝŶĚŝǀŝĚƵĂů ĐůĂŝŵƐ ĨŽƌ ƌĞŝŵďƵƌƐĞŵĞŶƚ͘ ^ŽŵĞ ĞŵƉůŽLJĞƌƐ ŵĂLJ ĂůůŽǁ LJŽƵ ƚŽ ƵƐĞ LJŽƵƌ E ^ ^ŵĂƌƚ Ğďŝƚ ĐĂƌĚ ƚŽ ƉĂLJ LJŽƵƌ ĚĞƉĞŶĚĞŶƚ ĐĂƌĞ ƉƌŽǀŝĚĞƌ͘ ZĞǀŝĞǁ LJŽƵƌ ^ƵŵŵĂƌLJ WůĂŶ ĞƐĐƌŝƉƚŝŽŶ ;^W Ϳ zŽƵƌ ^ƵŵŵĂƌLJ WůĂŶ ĞƐĐƌŝƉƚŝŽŶ ;^W Ϳ ǁŝůů ŐŝǀĞ LJŽƵ ŝŵƉŽƌƚĂŶƚ ŝŶĨŽƌŵĂƚŝŽŶ ĂďŽƵƚ ƚŚĞƐĞ ďĞŶĞĨŝƚƐ ƚŚĂƚ ŝƐ ƐƉĞĐŝĨŝĐ ƚŽ LJŽƵƌ ĞŵƉůŽLJĞƌ’s plan͘ WůĞĂƐĞ ƌĞĂĚ LJŽƵƌ ^W ƐŽ LJŽƵ ƵŶĚĞƌƐƚĂŶĚ LJŽƵƌ ƐƉĞŶĚŝŶŐ ĚĞĂĚůŝŶĞ͕ ĚĞĂĚůŝŶĞ ƚŽ ƐƵďŵŝƚ ĐůĂŝŵƐ͕ ǁŚĞƚŚĞƌ LJŽƵ ŚĂǀĞ Ă ŐƌĂĐĞ ƉĞƌŝŽĚ ĂŶĚ ŝĨ ƐŽ͕ ǁŚĞŶ ŝƚ ĞŶĚƐ͕ ǁŚĞƚŚĞƌ LJŽƵ ŚĂǀĞ ƚŚĞ ŽƉƚŝŽŶ ƚŽ ĐĂƌƌLJŽǀĞƌ ƐŽŵĞ ƌĞŵĂŝŶŝŶŐ &^ ĨƵŶĚƐ ĂŶĚ ŝĨ ƐŽ͕ ŚŽǁ ŵƵĐŚ͕ ǁŚŝĐŚ ƋƵĂůŝĨLJŝŶŐ ůŝĨĞ ĞǀĞŶƚƐ ŵĂLJ ĂůůŽǁ LJŽƵ ƚŽ ĐŚĂŶŐĞ LJŽƵƌ ĞůĞĐƚŝŽŶƐ ŽƵƚƐŝĚĞ ŽĨ ŽƉĞŶ ĞŶƌŽůůŵĞŶƚ͕ ĂŶĚ ŵŽƌĞ͘ E ^ ^ĞƌǀŝĐĞ ĞŶƚĞƌ E ^ WĂƌƚŝĐŝƉĂŶƚ WŽƌƚĂů ĂŶĚ DŽďŝůĞ ƉƉ KƵƌ ĚĞĚŝĐĂƚĞĚ ƐĞƌǀŝĐĞ ĐĞŶƚĞƌ ŝƐ ĂǀĂŝůĂďůĞ ƚŽ ŚĞůƉ ǁŝƚŚ ĂŶLJ ŽĨ LJŽƵƌ ŝŶĚŝǀŝĚƵĂů ŶĞĞĚƐ͕ ŝŶĐůƵĚŝŶŐ ĂĐĐĞƐƐŝŶŐ dŽ ŐĞƚ ƚŚĞ ŵŽƐƚ ŽƵƚ ŽĨ LJŽƵƌ ďĞŶĞĨŝƚƐ͕ ƌĞŐŝƐƚĞƌ ĨŽƌ ŽƵƌ ƉĂƌƚŝĐŝƉĂŶƚ ƉŽƌƚĂů ĂŶĚͬŽƌ ĚŽǁŶůŽĂĚ ŽƵƌ ŵŽďŝůĞ ĂƉƉ͘ LJŽƵƌ ĂĐĐŽƵŶƚ͕ ƋƵĞƐƚŝŽŶƐ ĂďŽƵƚ LJŽƵƌ ďĞŶĞĨŝƚƐ͕ ĂŶĚ KŶ ƚŚĞ ƉŽƌƚĂů ĂŶĚ ĂƉƉ͕ LJŽƵ ĐĂŶ ƐƵďŵŝƚ ĐůĂŝŵƐ͕ ƉĂLJ ƌĞƋƵĞƐƚŝŶŐ ŶĞǁ ĚĞďŝƚ ĐĂƌĚƐ͘ ƉƌŽǀŝĚĞƌƐ͕ ĐŚĞĐŬ LJŽƵƌ ďĂůĂŶĐĞ͕ ƐĞƚ ƵƉ ĚŝƌĞĐƚ ĚĞƉŽƐŝƚ͕ ŽƌĚĞƌ ĐĂƌĚƐ ĨŽƌ LJŽƵƌ ĚĞƉĞŶĚĞŶƚƐ ĂŶĚ ƌĞƉůĂĐĞŵĞŶƚ WŚŽŶĞ͗ (ϴϱϱ) ϯϵϵͲϯϬϯϱ͕ ŽƉƚŝŽŶ Ϯ ĐĂƌĚƐ͕ ƌĞǀŝĞǁ ƚƌĂŶƐĂĐƚŝŽŶƐ ĂŶĚ ƐƉĞŶĚŝŶŐ ĚĞĂĚůŝŶĞƐ͕ &Ădž͗ ;ϴϰϰͿ ϰϯϴͲϭϰϵϲ ŵĂŶĂŐĞ LJŽƵƌ ĂůĞƌƚƐ͕ ĂŶĚ ŵŽƌĞ͘ ŵĂŝů͗ ƐĞƌǀŝĐĞΛŶďƐďĞŶĞĨŝƚƐ͘ĐŽŵ dŽ ƌĞŐŝƐƚĞƌ͕ ǀŝƐŝƚ ŚƚƚƉ͗ͬ​ͬŵLJŶďƐďĞŶĞĨŝƚƐ͘ĐŽŵ͕ͬ ĐůŝĐŬ “Register” in the top right corner, and follow the ƉƌŽŵƉƚƐ͘ zŽƵƌ ĞŵƉůŽLJĞĞ / ŝƐ LJŽƵƌ ^^E͘

,ŽƵƌƐ ŽĨ KƉĞƌĂƚŝŽŶ͗ ϳ͗ϬϬ Ă͘ŵ͘ Ͳ ϳ͗ϬϬ Ɖ͘ŵ͘ d DŽŶ Ͳ &ƌŝ ^ĐĂŶ ƚŽ ĂĐĐĞƐƐ ƚŚĞ E ^ ƉŽƌƚĂů͊

Health Savings Account (HSA) Optum Bank

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 year, however however,only only that have deposited in your account canused. be used. thosethose fundsfunds that have beenbeen deposited in your account can be 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 full plan plan details, details, please please visit visit your your benefit benefit website: website: For www.mybeneitshub.com/kellerisd www.mybenefitshub.com/kellerisd

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 anytime 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 Optum Bank. 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 Optum Bank 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 – $4,150 • Family (filing jointly) – $8,300

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

Call/Text: (866) 556-8298: 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 (866) 556-8298.

Virtual Services

EMPLOYEE BENEFITS

Blue Cross Blue Shield ABOUT VIRTUAL SERVICES Virtual Services allow you to seek non-emergency medical care virtually at anytime, anywhere. Do not use virtual services for serious or lifethreatening emergencies.

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

Marathon Health’s Virtual Services – Employees are eligible to utilize the Marathon Health’s Virtual Services from anywhere, anytime! Virtual Services provided by Marathon Health include primary care, routine check-ups, acute care visits, chronic condition management and mental health.

If you choose the BCBS Essential or Major Medical Plan, there is no cost for any of the visits. If you chose the BCBS High Deductible Health Plan, there will be a $10 fee per visit for acute care visits. There may be a fee for different lab draws depending on what you have done through your virtual visit. Marathon Health’s CareAnywhere and LiveBetter programs information is below: To schedule an appointment: • Call (817) 993-6889 Monday through Friday from 6:00 a.m. to 7:00 p.m. CT. • Visit www.my.marathon-health.com Virtual Visits through BCBS – Log in to www.bcbstx.com and choose from provider sites where you can register for a virtual visit. Payments are $35 for the Major Medical plan and $30 for the Essential plan.

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Notes

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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 Keller 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 anytime with or without notice.

Rate Sheet General Disclaimer: The rate information provided in this guide is subject to change at anytime 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 Keller 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/KELLERISD