Benefits Guide 2026

2026 Benefits Guide Amy Bronson, Dean, School of Physician Assistant Studies

Dear Colleagues: I am happy to present to you Pepperdine’s 2026 benefits offerings.

The University has long prioritized offering competitive benefits to faculty and staff, understanding holistic care for employees and their families is of utmost importance. In addition to its comprehensive medical plans, Pepperdine also offers tuition remission programs, generous paid time off, access to world-class facilities and academic programs, opportunities for personal, professional, and spiritual development, a vibrant campus community, and meaningful work through our mission.

In its commitment to providing comprehensive medical insurance, Pepperdine will continue to offer an HMO plan through Kaiser Permanente, as well as two HMO plans and a high deductible plan through Aetna. Additionally, Pepperdine provides you with tax savings through pretax premium contributions, a health savings account, multiple flexible spending accounts, and various complementary insurance options.

Please review this Benefits Guide to make informed selections for 2026 coverage:

• Medical • Dental

• Vision • Legal

• Supplemental Life • Supplemental Health

Take advantage of many resources outlined on the Benefits Enrollment Portal at mybenefits.pepperdine.edu to assist you in selecting the coverage that is best for you and your family.

Benefits play an important role in the Pepperdine experience, and we remain grateful for the excellent resources available at the University. Thank you for the many ways you contribute to the Pepperdine community, and Human Resources is ready to assist you.

Sincerely,

Sean Michael Phillips Associate Vice President, Human Resources and Business Services

Contents 2026 Open Enrollment........................................................................................................................... 2 2026 Benefits at a Glance...................................................................................................................... 3 Eligibility................................................................................................................................................... 4 Coverage.................................................................................................................................................. 5 Medical Plans: How They Work............................................................................................................ 6 Medical Plans: 2026 Plan Highlights...................................................................................................... 8 Health Savings Account (HSA)........................................................................................................... 10 Flexible Spending Accounts (FSA)..................................................................................................... 11 Dental..................................................................................................................................................... 12 Vision....................................................................................................................................................... 13 Voluntary Benefits................................................................................................................................ 14 Transamerica 403(b) Retirement Plan.............................................................................................. 18 Financial Planning Services................................................................................................................ 19 Health Advocate/EAP.......................................................................................................................... 20 Child Care Resources........................................................................................................................... 21 Engagement and Wellness.................................................................................................................22 Tuition Remission and Exchange Programs.................................................................................... 24 Legal and Notice Requirements........................................................................................................ 26

1

WHAT IS NEW IN 2026: MEDICAL BENEFITS. In keeping with our benefits philosophy, medical and pharmacy plans have been adjusted to maintain comprehensive coverage while carefully managing the impact of rising healthcare costs. In addition to monthly premium rate increases, the following plan updates are in place for 2026: • Aetna Broad HMO will now include a $250/$500 deductible, depending on coverage tier.

• Aetna HDHP has revised coinsurance rates for in- and out-of-network services.

• All Aetna plans will have a change in prescription drug coverage. While all medically required prescriptions will continue to be covered, some members may be impacted. Resources are available for you and your doctor to navigate such impacts, and please contact Human Resources (benefits@pepperdine.edu) with questions.

CONTINUING TO SUPPORT EMPLOYEES WITH RISING COSTS. In an effort to protect household budgets from significant increases in a single year, Pepperdine will provide the following benefits to employees in the plans with highest cost increases: • FREE JANUARY 2026 PREMIUM FOR AETNA MEMBERS. As an added benefit to aid employees with rising premium rates, the University will cover all costs for medical premiums (all coverage tiers for Aetna plans only) for the month of January 2026.

• FSA FUNDING FOR AETNA BROAD HMO. Employees enrolled in the Aetna Broad HMO plan on January 1, 2026, will receive an FSA contribution from the University of $125 or $250 (depending on coverage tier) to assist with out-of-pocket costs associated with the new deductible.

• VOLUNTARY DISABILITY INSURANCE (VDI). Faculty and staff overwhelmingly voted yes for Pepperdine to adopt a VDI Plan effective January 1, 2026, which will save faculty and staff more than $700,000 collectively every year.

DENTAL BENEFITS. The Delta Dental PPO plan has a small premium increase and now covers diagnostic and preventive services that do not count toward the $2,000 maximum annual benefit, allowing coverage to go even further.

VOLUNTARY BENEFITS. Accident, Hospital Indemnity, and Critical Illness Plans have expanded coverage without increased costs. Additionally, faculty and staff now have the option to choose Identity & Fraud Protection Plans.

LIFE INSURANCE. Effective January 1, 2026, the core Basic Life Insurance coverage that employees receive automatically will be reduced from 2x to 1x the employee’s base salary to align with common practice. Employees may continue to elect or apply for supplemental Voluntary Life Insurance to achieve their desired level of coverage.

2026 Open Enrollment

OPEN ENROLLMENT: OCTOBER 27–NOVEMBER 10, 2025 Open Enrollment is your annual opportunity to compare offered plans and enroll in the coverage best suited for you and your family in the new year. Keep these topics in mind when choosing a plan:

• Identify your specific healthcare needs • Consider monthly premiums, deductibles, copayments 2

• Research which providers and hospitals are in your area • Review out-of-pocket maximums per plan

2026 Benefits at a Glance Pepperdine provides a set of core benefits at no cost to faculty and staff. Employees are auto-enrolled in core benefits and offered the opportunity to elect coverage in optional benefits.

CORE BENEFITS

• Accidental Death and Dismemberment Insurance equal to 2x your base annual salary1 • Business Travel Accidental Death Insurance equal to 5x your base annual salary1 • Employee Assistance Program (EAP) • Health Advocate Program • Long-Term Disability Coverage for 66.67% of your base monthly salary to a maximum benefit of $12,000 per month • Term Life Insurance equal to 1x your base annual salary1 Benefit coverage may be reduced as outlined in its policy.

Note: Core benefits based on annual base salary are capped at $1,000,000.

1

OPTIONAL BENEFITS

• Medical • Dental • Vision • Health Savings Account (HSA) • Flexible Spending Accounts (FSA) covering health and dependent care expenses • Accident Plan • Critical Illness Plan • Hospital Indemnity Plan • Identity & Fraud Protection Plans • Legal Plan • Pet Insurance • Supplemental Term Life Insurance If you do not enroll in insurance benefits within 30 days of initial eligibility and again during annual Open Enrollment, you will be automatically waived from coverage for the duration of the plan year.

Visit mybenefits.pepperdine.edu to enroll in your benefits. Faculty and staff hired after Open Enrollment will receive benefits information at the time of hire.

3

Eligibility You’re eligible to enroll in insurance benefits if:

• You are an active, regularly assigned full-time staff employee, working a minimum of 30 hours per week (except where applicable law requires a lesser number of hours).

• You are an active staff employee in an approved “9–12 month” position, working a minimum of 30 hours per week.

• You are an active full-time faculty member employed under a regular (non-adjunct) faculty contract, serving in at least a three-quarter time appointment (.75 FTE) each academic year.

ELIGIBLE DEPENDENTS As an eligible employee, you are allowed to carry the following family members on your benefit plan with the needed guidelines:*

• Your legally married spouse (unless in active service in the Armed Forces) • Your domestic partner (legally registered with the State of California under AB205 and SB30) • Your children under age 26 • Your children include your legally adopted children and children who are placed in your physical custody for adoption.

• Your children also include each of your stepchildren and children for whom you or your spouse have been appointed legal guardian by a court of law.

• Special rules apply for children with disabilities. Contact Human Resources at benefits@pepperdine.edu for more information.

SPOUSES WORKING AT PEPPERDINE If you and your spouse are employed in a benefits-eligible position at Pepperdine, each of you will be offered insurance coverage individually. Each of you may choose your own coverage under different plans; however, eligible children may be covered by only one of you.

Enrolling as a single-family unit will allow you to take advantage of family deductible maximums and other out-of-pocket costs, though there may be insurance premium implications. Check with your tax advisor on tax implications.

* Note: Plan coverage is governed by more formal legal plan documents. Applicable laws and insurance contracts may also affect coverage. While every effort has been made to provide clear and accurate information, in the event of any discrepancy between these materials and the official plan documents and contracts, the plan documents or contracts will govern.

Please do not interpret any statement in this booklet to mean that your participation in the University’s benefits program is a guarantee of continued employment or is intended to be an employment contract of any form.

The University reserves the right to change, suspend, amend, or end the benefits program and the terms on which benefits, if any, will be available to its employees. The University shall have the right to amend the plan at any time and to any extent it deems advisable, provided; however, that the Board of Regents shall retain the exclusive authority to terminate the plan.

Healthcare providers are not agents of Pepperdine University. Healthcare providers are solely responsible for the delivery of healthcare services. Pepperdine University is not liable for acts or omissions of any healthcare provider or plan you have chosen.

4

Coverage NEW EMPLOYEES Benefits coverage begins the first day of the month, coinciding with or immediately following your date of full-time employment. Your benefits will remain in effect through December 31.*

WAYS TO ENROLL During Open Enrollment CURRENT EMPLOYEES When you elect benefits during Open Enrollment, your choices take effect on January 1, 2026.

Your benefits will remain in effect through December 31, 2026.* Please contact Human Resources for coverage support if you or your enrolled dependent(s) become hospital-confined on January 1, 2026. * contingent on continued employment in a benefits-eligible position

SELF-SERVICE ENROLLMENT mybenefits.pepperdine.edu

OR WITH AN ENROLLMENT COUNSELOR To schedule a virtual appointment with an enrollment counselor, call 310.506.6967.

HAVE A QUALIFYING LIFE EVENT? Qualifying life events represent a significant change in an employee’s situation that could make them eligible for a Special Enrollment period. A Special Enrollment allows employees to enroll in health insurance outside the annual Open Enrollment period.

If you experience a qualifying life event, you may edit your current benefit elections on the benefits portal within 30 days of the event date. Otherwise, you will have to wait until the next Open Enrollment window to make changes to your benefits.

Qualifying events may include:

• Marriage or entry into a registered domestic partnership • Birth, adoption, or legal placement of a child • Divorce • Death of an enrolled dependent • Loss of existing health coverage, including job-based, self-funded, and student-held plans • Permanent relocation of your residence to or outside of California A complete list of qualifying life events can be found on the benefits portal, mybenefits.pepperdine.edu.

5

Medical Plans: How They Work At Pepperdine, we want to make it easy for you to understand your benefits and feel confident in your choices. Please take a moment to read through these details to help guide your benefit elections.

GLOSSARY Primary Care Provider (PCP):

• Get to know you and your medical history; • Guide you on important health decisions and direct your care; and

• Refer you to other doctors and facilities if you need specialized care and services.

When electing an HMO, you will automatically be assigned a primary care physician. However, you may change your PCP by contacting the Member Benefits (Kaiser) or Concierge Benefits (Aetna) phone number located on the back of your medical card and on your Pepperdine benefits portal, mybenefits.pepperdine.edu. Assignment of a PCP is only required for employees and their dependent(s) enrolled in an HMO plan and is not required for anyone in the HDHP. Preventive care refers to health services that are focused on preventing illness or detecting health issues at an early stage, before they become more serious or costly to treat. These services are covered at no cost to you and are not subject to the deductible when received from in-network providers.

They are designed to help you stay healthy, reduce the risk of disease, and improve long-term health outcomes.

In-network refers to providers, such as primary care physicians, specialists, facilities, and hospitals, who are contracted to provide medical care to the insurance carrier’s members.

Out-of-network refers to a healthcare provider, facility, or hospital you choose for services that are not contracted with your insurance carrier.

This could be because the doctor or facility is not listed in the insurance carrier’s online Provider Directory. Another example could be the provider does not accept or stops taking insurance (e.g., a provider transitions to a private or “concierge” practice).

6

• For HMO plans, you are responsible for 100% of the cost.

• For the HDHP, you are responsible for a portion of the costs up to the respective out-of-pocket maximum.

Service area refers to a location in which an HMO plan may offer coverage. All Pepperdine HMO plans require the employee to reside in California to be considered for coverage.

Out-of-area medical benefits refers to employees or their enrolled dependent(s) who live outside or transferred from an HMO service area.

• The Aetna HDHP is available to employees residing

outside of California and outside the HMO service areas.

• Employees with dependents residing outside

of California or those working from the State of Hawaii should contact Human Resources at benefits@pepperdine.edu for more information on available medical plans.

Prior Authorization (sometimes called pre-authorization or pre-certification) is approval from your insurance before you can receive certain medical services, tests, or prescriptions.

Your doctor will usually request this on your behalf, and it helps confirm that your plan will cover the care. Without prior authorization, the service or medication may not be paid for by your insurance. Prior Authorization must be approved by your insurance before a drug may be administered or procedure may be performed, or your insurance may deny the claim.

Step Therapy is when your insurance asks you to try a comparable, lower-cost or preferred medication first to see if it works, before approving coverage for a more expensive or brand-name option. If the first option doesn’t work, your doctor can request approval for the next step.

A Drug List (or prescription formulary) is your plan’s guide to which medications are covered, how much they cost, and whether any special steps are needed to get them.

HOW THE PLANS COMPARE HMO Plans are ideal for employees who want simple, convenient care with predictable costs. Members and their enrolled dependent(s) must choose a primary care physician (PCP) to guide their treatment and coordinate all specialist care–which all takes place in a fixed, quality network to keep costs low.

High Deductible Health Plans (HDHP) give employees the broadest access in provider choice and do not require members to choose a PCP. HDHPs typically have higher out-of-pocket costs until the annual deductible has been met. Once the deductible is met, insurance will pay the larger portion of medical expenses while employees continue to pay a smaller portion until the annual out-of-pocket maximum is reached.

FEATURE

HMO

HDHP

Primary Care Provider (PCP)

Required

Not Required

Flexibility in Choosing Providers

Limited to a specific network

High

Referrals Needed to See Specialists

Required

Not Required

Care Coordination

All care is coordinated through the member’s PCP and the PCP’s network of specialists and facilities.

Care is generally coordinated by the member

Limited to In-Network Coverage

Yes (except emergency care)

No (but subject to higher deductible)

Out-of-Pocket Costs

Typically lower

Typically higher

Benefit Pairings

Pairs with a Health FSA (Flexible Spending Account) which is a pre-tax benefit account that allows employees to set aside money from their paycheck to pay for eligible out-of-pocket healthcare expenses. FSA funds are available for use during a given calendar year.

Provides access to a portable Health Savings Account (HSA) for tax-advantaged savings that allows employees to set aside money to pay for qualified medical expenses.

7

Pepperdine University 2026 Medical Kaiser Permanente HMO

Aetna Value Network HMO

No Deductible

No Deductible

• Primary Care

$25 copay

$35 copay

• Specialist

$50 copay

$55 copay

• Hospitalization (per admission)

$500 copay

$500 copay

• Surgical (outpatient)

$250 copay

$250 copay

• Diagnostic (X-ray, labs)

$0 copay

$0 copay

• Complex Imaging

$0 copay

$100 copay

• Emergency Room

$250 copay

$250 copay

• Emergency Transport

$0 copay

$100 copay

• Urgent Care

$25 copay

$25 copay

• Mental health, behavioral health, or substance abuse

Outpatient = $25 copay

Outpatient = $35 copay

Inpatient = $500 copay

Inpatient = $500 copay

Prescription Drugs(1) Copays listed are for a 30-day supply

Generic - $15

Tier 1 - $15

(including dental Rx prescriptions through participating pharmacies only)

Brand - $35

Tier 2 - $35

Specialty - 30% ($150 maximum)

Tier 3 - $60

Deductible (Calendar Year)

Coinsurance or Copays

Out-of-Pocket Maximum (refers to the calendar-year limit of copayments and coinsurance paid toward eligible expenses)

Tier 4 - 30% ($150 maximum) $1,500/Individual

$2,500/Individual

$3,000/Family

$5,000/Family

2026 Employee Monthly Contribution Rates Employee Only

$121

$138

Employee + Child(ren)

$282

$305

Employee + Spouse

$287

$321

Employee + Family

$393

$443

Note: Employees who currently have a 2025 FSA account and enroll in the 2026 Aetna HDHP with an HSA election should make every effort to submit all 2025 Health FSA claims by December 31, 2025, or enrollment in an HSA account may be delayed. Participants with less than $660 in unclaimed funds in their FSA account as of December 31, 2025, will have their remaining 2025 Health FSA balance rolled to a Limited Purpose FSA (LPFSA) for 2026. A LPFSA may be used for the reimbursement of dental and vision expenses in 2026.

(1) All medical plans use a standard pharmacy drug list of covered prescription drugs that is routinely reviewed and updated by the insurance carrier.

8

Plan Highlights Aetna High Deductible Health Plan (HDHP)

Aetna Broad HMO

In-Network

Out-of-Network

$250/Single

$2,000/Single

$3,000/Single

$250/Member(3)

$3,400/Member(2)

$3,400/Member(2)

$500/Family

$4,000/Family

$6,000/Family

After the in-network deductible is met, you pay:

After the out-of-network deductible is met, you pay:

$30 copay

20%

40%

$50 copay

20%

40%

†

$500 copay

20%

40%

$250 copay†

20%

40%

$0 copay

20%

40%

$100 copay

20%

40%

$250 copay†

20%

20%

$100 copay

20%

20%

$25 copay

20%

40%

Outpatient = $30 copay

Outpatient = 20%

Outpatient = 40%

Inpatient = $500 copay†

Inpatient = 20%

Inpatient = 40%

Tier 1 - $15

Tier 1 - $10*

Not Covered

Tier 2 - $35

Tier 2 - $30*

Tier 3 - $60

Tier 3 - $50*

Tier 4 - 30% ($150 maximum)

Tier 4 - 30% ($250 maximum)*

$2,500/Individual

$4,000/Single

$8,000/Single

$2,500/Member

$4,000/Member(2)

$8,000/Member(2)

$5,000/Family

$8,000/Family

$16,000/Family

After your out-of-pocket maximum is reached, the plan pays 100% for the balance of the calendar year.

After your out-of-pocket maximum is reached, the plan pays 100% for the balance of the calendar year.

(3)

$149

$258

$314

$503

$343

$554

$448

$772

These HMO copays are subject to the deductible, and the copay will apply after the deductible has been met. *HDHP prescription medication copays only apply after the deductible has been met. †

(2) Employees with dependents in the HDHP plan will have a per member deductible and per member out-of-pocket limit. No individual family member will be required to pay more than the per member limits, even if the full family deductible or full family limit has not yet been satisfied. Claims incurred within an individual member limit will also concurrently accumulate against the overall family limit.

(3) N o individual family member of an employee with dependents enrolled in the Broad HMO plan will be required to pay more than the per member deductible and per member out-of-pocket limit, even if the full family limit has not yet been satisfied.

9

Health Savings Account (HSA) You can set aside pretax money for eligible healthcare expenses with a Health Savings Account if you are enrolled in a high deductible health insurance plan (Aetna HDHP) and meet other IRS criteria.

With an HSA, you decide how many pretax dollars to contribute to your account each year, up to the IRS-mandated maximum, and use the money to cover eligible medical expenses like deductibles, copays, and coinsurance. Advantageously, your HSA balance will roll over from year to year. Check out the FAQs below to learn more.

Q. Is the Aetna HDHP right for me?

A. Only you can decide. However, it is important to understand that if you choose this coverage option, the plan will pay no benefits other than for preventive services until you meet the annual in-network deductible of $2,000 if you have individual coverage or $4,000 if you have family coverage. This rule applies to the higher annual out-of-network deductible amounts as well.

Q. If I choose the HDHP, do I have to participate in a Health Savings Account (HSA)?

A. No. The decision to participate in an HSA is completely up to you. While HSAs offer tax benefits, you may pay your medical expenses however you choose.

Q. If I choose the Aetna HDHP now, will I be able to elect coverage under a different medical option in the future?

A. Yes. You may change your election during any subsequent annual Open Enrollment. If you experience a qualified life event, you will be able to elect, change or waive coverage as permitted by IRS and HIPAA regulations.

Q. Why would I want to consider the Aetna HDHP coverage?

10

A. B y choosing the Aetna HDHP coverage, you may be able to participate in a Health Savings Account, and you will only pay for the care that you receive. If you do not incur medical expenses, you will save and accumulate the money you contribute to the HSA annually.

Q. What will happen to the money in my HSA if I retire, separate from employment, or select a different plan option in the future?

A. The money in your HSA belongs to you and is portable upon retirement or separation. It will remain in your account until you elect to use it.

Q. What are the eligibility requirements for contributing to an HSA account?

A. To be eligible to contribute, the individual: • Must be covered by a qualifying High Deductible Health Plan (i.e., the Aetna HDHP).

• Cannot be enrolled in Medicare, including automatic Part A coverage.

This typically means that once participants turn age 65, they can no longer fund a Health Savings Account.

• Cannot be covered by other health insurance that is not an HDHP. • Cannot be eligible to be claimed as a dependent on another person’s tax return.

Q. How much can I contribute to an HSA each year?

A. Each year you can contribute an amount equal to the annual IRS limit for HSA contributions. The 2026 limit is $4,400 for single coverage and $8,750 for family coverage. If you are age 55 or older, you can make an additional catch-up contribution of $1,000.

Q. How do I open an HSA? A. If you elect the HDHP medical plan and HSA, your account will be established automatically with Pepperdine’s chosen HSA provider, Chard Snyder.

Q. Can I open an HSA with any HSA provider?

A. Pretax1 contributions may only be made to Pepperdine’s chosen HSA provider through routine payroll deductions.

Q. Will the funds in my account be tax-free?

A. Any funds in your account may be tax-free1 as long as you use this money to pay qualified healthcare expenses. If you use them for another type of expense, this money will become taxable income. You have an obligation to report this money to the IRS if you use it for purposes other than qualified medical expenses.

Q. My spouse and I turn 65 this year and will be enrolled in Medicare Part A. Will we still be able to use the money in our HSA? A. Yes. Even though you cannot contribute to an HSA after you sign up for Medicare, you can keep the account and use the money for qualified healthcare expenses.

1

IMPORTANT TAX INFORMATION Contributions to an HSA are currently tax-free for federal income tax purposes. Contributions to an HSA are subject to California state taxes.

IRS regulations govern all HSAs and transaction rules are subject to change.

Flexible Spending Accounts (FSA) Your benefits package includes a lot more than medical insurance. Pepperdine’s Flexible Spending Accounts (FSA) allow employees to set aside pretax money for eligible healthcare expenses and dependent care costs.

You should know:

• Regardless of the medical plan you elect or if you waive coverage, you may enroll in a Healthcare FSA. • Using pretax dollars means the deductions from your paycheck, which are set aside in your FSA, are not subject to federal income taxes, Social Security, Medicare taxes, and most state income taxes.

• Funds must be used for you or your eligible dependents for federal income tax purposes.

• What you pay out-of-pocket for eligible healthcare expenses (such as deductibles, copayments, coinsurance, eye exam fees,

eyeglasses/contacts costs, prescription and over-the-counter drugs, and dental services) are typically reimbursable through a Healthcare FSA.

• Unused contributions in a Healthcare FSA and Limited Purpose FSA, up to $660, may roll over from 2025 to 2026 if you elect to contribute to a Healthcare or Limited Purpose FSA in 2026.

Note: Many retailers allow you to make eligible purchases with your FSA and HSA card in store and online.

HEALTHCARE, DEPENDENT CARE (DAY CARE), AND LIMITED PURPOSE SPENDING ACCOUNTS We offer these Flexible Spending Accounts: 1. Healthcare: pretax dollars to cover out-of-pocket healthcare expenses.

2. Dependent Care (Day Care): pretax dollars to cover expenses incurred for the supervision of your child(ren) and elderly dependents.

3. Limited Purpose FSA: pretax dollars to cover out-of-pocket dental and vision care expenses.

This type of flexible spending account is available to those who enroll in the Aetna HDHP with HSA election.

You must actively elect either a Healthcare, Limited Purpose, and/or Dependent Care FSA. Your 2025 election will not carry over into the new plan year.

Accounts will be effective January 1, 2026.

11

Dental Dental insurance can help you afford many types of dental care. Pepperdine offers the following dental plans and the option to waive coverage.

DELTA DENTAL Under the Delta Dental plan, you have the option of using a participating provider from Delta Dental’s PPO or Premier networks. By using a dentist from the PPO network, you will automatically receive a greater benefit than the Premier network, including a waived deductible. The maximum annual insurance benefit is $2,000 per insured individual. Orthodontia has a lifetime maximum that is separate from the annual insurance benefit.

DELTACARE USA HMO The DeltaCare USA HMO plan is a managed care dental program that provides benefits through specific providers, and the service area is limited to Southern California. If you select this plan, you must use an in-network dentist to receive insurance benefits. Copayments range from $0 to $300 for certain procedures, and there is no annual deductible under the HMO plan.

To locate an in-network dentist for either plan, please visit deltadentalins.com.

Delta Dental PPO Network

DeltaCare USA HMO

Non-PPO Network

Annual Deductible

None

None for Diagnostic, Preventive, and Orthodontia $50/person for Basic and Major None services (combined) $150 maximum family deductible

Benefit Maximum (Annual)

$2,000

$2,000

None

Orthodontia Maximum (Lifetime)

$2,000

$2,000

None

Coverage

Copays

Preventive and Diagnostic

100%

100%

$0

Basic and Restorative and Oral Surgery

95%

80%

Copays vary according to procedure ($0 to $280)

Major Services

50%

50%

Copays vary according to procedure ($10 to $300)

Implants (pre-authorization required)

50%

50%

No Coverage

Orthodontics

50%

50%

Copayments vary

2026 Employee Monthly Contribution Rates

12

Employee Only

$11.80

$ 3.83

Employee + 1

$28.26

$ 7.62

Employee + 2 or More

$57.35

$11.72

Vision Vision insurance offers savings on routine vision exams, eyeglass frames and lenses, and contacts.

Pepperdine offers the following vision plans and the option to waive coverage.

VSP PLUS Under the VSP Plus plan, you will receive the benefit of obtaining new frames sooner and the option to select an annual enhancement to meet each enrolled family member’s vision needs. Every 12 months, each enrolled member can select one of the available buy-up enhancements at no additional cost.

• Up to a $250 Allowance for Frames or Contact Lenses • Anti-Reflective Coating

• Progressive Lenses • Photochromic Lenses

VSP ESSENTIALS The VSP Essentials plan offers you the option of using a participating provider from VSP’s extensive network or utilizing outof-network providers. Benefits are paid at a higher rate and claims forms are not required when using an in-network provider.

To locate an in-network provider for vision services, please visit vsp.com.

VSP Plus

VSP Essentials

Coverage (in-network)

Included every calendar year

Included every calendar year

Eye Examination

$20 copay

$20 copay

Contact Lens Examination

Up to $60 copay

Up to $60 copay

KidsCare + Vision Therapy

Covered

Covered

Lenses

Included every calendar year

Included every calendar year

Single to Trifocal

Covered in Full

Covered in Full

Lenticular

Covered in Full

Covered in Full

Contact Lenses (in lieu of lenses and frame benefit)

$175 Allowance

$175 Allowance

Frames

Included every calendar year

Included every other calendar year

Retail Frames

$175 Allowance

$175 Allowance

Feature Frame Brands

$195 Allowance

$195 Allowance

Walmart/Sam’s Club/Costco Frames

$100 Allowance

$100 Allowance

2026 Employee Monthly Contribution Rates Employee Only

$15.55

$10.35

Employee + 1

$22.63

$15.07

Employee + 2 or More

$40.64

$27.06

13

Voluntary Benefits Pepperdine offers a suite of after-tax benefits to help protect what is important to you. Plan documents and age-based rates are available to employees through the benefits portal at mybenefits.pepperdine.edu.

METLIFE ACCIDENT PLAN *Expanded Benefit in 2026!

Accident Insurance provides a cash benefit to help cover medical and recovery costs after an accidental injury, easing the financial burden of treatments, hospital stays, and related expenses..

2026 Employee Monthly Contribution Rates Employee Only

$9.27

Employee + 1

$17.98

Employee + 2 or More

$24.01

EXAMPLE OF COVERED BENEFITS Your son slides into home base at his varsity baseball game and breaks his ankle.

• Emergency Room • X-ray • Ankle Closed Fracture

$200 $150 $500

• Crutches (Appliance) • 3 Physical Therapy Visits • Sports Benefit*

$150 $150 $287

TOTAL (Paid directly to You) $1,437

NATIONWIDE PET INSURANCE Pet Insurance helps pay for veterinary care, reimbursing costs for accidents, illnesses, and optional routine care.

2026 Enrollment and Employee Rates To learn more or to enroll, please call 877.738.7874 or visit PetsNationwide.com.

Nationwide’s My Pet Protection ChoiceSM offers two predesigned plans, along with the option to create a customized coverage plan tailored to each pet’s unique care needs. Plans cover:

• Accidents and injuries • Emergency care • Hereditary conditions • Holistic and alternative care

• Illnesses • Procedures • Specialists • Testing and diagnostics

Using coverage is easy:

• Visit any licensed veterinarian • Submit your claim online • Get reimbursed for eligible expenses once the deductible is met 14

METLIFE CRITICAL ILLNESS PLAN *Expanded Benefit in 2026!

Critical Illness Insurance pays a lump-sum benefit if you’re diagnosed with a covered serious illness, helping with medical bills, living expenses, or other costs so you can focus on recovery.

2026 Coverage and Employee Rates Coverage Tiers

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

Coverage Amounts

Available options for each Coverage Tier include $10,000, $20,000, and $30,000.

Monthly Cost

Rates are dependent on the employee’s age, selected tier, and coverage amount.

Employees can view rates on their benefits portal at mybenefits.pepperdine.edu.

EXAMPLE OF COVERED BENEFITS Your husband has been enrolled in the Critical Illness plan for 3 years at $10,000 coverage. Over the 3 years, he experienced significant health challenges confirmed by his medical care team.

• Non-Invasive Cancer • Stroke • Kidney Failure*

$10,000

TOTAL (Paid directly to You)

$22,500

$2,500 $10,000

METLIFE HOSPITAL INDEMNITY PLAN *Expanded Benefit in 2026!

Hospital Indemnity Insurance pays a cash benefit when you’re hospitalized, helping cover out-of-pocket costs for hospital stays, treatments, and recovery that regular health insurance may not fully cover.

2026 Employee Monthly Contribution Rates PLAN OPTIONS

LOW PLAN

HIGH PLAN

Employee Only

$15.07

$29.93

Employee + 1

$23.22

$46.53

Employee + 2 or More

$36.84

$73.79

EXAMPLE OF COVERED BENEFITS You are admitted to the hospital and give birth to a healthy baby. The healthy baby is admitted to the nursery.

Mom and child are discharged after two days.

• Mother Admission • Mother Confinement (2 days) • Newborn Benefit*

LOW PLAN

HIGH PLAN

$500

$1,000

$200

$400

$200

$400

TOTAL (Paid directly to You)

$900

$1,800

15

METLIFE + AURA IDENTITY & FRAUD PROTECTION PLANS New Option in 2026!

MetLife’s Identity & Fraud Protection helps protect your personal information with monitoring tools, fraud alerts, and specialist support for identity recovery.

2026 Employee Monthly Contribution Rates PLAN OPTIONS

STANDARD PLAN

PREMIUM PLAN

Employee Only

$6.45

$8.45

Employee + Family

$10.95

$13.95

Both Plans include a multitude of services within these five categories:

• Identity Theft and Financial Fraud Protection • Scan and Cybercrime Prevention • Digital Parenting and Mental Health*

• Services Restoration & Reimbursement • Smart Family Safety* » Unrestricted family definition

» Child Mental Wellbeing Insights

» Sex Offender Geo Alerts

» Parental Controls

» Secure Family Sharing

» Child Identity Protection *Included with enrollment in “Employee + Family” coverage only.

MetLife + Aura identity and fraud protection helps safeguard what matters most—your identity, finances, assets, family, reputation, and privacy. Review the FAQs below to learn more about this valuable new benefit.

Q. Why is having identity and fraud protection so important?

A. A lmost everything people do happens online, which can put their personal information at risk. Identity and fraud protection helps combat online threats, identity theft, and fraud.

Q. What happens if one of my passwords is compromised?

A. Aura alerts you if your passwords are found on the dark web. It flags vulnerable passwords and uses smart automation to help you replace them and secure your accounts with a single click.

Q. How are my finances protected?

A. Aura monitors your credit, financial accounts, and titles for suspicious activity, alerting you to potential issues.

Q. What is credit monitoring?

A. Credit monitoring helps identify potential financial or identity fraud by tracking inquiries and changes across your credit reports with all three major credit bureaus.

You’ll receive near real-time alerts about suspicious activity, helping you stay informed and protecting your credit score.

Q. Who can I protect with a Family plan?

A. Upon enrollment, you can add up to 10 adults and unlimited children (under age 18) to your Aura plan.

Q. How is my identity protected?

Q. What protections are available for my minor (under A. Aura monitors your personal information — like your Social age 18) children?

Security number, driver’s license, and passport — and A. Aura’s Digital Parenting Suite offers customizable, helps remove your data from broker lists to cut down on easy-to-use tools that give you meaningful insights spam calls and texts. into your child’s digital world and its impact on their mental well-being—while maintaining their privacy. It Q. What kind of online and device security tools are also includes added protections such as child identity available? protection, online predator prevention, parental controls, A. Both plans come with smart safety tools including VPN/ safe gaming features, and more.

Wi-Fi security, antivirus, password manager and more, to protect your online privacy and data.

16

METLIFE LEGAL PLAN The MetLife Pre-Paid Legal Plan gives you, your spouse, and your dependents affordable access to attorneys when you need legal help. You and your eligible family members can use a network of experienced lawyers for many common personal matters—without worrying about hourly fees.

2026 Employee Monthly Contribution Rates $20.79

• Creating a will or estate plan • Buying, selling, or refinancing a home • Adoption or name changes

EXAMPLE OF COVERED BENEFITS

• Traffic ticket defense (non-criminal) • Reviewing personal documents or contracts

When you use a Plan attorney for covered services, there are:

• No claim forms • No copayments

• No deductibles • No waiting periods

VOLUNTARY TERM LIFE INSURANCE Voluntary Life Insurance allows you to purchase extra coverage beyond the employer-provided base plan of 1x your base annual salary, providing a cash benefit to your loved ones if you pass away, with options to cover your spouse and children.

2026 Employee Monthly Contribution Rates Employee Term Life

Rates are dependent on the employee’s age. Employees can view rates on their benefits portal at mybenefits.pepperdine.edu.

Spouse Term Life

Rates are dependent on the individual’s age. Employees can view rates on their benefits portal at mybenefits.pepperdine.edu.

Child(ren) Term Life

$0.50 per month for $2,500 coverage $1.00 per month for $5,000 coverage

TERM LIFE INSURANCE COVERAGE OPTIONS Employee Life Employees can purchase life insurance coverage from $10,000 to $500,000* (in $10,000 increments), up to 5x their base salary.

• New hires may purchase up to $150,000 in guaranteed coverage.

• The total amount of coverage between the base benefit and additional coverage cannot exceed $1,500,000.

Spouse Life

Employees can purchase additional Life coverage for their spouse from $5,000 to $250,000* in increments of $5,000.

• New hires may purchase up to $50,000 in guaranteed coverage.

• Spouse coverage cannot exceed 100% of the employee’s coverage amount.

If both spouses are employed at Pepperdine, neither employee may choose voluntary coverage for themselves and their spouse as a way to increase the life insurance benefit for either individual.

Child Life Employees have the option to elect $2,500 or $5,000 for dependent children up to age 26. *Evidence of Insurability (EOI) and age restriction rules may apply.

17

Transamerica 403(b) Retirement Plan Transamerica serves as Pepperdine’s administrator for its 403(b) retirement savings plan.

EMPLOYER CONTRIBUTIONS Employees become eligible to receive the base and match retirement savings contributions from Pepperdine on the first of the month following one year of service with the University and attainment of age 26.* Once an employee meets both criteria, Pepperdine will automatically begin depositing a 4% base contribution and up to a 6% match contribution into the employee’s Transamerica account. Employer contributions are offered on a pretax basis, and all funds are immediately vested.

To receive the maximum benefit, you only need to contribute 6% of your base earnings.

6%

6%

4%

16%

Employee Contribution

Pepperdine’s Match Contribution

Pepperdine’s Base Contribution

YOUR RETIREMENT SAVINGS PER PAYCHECK

* Eligible employees must be employed directly through Pepperdine and work at least 1,000 hours within one year to meet the service requirement.

EMPLOYEE CONTRIBUTIONS Employees can create an online account and may choose to contribute pretax and/or Roth dollars to their retirement savings account after their first routine paycheck with the University. Employees should visit transamerica.com/portal/pepperdine and select the option to Create An Account or contact Transamerica at 800.755.5801 to establish their retirement savings elections.

AUTO-ENROLLMENT FEATURES Auto-enrollment features are enabled to help with disciplined retirement savings.

• New Hires and Rehires. If an eligible new hire/

rehire does not take action to elect their desired retirement savings contributions, they will be automatically enrolled in a 3% pretax contribution, per paycheck, after 90 days of continuous employment with the University.

• Annually. On August 1 of each year, employees who previously opted

out of retirement contributions will be automatically enrolled in a 3% pretax contribution, per paycheck. Additionally, employees who did not disable the auto-increase feature will have their personal contributions increased by 1% on the anniversary of their auto-enrollment in the retirement savings plan, up to a maximum of 10%.

Employees will receive a notice from Transamerica one month prior to August 1 as a reminder of the annual automatic enrollment features.

RETIREMENT CONSULTATIONS Employees have year-round access to retirement planning resources, workshops, webinars, and one-on-one consultations with Transamerica professionals. To schedule a free retirement savings consultation, please make your reservation at go.pepperdine.edu/hr-benefits.

18

Financial Planning Services Pepperdine offers many resources such as financial education, premier banking, and mortgage lending, to help faculty and staff strengthen their financial well-being thanks to partnerships with Bank of America, Transamerica, and University Credit Union. To further the resources available to you, a no-cost financial planning benefit is available to employees through Benefit Financial Services Group (BFSG).

FREE INVESTMENT AND FINANCIAL GUIDANCE As a faculty or staff member, you have access to a Certified Financial Planner (CFP) who can review your financial situation, help you clarify your financial goals, and develop a financial plan personalized to you. Whether you want to optimize your household budget, pay off debts, plan for upcoming expenses, review your investments, or prepare for retirement, this benefit will provide you with a comprehensive plan to navigate your financial journey.

Watch a short video to learn more at go.pepperdine.edu/financialstrategies.

To get started:

• Schedule an introductory meeting. Reserve an appointment with a Certified Financial Planner by visiting

go.pepperdine.edu/financialplanning. The CFP will discuss your current financial situation, goals, and objectives, as well as the documentation you will need to submit for BFSG to analyze your financial picture and develop a plan personalized to you.

• Review your personalized financial plan. Your planner will present an individualized financial plan to you and discuss implementation and resources to help keep you on track.

• Monitor your progress. Review your financial plan on an annual basis and make revisions as desired and at every major life event.

As fiduciaries, BFSG’s financial planners are obligated to act in your best interest and will never try to sell you insurance or financial products.

19

Health Advocate Pepperdine provides important services at no cost to benefit-eligible employees to assist with a variety of life’s challenges.

EMPLOYEE ASSISTANCE PROGRAM (EAP) Our EAP provides eligible employees and their family members with confidential access to a licensed professional counselor to assist with short-term concerns impacting their life. The program provides 10 virtual counseling sessions, per situation, per person, each year.

Support is available to you, your spouse/domestic partner, your dependent children, parents, and parents-in-law at 866.799.2728. You or your family member will be connected with a professional who will assess the needs at issue and either provide the necessary help or make a cost-effective referral.

Licensed professional counselors can help address:

• Anger, grief, loss, depression • Job stress, burnout, work conflicts • Marital relationships, family, and parenting concerns • Addiction, eating disorders, mental illness

BALANCING WORK AND PERSONAL TIME Employees are encouraged to contact a Work/Life Specialist for assistance with balancing their professional and personal responsibilities.

Work/Life Specialists can help with:

• Locating child care centers and preschools in your area • Researching assisted living, nursing home, and adult day care services • Support with personal, family, and elder law in reconciling identify theft • Assisting with time management, debt management, budgeting, and credit concerns

ADVOCATE SERVICES Advocates are available to support you by:

• Answering questions related to your Pepperdine health insurance • Assisting with medical bills and claims resolution • Finding in-network doctors and facilities near you • Helping connect you with a physician for a second opinion • Planning for the transition to Medicare For a full list of available services through Health Advocate, visit myhealthadvocate.pepperdine.edu.

20

Child Care Resources CHILD CARE SUBSIDY GRANT PROGRAMS The Child Care Subsidy Grant Programs were established by Pepperdine to assist employees with meeting the demands of child care costs. Two grant programs are available to eligible employees:

• A mid-year grant is available to new hires, rehires, and transfers as well as employees who have recently gained an eligible

dependent through birth, adoption, foster placement, legal guardianship, or court order. These employees have 30 days from their event date to apply for the Mid-year Child Care Subsidy Grant. Grants awarded through the mid-year program are funded by the University on a taxable basis and applied to the individual’s taxable gross income per paycheck.

• An annual grant is available to all eligible employees through an annual application and review process during the fall for

funding in the next calendar year. Grants awarded through the Annual Child Care Subsidy Grant program are funded by the University on a pretax basis through its Dependent Care Flexible Spending Account.

Both programs provide a grant of up to $5,000 a year to qualified employees with dependent children ages 12 and under.

To review eligibility requirements and dates applicable to each program, please visit pepperdine.edu/childcareresources.

KINDERCARE Pepperdine has partnered with KinderCare Learning Companies to provide all employees with a 10% tuition discount on child care costs when utilizing a KinderCare Center or Champions site.

Children between the ages of 6 weeks and 12 years old are eligible to participate in this program, and employees only need to provide a recent check stub or their Pepperdine ID for the discount to be applied.

For more information on this benefit or to find a KinderCare Learning Center near you, please visit kindercare.com/pepperdine.

Pepperdine does not endorse any external schools or programs, and parents should research their options to make the best choices for their family.

21

Engagement and Wellness Pepperdine University is a special place to work. Just as we prepare students for meaningful and abundant lives, we also seek to provide faculty and staff with comprehensive and holistic opportunities to thrive personally, professionally, and spiritually. The influence of our distinctive mission, positive work environment, exceptional people of character, professional development opportunities, wellness programming, beautiful campus facilities, access to an outstanding academic community, and more, all compose the rich value of working at Pepperdine. Please review the many elements of total compensation offered to employees dedicated to promoting the University’s mission.

STAFF PAID TIME OFF Pepperdine staff employees accrue vacation and sick leave based on their status (full time vs. part time) and years of service to the University. Faculty may work with their school to coordinate time off and leave details.

Paid Holidays

Paid Floating Holidays

13 days per year (including one full week at Christmas)

2 days per year (after 6 months of service)

Paid Sick Leave

Paid Volunteer Leave

10 days per year 20 days after 5 years

5 days (after every 5 years of service)

Paid Vacation Leave 10 days per year 15 days after 5 years 20 days after 15 years

22

Paid Jury/Witness Duty 10 days per service requirement

Paid Bereavement Leave 5 days off (3 days paid) per eligible family member

HOLISTIC WELLNESS Pepperdine approaches employee wellness holistically, acknowledging all components of an employee’s well-being—financial, physical, psychological, social, and spiritual—are interconnected.

Financial Wellness

• Bank of America Preferred Banking Rewards • Financial Education Workshops • One-on-One Retirement Planning Meetings with Transamerica

• Personalized Finance Services with BFSG • University Credit Union (UCU) Membership Access Physical Wellness

• Free Group Fitness Classes • On-Site Vaccine Clinics • Preventive Health Screenings • Webinars by Medical Experts Psychological Wellness

• AbleTo program for Aetna members • Calm app for Kaiser Permanente members • Employee Assistance Program (EAP) • Mindfulness Workshops • Support Groups

Social Wellness

• Athletic Events • Community Garden • Deans’ Lecture Series • Founder’s Day • Holiday Receptions • Pepperdine Family Picnic • Pepperdine Honors • President’s Briefings • Service Drives and Events • Step Forward Day • Theatrical and Musical Performances • Vanpool Program Spiritual Wellness

• Advent and Good Friday Services • Bible Studies and Workshops • Chaplain and Prayer Services • Harbor Bible Lectures

LEARNING AND CAREER DEVELOPMENT Pepperdine University invests itself fully in the personal, professional, and spiritual development of all faculty and staff members. Human Resources offers facilitated workshops, self-directed resources, and more to support your professional development at Pepperdine.

• Career Development Opportunities • Leadership Development Program • Learning and Career Growth Library • Mentorship Resources • Personal and Professional Development Workshops and Webinars

23

Tuition Remission and Exchange Programs TUITION REMISSION PROGRAM Pepperdine University is pleased to extend to qualified employees and their dependents one of its most generous benefits of continued education through the faculty/staff tuition remission program.

Pepperdine encourages the persistent growth and development of its employees and offers a substantial reduction in cost to those who pursue a degree from one of its six schools. Should employees choose to continue their professional development by working toward a degree, the University hopes faculty and staff members will use that opportunity to enhance their contributions at Pepperdine by applying their learning to the workplace.

Am I eligible?

What is my benefit?

• Either be a regular full-time member of the

• Fifty percent (50%) tuition remission on courses taken in the

faculty who has been assigned a full load of teaching or equivalent service during two or more trimesters/semesters of the academic year or be a regular full-time staff member who is continuously employed in a regular full-time position requiring at least forty (40) hours of work per week.

• Be actively employed (not on a formal leave status).

University’s undergraduate programs with an additional 5% per year of service (in an eligible position) to a maximum of 100%.

• Twenty-five percent (25%) tuition remission on courses taken in the University’s graduate programs with an additional 5% per year of service (in an eligible position) to a maximum of 75%.

• For employees only, 100% tuition remission in the “space available

program” in the Graziadio Business School’s part-time MBA and BSM programs. This benefit is limited to one course per trimester provided all program enrollment and participation requirements are met.

Please Note: Fees (such as registration, course fees, and room and board) are not covered by the tuition remission program.

Taxes on graduate courses apply; please speak with a payroll representative to learn of possible tax implications.

24

RECIPROCAL TUITION REMISSION PROGRAM The University has entered into an agreement with the following Church of Christ colleges and universities whereby qualifying children of eligible Pepperdine employees may receive a 50% tuition discount:

• Abilene Christian University (Abilene, Texas) • David Lipscomb University (Nashville, Tennessee) • Faulkner University (Montgomery, Alabama) • Freed-Hardeman College (Henderson, Tennessee) • Harding University (Searcy, Arkansas) • Lubbock Christian University (Lubbock, Texas) • Oklahoma Christian University (Oklahoma City, Oklahoma) Regular employees with assignments of thirty (30) or more hours per week are eligible upon completion of one (1) year of employment. Interested employees may contact Human Resources for a complete list of student eligibility requirements, procedures, and participating institutions. Please consult the complete text of the reciprocal agreement for statements of qualifications, benefits, and limitations. Copies of the agreement are available in Human Resources or Financial Aid.

TUITION EXCHANGE PROGRAM The Tuition Exchange is a reciprocal scholarship program for children of eligible faculty and staff employed at more than 700 participating institutions. The program is based on participating employees at other universities and at Pepperdine relinquishing their tuition remission benefit to attend other colleges. The scholarships are not guaranteed, and each university limits the number of tuition exchange scholarships awarded each year. Tuition Exchange preliminary applications should be submitted no later than December of the student’s high school senior year. For complete information on this program, please visit tuitionexchange.org.

25

Legal and Notice Requirements HUMAN RESOURCES SUMMARY NOTICE OF PRIVACY PRACTICES This summary of the Human Resources notice of privacy practices describes how the department may use and disclose your protected health information (PHI) and how you can access that information.

Please review it carefully. For a complete, detailed account of the University’s notice of privacy practices, please refer to “Pepperdine University’s Notice of Privacy Practices,” available upon request or on Pepperdine University’s intranet website at pepperdine.edu/about/administration/provost/content/ hipaamanual.pdf.

The main objective of the Health Insurance Portability and Accountability Act (HIPAA) privacy rule is to provide a uniform and simplified minimum standard for the privacy of individually identifiable health information. As such, health plan members have certain rights regarding their protected health information.

• The right to receive notice of the group health plan’s privacy practices • The right to access, inspect, or copy any PHI in your file • The right to request amendment of erroneous or incomplete information • The right to obtain an accounting made of disclosures of PHI • The right to request restrictions of use or disclosure • The right to request confidential communications • The right to provide consent or authorization for the Benefits Department to assist you with understanding documents containing PHI • The right to make a complaint to the Department of Health and Human Services and to the Group Health Plan whenever you feel as though your HIPAA rights have been violated The University will tolerate no retaliatory acts against an employee who exercises his/her HIPAA rights by filing a complaint.

26

Privacy Practices of the Plan Sponsor I f you believe your HIPAA rights have been violated and for all other concerns, please contact Human Resources at 310.506.4397.

• Staff members in Human Resources participate in ongoing training of privacy policies and procedures for handling PHI and ePHI. • A review of the physical area is completed annually to ensure there is limited access to computer and paper files containing protected health information.

• The University has a system of written disciplinary policies for workforce members who violate the privacy rules.

• Business associates of Pepperdine University who may handle your PHI/ePHI are required to provide a written statement confirming they are in compliance with HIPAA regulations.

• Individual employee files will not contain PHI. Human Resources staff, accountable to the associate vice president of human resources and business services, is committed to serving the Pepperdine community with the utmost respect for PHI.

REQUIRED NOTICES Women’s Health and Cancer Rights Act of 1998 Beginning in 1999, federal law requires a group health plan to provide coverage for the following services to an individual receiving plan benefits in connection with a mastectomy: • All stages of reconstruction of the breast on which the mastectomy was performed; • Surgery and reconstruction of the other breast to produce a symmetrical appearance; • Prostheses; and • Treatment of physical complications of the mastectomy, including lymphedema.

The group health plan must determine the manner of coverage in consultation with the attending physician and patient. Coverage for breast reconstruction and related services will be subject to deductibles and coinsurance amounts that are consistent with those that apply to other benefits under the plan. Fully-insured plans are subject to any applicable state laws further mandating mastectomy and related benefits in addition to the Federal Act’s requirements.

Premium Assistance Under Medicaid and the Children’s Health Insurance Program (CHIP) If you or your children are eligible for Medicaid or CHIP and you’re eligible for health coverage from your employer, your state may have a premium assistance program that can help pay for coverage, using funds from their Medicaid or CHIP programs. If you or your children aren’t eligible for Medicaid or CHIP, you won’t be eligible for these premium assistance programs but you may be able to buy individual insurance coverage through the Health Insurance Marketplace. For more information, visit www.healthcare.gov.

If you or your dependents are already enrolled in Medicaid or CHIP and you live in a State listed below, contact your State Medicaid or CHIP office to find out if premium assistance is available.

If you or your dependents are NOT currently enrolled in Medicaid or CHIP, and you think you or any of your dependents might be eligible for either of these programs, contact your State Medicaid or CHIP office or dial 1.877.KIDS NOW or www.insurekidsnow.gov to find out how to apply. If you qualify, ask your state if it has a program that might help you pay the premiums for an employer-sponsored plan.

If you or your dependents are eligible for premium assistance under Medicaid or CHIP, as well as eligible under your employer plan, your employer must allow you to enroll in your employer plan if you aren’t already enrolled. This is called a “special enrollment” opportunity, and you must request coverage within 60 days of being determined eligible for premium assistance. If you have questions about enrolling in your employer plan, contact the Department of Labor at www.askebsa.dol.gov or call 1.866.444.EBSA (3272).

If you live in California, you may be eligible for assistance paying your employer health plan premiums. Contact the State for more information on eligibility.

Health Insurance Premium Payment (HIPP) Program Website: dhcs.ca.gov/hipp Phone: 916.445.8322 Fax: 916.440.5676 Email: hipp@dhcs.ca.gov

Medicare Part D Notice of Creditable Coverage This information can help you decide whether you want to join a Medicare drug plan. If you are considering joining, you should compare your current coverage, including which drugs are covered at what cost, with the coverage and costs of the plans offering Medicare prescription drug coverage in your area. Information about where you can get help to make decisions about your prescription drug coverage is at the end of this notice.

There are two important things you need to know about your current coverage and Medicare’s prescription drug coverage:

1. Medicare prescription drug coverage became available in 2006 to everyone with Medicare. You can get this coverage if you join a Medicare Prescription Drug Plan or join a Medicare Advantage Plan (like an HMO or PPO) that offers prescription drug coverage. All Medicare drug plans provide at least a standard level of coverage set by Medicare. Some plans may also offer more coverage for a higher monthly premium.

2. Your employer has determined that the prescription drug coverage offered by our employer-sponsored group health plan is, on average for all plan participants, expected to pay out as much as standard Medicare prescription drug coverage pays and is therefore considered Creditable Coverage. Because your existing coverage is Creditable Coverage, you can keep this coverage and not pay a higher premium (a penalty) if you later decide to join a Medicare drug plan.

When Can You Join Medicare Drug Plan?

You can join a Medicare drug plan when you first become eligible for Medicare and each year from October 15th to December 7th.

However, if you lose your current creditable prescription drug coverage, through no fault of your own, you will also be eligible for a two (2) month Special Enrollment Period (SEP) to join a Medicare drug plan.

What Happens To Your Current Coverage If You Decide to Join A Medicare Drug Plan?

If you decide to join a Medicare drug plan, your current employersponsored group health plan coverage may be affected. If you do decide to join a Medicare drug plan and drop your current employersponsored group health plan coverage, be aware that you and your dependents will not be able to get this coverage back until the plan’s next open enrollment period.

When Will You Pay A Higher Premium (Penalty) To Join A Medicare Drug Plan?

You should also know that if you drop or lose your current coverage with your employer and don’t join a Medicare drug plan within 63 continuous days after your current coverage ends, you may pay a higher premium (a penalty) to join a Medicare drug plan later.

If you go 63 continuous days or longer without creditable prescription drug coverage, your monthly premium may go up by at least 1% of the Medicare base beneficiary premium per month for every month that you did not have that coverage. For example, if you go 19-months without creditable coverage, your premium may consistently be at least 19% higher than the Medicare base beneficiary premium. You may have to pay this higher premium (a penalty) as long as you have Medicare prescription drug coverage. In addition, you may have to wait until the following October to join.

For More Information About This Notice Your Current Prescription Drug Coverage Contact Human Resources for further information. Note: You will get this notice each year. You will also get it before the next period you can join a Medicare drug plan, and if this coverage through Pepperdine University changes. You also may request a copy of this notice at any time.

27

For More Information About Your Options Under Medicare Prescription Drug Coverage More detailed information about Medicare plans that offer prescription drug coverage is in the “Medicare & You” handbook.

You’ll get a copy of the handbook in the mail every year from Medicare. You may also be contacted directly by Medicare drug plans. For more information about Medicare prescription drug coverage: • Visit www.medicare.gov.

• Call your State Health Insurance Assistance Program (see the inside back cover of your copy of the “Medicare & You” handbook for their telephone number) for personalized help.

• Call 1.800.MEDICARE (1.800.633.4227).

TTY users should call 1.877.486.2048.

If you have limited income and resources, extra help paying for Medicare prescription drug coverage is available. Information about this extra help is available from the Social Security Administration on the web at ssa.gov, or call them at 1.800.772.1213 (TTY 1.800.325.0778).

If you decide to join one of the Medicare drug plans, you may be required to provide a copy of this notice when you join to show whether or not you have maintained creditable coverage and, therefore, whether or not you are required to pay a higher premium (a penalty).

Notice of HIPAA Enrollment Rights If you are declining enrollment for yourself or your dependents (including your spouse) because of other health insurance coverage or group health plan coverage, you may be able to enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that other coverage (or if the employer stops contributing toward your or your dependents’ other coverage). However, you must request enrollment within 30 days after your or your dependents’ other coverage ends (or after the employer stops contributing toward the other coverage).

In addition, if you have a new dependent as a result of marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your dependents. However, you must request enrollment within 30 days after the marriage, birth, adoption, or placement for adoption.

To request special enrollment or obtain more information, contact Human Resources.

Patient Protections Notice If a qualifying benefit option under a group health plan maintained by the employer generally requires or allows the designation of a primary care provider, the covered individual has the right to designate any primary care provider who participates in the Plan’s network and who is available to accept the covered individual.

Until the covered individual makes this designation, the Plan may designate a primary care provider for him or her. For children, the covered employee or spouse may designate a pediatrician as the primary care provider. For information on how to select a primary care provider, and for a list of the participating primary care providers, contact Human Resources.

For any qualifying benefit option, covered individuals do not need prior authorization from the group health plan or from any other person (including a primary care provider) in order to obtain access to obstetrical or gynecological care from a health care professional in the Plan’s network who specializes in obstetrics or gynecology.

The health care professional, however, may be required to comply with certain procedures, including obtaining prior authorization for certain services, following a pre-approved treatment plan, or procedures for making referrals.

28

ENROLLMENT DEADLINES AND CONDITIONS OF SPECIAL ENROLLMENT Open Enrollment Deadline Review all the material you have received or which is available from Human Resources upon request before making your decision. Share this information with your family. Your completed online enrollment must be done by 9 pm (Pacific) on November 10, 2025. The effective date of coverage is January 1, 2026.

New Employees Newly eligible employees must complete the appropriate online enrollment within 30 days of their date of hire. Failure to enroll by the specified deadline(s) for a New Hire/Rehire’s initial enrollment window and during the annual Open Enrollment will result in default benefits only. Default benefits are limited to Pepperdine’s core benefit offering. All other benefits will be waived.

Default Benefits If you do not complete your online enrollment before the enrollment deadline(s), the University will provide you with core benefits only.

Core benefits include: • Long-term disability coverage for 66.67% of your base monthly salary to a maximum benefit of $12,000 per month • Term life insurance equal to two times your base annual salary1 (equal to one times your base annual salary beginning January 1, 2026) • Accidental death and dismemberment insurance equal to two times your base annual salary • Business travel accident insurance equal to five times your base annual salary • Health Advocate program • Employee Assistance Program (EAP) 1

A t age 70, the amount will be reduced to 65% of the original benefit; at age 80, it will be reduced to 50% of the original benefit.

Conditions of Special Enrollment • When coverage was declined or waived, employee or dependent stated, in writing, that other coverage was the reason for waiver.

• If the other coverage was COBRA coverage, then the COBRA coverage must be exhausted for the special enrollment to apply.

• If the other coverage was not COBRA coverage, then the other coverage must terminate because of one of the following: » Employer contributions toward the coverage have been terminated, or » Loss of eligibility under the other coverage for reasons such as: Termination of employment or eligibility, or reduction in work hours, divorce, and death.

Loss of eligibility does not include: • Loss of coverage due to the failure of the individual(s) to pay premiums on a timely basis • Termination of coverage for cause, such as fraudulent claims and/or intentional misrepresentation of material fact in connection with the plan

HR2509475