Foley Design Benefit Guide 2025

2025-2026

BENEFIT GUIDE April 1, 2025 - March 31, 2026

TABLE OF CONTENTS Page 2

A Smarter Way to Better Health

Page 3

Eligibility & Enrollment

Page 4-5

Medical Plans

Page 6

Health Savings Account (HSA)

Page 7

UHC Member App

Page 8 – 10

UHC Value Programs

Page 11

Dental Plan

Page 12

Vision Plan

At Foley Design we know that our employees are crucial to our success.

That’s why we provide you with an excellent, diverse benefits package that helps protect you and your family now and into the future.

Page 13

Voluntary Life/AD&D

Page 14

Additional Insurance (Accident and Critical Illness)

Page 15

Employee Contributions

Page 16-17

Using Employee Navigator to Enroll

This Benefit Guide outlines the health and welfare plans offered to you and your family. It contains general information and is meant to provide a brief overview. For complete details regarding each benefit plan offered, please refer to the individual plan documents as the information contained herein is for illustrative purposes. Details can be found in the plan specific Summary Plan Description(s) and/or Summary of Coverage. In the case of a discrepancy the plan specific documents will prevail.

Page 18

Key Contacts

Page 19-26

Model Notices

Foley Design Benefit Guide | 1

A SMARTER WAY TO BETTER HEALTH

It’s Your Health.

Get Involved.

Your health is a work in progress that needs your consistent attention and support. Each choice you make for yourself and your family is part of an ever-changing picture. Taking steps to improve your health such as going for annual physicals and living a healthy lifestyle can make a positive impact on your well-being.

It’s up to you to take responsibility and get involved, and we are please to offer programs that will support your efforts and help you reach goals.

Preventive Health Care Services

Preventive care includes services like checkups, screenings and immunizations that can help you stay healthy and may help you avoid or delay health problems. Many serious conditions such as heart disease, cancer, and diabetes are preventable and treatable if caught early. It’s important for everyone to get the preventive care they need. Some examples of preventive care services are: o o o o

Immunizations

Understanding What’s Covered

Blood pressure, diabetes, and cholesterol tests Certain cancer screenings, such as mammograms, colonoscopies Counseling, screenings and vaccines to help ensure healthy pregnancies Regular well-baby and well-child visits

Some immunizations and vaccinations are also considered preventive care services.

Standard immunizations recommended by the Centers for Disease Control (CDC) Include: hepatitis A and B, diphtheria, polio, pneumonia, measles, mumps, rubella, tetanus and influenza although these may be subject to age and/or frequency restrictions.

Generally speaking, if a service is considered preventive care, it will be covered at 100%. If it’s not, it may still be covered subject to a copay, deductible or coinsurance. The Affordable Care Act (ACA) requires that services considered preventive care be covered by your health plan at 100% in-network, without a copay, deductible or coinsurance. To get specifics about your plan’s preventive care coverage, call the customer service number on your member ID card. You may want to ask your doctor if the services you’re receiving at a preventive care visit (such as an annual checkup) are all considered standard preventive care.

If any service performed at an annual checkup is as a result of a prior diagnosed condition, the office visit may not be processed as preventive and you may be responsible for a copay, coinsurance or deductible. To learn more about the ACA or preventive care and coverage, visit www.healthcare.gov.

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ELIGIBILITY & ENROLLMENT Who is Eligible to Join the Benefit Plan?

Qualifying Event Changes

You and your dependents are eligible to join the health and our company welfare benefit plans if you are a fulltime employee regularly scheduled to work 30 hours per week. You must be enrolled in the plan to add dependent coverage.

You are allowed to make changes to your current benefit elections during the plan year if you experience an IRS-approved qualifying change in life status. The change to your benefit elections must be consistent with and on account of the change in life status.

IRS-approved qualifying life status changes include:

Who is an Eligible Dependent?

•

Your spouse to whom you are legally married

•

Your domestic partner who is 18 years of age or older, who shared the same permanent address for at least 12 months and who continues to share joint financial responsibility for basic living expenses with you.

•

Your dependent child under the maximum age specified in the Carriers’ plan documents including:  Natural child  Adopted child  Stepchild  Child for whom you have been appointed as the legal guardian

*Your child’s spouse and a child for whom you are not the legal guardian are not eligible.

The Dependent Maximum Age Limits per carrier are as follows: United Healthcare—Up to age 26. The dependent does not need to be a full-time student; does not need to be an eligible dependent on parent’s tax return; is not required to live with you; and may be unmarried or married.

Humana—Up to age 26. Does not need to be a full-time student; dependent must be unmarried.

Once the dependent reaches age 26, coverage will terminate on the last day of the birth month.

A totally disabled child who is physically or mentally disabled prior to age 26 may remain on the if the child is primarily dependent on the enrolled member for support and maintenance.

When Do Benefits Become Effective?

Your benefits become effective on the first day of the month following 30 days of full-time employment.

Annual Open Enrollment?

Each year during Open Enrollment, you are given the opportunity to make changes to your current benefit elections. Open Enrollment is the only time during the year you can make changes to your benefits unless you experience a qualified life status change. Contact your Human Resources Department for more information.

•

Marriage, divorce or legal separation

•

Birth or adoption of a child or placement of a child for adoption

•

Death of a dependent

•

Change in employment status, including loss or gain of employment, for your spouse or a dependent

•

Change in work schedule, including switching between full-time and part-time status, by you, your spouse or a dependent

•

Change in residence or work site for you, your spouse, or a dependent that results in a change of eligibility

•

If you or your dependents lose eligibility for Medicaid or the Children’s Health Insurance Program (CHIP) coverage

•

If you or your dependents become eligible for a state’s premium assistance subsidy under Medicaid or CHIP

If you have a life status change, you must notify the company within 60 days for changes in life status due to a Medicare or CHIP event and within 31 days of the other events.

If you do not notify the company during that time, you and/or your dependents must wait until the next annual open enrollment period to make a change in your benefit elections.

!

Please note, loss of coverage due to non-payment or voluntary termination of other coverage outside a spouse’s or parent’s open enrollment is not an IRSapproved qualifying life event and you do not qualify for a special enrollment period.

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MEDICAL TRADITIONAL PLAN Foley Design offers you two medical plan choices through United Healthcare: one traditional POS plan and one High Deductible/HSA plan. Please refer to the following charts for a list of the major features for each plan. As a plan member, you have access to many consumer education tools and value-added programs designed to help you manage you and your dependents’ medical care. Visit https://member.uhc.com and register as a member. You can search for a provider in the National Network of Providers, United Healthcare Choice Plus network by clicking on Find a Doctor in the UHC portal.

United Healthcare P3000i100LXES21B IN-NETWORK

OUT-OF-NETWORK

Coinsurance

You Pay 0%

You pay 50%

Deductible—Single

$3,000

$6,000

Deductible—Family

$6,000

$12,000

Out-of-Pocket: Single

$5,500

$11,000

Out-of-Pocket: Family

$11,000

$22,000

Preventive Health Services

Plan pays 100%

Deductible, then 50%

Primary Office Visit

$25 copay

Deductible, then 50%

Specialist Office Visit

$75 copay

Deductible, then 50%

In-Patient Hospital

Deductible , then 0%

Deductible, then 50%

Diagnostic Imagine (MRI, CT, PET)

Deductible, then 0%

Deductible, then 50%

Out-Patient Hospital

Deductible , then 0%

Deductible, then 50%

Plan Highlights

Emergency Room Urgent Care

Deductible, + $300 copay $50 copay

Deductible, then 50%

Prescription Services Retail Pharmacy—Deductible

None

Tier 1A & 1

$10 copay

Ded., then 50%

Tier 2

$35 copay

Ded., then 50%

Tier 3

$75 copay

Ded., then 50%

Tier 4

$250 copay

not covered

90 Day Maintenance Fill

2 x retail copay

not covered Foley Design Benefit Guide | 4

MEDICAL HSA PLAN United Healthcare HP5000CPES25B IN-NETWORK

OUT-OF-NETWORK

Coinsurance

You Pay 0%

You pay 50%

Deductible—Single

$5,000

$10,000

Deductible—Family

$10,000

$20,000

Out-of-Pocket: Single

$5,000

$20,000

Out-of-Pocket: Family

$10,000

$40,000

Preventive Health Services

Plan pays 100%

Deductible, then 50%

Primary Office Visit

Deductible, then 0%

Deductible, then 50%

Specialist Office Visit

Deductible, then 0%

Deductible, then 50%

In-Patient Hospital

Deductible, then 0%

Deductible, then 50%

Diagnostic Imaging (MRI, CT, PET)

Deductible, then 0%

Deductible, then 50%

Out-Patient Hospital

Deductible, then 0%

Deductible, then 50%

Plan Highlights

Emergency Room Urgent Care

Deductible, then 0% Deductible, then 0%

Deductible, then 50%

Prescription Services Retail Pharmacy—Deductible

Medical Deductible Applies First

Tier 1A & 1

Deductible, then 0%

Deductible, then 50%

Tier 2

Deductible, then 0%

Deductible, then 50%

Tier 3

Deductible, then 0%

Deductible, then 50%

Tier 4

Deductible, then 0%

not covered

90 Day Maintenance Fill

Deductible, then 0%

not covered

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HEALTH SAVINGS ACCOUNT (HSA) The Health Savings Account (HSA) is a tax-advantaged, interest-bearing account used to pay for eligible health care expenses. You can open and contribute to an HSA of your choice if you are enrolled in the High Deductible Health Plan. Additionally, you are not required to take distributions. Your money can continue to grow in your account until you need it. Unlike flexible spending accounts which work on a “use it or lose it” principle, HSA’s are use it or keep it! You maintain complete control over how and when to make payments for qualified medical expenses from your account. You can make contributions to the HSA and all money in the account is yours to keep — even if you leave Foley Design. You can withdraw your funds to pay for current qualified medical, dental and vision care expenses, or you can keep your money in the HSA to pay for future expenses. At the end of the year, any money in the HSA rolls over to the next year. You never lose it.

Coverage Level

IRS Maximum Allowable Calendar Year Contribution for 2025

Employee Only

$4,300

Employee + Spouse, Employee + Children, Employee + Family

$8,550

If age 55 or older

Additional $1,000 contribution permitted

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DENTAL Foley Design offers all full-time employees an opportunity to enroll in a Dental plan through Principal. Staying healthy includes obtaining quality dental care for you and your family. The plan type is PPO. Claims are paid in‐network based on a negotiated fee schedule with participating dentists. You have the freedom to use an out‐of‐network dentist, but claims are paid based on the 90th percentile of the Usual & Customary rates in your geographic area. You may be subject to balance billing when you use an out‐of‐network dentist.

Dental Plan Highlights Your Deductible

Calendar Year Maximum Applies to preventive, basic, and major services Preventive & Diagnostic Services Exams, Cleanings & Bitewing X-Rays, (Fluoride, Sealants, Space maintainers to age 14)

In-Network

Out of Network

$50 individual / $150 Family

$50 individual / $150 Family

$3,000 (Includes Max Rollover- lesser of $1,000) 100% (Deductible waived)

100% (Deductible waived)

80% After deductible

80% After deductible

Crowns, Bridgework, Full & Partial Dentures, Implants, Repairs of crowns, dentures, bridges

50% Coinsurance

50% Coinsurance

Orthodontics (through age 19)

50% of lifetime $1,500

50% of lifetime $1,500

Negotiated Fee Schedule

90th Percentile of usual & customary rates in your geographic area

Basic Services Filings, Extractions, Endodontics (root canal), Periodontics (surgery), Oral Surgery Major Services

How are claims paid?

https://www.principal.com/find-dentist

https://login.principal.com/login

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VISION Your eyes deserve the best care to keep them healthy year after year. Regular eye examinations may determine your need for corrective eyewear and may also detect general health problems in their earliest stages. Foley Design’s vision plan through Principal VSP provides coverage and discounts for supplies and materials such as eyeglasses and contact lenses.

VISION Services

In Network- VSP Choice Network

Out Of Network Reimbursement

$10 Copay

Up to $45

$150 frame allowance + 20% discount on balance

Up to $70

Eye Exam: Routine Exam with Dilation Frames: Any available frame at provider location Standard Plastic Lenses Single Bifocal Trifocal

Up to $30

$10 Copay

Up to $50

$10 Copay

Up to $65

$10 Copay

Contact Lenses Lens allowance

$150 Allowance

Up to $105

Frequency: Examination

12 months

Frames

24 months

Eyeglass Lenses

12 months

Contact Lenses (in lieu of glasses lenses)

12 months

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VOLUNTARY LIFE AND AD&D Supplemental Life Insurance and Accidental Death & Dismemberment (AD&D) Employees may purchase Supplemental Life/AD&D Insurance through Principal. AD&D provides double the life benefit in the event of accidental death. Dismemberment covers loss of limb or eye due to accident. Those interested can elect the amount that suits their needs at an affordable rate.

Employees can elect coverage in $10,000 increments up to the maximum of $300,000. If you enroll in coverage, you may also elect coverage for your spouse and children.

Spouse: Elect increments of $5,000, up to a maximum $100,000. Spouse benefits cannot exceed 100% of the employee’s coverage.

Child: Elect $5,000 or $10,000 up to a max of 100% of employee amount. All child life is guarantee issue.

The guarantee issue (GI) amount for new hires and at the first time this is offered to you is $70,000 for employees under 70 and $20,000 for spouses under 70. Employees wishing to apply for coverage above the GI will need to seek approval for this coverage by completing an Evidence of Insurability form, where they will answer a series of simple health questions for Principal underwriting to review.

Portable: you can take this policy with you when leaving employment at group rates with no health questions.

Notify Principal within 30 days of your last day.

Accelerated Benefit: Pays a portion of your or your dependent’s Life benefit (75% of the Life Amount up to $250,000) in the event the insured becomes terminally ill, and their life expectancy has been reduced to less than 12 months. The death benefit will be reduced by the Accelerated Life Benefit paid.

Age Reduction Schedule: the face amount of the policy reduces to 65% of the initial amount at age 65 and to 50% of the initial amount at age 70.

If you do not enroll in supplemental employee or spouse life when you are first eligible (within 30 days of your eligibility), there is no guaranteed issue amount later on and any amounts requested are subject to Evidence of Insurability (EOI).

Choose Your Beneficiary  Make sure your Life and AD&D benefits will be paid as you intend.  Be sure you name a beneficiary when you enroll in Life and AD&D benefits in the Beacon portal.  Then, continue to review your beneficiary designations as you experience life changes.

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ADDITIONAL INSURANCE Accident Insurance You can’t always avoid accidents ─ but you can protect yourself from accident-related costs that can strain your budget.

Accident insurance from Principal pays a benefit directly to you if you have a covered injury and need treatment. You can get coverage for your spouse and dependents, too. As medical costs continue to rise, accident insurance provides a necessary layer of financial protection.

This plan has a Wellness Benefit of $50 per covered member per year when a preventive screening is done. It is portable when leaving employment by notifying Principal within 30 days of termination.

Critical Illness Insurance You have the option to purchase Critical Illness Insurance with Principal. The Critical Illness policy provides a lump sum benefit if you are diagnosed with a critical illness such as cancer, heart attack, stroke and Parkinson’s.

Employees have the option to choose a lump sum benefit in increments of $5,000 up to $50,000, and you may also elect coverage for your dependents.

Spouses are eligible for up to $25,000 cannot exceed 50% of the employee’s benefit amount, Children are automatically covered for 25% of the employee’s benefit amount.

The guarantee issue amount (no health questions asked) is $15,000 for employees and $7,500 for spouses.

This benefit has a pre-existing condition limitation of a 6-month look back and 12-month insured exclusion.

This plan has a Wellness Benefit of $50 per covered member per year when a preventive screening is done. The policy is portable. To continue insurance, the employee must have been insured for 12 consecutive months, be less than age 70 and not incurred a critical illness.

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CONTRIBUTIONS Foley Design contributes a significant amount towards medical coverage. See details for each plan in the Beacon portal when you enroll. Monthly premiums for our other benefits are below.

Level of Coverage

Dental

Vision

Accident

Employee Only

$53.70

$7.53

$8.55

Employee + Spouse

$107.38

$15.22

$14.10

Employee + Child(ren)

$145.51

$16.60

$15.79

Employee + Family

$201.07

$26.08

$24.86

Voluntary Life/AD&D

Cost per $1,000 of coverage for Employees & Spouses

Age less than 30

$0.082

30-34

$0.09

35-39

$0.125

40-44

$0.183

45-49

$0.283

50-54

$0.445

55-59

$0.687

60-64

$1.046

65-69

$1.72

70 and older

$2.941

Children (covers all children under 26)

$2.00 for $10,000 of coverage

Critical Illness

Cost per $1,000 of coverage for Employees & Spouses

Age less than 25

$0.245

25-29

$0.341

30-34

$0.504

35-39

$0.589

40-44

$0.802

45-49

$1.128

50-54

$1.647

55-59

$2.274

60-64

$3.265

65-69

$4.605

70 and older

$6.673

Children automatically covered, no extra cost Foley Design Benefit Guide | 15

KEY CONTACTS & RESOURCES SARAH HATCHER

SHIREAN DRYDEN

SSP ACCOUNT MANAGER

FOLEY DESIGN

678-538-2111 shatcher@sspins.com

404-400-2307 shireandryden@foleydesign.com

Benefit

Company

Phone

Website

Medical

United Healthcare

866-801-4409

https://member.uhc.com

Dental & Vision

Principal

800-247-4695

www.principal.com

Accident & Critical Illness

Principal

800-247-1522

www.principal.com

Group and Voluntary Life Insurance

Principal

800-247-1522

www.principal.com

Foley Design Benefit Guide | 18

IMPORTANT INFORMATION COBRA Continuation of Coverage The right to COBRA continuation coverage was created by a federal law, the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA). COBRA continuation coverage can become available to you and other members of your family when group health coverage would otherwise end. For more information about your rights and obligations under the Plan and under federal law, you should review the Plan’s Summary Plan Description or contact the Plan Administrator. For additional information regarding COBRA qualifying events, how coverage is provided and actions required to participate in COBRA coverage, please see your Human Resources department.

Newborns’ and Mothers’ Health Protection Act The group health coverage provided complies with the Newborns’ and Mothers’ Health Protection Act of 1996. Under this law group health plans and health insurance issuers generally may not, under federal law, restrict benefits for any hospital length of stay in connection with childbirth for the mother or newborn to less than 48 hours following a vaginal delivery, or less than 96 hours following a cesarean section. However, Federal law generally does not prohibit the mother’s or newborn’s attending provider, after consulting with the mother, from discharging the mother or her newborn earlier than 48 hours (or 96 hours as applicable.) In any case, plans and issuers may not, under federal law, require that a provider obtain authorization from the plan or the insurance issuer for prescribing a length of stay not in excess of 48 hours (or 96 hours).

Premium Assistance under Medical and CHIP If you or your children are eligible for Medicaid or CHIP (Children’s Health Insurance Program) and you are eligible for health coverage from your employer, your State may have a premium assistance program that can help you pay for coverage. These States use funds from their Medicaid or CHIP programs to help people who are eligible for employersponsored health coverage but need assistance in paying their health premiums. If you or your dependents are already enrolled in Medicaid or CHIP you can 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, you can contact your State Medicaid or CHIP office or dial 1877-KIDS NOW or www.insurekidsnow.gov to find out how to apply. If you qualify, you can ask the State if it has a program that might help you pay the premiums for an employer-sponsored plan. Please see Human Resources for a list of state Medicaid or CHIP offices to find out more about premium assistance.

Special Enrollment Events An Eligible Person and/or Dependent may also be able to enroll during a special enrollment period. A special enrollment period is not available to an Eligible Person and his or her dependents if coverage under the prior plan was terminated for cause, or because premiums were not paid on a timely basis.

An Eligible Person and/or Dependent does not need to elect COBRA continuation coverage to preserve special enrollment rights. Special enrollment is available to an Eligible Person and/or Dependent even if COBRA is elected.

Please be aware that most special enrollment events require action within 30 days of the event. Please see Human Resources for a list of special enrollment opportunities and procedures.

Women’s Health and Cancer Rights Act If you have had or are going to have a mastectomy , you may be entitled to certain benefits under the Women’s Health and Cancer Rights Act of 1998 (WHCRA). For individuals receiving mastectomy-related benefits, coverage will be provided in a manner determined in consultation with the attending physician and the patient, for: All stages of reconstruction of the breast on which the mastectomy has been performed; Surgery and reconstruction of the other breast to produce a symmetrical appearance; and Prostheses and treatment of physical complications of the mastectomy, including lymphedemas. These benefits will be provided subject to deductibles and coinsurance applicable to other medical and surgical benefits provided under this plan. If you would like more information on WHCRA benefits, call your plan administrator.

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IMPORTANT INFORMATION GINA The Genetic Information Nondiscrimination Act (GINA) prohibits health benefit plans from discriminating on the basis of genetic information in regards to eligibility, premium and contributions. This generally also means that private employers with more than 15 employees, its health plan or “business associate” of the employer, cannot collect or use genetic information, (including family medical history information). The once exception would be that a minimum amount of genetic testing results make be used to make a determination regarding a claim.

You should know that GINA is treated as protected health information (PHI) under HIPAA. The plan must provide that an employer cannot request or require that you reveal whether or not you have had genetic testing; nor can your employer require that you participate in a genetic test. An employer cannot use any genetic information to set contribution rates or premiums.

PPACA Compliant Plan Notice Since key parts of the health care law took effect in 2014, there is a new way to buy health insurance: the Health Insurance Marketplace. To assist you as you evaluate options for you and your family, this notice provides some basic information about the new Marketplace and employment based health coverage offered by your employer.

If your employer offers health coverage that meets the “minimum value” plan standard, you will not be eligible for a tax credit through the Marketplace and may wish to enroll in your employer’s health plan. The “minimum value” plan standard is set by the Affordable Care Act. Your health plans offered by [Company] are ACA compliant plans (surpassing the “minimum value” standard), thus you would not be eligible for the tax credit offered to those who do not have access to such a plan.

NOTE: If you purchase a health plan through the marketplace instead of accepting health coverage offered by your employer, then you will lose the employer contribution to the employer offered coverage. Also, this employer contribution, as well as your employee contribution to employer offered coverage, is excluded from income for Federal and State income tax purposed.

USERRA Notice The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) established requirements that employers must meet for certain employees who are involved in the uniformed services. In addition to the rights that you have under COBRA, you (the employee) are entitled under USERRA lo continue the coverage that you (and your covered dependents, if any) had under the [Company] plan.

You Have Rights Under Both COBRA and USERRA. Your rights under COBRA and USERRA are similar but not identical. Any election that you make pursuant to COBRA will also be an election under USERRA, and COBRA and USERRA will both apply with respect to the continuation coverage elected. If COBRA and USERRA give you different rights or protections, the law that provides the greater benefit will apply. The administrative policies and procedures described in the attached COBRA Election Notice also apply to USERRA coverage, unless compliance with the procedures is precluded by military necessity or is otherwise impossible or unreasonable under the circumstances.

Definitions "Uniformed services" means the Armed Forces, the Army National Guard, and the Air National Guard when an individual is engaged in active duty for training, inactive duty training, or full-time National Guard duty (i.e., pursuant to orders issued under federal law), the commissioned corps of the Public Health Service, and any other category of persons designated by the President in time of war or national emergency.

"Service in the uniformed services" or "service" means the performance of duty on a voluntary or involuntary basis in the uniformed services under competent authority, including active duty, active and inactive duty for training, National Guard duty under federal statute, a period for which a person is absent from employment for an examination to determine his or her fitness to perform any of these duties, and a period for which a person is absent from employment to perform certain funeral honors duty. It also includes certain service by intermittent disaster response appointees of the National Disaster Medical System.

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IMPORTANT INFORMATION Duration of USERRA Coverage General Rule: 24-Month Maximum. When a covered employee takes a leave for service in the uniformed services, USERRA coverage for the employee (and covered dependents for whom coverage is elected) can continue until up to 24 months from the date on which the employee's leave for uniformed service began. However, USERRA coverage will end earlier if one of the following events takes place: A premium payment is not made within the required time; You fail to return to work or to apply for reemployment within the time required under USERRA (see below) following the completion of your service in the uniformed services; You lose your rights under USERRA as a result of a dishonorable discharge or other conduct specified in USERRA. Notice of Privacy Provision This Notice of Privacy Practices (the "Notice") describes the legal obligations of [Company] (the "Plan") and your legal rights regarding your protected health information held by the Plan under the Health Insurance Portability and Accountability Act of 1996 (HIPAA) and the Health Information Technology for Economic and Clinical Health Act (HITECH Act). Among other things, this Notice describes how your protected health information may be used or disclosed to carry out treatment, payment, or health care operations, or for any other purposes that are permitted or required by law. We are required to provide this Notice of Privacy Practices to you pursuant to HIPAA. The HIPAA Privacy Rule protects only certain medical information known as "protected health information." Generally, protected health information is health information, including demographic information, collected from you or created or received by a health care provider, a health care clearinghouse, a health plan, or your employer on behalf of a group health plan, from which it is possible to individually identify you and that relates to: • Your past, present, or future physical or mental health or condition; • The provision of health care to you; or • The past, present, or future payment for the provision of health care to you.

If you have any questions about this Notice or about our privacy practices, please contact your Human Resources department. The full privacy notice is available with your Human Resources Department.

Foley Design Benefit Guide | 21

IMPORTANT INFORMATION This guide provides a summary of you employee benefits rights and regulations as determined by Federal and State Laws. Information included in this guide includes the following: Special Open Enrollment Rights Children’s Health Insurance Program (CHIP) Premium Assistance

General Notice of the Cobra Continuations Rights Affordable Care Act (ACA) – Insurance Mandate

Health Insurance Marketplace Coverage Options and Your Group Health Coverage Affordable Care Act (ACA) – Preventive Services for Non-grandfathered Plans Newborns’ and Mothers’ Health Protection Act of 1996 Break Time for Nursing Mothers Under the Fair Labor Standards Acts (FLSA) Women’s Health & Cancer Rights Act The Generic Information Nondiscrimination Act of 2008 (GINA) HIPAA Privacy Rules

SPECIAL OPEN ENROLLMENT RIGHTS This notice is being provided to ensure that you understand your right to apply for group health insurance coverage. A special enrollment period is a time outside of the annual open enrollment period during which you and your family have a right to sign up for health coverage. In the Marketplace, you qualify for a special enrollment period 60 days following certain life events that involve a change in family status (for example, marriage or birth of a child) or loss of other health coverage. Job-based plans must provide a special enrollment period of 30 days.

Some events will require additional documentation to be submitted with the application at the time of enrollment.

You should read this notice even if you plan to waive coverage at this time.

Marriage, Birth, or Adoption

Loss of Other Coverage

Medicaid or CHIP

If you have a new dependent as a result of a 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, or placement for adoption.

If you are declining coverage for yourself or your dependents (including your spouse) because of other health insurance 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).

If you or your dependents lose eligibility for coverage under Medicaid or the Children’s Health Insurance Program (CHIP) or become eligible for a premium assistance subsidy under Medicaid or CHIP, you may be able to enroll yourself and your dependents. You must request enrollment within 60 days of the loss of Medicaid or CHIP coverage or the determination of eligibility for a premium assistance subsidy.

To request special enrollment or obtain more information, please contact HR. Foley Design Benefit Guide | 22

HEALTH INSURANCE MARKETPLACE PART A: GENERAL INFORMATION To assist you as you evaluate options for you and your family, this notice provides some basic information about the Marketplace and employment-based health coverage offered by your employer.

What is the Health Insurance Marketplace?

The Marketplace is designed to help you find health insurance that meets your needs and fits your budget.

The Marketplace offers “one-stop shopping” to find and compare private health insurance options. You may also be eligible for a new kind of tax credit that lowers your monthly premium right away. Open enrollment for health insurance coverage through the Marketplace runs from November 1, 2025 through December 15, 2025 for coverage starting as early as January 1, 2026.

Can I Save Money on my Health Insurance Premiums in the Marketplace?

You may quality to save money and lower your monthly premium, but only if our employer does not offer coverage, or offers coverage that doesn’t meet certain standards. The savings on your premium that you’re eligible for depends on your household income.

Does Employer Health Coverage Affect Eligibility for Premium Savings Through the Marketplace?

Yes. If you have an offer of health coverage from your employer that meets certain standards, you will not be eligible for a tax credit through the Marketplace and may wish to enroll in your employer’s health plan. However, you may be eligible for a tax credit that lowers your monthly premium, or a reduction in certain cost-sharing if your employer does not offer coverage to you at all or does not offer coverage that meets certain standards. If the cost of a plan from your employer that would cover you (and not any other members of your family) is more than 9.5% of your household income for the year, or if the coverage your employer provides does not meet the “minimum value” standard set by the Affordable Care Act, you may be eligible for a tax credit.

!

If you purchase a health plan through the Marketplace instead of accepting health coverage by your employer, then you may lose the employer contribution (if any) to the employer-offered coverage. Also, this employer contribution – as well as your employee contribution to employer-offered coverage – is often excluded from income for Federal and State income tax purposes. Your payments for coverage through the Marketplace are made on an alter-tax basis.

How Can I Get More Information?

For more information about your coverage offered by your employer, please check your summary plan description or contact Human Resources.

The Marketplace can help you evaluate your coverage options, including your eligibility for coverage through the Marketplace and its cost. Please visit www.healthcare.gov for more information, including an online application for health insurance coverage and contact information for a Health Insurance Marketplace in your area.

Foley Design Benefit Guide | 23

HEALTH INSURANCE MARKETPLACE PART B: INFORMATION ABOUT HEALTH COVERAGE OFFERED BY YOUR EMPLOYER This section contains information about any health coverage offered by your employer. If you decide to complete an application for coverage in the Marketplace, you will be asked to provide this information. This information is numbered to correspond to the Marketplace application.

3. Employer Name Foley Design

4. Employer Identification Number (EIN) 58-1937331

5. Employer Address 950 Lowery Blvd NW Ste 21

6. Employer Phone Number 404-400-2307

7. City Atlanta

8. State GA

9. Zip Code 30318

10. Who can we contact about health coverage at this job?

Shirean Dryden 11. Phone Number (if different from above)

12. Email Address shireandryden@foleydesign.com

Here is some basic information about health coverage offered by this employer: As your employer, we offer a health plan to: All employees. Eligible employees are: Active full-time employees working 30 or more hours a week.

Some employees. Eligible employees are:

With respect to dependents: We do offer coverage. Eligible dependents are: Spouses and children up to age 26.

We do not offer coverage.

If checked, this coverage meets the minimum value standard and the cost of this coverage to you is intended to be affordable, based on employee wages. ** Even if your employer intends your coverage to be affordable, you may still be eligible for a premium discount through Marketplace. The Marketplace will use your household income, along with other factors, to determine whether you may be eligible for a premium discount. If for example, your wages vary from week to week (perhaps you are an hourly employee or you work on a commission basis), if you are newly employed mid-year, or if you have other income losses, you may still qualify for a premium discount.

If you decide to shop for coverage in the Marketplace, Healthcare.gov will guide you through the process. Here’s the employer information you’ll enter when you visit to find out if you can get a tax credit to lower your monthly premiums.

Foley Design Benefit Guide | 24

IMPORTANT NOTICE ABOUT YOUR PRESCRIPTION DRUG COVERAGE & MEDICARE CREDITABLE Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with Foley Design and about your options under Medicare’s prescription drug coverage. This information can help you decide whether or not 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: •

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.

•

Foley Design has determined that the prescription drug coverage offered by the Traditional AFA Choice POS II 3000, on average for all plan participants, is 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 a 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 Foley Design coverage will not be affected. Please review prescription drug coverage plan provisions/options under the certificate booklet provided

by Kaiser. See pages 7- 9 of the CMS Disclosure of Creditable Coverage To Medicare Part D Eligible Individuals Guidance which outlines the prescription drug plan provisions/ options that Medicare eligible individuals may have available to them when they become eligible for Medicare Part D. If you do decide to join a Medicare drug plan and drop your current Foley Design coverage, be aware that you and your dependents may not be able to get this coverage back.

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 Foley Design 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 nineteen 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 or your current prescription drug coverage, contact your carrier.

NOTE: You’ll 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 Foley Design changes. You also may request a copy of this notice at any time.

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 (1-800-6334227). 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. For information about this extra help, visit Social Security on the web at www.socialsecurity.gov, or call them at 1-800-772-1213 (TTY 1-800-325-0778).

Remember: Keep this Creditable Coverage notice. 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).

Foley Design Benefit Guide | 25

IMPORTANT NOTICE ABOUT YOUR PRESCRIPTION DRUG COVERAGE & MEDICARE NON-CREDITABLE Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with Foley Design and about your options under Medicare’s prescription drug coverage. This information can help you decide whether or not 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: •

•

•

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.

Foley Design has determined that the prescription drug coverage offered by the United Healthcare HSA 5000 Plan, on average for all plan participants, NOT expected to pay out as much as standard Medicare prescription drug coverage pays. Therefore, your coverage is considered Non-Creditable Coverage. This is important because, most likely, you will get more help with your drug costs if you join a Medicare drug plan, than if you only have prescription drug coverage from the Cigna HSA Plans. This also is important because it may mean that you may pay a higher premium (a penalty) if you do not join a Medicare drug plan when you first become eligible.

You can keep your current coverage from the United Healthcare HSA plan. However, because your coverage is non-creditable, you have decisions to make about Medicare prescription drug coverage that may affect how much you pay for that coverage, depending on if and when you join a drug plan. When you make your decision, you should compare your current coverage, including what drugs are covered, with the coverage and cost of the plans offering Medicare prescription drug coverage in your area. Read this notice carefully - it explains your options.

When Can You Join a 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.

EMPLOYER GROUP PLAN If you decide to drop your current coverage with Foley Design, you will be eligible for a two (2) month Special Enrollment Period (SEP) to join a Medicare drug plan.

However you also may pay a higher premium (a penalty) because you did not have creditable coverage under HDHP. When Will You Pay A Higher Premium (Penalty) To Join A Medicare Drug Plan?

Since the coverage under United Healthcare plan, is not creditable, depending on how long you go without creditable prescription drug coverage you may pay a penalty to join a Medicare drug plan. Starting with the end of the last month that you were first eligible to join a Medicare drug plan but didn’t join, if you go 63 continuous days or longer without prescription drug coverage that’s creditable, 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 nineteen 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 (penalty) as long as you have Medicare prescription drug coverage. In addition, you may have to wait until the following October to join.

Foley Design Benefit Guide | 26

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