SunRaise Capital 2026-2027 BENEFIT GUIDE

2026-2027 BENEFIT GUIDE May 1, 2026 – April 30, 2027

Edited March 2026

TABLE OF CONTENTS

At SunRaise Capital, 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.

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 and/or Summary of Coverage. In the case of a discrepancy, the plan specific documents will prevail.

Page 2

A Smarter Way to Better Health

Page 3

Eligibility & Enrollment

Page 4-7

Aetna Medical Plans

Page 8

Health Savings Account

Page 9

Aetna Provider Search, Registration and Mobile App

Page 10-15

Aetna Value Added Programs

Page 16

Guardian Dental Plan

Page 17

Guardian Vision Plan

Page 18

Guardian Basic Life/AD&D and Voluntary Life/AD&D Insurance

Page 19

Guardian Disability Insurance

Page 20

Guardian Worksite Benefits Accident, Critical Illness & Hospital Indemnity

Page 21

Guardian Employee Assistance Program

Page 22-23

Employee Navigator Enrollment Summary

Page 24

Key Contacts & Resources

Page 25

Employee Payroll Deductions

Page 26-32

Important Notices

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 pleased 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: ▪ ▪ ▪ ▪

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

Immunizations

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.

Understanding What’s Covered

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 SunRaise Capital’s health and welfare benefit plans if you are a fulltime Employee who works an average of at least 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. If you have a status change, you must notify Human Resources within 30 days of the event. If you do not notify Human Resources during that time, you and/or your dependents must wait until the next open enrollment to change your coverage.

Who is an Eligible Dependent?

•

Your spouse to whom you are legally married

•

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

IRS-approved qualifying life status changes include: •

Marriage, divorce or legal separation

•

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

•

Death of a dependent

•

Child no longer eligible due to reaching age limit

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

•

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

The Dependent Maximum Age Limits is 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.

•

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 or become eligible for a state’s premium assistance subsidy under Medicaid or CHIP, then you have 60 days from the date of the Medicaid/eligibility change to request enrollment in SunRaise Capital’s plans.

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 plan 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 as a full-time Employee with SunRaise Capital.

Annual Open Enrollment Each year during the annual open enrollment period, you are given the opportunity to make changes to your current benefit elections. Annual open enrollment is the only time during the year you can make changes to your benefits unless you experience a qualified life status change (qualifying event).

The annual enrollment period occurs each year during the month of April.

! 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. Find more information on page 30. You should read this notice even if you plan to waive coverage at this time.

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 IRS-approved qualifying life event and you do not qualify for a special enrollment period.

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MEDICAL SunRaise Capital offers you three medical plan choices through Aetna Health Care. 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 manage your medical care. To take advantage of these tools and programs, visit www.aetna.com and register as a member. Here you can also estimate your medical costs, view your Explanation of Benefits (EOB), and access your Medical ID Card.

The networks used for each of the Aetna Health Care plans are the Elite Choice and Managed Choice Networks. You can search for an in-network doctor, hospital or other providers by visiting www.aetna.com/docfind or calling 1-888-802-3862.

The prescription drug coverage provided by all four medical plans are expected to pay out as much as standard Medicare prescription drug coverage pays. This is important because members who enroll in a Medicare prescription drug plan after their initial eligibility period, may pay a higher premium (a penalty) if they were enrolled in a group health plan with non-creditable prescription drug coverage.

MEDICAL PLAN OPTION – BASE PLAN Aetna FL OA EPO 5000 80% $0LXR CY V25 – Elect Choice EPO Open Access Plan Highlights

In Network – You Pay

Out-of-Network – You Pay

Deductible

$5,000 Individual | $10,000 Family

N/A

Coinsurance

You Pay 20%

N/A

$7,750 Individual | $15,500 Family

N/A

$0-$40 copay

N/A

$40 copay PCP | $80 copay SP

N/A

Chiropractic or Rehab( PT, OT, etc.)

$80 copay

N/A

Specialist Office Visit

$80 copay

N/A

Plan pays 100%

N/A

Major Imaging Hospital Setting

Deductible, then 20%

N/A

Major Imaging Freestanding Ctr

Deductible, then 20%

N/A

Hospital Inpatient Care

Deductible, then 20%

N/A

Outpatient Surgery Hospital

Deductible, then 20%

N/A

Outpatient Surgery Freestanding Ctr

Deductible, then 20%

N/A

Annual Out-of-Pocket Maximum Primary Care Physician Office Visit, Minute Clinic, or Mental Health Visit Virtual Visits

Preventive Care Services

Emergency Room Urgent Care

$300 copay + Deductible, then 20% $75 copay

N/A

Prescription Drugs Generic Drugs

$3/10 copay

Preferred Brand Drugs

$50 copay

Non-Preferred Brand Drugs

$80 copay

Specialty Drugs

Preferred: 20% up to %250 | Non-Preferred: 40% up to $500

90 Day Mail Order

2x Retail copay

This chart is a summary of your benefits. If there is a discrepancy between the chart and official documents, the documents will prevail.

Lab - if performed as part of a physician office visit and billed by the physician, expenses are covered subject to the applicable ! Diagnostic physician’s office visit member cost sharing.

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MEDICAL MEDICAL PLAN OPTION #2 – MID PLAN Aetna FL OA EPO 500 80% CY – Managed Choice POS Open Access Network Plan Highlights

In Network – You Pay

Out-of-Network – You Pay

Deductible

$3,500 Individual | $7,000 Family

$7,000 Individual | $21,000 Family

Coinsurance

You Pay 20%

You Pay 50%

$7,000 Individual | $14,000 Family

$17,000 Individual | $51,000 Family

$0-$35 copay

Deductible, then 50%

$35 copay PCP | $75 copay SP

Deductible, then 50%

Chiropractic or Rehab( PT, OT, etc.)

$75 copay

Deductible, then 50%

Specialist Office Visit

$75 copay

Deductible, then 50%

Plan pays 100%

Deductible, then 50%

Major Imaging Hospital Setting

Deductible, then 20%

Deductible, then 50%

Major Imaging Freestanding Ctr

Deductible, then 20%

Deductible, then 50%

Hospital Inpatient Care

Deductible, then 20%

Deductible, then 50%

Outpatient Surgery Hospital

Deductible, then 20%

Deductible, then 50%

Outpatient Surgery Freestanding Ctr

Deductible, then 20%

Deductible, then 50%

Annual Out-of-Pocket Maximum Primary Care Physician Office Visit, Minute Clinic or Mental Health Visit Virtual Visits

Preventive Care Services

Emergency Room Urgent Care

$300 copay, then Deductible and 20% $75 copay

Deductible, then 50%

Prescription Drugs Generic Drugs

$3/10 copay

Preferred Brand Drugs

$50 copay

Non-Preferred Brand Drugs

$80 copay

Specialty Drugs

Preferred: 20% up to %250 | Non-Preferred: 40% up to $500

90 Day Mail Order

2x Retail copay

!

This chart is a summary of your benefits. If there is a discrepancy between the chart and official documents, the documents will prevail.

Diagnostic Lab - if performed as part of a physician office visit and billed by the physician, expenses are covered subject to the applicable physician’s office visit member cost sharing.

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MEDICAL MEDICAL PLAN OPTION #3 BUY-UP PLAN Aetna FL OA EPO 500 80% CY – Elect Choice EPO Open Access Network Plan Highlights

In Network – You Pay

Out-of-Network – You Pay

Deductible

$500 Individual | $1,000 Family

N/A

Coinsurance

You Pay 20%

N/A

$4,500 Individual | $9,000 Family

N/A

$0-$25 copay

N/A

$25 copay PCP | $75 copay SP

N/A

Chiropractic or Rehab( PT, OT, etc.)

$75 copay

N/A

Specialist Office Visit

$75 copay

N/A

Plan pays 100%

N/A

Major Imaging Hospital Setting

Deductible, then 20%

N/A

Major Imaging Freestanding Ctr

Deductible, then 20%

N/A

Hospital Inpatient Care

Deductible, then 20%

N/A

Outpatient Surgery Hospital

Deductible, then 20%

N/A

Outpatient Surgery Freestanding Ctr

Deductible, then 20%

N/A

Annual Out-of-Pocket Maximum Primary Care Physician Office Visit, Minute Clinic or Mental Health Visit Virtual Visits

Preventive Care Services

Emergency Room Urgent Care

$300 copay, then Deductible and 20% $75 copay

N/A

Prescription Drugs Generic Drugs

$3/10 copay

Preferred Brand Drugs

$45 copay

Non-Preferred Brand Drugs

$75 copay

Specialty Drugs

Preferred: 20% up to %250 | Non-Preferred: 40% up to $500

90 Day Mail Order

2x Retail copay

!

This chart is a summary of your benefits. If there is a discrepancy between the chart and official documents, the documents will prevail.

Diagnostic Lab - if performed as part of a physician office visit and billed by the physician, expenses are covered subject to the applicable physician’s office visit member cost sharing.

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MEDICAL MEDICAL PLAN OPTION #4 BUY-UP PLAN FL OA EPO 3500 HSA 100% E CY V25 – Elect Choice EPO Open Access Network Plan Highlights

In Network – You Pay

Out-of-Network – You Pay

Deductible

$3,500 Individual | $7,000 Family

N/A

Coinsurance

You Pay 0%

N/A

$7,500 Individual | $15,000 Family

N/A

Deductible, then $0-$25 copay

N/A

Deductible, then $25 copay PCP | $75 copay SP

N/A

Chiropractic or Rehab( PT, OT, etc.)

Deductible, then $75 copay

N/A

Specialist Office Visit

Deductible, then $75 copay

N/A

Plan pays 100%

N/A

Major Imaging Hospital Setting

Deductible, then 0%

N/A

Major Imaging Freestanding Ctr

Deductible, then 0%

N/A

Hospital Inpatient Care

Deductible, then $500 copay

N/A

Outpatient Surgery Hospital

Deductible, then $350 copay

N/A

Outpatient Surgery Freestanding Ctr

Deductible, then $350 copay

N/A

Annual Out-of-Pocket Maximum Primary Care Physician Office Visit, Minute Clinic or Mental Health Visit Virtual Visits

Preventive Care Services

Emergency Room Urgent Care Prescription Drugs

Deductible, then $500 copay Deductible, then $75 copay

N/A

Medical Deductible Applies First

Generic Drugs

Deductible, then $3/10 copay

Preferred Brand Drugs

Deductible, then $50 copay

Non-Preferred Brand Drugs

Deductible, then $80 copay

Specialty Drugs

Deductible, then Preferred: 20% up to %250 | Non-Preferred: 40% up to $500

90 Day Mail Order

2x Retail copay

!

This chart is a summary of your benefits. If there is a discrepancy between the chart and official documents, the documents will prevail.

Diagnostic Lab - if performed as part of a physician office visit and billed by the physician, expenses are covered subject to the applicable physician’s office visit member cost sharing.

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HEALTH SAVINGS ACCOUNT

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 at the bank of your choice ONLY if you are enrolled in the Aetna Option 4 HDHP.

• Tax-advantaged – You may benefit from tax advantaged contributions, investment earnings and withdrawals for qualified medical expenses.

• Ownership – You own your account and the money in the account, even if your employer contributes to it.

• Long-term savings – Unused funds roll over from year-to-year. The funds invested can help you to build financial security for retirement savings or to pay for unexpected medical expenses. You may be able to access unused balances to supplement retirement income after age 65, subject to applicable income taxes.

• Investments – Once your HSA has a balance over the required threshold, you can elect to have excess funds directed into an HSA investment allocation of your choice.

• Contribute Anytime: You, your employer, and your spouse and family members can contribute anytime, up to a yearly maximum.

Coverage Level

IRS Maximum Allowable Calendar Year Contribution for 2026

Employee Only

$4,400

Employee + Spouse, Employee + Children, Employee + Family

$8,750

If age 55 or older

Additional $1,000 contribution permitted

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MEDICAL SunRaise Capital offers medical coverage through Aetna Healthcare. The networks used for each of the Aetna Health Care plans are: Base Plan

Elite Choice EPO Open Access Network

Mid Plan

Managed Choice POS Open Access Network

Buy-Up Plan

Elite Choice EPO Open Access Network

HDHP

Elite Choice EPO Open Access Network

You can search for an in-network doctor, hospital or other providers by visiting www.aetna.com/docfind or calling 1-888-8023862.

• • • •

Step one: Visit the Aetna Provider Search Site Step two: In ‘Continue as Guest’ enter your location and mileage search criteria Step three: When prompted to select a plan, choose the plan network Step four: Enter your provider’s name or the type of facility needed. Or you may choose to review the categories provided by the search site.

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CVS TELEHEALTH

Lower costs 1. Using virtual care for on-demand needs, as opposed to urgent care or emergency room visits, can offer a better care experience at a lower cost.

2. The care team can help to coordinate inperson care with in-network providers. They can also refer members to Aetna Care Management for ongoing triage support and health guidance.

3. Pharmacists consult with the virtual care team on medication reviews. They can identify lower-cost drug options, if available.

This may help your employees save money.

Convenient care 1. An electronic health record (EHR) captures visit outcomes. This means employees can share visit data with other network providers who use EHRs, including MinuteClinic.

2. Anywhere access to care removes the need to travel. So, there’s less time away from work and family.

3. Convenient virtual care services help improve employee well-being. And they may boost retention.

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CVS TELEHEALTH

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DENTAL SunRaise Capital sponsors group dental coverage through Guardian. To find a participating dental provider, visit www.GuardianLife.com and select Find a Provider. This is a PPO Plan and use the DentaGuard Complete network. You get the best deal by staying in-network, and you may be balance billed if you go out-of-network.

SunRaise Capital’s Dental plan includes a Maximum Rollover Benefit, which allows members to roll over a portion of unused annual dental maximum for future use.

Guardian Dental Plan

In-Network

Your Deductible

Out of Network

$50 Individual / $150 Family

Calendar Year Maximum Applies to preventive, basic, and major services

$1,500

$1,000

Preventive & Diagnostic Services Exams, Cleanings, Bitewing X-Rays, Fluoride, Sealants

100% (Deductible waived)

80% (Deductible waived)

Basic Services Filings, Endodontics (root canal), Oral Surgery Perio Maintenance/Surgery, Repairs

80% (After deductible)

80% (After deductible)

Major Services Crowns, Inlays/Onlays, Bridges/Dentures, Veneers

50% (After deductible)

50% (After deductible)

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VISION Services

In-Network

Out-of-Network

$10 Copay

Up to $39 allowance

Eye Exam: Routine Exam

Frames: Frames

$130 allowance (15% discount on balance over $130)

Up to $46 allowance

Standard Plastic Lenses: Single

$25 Copay

up to $23 allowance

Bifocal

$25 Copay

up to $37 allowance

Trifocal

$25 Copay

up to $49 allowance

Lenticular

$25 Copay

Up to $64 allowance

Contact Lenses: (Material Only)

Elective contacts

$130 allowance

Up to $100 allowance

Medically necessary

Covered at 100%

Up to $210 allowance

Frequency: Examination

1 per 12 months

Frames

1 per 12 months

Contact Lenses

1 per 12 months

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LIFE AND AD&D Basic Life/AD&D Insurance provided by SunRaise Capital

Life Insurance is a key element of proper financial planning and helps provide financial stability and protection for families in case of an untimely death. If you are an eligible full-time Employee, SunRaise Capital provides $15,000 of basic group term Life insurance and an additional matching amount of Accident Death and Dismemberment (AD&D) insurance through Guardian. This coverage is guarantee issue, which means there are no health questions. There is a reduction in benefit at age 65 and at age 70. This is a company paid benefit.

Voluntary Term Life Insurance And Accidental Death & Dismemberment (AD&D)

Employees have the option of purchasing Voluntary Life and AD&D Insurance through Guardian, in addition to their employer-paid life insurance. Voluntary Term Life Insurance and Accidental Death and Dismemberment (AD&D) are intended to provide additional protection to full-time Employees. AD&D provides double the benefit in the event of accidental death. It also provides a partial benefit for loss of limb or eye due to an accident. Those interested can elect the amount that suits their needs at an affordable rate.

Rates are based on age and when you enroll for this benefit, it will illustrate the cost in Employee Navigator.

Voluntary Term Life Insurance and AD&D coverage is portable (you may take it with you when you leave SunRaise Capital by contacting Guardian within 30 days).

Guardian: Increments of $10,000 up to a maximum of $300,000. The guarantee issue amount at your initial offering of this plan is $100,000. Employees wishing to apply for coverage above $100,000 will need to seek approval for this coverage by completing an Evidence of Insurability (EOI) form, where they will answer a series of simple health questions for Guardian underwriting to review.

If electing coverage for yourself, you may also elect coverage for your spouse, and/or children.

Spouse: Increments of $5,000 up to the lesser of 50% of your Supplemental amount or $150,000 maximum.

The guarantee issue amount is $25,000. Spouse rates are based on the Employee’s age.

Child (age 14 days to 26): Options of $5,000 or $10,000. All child life is guarantee issue. One monthly premium covers all dependent children.

Choose Your Beneficiary: Make sure your life and accidental death benefits will be paid as you intend. Be sure you name a beneficiary when you enroll in Life and AD&D benefits.

If you do not enroll in supplemental Employee or spouse life when you are first eligible (within 30 days of your eligibility), you will be subject to Evidence of Insurability (EOI) when you apply for coverage later.

Annual Election Option: Each year during Open Enrollment, may enroll for an increase of coverage, by an electable amount up to $50,000, but not to exceed the case Guarantee Issue. EOI will be required.

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DISABILITY Disability coverage provides the financial security of knowing that you will continue to receive income if you are unable to work due to illness or injury. Rates are based on age and basic earnings. You will be able to determine the cost in Employee Navigator.

Voluntary Short-Term Disability SunRaise Capital offers all full-time Employees the opportunity to purchase short-term disability coverage through Guardian.

This coverage pays up to a weekly benefit of 60% of the Employee’s pre-disability income (up to a maximum of $1,000 per week) during periods of disability resulting from injury, sickness, or pregnancy. STD benefits begin on the 8th day after an accident, sickness, or pregnancy.

STD benefits pay weekly for a duration of up to 12 weeks. *There is a 3/12 pre-existing condition limitation which means the plan will not pay a claim anytime in the first 12 months of coverage due to a condition for which a member received medical care anytime in the 3 months prior to the effective date.

Voluntary Long-Term Disability

SunRaise Capital offers all full-time Employees the opportunity to purchase long-term disability coverage through Guardian.

Long-term disability pays 60% of monthly earnings to a maximum of $10,000. Benefits begin after 90 days of being disabled and can last up to Social Security Normal Retirement Age. *There is a 12/12 pre-existing condition limitation which means the plan will not pay a claim anytime in the first 12 months of coverage due to a condition for which a member received medical care anytime in the 12 months prior to the effective date.

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W ORKS ITE BENEF ITS Accident Insurance SunRaise Capital offers an Accident plan through Guardian. Benefits are paid directly to you based on a flat schedule when an accident occurs. Some examples of when the plan would pay a benefit are the following: fracture, dislocation, burn, concussion, coma, torn cartilage in knee, laceration, broken tooth, eye injury, ambulance, emergency room, hospital admission, paralysis and more. The plan has a $50 annual benefit (reward) for preventive screenings. If enrolling, you may also cover a spouse and/or children.

Critical Illness Insurance

Guardian’s Critical Illness plan offers a lump sum benefit paid out when you or a covered member is diagnosed with a specified critical illness. Consider this plan a way to help with your medical plan expenses and daily living expenses if you were diagnosed with a critical illness. You may elect benefits in amounts of $5,000, $10,000, $15,000, or $20,000

Condition

First Occurrence

Second Occurrence

Cancer - Invasive - Carcinoma In Situ - Benign Brain Tumor - Skin Cancer

100% 30% 75% $250

100% 0% 0% Not Covered

Vascular - Heart Attack - Stroke - Heart Failure - Coronary Arteriosclerosis

100% 100% 100% 30%

100% 100% 100% 0%

Other - Organ Failure - Kidney Failure - Infectious Contagious Disease

100% 100% 30%

100% 100% 0%

First Occurrence of these additional illnesses: - 100% Benefit: ALS (Lou Gehrig's Disease), Coma, Loss of Speech, Sight or Hearing, Parkinson's Disease, Severe Burns - 50% Benefit: Alzheimer's Disease - 30% Benefit: Addison's Disease, Huntington's Disease, Multiple Sclerosis - Permanent Paralysis: 50% for 1 limb, 100% for 2 limbs If enrolling, you may also cover a spouse and/or children; Spouses are eligible for 50% of the Employee’s benefit amount, Children are eligible for 25% of the Employee’s elected benefit.

Hospital Indemnity Insurance Guardian’s Hospital Indemnity Insurance is for people who need help covering the costs associated with a hospital stay if they suddenly become sick or injured.

Covered Event

Benefit

Hospital/ICU Admission

Plan pays $1,000 per admission to a max of 1 admission per year, per insured

Hospital/ICU Confinement

$100 per day to a max of 30 days per year, per insured

Treatment of Normal Pregnancy

Hospital Admission benefits are not payable for birth within first 9 months of coverage. See Plan Limitations & Exclusions section below for details.

Treatments Covered

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GUARDIAN VALUE ADDED PROGRAMS

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EMPLOYEE NAVIGATOR ENROLLMENT GUIDE Step 1: Log In Go to www.employeenavigator.com and click Login • Returning users: Log in with the username and password you selected. Click Reset a forgotten password.

• First time users: Click on your Registration Link in the email sent to you by your admin or Register as a new user. Create an account, and create your own username and password.

Step 2: Welcome!

After you login, click Let’s Begin to complete your enrollment and additional required tasks if applicable.

Step 3: Start Enrollments After clicking Start Enrollment, you’ll need to complete some personal & dependent information before moving to your benefit elections.

TIP Have dependent details handy. To enroll a dependent in coverage you will need their date of birth and Social Security number.

Step 4: Benefit Elections To enroll dependents in a benefit, click the checkbox next to the dependent’s name under Who am I enrolling?

Below your dependents you can view your available plans and the cost per pay. To elect a benefit, click Select Plan underneath the plan cost.

Click Save & Continue at the bottom of each screen to save your elections.

If you do not want a benefit, click Don’t want this benefit? at the bottom of the screen and select a reason from the drop-down menu.

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EMPLOYEE NAVIGATOR ENROLLMENT GUIDE

Step 5: Forms If you have elected benefits that require a beneficiary designation, Primary Care Physician, or completion of an Evidence of Insurability form, you will be prompted to add in those details.

Step 6: Review & Confirm Elections Review the benefits you selected on the enrollment summary page to make sure they are correct then click Sign & Agree to complete your enrollment. You can either print a summary of your elections for your records or login at any point during the year to view your summary online.

TIP If you miss a step you’ll see Enrollment Not Complete in the progress bar with the incomplete steps highlighted. Click on any incomplete steps to complete them.

Step 7: You’re Finished You are finished. You can go back to your homepage to view your elections and you can make changes until the enrollment window closes.

You can login to review your benefits 24/7!

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EMPLOYEE PAYROLL DEDUCTIONS Your Weekly Payroll Deductions 5/1/2026 – 4/30/2027 Employee Only

Employee & Spouse

Employee & Child(ren)

Employee & Family

Medical Option 1 – Base Plan Aetna EPO ID: 14056707 FL OA EPO 5000 80% $0LXR CY V25

$64.13

$163.83

$133.38

$252.71

Medical Option 2 – Mid Plan Aetna MC ID: 14056646 FL OAMC 3500 80/50 CY V25

$71.92

$181.62

$150.26

$279.58

Medical Option 3 – Buy-Up Plan Aetna EPO ID: 14056691 FL OA EPO 500 80% CY

$93.74

$234.51

$200.33

$360.72

Medical Option 4 – HDHP Aetna HDHP ID: 30021419 AFA OAAS 3500 HSA 100% E CY V25

$64.11

$163.80

$133.35

$252.66

Guardian Dental

$6.02

$12.22

$15.81

$23.52

Guardian Vision

$1.30

$2.46

$2.50

$3.96

Benefit Plans

Guardian Basic Life/AD&D

Employer paid benefit – Please include a beneficiary in Employee Navigator

Guardian Voluntary Life/AD&D

Employee Navigator will calculate deductions based on election and age

Guardian Short-Term Disability

Employee Navigator will calculate deductions based on age and annual salary

Guardian Long-Term Disability

Employee Navigator will calculate deductions based on age and annual salary

Guardian Accident

Guardian Critical Illness

Guardian Hospital Indemnity

$4.04

$6.17

$6.50

$8.62

Employee Navigator will calculate deductions based on election and age

$2.58

$7.40

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$5.24

$10.06

KEY CONTACTS & RESOURCES

Your Broker Support Contacts JEN RAKESTRAW Client Service Executive 678-553-8293 jrakestraw@sspins.com

KEY CONTACTS & RESOURCES Benefit

Company

Phone

Website

Medical & Pharmacy Coverage

Aetna Health Care

1-888-802-3862

www.aetna.com

Dental

Guardian

1-888-Guardian (888-482-7342)

www.guardianlife.com

Vision

Guardian

1-888-Guardian (888-482-7342)

www.guardianlife.com

Group Basic Life/AD&D, Voluntary Life, and Disability

Guardian

Contact HR

www.guardianlife.com

Accident, Critical Illness & Hospital Indemnity

Guardian

1-888-Guardian (888-482-7342)

www.guardianlife.com

EAP

Guardian

1-800-386-7055

www.worklife.uprisehealth.com Access Code: worklife

Enrollment Portal

Employee Navigator

www.employeenavigator.com Company Identifier: SunRaise Capital

Human Resources

Drew Garner, SHRM-CP, MHR

Drew@SunRaise.com

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IMPORTANT NOTICES 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 NOTICES GINA

The Genetic Information Nondiscrimination Act (GINA) prohibits health benefit plans from discriminating on the basis of genetic information in regard to eligibility, premium and contributions. This generally also means that private employers with more than 15 employees, its health plan or “business Employee” 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 purposes.

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 NOTICES 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.

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IMPORTANT NOTICES 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

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.

Loss of Other Coverage

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).

Medicaid or CHIP

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. SunRaise Capital Benefit Guide | 29

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, 2026, through December 15, 2026, for coverage starting as early as January 1, 2027.

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.

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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 SunRaise Capital, LLC

4. Employer Identification Number (EIN) 84-1861498

5. Employer Address 4005 Church Street

6. Employer Phone Number 844-786-8362

7. City Sanford

8. State FL

9. Zip Code 32771

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

Drew Garner, SHRM-CP, MHR 11. Phone Number (if different from above)

12. Email Address Drew@SunRaise.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:

X

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:

X

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.

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IMPORTANT NOTICE ABOUT 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 SunRaise Capital 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.

•

SunRaise Capital has determined that all of the prescription drug coverage offered by the Aenta plans in this Benefit Guide are, 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 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 SunRaise Capital coverage will not be affected. Please review prescription drug coverage plan provisions/options under the certificate booklet provided by Anthem. 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 SunRaise Capital 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 SunRaise Capital 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 SunRaise Capital 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 (1-800-633-4227). 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. For information about this extra help, visit Social Security on the web at www.socialsecurity.gov, or call them at 1-800-7721213 (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).

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