EXAMPLE CLIENT 2025 Benefits Guide 5.6.2025 by thepartnersgroup_ebd

JANUARY 1, 2025 – DECEMBER 31, 2025

BENEFITS CONTACT INFORMATION

Benefit Provider/Contact

Human Resources

Medical

Virtual Health

Prescription Drug

Dental

Vision

Group Life AD&D

Long-Term Disability

Provider Contact N/A (123) 456-7890 website com

Provider Contact 1234567890 (123) 456-7890 website com

Provider Contact N/A (123) 456-7890 website.com

Provider Contact 1234567890 (123) 456-7890 website com

Provider Contact N/A (123) 456-7890 website com

Provider Contact N/A (123) 456-7890 website.com

EAP Provider Contact N/A (123) 456-7890 website com

HSA

Provider Contact 1234567890 (123) 456-7890 website com

FSA Provider Contact 1234567890 (123) 456-7890 website com

401(k) Retirement Plan

401(k) Investment Questions

529 College Savings Plan

Travel Assistance

Benefits Account Manager

Provider Contact N/A (123) 456-7890 website com

Provider Contact N/A (123) 456-7890 website.com

LOREM IPSUM

Ilit dusdae duciasp eristio tor ratur? Pa vid quatem

Faceatatur rest vel iur

Ad quisque quam fugit, Quiatiori dolessi tatur,

Odignis dolorita ea dolecul

Quiatiori dolessi tatur, Odignis dolorita ea dolecul.

INTRODUCTION

CLIENT is pleased to offer a comprehensive program of group benefits to help maintain the health and well-being of you and your eligible family members Our benefit plan objectives are to provide you with benefits for maintaining good health, and to provide you with a robust offering of ancillary benefits to meet the needs of you and your family The ability to continue this benefits program is a partnership between CLIENT and our employees

This guide is a brief overview of your benefit plans, the enrollment process and timelines More detailed descriptions of eligibility, waiting periods, and benefits are contained in your Summary Plan Descriptions (SPDs), which are your benefit booklets and group certificates. You’ll find these {INSERT CLIENT SPECIFIC LOCATION HERE}.

We strongly believe in encouraging employees to engage in health awareness and wellness as we build a culture of health and wellness for the entire organization. We want you to have the information you need for you and your family to get and stay healthy so you can enjoy your life to the fullest. As a healthier workforce, we all benefit from lower health benefits costs and increased productivity throughout the organization!

BENEFIT HIGHLIGHTS - WHAT’S NEW FOR 2025?

CLIENT is moving our Employee Assistance Program (EAP) to Curalinc For more information on benefits being offered, see page XXXX

This year CLIENT leadership has chosen to make the investment in employees and keep healthcare costs and plan designs the same as last year Your plans will not be changing and your costs will not be increasing!

For the past 2 years CLIENT has paid 90% of employee and dependent’s total premium regardless of tier Rather than pass on this year’s medical renewal increase to employees and dependents, CLIENT made the decision to absorb that cost on your behalf to keep your out of pocket premiums the same.

2025 BENEFITS OVERVIEW

Medical, Vision, Rx

Dental

Health Savings Account (HSA)

Flexible Spending Account (FSA)

Group Life and AD&D

Voluntary Life and AD&D

Long-Term Disability

Employee Assistance Program (EAP)

Virtual Health Services

401(k) Plan

529 College Savings Plan

Travel Assistance Plan

ELIGIBILITY & ENROLLMENT

ELIGIBILITY

Regular employees working 30+ hours a week are eligible for benefits Benefits begin on the first of the month following date of hire You may elect Medical, Dental, Vision, Voluntary Life/AD&D and/or Critical Illness, Accident, and Hospital Indemnity coverage for dependents including your legal spouse, domestic partner, or dependent children

GENERAL ENROLLMENT INFORMATION

1 Carefully review the plan information in this Benefits Guide and contact HR if you have any questions

2 Carefully review the appropriate level of coverage and be sure to indicate which of your eligible dependents are to be covered under each plan

3 Please complete enrollment/changes online through the benefits portal

BENEFIT ELECTION CHANGES

If you experience a life event change during the plan year such as marriage, divorce, birth or adoption of a child, or a spouse/domestic partner losing or gaining other coverage, you could qualify to make changes to your benefit plans. You are required to notify HR within 31 days of the date of the event to make benefit plan changes. Failure to notify HR within 31 days may disqualify you and require you to wait until the next open enrollment to make plan changes. Open enrollment each year will allow you to add dependents and make changes to your coverage elections.

WHEN COVERAGE ENDS

Your benefit plan participation and the participation of your eligible dependents will terminate on the last day of the month in which you terminate employment with CLIENT Coverage may also terminate if you fail to pay your share of an applicable premium, if your hours drop below the eligibility hours requirement, and/or if you submit false eligibility or claims information

If you have elected a Health Savings Account (HSA), that account is yours to keep and spend on qualified medical expenses even if you move plans or leave CLIENT The employer paid life/AD&D, employee paid life/AD&D, accident, critical illness, and hospital indemnity benefits are portable (you can take the benefit on a direct billed basis if eligible)

BENEFIT GLOSSARY

The following definitions should help you understand your benefit plans Remember, you have access to In-Network and Out-of-Network providers

Our Medical, Dental and Vision network providers have contracted rates that can be much lower than Out-of-Network providers Your out of pocket expense may be lower by using In-Network providers

CO-INSURANCE

The percentage of cost-sharing between what you and the insurance company must pay, after any applicable deductible has been met.

CO-PAY

The set dollar amount that you must pay to a provider when services are rendered.

CALENDAR YEAR DEDUCTIBLE (CYD)

The amount you pay before co-insurance is paid You only need to meet your deductible once per calendar year

NETWORK

The group of providers who are approved for services and are available or treatment under the insurance company’s contract

OUTPATIENT

A patient who receives treatment at a hospital or outpatient facility without being admitted overnight

CALENDAR YEAR OUT-OF-POCKET-MAXIMUM

The most you pay during a policy period (January 1December 31st) before your medical insurance begins to pay 100% of the allowed amount. This limit never includes your premium, balance-billed charges or health care your health insurance or plan doesn’t cover. Some health insurance or plans don’t count all of your co-payments, out-of-network payments or other expenses toward this limit.

PROVIDER

Any facility, person, or entity recognized for payment by the insurance company

UNUSUAL, CUSTOMARY AND REASONABLE (UCR)

The determined going rate for like services in the same area The insurance company’s co-insurance percentage that they pay is taken from the UCR amount for that service You are responsible for your co-insurance percentage plus all of the amount that exceeds UCR UCR is used only when services are provided by an Out-of-Network provider

MEDICAL & PRESCRIPTION: HDHP/HSA PLAN

CLIENT is pleased to offer you and your eligible dependents options for medical coverage through CARRIER The following table is an overview of covered services For full plan details, refer to the Summary of Benefits and Coverage

To find in-network medical providers, visit www insurancecompany com PCY = Per Calendar Year *HDHP/HSA Aggregate Deductible: The entire family deductible must be met if 1 or more dependents are enrolled An individual on family coverage has an out of pocket

MEDICAL & PRESCRIPTION: PPO PLAN

CLIENT offers a PPO Plan through CARRIER, which provides coverage through the CARRIER Network The following is a summary of this medical plan

To find in-network medical providers, visit www insurancecompany com PCY = Per Calendar

*HDHP/HSA Aggregate Deductible: The entire family deductible must be met if 1 or more dependents are enrolled An individual on family coverage has an out of pocket limit of $6,850. **Virtual Visits via phone or video change when not in a healthcare facility Virtual Visits are also

for

VOLUNTARY BENEFITS

Supplemental insurance plans are a valuable way for employees to protect their future by combining the convenience of payroll deductions with competitive group rates These voluntary benefits enable employees to customize their insurance package to meet their specific needs. They are appropriate for single as well as married individuals and these benefits may be continued upon termination of employment.

ACCIDENT INSURANCE

Accident Insurance is 24 hour coverage, and can supplement existing medical coverage, and is designed to help covered employees pay the out-ofpocket expenses and extra bills that can follow an accidental injury, whether minor or catastrophic Lump sum benefits are paid directly to the employee based on the amount of coverage listed in the schedule of benefits

CRITICAL ILLNESS INSURANCE

Critical Illness Insurance is designed to help employees offset the financial effects of a catastrophic illness by paying a lump sum benefit if an insured person is diagnosed with a covered critical illness (including Cancer) The Critical Illness benefit can help with out-of-pocket medical expenses such as copays and deductibles, treatment not covered by your medical plan, and you mortgage payment. You can elect either a $15,000 or $30,000 benefit and spouse/children are covered at 50% of the employee’s elected amount.

HOSPITAL INDEMNITY INSURANCE

Hospital Indemnity Insurance is designed to help provide financial protection for covered individuals by paying a benefit when covered individual is hospitalized, and in some cases, for treatment occurs outside the hospital Employees can use the benefit to pay the out-of-pocket expenses and extra bills that can occur due to hospitalization Lump sum benefits are paid directly to the employee based on the amount of coverage listed, regardless of the actual cost of treatment

WHY CHOOSE VOLUNTARY BENEFITS

Voluntary benefits can help cover unexpected costs that might arise due to lack of work due to an accident

Pays you in the event of an accident, hospitalization or critical illness

The money is yours to use as you see fit, whether that’s paying bills, mortgage, food, or covering the cost of medical care your medical insurance does not cover

WELLNESS BENEFITS

Each plan includes a $100 Health Screening Benefit paid annually to all covered persons who complete an annual preventative health screening. Please refer to the Benefit Summaries for qualified health screenings.

DENTAL BENEFITS

CLIENT offers a dental plan through CARRIER and provides coverage through the CARRIER network The following is a brief summary of this dental plan For full plan details, please refer to the benefit summary PLAN FEATURES

Calendar Year Deductible

$50 (per person)

Deductible: Waived for preventive Yes

Annual Maximum $2,000 per member

Diagnostic & Preventive Care (exams, cleaning, x-rays)

Basic Restorative Care (fillings, simple oral surgery, endodontics)

Major (crowns, inlays, onlays)

Implants

Covered at 100%

Covered at 100% to MAC

Covered at 80% Covered at 80%

Covered at 50%

TMJ Not covered

Covered at 50%

Orthodontia Adults and Dependent Children to age 26 50% (deductible waived) to a lifetime maximum benefit of $2,500

To find in-network dental providers, visit www WEBSITE com

*If you choose to receive your care through a PPO provider (in-network), you will incur fewer out-of-pocket expense If you choose to receive your care from an out-of-network provider, DENTAL CARRIER will cover services at the same percentages as to in-network providers, however, an outof-network provider may balance bill you for amounts not covered by DENTAL CARRIER. Balance billing is when a provider’s fees exceed the Usual and Customary rate paid by the insurance carrier and bills the patient the balance

VISION BENEFITS

CLIENT offers access to a vision plan through CARRIER With this benefit, you have access to the CARRIER innetwork providers which means a higher level of benefits than if you go to an out-of-network provider {Please note, CARRIER does not issue ID cards Your name and social security number is the identification used to access benefits at in-network providers } The following is a summary of this vision plan For full plan details, please refer to the benefits summary

Exam (once per calendar year)

Vision exam

Routine retinal screening

Contact lens exam

Lenses (once per calendar year)

Single Bifocal, Trifocal, Lenticular Progressive

Frames (once per calendar year in addition to contacts

Contacts in addition to glasses (once per calendar year)

Diabetic Eyecare Program

Retinal Screening for members with Diabetes

Additional exams

$25 copay (Under age 5: $0 copay)

$39 copay

$60 copay

Covered in full

$0-$55 copay

Covered in full up to $200

$110 allowance at Costco/Walmart

$150 allowance

$0 copay

$20 copay per exam

*If you choose to receive your care through a vision provider that is Out-of-Network, benefits are for reimbursement only; you must submit your own claims to VSP for reimbursement To find in-network vision providers, visit www vsp com and select the VSP Choice Network

BENEFIT PLAN COSTS

HEALTH SAVINGS ACCOUNT (HSA)

HEALTH SAVINGS ACCOUNT

(HSA)

CLIENT offers a Health Savings Account (HSA) plan through CARRIER An HSA is an account owned by an individual used to pay for current and future medical expenses It is a tax advantaged account available to you if you are enrolled in the High-Deductible Health Plan

You can use your HSA funds on qualified medical expenses, including:

Most medical care that is subject to your deductible (copays, coinsurance, doctor visits, inpatient or outpatient treatment, etc.)

Prescription drugs

Over-the-counter drugs

Dental and vision care

Tax-free distributions can be taken for qualified medical expenses of:

Person covered by HDHP

Spouse of the individual (even if not covered by the HDHP)

Any dependent of the individual (even if not covered by the HDHP)

It may be necessary to prove to the IRS that HSA distributions were used for qualified medical expenses, so keep your receipts!

To be eligible to open and contribute to an HSA you must be:

Covered by a qualified HDHP

Not covered by any other health insurance

Not enrolled in Medicare benefits

Not enrolled in an FSA or Spouse’s FSA

Not claimed as a dependent on someone else’s tax return

The Internal Revenue Service (IRS) contributions for plan year beginning on or after January 1, 2025.

Employee Only: $4,300

Family: $8,300

HSA Catch-up Contributions (not subject to adjustment for inflation) Age 55+: $1,000

CLIENT will contribute $1,000 annually to your HSA if you elect the $2,500 deductible plan with HSA. HSA dollars can be used to cover you medical deductible or other qualified medical expenses

Please note, CLIENT’s contributions combined with your individual contribution cannot exceed the IRS annual limits or you will be subject to tax penalties An HSA account is also yours to keep and take with you should you change plans or leave CLIENT Any funds left in your HSA at the end of the year will roll over year to year with no caps or penalties, allowing you to save for future medical expenses

FLEXIBLE SPENDING ACCOUNT (FSA)

CLIENT offers a Flexible Spending Account (FSA) plans through CARRIER By participating in the FSA plan, you can pay for health care expense and daycare expenses with pre-tax dollars FSA contributions are deducted from your paycheck before taxes are calculated This decreases your taxable income, and therefore reduces your Federal income and Social Security taxes You must re-enroll in the FSA plan each year in order to enroll or remain enrolled in this benefit. The FSA plan year begins on January 1, 2025 and ends on December 31, 2025. Claims must be incurred during this timer period to be eligible for reimbursement Per Internal Revenue Service (IRS) regulations, funds remaining in your FSA at the end of the year may be forfeited so please plan accordingly

FSA PLANS ALLOW EMPLOYEES TO DEFER MONEY ON A PRE-TAX BASIS FOR:

Group Health Premiums: Automatically pre-tax premium payroll deductions for your medical, dental, and vision contributions

Health Care Account: You may set aside up to $3,300* annually, on a pre-tax basis, to cover out-of-pocket medical, dental and vision expenses, including co-pays, deductible, coinsurance, and prescription drugs.

$660* Rollover Allowed! You may roll over up to $660* of any unused funds at the end of the year into the next year’s FSA. The carryover amount is determined after all expenses have been reimbursed for that plan year (after the end of the plan’s 90 day runout). This amount will be added to any contributions you elect for the next plan year. Per Internal Revenue Service (IRS) regulations, any funds remaining in your FSA that exceed $660* at the end of the year will be forfeited so please plan accordingly Please note, this ONLY applies to the Health Care FSA It does not apply to the Dependent Care FSA

FSA Debit Card - the FSA debit card gives you an automatic way to pay for qualified healthcare expenses The stored value debit card draws on the value of your annual FSA election

Effective January 1, 2020, many over the counter medicines and feminine care products are considered Health Care FSA eligible under the CARES Act

Dependent Care Account: You may set aside up to $5,000* annually (if married and filling your taxes jointly or $2,500* annually if married and filling taxes separately) on a pre-tax basis to pay for day care expenses For dependent care expenses to be eligible under the Dependent Care FSA, the expenses must be incurred in order to care for a tax-dependent child under age 13 who live with you, or a tax-dependent parent, spouse or child who lives with you and is incapable of caring for himself or herself. The care must be needed so that you and your spouse can go to work or attend school full time.

REMINDER

You must re-enroll each year in the Health Care and/or Dependent Care FSA to take advantage of these benefits. Your share of medical, dental, and/or vision contributions will be automatically deducted from your pay check on a pre-tax basis.

HEALTH REIMBURSEMENT ACCOUNT (HRA)

CLIENT offers a Health Reimbursement Account (HRA) alongside the PLAN NAME(S) through CARRIER

The purpose of the HRA is to reimburse you for the deductible expenses on your PLAN NAME(S), thereby lowering what you are responsible for paying You are automatically enrolled in this HRA benefit if you enroll in the PLAN NAME(S) The HRA does not reimburse any expenses other than the deductible The deductible and HRA reimbursement run on a calendar year basis You cannot receive reimbursement for any copays, coinsurance, or non-covered services on the plan The HRA is funded 100% by CLIENT

How does it work?

Each employee enrolled on the PLAN NAME(S) has an arrangement through the HRA that will reimburse up to $XXX for each employee and up to $XXX maximum per family of deductible expenses.

You are responsible for the first $XXX of deductible expenses on the PLAN NAME(S) per enrolled individual

Any deductible expenses from $XXX- $XXX will be paid directly to the provider/facility by the HRA, administered by CARRIER.

Eligible expenses include deductible expenses associated with the PLAN NAME(S) medical plan. Copays and coinsurance are NOT eligible expenses

Funds run according to the calendar year (January 1st – December 31st)

Unused HRA dollars do not roll over from year to year

Claims are filed automatically per a file feed from MEDICAL CARRIER to HRA CARRIER All you need to do is confirm the HRA payment is credited on your bill from the provider/facility

Reimbursements from your HRA will automatically happen when CARRIER medical deductible claims are approved and eligible for HRA the deductible reimbursement amount

LIFE, AD&D, AND SUPPLEMENTAL LIFE

GROUP TERM LIFE INSURANCE

CLIENT provides Employer Paid Group Term Life to all eligible employees at no cost This plan will pay your beneficiary A FLAT $50,000 benefit in the event of your death

ACCIDENTAL DEATH AND DISMEMBERMENT (AD&D) INSURANCE

In the event of your death or dismemberment due to an accident this policy will pay an additional benefit to your beneficiary.

SUPPLEMENTAL LIFE INSURANCE AND AD&D INSURANCE

You may purchase additional life insurance and AD&D in $10,000 increments to the lessor of $400,000 or 5x your annual salary. Spouses can purchase coverage not to exceed 50% of the employee amount to a maximum of $200,000 Children are eligible for up to 10% of the employee amount or $10,000 If you enroll during your initial enrollment period or are newly eligible, you may elect up to $150,000 without answering any medical questions Spouses are eligible for up to $25,000 without answering medical questions All child amounts are covered with no medical questions If you decline coverage during your initial eligibility period and decide to enroll at a future date you will be required to submit Evidence of Insurability (EOI)

WHY SHOULD I ENROLL IN SUPPLEMENTAL LIFE/AD&D COVERAGE?

Group rates can be more affordable than the individual market

AD&D coverage provides coverage for serious injuries or death caused by accidents

Remember to designate a beneficiary at the time of enrollment If you have existing coverage remember to review your beneficiary designations If you have had a recent family status change (marriage, birth, divorce, or death), you may want to update your beneficiary information. In the event of a claim, benefits will be paid to the beneficiary on file.

NOTE: Group Term Life Insurance/AD&D, Supplemental Life/AD&D and Spouse benefits are reduced to 35% of your coverage amount at age 65, 40% at age 70, 25% at age 75, and 15% at age 80.

Premiums are automatically payroll deducted

Extra protection for your family in the event of a claim to assist with covering expenses like mortgages, education, or daily living

VOLUNTARY LIFE AND AD&D

VOLUNTARY LIFE & AD&D

You may purchase additional life insurance and AD&D in $10,000 increments to the lessor of $400,000 or 5x your annual salary Spouses can purchase coverage not to exceed 50% of the employee amount to a maximum of $200,000 Children are eligible for up to 10% of the employee amount or $10,000 If you enroll during your initial enrollment period or are newly eligible, you may elect up to $150,000 without answering any medical questions Spouses are eligible for up to $25,000 without answering medical questions. All child amounts are covered with no medical questions. If you decline coverage during your initial eligibility period and decide to enroll at a future date you will be required to submit Evidence of Insurability (EOI).

Remember to designate a beneficiary at the time of enrollment. If you have existing coverage remember to review your beneficiary designations If you have had a recent family status change (marriage, birth, divorce, or death), you may want to update your beneficiary information In the event of a claim, benefits will be paid to the beneficiary on file

NOTE: Group Term Life Insurance/AD&D, Supplemental Life/AD&D and Spouse benefits are reduced to 35% of your coverage amount at age 65, 40% at age 70, 25% at age 75, and 15% at age 80

EMPLOYEE ASSISTANCE PROGRAM (EAP)

CLIENT is offering an Employee Assistance Program (EAP) through CARRIER EAP services are available to all employees and their dependents in the household The EAP offers free, confidential counseling that can help with issues such as family/marital/parenting concerns, personal and emotional concerns, work conflicts, financial issues, child care referral, alcohol and drug issues and more You and your family members can receive up to six, one-hour face to face, over the phone, or online sessions with a licensed EAP counselor free of charge per incident as well as 24 hour crisis telephone counseling CARRIER also offers the following programs:

Whole Life Directions - a digital cognitive behavioral therapy tool that provides proactive mental health engagement, instant connection to personalized programs, and a complete mental health appraisal

Life Balance - access to healthy, fun, and family-friendly activities to employees at a discount both locally and across the country

Peer Support Program - an online chat feature that immediately matches users for always synchronous, always moderated peer-to-peer chat-based support on any topic 24/7

401(K) RETIREMENT PLAN

SUBHEAD GOES HERE

Rum rehento corepta porempores dolores torero qui dolupta temquamet que quiatus millacc uptatem Nequid quis doluptatur, ipitibus untibero berit fugitatiur audandebita dolupta turitatat que in posae none suntintiorum ex essimusa veritat iossedit eaquis vellacianim doloreiciis a comnit int vero conem ullectotatur asimus, officillit, sentotatibus aut quam facea iusae lat am erum fugia exped mosa quatus ea consedit aliquo id quosseribus, susda ad etur atio inciam abo Nequid quam volum faciet id quas doluptin

SUBHEAD GOES HERE

Cori untori aut lam, ut volupta temquis estrum laut poreprore sum cullaut optisti volor sequo ommolor estibus sincillatur maxim rem re porum sit ilit et, cullorem rem et ant pro est parum quidel modipsanihit molore sollabo rionsequas esciistibea as con porum aut laut quo blacerr umquaspe ipidus voluptas quia voluptae nobitaque sinveriandel exerum entur, tet, sunt optust et qui si sunt, corum as sit modignat.

SUBHEAD GOES HERE

Ugia debis etur? Lent quid qui ut volum quo temporporro voluptur? Ur aborit min non nonessin nullicium esto ma dit laut ex et offic tet vent omnis doluptio con. Eque con con commos nimaiones aceria volores tiatur, ommodit que nulliqui remporeptis exerfero modis vollande simi, ipsam.

529 COLLEGE SAVINGS PLAN

SUBHEAD GOES HERE

Cori untori aut lam, ut volupta temquis estrum laut poreprore.

Sum cullaut optisti volor sequo ommolor estibus sincillatur maxim rem re.

Porum sit ilit et, cullorem rem et ant pro est parum quidel modipsanihit. Molore sollabo rionsequas esciistibea as con porum aut laut quo blacerr umquaspe ipidus voluptas quia.

Voluptae nobitaque sinveriandel exerum entur, tet, sunt optust et qui si sunt, corum as sit modignat.

SUBHEAD GOES HERE

Ugia debis etur? Lent quid qui ut volum quo temporporro voluptur? Ur aborit min non nonessin nullicium esto ma dit laut ex et offic tet vent omnis doluptio con Eque con con commos nimaiones aceria volores tiatur, ommodit que nulliqui remporeptis exerfero modis vollande simi, ipsam

COBRA AND CONTINUATION OF COVERAGE

SUBHEAD GOES HERE

Ent plique cusam senis velliqu isciet audicim uscient omnis dolorum ut ulla voluptius, volupta spicietur sin cus saest volorer ciliquidi omni net, alicatur alibusapit officabor autatur repra alis resseri onecust molessit labo Arum excest vendunt:

Hentenduciis essima que res que arcimol orerferes expelit

Pre offic tes dictus mi, optatemque ea veni andae Lorem ipsum dolor sit amet

Rum rehento corepta porempores dolores torero

Sed que quam dolum dita con nonsentia peribus

Oluptur? Qui torest, optasi volores dolupta dolestecus

SUBHEAD GOES HERE

Hentenduciis essima que res que arcimol orerferes expelit.

Pre offic tes dictus mi, optatemque ea veni andae.

Lorem ipsum dolor sit amet

Rum rehento corepta porempores dolores torero

Sed que quam dolum dita con nonsentia peribus.

Oluptur? Qui torest, optasi volores dolupta dolestecus

NOTICES, SPECIAL RIGHTS, & PRIVACY

SPECIAL ENROLLMENT RIGHTS

If you are declining enrollment for yourself or your dependents due to other coverage, you may be able to enroll later if you or your dependents lose eligibly for that other coverage (of if the employer stops contributing towards it) if you request enrollment within 31 days If you have a new dependent as a result of marriage, birth, adoption or placement for adoption, you may also be able to enroll later if you request enrollment within 31 days of the event To request special enrollment or obtain more information about your Special Enrollment Rights, contact Human Resources If you do not have a certificate, but you do have prior health coverage, we will help you obtain one from your prior plan There are also other ways of proving you have creditable coverage Please contact Human Resources if you need help demonstrating creditable coverage

PRIVACY POLICY

You are entitled to receive an explanation of how your personally identifiable health information will be used and disclosed. For example, a physician or hospital is required to provide you with a Notice of Privacy Practices at your first visits. You will be required to sign an acknowledgement indicating that you received the Notice of Privacy Practices. If you have health insurance coverage, the insurance company or health plan will also provide you with a Notice of Privacy Practices immediately after you are enrolled in the plan. It is important that you read the Notice of Privacy Practices in order to understand your rights and know who to contact if you feel your privacy rights have been violated. Contact Human Resources for a copy of our health plans’ Notice of Privacy Practices.

WOMENS HEALTHCARE RIGHTS ACT

Did you know that your plan, as required by the Women’s Health and Cancer Rights Act of 1998, provides benefits for mastectomy-related services including reconstruction and surgery to achieve symmetry between the breasts, prostheses, and complications resulting from a mastectomy (including lymphedema)? Call your plan administrator for more information

GENERAL REMINDERS

Health and welfare benefits are not vested benefits and are subject to change at the sole discretion of CLIENT CLIENT reserves the sole and exclusive right to alter, reduce or eliminate any pay practice, policy or benefit at any time without advance notice except where required by law

Please do not enroll dependents that are not eligible for our benefit plans To knowingly do so well results in their termination from the benefit plans, your repayment of benefits paid, and possible disciplinary actions

Every effort has been made to assure that the information provided in this benefit guide is accurate. In all cases, however, the benefit plans will be administrated to accordance with the governing plan documents, insurance contracts, and Company policies. These documents are available to plan participants upon request.