2020-2021 Benefits Guide

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Welcome to your 2020-2021 Benefits Guide

The Edwards Aquifer Authority offers a comprehensive insurance benefits package to current eligible employees as well as COBRA members. Our health and welfare benefits provide both choice and value to meet the needs of our diverse workforce. This booklet offers a comprehensive overview of your health and welfare benefits options, including details about eligibility, enrollment, and the plans available to you to help you choose benefit plans that best suit your individual needs. It also explains how life changes and changes to your employment status can affect your benefits. The information in this booklet reflects the terms of the benefit plans in effect as of October 1, 2020. Please note that this is a summary of your benefits only, additional requirements, limitations and exclusions may apply. Refer to applicable plan summary documents and regulations located at the end of this booklet for details. The applicable policy issued by the carrier will take precedence if there is a difference between the provisions therein and those of this document.

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What’s Inside ENROLLMENT ELIGIBILITY ..............................................................................................................................4 BENEFIT CARRIER CONTACT INFORMATION..................................................................................................8 MEDICAL PLANS ...........................................................................................................................................10 MEDICAL PLAN SUMMARY COMPARISON CHART .......................................................................................11 DENTAL PLAN ...............................................................................................................................................14 HEALTH REIMBURSEMENT ACCOUNT (HRA) ...............................................................................................15 FLEX SPENDING ACCOUNTS (FSA)................................................................................................................16 GROUP TERM LIFE INSURANCE....................................................................................................................18 ACCIDENTAL DEATH AND DISMEMBERMENT (AD&D) COVERAGE .............................................................18 LIFE INSURANCE FEATURES..........................................................................................................................18 LONG-TERM DISABILITY (LTD)......................................................................................................................19 OPTIONAL TERM LIFE INSURANCE ...............................................................................................................19 WELLNESS.....................................................................................................................................................23 OPTIONAL BENEFITS.....................................................................................................................................26 LEAVE............................................................................................................................................................31 RETIREMENT.................................................................................................................................................31 TRAINING......................................................................................................................................................33 REQUIRED NOTICES......................................................................................................................................34

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ENROLLMENT ELIGIBILITY Employee Eligibility All active full-time employees are eligible for full benefits. Full-time is defined as employees who work more than 30 hours per week. Dependent Eligibility Dependents who meet the descriptions listed below are eligible for coverage. Full-time employees may elect medical, dental, and dependent life coverage for their dependents within 30 days of being hired. Current full-time employees may elect health care coverage for their dependents during the Open Enrollment period or within 30 days of experiencing a Qualifying Life Event. • Your spouse – the person to whom you are legally married. • Your child – your biological child, child with a qualified medical support order, legally adopted child, or child placed in the home for the purpose of applicable state and federal laws through the end of the month in which the child turns age 26. • Your stepchild – the child of your spouse for as long as you remain legally married to the child’s parent through the end of the month in which the child turns age 26. • Legal guardianship – a child for whom you have legal guardianship in accordance with an Order of Guardianship pursuant to applicable state or federal laws or a child for whom you are grant court-ordered temporary or other custody through the end of the month in which the child turns age 26. • Your adopted child – a child through adoption through the end of the month in which the child turns age 26. • Other Medical Support Order – a child in accordance with a Court Order pursuant to applicable state or federal laws. • Children over the age of 26 with permanent intellectual or physical disabilities if: o They were enrolled before they turned 26 and remain covered or they were over the age of 26 at the time of the enrollee’s initial enrollment; and o They are incapable of self-sustaining employment because of the intellectual or physical disability; and o They are dependent on the enrollee for care and financial support. How to Enroll in Benefits New hires will complete their benefit enrollment forms through the NEOGOV Onboarding portal and will also create an ADP account as first-time users to make benefit elections. Instructions will be emailed to new hires on how to register for ADP and make benefit elections. Current EAA employees will elect benefits via ADP during the annual Open Enrollment period. Instructions to make benefit elections will be emailed to employees prior to each annual Open Enrollment period. Employees are automatically enrolled in the following EAA plans and the required payroll deductions for TCDRS: • Basic Life & AD&D Insurance – no cost to the employee • Long Term Disability – no cost to the employee • Texas County District Retirement System (TCDRS) – 7% mandatory contribution Benefit elections become effective on the first of the month following date of hire. TCDRS becomes effective on date of hire.

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Coverage Effective Dates The following effective dates apply provided the appropriate enrollment transaction (electronic or paper form) has been completed within the applicable enrollment period. Your coverage is effective for you and your dependent as follows: New Hire If you enroll within 30 days from date of hire, coverage for you and any dependents you enroll will be effective on the first of the month following date of hire. Annual Open Enrollment If you enroll during annual Open Enrollment, coverage for you and any dependents you enroll will be effective on the beginning of the plan year, October 1st. If you do not submit the appropriate enrollment forms during the required eligibility period of 30 days, you will have to wait until the next open enrollment period or experience a qualifying life event to make enrollment changes to your medical health plans. Coverage End Dates Coverage for you and your dependents will end on the earliest of the following: • The date the plan in question is terminated. • The last day of the month, in which you voluntarily terminate you or your dependents’ coverage. • The last day of the month in which you or your dependents no longer meet eligibility requirements. • The last day of the month your dependents no longer meet eligibility due to age. Waiving Coverage If you have medical coverage under another plan, youmay choose to decline (waive) the EAA’s medical plans. When an employee makes this choice, a “Declination of Coverage” form must be completed and returned to Human Resources. If you decide later that you would like coverage, you will not be able to enroll until the next Open Enrollment period or within 30 days of a qualifying life event. Some examples of other coverage could be: • Your spouse’s or parents’ plan • A government insurance program • An individual policy or other group coverage Qualifying Life Events A qualifying event is a life event that may allow an employee to add or drop coverage after being hired and outside of the Open Enrollment period. The change must be consistent with the event and documentation (i.e., marriage license, birth certificate, divorce decree, etc., ) must be provided to the HR Administrator within 30 days of the event. Please call or email the HR Administrator to schedule an appointment. You can add, drop or change coverage for yourself and your dependents when you experience a Qualifying Life Event such as: • Marriage • Divorce • Birth or adoption of a child

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• Death • Child reaching age 26

• Child’s loss of eligibility on another plan • Spouse’s gain or loss of other coverage A child is terminated from medical and dental on the last day of the month he/she attains age 26. When a child gains or loses Children’s Health Insurance Program also known as CHIP, employees have 60 days to provide documentation of the gain or loss of coverage to make a corresponding change to their coverage (adding or dropping). If notification isn’t made to the HR Administrator within 30 days of the event, then employees must wait until the next Open Enrollment period. However, you must notify the HR Administrator to drop coverage for dependents who no longer meet eligibility requirements. Coverage effective dates for Qualifying Life Events Qualifying Event – Other than Birth/Adoption of Child If you enroll within 30 days of the qualifying life event, coverage for you and any dependents you enroll will be effective on the first day of the month following the date you submit the enrollment form. Qualifying Event – Birth/Placement/Adoption of Child If you enroll within 30 days of the date of birth, coverage will be effective on the date of birth; even if you have family coverage, you must complete an enrollment form. Premium is due for any period of dependent coverage if the dependent is subsequently enrolled, unless, specifically not allowed by applicable law. Additional premium may not be required when dependent coverage is already in force. If you enroll within 30 days of the court-ordered adoption, placement for adoption, guardianship or conservatorship of a child, coverage will be effective on the date of the adoption, placement for adoption, guardianship or conservatorship; even if you have family coverage, you must complete a Benefits Enrollment Form. Enrollment Tips • Have Social Security numbers, birth dates and required documentation to enroll your eligible dependents. • Choose your options carefully. Once you make an election as a new hire, during open enrollment or within the 30-day qualifying event window, you cannot cancel or change to another plan (i.e., switch your health insurance plan). Group insurance plan premiums are deducted from your paycheck before calculating payroll taxes. Because of these pretax tax savings, the IRS determines when you may make changes—either annually during open enrollment or during the plan year if you experience a qualifying life event. • If you are a new hire, complete your enrollment forms via NeoGov Onboard. • Enroll online in ADP during open enrollment or within 30 days from your date of hire if you are a new employee. If you miss either of these enrollment deadlines, then you must wait until the next open enrollment period unless you experience another qualifying event during the year that allows you to make a change. • If you are hired during open enrollment and your benefits become effective prior to the new plan year, you will have to make new hire elections for the current year first, and then make open enrollment elections/changes for the next plan year. • Medical benefit plans run from October 1st through September 30th.

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• Medical deductibles run from January 1st through December 31st. Enrollment Form Errors It is your responsibility to ensure that information on your Benefits Enrollment Form is correct. If an error occurs, notify the Human Resources Administrator immediately. Premium Deduction Errors It is your responsibility to verify that the premium deductions taken from your paycheck are correct. Any deduction errors must be reported immediately to the HR Administrator. If an underpayment occurs, the EAA has the right

to collect any additional premiums owed. Human Resources Contact Information

Human Resources Benefit Representative Contact Information

Hilda Campos, HR Administrator

(210) 477-8508

hcampos@edwardsaquifer.org

Raquel Garza, Director of HR

(210) 477-5137

rgarza@edwardsaquifer.org

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BENEFIT CARRIER CONTACT INFORMATION Contact the HR Administrator for questions regarding insurance plans, premiums, eligibility or enrollment. For claims information, please contact the provider below for assistance. Provider/Plan Contact Information Website

MEDICAL Humana Group #831010 DENTAL MetLife Group #5965612

(800) 448-6262 Claims Mailing Address: P.O. Box 14601 Lexington, KY 40512-4601

www.humana.com

(800) 275-4638 Claims Mailing Address: PO Box 981282 El Paso, TX 79998 (800) 351-7500 Claims Mailing Address: P.O. Box 7818 Philadelphia, PA 19101-7818 (210) 659-8100 (888) 659-8151 ask@proficientbenefits.com

www.metlife.com

LIFE INSURANCE Reliance Standard Life Insurance Company Life, AD&D, Vol Life Policy #GL161012 LTD Policy #LTD131287 HRA/FSA Proficient Benefit Solutions

www.rsli.com

www.proficientbenefits.com

RETIREMENT TCDRS Group# 448

(210) 659-8100 (888) 659-8151

www.TCDRS.org

ICMA-RC 457 Group #304645 IRA Group #701784 IRA Group #705239 RHS Group #801871 401a Group #100069

(800) 669-7400 Mailing Address: PO Box 96220 Washington, DC 20090

www.icmarc.org

Voluntary Benefits

Legal Shield

(800) 654-7757 memberservices@legalshield.com (800) 992-3522 admin@canalichiogroup.com (319) 355-8511 admin@canalichiogroup.com (210) 489-6239 or call any Gold’s Gym location directly (210)-246-9600 or call any YMCA location directly 800-891-2565 customercare@petbenefits.com

www.legalshield.com

AFLAC

www.aflac.com

TransAmerica

www.transamerica.com

Gold’s Gym

www.goldsgym.com

YMCA

www.ymcasatx.org

Pet Benefit Solutions

https://www.petbenefits.com/lan d/edwardsaquifer https://www.texastuitionpromise fund.com/

Texas Tuition Promise Fund

1-800-445-4723

Goodly Student Loan Program

support@goodlyapp.com

www.goodlyapp.com

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Plan Choices Medical Dental Life Insurance FSA HRA

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MEDICAL PLANS Medical coverage for full-time employees is provided through Humana and have two medical plan options to choose from, the National Point of Service (NPOS) plan or the High Deductible Health Plan (HDHP). Each plan provides comprehensive major medical and prescription drug coverage as well as preventative care benefits and wellness programs. The premium rates for the medical plans being offered by the EAA are effective for the current plan year and run from October 1, 2020 through September 30, 2021. The EAA will pay 100% of the premium for the employee only cost on both plans. Employees may elect to add dependent coverage to their plan however the cost associated with adding dependent coverage is to be paid for by the employee.

NPOS

The NPOS plan is a National Point of Service plan that provides in and out of network coverage and has pre-set copays and deductibles. Once you meet your calendar year deductible, the plan will pay 80% coinsurance for in-network covered services while you pay 20%. For additional information regarding the various services,

Biweekly Employee Cost

Monthly Employee Cost

Table I

Employee Only

$0.00

$0.00

Employee + Spouse

$424.79

$849.58 $637.18 $1,557.55

Employee + Child(ren) $318.59

Employee + Family

$778.78

deductibles and copays, please refer to the Summary of Benefits located at the end of this booklet. The HDHP is a high deductible health plan that provides in and out of network coverage. Services under this plan are paid 100% by the employee until the calendar year deductible has been met. Once the calendar year deductible has been met, the plan covers benefits at 100%. For additional information regarding the various services, deductibles and copays, please refer to the Summary of Benefits located at the end of this booklet. To compare the premium between the two plans and determine what your biweekly cost will be, see Tables I and II. These tables reflect what the biweekly and monthly costs are. Premiums for benefits are based on 24 pay periods annually. Employees who enroll in a medical plan will be automatically enrolled in a Health Reimbursement Arrangement (HRA) account. An HRA account is an employer-funded plan that reimburses employees for qualified medical expenses at no cost to employees. Depending on the plan that is selected, the EAA will contribute a set dollar HDHP Table II Biweekly Employee Cost Monthly Employee Cost Employee Only $0.00 $0.00 Employee + Spouse $326.56 $653.12 Employee + Child(ren) $244.92 $489.84 Employee + Family $598.69 $1,197.38

amount towards the employee’s Health Reimbursement Arrangement (HRA) account. For new hires, this contribution amount is prorated. The prorated amount is determined by the number of full months from an employee’s hire date to the remainder of the plan year. For example, if you are hired on July 5th

HRA ANNUAL CONTRIBUTION NPOS $1,000.00 HDHP $5,000.00

and elect the NPOS plan, then the HRA amount will be 5/12th of the annual contribution ($1000/12 X 5 = 416.67). For a brief overview of the two plans, please see the following comparison chart. This chart will allow you to compare the two plans side by side.

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MEDICAL PLAN SUMMARY COMPARISON CHART The table below reflects an overview of some of the more common services used.

Humana NPOS

Humana HDHP

Services you may need

IN-NETWORK

OUT-OF- NETWORK IN-NETWORK

OUT-OF-NETWORK

Calendar Year Deductible Individual RX Out-of-Pocket Limit: Individual Family Out-of-Pocket Limit Individual Family

$5,000 $10,000

$15,000 $30,000

$6,350 $12,700

$19,050 $38,100

Embedded with Medical Out-of-Pocket Limit (excludes non-network RX)

Embedded with Medical Out-of-Pocket Limit (excludes non-network RX)

$6,500 $13,000

$19,500 $39,000

$6,350 $12,700

$21,550 $43,100

Family

Office Visits

Primary Care Physician

$35 copay $50 copay $35 copay

100% after cal yr deductible

Specialist

50% coinsurance

30% coinsurance

Virtual Visit

Preventative care Preventive Care/Screening Immunizations Diagnostic Testing

No charge; deductible does not apply

No charge; deductible does not apply

50% coinsurance

30% coinsurance

(Routine Physicals)

No charge; deductible does not apply

100% after cal yr deductible

X-ray / Blood work

50% coinsurance

30% coinsurance

30% coinsurance after cal yr deductible

Imaging (CT/PET scans, MRIs)

100% after cal yr deductible

20% coinsurance

50% coinsurance

Immediate Medical Attention

$100 copay; deductible does not apply $350 copay; deductible does not apply

30% coinsurance after cal yr deductible 100% after cal yr deductible 100% after cal yr deductible 30% coinsurance after cal yr deductible

100% after cal yr deductible

Urgent Care

50% coinsurance

Emergency Room Care (copay waived if admitted) Emergency Transport

$350 copay; deductible does not apply

100% after cal yr deductible 100% after cal yr deductible

20% coinsurance

20% coinsurance

Hospitalization Facility fee

20% coinsurance 20% coinsurance

50% coinsurance 50% coinsurance

100% after cal yr deductible

Physician/surgery fees

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Prescription Drug Program

Humana NPOS

Humana HDHP

IN-NETWORK

OUT-OF-NETWORK

IN-NETWORK

OUT-OF-NETWORK

Retail Prescription (copays per 30-day supply)

Deductible does not apply

Level 1: Generic / Brand Drugs - Low Cost Level 2: Generic / Brand Drugs - Higher Cost Level 3: Brand Drugs - High Cost Level 4: Highest Cost Drugs MAIL SERVICE PRESCRIPTION (copays per 90-day supply) Level 1: Generic / Brand Drugs - Low Cost Level 2: Generic / Brand Drugs - Higher Cost Level 3: Brand Drugs - High Cost Level 4: Highest Cost Drugs Specialty Drugs

$10 copay

30% coinsurance

$40 copay

100% after cal yr deductible

30% coinsurance

$70 copay

25% coinsurance

25%/35% coinsurance

50% coinsurance

$25 copay

$100 copay

30% coinsurance

100% after cal yr deductible

30% coinsurance

$175 copay

25% coinsurance

Specialty Drug

NA

NA

NOTE:

Hearing aids apply only up to age 19

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Medical Plan Features Doctor on Demand

Humana offers a convenient way to see a doctor if you cannot make it to an in-office visit. Doctor on Demand allows you to see a board-certified doctor

for non-emergency care in minutes from your home, office or while you are traveling in the United States, from your smart phone, tablet or computer. Doctor on Demand can help with colds, flu, fever, sinus infections, skin and eye issues, allergies, urinary tract infections, diarrhea, vomiting, sore throat, strep throat,

respiratory or sinus infections, prescriptions, order labs and screenings. There are 4 easy steps to get started: 1. Download the Doctor on Demand App: available in the App Store or Google Play 2. Enter your health insurance info: select Humana and enter your group ID and member ID

3. Enter your payment method: just $0-$49 per visit depending on your plan 4. See a doctor within minutes or schedule a time that is convenient for you

Behavioral health services are available through Doctor on Demand by appointment. For the same cost as an in- office behavioral health visit, behavioral health professionals can help with depression, stress, anxiety, trauma, and other non-emergency behavioral health concerns. The cost for the visit will be provided when you schedule an appointment. Prescriptions to Your Door

Humana offers the convenience of a pharmacy at your doorstep with their mail delivery prescription service. Utilizing this service to fill your 90-day traditional drugs or specialty drugs means fewer trips to the pharmacy, and more time for you. You can have your current prescriptions moved from your current pharmacy to Humana online at huma.na/RXApp, by calling 1-800-379-0092 (TTY: 711), or by calling the Humana Specialty Pharmacy at 1-800-486- 2668. The Humana Pharmacy app makes refilling your prescriptions a snap by helping you stay on track of your medicines. To refill a medication using the app simply: • Take a photo of your pill bottle and Humana will contact your doctor for a refill • You will be asked to review your order and track its shipping • The app will send you refill reminders which will help you relax and stay on track HumanaFirst® Nurse Advice Line

When a health concern arises, and you are not sure what to do, call the HumanaFirst Nurse Advice Line. It is available 24 hours, seven days a week by calling 1-800-622-9529 (TTY:711). A nurse will provide advice about your situation or advise that another level of care is appropriate. This is not to be used in the case of an emergency.

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DENTAL PLAN

The EAA offers dental coverage through MetLife. Our plan gives you the flexibility of choosing your own dentist, although, you will observe greater savings by seeking services

MetLife Dental Plan

DEDUCTIBLE INDIVIDUAL: FAMILY:

$50 Individual $150 Family

from dentist that are in the MetLife network. The dental plan has an individual deductible of $50. The types of services that you receive at the dentist’s office are categorized by type. The table on the right will show what percentage the plan covers after you meet your deductible based on the type of services you receive. Type A services are preventative services and include oral exams, x-rays, cleanings, sealants, topical fluoride applications, and other treatments. Type B services are basic restorative services and include fillings, repairs, root canals, periodontal scaling & root planning, and surgery.

ANNUAL MAXIMUM: COINSURANCE: PREVENTIVE SERVICES (Type A)

$1,500.00

100% No Deductible 80% After Deductible 50% After Deductible

GENERAL (BASIC) SERVICES (Type B)

MAJOR (Type C)

ORTHODONTIA: LIFETIME ORTHO MAXIMUM: Ortho applies to child only up to age 19

$1,500

SERVICES DEDUCTIBLE APPLIES TO:

ALL EXCEPT PREVENTIVE

Type C services are major restorative series and include crowns, inlays, onlays, bridges, dentures, general anesthesia, consultations, and implant services. Orthodontic services only apply to children under the age of 19. It is important to keep track of the number of times you can receive these services per year. For example, you may only receive 2 cleanings every 12 months or only 1 crown per tooth every 5 years. For additional information regarding the various services and how often you may receive services, please refer to the Summary of Benefits for more information. MetLife does not issue ID cards. When visiting your dentist’s office, provide them with Group #5965612 and your SSN for their office to find your benefits.

Employee Bi-Weekly Cost

Employee Monthly Cost

Dental Rates

Employee only dental coverage is offered at no cost to employees. If dependents were to be added, then employees will be responsible for the difference of their premium amounts. Refer to the table on the left to view monthly and bi-weekly costs.

Employee Only

$0.00

$0.00

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

$27.94 $38.88 $74.02

$13.97 $19.44 $37.01

My Dental Benefits Employees can create a My Dental Benefits member account to easily manage their MetLife Dental coverage online and find an in-network provider. Most benefit inquiries can be handled conveniently online using MetLife’s simple, self-service member portal. MyBenefits provides you with a personalized, integrated, and secure view of your MetLife-delivered benefits. You can take advantage of several self-service capabilities as well as a wealth of easy to access information. As a first-time user, you will need to register on MyBenefits. To register, follow the steps outlined below. 1. Provide your group name: access MyBenefits and enter Edwards Aquifer Authority. Click ‘Submit’

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2. The login screen: on the Home Page, you can access general information. To begin accessing personal plan information, click on ‘Register Now’ and perform the one-time registration process. Going forward, you will be able to log-in directly. 3. Enter your personal information: enter your first and last name, identifying data and e-mail address. 4. Create a username and password: create a unique user name and password for future access toMyBenefits. 5. Security verification questions: now, you will need to choose and answer three identity verification questions to be utilized in the event you forget your password. 6. Terms of use: finally, you will be asked to read and agree to the websites’ Term of Use. 7. Process complete: now you be brought to the “Thank You” page. MetLife Mobile App With MetLife’s mobile app, employees who prefer a digital service experience can securely and easily view and manage their benefits information on their mobile device. With theMetLife Mobile App, you’ll be able to find a provider, view your ID card, get estimates for most dental procedures, view the plan summary, view your claims, and track brushing and flossing activity. To download the app, search for “MetLife US App” in the App Store or Google Play store. MetLife VisionAccess Discount Program

The MetLife VisionAccess is a discount program that helps you save and stay on top of your eye care. This discount program does not serve as traditional vision insurance. Using your discount is simple, just provide your program code, MET2020, when making an appointment or receiving services or materials. You will need to visit a participating private practice to take advantage of the program. To find a participating provider, visit www.metlife.com/mybenefits or call 1-888-GET-MET8.

Please refer to the Schedule of Benefits to view discounts available. Texas is located in Region 3 . HEALTH REIMBURSEMENT ACCOUNT (HRA) The Health Reimbursement Arrangement (HRA) is administered through Proficient Benefits Solutions. An HRA is an employer sponsored benefit contributed 100% by the EAA and is designed to help offset medical expenses incurred by you. The HRA functions the same as an FSA plan. Even if you do not elect medical and dental coverage for your dependents, you can still utilize your HRA funds to cover their eligible expenses. The HRA contribution provided by the EAA is tied to the medical plan elected. Employees who elect the HDHP plan, are eligible to receive a medical HRA and a dental/vision HRA.

Please refer to the table on the right for annual maximum contribution. As mentioned, for new hires, this contribution amount is prorated. The prorated amount is determined by the number of full months from an employee’s hire date. For example, if you are hired on July 5th and elect the NPOS plan, then the HRA amount will be 5/12th of the annual contribution ($1000/12 X 5 = 416.67). Amounts are also prorated for the dental/vision HRA. HRA ANNUAL CONTRIBUTION January 1 Medical HRA Dental/Vision HRA

NPOS

HDHP

$1,000.00

$3,499.00 $1000.00

$0.00

You can receive reimbursement from your HRA for eligible medical, dental and vision expenses incurred by you or an eligible dependent during the current plan year, January 1 – December 31. HRA funds must be reimbursed during the plan year in which the expense was incurred. For example, expenses incurred in plan year 2020, must be reimbursed from funds during the same year (2020). Claims are processed by Proficient Benefit Solutions.

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You CANNOT cash the HRA annual contribution out and the funds must be spent on eligible expenses. Any money that is not used during the plan year will be rolled over for use in future years for medical expenses up to a maximum of $4,000. At the end of the plan year and allotted run-off period, any funds over $1,500 from the medical HRA are rolled over to a Retirement Health Savings Account (RHS) in April of each year. For more information regarding an RHS, please see the RHS section of this booklet. Eligible Expenses HRA eligible expenses are the same as FSA eligible expenses. A list of HRA eligible expenses can be found here. HRA Run Off Period December 31st is the last day to incur claims for the 2020 plan year, and you must submit all claims by March 31, 2021. FLEX SPENDING ACCOUNTS (FSA) A Flexible Spending Account (FSA) is a tax advantaged benefit plan administered by Proficient Benefit Solutions that allows employees to set aside portions of their salary to pay for their family’s health and/or daycare expenses. The amount set aside is not subject to payroll taxes. Flexible spending accounts contributions are based on the plan year (October 1, 2020 to September 30, 2021) election. Medical FSA You can receive reimbursement from your Health Care FSA for eligible medical and dental expenses incurred by you or an eligible dependent using your pre-tax dollars. Claims will be processed through Proficient Benefits Solution. The maximum amount you may contribute to your Health Care FSA for plan year 2020-2021 is $2,750. Employees who enroll in the HDHP medical plan will receive FSA funds from the EAA and the amount is The entire annual amount is prefunded at the beginning of the plan year for immediate use on eligible expenses for current employees. You must enroll as a new hire for the FSA or enroll for the FSA every year during open enrollment or after a qualifying life event. If you are a new hire and enrolling mid-year, you may want to choose a lower annual amount now and then increase it during open enrollment for the next year. For example, if you are hired in June and you choose a $4,000 annual contribution amount, that amount is divided by the number of payrolls left in the plan year (October – September) and that amount will be deducted from each paycheck (i.e. you elect $5,000, there are 7 pay periods remaining in the plan year, $714.28 will be deducted from each paycheck). The IRS publishes information on FSAs and eligible expenses on their website. If you have questions about an expense, please contact Proficient at (210) 659-8100, option 1. You may also view a list of eligible expenses on the Proficient Benefits Solution website. Dependent Care FSA A Dependent Care FSA offers an opportunity to save money on daycare expenses for eligible dependents. The maximum amount you may contribute to your Dependent Care FSA is $5,000 for individuals or married couples filing jointly or $2,500 for a married person filing separately. Also, the person whose daycare expenses you are claiming must satisfy the definition of a Tax Dependent, per IRA regulations. EAA FSA CONTRIBUTION NPOS HDHP October 1 $0.00 $500.00 pro-rated if you are a new hire. Please refer to the table on the right for the plan year amount. If you have funds remaining at the end of the plan year, a maximum of $550 will carry over to the next plan year while any funds more than $550 will be forfeited.

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You can receive reimbursement from your Dependent Care FSA for expenses that have already been incurred and only up to the dollar amount that has already been deposited into your account. If you have funds remaining at the end of plan year these funds will be forfeited. FSA Run Off Period September 30th is the last day to incur claims for the 2020-2021 plan year, and you must submit all claims by December 31, 2021. Reimbursement Process for FSA and HRA When you incur an eligible expense for you or your dependents, you may upload the Explanation of Benefits and/or receipts to the Proficient Portal or the Proficient Connect app. Claims are processed on a weekly basis and reimbursements are issued up to the available balance of your FSA and/or your Health Reimbursement Account. Monies will be reimbursed first from an employee’s FSA account then from the HRA account. To receive reimbursements for a covered expense under your health or dental coverage you must submit an Explanation of Benefits (EOB) issued from the health and/or dental insurance plan. For all other eligible expenses, you must submit documentation showing the following information: • Provider Name and Address While Proficient attempts to verify expenses automatically, there are times they cannot. The IRS requires proof that the paid amount is for a qualified expense, therefore you will be asked to verify the qualified expense(s) by submitting an explanation of benefits (EOB) or receipt of payment with service details and date of service. A reimbursement claim form can also be submitted. Since Proficient does not process checks, you will be required to submit your direct deposit information when you create your Proficient Connect account. Claims received by Proficient will be processed and any expenses eligible for reimbursement will be direct deposited into your personal banking account. Proficient MasterCard Employees will receive a MasterCard from Proficient to use when paying for eligible expenses (FSA Medical, FSA Dependent Care) and co-pays at the time of service. Register for Proficient Connect Through this online system, you can submit claims, add receipts, view your account details, access forms, and get answers to frequently asked questions anytime from anywhere. To register for Proficient Connect online go to www.proficientbenefits. Select Register. When creating your account, your Employee ID number is your SSN. Download the Proficient Connect App • Patient Name • Date of Service • Description of service or supply • Amount of service or supply NOTE - A “paid receipt” is not proper documentation.

You can also download the Proficient Connect App from the App Store or Google Play. The app makes it convenient to keep track of your reimbursements and makes it easy to submit EOB’s. Simply take a photo or a screenshot and upload it directly to the app!

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GROUP TERM LIFE INSURANCE Basic Life Insurance

One of the most important things about life insurance is the financial peace of mind it gives your loved ones. This benefit is provided at no cost for all full-time employees and employees are automatically enrolled. This benefit is offered through Reliance Standard Life Insurance (RSLI). Your beneficiaries will receive two times your annual salary rounded to next $1,000.00 with no maximum limit. Please refer to the Summary of Benefits for more details. ACCIDENTAL DEATH AND DISMEMBERMENT (AD&D) COVERAGE

AD&D coverage for full-time employees is provided through RSLI and is paid 100% by the EAA. The AD&D plan provides additional protection for insured employees in the event of an accidental bodily injury resulting in death or dismemberment. In the event of an employee’s accidental death or dismemberment, the AD&D plan coverage is equal to the basic life insurance coverage. AD&D Covered Losses and Benefits Benefits resulting from the accidental death are paid to the named beneficiary. Benefits resulting from a dismembering injury are paid to the insured. The loss must occur within 365 days of the accident. No more than the full amount will be paid for all losses resulting from the same accident. 100% for the loss of: • Life • Both hands or both feet or sight of both eyes • One hand and one foot • One hand or one foot and the sight of one eye • Speech and hearing 50% for the loss of: • One hand or one foot • Speech or hearing • Sight of one eye LIFE INSURANCE FEATURES Accelerated Benefit The Accelerated Benefit helps offset the high cost of medical care for a terminally ill employee by providing an advance payment of a portion of the death benefit in the case of a terminal illness. “Terminal Illness” means an illness or physical condition that is Certified by a Physician to reasonably be expected to result in death in less than 24 months. The Accelerated Benefit is an amount equal to a percentage of the Death Benefit on the date of certification of Terminal Illness, subject to a maximum amount. Please refer to plan summary for details.

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Portability and Life Insurance Conversion Privilege This conversion privilege gives an insured the right, under certain conditions, to continue life insurance protection under a non-term permanent insurance policy. RSLI does not require medical examination or other evidence of insurability, regardless of age or state of health, as long as application is made, and the first premium is paid within 31 days of termination of insurance coverage Seat Belt Benefit The Seat Belt Benefit provides an additional benefit to an insured if due to an injury sustained while riding in a private passenger Four Wheel Vehicle, he/she suffers loss of life for which an Accidental Death Benefit is payable. Once the police accident report confirms that the insured was properly strapped in a Seat Belt at the time of the accident, RSLI will pay a benefit equal to a specified amount of the insured’s Accidental Death Benefit Amount shown on the plan summary. Air Bag Benefit In addition to the Seat Belt Benefit, the Air Bag Benefit provides an additional benefit to an insured if such private passenger Four Wheel Vehicle is equipped with a factory-installed Air Bag and the police accident report clearly establishes that you were positioned in a seat which is designed to be protected by an Air Bag and were properly strapped in the Seat Belt when the Air Bag inflated. LONG-TERM DISABILITY (LTD) LTD is an employer paid benefit offered to full time employees of the EAA and has been designed to offer family- focused benefits and support services. LTD pays a monthly benefit if you have a covered illness or injury and you cannot work for a few months or even longer. You are generally considered disabled if you are unable to do important parts of your job and your income suffers as a result. This premium is paid for by the EAA and employees are automatically enrolled. The amount you receive from LTD will be reduced by deductible income you receive from other sources. These sources may include, but are not limited to, income from Worker’s Compensation, Social Security, or other group disability benefits. For more information click on the below link. The benefit amount paid is 60% of your monthly earning up to a maximum of $10,000 per month. Elimination Period The elimination period is the period of consecutive days of total disability for which no benefit is payable. It begins on the first day of total disability and extends for the number of days specified in the plan summary. For LTD, the elimination period is 90 days. Benefit Duration The maximum benefit period may range from 2 years to age 70. The standard maximum benefit duration lasts up to a person’s normal retirement age as defined by Social Security. The LTD duration schedules comply with Age Discrimination and Employment Act (ADEA). ADEA requires that either the level of benefits or the cost of the benefit be the same for older employees as for younger employees. OPTIONAL TERM LIFE INSURANCE Optional term life insurance coverage is available to full time employees and paid for by the employee. Employees who enroll within 31 days of eligibility, may apply for any amount of life insurance up to the Guarantee Issue amount

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of $110,000.00 in increments of $10,000 not to exceed $200,000. Insurance coverage over the Guarantee Issue amount will be subject to Evidence of Insurability. Employees who do not enroll within 31 days of eligibility, may enroll during the annual Open Enrollment, but will be required to complete an evidence of insurability form. How Much Coverage Can I Get?

To calculate your cost for optional life insurance, follow the directions below and the premium amounts on the age band table to the right. The example below can be used as a reference. • Enter the Term Life coverage amount you want. • Divide by 10,000. • Multiple by the rate based by your age. Use the Term Life rate table to find the rate based on your age (choose the age that was in effect as of 10/01 of the current plan year. Example: Plan year 10/01/2020-09/30/2021. The employees date of birth is 10/17/1988. The correct rate to use is .730 since the employee was 29 years old on 10/01). • Your rate will increase to the next age band each October 1. • Enter your monthly cost • Divide the monthly cost by 2 to determine your cost per pay period. • See the example below for refence. Example (100,000 coverage, age 40)

Age Band Table

Age

Per $10,000

15-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69 70-74

$.680 $.730 $.970

$1.420 $2.170 $3.400 $5.010 $7.200 $9.300 $13.210 $24.990 $77.230

75+

$21.70/ month

$10.85/ Pay period

$100,000

÷ $10,000

X

$2.170

Calculate your cost using the table below.

Rate (determined by age band table)

Monthly Cost

Pay Period Amount (divide by 2)

Coverage Amt Increment

Times

$ ___________ ÷ $10,000

X

$ _________________ $ _________ $ _______________

Choosing a Beneficiary In the event of your death, life insurance benefits are paid to your eligible named beneficiary or beneficiaries, unless prohibited by law. Accelerated Benefit If you become terminally ill and are not expected to live beyond a certain time as stated in the employee’s certificate booklet, the employee may request up to 50% of their life insurance amount up to $750,000, without fees or present value adjustments. A doctor must certify the condition to qualify for this benefit. Upon the employee’s death, the remaining benefit will be paid to the employee’s designated beneficiary(ies). Portability/Conversion Allows an insured employee to take this coverage with them according to the terms outlined in the contract. However, if the employee has a medical condition which has a material effect on life expectancy, the employee will

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be ineligible to port their coverage. The employee may also have the option to convert their Term Life coverage to an individual life insurance policy. Life Insurance Conversion Privilege When an insured employee’s group coverage ends, employees may convert their coverage to individual life policies without providing evidence of insurability. Waiver of Premium If the employee becomes disabled and is no longer able to work, their premium payments will be waived during the period of disability. Dependent Life Insurance Dependent Life coverage for EAA full time employees is through Reliance Standard Insurance. Dependent life insurance is an optional benefit that is paid 100% by the employee. The chart below shows how much coverage you may enroll your dependents in.

Dependent Life Coverage

Spouse

$20,000.00

The cost for dependent coverage is $2.25 per month or $1.12 per pay period.

Child 14 days but less than 6 months

$1,000.00

Child 6 months to 25 of age (up to age 26 if a full-time student)

$5,000.00

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WELLNESS Discount Gym Memberships Fitness Room Yoga Sessions Lunch and Learns

Employee Assistance Program

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WELLNESS Discount Membership Program

The EAA is committed to helping you achieve your optimal health and wellbeing. The following wellness programs are available to assist you on your path towards an active and healthy lifestyle. Employees can choose to enroll in only one discount gym membership. YMCA Membership The EAA has partnered with the YMCA to offer a discounted membership to local/citywide YMCA locations. Membership benefits include: full access to a wide variety of group exercise classes, wellness orientation with a

YMCA MEMBERSHIP PACKAGES

wellness coach, on-site child care while you work out, reduced rates and priority registration for youth programs, access to family programs and special events, and an Away Program that allows you access to YMCA locations across the country while you travel.

City Wide Adult

City Wide Family I

City Wide Family II

Category EAA Rate

$50.00

$78.00

$91.00

YMCA Match

($20) ($20)

($20) ($20)

($20) ($20)

EAA Pay via 3rd Party Billing EAA Employee Portion paid auto-draft through YMCA

$10.00

$38.00

$51.00

The YMCA and EAA will contribute monthly towards this membership and the employee will pay the remaining price. The table above indicates your cost per month. Family I membership includes either 2 adults OR 1 adult and children. Family II membership includes 2 adults and children. Additional adults cost $10 per month per adult. Gold’s Gym Membership

In addition to the YMCA, the EAA has also partnered with Gold’s Gym to offer a discounted membership to local/citywide Gold’s Gym locations. The EAA will contribute monthly towards this membership and the employees’ portion will be through payroll deduction.

GOLD’S GYM MEMBERSIP PACKAGES

Access Level $50.00 ($20) $4.99

Enhanced Level

Bootcamp Level

Studio Level $84.99

Category EAA Rate

$78.00

$91.00

EAA Contribution

($20)

($20)

($20)

EAA employee portion paid through payroll deduction

$14.99

$44.99

$64.99

The Access Level Membership gives you access to Level 1 gyms, a fitness profile and group exercise classes. The Enhanced Level Membership gives you access to Level 1 and Level 3 gyms, a fitness profile, group exercise classes, GOLD’S 3D Digital Body Scan and GOLD’S AMP Digital Training. The Bootcamp Level Membership gives you access to Level 1 and Level 3 gyms, a fitness profile, group exercise classes, GOLD’S 3D Digital Body Scan, GOLD’S AMP Digital Training, and unlimited BOOTCAMP Large Group Training. The Studio Level Membership gives you access to Level 1 and Level 3 gyms, a fitness profile, group exercise classes, GOLD’S 3D Digital Body Scan, GOLD’S AMP Digital Training, unlimited BOOTCAMP Large Group Training, and unlimited GOLD’S STUDIO Small Group Training. To enroll in Gold’s Gym, please ask the HR Administrator for an enrollment form. You will be provided with a temporary pass that you can use on the same day that you turn in your enrollment form. EAA Fitness Room The EAA has an on-site fitness room for employees to use at their convenience. The facility is equipped with an elliptical, stair stepper, and bow flex. In addition, a blood pressure monitor and standing bike/desk is also available for use during lunch period or before and after work hours.

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