2026 Employee Benefits Guide

The document provides an overview of employee benefits for MedTrust employees from October 2026 through September of 2027.

EMPLOYEE BENEFITS GUIDE 2025 1

Welcome OUR BENEFITS This employee benefits program is designed with you and your family in mind, offering a comprehensive range of options to support your well-being and financial security. As part of your total compensation, these benefits are here to help protect what matters most to you. We encourage you to explore your options carefully to make the best choices for you and your family. This guide provides an overview of the primary features of each plan, though it is not a guarantee of coverage. For complete details, please refer to the official plan documents, which govern your rights and benefits. If you have questions or need further information, our HR department is here to support you. AM I ELIGIBLE? Employees working 30 hours or more a week, who have satisfied the waiting period, are eligible to participate in the benefits described in this guide. Your eligible dependents include: CHANGE IN STATUS? During the year, you can change your benefit elections only if you experience a qualifying change in status event. You must notify our Human Resources department within 30 days from the event to make any changes to your benefits. Examples include changes in: • Marital status (marriage, divorce, legal separation) • Number of dependent children (birth, adoption) • Employment status (part-time to full-time) • Eligibility status (change in hours, job loss) • Your legal spouse • Your dependent children, up to age 26, if they qualify as your tax dependents 2

Enrollment The benefits you elect during open enrollment will be effective for the duration of the Plan year. New hires are eligible to begin benefits 1 st of the month following date of hire. To prepare for this enrollment, please have your personal information such as address, birth dates, and social security numbers for you and any eligible dependents, available at enrollment. Our Human Resources department is always here to support you, so please know that you can call on us to assist you anytime. You can enroll online in your Employee Navigator portal. HOW DO I ENROLL? WHEN DO I ENROLL? 3

Your Benefits WHAT TO EXPECT NEXT? Benefits will start at the 1 st of the month and while we try to make sure everyone has received their Medical ID cards in the mail before then, sometime that does not always happen. Therefore, please schedule important doctor’s visits or prescription fills before the new plan starts, to avoid being without an ID card.. In the event you do not have your Medical ID card in time for a prescription or doctor’s visit please know that you do still have coverage . • Contact our Human Resource department and request a temporary ID card • Pay out of pocket for the service, keep the itemized receipt, then file a reimbursement claim with the insurance company. IMP ORTANT DISCLAIMER This document is intended to highlight or summarize certain provisions of our benefits plans. It is not a Summary Plan Description (SPD) or an official plan document. Your rights and obligations under the plans are set forth in the official plan documents. All statements in this Benefits Guide are subject to the terms of the official plan documents. In the case of an ambiguity or conflict between a provision in this summary and a provision in the plan documents, the terms of the plan documents control. 4

Cost of Coverage The cost you pay to be enrolled in insurance coverage. You and your employer share this cost. Your portion is paid through pre-tax payroll deductions each period. HEALTHCARE COSTS - EXPLAINED You share the cost of services with the insurance plans you select. As you review your plan options you should consider the different types of costs associated with insurance coverage.. The amounts below are examples only , please refer to your specific plan for the exact amounts. P re m iu m A flat fee you pay up front at the time you receive a service. For example , you need to see a Primary Care Physician, you will have a set copay for each visit. Co p a y The % of a covered service's cost that a patient pays after meeting their deductible. You and the insurance company each pay a share of the cost, with the percentages adding up to 100%. For example , if your plan has an 80%/20% coinsurance structure, you pay the first 20% of the cost and the insurance company pays the remaining 80%. Co in su ra n c e The maximum amount of money you pay for covered services in a plan year. Once you reach your out-of-pocket maximum, the insurance company pays 100% of covered costs for the rest of the plan year . For example , if your plan has a $30 copay for a visit to the primary care doctor, that $30 would count toward your out-of-pocket maximum for the year. Ou t -o f-P o c ke t Ma xim u m A fixed amount you must pay for covered services each plan year before the insurance company will pay their portion. For example, if you have a $2,000 deductible and receive a medical bill for $3,500, you pay the first $2,000 and the insurance company pays their portion of the remaining $1,500. De d u c t ib le 5

Medical Cigna $7,000 HDHP Base $2,000 OAP Buy-Up Network Open Access Plus Open Access Plus Plan Year Deductible Individual: $7,000 Family: $14,000 Individual: $2,000 Family: $6,000 Out-Of-Pocket Maximum Individual: $7,000 Family: $14,000 Individual: $5,000 Family: $14,700 Coinsurance 0% 20% Preventive Care visit/screening Covered in full Covered in full Office Visit Copay Primary Care: $45 Specialist: $90 Urgent Care: $75 Primary Care: $30 Specialist: $60 Urgent Care: $75 Emergency Room $500 Copay, then deductible & coinsurance $500 Copay, then deductible & coinsurance Outpatient Services Deductible & coinsurance Deductible & coinsurance Inpatient Hospital Services Deductible & coinsurance Deductible & coinsurance Prescription Copays $10 | $50 | $100 | $150 $10 | $50 | $100 | $150 Effective: October 1, 2025 Amounts shown below are your responsibility. This table only shows in-network benefits 6 www.mycigna.com | 800-997-1654

Where to Go YOUR DECISIONS MATTER Navigating the healthcare system can be difficult. Knowing where to go for care can help you save time and money. Educate yourself on nearby clinics, develop a relationship with a primary care physician (PCP), and know your in-network urgent care options. $ $$ $$$ $$$ $ $$$ $$ $$$ $$$ Virtual doctor visits with licensed physicians can diagnose, treat, and prescribe medications for common ailments. Virtual care may also extend to mental health, dermatology, nutrition, and more. Te le h e a lt h Virt u a l Ca re Germs: No Travel: No Hours: 24/7/365 Walk-in clinics that offer treatment for non-life-threatening conditions such as sprains, rashes, burns and sore throats. Co n ve n ie n c e Ca re Clin ic Germs: Yes Travel: Yes Hours: Extended Hours Doctor office visit with board certified, licensed physicians who can diagnose, treat and prescribe medications for many common ailments. P rim a ry Ca re P h ysic ia n Offic e Germs: Yes Travel: Yes Hours: Business Hours When you need care quickly, but it’s not a true emergency. Mobile urgent care may be available in your area and can provide many urgent care services at your home. Urg e n t Ca re Clin ic s Germs: Yes Travel: Yes Hours: Extended Hours Emergency Rooms (ER) handle life-threatening or serious conditions needing immediate care, often resulting in hospital admission. They are more efficient and cost- effective compared to freestanding emergency departments. Ho sp it a l Em e rg e n c y Ro o m Germs: Yes Travel: Yes Hours: 24/7/365 Not recommended: FSEDs are not attached to a hospital and cannot admit you to a hospital (if needed). If you require immediate care, go to an ER facility attached to the hospital. Fre e st a n d in g Em e rg e n c y De p t . Germs: Yes Travel: Yes Hours: Varies 7

Healthcare Budgeting HEALTH SAVINGS ACCOUNT Effective: October 1, 2025 A Health Savings Account (HSA) is a tax-advantaged savings account that is available to anyone enrolled in a qualified High-Deductible Health Plan (HDHP). HSAs are used to save money for current and future medical expenses. Employees enrolled in a qualified HDHP, can contribute their own pre-tax dollars to their HSA account. Please see chart on the following page for details of your HSA plan. FLEXIBLE SP ENDING ACCOUNT Effe c t ive : Oc t o b e r 1, 20 25 A Flexible Spending Account (FSA) helps you set aside part of your paycheck into a healthcare account before taxes. You can then use these dollars for qualified healthcare expenses, such as copays, prescriptions, glasses, or braces just to name a few. The IRS does not allow an employee to contribute to an FSA and an HSA at the same time. This rule is in place because both plans increase your tax savings, and if combined, would result in savings over the allowed limit. Please see chart on the following page for details of your FSA plan. 8

FLEXIBLE SPENDING ACCOUNT (FSA) HEALTH SAVINGS ACCOUNT (HSA) Compatible Medical Plan $2,000 PPO Plan $7,000 HDHP Plan Who Can Participate? If you are enrolled in a qualified traditional PPO plan, you can enroll in an FSA account for qualified medical, dental and vision expenses. If you are enrolled in a qualified High- Deductible Health Plan (HDHP), you can enroll in an HSA account for qualified medical, dental and vision expenses. And as long as you are not... • covered by any other health plan that is not a qualified high- deductible plan • enrolled in Medicare, TRICARE, or TRICARE for Life • claimed as a dependent on someone else’s tax return 2025 Contribution Limits • No minimum per year • $3,300 maximum per year • No minimum per year • Employee Only: $4,300 max • Employee + 1 or more: $8,550 max If you are age 55 or older, you are allowed to contribute an additional $1,000 per year. Employer Contributions Your employer does not contribute to this account. Your employer will match up to $50 per month (up to $600 annually) Account Investments Funds in the FSA do not earn interest, and there are no investment options. HSA funds can be held in an interest- bearing account and may be invested in mutual funds upon reaching a minimum balance. Earnings grow tax- free! Availability of Funds The full FSA annual election amount is available at the start of the year. Only the balance of funds in the HSA is available. Paying for Eligible Expenses Expenses can be paid by: • FSA Debit Card • FSA Reimbursement Request Expenses can be paid by: • HSA Debit Card • Withdraw funds to reimburse yourself Saving Receipts Save your receipts and EOBs! You may be required to submit documentation of your expenses Save your receipts and EOBs! The IRS requires documentation of HSA withdrawals during a tax audit. Rollover Funds Pre-tax benefit that is “Use It or Lose It” You can rollover up to $660, but any additional funds remaining will be lost. All funds remaining in the account at the end of the year rollover. 9 Healthcare Budgeting

Dental Principal Network Principal Plan Dental Network Plan Year Deductible $50 per person | $150 per family Preventive & Diagnostic Care Covered in full | Deductible waived Basic Care 20% Major & Restorative Care 50% Plan Year Maximum Per Person $1,000 Orthodontia (Children under 19) 50% Orthodontic Lifetime Maximum $1,500 Effective: October 1, 2025 Amounts shown below are your responsibility. This table only shows in-network benefits Preventive care is covered at 100% on your dental plan. Studies show that oral health is closely related to your overall health. For example, gum disease has connections to diabetes, heart disease, high blood pressure and stroke. Having access to a plan that will cover your preventive visits can go a long way in maintaining your overall health. 10 www.principal.com/dentist | 800-247-4695

Vis io n Principal using the VSP Signature Plan Copays Exam: $10 Copay Materials: $25 Copay Routine Eye Exam Every 12 Months Lenses Every 12 Months Frames Every 12 Months $130 Retail Allowance Contact Lens Every 12 Months $130 Retail Allowance Effective: October 1, 2025 Amounts shown below are your responsibility. This table only shows in-network benefits Like a regular fitness program, vision insurance promotes good health. Eye exams are considered preventive care and plans typically cover most, if not all, of the exam cost. Scheduling regular exams helps your eye doctor identify vision correction needs, changes inside the eye and early stages of eye diseases, such as glaucoma, cataracts, macular degeneration and diabetic retinopathy. 11 www.VSP.com | 800-877-7195

BASIC TERM LIFE / AD&D Coverage paid for by your employer. Benefit Amount 1x Salary up to $50,000 AD&D Equal to Life Amount Life Insurance Effective: October 1, 2025 Your employer provides you with a life insurance and accidental death and dismemberment (AD&D) benefit. The basic term plan is paid for by your employer. Life insurance provides your loved ones with a payment, based on the amount of your coverage, upon your death. BENEFICIARIES While not always top of mind, making sure that death benefits are directed to the intended beneficiary(ies) is very important when you have life insurance. Having an up-to-date beneficiary designation will help ensure payments get to the correct person in the event of your passing. Updating a beneficiary is something you can do at any time, so please always keep your beneficiary up to date. 12 www.thehartford.com | 888-563-1124

Additional Life Coverage Effective: October 1, 2025 Should you need additional life insurance, we recommend you enroll upon hire in the Additional Term Life Plan which offers competitive pricing and the convenience of payroll deduction. New hires may elect up to the Guarantee Issue (GI) amount. Amounts requested over the GI or outside the New Hire Period may require an EOI (Evidence of Insurability) form to be submitted first. ADDITIONAL TERM LIFE | AD&D COVERAGE Employees may elect to purchase additional coverage. Employee - Life & AD&D Max Amount $10,000 increments up to 5x salary to a maximum of $500,000 Spouse - Life & AD&D Max Amount (must be enrolled in employee coverage) $5,000 increments to a maximum of $250,000, not to exceed 50% of the employee amount Child - Life & AD&D Max Amount (must be enrolled in employee coverage) $10,000 Employee - Guarantee Issue Amount $200,000 Spouse - Guarantee Issue Amount $50,000 Child - Guarantee Issue Amount $10,000 13 www.thehartford.com | 888-563-1124

The Hartford Short-Term Disability Long-Term Disability You Your Employer 60% of your Weekly Income 60% of your Monthly Income up to $1,500 Weekly up to $6,000 Monthly 14 Days 90 Days up to 11 Weeks Social Security Normal Retirement Age Disability The financial consequences of not being able to work due to a sickness or accident off the job can be devastating to both you and your family. We recognize this risk and are pleased to offer a comprehensive disability program. Disability insurances replaces your income for a limited period of time after an accident or injury. Benefits elected outside the New Hire Period may require an individual medical statement (EOI). Paycheck Protection 14 www.thehartford.com | 888-563-1124

Employee Assistance Program CONFIDENTIAL COUNSELING  Find help for Stress, Anxiety, or Depression  Difficulties with Children  Job Pressures  Grief & Loss  Substance Abuse We recognize how important our employees and family members’ work/life balance is as you go through life’s many challenges and have provided an Employee Assistance Program that is available to you and your household family members at NO COST . This program offers you a licensed professional to talk to and resources to consult whenever and wherever you need them. Don’t be afraid to reach out for help, as required by law issues are kept completely confidential and private from all employers. LEGAL SUPPORT  Divorce & Family Law  Debt & Bankruptcy  Landlord/Tenant Issues  Real Estate Transactions  Contracts FINANCIAL Information  Getting Out of Debt  Credit Card or Loan Problems  Tax Questions  Retirement Planning  Estate Planning For questions and details, see full benefit summary. 15 www.thehartford.com | 888-563-1124

ACCIDENT COVERAGE Effe c t ive : Oc t o b e r 1, 20 25 Being prepared for the unexpected can make all the difference. This Accident policy can provide you with a solution for those unforeseen accidents that life sometimes delivers. This coverage will pay you a cash benefit for a myriad of injuries, some of which are shown here. Accident Coverage The Hartford Plan 1 Plan 2 Plan 3 $500 $1,000 $1,500 $600 | $200 $900 | $300 $1,200 | $400 $100 $150 $200 Up to $1,500 Up to $3,000 Up to $4,500 www.thehartford.com | 888-563-1124 16

Effective: October 1, 2025 Critical Illness provides a lump-sum benefit upon diagnosis of a covered critical illness for you to use where it is needed most. This plan covers illnesses such as internal cancer, heart attack, stroke, and renal failure to name a few. Critical Illness Coverage The Hartford Coverage Amount Employee Amount Spouse Amount Child Amount $10,000 or $20,000 Greater of $5,000 or 50% of the employee amount $5,000 per child Covered Conditions Include but are not limited to Cancer, Heart Attack, End Stage Renal Failure, Deafness/Blindness, Stroke, Major Organ Transplant Wellness Benefit $50 per person per year if they receive any eligible preventive exam or physical Do I have to answer health questions to enroll for coverage? Not if you enroll when you are first eligible. If you request coverage after the enrollment date, you may need to submit an “Evidence of Insurability” application. This means that we need you to respond to questions about your health. The application must be approved by the insurance carrier before the coverage takes effect. 17 www.thehartford.com | 888-563-1124

Accident & Illness Plan  Pre-Existing conditions excluded  24/7 Pet telehealth  10% reimbursement for going in-network  Reimbursement on exam fees, diagnostics, and treatment due to Accident and Illness  Prescriptions  Surgery  ER Visits and hospitalizations  X-Rays  Skin, ear and eye infections  And more! Wishbone offers two reimbursement plans for cats and dogs: accident & illness and wellness care. Members visit any licensed veterinarian in the US and log in to their member portal for our streamlined claims process. Wishbone is the only pet health plans provider that offers employees the flexibility to choose between accident & illness, wellness, or both! Wellness Plan  Pre-Existing conditions are accepted  Begins the day after the plan start date  Does not require the Accident & Illness plan  Reimbursements for wellness visits:  Exam fees  Vaccinations  Bloodwork  Preventatives  And more! 18 Pet Insurance www.petbenefits.com | 800-891-2565

Employee Contributions Medical Per Paycheck Deductions $7,000 HDHP Base $2,000 OAP Buy-Up Employee Only $0.00 $123.83 Employee & Spouse $560.71 $845.54 Employee & Child(ren) $345.05 $567.97 Family $905.77 $1,289.66 Dental & Vision Per Paycheck Deductions Dental Vision Employee Only $18.83 $3.27 Employee & Spouse $43.88 $6.22 Employee & Child(ren) $36.91 $6.54 Family $62.67 $9.61 19 Medical Plans Cigna Group #: 0651438 Customer Service: 800-997-1654 www.mycigna.com Life & AD&D & Disability Plans The Hartford Group #: 889245G Customer Service: 888-563-1124 www.thehartford.com Dental Plan Principal Group #: 1156118 Customer Service: 800-247-4695 www.principal.com HSA & FSA Plans EBC Group #: MedTrust Customer Service: 800-346-2126 www.ebcflex.com Vision Plan Principal – Using VSP Group #: 1156118 Customer Service: 800-877-7195 www.vsp.com Accident/Critical Illness The Hartford Group #: 889245G Customer Service: 888-563-1124 www.thehartford.com Contact List Remember, our Human Resources Department is available to answer questions throughout the year.