2024 EWC Growth OE Benefits Guid : simplebooklet.com

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The information in this Enrollment Guide is presented for illustrative purposes and the text contained herein was taken from various summary plan descriptions and benefit information. While every effort was taken to accurately report your benefits, discrepancies or errors are always possible. In case of discrepancy between the Guide and the actual plan, documents the actual plan documents will prevail. All information is confidential, pursuant to the Health Insurance Portability and Accountability Act of 1996. If you have any questions about your Guide, contact Human Resources. EWC GROWTH Employee Benefits Guide | Page 3 INTRODUCTION AND ELIGIBILITY Introduction to the Guide At EWC Growth Partners (EWCG) we know how important it is to have a comprehensive and competitive benefits package. Our benefit offerings provide protection, peace of mind, and savings. Whether healthcare or income protection we have you covered. This guide provides a general overview of your benefit options and enrollment information to help you select the coverage that’s right for you and your eligible dependents. Who is Eligible? If you’re a new full-time salaried center or corporate employee, you become eligible for benefits on the first of the month following 30 days of employment. If you’re enrolling as a full-time hourly employee working in a center location, you become eligible for benefits on the first of the month following 4 months of employment, as long as you meet the hours requirement. All eligible employees must enroll within 31 days to have coverage for the rest of the plan year. You may also need to enroll for the next plan year’s benefits during the open enrollment period. Eligible dependents may also be enrolled for coverage. Eligible dependents include:  Your legal spouse  Your legal domestic partner  Your child under age 26, regardless of marital or student status. This includes your natural child, legally adopted child or stepchild  Your child of any age who is medically certified as disabled and dependent on you for support and maintenance During the enrollment process if you choose to elect coverage for a dependent, HR may follow up with you to affirm and/or substantiate dependent eligibility. Valid documentation includes:  Marriage Certificate  Tax Forms  Birth Certificates or Adoption Papers  Guardianship or Custody Documents  Medical Documentation of Disability Employee Eligibility Employees who work less than 30 hours per week, on average, are considered Part Time and are eligible for only the 401k (k) Plan, Commuter Benefits and Employee Assistance Programs. Employees who work 30 or more hours per week, on average, and who have met their initial measurement period, are considered Full Time and eligible for all benefits, including medical insurance, flexible spending accounts and short-term disability. The Affordable Care Act (ACA) requires tracking of a "variable hour" employee’s average hours paid during a set measurement period to determine eligibility for medical plans. If we determine that you have met the ACA average 30-hour requirement after your measurement period, you will be eligible for medical plan options described on page 8 of this Benefit Handbook. For additional details on our specific measurement periods please refer to page 4.

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The information in this Enrollment Guide is presented for illustrative purposes and the text contained herein was taken from various summary plan descriptions and benefit information. While every effort was taken to accurately report your benefits, discrepancies or errors are always possible. In case of discrepancy between the Guide and the actual plan, documents the actual plan documents will prevail. All information is confidential, pursuant to the Health Insurance Portability and Accountability Act of 1996. If you have any questions about your Guide, contact Human Resources. EWC GROWTH Employee Benefits Guide | Page 4 Domestic Partner Coverage You may cover your same-sex or opposite sex domestic partner for certain benefits. For Domestic Partner coverage, you must submit a Declaration of Domestic Partnership form verifying eligibility of your domestic partner. Domestic Partner must be at least 18 years of age and you must have resided in the same household for at least 6 months. Please note coverage for Domestic Partners is paid by the employee on a post-tax basis. ACA Eligibility Requirements A full-time employee is one who works on average at least 30 hours per week. EWCG uses the look-back measurement method to determine whether an employee meets this eligibility threshold for purposes of medical insurance eligibility. New Employees Hired to Work a Variable Hour or Seasonal Schedule If you are a non-exempt center employee, EWCG is unable to determine, at your date of hire, whether you will be a full-time employee (work on average 30 or more hours per week). As such, you will be considered a variable hour employee. Variable hour employees are eligible for medical insurance the first of the month following 4 months of employment. You will be placed in an initial measurement period (IMP) of 3 months to determine whether you are a full-time employee, eligible for coverage under the terms of the plan. Your 3-month IMP will begin on the first of the month following your date of hire and will last for 3 months. If, during your IMP, you average 30 or more hours per week in that 3-month period, you will be offered medical coverage by the first of the month after your IMP ends. Your coverage will remain in effect during an associated stability period that will last 12 months from the date coverage is offered. If your employment is terminated during that stability period, you will be offered continued coverage under COBRA. Ongoing Employees EWCG uses the look-back measurement method to determine medical plan eligibility for ongoing employees. An ongoing employee is an individual who has been employed for an entire standard measurement period. A standard measurement period is the 12-month period over which EWCG counts employee hours to determine which employees work full-time. An employee is deemed full-time if he or she averages 30 or more hours per week over the 12-month standard measurement period. Those employees who average 30 or more hours per week over the 12-month standard measurement period will be offered coverage as of the first day of the stability period associated with the standard measurement period. Coverage will be in effect for a 12-month stability period. If your employment is terminated during a stability period, you will be offered continued coverage under COBRA. The ongoing measurement period is 6/3-6/2 each year and ongoing Stability Period is 9/1-8/31. Standard Measurement Period Time to determine if you work 30 paid hours per week on average to establish if you are "full time" or "part time" June 3RD – June 2ND Stability Period Time during which you will be considered "full time" or "part time" for medical plan eligibility; based on hours worked during the preceding measurement period September 1ST – August 31ST

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The information in this Enrollment Guide is presented for illustrative purposes and the text contained herein was taken from various summary plan descriptions and benefit information. While every effort was taken to accurately report your benefits, discrepancies or errors are always possible. In case of discrepancy between the Guide and the actual plan, documents the actual plan documents will prevail. All information is confidential, pursuant to the Health Insurance Portability and Accountability Act of 1996. If you have any questions about your Guide, contact Human Resources. EWC GROWTH Employee Benefits Guide | Page 5 Making Changes for Qualifying Life Events Whether you are a newly hired employee or a current employee, the elections you make during annual open enrollment will remain in effect until EWCG’s next open enrollment period, unless you have a qualifying life event (as defined by the IRS) that allows a mid-year plan change. These qualifying life events include (but are not limited to):  Change in marital status, including marriage, legal separation, or divorce  Birth of a baby, adoption of a child, or placement of a child with you for legal adoption  Death of a dependent  Eligible dependent(s) gains or loses eligibility due to a change in employment status  Eligible dependent child(ren) no longer meets the eligibility requirements.  You or your dependent becomes entitled to, or loses, Medicare or Medicaid coverage If you experience a qualifying life event and choose to make changes to your benefits, do so by logging into UKG>Benefits>Life Events within 30 days of the status change (60 days for birth or adoption). If you do not submit the benefits change and necessary documentation in the required timeframe, your coverage will remain unchanged for the remainder of the calendar year. Note: The benefit changes you make must be consistent with the life event. Coverage Continuation Options COBRA continuation coverage is a continuation of Plan coverage when it would otherwise end because of a life event. This is also called a “qualifying event.” Specific qualifying events are listed later in this notice. After a qualifying event, COBRA continuation coverage must be offered to each person who is a “qualified beneficiary.” You, your spouse, and your dependent children could become qualified beneficiaries if coverage under the Plan is lost because of the qualifying event. Under the Plan, qualified beneficiaries who elect COBRA continuation coverage must pay for COBRA continuation coverage. Navia is our COBRA administrator. If you’re an employee, you’ll become a qualified beneficiary if you lose your coverage under the Plan because of the following qualifying events: • Your hours of employment are reduced and you are no longer eligible under the terms of the plan, or • Your employment ends for any reason other than your gross misconduct. If you’re the spouse of a Employee, you’ll become a qualified beneficiary if you lose your coverage under the Plan because of the following qualifying events: • Your spouse dies; • Your spouse’s hours of employment are reduced; • Your spouse’s employment ends for any reason other than his or her gross misconduct; • Your spouse becomes entitled to Medicare benefits (under Part A, Part B, or both); or • You become divorced or legally separated from your spouse. Your dependent children will become qualified beneficiaries if they lose coverage under the Plan because of the following qualifying events: • The parent-employee dies; • The parent-employee’s hours of employment are reduced; • The parent-employee’s employment ends for any reason other than his or her gross misconduct; • The parent-employee becomes entitled to Medicare benefits (Part A, Part B, or both); • The parents become divorced or legally separated; or • The child stops being eligible for coverage under the Plan as a “dependent child”

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The information in this Enrollment Guide is presented for illustrative purposes and the text contained herein was taken from various summary plan descriptions and benefit information. While every effort was taken to accurately report your benefits, discrepancies or errors are always possible. In case of discrepancy between the Guide and the actual plan, documents the actual plan documents will prevail. All information is confidential, pursuant to the Health Insurance Portability and Accountability Act of 1996. If you have any questions about your Guide, contact Human Resources. EWC GROWTH Employee Benefits Guide | Page 9 MEDICAL PLANS You may choose from three medical plans administered by Auxiant under the Cigna PPO Network. One option is a High Deductible Health Plan (HDHP) with the option of establishing an HSA account and the other two options are Preferred Provider Organization (PPO) plans. The information below is a summary of coverage only. Visit www.auxiant.com, and select Cigna PPO as your Network to obtain a list of participating physicians. Out-of-network coverage is available, please refer to the Summary of Benefits and Coverage for additional information. You will receive the lowest costs by using in-network benefits. Option 1 $1,500 PPO Network Name: Cigna PPO Option 2 $3,000 PPO Network Name: Cigna PPO Option 3 HDHP $5,000 Network Name: Cigna PPO Medical Key Features In-Network In-Network In-Network Annual Deductible (Based on a Plan Year) *Embedded *Embedded *Embedded Individual / Family $1,500 / $3,000 $3,000 / $6,000 $5,000 / $10,000 Out-of-Pocket Maximum Individual / Family $5,000 / $10,000 $6,000 / $12,000 $6,000 / $12,000 Coinsurance 20% 20% 20% Physician Services Office Visit $30 copay $40 copay 20% after deductible Specialist Visit $60 copay $80 copay 20% after deductible Preventative Care 100% covered 100% covered 100% covered Lab and X-Ray Services 20% after deductible 20% after deductible 20% after deductible Inpatient Hospital Services 20% after deductible 20% after deductible 20% after deductible Urgent Care $50 Copay $75 Copay 20% after deductible Emergency Room $300 Copay $350 Copay 20% after deductible Prescription Drugs Retail Generic (30-day supply) $10 $10 20% coinsurance Retail Preferred Brand (30-day supply) $60 $60 20% coinsurance Retail Non-Preferred Brand (30-day supply) $90 $90 20% coinsurance Mail Order Generic (90-day supply) $30 $30 20% coinsurance Mail Order Preferred brand (90-day supply) $180 $180 20% coinsurance Mail Order Non-Preferred Brand (90-day supply) $270 $270 20% coinsurance Mail Order Specialty 20% Coinsurance up to $500 maximum 20% Coinsurance up to $500 maximum 20% Coinsurance up to $500 maximum Bi-Weekly & Weekly Employee Payroll Contributions (26 / 52 Pay Periods) Employee Only $194.00 / $97.00 $142.00 / $71.00 $64.00 / $32.00 Employee + Spouse $416.00 / $208.00 $366.00 / $183.00 $271.00 / $135.50 Employee + Child(ren) $376.00 / $188.00 $318.00 / $159.00 $215.00 / $107.50 Family $616.00 / $308.00 $512.00 / $256.00 $339.00 / $169.50 *There is no individual deductible limit within the family deductible.

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The information in this Enrollment Guide is presented for illustrative purposes and the text contained herein was taken from various summary plan descriptions and benefit information. While every effort was taken to accurately report your benefits, discrepancies or errors are always possible. In case of discrepancy between the Guide and the actual plan, documents the actual plan documents will prevail. All information is confidential, pursuant to the Health Insurance Portability and Accountability Act of 1996. If you have any questions about your Guide, contact Human Resources. EWC GROWTH Employee Benefits Guide | Page 11 You can use your HSA to pay for a wide range of IRS-qualified medical expenses for yourself, your spouse, or tax dependents. An IRS-qualified medical expense is defined as an expense that pays for healthcare services, equipment, or medications. Funds used to pay for IRS-qualified medical expenses are always tax-free. HSA funds can be used to reimburse yourself for past medical expenses if the expense was incurred after your HSA was established. While you do not need to submit any receipts to Navia, you must save your bills and receipts for tax purposes. Examples of IRS-Qualified Medical Expenses:  Acupuncture  Ambulance  Annual Physical Examination  Bandages  Birth Control Pills, contraceptive devices  Body Scan  Breast Pumps and Supplies  Breast Reconstruction Surgery  Chiropractor  Contact Lenses  Crutches  Dental Treatment  Diagnostic Devices  Disabled Dependent Care Expenses  Eye Exam  Eyeglasses  Eye Surgery  Hearing Aids  Home Care  Hospital Services  Insurance Premiums  Laboratory Fees  Lactation Expenses  Learning Disability  Long-Term Care  Medicines  Nursing Home  Nursing Services  Optometrist  Oxygen  Physical Examination  Pregnancy Test Kit  Prosthesis  Psychiatric Care  Special Education  Sterilization  Stop-Smoking Programs  Surgery  Transplants  Vasectomy  Vision Correction Surgery  Weight-Loss Program  Wheelchair  Wig  X-Ray Fees Ineligible medical expenses may include:  Baby Sitting, Childcare, and Nursing Services for a Normal, Healthy Baby  Controlled Substances  Cosmetic Surgery  Dancing Lessons  Diaper Service  Electrolysis or Hair Removal  Flexible Spending Account  Funeral Expenses  Future Medical Care  Hair Transplant  Health Club Dues  Health Coverage Tax Credit  Health Savings Accounts  Household Help  Illegal Operations and Treatments  Maternity Clothes  Medicines and Drugs from Other Countries  Nonprescription Drugs and Medicines  Nutritional Supplements  Personal Use Items  Swimming Lessons  Teeth Whitening  Veterinary Fees This list is not all-inclusive; additional expenses may qualify, and the items listed above are subject to change in accordance with IRS regulations. For more information or clarification on individual list items, refer to Publication 502 or consult a tax professional. HSA State Taxation: There are currently three states that, unlike the federal government, subject your HSA contributions (Employee and employer) to state income taxes. The three states are New Jersey, California and Alabama. Similarly, these three states also subject earnings (interest and capital gains) on your HSA to state taxation. There are currently two other states, New Hampshire and Tennessee, that subject earnings on the account (but not the contributions) to state taxes. Tax laws are subject to change. Please contact your state tax authority or consult with a tax advisor to confirm the details for your state. Health Savings Accounts (HSA)

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The information in this Enrollment Guide is presented for illustrative purposes and the text contained herein was taken from various summary plan descriptions and benefit information. While every effort was taken to accurately report your benefits, discrepancies or errors are always possible. In case of discrepancy between the Guide and the actual plan, documents the actual plan documents will prevail. All information is confidential, pursuant to the Health Insurance Portability and Accountability Act of 1996. If you have any questions about your Guide, contact Human Resources. EWC GROWTH Employee Benefits Guide | Page 17 DISABILITY SHORT-TERM DISABILITY (STD) If you become disabled and cannot work, no benefit becomes more important to your financial security than Disability Income protection. Disability coverage provides income protection in the event you experience a non-occupational injury or illness that prevents you from working. You have access to Short-Term Disability (STD) insurance through Principal. If you aren’t able to work after 7 consecutive days of disability due to an eligible injury or illness, this benefit pays 60% of your weekly pay up to a maximum benefit of $1,600 per week, for a maximum of 13 weeks. EWCG pays 100% of this Principal coverage. ***If you work in the state of New Jersey, you are not eligible for this coverage. Short-Term Disability is available to you through the state. STATE DISABILITY COVERAGE: NEW YORK, MASSACHUSETTS, & CONNECTICUT EMPLOYEES Employees working in New York, Massachusetts, or Connecticut are eligible to receive disability benefits through the State. If you work in the state of New York, this coverage supplements your standard New York Disability Payments. Any employee working in New York state is eligible to receive the New York State Standard Disability, which pays 50% of average wages (calculated over previous 8-week period) up to a maximum of $170 per week, payable for 26 weeks. This plan provides paid family and medical leave as required under the Massachusetts and Connecticut paid family and medical leave (MA PFML & CT PFML) laws. Covered individuals under this policy will include anyone who meets the eligibility requirements of the MA PFML law or CT PFML law as applicable. This includes all full-time, part-time, temporary, on call or seasonal employees who meet the requirements. Location Benefit Elimination Period Maximum Benefit Full-Time Employees working in New York 60% of average income up to $1,600 per week 7 days (payable on 8th day) 12 Weeks @ $1,600 max Then the NY max for an additional 16 weeks Full-Time Employees working in Massachusetts Based on your average weekly wages: <$743.89 is paid @ 80%; any amount >$743.89 is paid @ 50% up to $850 per week 7 days (payable on 8th day) 20 weeks Full-Time Employees working in Connecticut Based on your weekly wages: • 95% of weekly wages to max of 40x minimum wage; PLUS • 60% of weekly wages above 40x minimum wage. None 60x Minimum Wage ($900)

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EWC GROWTH Employee Benefits Guide | Page 26 This guide gives a brief overview of the benefits available to you. For plan details, including covered expenses, exclusions, and limitations, please refer to the applicable Summary Plan Description (SPD), Certificate of Coverage, or plan document for each plan. These documents can be found on the Benefits Website. If any information in this benefits guide conflicts with the plan documents and insurance policies, those plan documents and policies will govern. EWCG reserves the right to amend, modify or terminate these plans at any time. This Benefits Guide does not constitute a contract of employment. All required annual notices are made available via the Benefits Website and UKG. Benefit Plan Carrier Phone Number Website Medical Auxiant 1-800-236-7789 www.auxiant.com Health Savings Account (HSA) Navia Benefits Solutions 1-800-987-0031 app.naviabenefits.com/app/#/login Questions: customerservice@naviabenefits.com Claim Submission claims@naviabenefits.com Dental Principal 1-800-986-3343 www.principal.com/find-dentist Vision Principal 1-800-877-7195 www.vsp.com/eye-doctor Flexible Spending Account (FSA) & Dependent Care Navia Benefits Solutions 1-800-987-0031 app.naviabenefits.com/app/#/login Questions: customerservice@naviabenefits.com Claim Submission claims@naviabenefits.com Commuter Navia Benefits Solutions 1-800-669-3539 www.naviabenefits.com/participants/benefits/gonavia-commuter-benefits/ Life Insurance Principal 1-800-986-3343 www.principal.com Disability Principal 1-800-986-3343 www.principal.com Employee Assistance Program (EAP) Magellan Healthcare 1-800-450-1327 www.magellanascend.com Company Name: Principal Core NY Disability & NY Paid Family Leave New York State 1-877-632-4996 http://www.wcb.ny.gov/content/main/DisabilityBenefits/employee-disability-benefits.jsp www.paidfamilyleave.ny.gov/employees HR Team EWCG www.ewcgbenefits.com

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EWC GROWTH Employee Benefits Guide | Page 27 Important Notices Notice of Patient Protections & Prior Authorization Procedures Your Auxiant plans allow you to visit any doctor or hospital you choose. However, Prior Authorization is required for certain services. Make sure Your Provider obtains Prior Authorization before any planned hospital stays (except maternity admissions), skilled nursing and rehabilitative facility admissions, certain outpatient procedures, Advanced Radiological Imaging services, certain Specialty Drugs, and Durable Medical Equipment costing $500 or more. Contact Auxiant Customer Service using the number on the back of your medical ID card or online at www.auxiant.com to find out which services require Prior Authorization. You can also call the customer service department to find out if your admission or other service has received Prior Authorization. For more information, please refer to your Evidence of Coverage document located online at www.auxiant.com. Women’s Health and Cancer Rights Act of 1998 If you have had or are going to have a mastectomy, you may be entitled to certain benefits under the Women’s Health and Cancer Rights Act of 1998 (WHCRA). For individuals receiving mastectomy-related benefits, coverage will be provided in a manner determined in consultation with the attending physician and the patient, for: • All stages of reconstruction of the breast on which the mastectomy was performed; • Surgery and reconstruction of the other breast to produce a symmetrical appearance; • Prostheses; and Treatment of physical complications of the mastectomy, including lymphedema. These benefits will be provided subject to the same deductibles and coinsurance applicable to other medical and surgical benefits provided under this plan. Therefore, the following deductibles and coinsurance apply: • HDHP/HSA: $5,000 Individual Deductible / $10,000 Family Deductible / 20% Coinsurance • PPO Low Plan: $1,500 Deductible / $3,000 Family Deductible / 20% Coinsurance • PPO High Plan: $3,000 Deductible / $6,000 Family Deductible / 20% Coinsurance If you would like more information on WHCRA benefits, call your plan administrator 1-866-801-4409. Newborns’ and Mothers’ Health Protection Act Under federal law, group health plans and health insurance issuers offering group health insurance coverage generally may not restrict benefits for any hospital length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following a vaginal delivery, or less than 96 hours following a delivery by cesarean section. However, the plan or issuer may pay for a shorter stay if the attending provider (e.g., your physician, nurse midwife, or physician assistant), after consultation with the mother, discharges the mother or newborn earlier. Also, under federal law, plans and issuers may not set the level of benefits or out-of-pocket costs so that any later portion of the 48-hour (or 96-hour) stay is treated in a manner less favorable to the mother or newborn than any earlier portion of the stay. In addition, a plan or issuer may not, under federal law, require that a physician or other health care provider obtain authorization for prescribing a length of stay of up to 48 hours (or 96 hours). However, to use certain providers or facilities, or to reduce your Out-of-Pocket costs, you may be required to obtain precertification. For information on precertification, contact your plan administrator. Notice of Special Enrollment Rights If you are declining enrollment for yourself or your dependents (including your spouse) because of other health insurance or group health plan coverage, you may be able to enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that other coverage (or if the employer stops contributing toward your or your dependents’ other coverage). However, you must request enrollment within 31 days after you or your dependents’ other coverage ends (or after the employer stops contributing toward the other coverage). In addition, if you have a new dependent as a result of marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your dependents. However, you must request enrollment within 31 days after the marriage, birth, adoption, or placement for adoption. To request special enrollment or obtain more information, contact Human Resources. Notice of Privacy Practices Auxiant is required to maintain the privacy of all medical information as required by applicable laws and regulations; provide a notice of privacy practices to all Members; inform Members of the Plan’s legal obligations; and advise Members of additional rights concerning their medical information. For more information, please refer to your Evidence of Coverage document located online at www.auxiant.com. All Members will be notified of any changes by receiving a new notice of the Plan’s privacy practices. You may request a copy of this notice of privacy practices at any time by contacting Auxiant.

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EWC GROWTH Employee Benefits Guide | Page 28 Uniformed Services Employment and Reemployment Rights Act of 1994 A Subscriber may continue his or her Coverage and Coverage for his or her Dependents during military leave of absence in accordance with the Uniformed Services Employment and reemployment Rights Act of 1994. When the Subscriber returns to work from a military leave of absence, the Subscriber will be given credit for the time the Subscriber was covered under the Plan prior to the leave. Premium Assistance Under Medicaid and the Children’s Health Insurance Program (CHIP) If you or your children are eligible for Medicaid or CHIP and you’re eligible for health coverage from your employer, your state may have a premium assistance program that can help pay for coverage, using funds from their Medicaid or CHIP programs. If you or your children aren’t eligible for Medicaid or CHIP, you won’t be eligible for these premium assistance programs, but you may be able to buy individual insurance coverage through the Health Insurance Marketplace. For more information, visit www.healthcare.gov. If you or your dependents are already enrolled in Medicaid or CHIP and you live in a State listed below, contact your State Medicaid or CHIP office to find out if premium assistance is available. If you or your dependents are NOT currently enrolled in Medicaid or CHIP, and you think you or any of your dependents might be eligible for either of these programs, contact your State Medicaid or CHIP office or dial 1-877-KIDS NOW or www.insurekidsnow.gov to find out how to apply. If you qualify, ask your state if it has a program that might help you pay the premiums for an employer-sponsored plan. If you or your dependents are eligible for premium assistance under Medicaid or CHIP, as well as eligible under your employer plan, your employer must allow you to enroll in your employer plan if you aren’t already enrolled. This is called a “special enrollment” opportunity, and you must request coverage within 60 days of being determined eligible for premium assistance. If you have questions about enrolling in your employer plan, contact the Department of Labor at www.askebsa.dol.gov or call 1-866-444-EBSA (3272). If you live in one of the following states, you may be eligible for assistance paying your employer health plan premiums. The following list of states is current as of January 31, 2024. Contact your State for more information on eligibility – ALABAMA – Medicaid ALASKA – Medicaid Website: http://myalhipp.com/ Phone: 1-855-692-5447 The AK Health Insurance Premium Payment Program Website: http://myakhipp.com/ Phone: 1-866-251-4861 Email: CustomerService@MyAKHIPP.com Medicaid Eligibility: https://health.alaska.gov/dpa/Pages/default.aspx ARKANSAS – Medicaid CALIFORNIA – Medicaid Website: http://myarhipp.com/ Phone: 1-855-MyARHIPP (855-692-7447) Website: Health Insurance Premium Payment (HIPP) Program http://dhcs.ca.gov/hipp Phone: 916-445-8322 Fax: 916-440-5676 Email: hipp@dhcs.ca.gov COLORADO – Health First Colorado (Colorado’s Medicaid Program) & Child Health Plan Plus (CHP+) FLORIDA – Medicaid Health First Colorado Website: https://www.healthfirstcolorado.com/ Health First Colorado Member Contact Center: 1-800-221-3943/ State Relay 711 CHP+: https://hcpf.colorado.gov/child-health-plan-plus CHP+ Customer Service: 1-800-359-1991/ State Relay 711 Health Insurance Buy-In Program (HIBI): https://www.mycohibi.com/ HIBI Customer Service: 1-855-692-6442 Website: https://www.flmedicaidtplrecovery.com/flmedicaidtplrecovery.com/hipp/index.html Phone: 1-877-357-3268 GEORGIA – Medicaid INDIANA – Medicaid GA HIPP Website: https://medicaid.georgia.gov/health-insurance-premium-payment-program-hipp Phone: 678-564-1162, Press 1 GA CHIPRA Website: https://medicaid.georgia.gov/programs/third-party-liability/childrens-health-insurance-program-reauthorization-act-2009-chipra Phone: (678) 564-1162, Press 2 Healthy Indiana Plan for low-income adults 19-64 Website: http://www.in.gov/fssa/hip/ Phone: 1-877-438-4479 All other Medicaid Website: https://www.in.gov/medicaid/ Phone 1-800-457-4584

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EWC GROWTH Employee Benefits Guide | Page 29 Medicaid Website: https://dhs.iowa.gov/ime/members Medicaid Phone: 1-800-338-8366 Hawki Website: http://dhs.iowa.gov/Hawki Hawki Phone: 1-800-257-8563 HIPP Website: https://dhs.iowa.gov/ime/members/medicaid-a-to-z/hipp HIPP Phone: 1-888-346-9562 Website: https://www.kancare.ks.gov/ Phone: 1-800-792-4884 HIPP Phone: 1-800-766-9012 KENTUCKY – Medicaid LOUISIANA – Medicaid Kentucky Integrated Health Insurance Premium Payment Program (KI-HIPP) Website: https://chfs.ky.gov/agencies/dms/member/Pages/kihipp.aspx Phone: 1-855-459-6328 Email: KIHIPP.PROGRAM@ky.gov KCHIP Website: https://kidshealth.ky.gov/Pages/index.aspx Phone: 1-877-524-4718 Kentucky Medicaid Website: https://chfs.ky.gov Website: www.medicaid.la.gov or www.ldh.la.gov/lahipp Phone: 1-888-342-6207 (Medicaid hotline) or 1-855-618-5488 (LaHIPP) MAINE – Medicaid MASSACHUSETTS – Medicaid and CHIP Enrollment Website: https://www.mymaineconnection.gov/benefits/s/?language=en_US Phone: 1-800-442-6003 TTY: Maine relay 711 Private Health Insurance Premium Webpage: https://www.maine.gov/dhhs/ofi/applications-forms Phone: 1-800-977-6740 TTY: Maine relay 711 Website: https://www.mass.gov/masshealth/pa Phone: 1-800-862-4840 TTY: (617) 886-8102 MINNESOTA – Medicaid MISSOURI – Medicaid Website: https://mn.gov/dhs/people-we-serve/children-and-families/health-care/health-care-programs/programs-and-services/other-insurance.jsp Phone: 1-800-657-3739 Website: http://www.dss.mo.gov/mhd/participants/pages/hipp.htm Phone: 573-751-2005 MONTANA – Medicaid NEBRASKA – Medicaid Website: http://dphhs.mt.gov/MontanaHealthcarePrograms/HIPP Phone: 1-800-694-3084 Email: HHSHIPPProgram@mt.gov Website: http://www.ACCESSNebraska.ne.gov Phone: 1-855-632-7633 Lincoln: 402-473-7000 Omaha: 402-595-1178 NEVADA – Medicaid NEW HAMPSHIRE – Medicaid Medicaid Website: http://dhcfp.nv.gov Medicaid Phone: 1-800-992-0900 Website: https://www.dhhs.nh.gov/programs-services/medicaid/health-insurance-premium-program Phone: 603-271-5218 Toll free number for the HIPP program: 1-800-852-3345, ext. 5218 NEW JERSEY – Medicaid and CHIP NEW YORK – Medicaid Medicaid Website: http://www.state.nj.us/humanservices/ dmahs/clients/medicaid/ Medicaid Phone: 609-631-2392 CHIP Website: http://www.njfamilycare.org/index.html CHIP Phone: 1-800-701-0710 Website: https://www.health.ny.gov/health_care/medicaid/ Phone: 1-800-541-2831 NORTH CAROLINA – Medicaid NORTH DAKOTA – Medicaid Website: https://medicaid.ncdhhs.gov/ Phone: 919-855-4100 Website: http://www.nd.gov/dhs/services/medicalserv/medicaid/ Phone: 1-844-854-4825

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EWC GROWTH Employee Benefits Guide | Page 30 To see if any other states have added a premium assistance program since January 31, 2024, or for more information on special enrollment rights, contact either: U.S. Department of Labor U.S. Department of Health and Human Services Employee Benefits Security Administration Centers for Medicare & Medicaid Services www.dol.gov/agencies/ebsa www.cms.hhs.gov 1-866-444-EBSA (3272) 1-877-267-2323, Menu Option 4, Ext. 61565 Paperwork Reduction Act Statement According to the Paperwork Reduction Act of 1995 (Pub. L. 104-13) (PRA), no persons are required to respond to a collection of information unless such collection displays a valid Office of Management and Budget (OMB) control number. The Department notes that a Federal agency cannot conduct or sponsor a collection of information unless it is approved by OMB under the PRA, and displays a currently valid OMB control number, and the public is not required to respond to a collection of information unless it displays a currently valid OMB control number. See 44 U.S.C. 3507. Also, notwithstanding any other provisions of law, no person shall be subject to penalty for failing to comply with a collection of information if the collection of information does not display a currently valid OMB control number. See 44 U.S.C. 3512. The public reporting burden for this collection of information is estimated to average approximately seven minutes per respondent. Interested parties are encouraged to send comments regarding the burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to the U.S. Department of Labor, Employee Benefits Security Administration, Office of Policy and Research, Attention: PRA Clearance Officer, 200 Constitution Avenue, N.W., Room N-5718, Washington, DC 20210 or email ebsa.opr@dol.gov and reference the OMB Control Number 1210-0137. OMB Control Number 1210-0137 (expires 1/31/2026) OKLAHOMA – Medicaid and CHIP OREGON – Medicaid Website: http://www.insureoklahoma.org Phone: 1-888-365-3742 Website: http://healthcare.oregon.gov/Pages/index.aspx http://www.oregonhealthcare.gov/index-es.html Phone: 1-800-699-9075 PENNSYLVANIA – Medicaid and CHIP RHODE ISLAND – Medicaid and CHIP Website: https://www.dhs.pa.gov/Services/Assistance/Pages/HIPP-Program.aspx Phone: 1-800-692-7462 CHIP Website: Children's Health Insurance Program (CHIP) (pa.gov) CHIP Phone: 1-800-986-KIDS (5437) Website: http://www.eohhs.ri.gov/ Phone: 1-855-697-4347, or 401-462-0311 (Direct RIte Share Line) SOUTH CAROLINA – Medicaid SOUTH DAKOTA - Medicaid Website: https://www.scdhhs.gov Phone: 1-888-549-0820 Website: http://dss.sd.gov Phone: 1-888-828-0059 TEXAS – Medicaid UTAH – Medicaid and CHIP Website: http://gethipptexas.com/ Phone: 1-800-440-0493 Medicaid Website: https://medicaid.utah.gov/ CHIP Website: http://health.utah.gov/chip Phone: 1-877-543-7669 VERMONT– Medicaid VIRGINIA – Medicaid and CHIP Website: Health Insurance Premium Payment (HIPP) Program | Department of Vermont Health Access Phone: 1-800-250-8427 Website: https://www.coverva.org/en/famis-select https://www.coverva.org/en/hipp Medicaid/CHIP Phone: 1-800-432-5924 WASHINGTON – Medicaid WEST VIRGINIA – Medicaid and CHIP Website: https://www.hca.wa.gov/ Phone: 1-800-562-3022 Website: https://dhhr.wv.gov/bms/ http://mywvhipp.com/ Medicaid Phone: 304-558-1700 CHIP Toll-free phone: 1-855-MyWVHIPP (1-855-699-8447) WISCONSIN – Medicaid and CHIP WYOMING – Medicaid Website: https://www.dhs.wisconsin.gov/badgercareplus/p-10095.htm Phone: 1-800-362-3002 Website: https://health.wyo.gov/healthcarefin/medicaid/programs-and-eligibility/ Phone: 1-800-251-1269

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EWC GROWTH Employee Benefits Guide | Page 31 Important Notice from EWC Growth Partners About Your Prescription Drug Coverage and Medicare for plans: • HDHP/HSA: $2,500 Deductible • PPO Low Plan: $2,000 Deductible • PPO High Plan: $1,000 Deductible Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage EWC Growth Partners and about your options under Medicare’s prescription drug coverage. This information can help you decide whether or not you want to join a Medicare drug plan. If you are considering joining, you should compare your current coverage, including which drugs are covered at what cost, with the coverage and costs of the plans offering Medicare prescription drug coverage in your area. Information about where you can get help to make decisions about your prescription drug coverage is at the end of this notice. There are two important things you need to know about your current coverage and Medicare’s prescription drug coverage: 1. Medicare prescription drug coverage became available in 2006 to everyone with Medicare. You can get this coverage if you join a Medicare Prescription Drug Plan or join a Medicare Advantage Plan (like an HMO or PPO) that offers prescription drug coverage. All Medicare drug plans provide at least a standard level of coverage set by Medicare. Some plans may also offer more coverage for a higher monthly premium. 2. EWC Growth Partners has determined that the prescription drug coverage offered by the Auxiant Plans are, on average for all plan participants, expected to pay out as much as standard Medicare prescription drug coverage pays and is therefore considered Creditable Coverage. Because your existing coverage is Creditable Coverage, you can keep this coverage and not pay a higher premium (a penalty) if you later decide to join a Medicare drug plan. When Can You Join A Medicare Drug Plan? You can join a Medicare drug plan when you first become eligible for Medicare and each year from October 15th to December 7th. When Will You Pay A Higher Premium (Penalty) To Join A Medicare Drug Plan? Since the coverage under your Auxiant Plans are creditable, depending on how long you go without creditable prescription drug coverage you may pay a penalty to join a Medicare drug plan. Starting with the end of the last month that you were first eligible to join a Medicare drug plan but didn’t join, if you go 63 continuous days or longer without prescription drug coverage that’s creditable, your monthly premium may go up by at least 1% of the Medicare base beneficiary premium per month for every month that you did not have that coverage. For example, if you go nineteen months without creditable coverage, your premium may consistently be at least 19% higher than the Medicare base beneficiary premium. You may have to pay this higher premium (penalty) as long as you have Medicare prescription drug coverage. In addition, you may have to wait until the following October to join. What Happens To Your Current Coverage If You Decide to Join A Medicare Drug Plan? If you decide to join a Medicare drug plan, your current Auxiant Plan coverage will not be affected. You can keep this coverage if you elect part D and this plan will coordinate with Part D coverage. If you do decide to join a Medicare drug plan and drop your current EWC Growth Partners coverage, be aware that you and your dependents will not be able to get this coverage back until next Annual Open Enrollment or a mid- year qualifying event.

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EWC GROWTH Employee Benefits Guide | Page 32 For More Information About Your Options Under Medicare Prescription Drug Coverage… More detailed information about Medicare plans that offer prescription drug coverage is in the “Medicare & You” handbook. You will get a copy of the handbook in the mail every year from Medicare. You may also be contacted directly by Medicare drug plans. For more information about Medicare prescription drug coverage: • Visit www.medicare.gov • Call your State Health Insurance Assistance Program (see the inside back cover of your copy of the “Medicare & You” handbook for their telephone number) for personalized help • Call 1-800-MEDICARE (1-800-633-4227). TTY users should call 1-877-486-2048. If you have limited income and resources, extra help paying for Medicare prescription drug coverage is available. For information about this extra help, visit Social Security on the web at www.socialsecurity.gov, or call them at 1-800-772-1213 (TTY 1-800-325-0778). Date:08/01/2023 Name of Entity/Sender: EWC Growth Partners Office Contact/Position: Jennifer Berlett Phone: 508-205-9868 Address: 135 Research Dr., 2nd floor, Milford, CT 06460 Remember: Keep this Creditable Coverage notice. If you decide to join one of the Medicare drug plans, you may be required to provide a copy of this notice when you join to show whether or not you have maintained creditable coverage and, therefore, whether or not you are required to pay a higher premium (a penalty).

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EWC GROWTH Employee Benefits Guide | Page 33 New Health Insurance Marketplace Coverage Options and Your Health Coverage PART A: General Information When key parts of the health care law take effect in 2014, there will be a new way to buy health insurance: the Health Insurance Marketplace. To assist you as you evaluate options for you and your family, this notice provides basic information about the new Marketplace and employment-based health coverage offered by your employer. What is the Health Insurance Marketplace? The Marketplace is designed to help you find health insurance that meets your needs and fits your budget. The Marketplace offers "one-stop shopping" to find and compare private health insurance options. You may also be eligible for a new kind of tax credit that lowers your monthly premium right away. Open enrollment for health insurance coverage through the Marketplace begins in October 2013 for coverage starting as early as January 1, 2014. Can I Save Money on my Health Insurance Premiums in the Marketplace? You may qualify to save money and lower your monthly premium, but only if your employer does not offer coverage, or offers coverage that does not meet certain standards. The savings on your premium that you are eligible for depends on your household income. Does Employer Health Coverage Affect Eligibility for Premium Savings through the Marketplace? Yes. If you have an offer of health coverage from your employer that meets certain standards, you will not be eligible for a tax credit through the Marketplace and may wish to enroll in your employer's health plan. However, you may be eligible for a tax credit that lowers your monthly premium, or a reduction in certain cost-sharing if your employer does not offer coverage to you at all or does not offer coverage that meets certain standards. If the cost of a plan from your employer that would cover you (and not any other members of your family) is more than 9.5% of your household income for the year, or if the coverage your employer provides does not meet the "minimum value" standard set by the Affordable Care Act, you may be eligible for a tax credit.1 Note: If you purchase a health plan through the Marketplace instead of accepting health coverage offered by your employer, then you may lose the employer contribution (if any) to the employer-offered coverage. Also, this employer contribution -as well as your employee contribution to employer-offered coverage- is often excluded from income for Federal and State income tax purposes. Your payments for coverage through the Marketplace are made on an after-tax basis. How Can I Get More Information? For more information about your coverage offered by your employer, please check your summary plan description or contact YOUR HUMAN RESOURCE DEPARTMENT. The Marketplace can help you evaluate your coverage options, including your eligibility for coverage through the Marketplace and its cost. Please visit HealthCare.gov for more information, including an online application for health insurance coverage and contact information for a Health Insurance Marketplace in your area. 1 An employer-sponsored health plan meets the "minimum value standard" if the plan's share of the total allowed benefit costs covered by the plan is no less than 60 percent of such costs. Form Approved OMB No. 1210-0149 (expires 12-31-2026)

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EWC GROWTH Employee Benefits Guide | Page 34 PART B: Information About Health Coverage Offered by Your Employer This section contains information about any health coverage offered by your employer. If you decide to complete an application for coverage in the Marketplace, you will be asked to provide this information. This information is numbered to correspond to the Marketplace application. Here is some basic information about health coverage offered by this employer: • As your employer, we offer a health plan to: All employees. Eligible employees are: Some employees. Eligible employees are: • With respect to dependents: We do offer coverage. Eligible dependents are: We do not offer coverage. If checked, this coverage meets the minimum value standard, and the cost of this coverage to you is intended to be affordable, based on employee wages. ** Even if your employer intends your coverage to be affordable, you may still be eligible for a premium discount through the Marketplace. The Marketplace will use your household income, along with other factors, to determine whether you may be eligible for a premium discount. If, for example, your wages vary from week to week (perhaps you are an hourly employee or you work on a commission basis), if you are newly employed mid-year, or if you have other income losses, you may still qualify for a premium discount. If you decide to shop for coverage in the Marketplace, HealthCare.gov will guide you through the process. Here is the employer information you will enter when you visit HealthCare.gov to find out if you can get a tax credit to lower your monthly premiums. 3. Employer name EWC Growth Partners 4. Employer Identification Number (EIN) 5. Employer address 135 Research Dr., 2nd Floor 6. Employer phone number 7. City Milford 8. State CT 9. ZIP code 06460 10. Who can we contact about employee health coverage at this job? Jennifer Berlett 11. Phone number (if different from above) 12. Email address hr@ewcgrowth.com Full-time Employees working 30+ hours per week 1. Legal Spouses 2. Domestic Partners (same sex) 3. Dependents up to age 26

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EWC GROWTH Employee Benefits Guide | Page 35 The information below corresponds to the Marketplace Employer Coverage Tool. Completing this section is optional for employers but will help ensure employees understand their coverage choices. • An employer-sponsored health plan meets the "minimum value standard" if the plan's share of the total allowed benefit costs covered by the plan is no less than 60 percent of such costs (Section 36B(c)(2)(C)(ii) of the Internal Revenue Code of 1986) If the plan year will end soon and you know that the health plans offered will change, go to question 16. If you don't know, STOP and return form to employee. 16. What change will the employer make for the new plan year? Employer won't offer health coverage Employer will start offering health coverage to employees or change the premium for the lowest-cost plan available only to the employee that meets the minimum value standard.* (Premium should reflect the discount for wellness programs. See question 15.) a. How much would the employee have to pay in premiums for this plan? $ b. How often? Weekly Every 2 weeks Twice a month Monthly Quarterly Yearly