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Message 2025BENEFITSOPENENROLLMENT

TABLE OF CONTENTSWelcomeContactsVendorsBenefit Enrollment InstructionsPricing & PlansPre-Tax ProgramsLife Insurance & DisabilityHealthJoyEmployee Assistance ProgramsCigna ResourcesAdditional BenefitsFAQDisclosuresNote that each link above is clickable!

Welcome to Muck Rack’s 2025 Open Enrollment! We are committed to providing a competitive benefits package thatempowers employees to explore options and make confidentchoices for their future and personal health. Throughout open enrollment, resources and support are availableto help you make informed decisions. This booklet will provideimportant resources to enable you to explore all options. We’rehere to support you in making the best choices for a healthy,prosperous year ahead. Open Enrollment will take place from November 12 through November 22 in ADP. Your benefit elections are effective January 1, 2025, through December 31, 2025.As a Muck Rack benefits-eligible employee, you have access to a comprehensive benefitspackage. This is your annual opportunity to select the following benefits: MedicalDentalVisionVoluntary Life InsurancePre-Tax Benefits (FSA, Limited Purpose FSA, DCFSA, Commuter, HSA)All employees are enrolled in the following employer-paid benefits at no cost: Employer Paid Life Insurance and AD&DEmployer Paid Disability Insurance (Long-Term/Short-Term)You may choose to enroll all your eligible dependents in health, dental, and/or vision.Only dependents (including legal domestic partners) listed on your enrollment form will becovered.All benefits elections must be submitted through ADP by November 22 to be eligible forcoverage on January 1. Your benefit elections cannot be changed until the next openenrollment (November 2025) unless you experience a qualifying life event. WELCOMEReturn to Main Menu

MUCK RACK TALENTMANAGEMENTQuestions can be submitted via theTalent Management Request Form. Monica Valdez, Service Representative +1 (212) 578-4824Monicajohnson@worldinsurance.com WIA DEDICATED SERVICEREPRESETATIVECONTACTSReturn to Main Menu

CIGNAMedical, Dental, Vision carrier for all (MED excluding HI)www.cigna.comVENDORSLife insurance, AD&D, disability services, voluntary life,employee assistance program (EAP)EAP - username: metlifeeap | password: eapMETLIFEHEALTHJOYOn-demand healthcarePre tax benefits (HSA, FSA, Transit)Benepass LoginBenepass SupportBENEPASSMBL FINANCIAL ADVISORSAndrew Margolin, JD, Financial Advisor P: 212.578.8904 E: amargolin@mblfinancialadvisors.comKAISERMedical carrier for HIhttps://healthy.kaiserpermanente.orgADPbenefits administration system Access through OktaReturn to Main Menu

ADP® Comprehensive ServicesBenefit Enrollment InstructionsEnrollment Instructions for ADP Workforce Now®Return to Main Menu

Welcome to ADP! It’s time to enroll in your benefits.This guide will walk you step-by-step through the benefits system, also known as the Enrollment Wizard.It will explain what you need to do to complete your enrollment. First, let’s get you logged in to theemployee self-service website. Navigate to ADP Workforce Now® and sign in with your User ID andPassword. If you don’t have an account yet or you’ve forgotten your existing credentials, refer to this quick reference guide. Getting Started Return to Main Menu

Enrollment Page Overview Once logged in, here are three ways to access the enrollments page:▪▪▪Simply click Start enrollment - as soon as you log in, you may see a pop-up display on the page.From the Home page > locate My Benefits > then click Start enrollment. Navigate to Myself >Benefits > Enrollments > Start enrollment.Review any active enrollmentevents along with your submissiondeadline.Report a life event outside of yourregular enrollment window, ex.add a new child or spouse to yourcoverageManage your dependents’personal information, as well asreport a life event.Note: It’s recommended to add new dependentsduring an active enrollment event.The Year-Round enrollment eventallows you to manage yourHealth Savings Account andCommuter Benefit contributionsonly.Wisely® is an optional benefit. It’sa reloadable debit card that canbe used for direct deposit andmuch more.Review or download a copy ofyour current and future benefits bysimply searching for your effectivedates of coverage. Return to Main Menu

Enrollment Step: Welcome Once you’ve started the enrollment, the Welcome screen will display important benefits information andmay include a customized message from your employer. Note: The enrollment wizard steps (left) may vary on your company's setup. Return to Main Menu Navigating Enrollment

Enrollment Step: Manage Dependents Take a moment to review your dependents and beneficiaries on this screen. Click add dependentor beneficiary should you need to add anyone else to coverage. Select a Relationship: Organization or Person Basic Information: Name+ Relation + Address + Contact Info Note: Please include as muchinformation as you can about a beneficiary. Select a Relationship: Spouse; Domestic Partner, Child, Child of Domestic Partner BasicInformation: First & Last Name + Birth Date + Gender + Tax ID (SSN) + Address + Contact Info Note: Domestic Partner and Child of Domestic Partner will only display if they are recognizedby your employer. Requirements for Dependents Requirements for Beneficiaries Return to Main Menu Navigating Enrollment

Enrollment Step: Surveys The Surveys screen will only display if your employer requires a tobacco attestation for yourself andyour dependents (over age 18). Simply answer Yes/No and agree to the disclosure beforeproceeding. Return to Main Menu Navigating Enrollment

Enrollment Step: Help Me Choose The Help Me Choose screen will display only if your employer has implemented this feature. Thisdecision support platform, powered by Nayya, walks you through an interview-based survey aboutyour health, lifestyle and financial information. Based on what you answered, the tool will recommendthe best benefit plan offerings suited for you. If you already know the exact benefits you want to enrollin, you can skip this survey. Note: Your responses are completely confidential between you and Nayya and are never shared withyour employer, ADP, or anyone else. Return to Main Menu Navigating Enrollment

Copyright © 2024 ADP Inc.Enrollment Step: Select Benefits The Select Benefits screen is where you’ll view all available plans offered to you and yourdependents, if applicable. You’ll notice the screen is split up into three different sections andgrouped by plan type. Note: not every plan type willrequire a waive reason; simplyskip to the next avaiable plan ifyou do not wish to enroll. Newly enrolled andalready enrolledBenefit plansPlans in need of atten-tion, ex. waive or selectplanView all available plansSelect a waive reason ifyou choose not to enrollin a planAll eligible plans availableto youReturn to Main Menu Navigating Enrollment

Enrollment Step: Select Benefits (continued) When viewing all available plans, first select your Covered Individuals & review plan costs. Thenclick Plan comparison or Additional details to review the plan coverage. After clicking Selectplan, you may be asked to Confirm details, such as adding a Primary Care Physician (PCP) oragreeing to additional attestations and surcharges. Checking this box willupdate the Your Costamount automaticallyView additional plan infosuch as a Summary ofBenefits & CoverageCompare up to three plansat a timeEnroll or unenrolldependents from coverage.Return to Main Menu Navigating Enrollment

Enrollment Step: Select Benefits (continued) For life insurance benefits, it’s critical that you assign a beneficiary to your plan. You may allocate percentagesto your Primary Beneficiaries (those who will receive the payout) and Secondary Beneficiaries (those next inline to receive the payout). If you plan to add beneficiaries under age 18, we recommend you speak to yourlegal counsel for questions. Note: Some insurance companies may require you to complete an Evidence ofInsurability form (EOI) online or by paper to be approved for additional coverage. This is usually time-sensitive. Return to Main Menu Navigating Enrollment

Enrollment Step: Select Benefits(continued) If you wish to participate in a Health Savings Account (HSA) or Flexible Spending Account (FSA) plan, youmay enter the amount you want to contribute either per year or per pay period. Keep in mind some key differences between the two: HSA FSAMust be paired with a HighDeductable Health Plan (HDHP)Funds carry over year-to-yearAllows employers contributions(may vary by employer) Can’t use all of the funds at once,only what has been accumulatedDoesn’t need to be paired with aparticular medical plan Use it, or lose it rules apply; carry-overs are not always allowed No employer contributionsImmediate acces to all funds asthey areReturn to Main Menu Navigating Enrollment

Enrollment Step: Uploading Documents The Upload Documents step will display only if your employer requires you to uploaddocumentation for this enrollment. The documents needed will vary by employer and you’ll see anote on this screen indicating what you’ll need to upload. Return to Main Menu Navigating Enrollment

Enrollment Step: Review and SubmitTake a moment to review you r Enrolled Plans, Waived Plans, Who’s Covered and yourt otal cost perpaycheck.Need more time to make decisions? Click Finish Later to save your progress. Before the enrollmentperiod ends, come back and click Manage Enrollment to resume your work. When ready, click Submitenrollment followed by Yes to submit your benefit elections. That is all! After submitting your elections,you’ll return to the Enrollments page, where you’ll see a confirmation message.For mobile app enrollment instructions, follow the link.Return to Main Menu Navigating Enrollment

2025PLANS & PRICINGReturn to Main Menu

MEDICAL PLANSMEDICAL PLANSCIGNA Plan NamePlatinum POSGold POSSilver EPOHDHP/HSARx Pharmacy BenefitsRX Drug-Retail$10 / $55 / $100$10 / $55 / $100$10 / $55 / $100$10 / $45 / $75RX DeductibleNoneNoneNoneCombined with MedicalIn Network BenefitsPrimary Care Physician $30 Copay$25 Copay$30 CopayDeductible & 10%coinsuranceSpecialist$50 Copay$50 Copay$65 CopayDeductible & 10%coinsuranceMental HealthInpatient: $500/ admissiondeductibleOutpatient office or virtualvisit: $30 CopayInpatient: $350/ admissiondeductible, then 20%coinsuranceOutpatient office or virtualvisit: $25 CopayInpatient: $200/admissiondeductible, then 20%coinsuranceOutpatient office or virtualvisit: $30 copayDeductible & 10%coinsuranceIn-Patient Hospital$500/admission deductible$350/admission deductible,then you pay 20%coinsurance$200/admission deductible,then you pay 20%coinsurance.Medical deductible mayapply for some service inaddition to coinsuranceDeductible & 10%coinsuranceOut-Patient Care$75/admission deductible$75/admission deductible,then you pay 20%coinsurance20% coinsuranceDeductible & 10%coinsuranceEmergency Room$350 Copay$350 Copay$400 CopayDeductible & 10%coinsuranceUrgent Care$75 Copay$75 Copay$75 CopayDeductible & 10%coinsuranceInfertility TreatmentLab/radiology tests,counseling, IVF, GIFT, ZIFT,artificial insemination, etc.:unlimited lifetime maximum,coverage varies based onplace of service Lab/radiology tests,counseling, IVF, GIFT, ZIFT,artificial insemination, etc.:unlimited lifetime maximum,coverage varies based onplace of service Lab/radiology tests,counseling, IVF, GIFT, ZIFT,artificial insemination, etc.:unlimited lifetime maximum,coverage varies based onplace of service Lab/radiology tests,counseling, IVF, GIFT, ZIFT,artificial insemination, etc.:unlimited lifetime maximum,coverage varies based onplace of service Deductible(Single/family)$0 / $0$1,000 / $2,000$2,000 / $4,000$2,800 / $5,600CoinsurancePlan 100% / Member 0%Plan 80% / Member 20%Plan 80% / Member 20%Plan 90% / Member 10%Out of PocketMaximum w/ded(Single/family)$5,000 / $10,000$4,500 / $9,000$6,500 / $13,000$4,500 / $9,000Out Of Network BenefitsUCR Percentile300% 150% Out of Network CoverageNot Available With This Plan110%Deductible(Single/family)$1,000 / $2,500$3,000 / $6,000$10,000 / $20,000CoinsurancePlan 70% / Member 30%Plan 50% / Member 50%Plan 50%/ member 50%Out of PocketMaximum w/ded(Single/family)$9,000 / $22,500$9,000 / $18,000Unlimited Employee Monthly ContributionsEmployee $220.00 $155.00 $85.00 $0Employee + Spouse $625.00 $520.00 $325.00 $170.00 Employee + Child (ren) $545.00 $410.00 $290.00 $140.00 Family $845.00 $625.00 $505.00 $240.00 *This is a brief summary of benefits, please see your carrier benefit documents for specific details*To find a healthcare provider, visit the Cigna Provider Directory & search using the network: Open Access Plus, OA Plus Fund, ChoiceFund OA Plus.Return to Main Menu

Plan NameKaiser PlanMental HealthRX Drug-RetailRX DeductibleIn-Patient HospitalEmployee Employee +Spouse Employee +Child (ren) FamilyPrimary Care PhysicianSpecialistOut-Patient CareEmergency RoomUrgent CareInfertility TreatmentPrimary CareSpecialty CareIn Vitro FertilizationDeductible (Single/family)CoinsuranceOut of Pocket Maximum w/ded (Single/family)UCR PercentileDeductible (Single/family)CoinsuranceOut of Pocket Maximum w/ded (Single/family)Not CoveredNot CoveredNot CoveredEmployee Monthly Contributions$205.00$585.00$510.00$795.00$75 copay/day$15 copay/visit$15 copay/visit$75 copay$75 copayRx Pharmacy Benefits$3/$10/$45/$200 N/AIn Network Benefits$15 copay$15 copay$15/visit $15/visit 20% ofapplicable chargesN/AN/A$2,500/$7,500Out Of Network BenefitsTo find a healthcare provider, visit www.kp.org MEDICAL PLANS*This is a brief summary of benefits, please see your carrier benefit documents for specific details*Medical Plan for Residents of HIReturn to Main Menu

CIGNA DENTALPlan NameDental Platinum PPODental Gold PPODHMO*Plan not available in thefollowing states and territories:AK, ME, MT, NH, NM, ND, PR,SD, VI, VT, and WY.Benefits In-NetworkOut-of-NetworkIn-networkOut-of-NetworkIn-NetworkOut-of-NetworkDeductible$50 / $150$50 / $150$50 / $150$50 / $150NoneNoneClass 1 – Diagnostic &PreventativeExam, cleaning, fluorideapplication, sealants, x-rays, emergency care100%, nodeductible 90%, nodeductible 100%, nodeductible 100%, nodeductible cleanings(2x/year), oraleval, fluoride, x-rays, fillings:$0Sealants: $12Cleanings:$63-$155Evals: $40-$143Fluoride:$28-$63X-rays:$$33-$189Sealants: $41-$94Fillings:$117-$280Class 2 – Basic Care FillingsOral surgeryAnestheticsPeriodonticsRoot canal/endodonticsRelines, rebase, adjust.Repairs of bridges,crowns, inlays anddentures80%, afterdeductible 60%, afterdeductible 80%, afterdeductible 60%, afterdeductible Root canal: $335Gum scaling:$53-83Removal of teeth:$12-$115Root canal:$840-$1914Gumscaling:$107-$414Removal of teeth:$124-$825 Class 3 – Major Restorative Crowns, Inlays, OnlaysStainless steel/resincrownsDentures/bridges50%, afterdeductible 50%, afterdeductible 50%, afterdeductible 50%, afterdeductible Crown: $450Crown: $839-$1911Class 4 – Orthodontics50%, Up to $1,500lifetimeFor children &adults50%, Up to$1,500 lifetimeFor children &adultsNot CoveredNot Covered$515$967–$2,203Class 5 – Implants50%, afterdeductible$3,000 percalendar year max50%, afterdeductible$3,000 percalendar year max50%, afterdeductible$1,000 percalendar year max50%, afterdeductible$3,000 percalendar year max$750$1079-$2458Annual Maximum (1, 2, 3 & 5)$3,000$3,000$1,000$1,000NoneNoneEmployee Monthly ContributionsEmployee $27.18 $12.22 $0.00Employee + Spouse$70.72 $37.73 $0.00Employee + Child (ren)$79.07$42.89 $0.00Family$120.84 $60.17 $0.00*This is a brief summary of benefits, please see your carrier benefit documents for specific details**For the DHMO plan, please see the Fee Schedule for more details on frequency and other applicable restrictions. To find a dental provider: Visit the Cigna Provider Directory and search by provider typeDENTAL PLANSReturn to Main Menu

VISION PLANSCIGNA VISIONPlan NameVision PlatinumVision GoldIn-Network(You Pay)Out-of-NetworkReimbursementIn-Network(You Pay)Out-of-NetworkReimbursementExam Co-PayRetinal Screening$0 CopayUp to $39Up to $45Not Covered$20 CopayUp to $39Up to $45Not CoveredFramesUp to $150 + 20% offbalanceUp to $83 allowanceUp to $100 + 20% offbalanceUp to $55 allowanceStandard Eyeglass LensesSingleBifocalTrifocalLenticular$0 Copay$0 Copay$0 Copay$0 CopayCovered Up to$32Covered Up to$55Covered Up to$65Covered Up to$80$20 Copay$20 Copay$20 Copay$20 CopayCovered Up to$32Covered Up to$55Covered Up to$65Covered Up to$80Lense EnhancementOptionsOversize lensesStandard polcycarb.Standard progressivePlastic dye tintsScratch coatingUV coatingAnti-Reflective$0 Copay$40 Copay$65 Copay$15 Copay$15 Copay$15 Copay$45 CopayNot Covered$0 Copay$40 Copay$65 Copay$15 Copay$15 Copay$15 Copay$45 CopayNot CoveredContact LensesElectiveMedically NecessaryUp to $150 $0Up to $120Up to $210Up to $110 $0Up to $98Up to $210Frequency (Cal. Year)ExamFramesStandard LensesContact lensesinstead of glasses1 every 12 months1 every 12 months1 every 12 months1 every 12 monthsN/A1 every 12 months1 every 24 months1 every 12 months1 every 12 monthsN/A Employee Monthly ContributionsEmployee$3.29$0.00Employee + Spouse $6.94 $0.73 Employee + Child (ren) $7.74 $1.03Family $10.73 $1.14 *This is a brief summary of benefits, please see your carrier benefit documents for specific details*To find a vision provider: Log into myCigna.com, under ”Coverage”, select Vision page. Click on Visit Cigna Vision. Then select “Find a Cigna Vision Network Eye CareProfessional” to search the Cigna Vision – serviced by Eye Med Directory. Return to Main Menu

Cigna MedicalPlatinum POSGold POSSilver EPOHDHP/HSAEmployee: $101.54 $71.54 $39.23$0Employee +Spouse: $288.46 $240.00 $150.00 $78.46 Employee +Child/ren: $251.54 $189.23 $133.85 $64.62 Family: $390.00 $288.46 $233.08 $110.77 Cigna DentalDental Platinum PPODental Gold PPODHMO*Plan not available in thefollowing states and territories:AK, ME, MT, NH, NM, ND, PR,SD, VI, VT, and WY.Employee: $12.54 $5.64 $0.00Employee +Spouse:$32.64 $17.41$0.00Employee +Child/ren:$36.49$19.80 $0.00Family:$55.77 $27.77 $0.00Cigna VisionVision PlatinumVision GoldEmployee:$1.52$0.00Employee +Spouse: $3.20 $0.34Employee +Child/ren: $3.57 $0.48Family: $4.95 $0.53Employee Premium CostPer Pay Period Muck Rack has 26 pay periods annually.Return to Main Menu

2025PRE-TAX PROGRAMSReturn to Main Menu

A Health Savings Account (HSA) is a triple tax-advantaged savings account that allows you to save for qualifiedhealthcare expenses and retirement. Think of it as a 401(k) for your health care. The money in your account can beused to pay medical, dental, and vision expenses for both you and your qualified dependents. Your HSA vendor isBenepass.*For those enrolled in the Cigna HDHP/ HSA plan, Muck Rack will fund $23.08/pay period ($600 annually), tax-free,into your Benepass Health Savings Account.*HSA VENDORIncluding any employer contributions, the maximum deposit that can be made into your HSAin 2024 per IRS regulations is: $4,300 if enrolled as “employee only” $8,550 if enrolled with dependents If you are 55 or older, you are allowed to contribute an additional $1,000DEPOSITSTo qualify for an HSA, you must be enrolled in an HSA-powered health plan and meet the followingrequirements:Have no other health coverage, such as a medical/general flexible spending account (FSA), or militaryor VA benefits (see IRS Publication 969)Not be enrolled in MedicareNot be claimed as a dependent on someone else’s tax returnNot have a medical/general Flexible Spending Account (FSA) balance. (You are eligible if you have aDependent Care FSA or a Limited Purpose FSA)ARE YOU ELIGIBLE FOR AN HSA?HEALTHSAVINGSACCOUNT (HSA)Only for those who elect the Cigna HDHP/HSA planVisit the Benepass Help Center to view answers to common questionsReturn to Main Menu

Flexible Spending AccountsPlan Features Healthcare FSA Limited Purpose FSADependent Care FSA Commuter Account EligibleExpenses Copays Deductibles PrescriptionDrugs OTCMedicine Medical Supplies Dental/Orthodontia Eyeglasses/Contacts And more! Note: A Limited PurposeFSA is available for thoseenrolled in an HSA plan,which will only be eligiblefor use on dental andvision expenses notcovered by your plan.Vision and DentalExpenses onlyEye Glasses/ ContactsDental, orral and teethingpain proceduresPrescription sunglassesContact solutionVision CorrectionYou can contribute to anLPFSA if you have an H.S.ADay Care & Adult DayCare Preschool andBefore/AfterPrograms Summer Day Camp Parking Transit 2025 AnnualIRSMaximum $3,300$660 Rollover $3,300$660 Rollover $5,000 Parking: $325/month Transit: $325/month Flexible Spending Accounts (FSAs) offer a tax-advantaged way to cover eligible expenses using pre-taxdollars. Contributions are deducted from your earnings before taxes, effectively lowering your taxableincome.FSA Administrator: BenepassHealth and Limited Purpose FSAs: Your full annual election amount is available on day 1.Dependent Care FSA: Funds are available as they are contributed.Please note:Use It or Lose It: Any unused funds are forfeited at the end of the plan year, or if employment ends.Roll-Over Limit: Up to $660 may roll over at year-end, keep this in mind while selecting your annualcontributionHCE Adjustments: Due to our employee demographics, "highly compensated employees" asdefined by the IRS may have to reduce DCFSA elections mid-year in order to maintain a compliantprogram. If your DCFSA election was reduced last year, we recommend electing into your reducedamount this year.Visit the Benepass Help Center to view answers to common questionsReturn to Main Menu

2025LIFE INSURANCE &DISABILITY COVERAGEReturn to Main Menu

Basic Term Life & AD&DPlan FeaturesBasic Life & AD&DEmployee BenefitIn the event of your death, yourbeneficiarywould receive a benefitofan amount equal to 1times Your Basic Annual Earnings, rounded tothe next higher $1,000, to a max of $350,000. Accidental Death & Dismemberment Equal to your basic life insurance Guaranteed IssueUnderwriting may be required, depending onamount and / or ageBenefit ReductionReduces by 35% at age 65, and to 50% of theoriginal amount at age 70 Employee Contribution $0. Muck Rack pays cost of this benefit*This is a brief summary of benefits, please see your carrier benefit documents for specific details*Return to Main Menu

Voluntary LifeInsurancePlan FeaturesEmployeeSpouse ChildLife Coverage: provides a benefit inthe event of death Increments of $10,000 Increments of $5,000 Flat Amount: $1,000,$2,000, $4,000,$5,000, or$10,000 Non-Medical Maximum $100,000$25,000$10,000 Overall Benefit Maximum $500,000$100,000$10,000AD&D Coverage: provides a benefit inthe event of death or dismembermentresulting from a covered accident Yes (benefit amount is same as supplemental term life coverage) AD&D Maximum Maximum amount is same as supplemental term life Employee ContributionEmployee pays 100% of this coverage.The cost to purchase this additional insurance will be calculated within the ADPportal. Anyone purchasing an amount over the non-medical maximum will need tocomplete an evidence of insurability form. *This is a brief summary of benefits, please see your carrier benefit documents for specific details**If you elect this coverage you will receive an email with an Evidence of Insurability form to fill out in order to get approved coverage. NOTE:While your statement of health is being reviewed by Metlife you will only be paying the guaranteed issue amount deduction. Once approved itwill become active the 1st of the month following approval and your deduction will update in payroll. *Return to Main Menu

Disability CoveragePlan Features Short-Term Disability (STD)Coverage Amount:60% of pre-disability earnings up to $1,500/weekMax Payment Period:12 weeksBenefits Begin:Injury & Sickness benefit begins on day 8Plan Features Long-Term Disability (LTD)Coverage Amount:60% of salary up to $10,000/monthBenefits Begin:Benefit begins on day 91*This is a brief summary of benefits, please see your carrier benefit documents for specific details*If a covered illness or injury keeps you from working, this employer-paid short-term disabilityinsurancereplaces part of your income while you recover.As long asyou remain disabled, you canreceivepayments for up to 12 weeks. You’re generally considered disabled if you’re unable to doimportant partsof your job and your income suffers as a result. Muck Rack pays 100% of coverage andprovides up to 8 weeks of top-up pay for eligible employees. This employer-paid coverage provides a monthly benefit if you have a covered illness or injury, andyoucan’t work for a few months or longer. You’re generally considered disabled if you’re unable todoimportant parts of your job and your income suffers as a result. You can use the money however youchoose. It can help you pay for your rent ormortgage, groceries, out-of-pocket medical expenses, andmore.Return to Main Menu

HEALTHJOYReturn to Main Menu

HealthJoyOn-Demand HealthcareHealthJoy is your healthcare navigation platform that connects YOU to the right benefits at the right time to make it easierto be healthy and well. With 24/7 access to HealthJoy’s dedicated healthcare concierge team and care navigation tools,you never have to walk alone. HealthJoy helps you locate in-network doctors, find extra savings on your prescriptions,and you’ll have 24/7 access to your virtual AI-assistant, JOY. The HealthJoy mobile app and dedicated member support team are always on hand to help you make the most of yourbenefits, saving you time, money, and frustration.HealthJoy Knowledge BaseKey Features: HealthJoy quickly familiarizes you with your benefitsthrough the digital benefits wallet Navigate to the best healthcare providers using FindCare, or start a provider search Spouses and adult dependents can use HealthJoy toaccess online medical consultations and mental healthteletherapy (18+) for a $0 copay, as well as dermatology($85) and nutrition visits (($59). Rely on HealthJoy Rx Savings Review to find the lowestprice on your family’s prescription.BENEFITSWALLETHEALTHCARECONCIERGERX SAVINGSREVIEWAPPOINTMENTBOOKINGPROVIDERRECOMMENDATIONSReturn to Main Menu

HealthJoy FeaturesTeldaoc Health Consultations and Online VisitsHealthcare & Insurance ConciergeRx Savings ReviewVirtual AssistantUrgent Care:$0 visits for when you’re not feeling your best, it’s the middle of the night or you’re traveling.Don’t wait in an emergency room or urgent care center for diagnosis and treatment.HealthJoy’s over 1,250 credentialed providers can treat Allergies, Asthma, Bites & Stings,Body Aches, Bronchitis, Cough, Fever, Prescription Refills, Pink Eye, STIs, Sinus Infections,Sprains & Strains, UTIs, and more, with an average wait time of 8 minutes. Prescriptions,including short term refills, are sent to local pharmacies that you chooseMental Health (Therapy): Prioritize your mental health with HealthJoy’s $0 copay online therapy for you & yourdependents 18 years and older, whether you’re traveling or prefer to receive care in your ownoffice, your appointment can take place via video chat or phone at a time of your choosing.Dermatology: Message with a dermatologist for persistent or serious skincare needs—like acne, rosacea,psoriasis, moles, or rashes for $85 per consult.Nutrition: Meet with a nutritionist via phone or video about advice on staying healthy, eating right, ormanaging a health condition for $59 per visit.HealthJoy doctors have developed a proprietary algorithm to identify lower-cost medicationalternatives by using 9 different strategies, including Therapeutic alternatives, Manufacturercoupons, Prescription assistance programs, Rx discount program, Mail-order, InternationalMail-Order, Pharmacy optimization, Dosage optimization & Generic alternatives.JOY is always available instantly to welcome you into the app, collect basic information andwalk you through some processes. She sends you reminders to stay healthy and talks aboutimportant events. She is getting smarter every day and will provide new services all the time.Appointment BookingProvider & Facility RecommendationsAnswer General Benefits QuestionsMedical device helpMedical bill review, Health Cost Estimation, Dental and Vision AssistanceReturn to Main Menu

EMPLOYEEASSISTANCEPROGRAM (EAP)Return to Main Menu

The EAP provides confidential, expert advice on a wide range of topics, including:Family Support: Assistance for life events like going through a divorce, caringfor an elderly family member, or transitioning back to work after parental leave.Workplace Guidance: Support for job relocations, building positiverelationships with co-workers and managers, and managing organizationalchanges.Financial Advice: Budgeting, retirement planning, buying or selling a home, taxissues, and general financial guidance.Legal Services: Help with civil, family, and personal legal matters, as well asfinancial issues, real estate, and estate planning.Identity Theft Recovery: ID theft prevention tips and financial counseling ifyou’ve been impacted.Health & Wellness: Support for managing anxiety, depression, sleep issues, andbreaking habits like smoking.Everyday Life: Resources for adjusting to a new community, coping with loss,managing military family matters, or even training a new pet.Employee AssistanceProgram (EAP)Professional Support and Guidance Provided by MetLife’s LifeworksLife doesn’t always go as planned. While you can’t avoid every twist and turn, you have resources available to help you navigatechallenges. The Employee Assistance Program (EAP) offers you and your household members professional support and guidance, atno additional cost. This program, provided by LifeWorks, can help make life a little easier.The EAP provides up to 5 phone or video consultations per year withlicensed counselors for you and your eligible household members. You canconnect with a counselor 24/7 by calling 1-888-319-7819 and selecting"Employee Assistance Program" when prompted.If you’re looking for information or want to learn more on your own, theprogram also offers educational tools and resources, including a mobile appwith personalized content and a chat feature for quick questions orappointment scheduling.For easy access to resources, download the LifeWorks app from the iTunes App Store or Google Play. Log in using:Username: metlifeeapPassword: eapOr visit metlifeeap.lifeworks.com with the same login credentials.Return to Main Menu

Employee AssistanceProgram (EAP)Are Employee Assistance Program services confidential?Yes, all personal information provided to LifeWorks stays completely confidential.*How do I get help?Getting professional help is just a phone call away. Simply call 1-888-319-7819 to speak with a counselor or toschedule a phone or video conference appointment. These services are available 24/7.When is the right time to call?It’s up to you. Counselors are here whenever you need them—whether you simply need to talk or want guidanceon something you are going through.Does the program have any limitations?While the EAP offers a broad range of services, there are some limitations. The program does not provide:Inpatient or outpatient treatment for any medically treated illnessPrescription drugsTreatment or services for intellectual disability or autismCounseling sessions beyond the number of sessions covered or requiring long-term interventionServices by counselors who are not LifeWorks providersCounseling required by law or a court, or paid for by Workers' CompensationDoes the program offer Cognitive Behavioral Therapy (CBT)?Yes, many LifeWorks EAP providers are trained in CBT techniques, available through digital programs on theLifeWorks CareNow website and mobile app. CareNow includes self-service programs from experts, focused onbehavioral change in areas such as anxiety, stress, depression, and more.How do I get help?Getting professional help is just a phone call away. Simply call 1-888-319-7819 to speak with a counselor or toschedule a phone or video conference appointment. These services are available 24/7.Through Muck Rack’s MetLife EAP, you have access to 5 telephonic or virtual meetings per concern/issue.For easy access to resources, download the LifeWorks app from the iTunes App Store or Google Play. Log in using:Username: metlifeeapPassword: eapOr visit metlifeeap.lifeworks.com with the same login credentials.Return to Main Menu

CIGNA RESOURCESReturn to Main Menu

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The medical plans pay 100% for in-network preventive services for adults and children when themain purpose of the visit is preventive care. Covered services are determined based on age,gender, and risk status. There is no copay, deductible, or coinsurance for in-network preventiveservices such as office visits, screenings, counseling, and appropriate immunizations. Coveredservices also include FDA-approved contraception methods and contraceptive counseling forwomen (cost-sharing may apply to brand-name drugs if a generic version is available).Maximize Your Preventive Benefits:Preventive care includes exams and screenings. Services are based on age, gender, and familyhistory.Make sure your screenings and tests are sent to an in-network lab. It’s your responsibility to makesure the lab is in the network before you have your tests done or sent for processing. If the lab isNOT in the network, even if recommended by your network physician, your claim will be paid atthe lower out-of-network benefit level, or not at all if you are in the EPO or HDHP plan. Take thetime to ask your doctor’s office in advance.Make sure your claim is paid correctly. Remind your doctor’s office that you are making anappointment for preventive care, and NOT for treatment of an illness, injury or medical condition.If you receive care to treat a health condition or have a follow-up appointment to review yourscreening results, your claim will NOT be considered “preventive,” and it will NOT be paid at100%.More Information About Preventive Care Services, Visit https://www.cigna.com/individuals-families/understanding-insurance/preventive-careYou can also see a complete list of preventive care services at the following websites:For Adults:https://www.healthcare.gov/preventive-care-benefits/For Women:https://www.healthcare.gov/preventive-care-women/For Children:https://www.healthcare.gov/preventive-care-children/Preventive Care ServicesReturn to Main Menu

Need immediate care?If you need to see a doctor right away, youhave options depending on the type ofmedical care needed that can help yousave both time and money.Know Before You GoNeed preventive care? Preventive care is covered 100% by your plan (no cost to you) when you go to in-network doctors andproviders. This benefit can save you hundreds of dollars a year on your annual check-ups, flu shots, andmost routine screenings and vaccinations.Convenience Care Clinics: When you need face-to-face medical attention for minor illnesses (flu shots, vaccines, allergies, etc.) butcan’t wait for an appointment, a convenience care clinic (walk-in clinic) is your best bet for immediate,affordable care.Urgent Care Centers: If you need medical attention for a non-emergency condition(back pain, colds, flu, broken bones, etc.), an urgent carecenter typically costs less than the ER with shorter wait times.Emergency Room (ER): If you have a life-threatening medical condition, are in a serious accident, or suddenly become ill, goto the emergency room. This is typically the most expensive option and is reserved for emergenciesonly. ER care is covered the same both in and out-of-network.Return to Main MenuVirtual Care: When you can’t leave home, work or you’re on the go, virtual care is a great option to make sure youand your family get the care they need. You have access to MDLive through your Muck Rack Cignamedical plan (copays apply). With HealthJoy, you and your dependents can get fast virtualappointments with a live and licensed medical professional who can help treat health conditions likeallergies, fevers, colds, flu, infections, and skin conditions at NO cost to you!

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ADDITIONALBENEFITSReturn to Main Menu

More Muck Rack BenefitsPaid Time OffMuck Rack offers 13 company-paid holidays.Plus, recharge with 20 vacation days and takecare of your health and wellbeing with 7 sickand mental health days. Fully Distributed Muck Rack is committed to a permanent,fully remote environment, core to the waywe do business. Stipends and ReimbursementsEnjoy $75 each quarter to spend on your health& wellness, a $1,500 home-office stipend, a$100 monthly phone/internet reimbursement, a$600 quarterly co-working stipend, a $50 bi-weekly Muck Meals, and a $100 travel clearanceprogram.Paid Parental LeaveMuck Rack cares about you and your growingfamily. That’s why we offer Paid ParentalLeave, so you can bond with your newaddition, and recover if you’ve given birth. EducationYou’ll get two learning days, plus access toCoursera and O’Reilly to strengthen yourskills with trusted content and credentials.Retirement Savings 401kEligible employees enjoy a 3% companycontribution to their 401k. Headspace MembershipEmployees have access to Headspacewhich provides mindfulness tools foreveryday life, including meditations, sleepcasts, mindful movement and focusexercises, all at no cost to you. Strong Company CultureWe want all team members to feelconnected, that’s why we host an annualcompany offsite, in-person and virtual hub-bonding events and departmental travel.If you have any questions regarding the above benefits, please submit a Talent Management Request FormFinancial Services Assistance For support with individual financial planning assistance or individual insurance needs, reach out to:Andrew Margolin, JD, Financial Advisor MBL Financial AdvisorsP: 212.578.8904 E: amargolin@mblfinancialadvisors.comReturn to Main Menu

Request a Headspace License via our Talent Management Request FormReturn to Main Menu

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FREQUENTLY ASKED QUESTIONSReturn to Main Menu

Frequently Asked QuestionsWhat is Reasonable and Customary?The lowest of: The usual charge by the doctor, dentist, or other provider of the services or supplies for the same or similarservices or supplies The usual charge of most other doctors, dentists, or other providers of similar training or experience in thesame geographic area for the same or similar services or supplies.The actual charge for the services or supplies.How does COBRA work? This gives workers and their families who lose health benefits the right to continue group coverage provided bytheir group for a limited period of time. The coverage can be lost due to voluntary or involuntary job loss,reduction of hours worked, death, divorce, and other life events.What is the difference between the Exclusive Provider Organization (EPO) and the Preferred ProviderOrganization (PPO)? The basic concepts of these two types of insurance are the same. You use a network of medical providers and donot need a referral to see a specialist. The one difference is the PPO gives you the option to see an out-of-network provider and submit a claim to receive reimbursement, while the EPO only provides in-network benefits.What is a generic drug? They are equivalent to their brand name counterparts and are ensured by the Food and Drug Administration to besafe and effective. They cost 30-70% less than brand-name drugsWhat is a H.S.A (Health Savings Account)?An HSA is a pre-tax benefit that can be used for qualified medical, dental, and vision expenses. To be eligible foran HSA, you must be enrolled in a High Deductible Health Plan (HDHP). HSA funds stay with you even after youleave the company. What is a general-purpose Healthcare FSA (Flexible Spending Account) versus a Limited-Purpose FSA? A general-purpose healthcare FSA is a pre-tax benefit that can be spent on qualified medical, dental, and visionexpenses. Contributions to the account and spending on qualified purchases are exempt from regular incomeand payroll taxes. Keep in mind, if you are enrolled in an HSA, you cannot enroll in a general-purpose healthcareF.S.A, instead, you may enroll in a limited-purpose FSA. A limited-purpose FSA allows you to spend your pre-taxcontributions only on qualifying dental and vision expenses, but NOT on medical expenses (which you can useyour HSA for). What is a DCFSA (Dependent Care Flexible Spending Account)? A DCFSA is a pre-tax benefit that can be spent on qualified dependent care expenses. Contributions to theaccount and spending on qualified purchases are exempt from regular income and payroll taxes. Benefits-eligibleemployees with dependents can enroll in this benefit. Dependents are considered children under age 13, aspouse who is physically or mentally unable to care for themselves, and any other adult you can claim as adependent on your tax return who is physically or mentally unable to care for themselves. What is a Commuter Account? This is a type of pre-tax benefit that can be used for qualified public transit expenses and qualified parkingexpenses that are related to your work commute. Contributions to the account and spending on qualifiedpurchases are exempt from regular income and payroll taxes Expenses like the bus fare, train/subway/light railtickets, ride shares with 6 or more seats, and parking meters or garages and parking lots are considered eligible. Return to Main Menu

What is a Copayment (Copay)?A copay is a fixed amount you pay for a specific service, like a doctor’s visit or prescription, with the insurance coveringthe remaining costs.What is a Deductible?A deductible is the amount you pay for health care services before your insurance begins to pay. After meeting yourdeductible, your plan shares costs through coinsurance or copays.What is Coinsurance?Coinsurance is the percentage of costs you pay for a covered service after reaching your deductible. For example, if yourplan has 80% coinsurance, your insurance pays 80% and you pay 20%.What is an Out-of-Pocket Maximum?This is the maximum amount you’ll pay in a year for covered health services. Once you reach this limit, your plan covers100% of costs for the rest of the year.What is an EPO vs. PPO plan?EPO (Exclusive Provider Organization): Only covers in-network services, except in emergencies.PPO (Preferred Provider Organization): Covers both in-network and out-of-network services but at higher costs forout-of-network care.What is In-Network vs. Out-of-Network?In-Network: Providers and facilities that have contracted with your insurance plan to offer services at lower rates.Out-of-Network: Providers or facilities not contracted with your insurance plan, often resulting in higher costs to you.What is a Primary Care Physician (PCP)?A PCP is a doctor who manages your general health needs, like annual check-ups and non-emergency illnesses. Someplans require you to choose a PCP and get referrals to see specialists.What is a Referral?A referral is a formal recommendation from your PCP to see a specialist for specific health concerns. Some health plansrequire referrals to cover specialist visits.What are Preventive vs. Diagnostic Services?Preventive Services: Routine check-ups and screenings to prevent or detect issues early, typically covered 100%.Diagnostic Services: Tests or procedures needed to diagnose a condition, usually subject to copays or deductibles.What is Prior Authorization?Prior authorization is pre-approval from your insurance plan for certain medications, treatments, or procedures. Withoutthis, your plan may not cover the service.What is an Explanation of Benefits (EOB)?An EOB is a summary of charges sent by your insurer after you receive care, showing the total cost, what the insurancecovers, and what you may owe.What is a High Deductible Health Plan (HDHP)?An HDHP is a plan with higher deductibles and lower premiums, often paired with a Health Savings Account (HSA).HDHPs require you to pay more upfront before the insurance kicks in but allow tax-free savings with an HSA.What is a Premium?A premium is the amount you pay each month to keep your health insurance active. It’s typically deducted from yourpaycheck if you have employer-provided insurance.What are Specialty Drugs?Specialty drugs are high-cost prescription medications often used to treat complex or chronic conditions, like cancer orrheumatoid arthritis. They may require special handling and storage and often have higher copays.What is Step Therapy?Step therapy is a program that requires you to try lower-cost medications before covering more expensive alternatives.This is common for certain drug categories to control costs.(continued)Return to Main MenuFrequently Asked Questions

What is the difference between an ER and an Urgent Care Center? An ER (emergency room) is a medical treatment facility specializing in acute care of patients who present without priorappointments. ERs are intended for trauma, surgical procedures, x-rays, and other life-threatening situations. AnUrgent Care Center handles non-life-threatening situations, and many are staffed with doctors and nurses who haveaccess to x-rays and labs onsite. Most urgent care centers are open late and on weekends and holidays, just like mostERs, but utilizing an Urgent Care Center for non-life-threatening concerns can help you save time and money.An Urgent Care Center can treat health concerns like:Earaches and infectionsMinor cuts, sprains, and burnsFever and flu symptoms, cough, cold and sore throatAnimal bitesMild asthmaUrinary tract infectionsBack and joint pain.Emergency rooms are meant for true medical emergencies. An emergency room may be best if you experience:Sudden numbness or weaknessDisorientation or difficulty speaking, sudden dizziness or loss of coordinationSeizure or loss of consciousnessShortness of breath or severe asthma attackHead injury/major traumaBlurry or loss of visionSevere cuts or burnsHeart attack, chest pain or chest pressureOverdoseUncontrolled bleeding, coughing or vomiting bloodSevere allergic reactionsWhat is a formulary versus non-formulary medication?Multiple medications typically are available to treatthe same medical condition, so an insurance company will approvethe safest, most effective and leastexpensive medications for coverage under its health plans. This is known as theformulary list of medications.Medications classified as non-formulary are typically brand-name medications that haveno available genericequivalent. They are usually in the third tier of prescription benefits and are more expensive. Themajordifference between formulary and non-formulary medications is the out-of-pocket expense.What is Outpatient vs. Inpatient Care?Outpatient Care: Medical services that don’t require an overnight hospital stay, like doctor visits or minorsurgeries.Inpatient Care: Medical services that require a hospital stay of at least one night, often with different coverageterms.What is COBRA Coverage?COBRA allows you to keep your employer-sponsored health insurance temporarily after you leave your job, thoughyou must pay the full premium. This option is typically more expensive but offers continued coverage.What is Coinsurance Maximum?The coinsurance maximum is the most you’ll pay in coinsurance charges in a year. Once you reach this, your plancovers 100% of covered services.(continued)Return to Main MenuFrequently Asked Questions

DISCLOSURESReturn to Main Menu

HIPPA Privacy Guidelines Q&APortability of Health Coverage (HIPAA)Q: If I believe that my privacy rights have been violated, when can I submit a complaint?A: By law, healthcare providers (including doctors and hospitals) who engage in certain electronictransactions, health plans, and healthcare clearinghouses have to comply with the HIPAA Privacy Rule.A person who believes a covered entity is not complying with a requirement of the Privacy Rule may filewith OCR a written complaint, either on paper or electronically. This complaint must be filed within 180days of when the complainant knew or should have known that the act had occurred. The Secretary maywaive this 180-day time limit if good cause is shown.Q: If patients request copies of their medical records as permitted by the Privacy Rule, are theyrequired to pay for the copies?A: The Privacy Rule permits the covered entity to impose reasonable, cost-based fees. The fee mayinclude only the cost of copying (including supplies and labor) and postage if the patient requests thatthe copy be mailed. If the patient has agreed to receive a summary or explanation of his or herprotected health information, the covered entity may also charge a fee for the preparation of thesummary or explanation. The fee may not include costs associated with searching for and retrieving therequested information.Q: Does the HIPAA Privacy Rule protect genetic information?A: Yes, genetic information is health information protected by the Privacy Rule. Like other healthinformation, to be protected it must meet the definition of protected health information: it must beindividually identifiable and maintained by a covered health care provider, health plan, or health careclearinghouse.Q: Will the HIPAA Privacy Rule permit a provider who is a covered entity to disclose a completemedical record even though portions of the record were created by other providers?A: Yes, the Privacy Rule permits a provider who is a covered entity to disclose a complete medicalrecord including portions that were created by another provider, assuming that the disclosure is for apurpose permitted by the Privacy Rule, such as treatment.Q: Can a physician's office FAX patient medical information to another physician's office?A: The HIPAA Privacy Rule permits physicians to disclose protected health information to anotherhealthcare provider for treatment purposes. This can be done by fax or by other means. Coveredentities must have in place reasonable and appropriate administrative, technical, and physicalsafeguards to protect the privacy of protected health information that is disclosed using a fax machine.Examples of measures that could be reasonable and appropriate in such a situation include the senderconfirming that the fax number to be used is the correct one for the other physician's office and placingthe fax machine in a secure location to prevent unauthorized access to the information.Return to Main MenuDisclosures Continued

Q: Are State, county, or local health departments required to comply with the HIPAA PrivacyRule?A: Yes, if a State, county, or local health department performs functions that make it a covered entity,or otherwise meets the definition of a covered entity. For example, a state Medicaid program is acovered entity (i.e., a health plan) as defined in the Privacy Rule. Some health departments operatehealth care clinics and thus are health care providers. If these healthcare providers transmit healthinformation electronically in connection with a transaction covered in the HIPAA Transactions Rule,they are covered entities.Q: Are the following types of insurance covered under HIPAA: long/short-term disability;workers compensation; automobile liability that includes coverage for medical payments?A: No, the listed types of policies are not health plans. The HIPAA Administrative Simplificationregulations specifically exclude from the definition of a "health plan" any policy, plan, or program tothe extent that it provides, or pays for the cost of, excepted benefits. Coverage only for accident, ordisability income insurance, or any combination thereof.Coverage is issued as a supplement to liability insurance.Liability insurance, including general liability insurance and automobile liability insurance.Workers’ compensation or similar insurance.Automobile medical payment insurance.Credit-only insurance.Coverage for on-site medical clinicsOther similar insurance coverage, specified in regulations, under which benefits for medicalcare are secondary or incidental to other insurance benefits.Q: Does the HIPAA Privacy Rule require that covered entities provide patients with access to oralinformation?A: No. The Privacy Rule requires covered entities to provide individuals with access to protected healthinformation about themselves that is contained in their “designated record sets.” The Rule does notrequire covered entities to tape or digitally record oral communications, nor retain digitally or tape-recorded information after transcription. But if such records are maintained and used to make decisionsabout the individual, they may meet the definition of a "designated record set."Q: Does the HIPAA Privacy Rule require that covered entities document all oral communications?A: No. The Privacy Rule does not require covered entities to document any information, including oralinformation, that is used or disclosed for treatment, payment, or healthcare operations. The Ruleincludes, however, documentation requirements for some information disclosures for other purposes.For example, some disclosures must be documented to meet the standard for providing a disclosurehistory to an individual upon request. Where a documentation requirement exists in the Rule, it appliesto all relevant communications, whether in oral or some other form.Return to Main MenuDisclosures ContinuedHIPPA Privacy Guidelines Q&A Continued

Actively at WorkSome insurance plans require you to be actively at work for coverage or an increase in coverage to takeeffect. Actively at work means you are performing all of the regular duties of your job at your worksite ona scheduled workday. If you are on sick leave, vacation, or other type of leave or holiday, you are notactively at work.CarrierThe insurance company, HMO, or outside service organization responsible for processing Muck Rackgroup insurance or benefit claims.COBRAThe Consolidated Omnibus Budget Reconciliation Act allows you and/or covered dependents toextend health, dental, and/or vision coverage beyond the date on which eligibility would normallyend. You pay the full premiums plus a 2% administrative fee for this extended coverage.Coinsurance or Cost SharingHow the cost of a health or dental expense is shared between you and the plan after you pay yourdeductible. For example, many PPO plan’s share of most expenses is 80% and your share is 20%.CopaymentA set dollar amount you pay for an office visit or prescription drug. The remaining cost is covered by theplan.DeductibleThe amount of money you must pay toward health or dental expenses for each family member eachyear before health or dental benefits are payable in most cases. Deductible amounts vary according tothe benefit plan. After you have paid your deductible, future expenses are covered at the coinsuranceor copayment amount. Copayments do not count toward the deductible. You can submit claims forreimbursement of deductible amounts through a Health Care Spending Account.Return to Main MenuHealth Lingo &Understanding Your BenefitsDisclosures Continued

FormularyA group of brand name drugs that the plan can obtain for a lower cost than other brand name drugs.You pay a lower copayment for a formulary drug than for a nonformulary drug. Each plan has its ownformulary, so a particular drug may be on one plan’s formulary but not on another’s Generally, at leastone therapeutically acceptable drug for every type of condition is on a plan’s formulary.Out-of-Pocket MaximumThe most you will have to spend each plan year for each covered family member for the coinsurance.Once you’ve met the out-of-pocket maximum on yourself or a covered dependent, the plan pays 100%of most remaining expenses for you or the dependent for the rest of that plan year. All co-paymentsapply toward the out-of-pocket maximum.PCP/SpecialistA primary care physician (PCP) is a general or family practitioner, an internal medicine doctor, apediatrician, or an obstetrician/gynecologist. All other doctors under these plans areconsideredspecialists.Reasonable and CustomaryThe lowest of:The usual charge by the doctor, dentist, or other provider of the services or supplies for thesame or similar services or suppliesThe usual charge of most other doctors, dentists, or other providers of similar training orexperience in the same geographic area for the same or similar services or supplies.The actual charge for the services or supplies.Return to Main MenuDisclosures ContinuedHealth Lingo &Understanding Your Benefits

MEDICARE PART-DImportant Notice About Your Prescription Drug Coverage and MedicarePlease read this notice carefully and keep it where you can find it. This notice has information about your currentprescription drug coverage and your options under Medicare’s prescription drug coverage. This information can helpyou decide whether or not you want to join a Medicare drug plan. If you are considering joining, you should compareyour current coverage, including which drugs are covered at what cost, with the coverage and costs of the plansoffering Medicare prescription drug coverage in your area. Information about where you can get help to makedecisions 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 drugcoverage:Medicare prescription drug coverage became available in 2006 to everyone with Medicare. You can get thiscoverage 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 byMedicare. Some plans may also more coverage for a higher monthly premium.1.Prescription drug coverage offered by the Cigna plans is, on average for all plan participants, expected to pay outas 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.2.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 toDecember 7th.However, if you lose your current creditable prescription drug coverage, through no fault of your own, you will alsobe eligible for a two (2) month Special Enrollment Period (SEP) to join a Medicare drug plan.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’ll get a copy of the handbook in the mail every year from Medicare. You may also be contacteddirectly by Medicare drug plans.For More Information About Medicare Prescription Drug Coverage:Visit www.medicare.govCall 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 helpCall 1-800-MEDICARE (1-800-633-4227) TTY users should call 1-877-486-2048If you have limited income and resources, extra help paying for Medicare prescription drug coverage is available. Forinformation 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).Return to Main MenuDisclosures Continued

SECTION 125SPECIAL ENROLLMENT PERIOD:Under certain circumstances, you may be allowed to make changes to your benefits elections during the plan year,such as additions, deletions and cancellations, depending on whether or not you experience an eligible qualifyingevent as determined by the Internal Revenue Service (IRS) Code, Section 125. You may change a benefit election uponthe occurrence of a valid qualifying event only if the event affects your own, your spouse or your dependent’s coverage(including domestic partners) eligibility.If you experience a qualifying event, you must report the qualifying event to Human Resources Department within 30days of the event. Beyond 30 days, additions and deletions will be denied, and you may be responsible both legallyand financially for any claims and/or expenses incurred as a result of any dependent(s) who continue to be enrolledwho no longer meet the entity’s eligibility requirements.If approved, most election changes will be effective on the date of the qualifying event for additions; cancellations willbe processed at the end of the month.Payroll deductions for health, dental, vision, and certain supplemental accident insurance premiums, are deductedfrom your gross income before your income is taxed. The entity's plan is known as a Cafeteria Benefit Plan and isgoverned by IRS Code, Section 125. This pre-tax benefit means you pay less tax on a per-pay and annual basis.See examples of Qualifying Life Events for allowable enrollment changes as determined by Section 125 of the IRS Codeon the Healthcare.gov website.QUALIFYING EVENTS:Change is status (for example, employee’s legal marital status, number of dependents, employment status,dependent eligibility change, change in residence or adoption proceedings);Significant cost changesSignificant curtailment of coverageChange in coverage under other employer’s planAddition or significant improvement of benefit package optionFMLA leaves of absenceLoss of group health coverage sponsored by a governmental or educational institutionCOBRA qualifying eventsHIPAA special enrollment eventsJudgement, decree, or court order, such as Qualified Medical Child Support Order (QMCSO)Medicare or Medicaid enrollmentReturn to Main MenuDisclosures Continued

HIPAA SPECIAL ENROLLMENT NOTICEThis notice is being provided to ensure that you understand your right to apply for group health insurance coverage.You should read this notice even if you plan to waive coverage at this time.LOSS OF OTHER COVERAGEIf you are declining coverage for yourself or your dependents (including your spouse) because of other health insuranceor group health plan coverage, you may be able to enroll yourself and your dependents in this plan if you or yourdependents lose eligibility for that other coverage (or if the employer stops contributing toward your or yourdependents’ other coverage). However, you must request enrollment within 30 days after your or your dependents’other coverage ends (or after the employer stops contributing toward the other coverage).Example: You waived coverage because you were covered under a plan offered by your spouse's employer. Yourspouse terminates his employment. If you notify your employer within 30 days of the date coverage ends, you and youreligible dependents may apply for coverage under our health plan.MARRIAGE, BIRTH, OR ADOPTIONIf you have a new dependent as a result of a marriage, birth, adoption or placement for adoption, you may be able toenroll yourself and your dependents. However, you must request enrollment within 30 days after the marriage, birth orplacement for adoption.Example: When you were hired by us, you were single and chose not to elect health insurance benefits. One year later,you marry. You and your eligible dependents are entitled to enroll in this group health plan. However, you must applywithin 30 days from the date of your marriage.MEDICAID OR CHIPIf you or your dependents lose eligibility for coverage under Medicaid or the Children’s Health Insurance Program(CHIP) or become eligible for a premium assistance subsidy under Medicaid or CHIP, you may be able to enroll yourselfand your dependents. You must request enrollment within 60 days of the loss of Medicaid or CHIP coverage or thedetermination of eligibility for a premium assistance subsidy.Example: When you were hired by us, your children received health coverage under CHIP and you did notenroll them in our health plan. Because of changes in your income, your children are no longer eligible forCHIP coverage. You may enroll them in this group health plan if you apply within 60 days of the date of theirloss of CHIP coverage.For More Information or AssistanceTo request special enrollment or obtain more information, please fill out a Talent Management Request Form.Return to Main MenuDisclosures Continued

NMHPA | WHCRANEWBORNS’ AND MOTHER’S HEALTH PROTECTION ACTGroup health plans and health insurance issuers generally may not, under federal law, restrict benefits for any hospitallength of stay in connection with childbirth for the mother or newborn child to less than 48 hours following a vaginaldelivery or less than 96 hours following a cesarean section. However, federal law generally does not prohibit themother or newborn’s attending provider, after consulting with the mother, from discharging the mother or hernewborn earlier than 48 hours (or 96 hours as applicable). In any case, plans and issuers may not, under federal law,require that a provider obtain authorization from the plan or the insurance issuer for prescribing a length of stay not inexcess of 48 hours (or 96 hours).WOMEN’S HEALTH AND CANCER RIGHTS ACT Enrollment NoticeIf you have had or are going to have a mastectomy, you may be entitled to certain benefits under the Women’s Healthand Cancer Rights Act of 1998 (WHCRA). For individuals receiving mastectomy-related benefits, coverage will beprovided 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; andProstheses 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 andsurgical benefits provided under this plan. Therefore, the following deductibles and coinsurance apply:CignaPlatinum POSGold POSSilver EPOHDHP/HSAIndividual$0$1,000$2,000$2,800Family$0$2,000$4,000$5,600Co-insurance0%20%20%10%If you would like more information on WHCRA benefits, call your plan administrator.WOMEN’S HEALTH AND CANCER RIGHTS ACT Annual NoticeDo you know that your plan, as required by the Women’s Health and Cancer Rights Act of 1998,provides benefits for mastectomy-related services, including all stages of reconstruction andsurgery to achieve symmetry between the breasts, prostheses, and complications resulting froma mastectomy, including lymphedema? Call your plan administrator for more information.Return to Main MenuDisclosures Continued

PREMIUM ASSISTANCE UNDERMEDICAID/CHIPPREMIUM 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 orCHIP programs. If you or your children aren’t eligible for Medicaid or CHIP, you won’t be eligible for these premiumassistance programs, but you may be able to buy individual insurance coverage through the Health InsuranceMarketplace. 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 yourState 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 yourdependents 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 thatmight 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 youremployer plan, your employer must allow you to enroll in your employer plan if you aren’t already enrolled. This iscalled a “special enrollment” opportunity, and you must request coverage within 60 days of being determined eligiblefor premium assistance. If you have questions about enrolling in your employer plan, contact the Department of Laborat www.askebsa.dol.gov or call 1-866-444-EBSA (3272).If you live in one of the participating states, you may be eligible for assistance paying your employer health planpremiums. Follow the link below for a complete list of contact information by state. Please visit https://www.dol.gov/sites/dolgov/files/ebsa/laws-and-regulations/laws/chipra/model-notice.pdfReturn to Main MenuDisclosures Continued

INTRODUCTIONYou’re getting this notice because you recently gained coverage under a group health plan (the Plan). This notice hasimportant information about your right to COBRA continuation coverage, which is a temporary extension of coverageunder the Plan. This notice explains COBRA continuation coverage, when it may become available to you and yourfamily, and what you need to do to protect your right to get it. When you become eligible for COBRA, you may alsobecome eligible for other coverage options that may cost less than COBRA continuation coverage.The right to COBRA continuation coverage was created by a federal law, the Consolidated Omnibus BudgetReconciliation Act of 1985 (COBRA). COBRA continuation coverage can become available to you and other members ofyour family when group health coverage would otherwise end. For more information about your rights and obligationsunder the Plan and under federal law, you should review the Plan’s Summary Plan Description or contact the PlanAdministrator.You may have other options available to you when you lose group health coverage. For example, you may be eligible tobuy an individual plan through the Health Insurance Marketplace. By enrolling in coverage through the Marketplace, youmay qualify for lower costs on your monthly premiums and lower out-of-pocket costs. Additionally, you may qualify for a30-day special enrollment period for another group health plan for which you are eligible (such as a spouse’s plan), evenif that plan generally doesn’t accept late enrollees. You can learn more about many of these options atwww.healthcare.gov.What is COBRA continuation coverage?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 below. After a qualifying event, COBRAcontinuation coverage must be offered to each person who is a “qualified beneficiary.” You, your spouse, and yourdependent children could become qualified beneficiaries if coverage under the Plan is lost because of the qualifyingevent. Employee:Your hours of employment are reduced, orYour employment ends for any reason other than your gross misconduct Spouse* ofEmployee: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); orYou become divorced or legally separated from your spouse (or formally terminate your domestic partnership). Dependent Child ofEmployee: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; orThe child stops being eligible for coverage under the Plan as a “dependent child.”* Spouse also refers to domestic partner. For domestic partnership, divorce or legal separation does not apply. When is COBRA coverage available?The Plan will offer COBRA continuation coverage to qualified beneficiaries only after the Plan Administrator has been notified that a qualifyingevent has occurred. The employer must notify the Plan Administrator of the following qualifying events:Qualifying Events:The end of employment or reduction of hours of employment;Death of the employee;The employee’s becoming entitled to Medicare benefits (under Part A, Part B, or both).If the plan has retirement coverage: Commencement of a proceeding in bankruptcy with respect to the employer For all other qualifying events (divorce or legal separation of the employee and spouse or a dependent child’s losing eligibility forcoverage as a dependent child), you must notify the Plan Administrator within 60 days after the qualifying event occurs. You must providethis notice to your human resources department.Keep your plan informed of address changes.COBRA CONTINUATION COVERAGE RIGHTSReturn to Main MenuDisclosures Continued

There are also ways in which this 18-month period of COBRA continuation coverage can be extended:Disability extension of 18-month period of COBRA continuation coverageIf you or anyone in your family covered under the Plan is determined by Social Security to be disabled and you notify the PlanAdministrator in a timely fashion, you and your entire family may be entitled to get up to an additional 11 months of COBRAcontinuation coverage, for a maximum of 29 months. The disability would have to have started at some time before the 60thday of COBRA continuation coverage and must last at least until the end of the 18-month period of COBRA continuationcoverage. Second qualifying event extension of 18-month period of continuation coverageIf your family experiences another qualifying event during the 18 months of COBRA continuation coverage, the spouse anddependent children in your family can get up to 18 additional months of COBRA continuation coverage, for a maximum of 36months, if the Plan is properly notified about the second qualifying event. This extension may be available to the spouse and anydependent children getting COBRA continuation coverage if the employee or former employee dies; becomes entitled toMedicare benefits (under Part A, Part B, or both); gets divorced or legally separated; or if the dependent child stops beingeligible under the Plan as a dependent child. This extension is only available if the second qualifying event would have causedthe spouse or dependent child to lose coverage under the Plan had the first qualifying event not occurred.Can I enroll in Medicare instead of COBRA continuation coverage after my group health plan coverage ends?In general, if you don’t enroll in Medicare Part A or B when you are first eligible because you are still employed, after theMedicare initial enrollment period, you have an 8-month special enrollment period to sign up for Medicare Part A or B,beginning on the earlier of The month after your employment ends; or the month after group health plan coverage based oncurrent employment ends.If you don’t enroll in Medicare and elect COBRA continuation coverage instead, you may have to pay a Part B late enrollmentpenalty and you may have a gap in coverage if you decide you want Part B later. If you elect COBRA continuation coverage andlater enroll in Medicare Part A or B before the COBRA continuation coverage ends, the Plan may terminate your continuationcoverage. However, if Medicare Part A or B is effective on or before the date of the COBRA election, COBRA coverage may notbe discontinued on account of Medicare entitlement, even if you enroll in the other part of Medicare after the date of theelection of COBRA coverage.If you are enrolled in both COBRA continuation coverage and Medicare, Medicare will generally pay first (primary payer) andCOBRA continuation coverage will pay second. Certain plans may pay as if secondary to Medicare, even if you are not enrolledin Medicare.Questions concerning your Plan, or your COBRA continuation coverage rights should be addressed to the contact or contactsidentified below. For more information about your rights under the Employee Retirement Income Security Act (ERISA), including COBRA, thePatient Protection and Affordable Care Act, and other laws affecting group health plans, contact the nearest Regional or DistrictOffice of the U.S. Department of Labor’s Employee Benefits Security Administration (EBSA) in your area or visitwww.dol.gov/ebsa. (Addresses and phone numbers of Regional and District EBSA Offices are available through EBSA’swebsite.) For more information about the Marketplace, visit www.HealthCare.gov.Keep your Plan informed of address changesTo protect your family’s rights, let the Plan Administrator know about any changes in the addresses of family members. Youshould also keep a copy, for your records, of any notices you send to the Plan Administrator.Return to Main MenuDisclosures ContinuedCOBRA CONTINUATION COVERAGE RIGHTS

The ACAamended the Fair Labor Standards Act (FLSA)to require that employers provide all new hires and currentemployees with a written notice regarding the health coverage options that are available through the ACAExchanges (also known as the Marketplace) and some of the consequences if an employee decides to purchase aqualified health plan through the ACA Exchange in lieu of employer-sponsored coverage. The DOL models are inEnglish and Spanish.To view documents, please visit the provided links below: Exchange Notice – Health Plan Offered – English https://bit.ly/ExchangeNotice-Healthplanoffered-EN Exchange Notice – Health Plan Offered – Spanish https://bit.ly/ExchangeNotice-Healthplanoffered-SPAN GINA FACT SHEETGENETIC INFORMATION NONDISCRIMINATION ACT OF 2008The Genetic Information Nondiscrimination Act of 2008 (“GINA”) protects employees against discrimination basedon their genetic information. Please see the link below for more information.GINA Fact Sheet – EnglishMichelle’s LawMichelle’s Law requires continued coverage under most group health plans for up to one year for a student enrolledin a post-secondary educational institution who loses student status under the group health plan because he or shetakes a medically necessary leave of absence. The impact of Michelle’s Law has been limited by the age 26mandate, which requires an employer-sponsored group health plan that provides dependent coverage for thechildren of its participants to continue to make that coverage available until a child has attained age 26, regardlessof the child’s status as a student. As a result, Michelle’s Law primarily impacts plans that choose to make coverageavailable for children who are age 26 or older if the adult child is a student, but which do not otherwise providecoverage for adult children who are that same age.For more information, fill out a Talent Management Request Form. Exchange Notices44 |Return to Main MenuDisclosures Continued

MUCK RACK TALENTMANAGEMENTQuestions can be submitted via theTalent Management Request Form. Monica Valdez, Service Representative +1 (212) 578-4824Monicajohnson@worldinsurance.com WIA DEDICATED SERVICEREPRESETATIVEQUESTIONS?Return to Main Menu