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26 27 EMPLOYEE BENEFITS GUIDE for a healthy you

What’s Inside

Welcome

Important Contacts

Eligibility

How to Enroll

Enrollment Frequently Asked Questions

Medical

We are pleased to offer a full benefits program to you and your eligible dependents. Read this guide to know what benefits are available. You may enroll for or make changes to your benefits during Open Enrollment or when you have a Qualifying Life Event.

10 Pharmacy 11 Preventive Care 12 Health Care Options 13 Health Savings Account 14 Flexible Spending Accounts 16 HSA and FSA Comparison 17 Qualified HSA and FSA Expenses 18 Dental Coverage

Additional Benefits Information Specific details for each plan offered can be viewed at www.mybenefitshub.com/ prosperisd.

20 Vision Coverage 21 Life and AD&D Insurance – For Employees / Basic 22 Life and AD&D Insurance – Voluntary 23 Educator Disability Insurance 24 Hospital Indemnity Insurance

Your Benefits Are In Effect September 1, 2026

26 Cancer Insurance

through

27 Critical Illness Insurance

August 31, 2027

30 Accident Insurance 31 Telehealth with Behavioral Health 32 Emergency Medical Transport 34 Employee Assistance Program

Flip to …

35 Identity Theft Protection 36 Financial Planning – 403(b) 37 Glossary of Terms 41 Important Legal Notices

Visit www.mybenefitshub.com/prosperisd for full plan details.

How to Enroll

Enrollment FAQ

Medical

Important Contacts Benefits Administrator Prosper ISD Benefits Team 945-678-0300 benefits@prosper-isd.net

Medical TRS 866-355-5999 www.bcbstx.com/trsactivecare

Pharmacy Benefits Express Scripts through TRS 844-367-6108 www.express-scripts.com/ trsactivecare

Telehealth with Behavioral Health Recuro Health 855-673-2876 www.recurohealth.com

Dental Lincoln Financial Group Dental High - 00001D040883 Dental Low - 00001D040882 Dental Standard - 00001D041861 800-423-2765 www.lfg.com

Vision Superior Vision Policy Number: 322100 800-507-3800 www.superiorvision.com

Health Savings Account

Cancer

EECU 817-882-0800 www.eecu.org

Flexible Spending Accounts National Benefit Services 855-399-3035 service@nbsbenefits.com

APL Policy Number: 24842 800-256-8606 www.ampublic.com

Critical Illness Lincoln Financial Group Group Number: 0001686070 800-423-2765 fileclaim@lfg.com

Basic and Voluntary Life and AD&D

Hospital Indemnity

Lincoln Financial Group Life - 000400290617 AD&D - 000403009155 800-423-2765 lifeclaims@lfg.com

Lincoln Financial Group Group Number: 0001686071 800-423-2765 fileclaim@lfg.com

Educator Disability

Identity Theft Protection

The Hartford Policy Number: 872784 866-547-9124 www.thehartford.com

ID Watchdog 800-774-3772 www.idwatchdog.com

Emergency Medical Transport

Employee Assistance GuidanceResources 888-628-4824 www.guidanceresources.com

Accident

MASA Policy Number: B2PROISD 800-643-9023 https://www.masamts.com/

Financial Planning

The Hartford Policy Number: VAC-872784 866-547-4205 www.thehartford.com/benefits/ myclaim

TCG Group Holdings 800-943-9179 www.tcgservices.com

Visit www.mybenefitshub.com/prosperisd for full plan details.

Eligibility

OE: Open Enrollment QLE: Qualifying Life Event

Who is Eligible for Benefits New Hire

Employee

Dependent(s)

Who is Eligible

• A regular, full-time employee scheduled for 20 hours or more per week

• Your legal spouse • Children under age 26 regardless of student, dependency, or marital status • Children age 26 or older who are fully dependent on you for support due to a mental or physical disability and who are indicated as such on your federal tax return

When to Enroll

• Within 31 days of your hire date

• During OE or within 31 days of a QLE

• When covering dependents, you must enroll for and be on the same plans

When Coverage Starts

• First of the month following or coinciding with the date of hire

• OE: Start of the plan year • First of the month following the event

• First of the month following the event

STATUS

Maximum Dependent Eligibility Age by Plan

To Age 26

Medical/Hospital Indemnity/ Telehealth/Dental/Vision/Cancer/ Accident/Critical Illness/Life/ Identity Theft/Health Care FSA/EAP

Qualifying Life Events You may only enroll for or make changes to coverage during the plan year if you are a new hire or if you have a QLE, such as:

Marriage

Birth

Divorce

Adoption/placement for adoption

Annulment Death of spouse

Change in benefits eligibility Death of child

COBRA event, judgment, or decree

Gain or loss of benefits coverage

Becoming eligible for Medicare, Medicaid, or TRICARE

Change in employment status affecting benefits

Receiving a Qualified Medical Child Support Order

You have 31 days from the event to notify the Benefits Department and complete your changes. You may need to provide documents to verify the change.

Visit www.mybenefitshub.com/prosperisd for full plan details.

How to Enroll Enrolling in benefits is simple through THEbenefitsHUB. 1.

Go to www.mybenefitshub.com/prosperisd or scan the QR code.

2. Click Login. 3. Enter your: Last name Date of birth Social Security number (last four digits only) 4. Once confirmed, the Additional Security Verification page will list contact options. Select either the Text, Email, Call, or Ask Admin option to receive a code for completing final verification. 5. Enter the code, and click Verify to begin your enrollment. 6. Review your personal information and verify covered dependents. Contact your employer with any discrepancies. 7.

After dependent information is confirmed, you may select the benefits shown. To make your selections, click the drop-down list next to the plan name. Once the desired coverage amount is selected, your contribution amount will be displayed. Click Save & Continue. Repeat for each benefit. You may be asked to provide evidence of insurability for certain benefits.

8. If enrolling in life insurance coverage, you must identify your beneficiary(ies).

Select your beneficiary designation. Click Sign & Continue. Review and confirm your information. Click Finished.

* Required! You must add the correct Social Security number or ITIN (individual taxpayer identification number) for your spouse and dependents.

SCAN THE QR CODE TO ENROLL

Benefits Questions? Employee benefits can be complicated. The Higginbotham Public Sector benefits team is available to help you with the following:

Enrollment Benefits Eligibility Claims and Billing

Call or text 833-442-3054 Monday through Friday from 7:00 a.m. to 6:00 p.m. CT. If you leave a message after 3:00 p.m. CT, your call or text will be returned the next business day. You can also email prosperisd@hps.higginbotham.net. Bilingual representatives are available.

SECTION 125 CAFETERIA PLAN GUIDELINES A cafeteria plan enables you to save money by using pretax dollars to pay for eligible group insurance premiums sponsored and offered by your employer. Enrollment is automatic unless you decline this benefit. Elections made during annual enrollment become effective on the plan effective date and will remain in effect during the entire plan year. Changes in benefit elections can occur only if you experience a QLE. You must present proof of the QLE to your Benefits Department within 31 days of the event. Meeting with the Benefits Department to complete and sign the necessary paperwork is also required to make benefit election changes effective. Changes must be consistent with the QLE. Visit www.mybenefitshub.com/prosperisd for full plan details.

Enrollment Frequently Asked Questions What if I miss the enrollment deadline?

Where can I find benefits summaries and forms?

How can I find in-network providers?

Contact your Benefits Department for guidance if you miss a benefits enrollment deadline. Under normal circumstances, you may only enroll for or make changes to coverage during OE, if you have a QLE, or if you are a new hire.

To access medical plan Summary of Benefits and Coverage (SBC) documents, plan documents for other coverages, and forms, go to the Benefit Information section at www.mybenefitshub.com/ prosperisd. Click on each benefit (e.g., medical, vision, etc.) for details.

Go to www.mybenefitshub.com/ prosperisd and click on the Provider Search link, where you will see all available plan provider searches.

Is there an age limit for dependents to be covered under my benefits? Yes, up to age 26.

BENEFITS QUESTIONS? Call the Higginbotham Public Sector benefits team at 833-442-3054.

When will I get my ID cards? If the medical carrier provides ID cards and there is a plan change, new cards usually arrive within four weeks of your effective date. If there are no plan changes, a new card may not be issued. You may not need or receive an ID card for dental and vision plans. Simply share the carrier name and phone number with your health care provider to have benefits verified.

Important Limitations and Exclusions Information The following limitations and exclusions may apply when obtaining coverage as a married couple or for your dependents. Can I cover family members (a spouse and/or dependent) as dependents on my benefits if my spouse and I work for the same company? Some benefits may not allow for this type of coverage if you both work for the same employer. Review the benefit plan documents, contact Higginbotham Public Sector, or contact the carrier for eligibility details.

Are there FSA and HSA limitations for married couples? Yes, generally. Married couples may not enroll in both a Health Care Flexible Spending Account (FSA) and a Health Savings Account (HSA) at the same time. If your spouse is covered under a Health Care FSA that reimburses for qualified health care expenses, then you and your spouse are not HSA-eligible – even if you do not use your spouse’s Health Care FSA to reimburse your expenses. However, there are some exceptions to the general limitation for other types of FSAs (e.g., Limited Purpose Health Care FSA; Dependent Care FSA). Contact the FSA and/or HSA administrator before you enroll, or consult your tax advisor for further guidance.

Disclaimer: You acknowledge that you have read the limitations and exclusions that may apply to obtaining spouse and dependent coverage, including limitations and exclusions that may apply to enrollment in FSAs and an HSA as a married couple. You, the enrollee, shall hold harmless, defend, and indemnify Higginbotham Public Sector, LLC from any and all claims, actions, suits, charges, and judgments whatsoever that arise out of your enrollment in spouse and/or dependent coverage, including enrollment in FSAs and an HSA.

Visit www.mybenefitshub.com/prosperisd for full plan details.

Medical Working Towards Health

Our medical plans protect you and your family from major financial hardship in the event of illness or injury. All TRS-Active participants may enroll in one of the following plans: TRS-ActiveCare HD TRS-ActiveCare Primary TRS-ActiveCare Primary+

Medical Provider:

The TRS-ActiveCare 2 plan is closed to new enrollments, but you may continue in the plan if you are a currently enrolled participant.

TRS Region 10 Monthly Medical Rates Region 10

TRS MEDICAL Total Monthly Premium

Employer Contribution

Employee Monthly Cost

Employee Only

$628.00

$395.00

$233.00

Employee & Spouse

$1,696.00

$395.00

$1,301.00

Employee & Child(ren)

$1,068.00

$395.00

$673.00

Employee & Family

$2,136.00

$395.00

$1,741.00

Employee Only

$614.00

$395.00

$219.00

Employee & Spouse

$1,658.00

$395.00

$1,263.00

Employee & Child(ren)

$1,044.00

$395.00

$649.00

Employee & Family

$2,088.00

$395.00

$1,693.00

Employee Only

$722.00

$433.00

$289.00

Employee & Spouse

$1,878.00

$433.00

$1,445.00

Employee & Child(ren)

$1,228.00

$433.00

$795.00

Employee & Family

$2,383.00

$433.00

$1,950.00

ACTIVECARE HD

ACTIVECARE PRIMARY

ACTIVECARE PRIMARY+

ACTIVECARE 2 Employee Only

$1,013.00

$500.00

$513.00

Employee & Spouse

$2,402.00

$500.00

$1,902.00

Employee & Child(ren)

$1,507.00

$500.00

$1,007.00

Employee & Family

$2,841.00

$500.00

$2,341.00

Visit www.mybenefitshub.com/prosperisd for full plan details.

Medical Medical Benefits Summary TRS-ActiveCare Primary

TRS-ActiveCare Primary+

In-Network Only

Plan Year Deductible • Individual • Family

$2,500 $5,000

$1,200 $2,400

Out-of-Pocket Maximum Includes deductible • Individual • Family

$8,050 $16,100

$6,900 $13,800

You Pay

Preventive Care

Telehealth • RediMD • Teladoc

$0 $12

Primary Care Physician

$30 copay

$15 copay

PCP required

$70 copay

Referral required

Statewide network

30%1

20%1

$50 copay

Emergency Room

30%

20%1

Inpatient Hospital Services

30%1

20%1

Outpatient Services

30%1

20%1

PRESCRIPTION DRUGS

You Pay

Drug Deductible

Integrated with medical

$200 deductible per participant (brand drugs only)

Generic • 31-day supply • 90-day supply

$15 copay2 $45 copay2

$15 copay $45 copay

Preferred

30%1

25%1 ($100 max3) 25%1 ($265 max3)

Non-preferred

50%1

$0 if SaveOnSP eligible; 30%1

$25 copay $75 copay

Specialist Network Complex Imaging CT/PET scan, MRI Urgent Care

Specialty 31-day maximum (no 90-day supply) Insulin Out-of-Pocket Costs • 31-day supply • 61- to 90-day supply The amount you pay after the deductible is met. $0 copay for certain generics. 3 Max does not apply if brand is selected and generic is available. 1

Visit www.mybenefitshub.com/prosperisd for full plan details.

Medical Medical Benefits Summary TRS-ActiveCare 2

TRS-ActiveCare HD

Closed to new enrollees.

In-Network

Out-of-Network

In-Network

Out-of-Network

Plan Year Deductible • Individual • Family

$3,400 $6,800

$6,800 $13,600

$1,000 $3,000

$2,000 $6,000

Out-of-Pocket Maximum Includes deductible • Individual • Family

$8,300 $16,600

$20,500 $41,000

$7,900 $15,800

$23,700 $47,400

You Pay

Preventive Care

50%

40%1

Telehealth • RediMD • Teladoc

$30 $42

$0 $12

50%1

Tier 1 $20 copay Tier 2 $40 copay

Primary Care Physician

30%1 PCP not required

40%1

PCP not required

Specialist

30%1

Network

50%1

Nationwide network

Tier 1 $55 copay Tier 2 $85 copay

40%1

Nationwide network

Complex Imaging CT/PET scan, MRI

30%1

50%1

20%1

40%1

Urgent Care

30%1

50%1

$50 copay

40%1

Emergency Room

30%1

$250 copay + 20%1

Inpatient Hospital Services

30%

50%

20%1

40%1

Outpatient Services

30%1

50%1

20%1

40%1

You Pay

Drug Deductible

Integrated with medical

$200 brand deductible

Generic • 31-day supply • 90-day supply

20%1,3

$20 copay $45 copay

Preferred

25%1

25%1 ($40 min/$80 max4) 25%1 ($105 min/$210 max4)

Non-preferred

50%1

50%1 ($100 min/$200 max) 50%1 ($215 min/$430 max)

Specialty 31-day maximum (no 90-day supply)

20%1

$0 if SaveOnSP eligible; 30%1 ($200 min/$900 max)

Insulin Out-of-Pocket Costs • 31-day supply • 61- to 90-day supply

25%1

$25 copay $75 copay

PRESCRIPTION DRUGS

The amount you pay after the deductible is met. $0 copay for certain generics. $0 coinsurance for certain generics. 4 Max does not apply if brand is selected and generic is available. 1

2 3

Visit www.mybenefitshub.com/prosperisd for full plan details.

Pharmacy Express Scripts TRS Pharmacy Benefits Manager As part of your TRS medical plan coverage, you also have pharmacy benefits coverage through Express Scripts, our pharmacy benefits manager (PBM). This pharmacy benefits coverage is available ONLY to those enrolled in one of the TRS-ActiveCare medical plans. Express Scripts helps you understand your pharmacy benefits and makes it convenient and affordable for you and your family to access the medications you need. New enrollees will be issued ID cards effective for the upcoming plan year. If you do not receive a card, or if yours is misplaced, you may download a temporary ID card. You can also contact the Express Scripts TRSActiveCare Customer Support team for assistance. Once your plan year deductible is met, you will pay the applicable copay or coinsurance for each prescription until your out-of-pocket maximum is reached. The Express Scripts website allows you to download a temporary ID card, check medication costs, and explore options for home delivery, specialty medications, and retail pharmacies. Please note that when utilizing prescription drug resources outside of Express Scripts, your prescription costs may not be applied toward your pharmacy coverage deductible or copays.

CONTACT EXPRESS SCRIPTS Visit https://www.express-scripts.com/ trsactivecare. Call 844-367-6108.

Questions? Visit https://cleverrx.com/prosperisd. Call the Clever RX Help Line at 800-873-1195.

Prescription Drug Discounts Aside from the pharmacy benefits coverage included with your TRS medical plan, standalone prescription drug discount programs (which are not insurance) may help to lower your prescription costs. Such discount programs are available to anyone who is interested in saving money on their prescriptions.

Lower Your Prescription Costs With Clever RX Don’t overpay for your prescriptions. Clever RX gives you access to discounts on thousands of medications, and it is accepted at most pharmacies nationwide. Best of all – you can get up to 80% off prescription drugs! Getting started is easy.

Download the free Clever RX app and enter these numbers. Group ID – 1085 Member ID – 1591 Enter your ZIP code to find local

2. pharmacies with the best prices. 3.

Visit www.mybenefitshub.com/prosperisd for full plan details.

Click the voucher with the lowest price, closest location, and/or at your preferred pharmacy. Then present the voucher to the pharmacist when you pick up your prescription.

Having a doctor who knows you and your medical history is a key part of preventive care.

Preventive Care Your medical plan offers $0 preventive care for everyone. Preventive care is the care you receive to help prevent chronic illness or disease. It includes exams, lab work, screenings, immunizations, and counseling to prevent health problems, such as diabetes or heart disease.

Watch and learn more!

Preventive Care Coverage Includes Adults

Teens

Children

Cholesterol screening Blood pressure screening Colorectal cancer screening Lung cancer screening Hepatitis B screening Well visits Bone density screening Obesity screening Diabetes type 2 screening Depression screening Mammograms Cervical cancer screening Immunizations

Physical exam Blood tests for iron and cholesterol Anxiety screening Growth screening Hearing screening Hepatitis B screening Depression screening Alcohol, tobacco, and drug use assessments Tuberculosis screening Immunizations

Autism screening Blood screening Depression screening Developmental screening Hearing screening Obesity screening and counseling Hypothyroidism screening Behavioral assessments Well visits Immunizations

Frequently Asked Questions Why should I get preventive care?

Why did I get a bill for preventive care?

Preventive care is the fastest and best way to uncover potential risks and avoid chronic health conditions.

Diagnosis codes on the doctor’s bill must meet certain insurance company conditions for them to be processed as preventive and covered at 100%. If you have a medical complaint, or your doctor finds a specific medical issue during your preventive care doctor’s visit, a diagnosis code for that issue or complaint will be on your bill. As a result, the insurance company may process the bill for a specific medical condition, not preventive care. In this case, you must pay the copay or portion of your deductible.

Are all screenings, tests, and procedures covered under preventive care? No. Your doctor will be able to advise you as to the preventive care you need or should obtain, based on your medical and family history.

Visit www.mybenefitshub.com/prosperisd for full plan details.

Health Care Options Becoming familiar with your options for medical care can save you time and money. Health Care Provider

Symptoms

Average Cost

Average Wait

Allergies Cough/cold/flu Rash Stomachache

2-5 minutes

Infections Sore and strep throat Vaccinations Minor injuries/sprains/ strains

15-20 minutes

Common infections Minor injuries Pregnancy tests Vaccinations

15 minutes

Sprains and strains Minor broken bones Small cuts that may require stitches Minor burns and infections

15-30 minutes

Chest pain Difficulty breathing Severe bleeding Blurred or sudden loss of vision Major broken bones

$$$$

4+ hours

Most major injuries except trauma Severe pain

$$$$$$

Minimal

NON-EMERGENCY CARE

Access to care via phone, online video, or mobile app whether you are at home, work, or traveling; medications can be prescribed TELEHEALTH

24 hours a day, 7 days a week

Generally, the best place for routine preventive care; established relationship; able to treat based on medical history DOCTOR’S OFFICE

Office hours vary

Usually lower out-of-pocket cost than urgent care; when you can’t see your doctor; located in stores and pharmacies RETAIL CLINIC

Hours vary based on store hours

When you need immediate attention; walk-in basis is usually accepted URGENT CARE

Generally includes evening, weekend and holiday hours

EMERGENCY CARE

Life-threatening or critical conditions; trauma treatment; multiple bills for doctor and facility HOSPITAL ER

24 hours a day, 7 days a week

Services do not include trauma care; can look similar to an urgent care center, but medical bills may be 10 times higher FREESTANDING ER

24 hours a day, 7 days a week

Note: Examples of symptoms are not inclusive of all health issues. Wait times described are only estimates. This information is not intended as medical advice. If you have questions, please call the phone number on the back of your medical ID card.

Visit www.mybenefitshub.com/prosperisd for full plan details.

Health Savings Account

Watch and learn more!

Offset your HDHP health care costs, reduce your taxes, and get a long-term tax-advantaged savings account. A Health Savings Account (HSA) is like a personal savings account that allows you to pay for current or future health care expenses with pretax dollars or save the funds for retirement. The funds can also be used for your dependents, even if they are not covered by the HDHP. An HSA is always yours to keep, even if you change health plans or jobs.

HSA Administrator:

Two Ways To Use Your HSA USE IT NOW

INVEST OVER TIME

Pay for qualified out-ofpocket medical, dental, and vision expenses as they are incurred.

Invest and grow your HSA dollars tax-free. You can use the funds to pay for qualified expenses later.

Triple Tax Benefits

1. Tax-free contributions

HSA Eligibility You are eligible to open and contribute to an HSA if you are: Enrolled in an HSA-eligible HDHP Not covered by another plan that is not a qualified HDHP (e.g., spouse’s health plan) Not enrolled in a Health Care Flexible Spending Account Not eligible to be claimed as a dependent on someone else’s tax return Not enrolled in Medicare, Medicaid, or TRICARE Not receiving Veterans Administration benefits Note: You may have an HSA at the financial institution of your choice, but only accounts opened through EECU are eligible for automatic payroll deductions.

How to Pay or Get Reimbursed Use your HSA debit card to pay for qualified expenses. Pay out-of-pocket and request reimbursement online or through the app.

Contributions You may contribute up to the IRS annual maximum.

2. Tax-free growth 3. Tax-free withdrawals

GET MORE INFORMATION

2026 MAXIMUM HSA CONTRIBUTIONS Employee Individual

$4,400

Family

$8,750

If you are age 55 or older, you can contribute an extra $1,000.

Visit www.eecu.org. Call 817-882-0800. Download the EECU Mobile Banking app. Visit www.mybenefitshub.com/prosperisd for full plan details.

Flexible Spending Accounts Set aside pretax dollars from each paycheck to pay for certain IRS-approved health and dependent care expenses. We offer the following Flexible Spending Accounts (FSAs).

Watch and learn more!

Visit www.fsastore.com for an array of FSA-eligible products.

FSA Administrator:

Health Care FSA The Health Care FSA covers qualified medical, dental, and vision expenses for you and your eligible dependents. Eligible expenses include: Deductibles, copays, and coinsurance

Braces, glasses, and contacts Hearing aids and batteries

Prescription drugs

IMPORTANT REMINDERS!

If you enrolled in an HDHP and contribute to an HSA, you may not contribute to a Health Care FSA.

Working Towards Savings

Visit www.mybenefitshub.com/prosperisd for full plan details.

FSAs are generally considered “use it or lose it” accounts, and unused remaining funds at the end of the plan year will be forfeited. Planning the amount of your contributions carefully can help you make the most of your FSA and avoid losing unused funds. You cannot change your contribution election during the plan year unless you experience a QLE. Keep itemized receipts to verify debit card payments.

Dependent Care FSA The Dependent Care FSA helps pay expenses associated with caring for children under age 13 and elder dependents so you or your spouse can work or attend school full-time.

DEPENDENT CARE FSA GUIDELINES To be eligible, you (and your spouse, if married) must be gainfully employed, looking for work, a full-time student, or incapable of self-care. You can use funds for daycare or babysitter expenses for your children under age 13, but only for the part of the year when the child is under 13. Only day camps – not overnight camps – can be considered for reimbursement. You can use funds for care of a spouse or dependent of any age who spends at least eight hours a day in your home and is mentally or physically incapable of self-care. The dependent care provider cannot be your child under age 19 or anyone claimed as a dependent on your income taxes. Dependent Care FSA claims may be submitted as incurred and will be paid as funds become available after monthly payroll contributions are deposited.

Get More Information or Submit Receipts Visit www.mynbsbenefits.com. Fax 844-438-1496. Email service@nbsbenefits.com.

Annual Maximum FSA Contributions Health Care FSA

Dependent Care FSA

Annual Maximum Contribution

$3,400

$7,500 (Single parent filing head of household; or married filing jointly); $3,750 (married filing separately)

Run-out Period

90 days

No run-out period

Carryover

N/A

No carryover (Use it or lose it)

Grace Period

N/A

No grace period

2026

How to Access Funds/Pay or Get Reimbursed Use your FSA debit card (excludes the Dependent Care FSA). OR Pay out-of-pocket, and submit your receipts for reimbursement. Visit www.mybenefitshub.com/prosperisd for full plan details.

HSA and FSA Comparison Knowing the difference between a Health Savings Account (HSA) and Flexible Spending Account (FSA) can help you choose the best option for you and your family. Health Savings Account

Flexible Spending Account*

Description

• Acts as a personal savings account. • Funds can be used to pay for current or future health care expenses with pretax dollars; or funds can be saved for retirement. • Funds can also be used for your dependents, even if they are not covered by the HDHP.

Health Care FSA – Use funds to pay qualified medical, dental, and vision expenses. Limited Purpose Health Care FSA – Use funds to pay qualified dental and vision expenses only. Dependent Care FSA – Use funds to pay qualified dependent care expenses and services.

Contribution Source

Employee (You) and/or your employer

Account Owner

Employee (You)

Employer

Underlying Insurance Requirement

High Deductible Health Plan

None

Maximum Annual Contribution

2026 Individual – $4,400 Family – $8,750 Age 55+ Additional Catch-up – $1,000

2026 Health Care FSA – $3,400 Limited Purpose Health Care FSA – $3,400 Dependent Care FSA • $7,500 (Single parent filing head of household; or married filing jointly) • $3,750 (Married filing separately)

Permissible Use of Funds

• Pay for qualified out-of-pocket medical, dental, and vision expenses. • If used on nonqualified expenses prior to age 65, subject to income tax plus a 20% penalty.

See details in the Description section above.

Year-to-year rollover of account balance?

Yes. Funds roll over and can be used anytime or saved for future use.

2026 Health Care FSA – No. Use it or Lose it. Limited Purpose Health Care FSA – Same as Health Care FSA. Dependent Care FSA – N/A

Does the account earn interest?

Yes

Portable?

Yes. It is always yours to keep, even if you change jobs or medical plans.

No * FSAs are generally considered “use it or lose it” accounts, and unused remaining funds at the end of the plan year will be forfeited.

Flip to …

HSA

FSAs

Visit www.mybenefitshub.com/prosperisd for full plan details.

Qualified HSA and FSA Expenses The products and services listed below are examples of medical expenses eligible for payment from your Health Care FSA or HSA.* This list is not all-inclusive; additional expenses may qualify, and the items listed are subject to change in accordance with IRS regulations. Please refer to IRS Publication 502 Medical and Dental Expenses at www.irs.gov for complete details. Abdominal supports

Diagnostic fees

Orthopedic shoes

Acupuncture

Eyeglasses

Orthopedist

Ambulance

Gynecologist

Osteopath

Anesthetist

Healing services

Physician

Arch supports

Hearing aids and batteries

Postnatal treatments

Artificial limbs

Hospital bills

Prenatal care

Blood tests

Insulin treatment

Prescription medicines

Braces

Lab tests

Psychiatrist

Cardiographs

Metabolism tests

Therapy equipment

Chiropractor

Neurologist

Wheelchair

Crutches

Nursing

X-rays

Dental treatment

Obstetrician

Dentures

Operating room costs

Dermatologist

Ophthalmologist/Optician/Optometrist

* Excludes Dependent Care FSA.

Working Towards Savings

Visit www.mybenefitshub.com/prosperisd for full plan details.

Dental Coverage Our dental plans help you maintain good oral health through affordable options for preventive care, including regular checkups and other dental work.

Find an In-Network Provider Visit www.lincolnfinancial.com/findadentist. Call 800-423-2765.

Dental Provider:

DPPO Plans

Watch and learn more!

Two levels of benefits are available with the DPPO plans: in-network and out-of-network. You may see any dental provider for care, but you will pay less and get the highest level of benefits with in-network providers. You could pay more if you use an out-of-network provider.

Dental Benefits Summary Dental Plan High Group # 00001D040883 In-Network & Out-of-Network

Low Group # 00001D040882 In-Network & Out-of-Network

Standard Group # 00001D041861 In-Network & Out-of-Network

Calendar (Annual) Deductible

Yes

Individual

$50

Family

$150

Calendar Year Benefit Maximum

$1,750

$1,000

$500

Note: All out-of-network services are based on the Maximum Allowable Charge (MAC). If your care is from a provider that is not in-network, you will be responsible for the difference in cost for any services received. PREVENTIVE SERVICES COVERAGE • • • • • • • •

You Pay

100%

80%

Routine oral exams Bitewing X-rays Full-mouth or panoramic X-rays Other dental X-rays (including periapical films), routine cleanings Fluoride treatments Space maintainers for children, sealants Problem-focused exams Palliative treatment (including emergency relief of dental pain)

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• • • • • • • •

• • • •

Routine oral exams Bitewing X-rays Full-mouth or panoramic X-rays Other dental X-rays (including periapical films), routine cleanings • Fluoride treatments • Space maintainers for children, sealants • Problem-focused exams, labs and other tests

Dental Coverage Dental Plan High Group # 00001D040883 In-Network & Out-of-Network

Low Group # 00001D040882 In-Network & Out-of-Network

Standard Group # 00001D041861 In-Network & Out-of-Network

You Pay

80%

50%

• Injections of antibiotics and other therapeutic medications, fillings, prefabricated stainless steel and resin crowns, simple extractions, general anesthesia, and I.V. sedation

• Palliative treatment (including emergency relief of dental pain), injections of antibiotics and other therapeutic medications, fillings, and simple extractions

You Pay

50%

• Consultations, surgical extractions, oral surgery • Biopsy and examination of oral tissue (including brush biopsy) • Prosthetic repair and recementation services • Endodontics (including root canal treatment) • Crowns, inlays, onlays, and related services

• Consultations • Prefabricated stainless steel and resin crowns, surgical extractions • Oral surgery, biopsy, and examination of oral tissue (including brush biopsy) • General anesthesia and I.V. sedation, prosthetic repair and recementation services, endodontics (including root canal treatment), periodontal maintenance procedures • Non-surgical periodontal therapy, periodontal surgery • Bridges, full and partial dentures, denture reline and rebase services, crowns, inlays, onlays and related services, occlusal adjustments

50%

N/A

Low Group # 00001D040882 In-Network & Out-of-Network

Standard Group # 00001D041861 In-Network & Out-of-Network

BASIC SERVICES COVERAGE

MAJOR SERVICES

ORTHODONTIA LIFETIME MAXIMUM $1,000 Coverage is available for dependent children under age 26 for the High Plan Only at 50%

• Orthodontic exams, X-rays, extractions, study models, appliances

Monthly Rates High Group # 00001D040883 In-Network & Out-of-Network Employee

$48.98

$32.88

$20.92

Employee and Spouse

$101.68

$66.84

$40.76

Employee and Child(ren)

$109.06

$80.06

$46.06

Employee and Family

$172.58

$126.92

$72.78

HOW CAN I GET MY ID CARD? Visit www.lfg.com. Call 800-423-2765.

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Vision Coverage Our vision plan offers quality care to help preserve your health and eyesight. Regular exams can detect certain medical issues such as diabetes and high cholesterol, in addition to vision and eye problems.

Find an In-Network Provider Visit www.superiorvision.com. Call 800-507-3800. Policy #: 322100.

Vision Provider:

You may seek care from any vision provider, but the plan will pay the highest level of benefits when you see in-network providers, which include Target Optical, Pearle Vision, LensCrafters, and thousands of independent retailers.

Discounts

Vision Benefits Summary Vision Plan In-Network You Pay

Out-of-Network Reimbursement

Exam Once every 12 months

Exam $10 Materials $25

Frames Once every 12 months

Covered in full

Up to $35 retail

Covered in full Covered in full Covered in full See benefits website Covered in full

Up to $25 retail Up to $25 retail Up to $40 retail Up to $45 retail Up to $45 retail

$150 retail allowance Covered in full

Up to $80 retail Up to $80 retail

$200 allowance See benefits website

Up to $150 retail

Lenses Once every 12 months (standard) per pair • Single vision • Bifocals • Trifocals • Progressive • Lenticular Contacts Once every 12 months • Medically necessary LASIK Vision Correction

EMPLOYEE MONTHLY CONTRIBUTIONS Employee Employee and Spouse Employee and Child(ren) Employee and Family

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$7.72 $13.06 $13.84 $20.74

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20% off additional complete pair of prescription eyeglasses 20% off non-covered items, including non-prescription sunglasses

Life and AD&D Insurance For Employees / Basic Life and Accidental Death and Dismemberment (AD&D) insurance are important to your financial security, especially if others depend on you for support or vice versa.

Life and AD&D Provider:

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Employee Basic Life and AD&D Eligible employees receive Basic Life and AD&D at no cost. You are automatically covered at $20,000 for each benefit.

Designating a Beneficiary With Life insurance, you or your beneficiary(ies) can use the coverage to pay off debts such as credit cards, loans, and bills. AD&D coverage provides specific benefits if an accident causes bodily harm or loss (e.g., the loss of a hand, foot, or eye). If death occurs from an accident, 100% of the AD&D benefit would be paid to you or your beneficiary(ies). Life and AD&D coverage amounts reduce by 50% of the original amount at age 75.

A beneficiary is the person or entity you elect to receive the death benefits of your Life and AD&D insurance policies. You can name more than one beneficiary, and you can change beneficiaries anytime. If you name more than one beneficiary, you must identify how much each beneficiary will receive (e.g., 50% or 25%).

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Life and AD&D Insurance

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Voluntary Life and Accidental Death and Dismemberment (AD&D) insurance are important to your financial security, especially if others depend on you for support or vice versa.

Voluntary Life and AD&D Provider:

Voluntary Life and AD&D If you need more coverage than Basic Life and AD&D, you may buy Voluntary Life and AD&D coverage for yourself and your dependent(s). If you do not elect Voluntary Life and AD&D coverage when first eligible, or if you want to increase your benefit amount at a later date, you may need to show proof of good health. You must elect Voluntary Life and AD&D coverage for yourself before covering your spouse and/or child(ren). Voluntary Life and AD&D Insurance

With Life insurance, you or your beneficiary(ies) can use the coverage to pay off debts such as credit cards, loans, and bills. AD&D coverage provides specific benefits if an accident causes bodily harm or loss (e.g., the loss of a hand, foot, or eye). If death occurs from an accident, 100% of the AD&D benefit would be paid to you or your beneficiary(ies). Life and AD&D coverage amounts reduce by 50% of the original amount at age 75.

Employee

• Initial OE Guaranteed Issue (GI) $300,000, or seven times salary if greater than GI • Incremental increases per plan year – four times, $10,000 to plan maximum if not previously declined

Spouse

• Initial OE GI $80,000, up to 100% of employee amount • Incremental increases per plan year – two times, $10,000

Child(ren)

• All GI to age 26 • $10,000 maximum Life Rates per $1,000

Value-added Programs Included with Life and AD&D Plan(s) BASIC LIFE Employee Assistance Program(s) Will Preparation Legal Assistance

BASIC & VOLUNTARY LIFE

Age

Employee and Spouse1

20-24

$0.040

25-29

$0.050

30-34

$0.060

35-39

$0.070

40-44

$0.070

45-49

$0.110

50-54

$0.170

55-59

$0.320

60-64

$0.480

65-69

$1.160

70-74

$1.890

75+

Emergency Travel Assistance Accelerated Death Benefit LifeKeys Program Services

To age 26

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$0.200 AD&D Rates per $1,000

VOLUNTARY LIFE Express Claims Death Due to Natural Causes

$1.890 Child(ren)

Employee

Spouse

Child(ren)

$0.020

Spouse rate is based on employee’s age.

Educator Disability Insurance Educator Disability insurance combines features of short-term and long-term disability into one plan. Disability insurance protects part of your income if you are unable to work due to a covered accident, illness, or pregnancy. We offer Educator Disability insurance for you to purchase and allow you to choose the coverage amount and waiting period that best suit your needs.

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File a Disability Claim Visit www.thehartford.com. Call 866-547-9124. Policy #: 872784.

Disability Provider:

Educator Disability Benefits Begin The first number indicates the number of days you must be disabled due to Injury and the second number indicates the number of days you must be disabled due to Sickness.

0/71 14/141 30/301 60/60 90/90

Percentage of Earnings You Receive

Up to 66 2/3%

Minimum Monthly Benefit

$200

Maximum Monthly Benefit

$7,500

Maximum Benefit Period

Varies based on schedule selected and age at disability

Pre-existing Condition Exclusion

3/122

¹Hospitalization during elimination period. If your elimination period is 30 days or less and you are confined to a hospital for 24 hours or more, the elimination period will be waived. ²Pre-existing condition limitation. No benefits paid for conditions treated within three months prior to your effective date until 12 months of coverage. If disabled from such a condition, benefits last max 4 weeks. If your disability is a result of a pre-existing condition, we will pay benefits for a maximum of six weeks.

Are there pre-existing condition limitations?

Educator Disability Rates Click here for a complete list of disability rates.

Yes. All plans include pre-existing condition limitations that could impact you if you are a firsttime enrollee in your employer’s disability plan (including your initial new hire enrollment). Review the plan documents for full details.

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Hospital Indemnity Insurance

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The Hospital Indemnity plan helps you with the high cost of medical care by paying you a cash benefit when you have an inpatient hospital stay. Unlike traditional insurance that pays a benefit to the hospital or doctor, these plans pay you directly. It is up to you how you want to use the cash benefit. These costs may include meals, travel, childcare or eldercare, deductibles, coinsurance, medication, or time away from work. See the plan document for full details.

Hospital Indemnity Insurance Provider:

Hospital Indemnity Benefits Summary Hospital Indemnity Plan Option 1 (Low Plan)

Option 2 (High Plan)

Hospital Admission Benefit Amount

$1,500 hospital/ICU $1,500

$3,000 hospital/ICU $3,000

Hospital Admission Benefit (Per Occurrence, or # of Times Per Year)

4 hospital admissions and 1 ICU admission per year.

$100 up to 30 days

$200 up to 30 days

PLAN FEATURES

Daily Hospital Stay Benefit & Max Days

$200 up to 30 days

$400 up to 30 days

Observation Coverage Included & Amount Payable

$500, 1 per calendar year for less than 20 hours

Newborn Care Admission (One time admission)

25% of admission and ICU daily benefits Example of 15 day NICU stay and 3 day regular stay for mom = Total paid = $9,875

25% of admission and ICU daily benefits Example of 15 day NICU stay and 3 day regular stay for mom = Total paid = $12,350

$500 up to 2 days

Yes

Daily Hospital ICU Benefit & Max Days

Newborn Care Stay Benefit & Max Days Pregnancy Coverage Included

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Hospital Indemnity Insurance Hospital Indemnity Plan Option 1 (Low Plan)

Option 2 (High Plan)

UNIQUE BENEFITS $50 per person

Health Screening/ Wellness Benefit

List Other Unique Benefits

Fast track claims for maternity; we do not require a doctor’s statement and auto adjudicate the first 2 days + admission of a vaginal delivery and the first 3 days + admission for a c-section; 25% NICU rider; Admissions do not have to be separated by a certain period of time.

PLAN PROVISIONS Are Benefits Determined by Policy Year or Calendar Year?

Calendar

HSA Compatible

Yes

Pre-Existing Condition Limitation

None None

Pre-Existing Condition Period

20 hours or more

Required number of hours confined for In-Patient

Yes

Portability

EMPLOYEE MONTHLY CONTRIBUTIONS Employee

$14.22

$25.14

Employee and Spouse

$25.38

$44.70

Employee and Child(ren)

$26.42

$46.14

Employee and Family

$39.58

$69.18

ADDITIONAL INFORMATION Child automatically covered within the first 31 days; Children born via surrogate are covered the same as any other child.

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Cancer Insurance Treatment for cancer is often lengthy and expensive. While your health insurance helps pay the medical expenses for cancer treatment, it does not cover the cost of non-medical expenses, such as out-of-town treatments, special diets, daily living, and household upkeep. In addition to these non-medical expenses, you are responsible for paying your health plan deductibles and/or coinsurance. Cancer insurance helps pay for these direct and indirect treatment costs so you can focus on your health.

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Cancer Insurance Provider:

Cancer Insurance Benefits Summary Cancer Plan Hormone Therapy 12 Treatments per 12-month period

$50 per treatment

Radiation, Chemotherapy, Immunotherapy Charges Maximum Per 12-month period

$20,000

Internal Cancer First Occurrence Rider benefit • Lump Sum Benefit 1 per Lifetime per person insured • Lump Sum Benefit Eligible Dependent 1 per Lifetime

$5,000 $7,500

Hospital Intensive Care Unit Rider Benefits • Intensive Care Unit • Step Down Unit - Max 45 days per Confinement or ICU

$600 per day $300 per day

EMPLOYEE MONTHLY CONTRIBUTIONS Employee Employee and Spouse Employee and Child(ren) Employee and Family

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$21.88 $35.20 $27.24 $37.96

Critical Illness Insurance

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Critical Illness insurance helps pay the cost of non-medical expenses related to a covered critical illness or cancer.

Critical Illness Insurance Provider:

The plan provides a lump sum benefit payment to you upon first and second diagnosis of any covered critical illness or cancer. The benefit can help cover expenses such as lost income, out-of-town treatments, special diets, daily living, and household upkeep costs. This coverage is portable. See the plan document for full details.

Critical Illness Insurance Benefits Summary Critical Illness Insurance Plan Employee – $10,000, $20,000, $30,000, $40,000 Spouse – 100% of employee amount Children – 50% of employee amount CRITICAL ILLNESS COVERED CONDITIONS (Percentage Payable ) VASCULAR Heart Attack Stroke

100% 100%

Coronary Artery Disease

50% (stent, angioplasty, angio jet clot, atherectomy, abdominal aortic aneurysm surgery all covered procedures)

Coronary Artery Bypass

50%

Angioplasty

50%

Sudden Cardiac Arrest

100%

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Critical Illness Insurance Critical Illness Insurance Plan OTHER SPECIFIED Major Organ Failure

100%

End-Stage Renal Disease

100%

Paralysis

100%

Coma

100%

Blindness

100%

Loss of Hearing or Speech

100%

NEUROLOGICAL Mild Stage Alzheimer's Disease

100%

Advanced Stage Alzheimer's Disease

100%

Amyotrophic Lateral Sclerosis (ALS)

100%

Parkinson's Disease

Not covered

Huntington's Disease

100%

CHILD SPECIFIED Type 1 Diabetes

100%

Down Syndrome

100%

Congenital Defects

100% - Cleft Lip/Palate

Cerebral Palsy

100%

Cystic Fibrosis

100%

Muscular Dystrophy

100% RECURRENCE BENEFIT (Percentage Payable)

Heart Attack

100% of the previously payable benefit

Coronary Artery Disease

100% of the previously payable benefit

Major Organ Failure

100% of the previously payable benefit

Stroke

100% of the previously payable benefit

Coma

100% of the previously payable benefit CANCER COVERED CONDITIONS (Percentage Payable)

Invasive Cancer

100%

Carcinoma in Situ

50%

Skin Cancer

100% CANCER RECURRENCE BENEFIT (Percentage Payable)

Invasive Cancer

100% of the previously payable benefit

Carcinoma in Situ

100% of the previously payable benefit

Skin Cancer

Not applicable. Payable once per lifetime UNIQUE BENEFITS

Health Screening/ Wellness Benefit Cap on # of family members that can get a wellness benefit? List Other Unique Benefits

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$75 per covered individual; telephonic submission with date of qualifying test is all that is required. No cap Unlimited recurrence benefits as long as the separation periods are met. Plan never caps out.

Critical Illness Insurance Critical Illness Insurance Plan PLAN PROVISIONS Are Benefits Determined by Policy Year or Calendar Year?

Calendar

Pre-Existing Condition Limitations (Yes/No) Pre-Existing Condition Period

No None, but the diagnosis must occur after the effective date of coverage

Separation Period (Different Condition)

0 months

Recurrence Period (Same Condition)

3 months

Employee / Spouse Reduction Schedule

None

Portability

Yes

RATES EMPLOYEE AGE

$10,000

$20,000

$30,000

$40,000

Under 25

$3.88

$7.76

$11.64

$15.52

25-29

$4.60

$9.20

$13.80

$18.40

30-34

$5.68

$11.36

$17.04

$22.72

35-39

$7.02

$14.04

$21.06

$28.08

40-44

$9.18

$18.36

$27.54

$36.72

45-49

$13.14

$26.28

$39.42

$52.56

50-54

$16.74

$33.48

$50.22

$66.96

55-59

$20.98

$41.96

$62.94

$83.92

SPOUSE AGE

$10,000

$20,000

$30,000

$40,000

Under 25

$2.62

$5.24

$7.86

$10.48

25-29

$3.52

$7.04

$10.56

$14.08

30-34

$4.32

$8.64

$12.96

$17.28

35-39

$5.58

$11.16

$16.74

$22.32

40-44

$7.66

$15.32

$22.98

$30.64

45-49

$11.44

$22.88

$34.32

$45.76

50-54

$16.38

$32.76

$49.14

$65.52

55-59

$22.24

$44.48

$66.72

$88.96

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Accident Insurance Accident insurance provides affordable protection against a sudden, unforeseen accident.

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Accident Insurance Provider:

Accident insurance helps offset the direct and indirect expenses such as copayments, deductibles, ambulance, physical therapy, childcare, rent, and other costs not covered by traditional health plans. You will be paid a specific sum of money directly based on the care and services provided for your covered accident. Use the money any way you see fit. See the plan document for full details.

Accident Insurance Benefits Summary High Plan

Low Plan

Ambulance • Ground • Air

$1,000 $2,500

$750 $2,000

Emergency Room

$250

$200

Intensive Care Unit

$2,000

$1,500

Initial Physician Office Visit

$150

$100

Daily ICU Confinement

$800

$600

See the policy Schedule

$100K $50K $25,000

$75K $37,500 $18,750

$13.06 $20.58 $21.78 $34.28

$9.44 $14.88 $15.72 $24.76

Specific Sum Injuries Dislocations, ruptured discs, eye injuries, fractures, lacerations, concussions, etc. Accidental Death & Dismemberment* • Spouse 50% • Child(ren) 25%

EMPLOYEE MONTHLY CONTRIBUTIONS Employee Employee and Spouse Employee and Child(ren) Employee and Family

* Percentage of benefit paid for dismemberment is dependent on type of loss.

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Working towards Protection

Telehealth with Behavioral Health This voluntary telehealth program gives you 24/7 access to board-certified doctors, licensed counselors, and psychiatrists via your mobile device or computer – from home, the office, or on the go. Whether you need medical care or support navigating stress and life changes, confidential help is at your fingertips. It is a standalone program that is NOT tied to your medical plan coverage.

Telehealth with Behavioral Health Provider:

While telehealth with behavioral health does not replace your primary care physician, counselor, or psychiatrist, it is a convenient and cost-effective option when you need care and: Have a non-emergency issue and are considering an after-hours health care clinic, urgent care clinic, or emergency room for treatment Are on a business trip, vacation, or away from home Are unable to see your primary care physician, counselor, or psychiatrist

Get More Information and Register Skip the trip to your doctor! Set up your account so you can get on-demand medical care. Visit www.recurohealth.com. Call 855-673-2876. Download the Recuro app.

YOUR TELEHEALTH WITH BEHAVIORAL HEALTH COPAY IS $0!* *Initial consultation and $99 follow-up consultations.

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Do not use telehealth for serious or life-threatening emergencies.

When to Use Telehealth For minor conditions such as: Sore throat

Allergies

Headache

Fever

Stomachache

Urinary tract infections

Cold/flu

Behavioral health

Telehealth with Behavioral Health MONTHLY RATES Employee and Family

$12

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Emergency Medical Transport MASA Medical Transport Solutions (MASA MTS) helps you prepare for the unexpected with affordable medical emergency air and ground transportation.

For More Information Visit www.masamts.com. Call 800-643-9023. Download the MASA Global app.

Emergency Medical Transport Provider:

If you or your family members need emergency medical transport, your insurance coverage and Medicare may not cover all of the costs. Following your medical crisis, MASA MTS will negotiate with your medical plan provider and cover your remaining balance on your medical transportation bills. Participation in this plan is voluntary.

Visit www.mybenefitshub.com/prosperisd for full plan details.

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Emergency Medical Transport Emergency Medical Transport Benefits Summary EMERGENCY MEDICAL TRANSPORT – MASA SERVICES

Emergent Plus Plan

Emergency Ground Ambulance Coverage

Emergency Air Ambulance Coverage

Hospital to Hospital Ambulance Coverage

Repatriation Near Home Coverage

Minor Return Transportation Coverage Pet Return Transportation Coverage Post Admission Continued Care Transportation Coverage Sick While Away From Home Expense Protection Patient Return Transportation Coverage Companion Emergency Transportation Coverage Hospital Visitor Transportation Coverage Mortal Remains Transportation Coverage Vehicle & RV Return Coverage Organ Retrieval Transportation Coverage Organ Recipient Transportation Coverage

RATES (MONTHLY) Employee

$14.00

Employee and Family

$14.00

Coverage territories: 1

United States and Canada

Disclaimer: This material is for informational purposes only and does not provide any coverage. The benefits listed, and the descriptions thereof, do not guarantee coverage and do not represent the full terms and conditions applicable for usage and may only be offered in some memberships or policies. Premiums, benefits, and coverage vary depending on the plan selected. For a complete list of benefits, premiums, terms, conditions, and restrictions, please refer to the applicable member services agreement or policy for your state. For additional information and disclosures about MASA plans, visit: https://info.masaglobal.com/disclaimers.

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Employee Assistance Program The Employee Assistance Program (EAP) helps you and family members cope with a variety of personal and work-related issues.

For 24/7 Support and More Information Visit www.guidanceresources.com. (Username: LFGSupport; Password: LFGSupport1) Call 888-628-4824. Download the GuidanceNow app.

EAP Provider:

Support at Any Hour of the Day or Night!

This program provides confidential counseling and support services at little or no cost to you to help with: Relationships Work-life balance Stress and anxiety

Will preparation and estate resolution Grief and loss Childcare and eldercare issues

Substance abuse Financial and legal matters And more

The EAP also offers up to five free face-to-face counseling sessions per person, per issue, per calendar year.

Working Towards Support

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Identity Theft Protection This plan helps to prevent or minimize the harm caused by identity theft when someone uses your personal information without permission. Monitoring of credit files, financial accounts, and the dark web for fraudulent activity Alerts when suspicious activity is detected Identity restoration services Fraud resolution services

To Learn More Visit www.idwatchdog.com. Call 866-513-1518. Download the ID Watchdog app.

Identity Theft Provider: EMPLOYEE MONTHLY CONTRIBUTIONS Employee Only

Employee + Family

Plan 1B

$7.96

$14.96

Platinum Plan

$11.96

$22.96

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Retirement Plan When you consistently save money throughout your career, it lays a secure foundation for your retirement years. Enroll in our retirement plans to help you reach your investment and retirement goals.

To Enroll and Get More Details Visit www.tcgservices.com. Call 800-943-9179.

We offer two plans to help with your retirement goals:

Read the Retirement Enrollment Guide.

A 403(b) plan is a U.S. tax-advantaged retirement savings plan available for public education organizations.

Contributions

A 457(b) plan is a tax-deferred compensation plan provided for employees of certain tax-exempt, governmental organizations or public education institutions.

Prosper ISD will match employee contributions to their 403(b) or 457(b) plan up to $25 per pay period.

Plan Comparison 403(b)

457(b)

What is a 403(b)?

What is a 457(b)?

A 403(b) plan is a retirement plan for certain employees of public schools, tax-exempt organizations, and ministers. Contributions are made under a Salary Reduction Agreement (SRA) with your employer. This agreement allows your employer to withhold money from your paycheck to be contributed directly into a 403(b) account for your benefit. Usually, you do not pay income tax on these contributions until you withdraw them from the account.

The 457(b) plan is a type of deferred-compensation retirement plan that is available for governmental employers. The employer provides the plan and the employee defers compensation into it on a pre-tax basis. For the most part, the plan operates similarly to a 401(k) or 403(b) plan. The key difference is that there is no penalty for withdrawal before the age of 59. (but subject to income tax).

You have 35+ companies to choose from with a variety of investment types available (fixed annuity, fixed index annuity, variable annuity, investment advisory services, or mutual funds).

Prosper ISD has selected one company to provide our employees with the 457(b) plan. TCG Administrators offers several investment options. Visit the website for a list of fees of service plan providers.

How to Enroll • Set up your 403b account with an approved vendor. • Complete the Salary Reduction Agreement with TCG Administrators. There is an additional tax penalty on any funds withdrawn prior to retirement age.

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• Complete the Salary Reduction Agreement with TCG Administrators. • There is no penalty for early withdrawal (upon separation of service).

Glossary of Terms ACA (Affordable Care Act) – The ACA is comprehensive health care reform law enacted in March 2010. References to ACA at HPS typically involve reporting requirements, specifically, that obligate employers to report medical coverage for employees and to provide documents for employee tax preparation. HPS partners with ACA service providers to assist clients in meeting these requirements. Actively-at-work – This term refers to being at work as opposed to being on vacation, leave, or away from work for any other reason. Companywide or position-wide reporting dates (like summer breaks or winter breaks for teachers) do not apply here. ADL (Activities of Daily Living) – This is a concept related to eligibility for Long Term Care (LTC) benefits. There are six ADLs: bathing, dressing, toileting, transferring, eating, and continence. Most LTC plans require that the covered individual be unable to perform a certain number of these tasks to be eligible for benefits. Beneficiary – This is who will receive a benefit in the event of the insured’s death. A policy may have more than one beneficiary. Benefit Duration – This is the maximum period of time in which a claimant can receive benefits. Benefit Reduction – Some plans may include percentage reductions in benefit amounts when participants reach a certain age. Cafeteria/Section 125 Plan – This plan provides participants an opportunity to pay for qualified benefits on a pretax basis. Premiums for most medical, dental, vision, FSA, HSA, accident, and cancer plans are deducted on a pretax basis, which reduces participants’ taxable income. Certificate of Benefits (Certificate of Coverage) – The certificate serves as the primary official plan document for participants of group benefits, as they are not enrolled in an individual policy.

COBRA – COBRA allows participants who lose their health benefits the right to continue group health benefits for limited periods of time under certain circumstances including voluntary or involuntary job loss, reduction in the hours worked, transition between jobs, death, divorce, and other life events. Qualified individuals will have to pay the full premium (including any employer contribution applied when employed) up to 102% of the cost to the plan. Coverage is typically available for 18 months but can be extended in certain situations. Copay – Also known as a copayment, this is the fixed amount you pay for health care services received at the time of service. A copay typically goes toward your deductible. Coinsurance – After you have met your deductible, this is your share of the cost of a covered health care service, which is calculated as a percent of the allowed amount for the service. For example, your coinsurance is 20% (while the insurer pays the remaining 80%). Contingent Beneficiary – This is who will receive a benefit in the event of the beneficiary’s (aka the primary beneficiary) death. A policy may have more than one contingent beneficiary. Contingent Plans – Contingent plans make benefits available to participants only when another specific benefit has been elected. Examples of contingent plans include voluntary life for dependents (contingent on the election of employee voluntary life) and a Health Saving Account (contingent on the election of a High Deductible Health Plan). Continuation of Coverage – Many plans offered by HPS clients are continuable under COBRA or portability or conversion options. Standalone clients and cooperatives will have “continuation of coverage” documents that detail plan continuation availability. Conversion – Conversion is a benefit continuation option that transforms group coverage into individual coverage, separate from the group policy. This typically comes with much higher premiums.

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Glossary of Terms Covered Expenses – These are health care expenses covered under your health plan. Deductible – This is the amount a participant must cover for health care services before the insurer will share costs and provide coinsurance. Dental Reimbursement Types – Various types of dental plans (except DHMO plans) will pay out-of-network benefits differently. MAC/MRC/NAP (Maximum Allowable Charge/ Maximum Reimbursable Charge/Network Access Plan): Participants will receive the same payouts (contracted fees) for services whether they go in or out of network; and they may be balance billed when going out of network. UCR/R&C(Usual, Customary, and Reasonable/ Reasonable & Customary): When going out of network, the plan will pay an amount determined by the usual cost charged for the service by dentists in a certain geographical area. Eligibility Waiting Period – This period is the amount of time new hires must wait before they are eligible for benefits. Most HPS clients will allow for new hires to be eligible the first of the month following (or coincident with) their date of hire. Elimination Period – Also known as a waiting period, this is the number of calendar days that participants in a Disability plan must be disabled before they are eligible to receive benefits. Employer Contribution – The amount of premium or financial contribution an employer provides to participants for insurance, spending accounts, or retirement. EOB (Explanation of Benefits) – This statement from your insurance carrier explains which procedures and services were provided, how much they cost, what portion of the claim was paid by the plan, and what portion of the claim is your responsibility. It also includes information on how you can appeal the insurer’s decision. These statements are also posted on the carrier’s website for your review.

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EOI (Evidence of Insurability)/Statement of Health (SOH) – Some plans require an application or a “proof of good health” type of statement to obtain coverage. This is commonly referred to as EOI (Evidence of Insurability). Such applications or statements must be submitted electronically or by mail to the carrier for approval. Evergreen Clause – This clause, written into a client’s Cafeteria/Section 125 Plan, allows a client to roll over Flexible Spending Account elections into the new plan year. FMLA (Family and Medical Leave Act) – This act ensures employees have job-protected and unpaid leave for qualified medical and family reasons. FSA (Flexible Spending Account) – An option that allows participants to set aside pretax dollars to pay for qualified expenses (i.e., certain medical care or dependent care expenses) during a specific period (usually a 12-month period). Participants determine how much to contribute to their FSA at the beginning of the plan year. Most funds must be used by the end of the year, depending upon the type of FSA, as there is a limited carryover amount. Grace Period – As it pertains to FSAs, this is the period immediately following the end of the plan year during which participants can incur new claims to use their remaining FSA funds. Guaranteed Issue – Some plans may include Guaranteed Issue coverage to new enrollees without EOI. HDHP (High Deductible Health Plan) – A qualified health plan that combines lower monthly premiums in exchange for higher deductibles and out-of-pocket limits. These plans are often coupled with an HSA. HMO/DHMO (Health Maintenance Organization/ Dental Health Maintenance Organization) – Medical plans labeled as HMO plans have a specified network of providers, and benefits are generally not available outside of that network except in an emergency. DHMO plans follow this same model for dental coverage. HPS (Higginbotham Public Sector) – HPS is the insurance broker that represents your account.

Glossary of Terms HRA (Health Reimbursement Arrangement) – This is an employer-owned savings account to which the company deposits pretax dollars for each of its covered employees. Employees can then use the funds in their HRA to reimburse themselves for incurred qualified health care expenses. HSA (Health Savings Account) – This is an employeeowned savings account used to pay for eligible health care expenses with pretax dollars. Funds in the account do not have to be used within a specified time period. An HSA must be coupled with qualified HDHP. In-network – Doctors (e.g., a primary care physician or specialist), hospitals, and other providers that contract with your insurance company provide health care services at discounted rates. These providers are on an outlined list of health care practitioners. Inpatient – A person who is treated as a registered patient in a hospital or other health care facility. Medically Necessary – Services or supplies provided by a hospital, health care facility, or physician that meet the following criteria: (1) are appropriate for the symptoms and diagnosis and/or treatment of the condition, illness, disease, or injury; (2) serve to provide diagnosis or direct care and/or treatment of the condition, illness, disease, or injury; (3) are in accordance with standards of good medical practice; (4) are not primarily serving as convenience; and (5) are considered the most appropriate care available. Medicare – An insurance program administered by the federal government to provide health coverage to individuals age 65 or older, or who have certain disabilities or illnesses. Member – You and those covered become members when you enroll in a health plan. This includes eligible employees, their dependents, COBRA beneficiaries, and surviving spouses. Open Enrollment – Open Enrollment refers to the annual period during which employees may enroll in available benefits or make coverage changes without a Qualifying Life Event.

Out-of-network – Doctors, hospitals, and other providers that are not contracted with your insurance company. If you choose an out-of-network provider, you may be responsible for costs over the amount allowed by your insurance carrier. Out-of-pocket Expense – Amount that you must pay toward the cost of health care services. This includes deductibles, copayments, and coinsurance. Out-of-pocket Maximum – Also known as an out-ofpocket limit, this is the most you pay during a policy or benefit period (usually a 12-month period) before your health insurance or plan begins to pay 100% of the allowed amount for covered services. PCP (Primary Care Physician) – A doctor who is selected to coordinate treatment under your health plan. This generally includes family practice physicians, general practitioners, internists, and pediatricians. Plan Year – A 12-month period of benefits coverage under a group health plan, which may or may not coincide with a calendar year. Plan Year Maximum – The maximum amount of benefit available to a participant for each plan year. Portability – Portability is a continuation option available that allows participants to continue group coverage beyond their employment. Premiums typically remain in line with active participants, but coverage depends on the continuation of the group policy. If the group policy terminates, portability will no longer be available. PPO (Preferred Provider Organization) – Health plans labeled as PPO refer to the network structure and plan availability. In-network PPO plan providers have agreed to offer services at a contracted rate, which means members generally pay less and get the highest level of benefits. Out-of-network services and providers are also available, but you may pay more for care and generally receive fewer benefits. Preventive Care – The care you receive to help prevent illness or disease. It also includes counseling to prevent health problems.

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Glossary of Terms Pre-existing Condition – A pre-existing condition is a medical event, treatment, or diagnosis that occurs prior to the effective date of insurance coverage.

SSNRA (Social Security Normal Retirement Age) – This is the normal retirement age for an employee under the federal Social Security Act.

Pre-existing Condition Limitation – Some plans may limit benefits due to pre-existing conditions for a set period of time.

SSDI (Social Security Disability Insurance) – Disability benefits are available through Social Security as long as a participant is “insured” (has worked long enough and paid into Social Security) and has been defined as disabled by the federal government.

Premium – A reference to the cost (usually monthly) of insurance/benefits paid by the employer or employee. QLE (Qualifying Life Event) – These are events that allow changes to pretax benefits outside of Open Enrollment. Changes must typically be made within 30 or 31 days of the event. Examples of QLEs include marriage, birth, divorce, gain or loss of benefits coverage, and change in employment status affecting benefits. Rate Guarantee – Plan pricing can be under a rate guarantee for a certain amount of time, typically two to four years. The premium rates cannot be changed during this time. Renewal – When a plan’s rate guarantee expires, a rate renewal will be received from the carrier’s underwriter. This establishes new rates beyond the expiration of the rate guarantee. Clients can either accept the new rates, attempt to negotiate the renewal (usually assisted by HPS), or publish an RFP (Request for Proposal) to shop for a new carrier. Rollover – As it pertains to a Health Care FSA or Limited Purpose Health Care FSA, a client can establish a limit of $680 (for 2026) of unused funds that can be rolled over to the next plan year, provided the participant re-enrolls in the FSA plan. Run-out Period – Related to FSAs, this is a period immediately following the end of the plan year in which participants can submit claims incurred within the plan year. For new onboarding clients, this period can be managed by the current or new administrator. The current administrator may charge a fee. If the new administrator manages the run-out period, it will need a report of the FSA participants and their remaining FSA balances.

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THEbenefitsHUB – This is the benefits enrollment system used by HPS. Underwriting – This is the process of evaluating the risks of insuring an individual or group and establishing premium rates and coverage for the individual or group. Clients are subject to underwriting during RFPs and renewals, and their employees are subject to underwriting when submitting EOI statements for coverage. Usual, Customary and Reasonable (UCR) Allowance – This is the fee paid for covered services that is: (1) a similar amount to the fee charged by a health care provider to the majority of patients for the same procedure; (2) the customary fee paid to providers with similar training and expertise in a similar geographic area: and (3) reasonable in light of any unusual clinical circumstances. Waiver of Premium (WOP) – This is a feature in some insurance plans that allows premiums to be suspended for a participant for a period of disability.

Important Legal Notices Women’s Health and Cancer Rights Act of 1998 In October 1998, Congress enacted the Women’s Health and Cancer Rights Act of 1998. This notice explains some important provisions of the Act. Please review this information carefully. As specified in the Women’s Health and Cancer Rights Act, a plan participant or beneficiary who elects breast reconstruction in connection with a mastectomy is also entitled to the following benefits: 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; and Prostheses and treatment of physical complications of the mastectomy, including lymphedema. Health plans must determine the manner of coverage in consultation with the attending physician and the patient. Coverage for breast reconstruction and related services may be subject to deductibles and coinsurance amounts that are consistent with those that apply to other benefits under the plan.

Special Enrollment Rights This 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 Coverage or Becoming Eligible for Medicaid or a state Children’s Health Insurance Program (CHIP) If you are declining coverage for yourself or your dependents because of other health insurance or group health plan coverage, you may be able to later 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 enroll within 31 days after your or your dependents’ other coverage ends (or after the employer that sponsors that coverage stops contributing toward the other coverage). If you or your dependents lose eligibility under a Medicaid plan or CHIP, or if you or your dependents become eligible for a subsidy under Medicaid or CHIP, you may be able to enroll yourself and your dependents in this plan. You must provide notification within 60 days after you or your dependent is terminated from, or determined to be eligible for, such assistance.

If neither you nor any of your covered dependents are eligible for or have Medicare, this notice does not apply to you or the dependents, as the case may be. However, you should still keep a copy of this notice in the event you or a dependent should qualify for coverage under Medicare in the future. Please note, however, that later notices might supersede this notice. 1.

Medicare prescription drug coverage became available in 2006 to everyone with Medicare. You can get this coverage through a Medicare Prescription Drug Plan or a Medicare Advantage Plan that offers prescription drug coverage. All Medicare prescription 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.

Prosper ISD has determined that the prescription drug coverage offered by the Prosper ISD medical plan is, on average for all plan participants, expected to pay out as much as the standard Medicare prescription drug coverage pays and is considered Creditable Coverage. The HSA plan is not considered Creditable Coverage.

Marriage, Birth or Adoption If you have a new dependent as a result of a marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your dependents. However, you must enroll within 31 days after the marriage, birth, or placement for adoption. For More Information or Assistance To request special enrollment or obtain more information, contact: Prosper ISD Human Resources 605 East 7th St Prosper, Texas 75078 463-219-2000

Your Prescription Drug Coverage and Medicare Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with Prosper ISD and about your options under Medicare’s prescription drug coverage. This information can help you decide whether or not you want to enroll in a Medicare drug plan. Information about where you can get help to make decisions about your prescription drug coverage is at the end of this notice.

Because your existing coverage is, on average, at least as good as standard Medicare prescription drug coverage, you can keep this coverage and not pay a higher premium (a penalty) if you later decide to enroll in a Medicare prescription drug plan, as long as you later enroll within specific time periods. You can enroll in a Medicare prescription drug plan when you first become eligible for Medicare. If you decide to wait to enroll in a Medicare prescription drug plan, you may enroll later, during Medicare Part D’s annual enrollment period, which runs each year from October 15 through December 7 but as a general rule, if you delay your enrollment in Medicare Part D after first becoming eligible to enroll, you may have to pay a higher premium (a penalty).

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Important Legal Notices You should compare your current coverage, including which drugs are covered at what cost, with the coverage and cost of the plans offering Medicare prescription drug coverage in your area. See the Plan’s summary plan description for a summary of the Plan’s prescription drug coverage. If you don’t have a copy, you can get one by contacting Prosper ISD at the phone number or address listed at the end of this section. If you choose to enroll in a Medicare prescription drug plan and cancel your current Prosper ISD prescription drug coverage, be aware that you and your dependents may not be able to get this coverage back. To regain coverage, you would have to re-enroll in the Plan, pursuant to the Plan’s eligibility and enrollment rules. You should review the Plan’s summary plan description to determine if and when you are allowed to add coverage. If you cancel or lose your current coverage and do not have prescription drug coverage for 63 days or longer prior to enrolling in the Medicare prescription drug coverage, your monthly premium will be at least 1% per month greater for every month that you did not have coverage for as long as you have Medicare prescription drug coverage. For example, if nineteen months lapse without coverage, your premium will always be at least 19% higher than it would have been without the lapse in coverage. For more information about this notice or your current prescription drug coverage: Contact the Human Resources Department at 463-219-2000.

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 prescription 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 (1-800-6334227). TTY users should call 877486-2048. If you have limited income and resources, extra help paying for Medicare prescription drug coverage is available. Information about this extra help is available from the Social Security Administration (SSA) online at www. socialsecurity.gov, or you can call them at 800-772-1213. TTY users should call 800-325-0778. Remember: Keep this Creditable Coverage notice. If you enroll in one of the new plans approved by Medicare which offer prescription drug coverage, 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 whether or not you are required to pay a higher premium (a penalty).

NOTE: You will receive this notice annually and at other times in the future, such as before the next period you can enroll in Medicare prescription drug coverage and if this coverage changes. You may also request a copy.

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September 1, 2026 Prosper ISD Human Resources 605 East 7th St Prosper, Texas 75078 463-219-2000

Notice of HIPAA Privacy Practices THIS NOTICE OF PRIVACY PRACTICES DESCRIBES HOW MEDICAL INFORMATION ABOUT YOU MAY BE USED AND DISCLOSED AND HOW YOU CAN GET ACCESS TO THIS INFORMATION. PLEASE REVIEW IT CAREFULLY. This Notice of Privacy Practices (the “Notice”) describes the legal obligations of Prosper ISD’s Group Health Plan (the “Plan”) and your legal rights regarding your protected health information held by the Plan under the Health Insurance Portability and Accountability Act of 1996 (HIPAA) and the Health Information Technology for Economic and Clinical Health Act (HITECH Act). Among other things, this Notice describes how your protected health information may be used or disclosed to carry out treatment, payment, or health care operations, or for any other purposes that are permitted or required by law. We are required to provide this Notice of Privacy Practices to you pursuant to HIPAA. The HIPAA Privacy Rule protects only certain medical information known as “protected health information.” Generally, protected health information (PHI) is health information, including demographic information, collected from you or created or received by a health care provider, a health care clearinghouse, a health plan, or your employer on behalf of a group health plan, from which it is possible to individually identify you and that relates to: 1.

Your past, present, or future physical or mental health or condition;

The provision of health care to you; or

The past, present, or future payment for the provision of health care to you.

Important Legal Notices I. Contact Information If you have any questions about this Notice or about our privacy practices, and for any correspondence or requests related to the contents of this Notice, please contact: Prosper ISD Human Resources 605 East 7th St Prosper, Texas 75078 463-219-2000 II. Effective Date This Notice is effective February 15, 2026. III. Our Responsibilities We are required by law to: 1.

maintain the privacy of your PHI;

provide you with certain rights with respect to your PHI;

provide you with a copy of this Notice of our legal duties and privacy practices with respect to your PHI; and

follow the terms of the Notice that is currently in effect.

We reserve the right to change the terms of this Notice and to make new provisions regarding your PHI that we maintain, as allowed or required by law. If we make any material change to this Notice, we will provide you with a copy of our revised Notice of Privacy Practices.

IV. How We May Use and Disclose Your PHI Under the law, we may use or disclose your PHI under certain circumstances without your permission. The following categories describe the different ways that we may use and disclose your PHI. For each category of uses or disclosures we will explain what we mean and present some examples. Not every use or disclosure in a category will be listed. However, all of the ways we are permitted to use and disclose information will fall within one of the categories. Note that we will use and disclose PHI as described below unless otherwise prohibited or restricted by applicable state or other law, and that information can lose its protected status as PHI once re-disclosed by a recipient. For Treatment. When and as appropriate, we may use or disclose medical information about you to facilitate medical treatment or services by health care providers. We may disclose medical information about you to providers, including doctors, nurses, technicians, medical students, or other hospital personnel who are involved in taking care of you. For example, we might disclose information about you with physicians who are treating you. For Payment. We may use or disclose your protected health information to determine your eligibility for Plan benefits, to facilitate payment for the treatment and services you receive from health care providers, to determine benefit responsibility under the Plan, or to coordinate Plan coverage. For example, we may tell your health care provider about your medical history to determine whether a particular treatment is experimental, investigational, or medically necessary, or to determine whether the Plan will cover the treatment. We may also share your protected health information with a utilization review or pre-certification service provider. Likewise, we may share your protected health information with another entity to assist with the adjudication or subrogation of health claims or to another health plan to coordinate benefit payments.

For Health Care Operations. We may use and disclose your protected health information for other Plan operations. These uses and disclosures are necessary to run the Plan. For example, we may use medical information in connection with conducting quality assessment and improvement activities; underwriting, premium rating, and other activities relating to Plan coverage; submitting claims for stop-loss (or excess-loss) coverage; conducting or arranging for medical review, legal services, audit services, and fraud and abuse detection programs; business planning and development such as cost management; and business management and general Plan administrative activities. However, we will not use your genetic information for underwriting purposes. Substance Use Disorder (SUD) Treatment Information. Some of your health information may be part of a SUD patient record and subject to additional protections under federal law (42 CFR Part 2) governing confidentiality of SUD patient records. If we receive or maintain any information about you from a SUD treatment program that is covered by 42 CFR Part 2 (a “Part 2 Program”) through a general consent you provide to the Part 2 Program to use and disclose the SUD patient record for purposes of treatment, payment or health care operations, we may use and disclose your SUD patient record for treatment, payment and health care operations purposes as described in this Notice. If we receive or maintain your SUD patient record through specific consent you provide to us or another third party, we will use and disclose your SUD patient record only as expressly permitted by you in your consent as provided to us. In no event will we use or disclose your SUD patient record, or testimony that describes the information contained in your SUD patient record, in any civil, criminal, administrative, or legislative proceedings by any Federal, State, or local authority, against you, unless authorized by your consent or the order of a court after it provides you notice of the court order.

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Important Legal Notices To Business Associates. We may contract with individuals or entities known as Business Associates to perform various functions on our behalf or to provide certain types of services. In order to perform these functions or to provide these services, Business Associates will receive, create, maintain, transmit, use, and/or disclose your PHI, but only after they agree in writing with us to implement appropriate safeguards regarding your PHI. For example, we may disclose your PHI to a Business Associate to process your claims for Plan benefits or to provide support services, such as utilization management, pharmacy benefit management, or subrogation, but only after the Business Associate enters into a Business Associate contract with us. Treatment Alternatives or HealthRelated Benefits and Services. We may use and disclose your protected health information to send you information about treatment alternatives or other health-related benefits and services that might be of interest to you. As Required by Law. We will disclose your PHI when required to do so by federal, state, or local law. For example, we may disclose your PHI when required by national security laws or public health disclosure laws. To Avert a Serious Threat to Health or Safety. We may use and disclose your PHI when necessary to prevent a serious threat to your health and safety, or the health and safety of the public or another person. Any disclosure, however, would only be to someone able to help prevent the threat. For example, we may disclose your PHI in a proceeding regarding the licensure of a physician.

To Plan Sponsors. For the purpose of administering the plan, we may disclose PHI to certain employees of the Employer. However, those employees will only use or disclose that information as necessary to perform plan administration functions or as otherwise required by HIPAA, unless you have authorized further disclosures. Your PHI cannot be used for employment purposes without your specific authorization.

to prevent or control disease, injury, or disability;

to report births and deaths;

to report child abuse or neglect;

to report reactions to medications or problems with products;

to notify people of recalls of products they may be using;

to notify a person who may have been exposed to a disease or may be at risk for contracting or spreading a disease or condition;

to notify the appropriate government authority if we believe that a patient has been the victim of abuse, neglect, or domestic violence. We will only make this disclosure if you agree, or when required or authorized by law.

V. Special Situations In addition to the above, the following categories describe other possible ways that we may use and disclose your PHI without your specific authorization. For each category of uses or disclosures, we will explain what we mean and present some examples. Not every use or disclosure in a category will be listed. However, all of the ways we are permitted to use and disclose information will fall within one of the categories. Organ and Tissue Donation. If you are an organ donor, we may release your PHI after your death to organizations that handle organ procurement or organ, eye, or tissue transplantation or to an organ donation bank, as necessary to facilitate organ or tissue donation and transplantation. Military. If you are a member of the armed forces, we may release your PHI as required by military command authorities. We may also release PHI about foreign military personnel to the appropriate foreign military authority. Workers’ Compensation. We may release your PHI for workers’ compensation or similar programs, but only as authorized by, and to the extent necessary to comply with, laws relating to workers’ compensation and similar programs that provide benefits for work-related injuries or illness. Public Health Risks. We may disclose your PHI for public health activities. These activities generally include the following:

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Health Oversight Activities. We may disclose your PHI to a health oversight agency for activities authorized by law. These oversight activities include, for example, audits, investigations, inspections, and licensure. These activities are necessary for the government to monitor the health care system, government programs, and compliance with civil rights laws. Lawsuits and Disputes. If you are involved in a lawsuit or a dispute, we may disclose your PHI in response to a court or administrative order. We may also disclose your PHI in response to a subpoena, discovery request, or other lawful process by someone involved in a legal dispute, but only if efforts have been made to tell you about the request or to obtain a court or administrative order protecting the information requested. Law Enforcement. We may disclose your PHI if asked to do so by a lawenforcement official. 1.

in response to a court order, subpoena, warrant, summons, or similar process;

to identify or locate a suspect, fugitive, material witness, or missing person;

Important Legal Notices 3.

about the victim of a crime if, under certain limited circumstances, we are unable to obtain the victim’s agreement;

about a death that we believe may be the result of criminal conduct; and

about criminal conduct.

Coroners, Medical Examiners, and Funeral Directors. We may release PHI to a coroner or medical examiner. This may be necessary, for example, to identify a deceased person or determine the cause of death. We may also release medical information about patients to funeral directors, as necessary to carry out their duties. National Security and Intelligence Activities. We may release your PHI to authorized federal officials for intelligence, counterintelligence, and other national security activities authorized by law. Inmates. If you are an inmate of a correctional institution or are in the custody of a law-enforcement official, we may disclose your PHI to the correctional institution or law-enforcement official if necessary (1) for the institution to provide you with health care; (2) to protect your health and safety or the health and safety of others; or (3) for the safety and security of the correctional institution. Research. We may disclose your PHI to researchers when: 1.

The individual identifiers have been removed; or

When an institutional review board or privacy board has reviewed the research proposal and established protocols to ensure the privacy of the requested information and approves the research.

VI. Required Disclosures The following is a description of disclosures of your PHI we are required to make.

Government Audits. We are required to disclose your PHI to the Secretary of the United States Department of Health and Human Services when the Secretary is investigating or determining our compliance with the HIPAA privacy rule. Disclosures to You. When you request, we are required to disclose to you the portion of your PHI that contains medical records, billing records, and any other records used to make decisions regarding your health care benefits. We are also required, when requested, to provide you with an accounting of most disclosures of your PHI if the disclosure was for reasons other than for payment, treatment, or health care operations, and if the PHI was not disclosed pursuant to your individual authorization. VII. Other Disclosures Personal Representatives. We will disclose your PHI to individuals authorized by you, or to an individual designated as your personal representative, attorney-in-fact, etc., so long as you provide us with a written notice/authorization and any supporting documents (i.e., power of attorney). Note: Under the HIPAA privacy rule, we do not have to disclose information to a personal representative if we have a reasonable belief that: 1.

You have been, or may be, subject to domestic violence, abuse, or neglect by such person; or

Treating such person as your personal representative could endanger you; and

In the exercise of professional judgment, it is not in your best interest to treat the person as your personal representative.

Spouses and Other Family Members. With only limited exceptions, we will send all mail to the employee. This includes mail relating to the employee’s spouse and other family members who are covered under the Plan and includes mail with information on the use of Plan benefits by the employee’s spouse and other family members and information on the denial of any Plan benefits to the employee’s spouse and other family

members. If a person covered under the Plan has requested Restrictions or Confidential Communications (see below under “Your Rights”), and if we have agreed to the request, we will send mail as provided by the request for Restrictions or Confidential Communications. Authorizations. Other uses or disclosures of your PHI not described above will only be made with your written authorization. For example, in general and subject to specific conditions, we will not use or disclose your psychiatric notes; we will not use or disclose your PHI for marketing; and we will not sell your PHI, unless you give us a written authorization. You may revoke written authorizations at any time, so long as the revocation is in writing. Once we receive your written revocation, it will only be effective for future uses and disclosures. It will not be effective for any information that may have been used or disclosed in reliance upon the written authorization and prior to receiving your written revocation. VIII. Your Rights You have the following rights with respect to your PHI: Right to Inspect and Copy. You have the right to inspect and copy certain PHI that may be used to make decisions about your Plan benefits. If the information you request is maintained electronically, and you request an electronic copy, we will provide a copy in the electronic form and format you request, if the information can be readily produced in that form and format; if the information cannot be readily produced in that form and format, we will work with you to come to an agreement on form and format. If we cannot agree on an electronic form and format, we will provide you with a paper copy. To inspect and copy your PHI, you must submit your request in writing. If you request a copy of the information, we may charge a reasonable fee for the costs of copying, mailing, or other supplies associated with your request.

Visit www.mybenefitshub.com/prosperisd for full plan details.

Important Legal Notices We may deny your request to inspect and copy in certain very limited circumstances. If you are denied access to your medical information, you may request that the denial be reviewed by submitting a written request. Right to Amend. If you feel that the PHI we have about you is incorrect or incomplete, you may ask us to amend the information. You have the right to request an amendment for as long as the information is kept by or for the Plan. To request an amendment, your request must be made in writing. In addition, you must provide a reason that supports your request. We may deny your request for an amendment if it is not in writing or does not include a reason to support the request. In addition, we may deny your request if you ask us to amend information that: 1.

is not part of the medical information kept by or for the Plan;

was not created by us, unless the person or entity that created the information is no longer available to make the amendment;

is not part of the information that you would be permitted to inspect and copy; or

is already accurate and complete.

If we deny your request, you have the right to file a statement of disagreement with us and any future disclosures of the disputed information will include your statement. Right to an Accounting of Disclosures. You have the right to request an “accounting” of certain disclosures of your PHI. The accounting will not include (1) disclosures for purposes of treatment, payment, or health care operations; (2) disclosures made to you; (3) disclosures made pursuant to your authorization; (4) disclosures made to friends or family in your presence or because of an emergency; (5) disclosures for national security purposes; and (6) disclosures incidental to otherwise permissible disclosures.

To request this list or accounting of disclosures, you must submit your request in writing. Your request must state the time period you want the accounting to cover, which may not be longer than six years before the date of the request. Your request should indicate in what form you want the list (for example, paper or electronic). The first list you request within a 12-month period will be provided free of charge. For additional lists, we may charge you for the costs of providing the list. We will notify you of the cost involved and you may choose to withdraw or modify your request at that time before any costs are incurred. Right to Request Restrictions. You have the right to request a restriction or limitation on your PHI that we use or disclose for treatment, payment, or health care operations. You also have the right to request a limit on your PHI that we disclose to someone who is involved in your care or the payment for your care, such as a family member or friend. For example, you could ask that we not use or disclose information about a surgery that you had. Except as provided in the next paragraph, we are not required to agree to your request. However, if we do agree to the request, we will honor the restriction until you revoke it or we notify you. We will comply with any restriction request if (1) except as otherwise required by law, the disclosure is to a health plan for purposes of carrying out payment or health care operations (and is not for purposes of carrying out treatment); and (2) the PHI pertains solely to a health care item or service for which the health care provider involved has been paid in full by you or another person.

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To request restrictions, you must make your request in writing. In your request, you must tell us (1) what information you want to limit; (2) whether you want to limit our use, disclosure, or both; and (3) to whom you want the limits to apply-for example, disclosures to your spouse. Right to Request Confidential Communications. You have the right to request that we communicate with you about medical matters in a certain way or at a certain location. For example, you can ask that we only contact you at work or by mail. To request confidential communications, you must make your request in writing. We will not ask you the reason for your request. Your request must specify how or where you wish to be contacted. We will accommodate all reasonable requests. Right to Be Notified of a Breach. You have the right to be notified in the event that we (or a Business Associate) discover a breach of unsecured PHI. Right to a Paper Copy of This Notice. You have the right to a paper copy of this notice. You may ask us to give you a copy of this notice at any time. Even if you have agreed to receive this notice electronically, you are still entitled to a paper copy of this notice. IX. Complaints If you believe that your privacy rights have been violated, you may file a complaint with the Plan or with the Office for Civil Rights of the United States Department of Health and Human Services. To file a complaint with the Plan, contact the person listed in the Contact Information section of this Notice. All complaints must be submitted in writing. You will not be penalized, or in any other way retaliated against, for filing a complaint with the Office for Civil Rights or with us.

Important Legal Notices 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 1-877KIDS 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, 2026. Contact your State for more information on eligibility.

Georgia – Medicaid

Website: http://www.myalhipp.com/ Phone: 1-855-692-5447

GA HIPP Website: https://medicaid. georgia.gov/health-insurancepremium-payment-program-hipp Phone: 678-564-1162, Press 1 GA CHIPRA Website: https://medicaid. georgia.gov/programs/third-partyliability/childrens-health-insuranceprogram-reauthorization-act-2009chipra Phone: 678-564-1162, Press 2

Alaska – Medicaid

Indiana – Medicaid

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

Health Insurance Premium Payment Program All other Medicaid Website: https://www.in.gov/medicaid/ http://www.in.gov/fssa/dfr/ Family and Social Services Administration Phone: 1-800-403-0864 Member Services Phone: 1-800-4574584

Alabama – Medicaid

Arkansas – Medicaid Website: http://myarhipp.com/ Phone: 1-855-MyARHIPP (855-6927447) California– Medicaid Health Insurance Premium Payment (HIPP) Program Website: 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) and Child Health Plan Plus (CHP+) 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/childhealth-plan-plus CHP+ Customer Service: 1-800-3591991/State Relay 711 Health Insurance Buy-In Program (HIBI): https://www.mycohibi.com/ HIBI Customer Service: 1-855-6926442 Florida – Medicaid Website: https://www. flmedicaidtplrecovery.com/ flmedicaidtplrecovery.com/hipp/index. html Phone: 1-877-357-3268

Iowa – Medicaid and CHIP (Hawki) Medicaid Website: https://hhs.iowa. gov/programs/welcome-iowamedicaid Medicaid Phone: 1-800-338-8366 Hawki Website: https://hhs.iowa.gov/ programs/welcome-iowa-medicaid/ iowa-health-link/hawki Hawki Phone: 1-800-257-8563 HIPP Website: https://hhs.iowa.gov/ programs/welcome-iowa-medicaid/ fee-service/hipp HIPP Phone: 1-888-346-9562 Kansas – Medicaid Website: https://www.kancare.ks.gov/ Phone: 1-800-792-4884 HIPP Phone: 1-800-967-4660 Kentucky – 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://kynect.ky.gov Phone: 1-877-524-4718 Kentucky Medicaid Website: https:// chfs.ky.gov/agencies/dms

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Important Legal Notices Louisiana – Medicaid Louisiana Medicaid Website: https:// www.ldh.la.gov/healthy-louisiana Medicaid Customer Service Line: 1-888-342-6207 Louisiana Medicaid email: healthy@ la.gov Louisiana Health Insurance Premium Program (LaHIPP) Website: https:// www.ldh.la.gov/lahipp LaHIPP phone: 1-877-697-6703 LaHIPP email: La.HIPP@la.gov LaHIPP fax: 1-888-716-9787 LaHIPP mailing address: 100 Crescent Centre Parkway, Suite 1000 Tucker, GA 30084 Maine – Medicaid 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 Massachusetts – Medicaid and CHIP Website: https://www.mass.gov/ masshealth/pa Phone: 1-800-862-4840 TTY: 711 Email: masspremassistance@ accenture.com Minnesota – Medicaid Website: https://mn.gov/dhs/healthcare-coverage/ Phone: 1-800-657-3672 Missouri – Medicaid Website: http://www.dss.mo.gov/mhd/ participants/pages/hipp.htm Phone: 573-751-2005 Montana – Medicaid Website: https://dphhs.mt.gov/ MontanaHealthcarePrograms/HIPP Phone: 1-800-694-3084 Email: HHSHIPPProgram@mt.gov

Nebraska – Medicaid Website: http://www. ACCESSNebraska.ne.gov Phone: 1-855-632-7633 Lincoln: 402-473-7000 Omaha: 402-595-1178 Nevada – Medicaid Medicaid Website: http://dhcfp.nv.gov Medicaid Phone: 1-800-992-0900 New Hampshire – Medicaid Website: https://www.dhhs.nh.gov/ programs-services/medicaid/healthinsurance-premium-program Phone: 603-271-5218 Toll free number for the HIPP program: 1-800-852-3345, ext. 15218 Email: DHHS.ThirdPartyLiabi@dhhs. nh.gov New Jersey – Medicaid and CHIP Medicaid Website: http://www.state. nj.us/humanservices/dmahs/clients/ medicaid/ Phone: 1-800-356-1561 CHIP Premium Assistance Phone: 609631-2392 CHIP Website: http://www. njfamilycare.org/index.html CHIP Phone: 1-800-701-0710 (TTY: 711)

Website: https://www.pa.gov/en/ services/dhs/apply-for-medicaidhealth-insurance-premium-paymentprogram-hipp.html Phone: 1-800-692-7462 CHIP Website: https://www.dhs. pa.gov/chip/pages/chip.aspx CHIP Phone: 1-800-986-KIDS (5437) Rhode Island – Medicaid and CHIP Website: http://www.eohhs.ri.gov/ Phone: 1-855-697-4347 or 401-4620311 (Direct RIte Share Line) South Carolina – Medicaid Website: https://www.scdhhs.gov Phone: 1-888-549-0820 South Dakota – Medicaid Website: https://dss.sd.gov Phone: 1-888-828-0059 Texas – Medicaid Website: https://www.hhs.texas.gov/ services/financial/health-insurancepremium-payment-hipp-program Phone: 1-800-440-0493 Utah – Medicaid and CHIP

Website: https://medicaid.ncdhhs.gov Phone: 919-855-4100

Utah’s Premium Partnership for Health Insurance (UPP) Website: https:// medicaid.utah.gov/upp/ Email: upp@utah.gov Phone: 1-888-222-2542 Adult Expansion Website: https:// medicaid.utah.gov/expansion/ Utah Medicaid Buyout Program Website: https://medicaid.utah.gov/ buyout-program/ CHIP Website: https://chip.utah.gov/

North Dakota – Medicaid

Vermont– Medicaid

New York – Medicaid Website: https://www.health.ny.gov/ health_care/medicaid/ Phone: 1-800-541-2831 North Carolina – Medicaid

Website: https://www.hhs.nd.gov/ healthcare Phone: 1-844-854-4825

Website: https://dvha.vermont.gov/ members/medicaid/hipp-program Phone: 1-800-250-8427

Oklahoma – Medicaid and CHIP

Virginia – Medicaid and CHIP

Website: http://www.insureoklahoma. org Phone: 1-888-365-3742

Website: https://coverva.dmas.virginia. gov/learn/premium-assistance/famisselect https://coverva.dmas.virginia.gov/ learn/premium-assistance/healthinsurance-premium-payment-hippprograms Medicaid/CHIP Phone: 1-800-4325924

Oregon – Medicaid Website: https://healthcare.oregon. gov/Pages/index.aspx Phone: 1-800-699-9075

Pennsylvania – Medicaid and CHIP

Visit www.mybenefitshub.com/prosperisd for full plan details.

Important Legal Notices Washington – Medicaid Website: https://www.hca.wa.gov/ Phone: 1-800-562-3022 West Virginia – Medicaid and CHIP 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 Website: https://www.dhs.wisconsin. gov/badgercareplus/p-10095.htm Phone: 1-800-362-3002 Wyoming – Medicaid Website: https://health.wyo.gov/ healthcarefin/medicaid/programs-andeligibility/ Phone: 1-800-251-1269 To see if any other States have added a premium assistance program since January 31, 2026, or for more information on special enrollment rights, can contact either: U.S. Department of Labor Employee Benefits Security Administration www.dol.gov/agencies/ebsa 1-866-444-EBSA (3272) U.S. Department of Health and Human Services Centers for Medicare & Medicaid Services www.cms.hhs.gov 1-877-267-2323, Menu Option 4, Ext. 61565

Continuation of Coverage Rights Under COBRA Under the Federal Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA), if you are covered under the Prosper ISD group health plan you and your eligible dependents may be entitled to continue your group health benefits coverage under the Prosper ISD plan after you have left employment with the company. If you wish to elect COBRA coverage, contact your Human Resources Department for the applicable deadlines to elect coverage and pay the initial premium. Plan Contact Information Prosper ISD Human Resources 605 East 7th St Prosper, Texas 75078 463-219-2000

Your Rights and Protections Against Surprise Medical Bills When you get emergency care or get treated by an out-of-network provider at an in-network hospital or ambulatory surgical center, you are protected from surprise billing or balance billing. What is “balance billing” (sometimes called “surprise billing”)? When you see a doctor or other health care provider, you may owe certain outof-pocket costs, such as a copayment, coinsurance, and/or a deductible. You may have other costs or have to pay the entire bill if you see a provider or visit a health care facility that isn’t in your health plan’s network. “Out-of-network” describes providers and facilities that have not signed a contract with your health plan. Out-ofnetwork providers may be permitted to bill you for the difference between what your plan agreed to pay and the full amount charged for a service. This is called “balance billing.” This amount is likely more than in-network costs for the same service and might not count toward your annual out-of-pocket limit.

“Surprise billing” is an unexpected balance bill. This can happen when you can’t control who is involved in your care—like when you have an emergency or when you schedule a visit at an innetwork facility but are unexpectedly treated by an out-of-network provider. You are protected from balance billing for: Emergency services – If you have an emergency medical condition and get emergency services from an out-ofnetwork provider or facility, the most the provider or facility may bill you is your plan’s in-network cost-sharing amount (such as copayments and coinsurance). You cannot be balance billed for these emergency services. This includes services you may get after you are in stable condition, unless you give written consent and give up your protections not to be balanced billed for these poststabilization services. Certain services at an in-network hospital or ambulatory surgical center – When you get services from an in-network hospital or ambulatory surgical center, certain providers there may be out-of-network. In these cases, the most those providers may bill you is your plan’s in-network cost-sharing amount. This applies to emergency medicine, anesthesia, pathology, radiology, laboratory, neonatology, assistant surgeon, hospitalist, or intensivist services. These providers cannot balance bill you and may not ask you to give up your protections not to be balance billed. If you get other services at these in-network facilities, out-of-network providers cannot balance bill you, unless you give written consent and give up your protections. You are never required to give up your protections from balance billing. You also are not required to get care out-ofnetwork. You can choose a provider or facility in your plan’s network.

Visit www.mybenefitshub.com/prosperisd for full plan details.

Important Legal Notices When balance billing is not allowed, you also have the following protections:

What is the Health Insurance Marketplace?

You are only responsible for paying your share of the cost (like the copayments, coinsurance, and deductibles that you would pay if the provider or facility was in-network). Your health plan will pay out-ofnetwork providers and facilities directly.

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 in your geographic area.

Your health plan generally must: •

Cover emergency services without requiring you to get approval for services in advance (prior authorization).

•

Cover emergency services by outof-network providers.

•

Base what you owe the provider or facility (cost-sharing) on what it would pay an in-network provider or facility and show that amount in your explanation of benefits.

•

Count any amount you pay for emergency services or out-ofnetwork services toward your deductible and out-of-pocket limit.

If you believe you have been wrongly billed, you may contact your insurance provider. Visit www.cms.gov/ nosurprises for more information about your rights under federal law.

New Health Insurance Marketplace Coverage Options and Your Health Coverage PART A: General Information Even if you are offered health coverage through your employment, you may have other coverage options through the Health Insurance Marketplace (“Marketplace”). To assist you as you evaluate options for you and your family, this notice provides some basic information about the Health Insurance Marketplace.

Can I Save Money on my Health Insurance Premiums in the Marketplace? You may qualify to save money and lower your monthly premium and other out-of-pocket costs, but only if your employer does not offer coverage, or offers coverage that is not considered affordable for you and doesn’t meet certain minimum value standards (discussed below). The savings on your premium that you’re eligible for depends on your household income. You may also be eligible for a tax credit that lowers your costs. Does Employment-Based Health Coverage Affect Eligibility for Premium Savings through the Marketplace? Yes. If you have an offer of health coverage from your employer that is considered affordable for you and meets certain minimum value standards, you will not be eligible for a tax credit, or advance payment of the tax credit, for your Marketplace coverage and may wish to enroll in your employment-based health plan. However, you may be eligible for a tax credit, and advance payments of the 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 is considered affordable for you or meet minimum value standards. If your share of the premium cost of all plans offered to you through your employment is more than 9.12%1 of your annual household income, or if the coverage through your employment does not meet the “minimum value” standard set by the Affordable Care Act, you may be eligible for a tax credit, and advance payment of the credit, if you do not enroll in the employment-based health coverage.

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For family members of the employee, coverage is considered affordable if the employee’s cost of premiums for the lowest-cost plan that would cover all family members does not exceed 9.12% of the employee’s household income.1, 2 Note: If you purchase a health plan through the Marketplace instead of accepting health coverage offered through your employment, then you may lose access to whatever the employer contributes to the employmentbased coverage. Also, this employer contribution -as well as your employee contribution to employment-based coverage- is generally excluded from income for federal and state income tax purposes. Your payments for coverage through the Marketplace are made on an after-tax basis. In addition, note that if the health coverage offered through your employment does not meet the affordability or minimum value standards, but you accept that coverage anyway, you will not be eligible for a tax credit. You should consider all of these factors in determining whether to purchase a health plan through the Marketplace. When Can I Enroll in Health Insurance Coverage through the Marketplace? You can enroll in a Marketplace health insurance plan during the annual Marketplace Open Enrollment Period. Open Enrollment varies by state but generally starts November 1 and continues through at least December 15. Outside the annual Open Enrollment Period, you can sign up for health insurance if you qualify for a Special Enrollment Period. In general, you qualify for a Special Enrollment Period if you’ve had certain qualifying life events, such as getting married, having a baby, adopting a child, or losing eligibility for other health coverage. Depending on your Special Enrollment Period type, you may have 60 days before or 60 days following the qualifying life event to enroll in a Marketplace plan.

Important Legal Notices There is also a Marketplace Special Enrollment Period for individuals and their families who lose eligibility for Medicaid or Children’s Health Insurance Program (CHIP) coverage on or after March 31, 2023, through July 31, 2024. Since the onset of the nationwide COVID-19 public health emergency, state Medicaid and CHIP agencies generally have not terminated the enrollment of any Medicaid or CHIP beneficiary who was enrolled on or after March 18, 2020, through March 31, 2023. As state Medicaid and CHIP agencies resume regular eligibility and enrollment practices, many individuals may no longer be eligible for Medicaid or CHIP coverage starting as early as March 31, 2023. The U.S. Department of Health and Human Services is offering a temporary Marketplace Special Enrollment period to allow these individuals to enroll in Marketplace coverage. Marketplace-eligible individuals who live in states served by HealthCare.gov and either- submit a new application or update an existing application on HealthCare.gov between March 31, 2023 and July 31, 2024, and attest to a termination date of Medicaid or CHIP coverage within the same time period, are eligible for a 60-day Special Enrollment Period. That means that if you lose Medicaid or CHIP coverage between March 31, 2023, and July 31, 2024, you may be able to enroll in Marketplace coverage within 60 days of when you lost Medicaid or CHIP coverage. In addition, if you or your family members are enrolled in Medicaid or CHIP coverage, it is important to make sure that your contact information is up to date to make sure you get any information about changes to your eligibility. To learn more, visit www.HealthCare.gov or call the Marketplace Call Center at 1-800-3182596. TTY users can call 1-855-8894325.

What about Alternatives to Marketplace Health Insurance Coverage? If you or your family are eligible for coverage in an employment-based health plan (such as an employer-sponsored health plan), you or your family may also be eligible for a Special Enrollment Period to enroll in that health plan in certain circumstances, including if you or your dependents were enrolled in Medicaid or CHIP coverage and lost that coverage. Generally, you have 60 days after the loss of Medicaid or CHIP coverage to enroll in an employment-based health plan, but if you and your family lost eligibility for Medicaid or CHIP coverage between March 31, 2023 and July 10, 2023, you can request this special enrollment in the employment-based health plan through September 8, 2023. Confirm the deadline with your employer or your employmentbased health plan. Alternatively, you can enroll in Medicaid or CHIP coverage at any time by filling out an application through the Marketplace or applying directly through your state Medicaid agency. Visit https:// www.healthcare.gov/medicaid-chip/ getting-medicaid-chip/ for more details. How Can I Get More Information? For more information about your coverage offered through your employment, please check your health plan’s summary plan description or contact Human Resources. The Marketplace can help you evaluate your coverage options, including your eligibility for coverage through the Marketplace and its cost. Please visit www.HealthCare.gov for more information, including an online application for health insurance coverage and contact information for a Health Insurance Marketplace in your area.

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. 3. Employer Name: Prosper ISD 5. Employer Address: 605 East 7th Street 6. Employer Phone Number: 945-678-0300 7. City: Prosper 8. State: TX

9. ZIP Code: 75078

10. Who can we contact at this job?: Human Resources 12. E-Mail Address: www.prosper-isd.net As your employer, we offer a health plan to all eligible employees (see the Eligibility section of this guide). This coverage meets the minimum value standard, and the cost of this coverage to you is intended to be affordable, based on employee wages. Indexed annually; see https://www.irs.gov/pub/ irs-drop/rp-22-34.pdf for 2023. 1

An employer-sponsored or other employmentbased 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. For purposes of eligibility for the premium tax credit, to meet the “minimum value standard,” the health plan must also provide substantial coverage of both inpatient hospital services and physician services. 2

PART B: Information About Health Coverage Offered by Your Employer

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This brochure highlights the main features of the Prosper ISD employee benefits program. It does not include all plan rules, details, limitations, and exclusions. The terms of your benefit plans are governed by legal documents, including insurance contracts. Should there be an inconsistency between this brochure and the legal plan documents, the plan documents are the final authority. Prosper ISD reserves the right to change or discontinue its employee benefits plans anytime.