EMPLOYEE BENEFITS
A guide to understanding your employee benefits program
Texas Gulf Bank is pleased to offer a comprehensive benefits package intended to protect your well-being and financial health. This guide is your opportunity to learn more about the benefits that are now available to you and your eligible dependents beginning January 1, 2026.
2026 Benefit Highlights
Aetna is our new provider for Medical, Dental, and Vision.
Mutual of Omaha remains our provider for Life and AD&D and Disability coverages.
Each year during Open Enrollment, you have the opportunity to make changes to your benefit plans. The enrollment decisions you make this year will remain in effect through December 31, 2026. Outside of Open Enrollment, you may only make changes to your benefit elections when you have a Qualifying Life Event. After such an event, you can make changes to your coverage within 31 days (60 days for a newborn); otherwise, you cannot make changes to your benefits coverage until the next Open enrollment period.
Employee Response Center
Employee benefits can be complicated. The Higginbotham Employee Response Center can assist you with the following:
Enrollment
Benefits information
Claims and billing questions
Eligibility issues
Call or text 866-419-3518 to connect with a representative 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.
Email questions or requests to texasgulfbank@ eb.higginbotham.net .
Bilingual representatives are also available.
Employee Contributions
Eligibility
Full-Time Employees – You are eligible for benefits if you are a regular, full-time employee working at least 30 hours per week.
Part-Time Employees – Part-time employees are eligible for Dental, Vision, and Voluntary Life benefits.
Your health coverage is effective on your date of hire. Dental, Vision, and Voluntary Life are effective on the first day of the month coinciding with, or following the date you elect coverage. You may also enroll eligible dependents for benefits coverage. The cost to you for dependent coverage will vary depending on the number of dependents you enroll and the particular plans you choose. If you elect to cover your dependents, they must enroll in the same plan as you.
Qualifying Life Events
Once you elect your benefit options, they remain in effect for the entire plan year until the following open enrollment. You may only change coverage during the plan year if you have a Qualifying Life Event and you must do so within 31 days of the event (60 days for a newborn).
Eligible Dependents Include
Your legal spouse
Children under the age of 26 regardless of student, dependency, or marital status
Children over the age of 26 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
Qualifying Life Events include:
Marriage, divorce, legal separation, or annulment
Birth, adoption, or placement for adoption of an eligible child
Death of a spouse or child
Change in your spouse’s employment that affects benefits eligibility
Change in your child’s eligibility for benefits (e.g., reaching the age limit)
Change in residence that affects your eligibility for coverage
Significant change in benefit plan coverage or cost for you, your spouse, or child
FMLA leave, COBRA event, court judgment or decree
Becoming eligible for Medicare, Medicaid, or TRICARE
Receiving a Qualified Medical Child Support Order
If you have a Qualifying Life Event and want to request a midyear change, you must notify Human Resources and complete your election changes within 31 days following the event (60 days for a newborn). Be prepared to provide documentation supporting the Qualifying Life Event.
Availability of Summary Health Information
Our Employee Benefits Program offers two medical options. To help you make an informed choice and compare your options, a Summary of Benefits and Coverage (SBC) is available summarizing important information about your health coverage options in a standard format. The SBC is available by calling Human Resources internally at extension 7273
Medical Coverage
Our medical plan option through Aetna protects you and your family from major financial hardship in the event of illness or injury.
Health and Savings Plan
The Health and Savings Plan gives you control over your health and wellness by empowering you as the health care consumer. It is made up of two components that together provide comprehensive medical coverage.
The Health and Savings Plan couples a High Deductible Health Plan (HDHP) with a Health Savings Account (HSA).
The funds in your HSA help offset expenses while you are in the deductible phase. The deductible must be satisfied before benefits are paid, with the exception of preventive care, which is paid at 100%. Once your deductible is met, the plan pays 80% for in-network covered services.
Health and Savings Plan at a Glance
Preventive services covered at 100%
Opportunity to open an HSA
HSA employer contribution to offset out-of-pocket expenses
See page 12 for HSA qualifications.
Preferred Provider Organization
A Preferred Provider Organization (PPO) plan allows you to see any provider when you need care. When you see in-network providers for care, you will pay less and get the highest level of benefits. You will pay more for care if you use out-of-network providers. When you see innetwork providers, your office visits, urgent care visits, and prescription drugs are covered with a copay, and most other in-network services are covered at the deductible and coinsurance level.
Medical Benefits Summary
•
Prescription Drugs – Mail Order Up to
• Generic
• Brand name
• Non-preferred brand name
1 The amount you pay after the deductible is met.
Telemedicine
Included with your medical coverage is access to quality telemedicine services through Teladoc. Connect anytime day or night with a board-certified doctor via your mobile device or computer. While Teladoc does not replace your primary care physician, it is a convenient and cost-effective option when you need care and:
Have a non-emergency issue and are considering a convenient care clinic, urgent care clinic, or emergency room for treatment
Are on a business trip, vacation, or away from home
Your primary care physician is unavailable
When to Use Teladoc
At a cost that is the same or less than a visit to your physician, use telemedicine services for minor conditions such as:
Sore throat
Headache
Stomachache
Cold/Flu
Mental health issues
Allergies
Fever
Urinary tract infections
Do not use telemedicine for serious or life-threatening emergencies.
Registration is Easy
Register with Teladoc so you are ready to use this valuable service when and where you need it:
Visit www.teladochealth.com/aetna.
Call 855-TELADOC (835-2362)
Download the Teladoc app
CVS Virtual Care
You also have access to virtual care through CVS. Visit www.cvs.com/virtual-care or call 866-211-5678 to schedule a visit. See page 10 for details.
Health Care Options
Becoming familiar with your options for medical care can save you time and money.
Non-Emergency Care
Access to care via phone, online video or mobile app whether you are home, work or traveling; medications can be prescribed
TELEMEDICINE
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
• Allergies
• Cough/cold/flu
• Rash
• Stomachache
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
URGENT CARE
Emergency Care
Hours vary based on store hours
When you need immediate attention; walk-in basis is usually accepted
Generally includes evening, weekend and holiday hours
• Infections
• Sore and strep throat
• Vaccinations
• Minor injuries/sprains/strains
• Common infections
• Minor injuries
• Pregnancy tests
• Vaccinations
• Sprains and strains
• Minor broken bones
• Small cuts that may require stitches
• Minor burns and infections
15 minutes
HOSPITAL ER
FREESTANDING ER
Life-threatening or critical conditions; trauma treatment; multiple bills for doctor and facility
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
24 hours a day, 7 days a week
• Chest pain
• Difficulty breathing
• Severe bleeding
• Blurred or sudden loss of vision
• Major broken bones
• Most major injuries except trauma
• Severe pain
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.
Aetna Resources
Your Aetna medical coverage includes access to helpful resources to help you manage your health care and medical benefits.
Aetna Website and Mobile App
When you register for an online account or download the Aetna Health app, you have convenient access to:
Find a doctor, dentist, or pharmacy
Check benefits and coverage information
Use the urgent care finder
Access your medical and/or dental ID card information
Search claims and track your health
Estimate prescription costs
Visit www.aetnanavigator.com to register for an account.
Text Aetna to 90156 to get a download link for the Aetna Health app.
Health Care Options
24/7 Nurse Line
Get expert health advice anytime, 24/7, for free! Employees and their covered family members can speak to a registered nurse toll-free, as often as needed, helping them make informed decisions and potentially avoid unnecessary ER visits. Call 800-556-1555 (TTY: 711).
Walk-in Clinic and MinuteClinic
Included with your Aetna plan is access to additional care with CVS MinuteClinic. Get the care you need, seven days a week, with in-person; or virtual visits at a lower-cost alternative to the ER or urgent care. Schedule care at www. cvs.com/minuteclinic.
CVS Virtual Care
You have access to CVS Health Virtual Care, CVS Health Virtual Primary Care, and Teladoc Health The average wait time for these options is about 10-30 minutes. Visit www.cvs.com/virtual-care to schedule an appointment, or call 855-TELADOC ( 835-2362 ) or visit https://www.teladochealth.com/benefits/aetna .
Aetna Resources
Wellness Programs
Aetna Health Your Way
Aetna Health Your Way makes it easier to take charge of your well-being with a personalized digital health platform. Start by taking your health assessment to get your MyHealth100 score, then choose a pathway tailored to your goals. Engage in healthy activities, earn rewards (up to $100 in e-gift cards per year), and explore a library of articles, videos, and podcasts on a wide range of topics. You can even see what’s trending among other users or search for specific health interests all in one easy-to-use platform. Sign in at www.aetna.com and select Well-being Tools or download the MyActiveHealth app.
Lifestyle and Condition Coaching
Get personal and group support to live a healthier lifestyle, especially if you have a chronic condition. The Live Well program recommends coaching support and personalized health actions that might be a fit for you, but you set the tone, pace, and how and when to interact with you. Access the program through the MyActiveHealth app.
Employee Assistance Program
Support is available to you and your eligible dependents for help with stress management, work/life balance, depression, anxiety, and more. You can also connect with legal and financial professionals. Call 855-884-8532 or visit www.resourcesforliving.com (Username: MMAFA / Access Code: EAP).
Aetna Discount Programs
LifeMart
LifeMart makes everyday life more affordable with exclusive savings on travel, entertainment, wellness, child and senior care, home, auto, and more all from trusted brands in one convenient place. Simply search by category, select an offer, and follow the redemption instructions to save.
Visit www.aetna.com, go to the Health & Wellness tab, and access the LifeMart Discount Website through the Wellness Discounts tiles.
Download the LifeMart mobile app.
OTC Health Solutions
You can also enjoy $35 every three months ($140 a year) to buy hundreds of CVS over-the-counter health and wellness products. Shop online at https://www.cvs.com/otchs/ aetcommercialotc, in person at CVS stores, or by phone at 888-628-2770.
Maintenance Medications
This benefit saves you time and money on prescriptions you take regularly. After two retail fills, you can get a 90-day supply of your maintenance drugs at a discounted rate by mail order or at selected retail providers. Call 888-792-3862 to get started. You may opt out anytime.
Health Savings Account
A Health Savings Account (HSA) is more than a way to help you and your family cover health care costs — it is also a tax-exempt tool to supplement your retirement savings and cover health expenses during retirement. An HSA can provide the funds to help pay current health care expenses as well as future health care costs.
A type of personal savings account, an HSA is always yours even if you change health plans or jobs. The money in your HSA (including interest and investment earnings) grows taxfree and spends tax-free if used to pay for qualified medical expenses. There is no “use it or lose it” rule — you do not lose your money if you do not spend it in the calendar year — and there are no vesting requirements or forfeiture provisions. The account automatically rolls over year after year. Our HSAs are managed by HSA Bank
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, such as your spouse’s health plan or Health Care Flexible Spending Account
Not eligible to be claimed as a dependent on someone else’s tax return
Not entitled to Medicare, Medicaid, or TRICARE
Not receiving Veterans Administration benefits
You can use the money in your HSA to pay for qualified medical expenses now or in the future. You can also use HSA funds to pay health care expenses for your spouse and dependents*, even if they are not covered by the HDHP.
* To age 19 or 24, if a full-time student.
Contact HSA Bank
Visit www.hsabank.com
Call 800-357-6246
Download the mobile app to your smartphone or mobile device
Maximum Contributions
Your HSA contributions, when combined with Texas Gulf Bank contributions, may not exceed the annual maximum amount established by the Internal Revenue Service.
* HSA Bank will deposit the full contribution into your savings account in April. For new-hires, amounts are prorated.
You decide whether to use the money in your account to pay for qualified expenses or let it grow for future use. If you are 55 or older, you may make a yearly catch-up contribution of up to $1,000 to your HSA. If you turn 55 at any time during the plan year, you are eligible to make the catch-up contribution for the entire plan year.
Medicare Part A Enrollment
If you delay enrollment in Medicare Part A more than six months after your initial eligibility date due to continued employment, your Medicare coverage effective date may be retroactive for up to six months from the date you apply or from the date you become eligible, depending on your circumstances. It is important to consider this potential retroactivity when planning your HSA contributions – if this backdating applies to you, you should plan to stop your HSA contributions six months before enrolling in Medicare to avoid penalties or over contributions. If you do not, you may need to either withdraw the excess contributions and earnings before your tax deadline or face a 6% penalty on those ineligible contributions.
Opening an HSA
If you meet the eligibility requirements, you can open an HSA account that will be administered by HSA Bank You will receive a debit card to manage your account. Keep in mind, available funds are limited to the balance in your HSA. Contact Human Resources for the correct link to open an account.
Important HSA Information
Always ask your health care provider to file claims with your medical carrier so network discounts can be applied. Use your HSA debit card to pay your provider based on the balance due after discount.
You, not your employer, are responsible for maintaining ALL records and receipts for HSA reimbursements in the event of an IRS audit.
You may open an HSA at the financial institution of your choice, but only accounts opened through HSA Bank are eligible for automatic payroll deduction and company contributions.
Texas Gulf Bank will deposit a lump sum of $300 in April ($300 annual total for single or family coverage: pro-rated for new hires). Pro-rated company contributions are made on the first payroll of each month for new hires.
You can only use the money in your HSA to pay for medical, pharmacy, dental, or vision expenses that are qualified as eligible by the IRS (refer to IRS Publication 502 at www.irs.gov for a complete list). If you use your HSA for expenses other than health care, you must pay taxes on the excess amount as well as a 20% penalty.
Manage Your HSA Account
HSAs are owned and managed by you. You have the opportunity to open an HSA and/or change your contribution amount at the first of each pay period.
HSA Bank provides the administration, service, and support for your HSA. HSA Bank is an experienced administrator and offers many services to help you manage your account. Visit www.hsabank.com to:
View real-time account balances and your transaction history
Update contact information, order debit cards, and add authorized account signers
View online statements
View tax forms
Access free online health care resources and set up email alerts
Add a beneficiary
Some banking transaction fees may apply.
Dental Coverage
Our dental plan helps you maintain good oral health through affordable options for preventive care, including regular checkups and other dental work. Premium contributions are deducted from your paycheck on a pretax basis. Coverage is provided through Aetna
DPPO Plan
Two levels of benefits are available with the DPPO plan: in-network and out-of-network. You may select the dental provider of your choice, but your level of coverage may vary based on the provider you see for services. You could pay more if you use an out-of-network provider.
Services Cleanings, complete series X-rays, exams, sealants
Endodontics, extractions, fillings, oral surgery, periodontics, root canals
1Payment for covered services received from an out-of-network dentist is based on the 90th percentile of Usual, Customary, and Reasonable (UCR) charges.
2The amount you pay after the deductible has been met.
3Children only, orthodontic work in progress is not covered.
Aetna
Vision Coverage
Our vision plan provides quality care to help preserve your health and eyesight. In addition to identifying vision and eye problems, regular exams can detect certain medical issues such as diabetes and high blood pressure. You may seek care from any licensed optometrist, ophthalmologist or optician, but plan benefits are better if you use an in-network provider. Premium contributions are deducted from your paycheck on a pretax basis. Coverage is provided through Aetna using the EyeMed network of providers.
Aetna Vision Plan
Exam
• With dilation as necessary
• Standard contacts fit and follow-up
• Premium contacts fit and follow-up
Lenses
• Single vision
• Lined bifocals
• Lined trifocals
• Lenticular
• Standard progressive
Frames
Contacts
In lieu of frames and lenses
• Conventional
• Disposable
• Medically necessary
Benefit Frequency
Exam
copay
$25 copay $25 copay $25 copay $25 copay
off balance over $150 allowance $150 allowance Covered in full
Once every rolling 12 months
Lenses Once every rolling 12 months
Frames Once every rolling 12 months
Contacts Once every rolling 12 months
¹Out-of-network reimbursement will be the lesser of the listed amount of the actual cost from the out-of-network provider. In certain states, you may be required to pay the full retail rate and not the negotiated discount rate with certain participating providers. Find an In-Network
Vision
Provider Visit www.aetna.com. Call 888-416-2277. Download the Aetna app
Life and AD&D Insurance
Life and Accidental Death and Dismemberment (AD&D) insurance are important parts of your financial security, especially if others depend on you for support. With Life insurance, your beneficiary(ies) can use the benefit to pay off your debts, such as credit cards, mortgages, and other final expenses. AD&D coverage provides specified benefits for a covered accidental bodily injury that causes dismemberment (e.g., the loss of a hand, foot, or eye). In the event that death occurs from an accident, 100% of the AD&D benefit would be payable to your beneficiary(ies). As you grow older, your Life and AD&D coverage reduces by 35% at age 65, and 50% at age 70.
Basic Life and AD&D
Basic Life and AD&D insurance are provided at no cost to you through Mutual of Omaha. You are automatically covered at $20,000.
Voluntary Life and AD&D
You may purchase additional Life and AD&D insurance through Mutual of Omaha for you and your eligible dependents. If you decline Voluntary Life and AD&D insurance when first eligible or if you elect coverage and wish to increase your benefit amount at a later date, Evidence of Insurability (EOI) — proof of good health — may be required before coverage is approved. If you are already enrolled in Voluntary Life and AD&D, you can increase your employee-only coverage by $10,000 during Open Enrollment up to the Guarantee Issue amount.
You must elect Voluntary Life and AD&D coverage for yourself in order to elect coverage for your spouse or children.
Life and AD&D Available Coverage
• Increments of $10,000 up to five times your annual salary not to exceed $300,000
Conversion – Portability –Waiver of Premium
Upon termination of employment, you have the option to continue your company paid and/or Voluntary Life and AD&D insurance and pay premiums directly to Mutual of Omaha. Your company-paid Life and AD&D insurance may be converted to an individual policy. Portability or conversion is available if you are enrolled in Voluntary Life and AD&D coverage.
If you are disabled at the time your employment is terminated, you may be eligible for a waiver of premium while you are disabled. Contact your Human Resources Department for a Conversion, Portability, or Waiver of Premium application.
Designating a Beneficiary
• Guaranteed Issue five times annual salary up to $100,000 (applies to new hires only) Spouse
Child(ren)
• Increments of $5,000 up to 100% of employee amount not to exceed $100,000
• Guaranteed Issue 100% of employee amount up to $25,000 (applies to new hires only)
• $5,000 or $10,000
• $1,000 for children 15 days to six months
• $0 for children birth to 14 days
• Guaranteed issue $10,000
A beneficiary is the person or entity you designate 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 at any time. If you name more than one beneficiary, you must identify the share for each.
Disability Insurance
Disability insurance provides partial income protection if you are unable to work due to a covered accident or illness. We provide Long Term Disability (LTD) insurance at no cost to you through Mutual of Omaha
LTD insurance pays a percentage of your monthly salary for a covered disability or injury that prevents you from working for more than 90 days. Benefits begin at the end of an elimination period and continue while you are disabled until you reach your Social Security Normal Retirement Age.
Mutual of Omaha Additional Benefits
As a Mutual of Omaha member, you have the following value-add programs available to you and your eligible dependents at no cost to you.
Employee Assistance Program (EAP)
Texas Gulf Bank provides the Employee Assistance Program to you and your dependents, at no charge. Master’s level counselors are on hand to identify issues, assess needs, and refer you to specialists to help resolve issues 24 hours a day, seven days a week.
The EAP includes:
Self-assessments and search tools
Expert content and tools to help with personal, relationship, legal, health, and financial concerns
Personalization to fit your unique needs
Up to five sessions annually
For support services any hour of the day or night:
Visit www.mutualofomaha.com/eap
Call 800-316-2796
Advocacy Services
If you or a family member are diagnosed with a critical illness, Advocacy Services will offer guidance and support for your health care needs so you can focus on your treatment and recovery. Advocacy Services provide personalized and confidential problem-solving assistance in a one-on-one setting for any benefit, claim or provider/ hospital issue or question. Contact Advocacy Services at 866-372-5577 weekdays from 7 a.m. to 7 p.m. or email customerservice@gilsbar.com
Hearing Discount
As a disability member, Mutual of Omaha offers a Hearing Discount Program at no additional cost to you through Amplifon. This program gives you access to a free hearing testing, low price guarantee, 60-day risk-free trial period and two years of batteries with purchase. To activate your benefit, call 844-267-5436. A Patient Care Advocate will assist you in finding a hearing care provider near you and help schedule an appointment for a free hearing screening. To learn more visit www.amplifonusa.com/mutualofomaha
Online Vision Resource
Create an account on mutualofomaha.com/vision to easily check your vision benefits, get claims history, find a provider, access forms, or submit a claim online. Call Customer Service at 833-279-4358 or get the EyeMed Members App for the most convenience.
Worldwide Travel Assistance
This program through AXA Assistance USA provides travel assistance for you and your dependents if you are traveling on any single trip more than 100 miles from home, up to 120 days in length. Representatives can help with trip planning or assist in an emergency while traveling. They can find translation, interpreter or legal services, along with assist with lost baggage, emergency funds, document replacement and more. Services are available for business and personal travel.
For inquiries within the U.S.: 800-856-9947
Outside the U.S.: 312-935-3658
Identity Theft Services
Identity Theft Assistance, provided by AXA Assistance, is an educational resource to help you understand the risks of identity theft, learn how to prevent it, and provides resources for you to contact if your information is compromised. Access ID Theft Assistance services by calling AXA Assistance at 800-856-9947 for educational information.
Will Preparation
Creating a will is an important investment in your future. In just minutes, you can create a personalized will that keeps your information safe and secure. These services through Epoq offer a secure account space to prepare wills and other legal documents from the comforts of your own home. Log on to www.willprepservices.com and use the code MUTUALWILLS to register.
Planning for Retirement
A 401(k) plan can be a powerful tool in promoting financial security in your retirement. The Texas Gulf Bank 401(k) plan through T. Rowe Price is designed to help you reach your investment goals.
How the Retirement Plan Works
You are eligible to enroll in the plan on the first of the month coinciding with or immediately following date of hire. Once you enter the plan, you have the option to contribute from your paycheck on pretax and/or Roth (post-tax) basis. You may contribute up to 100% of your earnings, not to exceed the 2026 IRS limit of $24,500. If you are age 50 or older, you may contribute up to $32,500. Starting in 2026, you may contribute up to $34,500 if you are between the ages of 60-63. You may change the amount of your contributions at any time. All changes become effective as soon as administratively feasible and remain in effect until modified or terminated by you.
Texas Gulf Bank also offers an Employer Matching Contribution. This contribution is discretionary and can be changed at any time. The current formula matches 50% of your deferral contribution up to 6% of your compensation. At year-end, Texas Gulf Bank also has the option to contribute an additional Profit Sharing Contribution.
Vesting
You are always 100% vested in the contributions you make to the plan. However, any employer contributions in the form of match or profit sharing are vested on a five-year-graded schedule.
Plan Features
T. Rowe Price provides you with access to beneficial features such as:
Auto Enrollment – Employees who do not make a deferral election will be automatically enrolled into the plan at a pre-tax contribution rate of 6%. If you have previously made an election, this will not apply to you. You may change your election or opt out at any time by visiting www.rps.troweprice.com
Auto Increase – Through your online account, you may elect to enroll into the auto increase program. Through this program, you can set up automatic increases of your deferral election at a time interval of your choosing.
Account Protection Program – You are protected by the Account Protection Program if you adopt these best practices:
» Boost login protection by using Multi-factor Authentication
» Monitor accounts and raise concerns in a timely manner
» Look out for suspicious e-mails
» Take precautions at home and make sure your internet is secure
» Browse with vigilance
» Cooperate and stay informed
Heightened Security Through Dark Market Monitoring
Contact T. Rowe Price immediately if you suspect a potential breach or fraudulent activity. All reported concerns will be thoroughly investigated to determine program applicability. The Account Protection Program may not apply if the security best practices outlined in the plan documents are not followed.
For more information about the plan and provisions, please review the Summary Plan Description and Investment Disclosures available at www.rps.troweprice.com
Questions?
Investing Your Funds
The Plan offers a variety of options to invest your funds. These include a variety of mutual funds including Target Date Funds. For a full list of available options you may elect, visit www.rps.troweprice.com.
Holiday Schedule
Texas Gulf Bank maintains a paid holiday program for all full-time and qualifying reduced full-time employees. Ten holidays will be observed in 2026.
2026 Holiday Schedule
January 1
New Year’s Day
January 19 Birthday of Martin Luther King, Jr.
February 16 President’s Day
May 25 Memorial Day
June 19 Juneteenth
July 4* Independence Day
September 7 Labor Day
October 12 Columbus Day
November 11 Veterans Day
November 26 Thanksgiving Day
December 25 Christmas Day
*Holiday policy: When holidays fall on Saturday, Federal Reserve Banks and branches will be open the preceding Friday. For holidays falling on Sunday, all Federal Reserve offices will be closed the following Monday.
Required 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.
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:
Texas Gulf Bank Human Resources
203 This Way Lake Jackson, TX 77566
979-258-7273
Required Notices
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 Texas Gulf Bank 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.
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.
2. Texas Gulf Bank has determined that the prescription drug coverage offered by the Texas Gulf Bank 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 considered Creditable Coverage.
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).
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 Texas Gulf Bank 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 Texas Gulf Bank 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 979-258-7273.
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.
Required Notices
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 (1-800-633-4227). TTY users should call 877-486-2048
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).
January 1, 2026
Texas Gulf Bank Human Resources 203 This Way Lake Jackson, TX 77566 979-258-7273
Notice of HIPAA Privacy Practices
This notice describes how medical information about you may be used and disclosed and how you can access this information. Please review it carefully.
The Health Insurance Portability and Accountability Act of 1996 (HIPAA) imposes numerous requirements on employer health plans concerning the use and disclosure of individual health information. This information known as protected health information (PHI), includes virtually all individually identifiable health information held by a health plan – whether received in writing, in an electronic medium or as oral communication. This notice describes the privacy practices of the Employee Benefits Plan (referred to in this notice as the Plan), sponsored by Texas Gulf Bank, hereinafter referred to as the plan sponsor.
The Plan is required by law to maintain the privacy of your health information and to provide you with this notice of the Plan’s legal duties and privacy practices with respect to your health information. It is important to note that these rules apply to the Plan, not the plan sponsor as an employer.
You have the right to inspect and copy protected health information which is maintained by and for the Plan for enrollment, payment, claims and case management. If you feel that protected health information about you is incorrect or incomplete, you may ask the Human Resources Department to amend the information. For a full copy of the Notice of Privacy Practices describing how protected health information about you may be used and disclosed and how you can get access to the information, contact the Human Resources Department.
Complaints: If you believe your privacy rights have been violated, you may complain to the Plan and to the Secretary of Health and Human Services. You will not be retaliated against for filing a complaint. To file a complaint, please contact the Privacy Officer.
Texas Gulf Bank Human Resources
203 This Way Lake Jackson, TX 77566
979-258-7273
Required Notices
Conclusion
PHI use and disclosure by the Plan is regulated by a federal law known as HIPAA (the Health Insurance Portability and Accountability Act). You may find these rules at 45 Code of Federal Regulations Parts 160 and 164. The Plan intends to comply with these regulations. This Notice attempts to summarize the regulations. The regulations will supersede any discrepancy between the information in this Notice and the regulations.
Premium Assistance Under Medicaid and the Children’s Health Insurance Program (CHIP)
If you or your children are eligible for Medicaid or CHIP and you’re eligible for health coverage from your employer, your state may have a premium assistance program that can help pay for coverage, using funds from their Medicaid or CHIP programs. If you or your children aren’t eligible for Medicaid or CHIP, you won’t be eligible for these premium assistance programs but you may be able to buy individual insurance coverage through the Health Insurance Marketplace. For more information, visit www.healthcare.gov.
If you or your dependents are already enrolled in Medicaid or CHIP and you live in a State listed below, contact your State Medicaid or CHIP office to find out if premium assistance is available.
If you or your dependents are NOT currently enrolled in Medicaid or CHIP, and you think you or any of your dependents might be eligible for either of these programs, contact your State Medicaid or CHIP office or dial 1-877-KIDS NOW or www.insurekidsnow.gov to find out how to apply. If you qualify, ask your state if it has a program that might help you pay the premiums for an employer-sponsored plan.
If you or your dependents are eligible for premium assistance under Medicaid or CHIP, as well as eligible under your employer plan, your employer must allow you to enroll in your employer plan if you aren’t already enrolled. This is called a “special enrollment” opportunity, and you must request coverage within 60 days of being determined eligible for premium assistance. If you have questions about enrolling in your employer plan, contact the Department of Labor at www.askebsa.dol.gov or call 1-866-444-EBSA (3272)
If you live in one of the following States, you may be eligible for assistance paying your employer health plan premiums. The following list of States is current as of July 31, 2025. Contact your State for more information on eligibility.
Texas – Medicaid
Website: https://www.hhs.texas.gov/services/financial/ health-insurance-premium-payment-hipp-program
Phone: 1-800-440-0493
To see if any other States have added a premium assistance program since July 31, 2025, or for more information on special enrollment rights, you 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 Texas Gulf Bank group health plan you and your eligible dependents may be entitled to continue your group health benefits coverage under the Texas Gulf Bank 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
Texas Gulf Bank Human Resources
203 This Way Lake Jackson, TX 77566
979-258-7273
Required Notices
Your Rights and Protections against Surprise Medical Bills
When you get emergency care or get treated by an out-ofnetwork 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 out-of-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-of-network 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 in-network 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 innetwork 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-ofnetwork 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.
When balance billing is not allowed, you also have the following protections:
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-of-network providers and facilities directly.
Your health plan generally must:
» Cover emergency services without requiring you to get approval for services in advance (prior authorization).
» Cover emergency services by out-of-network providers.
Required Notices
» 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-of-network services toward your deductible and outof-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.
Notice Regarding Wellness Program
The employee wellness program is a voluntary program administered according to federal rules permitting employer-sponsored wellness programs that seek to improve employee health or prevent disease, including the Americans with Disabilities Act of 1990, the Genetic Information Nondiscrimination Act of 2008, and the Health Insurance Portability and Accountability Act, as applicable, among others. If you choose to participate in the wellness program you may be asked to complete a voluntary health risk assessment or “HRA” that asks a series of questions about your health-related activities and behaviors and whether you have or had certain medical conditions (e.g., cancer, diabetes, or heart disease). You may also be asked to complete a biometric screening, which could include a blood test for certain medical conditions such as diabetes, heart disease, etc. You are not required to complete the HRA or to participate in the blood test or other medical examinations.
However, employees who choose to participate in the wellness program may qualify for an incentive. Although you are not required to complete a HRA or biometric screening, the wellness program may specify that only employees who do so will qualify for the incentive. Additional incentives may be available for employees who participate in certain healthrelated activities or achieve certain health outcomes.
If you are unable to participate in any of the healthrelated activities or achieve any of the health outcomes required to earn an incentive, you may be entitled to a reasonable accommodation or an alternative standard.
You may request a reasonable accommodation or an alternative standard by contacting Human Resources.
If you choose to participate in a HRA and/or biometric screening, information from your HRA and results from your biometric screening will be used to provide you with information to help you understand your current health and potential risks and may also be used to offer you services through the wellness program. You also are encouraged to share your results or concerns with your own doctor.
Protections from Disclosure of Medical Information
We are required by law to maintain the privacy and security of your personally identifiable health information. Although the wellness program may use aggregate information it collects to design a program based on identified health risks in the workplace, the wellness program will never disclose any of your personal information either publicly or to the employer, except as necessary to respond to a request from you for a reasonable accommodation needed to participate in the wellness program, or as expressly permitted by law. Medical information that personally identifies you that is provided in connection with the wellness program will not be provided to your supervisors or managers and may never be used to make decisions regarding your employment.
Your health information will not be sold, exchanged, transferred, or otherwise disclosed except to the extent permitted by law to carry out specific activities related to the wellness program, and you will not be asked or required to waive the confidentiality of your health information as a condition of participating in the wellness program or receiving an incentive. Anyone who receives your information for purposes of providing you services as part of the wellness program will abide by the same confidentiality requirements.
In addition, all medical information obtained through the wellness program will be maintained separate from your personnel records, information stored electronically will be encrypted, and no information you provide as part of the
Required Notices
wellness program will be used in making any employment decision. Appropriate precautions will be taken to avoid any data breach, and in the event a data breach occurs involving information you provide in connection with the wellness program, we will notify you immediately. You may not be discriminated against in employment because of the medical information you provide as part of participating in the wellness program, nor may you be subjected to retaliation if you choose not to participate.
If you have questions or concerns regarding this notice, or about protections against discrimination and retaliation, please contact Human Resources.
This brochure highlights the main features of the Texas Gulf Bank 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. Texas Gulf Bank reserves the right to change or discontinue its employee benefits plans at anytime.
