2026 Benefit Guide
Benefits for 2026
Table of Contents
Introduction
3
Overview of Benefits Programs
4
ALEX
7
Medical Benefits
8
Virtual Primary Care
15
MDLive
16
CancerCARE+
17
KISx Card
18
Critical Illness Insurance
19
Accident Insurance
20
Hospital indemnity Insurance
21
Dental Benefits
22
Vision Benefits
23
Life Insurance
24
Short-term Disability Insurance
25
Long-term Disability Insurance
26
Employee Assistance Program (EAP)
27
Flexible Spending Account (FSA)
28
Norton LifeLock
29
LegalEASE
30
Qualifying Life Event
31
Online Enrollment
32
Contact Page
33
Notes Page
34
Legal Notices
35
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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Benefits for 2026 Introduction
As an employee of Spear enjoying your work and making valuable contributions to the business are equally vital. The health, satisfaction and security of you and your family are important, not only to your well-being, but ultimately, in terms of achieving the goals of our organization.
For the 2026 plan year, Spear has worked hard to offer a competitive total rewards package that includes valuable and competitive benefits plans. These programs reflect our commitment to keeping our staff healthy and secure. We understand that your situation is unique, and Spear is offering an overall benefits package that can be shaped and molded by you to fit your needs. This benefits booklet is a summary description of your Spear benefit plans. If there is a discrepancy between these summaries and the written legal plan documents, the plan documents shall prevail. This booklet and plan summaries do not constitute a contract of employment. We hope this benefits booklet, along with our additional communication and decision-making tools, will help you make the best health care choices for you and your family.
UPDATE ON HEALTH CARE REFORM
The Tax Cuts and Jobs Act (TCJA) repealed the individual mandate to maintain health insurance or be responsible for a “shared responsibility payment”. We hope to keep offering these benefits as a valuable part of your total compensation in the future. However, because we offer you coverage that satisfies all the health reform requirements, you will not qualify for any federal assistance to purchase an individual or family policy on the open market (the “marketplace”).
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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Benefits for 2026 Overview of Benefits Programs
ELIGIBILITY
Who is Eligible?
› All active full-time employees who work at least 30 average hours per week are eligible for benefits. Your benefits are effective on the first of the month following 30 days of your hire date. If you do not enroll during this time period, you will not be eligible for benefits until the next Open Enrollment, unless you have a Qualifying Life Event Change.
Eligible Dependents • Spouse – An individual to whom you are legally married.
• Domestic partner (same or opposite sex) – An individual with whom you are in a relationship with and share a dwelling. Completion and approval of a Domestic Partner Affidavit is required. An affidavit will be provided by Human Resources. • Your or your spouse’s child who is under age 26, including a natural child, stepchild, a legally adopted child, a child placed for adoption or a child for whom you or your spouse are the legal guardian. • An unmarried child, age 26 or older, who is disabled and dependent upon you. Disabled dependent must be covered prior to age 26 to continue benefit.
DEPENDENT VERIFICATION
If you are enrolling your spouse, domestic partner or child(ren) to your health insurance, you must submit dependent verification within 30 days of the enrollment date to Human Resources. Failure to provide supporting documentation will result in the removal of your dependent(s) from coverage.
TAXATION of DOMESTIC PARTNER BENEFITS
It is important to note the taxation differential resulting from spouse vs. domestic partner coverage. Team members with domestic partners (non-spouses) are taxed on the employer portion of the benefits provided to the partner (imputed income) and the team member must contribute on an after tax basis for the portion of the benefits for the domestic partner. Team members are advised to speak with the tax expert regarding treatment for their benefits.
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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Benefits for 2026 Overview of Benefits Programs
QUALIFYING EVENTS
Qualifying Events
› Eligible employees may enroll or make changes to their benefits elections during the annual open enrollment period. As with most benefits, once you elect an option you are bound to that choice for the entire plan year unless you experience a “Qualifying Event”. These may include, but are not limited to: • Changes in employment status • Changes in legal marital status • Changes in number of dependents • Taking an unpaid leave of absence • Dependent satisfies or ceases to satisfy eligibility requirement • Family Medical Leave Act (FMLA) leave. • A COBRA-qualifying event • Entitlement to Medicare or Medicaid • A change in the place of residence of the employee, resulting in the current carrier not being available
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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Spear provides an array of benefits that can help you enjoy increased well-being, deal with an unexpected illness or accident, build and protect your financial security, balance your personal and professional life and meet everyday needs. These benefits are affordable, comprehensive and competitive. Benefits for 2026 Overview of Benefits Programs
The table below summarizes the benefits available to eligible staff and their dependents. These benefits are described in greater detail in this booklet.
BENEFITS AT-A-GLANCE
Coverage
Carrier
Medical
Dental
Vision
Life and AD&D
Long-Term Disability
Short-Term Disability Employee Assistance Program (EAP)
Accident, Critical Illness, Hospital Indemnity
ID Theft
Legal
Commuter Flexible Spending Account (FSA) Dependent Care FSA
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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Benefits for 2026
ALEX – Decision Making Support Tool
SUMMARY OF COVERAGE
WHO IS ALEX AND HOW CAN IT HELP ME?
We understand that making decisions around benefits is important to all of our employees, but at times can be both difficult and confusing. To enhance your understanding and to make YOUR benefit experience easier, we are excited to offer ALEX, a virtual benefit counselor. ALEX is an interactive decision making support tool that can help you decide which benefit options are right for YOU! Think of it as your personal guide that helps you make important benefit decisions. HERE ARE A COUPLE OF IMPORTANT THINGS TO KNOW ABOUT THE ALEX TOOL: It’s personalized, so you can see which plan makes the most sense for YOU, not your coworkers, or your boss, or even me, your local benefits genius. It's fun to use. There’s no boring insurance jargon or complicated legal jibber-jabber. It’s confidential, so you can get the guidance you need without revealing all of your fascinating secrets. It’s available all year! You can find out information about your benefits at any time and your significant other can use it as well! *Please be aware that Alex is a support tool and NOT where you make your actual benefit elections
SEE HOW ALEX CAN HELP AT: start.myalex.com/spear
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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Benefits for 2026
Medical – The Centivo Advantage plan provides access to great medical care, $0 deductible and our lowest payroll deductions.
SUMMARY OF COVERAGE
Plan Features
Centivo Advantage
IN NETWORK
Deductibles (Indiv / Family)
$0 / $0
Out-of-Pocket Max (Indiv / Family)
$3,000 / $6,000
Preventive Care
No Charge
PCP & Referrals Required
Yes
Primary Care Visit
No Charge
Specialist Visit
$40 Copay
Diagnostic Exam
$0 / $100 Copay
Basic Lab, X-Rays
$0 Copay
Advanced Imaging (MRI, CAT)
$100 Copay
Outpatient Procedure
$500 Copay
Inpatient Hospital
$800 Copay
Emergency Room
$150 Copay
Urgent Care
$75 Copay
Pharmacy / RX
Retail (30 Day Supply)
$10 / $40 / $70 / $150
Mail Order (90 Day Supply)
2.5x Retail
Key Characteristics of the Centivo Plan - Cost containment : Zero-dollar deductible, lower monthly premiums - Selective Network : High-Quality, Narrower Provider Network
- Primary Care Centric Approach : PCP as the Gateway. Referrals required for specialists and outpatient procedures. Less flexible that other plans, but members are encouraged to establish strong relationships with their primary care physicians, who act as the central point of care and guide them through the healthcare system. - Coordinated Care : The emphasis on primary care ensures better coordination across specialties and treatments, improving outcomes and reducing costs. - Digital Tools & Support : Online resources, Free Virtual Primary Care, and Health Advocacy
* Member may be responsible for any amount over the allowed amount
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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Benefits for 2026
Medical - The Centivo Advantage plan
Referral Process
How the Referral Process Works
• Referral may sound like a scary word, but they are actually good! ✓ When care is coordinated by your doctor, you receive better care ✓ Your primary care doctor can connect you with in-network providers, keeping your costs low ✓ You can avoid unnecessary tests or procedures, which saves you time and money • All you need to do is ensure you see the referral in the Centivo app prior to going to the specialist • Any referral made by your primary care doctor is automatically approved and good for one year • Referrals are needed for most care outside of your primary care doctor’s office. You do not need a referral for the following: ✓ Urgent care ✓ Emergency care ✓ OB/GYN care ✓ Behavioral health care ✓ Chiropractic care ✓ Rehabilitation services such as physical, occupational and speech therapy ✓ Labs, x-rays and other covered tests*
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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Centivo - Northeast
Centivo Advantage Plan Network
Benefits for 2026 Medical SELECT HEALTH SYSTEM PARTNERS INCLUDE:
The Centivo Network includes quality providers from local, trusted health systems. It also includes virtual and national providers – so that you have access to all the services you need!
CT
Search for in-network providers for the Partnership
NJ NY
Plan by type, location, gender and more at spearpt.centivo.com
PA
Trouble finding a provider? Call Member Care, 888-506-1630
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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Benefits for 2026
Medical
SUMMARY OF COVERAGE
Plan Features
Cigna HSA $3500
Cigna OAP
IN NETWORK
Deductibles (Indiv / Family) Coinsurance
$3,500/ $6,000
$1,500 / $3,000
You Pay 20%
You Pay 10%
Out-of-Pocket Max (Indiv / Family)
$6,000 / $12,000
$3,000 / $6,000
Preventive Care
No Charge
No Charge
PCP & Referrals Required
No
No
Primary Care Visit Specialist Visit Diagnostic Exam
Ded. & 20% Coins. Ded. & 20% Coins. Ded. & 20% Coins. Ded. & 20% Coins.
$30Copay $50 Copay
100% 100%
X-Rays
Outpatient Procedure
Ded. & 20% Coins.
Ded. &10% Coins.
Inpatient Hospital Emergency Room
Ded. & 20% Coins. Ded. & 20% Coins. Ded. & 20% Coins.
Ded. &10% Coins.
$150 Copay $75 Copay
Urgent Care
Pharmacy / RX Retail (30 Day Supply) Mail Order (90 Day Supply)
Ded. then $10 / $40 / $70
$10 / $40 / $70
2.5x Retail
2.5x Retail
OUT OF NETWORK
Deductibles (Indiv / Family)
$5,000 / $10,000
$3,000 / $6,000
Coinsurance
You Pay 50%
You Pay 50%
Out-of-Pocket Max (Indiv / Family) Preventive Care Primary Care Visit Specialist Visit Diagnostic Exam
$10,000 / $20,000
$6,000 / $12,000
Ded. & 50% Coins. Ded. & 50% Coins. Ded. & 50% Coins. Ded. & 50% Coins. Ded. & 50% Coins.
Ded. & 50% Coins. Ded. & 50% Coins. Ded. & 50% Coins. Ded. & 50% Coins. Ded. & 50% Coins.
X-Rays
Cigna provider finder link, https://hcpdirectory.cigna.com/web/public/consumer/directory/search
Outpatient Procedure
Ded. & 50% Coins.
Ded. & 50% Coins.
Inpatient Visit
Ded. & 50% Coins. Ded. & 20% Coins. Ded. & 50% Coins.
Ded. & 50% Coins.
Emergency Room
$150
Urgent Care
Ded. & 50% Coins.
* Member may be responsible for any amount over the allowed amount
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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Benefits for 2026
Employee Medical Contributions
Centivo Advantage Plan
EMPLOYEE COST
Weekly
Bi-Weekly
Employee
$39.72
$79.45
Employee + Spouse
$179.52
$359.04
Employee + Child(ren)
$139.07
$278.14
Employee + Family
$235.89
$471.77
Cigna HSA $3500 Plan
EMPLOYEE COST
Weekly
Bi-Weekly
Employee
$43.70
$87.39
Employee + Spouse
$197.47
$394.95
Employee + Child(ren)
$152.98
$305.95
Employee + Family
$259.47
$518.95
Cigna OAP Plan
EMPLOYEE COST
Weekly
Bi-Weekly
Employee
$95.40
$190.80
Employee + Spouse
$300.68
$601.35
Employee + Child(ren)
$242.26
$484.53
Employee + Family
$465.54
$931.08
Zero-dollar Member responsibility for PT/OT at Spear facilities
* Member may be responsible for any amount over the allowed amo
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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Benefits for 2026
Medical
KEY TERMS TO REMEMBER
OUT-OF-POCKET MAXIMUM This is the total amount you can pay out of pocket each calendar year before the plan pays 100 percent of covered expenses for the rest of the calendar year. Most expenses that meet provider network requirements count toward the annual out-of-pocket maximum, including expenses paid to the annual
ANNUAL DEDUCTIBLE The amount you have to pay each year before the plan starts paying a portion of medical expenses. All family members’ expenses that count toward a health plan deductible accumulate together in the aggregate; however, each person also has a limit on their own individual accumulated expenses (the amount varies by plan).
deductible*, copays and coinsurance. *Except for Grandfathered medical plans
PLAN TYPES
COPAYS AND COINSURANCE These expenses are your share of cost paid for covered health care services. Copays are a fixed dollar amount and are usually due at the time you receive care. Coinsurance is your share of the allowed amount charged for a service and is generally billed to you after the health insurance company reconciles the bill with the provider.
› EPO/PPO – A network of doctors, hospitals and other health care providers › HMO – A network that requires you to select a Primary Care Physician (PCP) who coordinates your health care › POS – Combines aspects of a PPO and HMO › HDHP – A plan that has higher annual deductibles in exchange for lower premiums.
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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Benefits for 2026
Medical
Understanding the full value of covered benefits allows you to take responsibility for maintaining good health and incorporating healthy habits into your lifestyle. Some examples include getting regular physical examinations, mammograms and immunizations. Through the plans offered by Spear Physical Therapy all covered individuals and family members are eligible to receive routine wellness services like these, at no cost; all copays, coinsurance, and deductibles are waived.
WHICH PREVENTIVE CARE SERVICES ARE COVERED?
The US Preventive Services Task Force maintains a regular list of recommended services that all Affordable Care Act (i.e. Health Care Reform) compliant insurance plans should cover at 100% for in-network providers. Below is a list of common services that are included in the plans offered this year:
› Routine Physical Exam › Well Baby and Child Care › Well Woman Visits › Immunizations › Routine Bone Density Test › Routine Breast Exam › Routine Gynecological Exam
› Screening for Gestational Diabetes › Obesity Screening and Counseling › Routine Digital Rectal Exam › Routine Colonoscopy › Routine Colorectal Cancer Screening › Routine Prostate Test
› Routine Lab Procedures › Routine Mammograms
› Routine Pap Smear › Smoking Cessation
“An ounce of prevention is worth a pound of cure”
› Health Education/Counseling Services › Health Counseling for STDs and HIV › Testing for HPV and HIV › Screening and Counseling for Domestic Violence
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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With your Medical Plan Enrollment for 2026
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
15
With your Medical Plan Enrollment for 2026
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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With your Medical Plan Enrollment for 2026
CancerCARE+
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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With your Medical Plan Enrollment for 2026
KISx Card
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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Benefits for 2026
Critical Illness Insurance
SUMMARY OF COVERAGE
Spear offers optional supplemental health benefits through Lincoln. These plans are not medical insurance and do not replace your medical coverage, but rather pay cash directly to you in addition to any benefits you receive from your health plan. The plans are designed to help offset expenses associated with unexpected injuries, illnesses, and hospital stays, such as deductibles, copays, and lost income.
Insurance policies available for purchase (through after-tax payroll deductions) include Accident Insurance, Hospital Indemnity Insurance and Critical Illness Insurance.
KNOW ABOUT YOUR CRITICAL ILLNESS INSURANCE
This insurance pays a lump-sum cash benefit directly to you following the diagnosis of a covered critical illness or event, such as a heart attack, stroke or cancer.
The benefit is yours to use however you want, including paying for healthcare expenses, mortgage, rent, or other bills.
COVERAGE OPTIONS: You can choose from three cash benefit levels for yourself and/or your spouse: $10,000 $20,000 $30,000 Coverage is also available for child(ren) in options of $5,000, $10,000, and $15,000, not to exceed 100% of the employee’s benefit level Portability included – allowing you to take the policy with you if you end employment.
WELLNESS BENEFIT Critical Illness Insurance includes an annual benefit of $50 for you and covered spouse when you take a covered health screening test. Over 40 different screenings qualify, including: • Cholesterol screening • Mammogram • Immunizations, e.g., Covid-19
Covered Illnesses or Events*
100% Benefit Invasive Cancer Heart Attack Stroke Major Organ Failure End-stage Renal Failure
25% Benefit: Coronary Artery Disease Carcinoma in Situ
$250 Benefit: Skin Cancer
Rates for critical illness are based on your age and the benefit level selected. See your online enrollment system for more information.
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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Benefits for 2026
Accident Insurance
SUMMARY OF COVERAGE
KNOW ABOUT YOUR ACCIDENT INSURANCE This insurance pays benefits directly to you to help offset the out-of-pocket expenses associated with an unexpected injury requiring medical treatment, such as deductibles or copays. Benefit payments are based on a schedule of injuries and treatments. The benefit is yours to use however you want, including paying for healthcare expenses, mortgage, rent, or other bills. *OVER 80 INJURIES AND SERVICES COVERED Below is a short list of injuries and services that may qualify for a benefit payment: Ambulance services Burns & Lacerations (cuts) Concussions Emergency room and urgent care Fractures/dislocations Hospital admissions and stays Medical appliances (e.g., crutches, wheelchairs) Physical Therapy
EXAMPLE CLAIM: Jane crashed her bicycle and was taken to the emergency room for treatment. She was diagnosed with a broken wrist and a torn ligament. She required surgery to repair her torn ligament, and she missed several days of work. Fortunately, Jane’s Accidental Injury plan paid her $2,375 help keep her afloat financially while she made a full recovery.
Jane’s Injuries & Treatment
Benefits Paid to Jane
Ambulance
$225
COVERAGE OPTIONS: Coverage is available to employees, spouses and dependent children.
Emergency Room
$150
Diagnostic MRI
$150
Bi-weekly Premium
Weekly Premium
Per Pay (26 payrolls)
Fractured Wrist
$450
Surgical repair of ACL
$750
$1.46
$2.91
Employee
Crutches (medical appliance)
$75
$2.33
$4.66
Employee + Spouse
3 Follow Up Visits
$225
Employee + Child(ren)
$2.59
$5.17
Physical Therapy (10 visits)
$350
Total Benefit
$2,375
$3.46
$6.92
Family
*Please refer to the benefit plan summaries for a full schedule of benefits
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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Benefits for 2026
Hospital Indemnity
SUMMARY OF COVERAGE
HOSPITAL INDEMNITY INSURANCE
This insurance pays benefits directly to you to help offset the out-of-pocket expenses associated with an unexpected hospital stay, such as deductibles, copays or lost income. Benefits are paid based on inpatient hospital admissions and confinement. The benefit is yours to use however you want, including paying for healthcare expenses, mortgage, rent, or other bills.
EXAMPLE CLAIM: Laura is admitted the hospital to give birth to her new baby. Her normal delivery kept her in the hospital for a total of three days. Fortunately, Laura’s Hospital Care plan paid her cash benefits to help cover her medical costs – benefits that allowed her to focus on her new baby rather than the financial impact of the hospitalization
COVERED EVENTS Benefits are included for: • Hospital Admissions • Hospital Confinement
• Intensive Care Unit Admission • Intensive Care Unit Confinement • Hospitalization for Childbirth
ADDITIONAL BENEFITS: No pre-existing condition exclusion Portability included – allowing you to take the policy with you if you end employment
Laura’s Hospital Stay
Plan Benefits
Hospital Admission
$1,000
2 Additional Days of Confinement
$330
COVERAGE OPTIONS: Coverage is available to employees, spouses and dependent children
Total Benefit
$1,330
Per Pay (26 payrolls)
Bi-weekly Premium
Weekly Premium
$3.50
$7.00
Employee
$7.53
$15.05
Employee + Spouse
$5.32
$10.63
Employee + Child(ren)
$9.73
$19.45
Family
*Please refer to the benefit plan summaries for a full schedule of benefits
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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Benefits for 2026
Dental
SUMMARY OF COVERAGE
Lincoln -DPPO Base
Lincoln - DPPO Buy Up
IN NETWORK Annual Deductible (Ind. / Family)
$50 / $150
$50 / $150
Preventive Care
No Charge
No Charge
Basic Procedures (Extractions, fillings, etc.) Major Procedures (Crowns, dentures, etc.)
50%
90%
50%
70%
50% (Children up to age 19 ONLY)
50% (Adults & Children)
Orthodontia
Orthodontia Lifetime Max
$1,000
$1,500
Calendar Year Maximum Benefit
$1,500
$3,000
OUT OF NETWORK
Annual Deductible (Ind. / Family)
$50 / $150
$50 / $150
Preventive Care
No Charge
No Charge
Basic Procedures (Extractions, fillings, etc.) Major Procedures (Crowns, dentures, etc.)
50%
80%
50%
50%
50% (Children up to age 19 ONLY)
50% (Adults & Children)
Orthodontia
Orthodontia Lifetime Max
$1,000
$1,500
Calendar Year Maximum Benefit
$1,500
$1,500
EMPLOYEE COST
Weekly
Bi-Weekly
Weekly
Bi-Weekly
Employee
$2.60
$5.21
$6.73
$13.46
Employee + Spouse
$7.08
$14.16
$15.36
$30.72
Employee + Child(ren)
$7.11
$14.22
$15.43
$30.86
Employee + Family
$11.65
$23.30
$24.18
$48.36
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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Benefits for 2026
Vision
SUMMARY OF COVERAGE
Lincoln – Vision
IN NETWORK BENEFITS
Vision Exam
$10 Copay
Lenses
Single
$25Copay
Bifocal Trifocal
$25 Copay $25 Copay
Progressive
$90 Copay
Frames
$130 Allowance $125 Allowance
Elective Contact Lenses
Medically Necessary Contact Lenses
$25 Copay
Frequency (Months) Exam
Every 12 Months
Lenses
Every 12 Months
Frames
Every 24 Months
OUT OF NETWORK
Vision Exam
$40 Allowance
Lenses
Single
$40 Allowance
Bifocal
$60 Allowance
Trifocal
$80 Allowance
Frames
$45 Allowance
Elective Contact Lenses
$125 Allowance
Medically Necessary Contact Lenses
$210 Allowance
EMPLOYEE COST Weekly
Bi-Weekly
Employee
$0.90
$1.80
Employee + Spouse
$1.70
$3.41
Employee + Child(ren)
$2.00
$4.00
Employee + Family
$2.82
$5.63
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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Benefits for 2026
Life Insurance
SUMMARY OF COVERAGE
All benefit eligible Spear employees are provided employer-paid Basic Life and Basic Accidental Death & Dismemberment (AD&D) coverage. All eligible employees are automatically enrolled in Basic Life and Basic AD&D.
As an added benefit, Spear employees have the option to purchase additional coverage described on the table to the right.
Plan Features
Lincoln Basic Life and AD&D
Employee Benefit Amount
1x Base Annual Earnings
Maximum Benefit Amount
$50,000
AD&D Benefit
1x Base Annual Earnings
If disabled, insurance will continue until age 65 or no longer disabled.
Waiver of Premium
The following shows how much benefits are reduced at certain ages:
Age Band
Benefit Reduction
65
65%
70
50%
Plan Features
Lincoln Voluntary Life
Employees can choose different amounts of coverage between the minimum and maximum benefit amount. See plan documentation for more details. Maximum: Lesser of $500,000 or 5x Base Annual Earnings Guarantee Issue: $300,000
Employee Benefit Amount
Employee Benefit Amount
Maximum: $250,000 Minimum: $50,000
Accelerated Death Benefit
Maximum: $250,000 Guarantee Issue: $30,000
Spouse Life and AD&D
Child(ren) Life and AD&D
Maximum: $10,000
The following shows how much benefits are reduced at certain ages:
Age Band
Benefit Reduction
65
65%
70
40%
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
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Benefits for 2026
Short Term Disability
SUMMARY OF COVERAGE
Spear provides employees with the option of voluntary short-term coverage for those unexpected situations that may keep you from performing the daily responsibilities of your job. Your disability plan is available to help supplement your income when you are not able to continue employment for a certain period of time. Short-term disability benefits may be reduced by benefits received from state disability or temporary worker’s compensation programs. Total benefits received from the policy, state disability, temporary worker’s compensation programs and employers sick pay may not exceed 100% of your income prior to your disability.
Lincoln Voluntary Short Term Benefits
Plan Features
Employee Benefit Amount
60%
Maximum Benefit Amount
$1,500 Weekly
Elimination Period (Accident)
7
Elimination Period (Sickness)
7
Benefit Duration
25Weeks
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
25
Benefits for 2026
Long Term Disability
SUMMARY OF COVERAGE
Spear also provides employees with employer-paid long term disability coverage for those unexpected situations that may keep you away for longer than expected. Your disability plan is available to help supplement your income when you are not able to continue employment for a certain period of time. Long- term disability benefits may be reduced by benefits received from state disability or temporary worker’s compensation programs. Total benefits received from the policy, state disability, temporary worker’s compensation programs and employers sick pay may not exceed 100% of your income prior to your disability.
Plan Features
Lincoln Benefits
Employee Benefit Amount
60%
Maximum Benefit Amount
$7,500 Monthly
Elimination Period (Accident)
180 Days
Benefit Duration
SS Retirement Age
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
26
Benefits for 2026
Employee Assistance Program (EAP)
Theresources youneed tomeet life’schallenges
Online resources
In-person guidance
Unlimited 24/7 assistance
Some matters are best resolved by meeting with a professional in person. With EmployeeConnect , you and yourfamilyget:
You and your familycan access the following services anytime — online, on the mobile app,orwithatoll-free call:
EmployeeConnect offers a wide range of information and resourcesyoucan access on your own. Expert advice and support tools arejust aclickawaywhen you visit GuidanceResources.com or download the GuidanceNow SM mobile app. You’ll find:
▪
Information and referrals on family matters, such as child and elder care, pet care, vacation planning,
▪
In-person help for short-term issues (up to five sessions with a counselor per person, perissue, per year)
moving, car buying, college planningand more
▪
Articles and tutorials
▪
Videos
To take advantage of the EmployeeConnect SM program or for more information: Visit GuidanceResources.com (username: LFGNY, password: LFGNY1),download the GuidanceNow SM mobile app, or call 833-475-0980.
EmployeeConnect SM EMPLOYEE ASSISTANCE PROGRAM SERVICES To learn more: ▪ Visit GuidanceResources.com (username: LFGNY password: LFGNY1) ▪ Download the GuidanceNow SM mobile app ▪ Call 833-475-0980
EmployeeConnect SM EMPLOYEE ASSISTANCE PROGRAM SERVICES Confidential help 24 hours a day, seven days a weekfor employeesandtheirfamilymembers. Get help with:
▪
Family
Depression Relationships
▪
Parenting Addictions
▪
Stress
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
27
Benefits for 2026
Flexible Spending Account (FSA)
Spear is offering a Flexible Spending Account (FSA) for 2026. This is how an FSA works:
› You set aside money for your FSA from your paycheck before taxes are taken out. › Then use your pre-tax FSA funds throughout the plan year to pay for eligible health care or dependent care expenses. › You save money on expenses you’re already paying for.
You can contribute up to $3,400 per year in pre-tax dollar into your Healthcare FSA , and $7,500 per year pre-tax into your Dependent Care FSA . You also have a 2.5 month Grace Period to use remaining FSA funds from the pervious plan year. Refer to your FSA documentation for more details.
DEPENDENT CARE FSA ELIGIBLE EXPENSES
HEALTH FSA ELIGIBLE EXPENSES
› Medical expenses: co-pays, co-insurance, and deductibles › Dental expenses: exams, cleanings, X- rays, and braces › Vision expenses: exams, contact lenses and supplies, eyeglasses, and laser eye surgery › Professional services: physical therapy, chiropractor, and acupuncture › Prescription drugs and insulin › Over-the-counter health care items: bandages, pregnancy test kits, blood pressure monitors, etc.
› Care for your child who is under age 13 › Before and after-school care › Baby sitting and nanny expenses › Day care, nursery school, and preschool › Summer day camp › Care for a relative who is physically or mentally incapable of self-care and lives in your home
Refer to your FSA documentation for more information.
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
28
Benefits for 2026
Norton LifeLock
Coverage
Essential Plan
Premier Plus
Employee Only
$7.49
$12.99
Family
$14.98
$21.98
*Please refer to the Norton Features Guide on the Spear Intranet for a full list of covered services under each plan
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
29
Benefits for 2026
LegalEASE
$20.45
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
30
Benefits for 2026
What if I don’t need benefits?
• You can choose to waive coverage now
• Once you make your elections, they will remain in effect until the next open enrollment period
• Updates can be made with “Qualified Life Event” (QLE) • Marriage • Divorce • Birth of a child • Child turns 26 and ages off your plan What if I have a Qualified Life Event?
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
31
Benefits for 2026
Online Enrollment
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
32
Benefits for 2026
Contact Information
Carrier Name
Website
Contact Information
Centivo
www.centivo.com
(833) 666-1322
Lincoln
www.lincolnfinancial.com
(800) 423-2765
Primepay
primepay.com/login
(833) 968-6288
CancerCare+
cancercareprogram.com
(877) 640-9610
KISx Card
getkisx.com
(877) 438-5479
Norton LifeLock
my.norton.com
(800) 607-9174
LegalEASE
www.legaleaseplan.com
(713) 785-7400
Spear
benefits@spearcenter.com
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
33
Benefits for 2026
Notes
This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2026 Employee Benefit Guide
34
TO: Carla Giambona, Director of HR
DATE: October 23, 2025
SUBJECT: Required Annual Notices for Group Health Plans
Group health plans are required under federal law to supply certain notices to eligible employees and plan participants. Many of these notices must be provided when distributing open enrollment materials. We are providing the attached 2026 Annual Notices as a courtesy to our clients to help fulfill your responsibility. Generally, the applicable distribution rules (including ERISAand HIPAA) require that these notices be either hand delivered or sent via US mail unless your employees meet the DOL’selectronic delivery requirements or you have a signed authorization from the recipient consenting to receive the notices electronically. If you have questions about the information provided in these documents, please contact us at (330)540-8732 or pconstantine@briobenefits.com.Please note that these materials are intended to be educational and informational. The materials are not intended to provide legal advice. You are encouraged to consult your own legal advisor on employee benefits matters about compliance with your legal obligations.
This notice packet covers only the basic federal employee benefit health and welfare related notice requirements. This notice packet is not a comprehensive source of all required notices (labor, tax, or otherwise) that employers may be subject to by the IRS, the Department of Labor, or any other federal or state regulators, due to their geographic location, size, industry, or demographics.
Employees Eligible for Group Health Benefits under the Spear PT Group Health Plans
TO:
DATE:
January 1, 2026
SUBJECT:
Required Annual Notices for Group Health Plans
***Important Information – Action May Be Required***
To make sure that you have all the information you need to make informed decisions for you and your family, the law requires Spear PT to provide you with notice of certain legal rights that you may have and legal obligations that apply to the Spear PT Group Health Plan. These rights and obligations are described in more detail in the enclosed notices.
Contents
Michelle’s Law Notice Women’s Health and Cancer Rights Act (WHCRA) Notice
Page2
Page2
Newborns’ and Mother’s Health Protection Act (NMHPA) Notice
Page3
Medical Loss Ratio (MLR) Rule Notice
Page3
Notice of HIPAA Privacy Practices
Page3
Notice of HIPAA Special Enrollment Rights
Page6
Health Insurance Marketplace Coverage Options and Your Health Coverage Premium Assistance Under Medicaid and the Children’s Health Insurance Program (CHIP)
Page8
Page10
Model General Notice of COBRA Continuation Coverage Rights
Page15
Your Rights and Protections Against Surprise Medical Bills
Page19
You should review these notices closely and keep them with other materials that you receive about benefits available under the Plan. If you have any questions about any of the legal rights and obligations described below or the Plan, you should write or call:
Carla Giambona, Director of HR 102 Madison Avenue, 8th Floor | New York,NY 10016 | cgiambona@spearcenter.com
The following notices are not intended to be a description of the benefits offered under the Plan. For more information about specific benefits, refer to the Summary Plan Descriptions for the Plan, which are available by Contact HR.
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Michelle’s Law Notice When adependent child over the age of 26 loses student status under the eligibility policy of Spear PT group health plan coverage, as aresult of amedically necessary leave of absencefrom apost-secondary educational institution, the Spear PT group health plan will continue to provide coverage during the leave of absence for the earlier end date of up to one year, or until coverage would otherwise terminate under the Spear PT group health plan.
Tomaintain eligibility and continue coverage as adependent during such leave of absence:
• TheSpear PTGroup Health Plan mustreceive written certification by atreating physician of the dependent child which states that the child is suffering from aserious illness or injury and that the leaveofabsence(orotherchangeofenrollment)ismedicallynecessary; and
• The dependent must be established as a disabled dependent as defined by the medical carriers.
Toobtain additional information, please contact:
Carla Giambona Director of HR cgiambona@spearcenter.com Women’s Health and Cancer Rights Act (WHCRA) Notice Enrollment Notice If you have had or are going to have amastectomy, you may be entitled to certain benefits under the Women’sHealth andCancerRights Act of 1998(WHCRA).Forindividuals receiving mastectomy-related benefits, coverage will be provided in a manner determined in consultation with the attending physician and the patient, for:
• All stages of reconstruction of the breast on which the mastectomy was performed;
• Surgery and reconstruction of the other breast to produce asymmetrical appearance;
• Prostheses; and
• Treatment of physical complications of the mastectomy, including lymphedema.
These benefits will be provided subject to the same deductibles and coinsurance applicable to other medical and surgical benefits provided under this plan. Therefore,the following deductibles and coinsurance apply:
• Centivo - Advantage Plan
• Cigna -HSA 3500 Plan
• Cigna - OAP Plan
If you would like more information on WHCRA benefits, contact your plan administrator:
Carla Giambona
2
Director of HR cgiambona@spearcenter.com
Annual Notice Doyou know thatyour plan, asrequired by theWomen’sHealth and CancerRights Act of 1998, provides benefits for mastectomy-related services including all stages of reconstruction and surgery to achieve symmetry between the breasts, prostheses, and complications resulting from a mastectomy, including lymphedema? Contact your plan administrator for more information. Newborns’ and Mother’s Health ProtectionAct (NMHPA) Notice Group health plans and health insurance issuers generally may not, under Federallaw, restrict benefits for any hospital length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following avaginal delivery, or less than 96 hours following acesarean section. However, Federal law generally does not prohibit the mother’s or newborn’s attending provider, after consulting with the mother, from discharging the mother or her newborn earlier than 48 hours (or 96 hours as applicable). In any case, plans and issuers may not, under Federal law, require that aprovider obtain authorization from the plan or the insurance issuer for prescribing alength of stay not in excess of 48 hours (or 96 hours). Medical Loss Ratio (MLR) Rule Notice The Affordable Care Act requires health insurers in the individual and small group markets to spend at least 80 percent of the premiums they receive on health care services and activities to improve health care quality (in the large group marketof 51+ employees, this amountis 85 percent). This is referred to asthe Medical LossRatio (MLR) rule or the 80/20rule. If ahealthinsurer doesnot spendat least 80(85forlarge groups) percent of the premiums it receives on health care services and activities to improve health care quality, the insurer must rebate the difference.
Notice of HIPAA Privacy Practices
This notice describes how medical information about you may be used and disclosed andhow you canget accessto this information. Please review it carefully.
This notice is intended to inform you of the privacy practices followed by the Spear PTHealth Plan and the Plan’s legal obligations regarding your protected health information under the Health Insurance Portability and Accountability Act of 1996 (HIPAA). The notice also explains the privacy rights you and your family members have as participants of the Plan. It is effective on 01/01/2026. The Plan often needs access to your protected health information in order to provide payment for health services and perform plan administrative functions. We want to assure the plan participants covered under the Plan that we comply with federal privacy laws and respect your right to privacy. Spear PTrequires all members of our workforce and third parties that are provided access to protected health information to comply with the privacy practices outlined below. Protected Health Information Your protected health information is protected by the HIPAA Privacy Rule. Generally, protected health information is information that identifies an individual created or received by ahealth care provider, health plan or an employer on behalf of a group health plan that relates to physical or mental health conditions, provision of health care,or payment for health care, whether past, present or future.
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