2025 Benefits Guide

Benefits Guide

Effective January - December 2025

WELCOME TO YOUR 2025 BENEFIT INFORMATION GUIDE!

At the Village of Pinehurst, we understand the importance of a well-rounded benefits program and are dedicated to providing you with benefits that meet the needs of you and your family. We are proud to offer a range of plans that help protect you in the case of illness or injury. The information in this guide is designed to provide you with general information on benefit programs for which you may be eligible. It is not intended to be comprehensive or to create property interest in continued employment. For detailed information, refer to the summary plan description or policy governing the benefit plans outlined in this document. The management of the Village of Pinehurst reserves the right to terminate, change, withdraw, or suspend any employee benefit plan at any time. All group health plans are subject to design, availability, and cost modification on an annual basis.

Enclosed you will find:

• Step by step instructions for how to enroll • Information on benefits such as medical, dental, vision, life insurance, flexible spending account (FSA), voluntary coverages and many more • Directory and contact information, in case you have questions

And much more!

The information for this benefit has been provided by Village of Pinehurst. OneDigital is not responsible for the content on this page.

TABLE OF CONTENTS

Enrollment and Eligibility

04 06 07 08 09 10 11 12

Lines of Coverage

Medical Plan Dental Plan

Vision Plan

Flexible Spending Account (FSA) Health Savings Account (HSA)

Employee Deductions

Life Insurance Plan 13 Employee Assistance Program (EAP) 16 Retirement Options 17 Additional Benefits 18 Carriers, Vendors & Contacts 20

The following descriptions of available benefit elections options, are purely informational and have been provided to you for illustrative purposes only. Payment of benefits will vary from claim to claim within a particular benefit option and will be paid at the sole discretion of the applicable insurance provider for each benefit option. The terms and conditions of each applicable policy or certificate of coverage will provide specific details and will govern in all matters relating to each particular benefit option described in this summary. In no case will any information in this summary amend, modify, expand, enhance, improve or otherwise change any term, condition or element of the policies or certificates of coverage that govern the benefit options described in this summary.

Presented by:

ENROLLMENT AND ELIGIBILITY

WHO CAN ENROLL? If you are an employee regularly working a minimum of 30 hours per week, you are eligible to participate in the benefits program. Employees working an average of 20 hours per week may also participate but some restrictions may apply. Many of the plans offer coverage for eligible dependents, including: • Your legal spouse. • Your children to age 26, regardless of student, marital, or tax-dependent status (including a stepchild, legally- adopted child, a child placed with you for adoption, or a child for whom you are the legal guardian). • Your dependent children of any age who are physically or mentally unable to care for themselves. WHEN DOES COVERAGE BEGIN AND WHEN CAN I ENROLL? Benefits for newly hired employees will become effective 30 days from date of hire. Your enrollment choices remain in effect through the end of the benefits plan year January 1 through December 31.

You can sign up for benefits or change your benefit elections at the following times: • Within 30 days of your initial eligibility date (as a newly-hired employee). • During the annual benefits annual enrollment period. • Within 30 days of experiencing a qualifying life event (status change).

NOTE : If you do not sign up for benefits during your initial eligibility period or during the annual enrollment period, you will not be able to elect coverage until the following plan year unless you have a status change.

WHAT IF MY NEEDS CHANGE DURING THE YEAR? You are permitted to make changes to your benefits outside of the annual enrollment period if you have a qualified change in status as defined by the IRS. Generally, you may add or remove dependents from your benefits, as well as add, drop, or change coverage if you submit your request for change within 30 days of the qualified event with proper documentation. Election changes must be consistent with your life event. To request a benefits change, notify Human Resources within 30 days of the qualifying life event. Change requests submitted after 30 days cannot be accepted. Qualifying life events include, but are not limited to: • Marriage, divorce, or legal separation. • Birth or adoption of an eligible child. • Death of your spouse or covered child. • Change in your spouse’s work status that affects his or her benefits. • Change in your child’s eligibility for benefits. • Qualified Medical Child Support Order. Active employees have an active annual enrollment period, meaning you are required to take action to continue your benefit coverage in 2025. You must log into GreenEmployee to complete your enrollment. • Go to GreenEmployee and select the Benefits tab at the top of the screen. Under Open Enrollment, select Begin Enrollment. It will be necessary to confirm your existing medical, dental and vision elections or make changes by selecting the “enroll or waive” option. When finished sign and submit. • In addition, if you wish to participate in the Flexible Spending Account (FSA) in 2025, you must re-elect your contribution amount. • If you are newly enrolling in the voluntary plans such as Aflac, USAble or the 529 Plan, you will not be able to enroll via GreenEmployee. A hard copy enrollment must be completed. Forms are available in the HR Department. • Following Annual Enrollment, your deductions will begin with the first January paycheck. HOW DO I ENROLL? • NOTE: If you waive coverage, this means you are declining insurance coverage for this benefit. The next opportunity to enroll in the benefit will be Annual Enrollment (November 2025) with benefits effective January 1, 2026 or when a qualifying status change occurs. The information for this benefit has been provided by Village of Pinehurst. OneDigital is not responsible for the content on this page.

PACKAGE OVERVIEW & CONTACT INFORMATION

Village of Pinehurst offers eligible employees a comprehensive benefit package that provides both financial stability and protection. Our offering provides flexibility for employees to design a package to meet their unique needs.

Effective January 1, 2025:

• Medical benefit plans with Blue Cross Blue Shield of North Carolina • Dental, Vision, Life/AD&D benefit plans with Principal • Voluntary Life and AD&D Insurance with USAble • Voluntary Benefits with AFLAC • Flexible Spending Accounts with Flores & Associates • Health Savings Account with HealthEquity

After you have enrolled in insurance coverage, you will receive additional information in the mail from the insurance carriers. This information will contain your personal identification cards. In the meantime, you can look up providers for your plans on the internet.

Questions? Contact the Human Resources Department 910-295-1900

LINES OF COVERAGE

MEDICAL INSURANCE Your health insurance is provided through Blue Cross Blue Shield of North Carolina. For full-time regular employees, the Village pays the entire premium for the employee medical coverage. For employees working 20 hours, the Village pays for 50% of the premium. The plans offer in- and out-of-network benefits, providing you the freedom to choose any provider. However, you will pay less out of your pocket when you choose a network provider. Locate a network provider at www.bcbsnc.com. DENTAL INSURANCE Your dental insurance is provided through Principal. For full-time regular employees, the Village pays the entire premium for the employee dental coverage. For employees working 20 hours, the Village pays for 50% of the premium. The plan offers in- and out-of-network benefits, providing you the freedom to choose any provider. However, you will pay less out of your pocket when you choose a network provider. Locate a network provider at www.principal.com. VISION INSURANCE Your vision insurance is provided through Principal on the Vision Service Plan (VSP) network. For full-time regular employees, the Village pays the entire premium for the employee vision coverage. For employees working 20 hours, the Village pays for 50% of the premium. You have the freedom to choose any vision provider. However, you will maximize the plan benefits when you choose a network provider. If you choose a non-network provider, you may be responsible for paying in full at the time of service and submitting a claim to VSP for reimbursement. Locate a VSP network provider at www.vsp.com. LIFE INSURANCE The Village provides basic life and accidental death and dismemberment insurance in the amount of $25,000 to full-time regular employees. Coverage is provided by Principal , and there is no charge to employees for this benefit. For more information call 800-832-4450 or visit www.principal.com. VOLUNTARY/SUPPLEMENTAL INSURANCE In addition to the basic policy provided by the Village, employees may elect to purchase additional life and/or accidental death and dismemberment coverage for themselves, their spouses, and their children. Voluntary coverage of up to $300,000 is available for employees and spouses; $10,000 policies are available for children. Note that policies with a value greater than $100,000 may be subject to proof of good health. This coverage is provided by USAble . Group offerings through Aflac include Group Term Life, Short Term Disability, Critical Illness, Hospital Indemnity and Accident Coverage. Individual plans will still be in place if you have enrolled in them previously. Contact Steve Cooper by phone at 919-417-7476 or email him at s1_cooper@us. aflac.com. You may also visit www.aflac.com for additional information. Aflac Group is available for service-related questions and can be reached at 1-866-289-2352. Note that new policies and changes to existing coverage can only be made initially during an employee’s annual enrollment period unless a status change occurs. NOTE: You should review your beneficiaries no less than annually, but changes can be made any time. You currently have beneficiaries for the following plans: Principal Life insurance, NC Retirement System, Prudential 401(k)/457(b) and voluntary plans. Contact the Human Resources Department for assistance in changing beneficiaries.

The information for this benefit has been provided by Village of Pinehurst. OneDigital is not responsible for the content on this page.

MEDICAL PLAN For this Plan Year, we will offer two medical plans with Blue Cross Blue Shield. You have a choice of a HDHP and PPO. You may locate a provider for medical in network services at www.bcbsnc.com.

BlueCross BlueShield of North Carolina

Blue Options HDHP - HSA

Blue Options PPO

In-Network

Out-of-Network

In-Network

Out-of-Network

$20 Copay (Waived for the 1 st 3 visits)

Primary

Deductible, then 0% Deductible, then 30%

Deductible, then 30%

Specialist

Deductible, then 0% Deductible, then 30%

$40

Deductible, then 30%

Virtual Visits

Deductible then 0%

N/A

$10 Copay

Deductible, then 30%

Common Services

In-Patient Facility

Deductible, then 0% Deductible, then 30% Deductible, then 20% Deductible, then 30%

Out-Patient Facility

Deductible, then 0% Deductible, then 30% Deductible, then 20% Deductible, then 30%

Urgent Care

Deductible, then 0% Deductible, then 30% $40 Copay

$80 Copay

Emergency Room

Deductible, then 0%

$300 Copay

Pharmacy

Tier 1

$10 Copay

Tier 2

$35 Copay

Please see Benefit Summary for OON Benefits

Tier 3

$60 Copay

Deductible, then 0%

Tier 4

25% up to $100

Tier 5

25% up to $100

Mail Order

3x Copay

Annual Deductible

Individual

$3,300

$6,600

$1,000

$2,000

Family

$6,600

$13,200

$2,000

$4,000

Annual Out of Pocket

Includes Deductible, Coinsurance and Copays

Individual

$3,300

$7,850

$3,000

$6,000

Family

$6,600

$16,950

$6,000

$12,000

The benefit plan information shown in this guide is illustrative only. To the extent the benefit plan information summarized herein differs from the underlying plan details specified in the insurance documents that govern the terms and conditions of the plans of insurance described in this guide, the underlying insurance documents will govern in all cases .

DENTAL PLAN

Go to www.principal.com/dentist to locate an in network dentist.

Carrier Name

Principal

Name of Plan

Dental PPO

Type of Plan

PPO

Class

In Network Out of Network

Preventive

Deductible then 20% Deductible then 50%

Basic Restorative

Major Services

Orthodontia

50%

Plan Details

Deductible applies to Preventive

Endodontics: Major Periodontics: Basic

Endodontics/Periodontics: Basic or Major

One can of soda is the amount of sugar recommended for three days for a child. Sugary Sodas are a major risk factor for tooth decay*

Orthodontics (Adult/Children)

Children

Waiting Periods Applied

Deductible Person - Calendar Year

$50

*Source: American Dental Association (ADA)

Family - Calendar Year

$150

Plan Maximums Calendar Year Max

$2,500

Ortho Lifetime Max

$1,000

VISION PLAN

You may locate a provider for vision in network services at www.vsp.com.

Carrier Name

Principal

Name of Plan

VSP Choice

Exam

In Network

Out of Network

Copay

$10 Copay

$45 Allowance

Frequency

12 Months

Lenses

Frequency

12 Months

Single

$25 Copay

$30 Allowance

Bifocal

$25 Copay

$50 Allowance

Trifocal

$25 Copay

$65 Allowance

Contacts Elective $150 Allowance $105 Allowance

Your eyes need a rest even while you’re awake. Use the 20 -20-20 rule to reduce eyestrain. After working for 20 minutes, look away about 20 feet in front of you for about 20 seconds.*

Contacts Medically Necessary

$25 Copay

$210 Allowance

Frames

Source: National Eye Institute https://nei.nih.gov/health/healthyeyes

Frequency

24 Months

$150 Allowance plus 20% off Balance

Frames

$70 Allowance

FLEXIBLE SPENDING ACCOUNTS (FSA) Flexible spending accounts let you use pre-tax dollars to cover eligible health care and dependent care expenses. There are different types of FSAs that help to reduce your taxable income when paying for eligible expenses for yourself, your spouse, and any eligible dependents, as outlined below: Health Care FSA Can reimburse for eligible health care expenses not covered by your medical, dental, and vision insurance. Maximum contribution for 2025 is $3,300. This plan does include a provision that allows you to carryover up to $640 of unused Health Care FSA funds at the end of the plan year; however, any funds in excess of $640 that are left unused in the account will be forfeited at the end of the plan year. Limited Purpose FSA A Limited Purpose Flexible Spending is much like a typical, general-purpose Health FSA. However, under a Limited Purpose FSA, eligible expenses are limited to qualifying dental and vision expenses for you, your spouse, and your eligible dependents. This plan does include a provision that allows you to carry over up to $640 of unused Healthcare FSA funds at the end of the plan year however, any funds in excess of $640 that are left unused in the account will be forfeited at the end of the plan year. Maximum contribution for 2025 is $3,300. Dependent Care FSA Funds can be used for qualified child care expenses. Maximum contribution for 2025 is $2,500 for individuals or $5,000 per household. (reimbursement account) To participate in the FSA program, you must re-enroll each year or enroll within 30 days of your hire date. At this time, you must establish an annual contribution amount within the maximum limit. The VOP’s FSA plan year runs from January 1 through December 31 and the vendor is Flores and Associates. Once enrolled, you will have online access to view your FSA balance, check on a reimbursement status, and more. Visit www.flores247.com to access the online portal or call 800-532-3327. A few rules you need to know: Although the Health Care FSA plan year runs from January 1, 2025 through December 31, 2025, the plan allows you to carryover up to $640 to the next plan year starting on January 1, 2025. The amount you carryover from 2024 will not affect your annual maximum allowed contribution for the 2025 FSA plan year. • Any remaining amounts over $640 will be forfeited. • Deductions are made from your bi-weekly paychecks.

The benefit plan information shown in this guide is illustrative only. This information is not intended to be exhaustive, nor should any discussion or opinions be construed as professional advice. The information for this benefit has been provided by Village of Pinehurst. OneDigital is not responsible for the content on this page.

HEALTH SAVINGS ACCOUNTS (HSA) For employees who elect the HDHP, you have the option of opening a Health Savings Account (HSA). The HSA-eligible plan provides a way to save money that becomes available in future years for health care expenses.

• In 2025 individuals can contribute up to $4,300 and families can contribute up to $8,550 to their HSA (these totals represent the total of employee and employer contributions). • If you are 55 or older, you can make a $1,000 catch-up contribution. • Contributions to an HSA can be made on a pre-tax or post-tax basis, and funds within the HSA grow without incurring taxes. Funds are withdrawn tax-free for healthcare related needs

without having to file receipts, although you should keep your

receipts in case you are ever audited. • Money deposited in the HSA by the employee AND employer immediately become the employee’s asset and is portable. • If you participate in the HSA, neither you nor your spouse can contribute to a Healthcare FSA . H owever , you can contribute to the Limited FSA.

The Village will be contributing $1,500 for employees participating in the HDHP with the HSA. You will receive $375 in January and $45 per paycheck for an annual total of $1,500. Note: The amount will be prorated for employees whose benefits start after January 1, 2025

What is this account and how does it work? An HSA account can be funded with pre-tax dollars by you, your employer or both to help pay for eligible medical expenses.

Maximum Contribution Allowed

Can money in accounts be “rolled over”? Yes, amounts left in your HSA account can be rolled over year to year and are

Pre-Tax Plan

Employee only coverage: $4,300 Family coverage: $8,550 Catch up contribution (55 year of age or older): $1,000

Health Savings Account (HSA)

portable if you leave employment of the company

EMPLOYEE DEDUCTIONS Village of Pinehurst contributes to the cost of the medical, dental, and vision plans for you.

Semi -Monthly Amounts *

Coverage Tier

Premium Amount

Employee Pays

Village Pays

Medical Line of Coverage – HDHP + HSA Employee Only

$327.70

$0.00

$327.70

Employee/Spouse

$620.99

$293.29

$327.70

Employee/Child

$554.41

$226.71

$327.70

Employee/Family

$821.02

$493.32

$327.70

$163.85

Part-Time Employee Only

$327.70

$163.85

Medical Line of Coverage – PPO

Employee Only

$396.95

$0.00

$396.95

Employee/Spouse

$756.43

$359.47

$396.95

Employee/Child

$674.81

$277.86

$396.95

Employee/Family

$1,001.60

$604.65

$396.95

Part-Time Employee Only

$396.95

$198.47

$198.48

Dental Line of Coverage

Employee Only

$18.43

$0.00

$18.43

Employee/Spouse

$37.32

$18.89

$18.43

Employee/Child

$47.92

$29.49

$18.43

Employee/Family

$70.33

$51.90

$18.43

Part-Time Employee Only

$18.43

$9.21

$9.22

Vision Line of Coverage

Employee Only

$3.66

$0.00

$3.66

Employee/Spouse

$7.58

$3.92

$3.66

Employee/Child

$8.02

$4.36

$3.66

Employee/Family

$12.81

$9.15

$3.66

Part-Time Employee Only

$3.66

$1.83

* Withholdings are withheld from the first two bi-weekly pay checks of each month.

LIFE AND AD&D INSURANCE PLAN

The Village of Pinehurst provides all full-time employees with a company paid life insurance policy of $25,000. Please make sure you have an up-to-date beneficiary on file with your HR representative. Benefits reduce to 35% at age 65 and 50% at age 70.

Carrier Name

Principal

Life Benefit

$25,000

AD&D Benefit

$25,000

Guaranteed Issue Amount

$25,000

Conversion Privilege

Yes

Waiver of Premium

Yes

The benefit plan information shown in this guide is illustrative only. To the extent the benefit plan information summarized herein differs from theunderlying plan details specified in the insurance documents that govern the terms and conditions of the plans of insurance described in this guide, the underlying insurance documents will govern in all cases.

VOLUNTARY LIFE AND AD&D INSURANCE PLAN

While Village of Pinehurst offers Basic Life and AD&D insurance through Principal, some employees may want to purchase additional coverage, through USAble. Think about your personal circumstances. Are you the sole provider for your household? What other expenses do you expect in the future? Depending on your needs, you may want to consider buying additional coverage. With Voluntary Life insurance, you are responsible for paying the full cost of coverage through payroll deductions. In order to purchase additional coverage for yourself and/or dependents, you must elect coverage. For any amount requested over the guaranteed issue amount, you will need to complete the Evidence of Insurability (EOI). EOI is a request to verify good health. Ask your HR contact for the form. Also, please make sure you have an up-to-date beneficiary on file with your HR representative.

Voluntary Life and AD&D

Employee Life and AD&D Benefit

Increments of $10,000 up to $300,000

Dependent Life and AD&D Benefit

Increments of $5,000 up to $150,000

Employee: Max $100,000* Spouse: Max $30,000*

Guaranteed Issue Amount

35% at age 65 50% at age 70

Age Reduction Benefits

Voluntary Aflac Products

The Village of Pinehurst offers additional voluntary benefits through Aflac. Employees can choose from a variety of benefits through Aflac and enjoy the benefits being available on a group platform. This allows the rates to be less expensive than if they were purchased on an individual basis.

Voluntary Short-Term Disability

STD provides for payment of monthly disability benefit when a covered employee is disabled and unable to work due to an injury or sickness.

Carrier Name

Aflac

Benefit

60%

Maximum Monthly Benefit Waiting Period – Accident Waiting Period – Sickness

$6,000 0 Days 7 Days

Duration of Benefits Pre-Existing Condition

3 Months

12/12

Portability

Included

Waiver of Premium

Not Included

Voluntary Group Term Life ‘Term to 120 ’

This is a permanent life product to age 120. Your rates are locked in when you enroll and will not increase, and benefit will not decrease.

Carrier Name

Aflac

Employee Guaranteed Issue Amount

Up to $50,000

The lessor of $25,000 or 50% of employee benefit

Spouse Guaranteed Issue Amount

Child Guaranteed Issue Amount (coverage ends at age 26)

$25,000

Included; following 3 months of total disability. Premiums waived for 24 months Included; includes long term care benefit of 50% of coverage

Waiver of Premium

Accelerated Benefit Rider

Accident

Helps cover out-of-pocket expenses in the event of a covered accident. It can pay a set benefit amount based on the type of injury you have and the type of treatment you need.

Critical Illness

Hospital Indemnity Helps cover the costs when you have a hospital stay related to a covered accident or illness. These funds can help with out-of-pocket medical expenses, and pairs well with the HDHP plan. Or you can use the funds to help with living expenses that accompany an extended hospital stay.

Helps with the high cost of critical illness diagnosis and treatment. The plan provides a lump-sum benefit to help with out-of-pocket medical expenses and the living expenses that can accompany a covered critical illness .

EAP & Work-Life Services

• • • •

• • •

• • • • • • • • • • • •

mygroup.com | 800.633.3353 The information for this benefit has been provided by Village of Pinehurst. OneDigital is not responsible for the content on this page.

RETIREMENT OPTIONS

Because we recognize the importance of saving for retirement, the Village of Pinehurst provides employees with several programs to assist in securing a healthy financial future.

NC STATE RETIREMENT SYSTEM The Village and employees both contribute to the Local Government Employees Retirement System. For plan information and details about individual accounts (including a calculator to estimate a personal retirement benefit), contact the State Treasurer’s Office at 919-814-4590 or visit www.myncretirement.com.

EMPOWER (formerly PRUDENTIAL)

401(k) The Village contributes 5% of an employee’s pay to his/her 401(k) account. Employees may also contribute to their accounts on a pre-tax and/or after-tax (Roth) basis, via payroll deduction. Changes to contribution amounts and investment options are permitted throughout the year.

457(b) This voluntary benefit is another option for employees looking to contribute to a retirement account on a pre- tax basis and/or after-tax (Roth) basis via payroll deduction.

For more information call 866-627-5267 or visit myncplans.empower-retirement.com

The benefit plan information shown in this guide is illustrative only. This information is not intended to be exhaustive nor should any discussion or opinions be construed as professional advice. The information for this benefit has been provided by Village of Pinehurst. OneDigital is not responsible for the content on this page.

ADDITIONAL BENEFITS

The Village provides a variety of additional benefits to full-time and part-time regular employees.

ALTERNATE WORK SCHEDULES The Village offers alternate work scheduling to help create work life balance for employees and provide continuity of coverage for departments. This will vary by department. Must have Department Head approval. 529 PLAN This college savings plan allows employees to put money aside for future education expenses. Earnings grow tax-deferred, and withdrawals are tax-free when used to pay for qualified education expenses. Contributors (usually the parents) retain control of the account, which may help with financial aid calculations.

TUITION ASSISTANCE The Village assists full-time regular employees with career development by providing an annual reimbursement for formal education expenses.

TRAINING PROGRAMS In addition to assisting employees with pursuing formal education, the Village offers several in-house training opportunities to employees.

COURTESY DISCOUNT If you are regularly scheduled to work an average of 20 hours per week, and have completed your introductory period, you and your dependents are eligible to receive a ten percent (10%) discount on classes, programs, and/or facilities sponsored by the Parks and Recreation Department. EMPLOYEE REFERRAL AWARD Referral is often the best source of recruiting qualified and reliable employees to our organization. A $300 bonus is available to eligible employees who refer a candidate and hired into a full-time/part-time regular position.

SAFETY FOOTWEAR ALLOWANCE When safety footwear is required for an employee’s job, the Village will reimburse up to $200.00 per fiscal year to employees who purchase ASTM-compliant footwear.

WILL PREPARATION Wills are perhaps the most important legal document for employees to have. The Village offers its employees on-line will preparation service at no cost. Both simple wills and living wills are part of this benefit. To learn more go to: www.aragwills.com/principal or call Principal Life at 866-539-1728.

The information for this benefit has been provided by Village of Pinehurst. OneDigital is not responsible for the content on this page.

ADDITIONAL BENEFITS continued

FIRSTHEALTH’S HEALTH AND FITNESS FirstHealth offers a discounted fitness membership to VOP employees and their dependents. To learn more go to: www.firsthealth.org/fitness or call their membership office at 910-715-1800. VOP HEALTH & WELLNESS PROGRAM The Village values the well-being of its employees by offering full-time employees the ability to apply 30 minutes of their work time, twice a week, to exercise. This benefit is based on supervisor approval. To learn more go to the Employee Wellness page on the intranet. MICROSOFT HOME USE PROGRAM This program enables you to get a licensed copy of most Microsoft Office desktop PC applications to install on your home computer for a discounted price. Details may be found on the intranet under the IT self- service page or by going to: www.hup.microsoft.com VERIZON DISCOUNT PROGRAM The employee discount program provides discounts on phones, calling plans, accessories and more. Details may be found on the intranet under the IT self-service page or by going to: www.verizonwireless.com/discount-program VACATION ACCRUAL Vacation is time away from work to relax and pursue special interests important to employees and their families. Paid vacation is accrued 24 pay periods each year. The accrual amount is based on employees’ work schedules and length of service. At the end of each year, employees who have accrued amounts greater than the maximum will have the excess vacation hours added to their sick bank. SICK TIME ACCRUAL The Village provides employees with paid time away from work in the event of an injury or illness. Paid sick time is accrued 24 pay periods each year based on the employee’s category. Accrued and unused sick time may be credited toward retirement benefits upon actual retirement.

HOLIDAY PAY Employees are eligible for 12 paid holidays each year.

COMMITTEES It seems counterintuitive to suggest that work should be fun, right? But why can’t work be fun? Here at the Village we believe it can! With our core focus of Safety, Wellness and Employee Activities; our employee-led committees work hard to bring you “fun” and innovative programs, events and educational opportunities. Increasing morale and reducing stress help to make for a healthy workforce. Please take part in our many activities throughout the year: Wellness Challenge, Lunch and Learns, Bowling Event, Golf Outing, Employee Picnic, Turkey Trot 5K and Christmas Party just to name a few.

The information for this benefit has been provided by Village of Pinehurst. OneDigital is not responsible for the content on this page.

CARRIERS, VENDORS & CONTACTS

Program

Vendor

Contact Information

Blue Cross Blue Shield of North Carolina

1-888-206-4697 ⬧ bcbsnc.com

Medical/Rx

1-800-835-2365 ⬧ teladoc.com

Telehealth

Teladoc

Dental Life/AD&D

800-247-4695 ⬧ principal.com

Principal

800-877-7195 ⬧ vsp.com

Vision

Principal (VSP)

800-370-5856 ⬧ usablelife.com

Voluntary Life and AD&D

USAble

800-331-3732 866-289-2352 ⬧ aflac.com

Voluntary Benefits

Aflac

Flexible Spending Account (FSA)

800-532-3327 ⬧ flores247.com

Flores & Associates

Employee Assistance Program (EAP)

800-633-3353 ⬧ mygroup.com

McLaughlin Young

401(k)866-627-5267 ⬧ www.myncplans.com 457(b) 866-627-5267 ⬧ www.myncplans.com

Empower

Retirement

877-627- 3287 ⬧ myncretirement.com

NC Retirement System (Pension)

202 5 HEALTH PLAN NOTICES FOR EMPLOYEES

Health Insurance Marketplace Options and Your Health Coverage The Health Insurance Marketplace is designed to help individuals find, compare, and purchase private individual health insurance. The Marketplace does not affect your eligib ility for coverage in your employer’s group health plan. Individuals may be eligible for a tax credit that lowers the monthly premium of coverage purchased in the Marketplace. However, if you are eligible for an employer’s group health plan, you may not be eligible for a tax credit through the Marketplace if the employer group health plan meets the "minimum value" and "affordability" standards set by the Affordable Care Act. Additionally, if you purchase your own health plan through the Marketplace instead of accepting health coverage offered by your employer, then you will lose the employer contribution towards coverage. This employer contribution - as well as your employee contribution towards coverage - is often excluded from income for Federal and State income tax purposes. Your payments for coverage you purchase through the Marketplace are made on an after-tax basis. Open enrollment for individual health insurance coverage through the Marketplace occurs at the end of each calendar year for coverage effective the following January 1st. If you are interested, please visit HealthCare.gov for more information, including an online application for health insurance coverage and contact information for a Health Insurance Marketplace in your area. Notice of Special Enrollment Rights If you decline enrollment for yourself or an eligible dependent (including your spouse) while other health insurance or group health plan coverage is in effect, you may be able to enroll yourself and your dependents in the plans offered by the company if you or your dependents lose eligibility for that other coverage (or if the employer stops contributing toward your or your dependents’ other coverage). You must request enrollment within 30 days after your or your dependents’ other coverage ends (or after the employer stops contributing toward the other coverage). In addition, if you have a new dependent as a result of marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your new dependents. You must request enrollment within 30 days after the marriage, birth, adoption, or placement for adoption. You may also be able to enroll if you or your dependents lose eligibility for coverage under Medicaid or a state Children’s Health Insurance Plan (CHIP) and request enrollment within 60 days of losing Medicaid or CHIP. You may also be able to enroll if you or your dependents become eligible for state premium assistance from Medicaid or CHIP towards the cost of the group health plan, and request enrollment within 60 days of eligibility for state premium assistance. If you decline coverage for yourself or an eligible dependent, you are required to complete a waiver form. On the form, you may be asked to state that coverage under another group health plan or other health insurance coverage is the reason you are declining enrollment and you may be asked to identify that coverage. If you do not complete the form, you and your dependents will not be entitled to special enrollment rights upon a loss of other coverage as described above, but you will still have special enrollment rights when you have a new dependent by marriage, birth, adoption, or placement for adoption, as described above. If you do not gain special enrollment rights upon a loss of other coverage, you cannot enroll yourself or your dependents in the Plan at any time other than the Plan’s annual open enrollment period, unless special enrollment rights apply because of a new dependent by marriage, birth, adoption, or placement for adoption.

To request special enrollment or to obtain information about the Plan’s special enrollment provisions, contact the employer.

Women’s Health and Cancer Rights Act (WHCRA) The Women’s Health and Cancer Rights Act requires group health plans that provide coverage for mastectomies to also cover reconstructive surgery and prostheses following mastectomies.

The law mandates that a member receiving benefits for a medically necessary mastectomy who elects breast reconstruction after the mastectomy, will receive coverage for:

• reconstruction of the breast on which mastectomy has been performed; • surgery and reconstruction of the other breast to produce a symmetrical appearance; • prostheses; and • treatment of physical complications of all stages of mastectomy, including lymphedemas.

This coverage will be provided in a manner determined in consultation with the attending physician and the patient, and it will be subject to the same annual deductibles and coinsurance provisions as those established for other benefits under the plan. Please call your medical plan using the number on your identification card or contact the employer for more information. Newborn and Mothers’ Health Protection Act Group health plans and health insurance issuers generally may not, under federal law restrict benefits for any hospital length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following vaginal delivery, or less than 96 hours following a cesarean 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 newborn earlier than 48 hours (or 96 hours as applicable). In any case, plans and issuers may not, under federal law, require that a provider obtain authorization from the plan or the issuer for prescribing a length of stay not in excess of 48 hours (or 96 hours). Availability of Notice of Privacy Practices The Health Insurance Portability and Accountability Act of 1996 (“HIPAA”) requires health plans to protect the confidentiality of your personal health information (“PHI”). HIPAA also requires that health plans maintain privacy notices which provide a complete description of your rights under HIPAA’s privacy rules. The group health plan privacy notice is maintained by your employer. The health insurance plan privacy notices are maintained by the insurance providers. In general, the plans will not use or further disclose PHI except as necessary for treatment, payment, health plan operations and plan administration or as permitted or required by law. Under HIPAA, you have certain rights with respect to your protected health information and the right to file a complaint with the plan or the Secretary of the U.S. Department of Health and Human Services if you believe your rights under HIPAA have been violated. The Village of Pinehurst’s privacy policy can be found on the VOP Intranet here.

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) . You may be eligible for assistance paying your employer health plan premiums. Contact your State for more information on eligibility –

NORTH CAROLINA – Medicaid

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

To see if any other states have added a premium assistance program since July 31, 2024, or for more information on special enrollment rights, contact either: U.S. Department of Labor U.S. Department of Health and Human Services Employee Benefits Security Administration Centers for Medicare & Medicaid Services www.dol.gov/agencies/ebsa www.cms.hhs.gov 1-866-444-EBSA (3272) 1-877-267-2323, Menu Option 4, Ext. 61565 Paperwork Reduction Act Statement According to the Paperwork Reduction Act of 1995 (Pub. L. 104-13) (PRA), no persons are required to respond to a collection of information unless such collection displays a valid Office of Management and Budget (OMB) control number. The Department notes that a Federal agency cannot conduct or sponsor a collection of information unless it is approved by OMB under the PRA, and displays a currently valid OMB control number, and the public is not required to respond to a collection of information unless it displays a currently valid OMB control number. See 44 U.S.C. 3507. Also, notwithstanding any other provisions of law, no person shall be subject to penalty for failing to comply with a collection of information if the collection of information does not display a currently valid OMB control number. See 44 U.S.C. 3512. The public reporting burden for this collection of information is estimated to average approximately seven minutes per respondent. Interested parties are encouraged to send comments regarding the burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to the U.S. Department of Labor, Employee Benefits Security Administration, Office of Policy and Research, Attention: PRA Clearance Officer, 200 Constitution Avenue, N.W., Room N-5718, Washington, DC 20210 or email ebsa.opr@dol.gov and reference the OMB Control Number 1210-0137. OMB Control Number 1210-0137 (expires 1/31/2026)

Important Notice from the Village of Pinehurst About Your Prescription Drug Coverage and Medicare For Individuals Who Are (or Will Soon Be) Eligible for Medicare

I F YOU AND / OR A COVERED FAMILY MEMBER ARE NOT ELIGIBLE FOR M EDICARE IN 2025, YOU MAY DISREGARD THIS NOTICE . If you have received this electronically, you are responsible for providing a copy of this disclosure to your Medicare-eligible dependents covered under the group health plan. Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with Village of Pinehurst and about your options under Medicare’s prescription drug coverage. This information can help you decide whether or not you want to join a Medicare drug plan. If you are considering joining, you should compare your current coverage, including which drugs are covered at what cost, with the coverage and costs of the plans offering Medicare prescription drug coverage in your area. Information about where you can get help to make decisions about your prescription drug coverage is at the end of this notice. There are two important things you need to know about your current coverage and Medicare’s prescription drug coverage: 1. Medicare prescription drug coverage became available in 2006 to everyone with Medicare. You can get this coverage if you join a Medicare Prescription Drug Plan or join a Medicare Advantage Plan (like an HMO or PPO) that offers prescription drug coverage. All Medicare drug plans provide at least a standard level of coverage set by Medicare. Some plans may also offer more coverage for a higher monthly premium. 2. Village of Pinehurst has determined that the prescription drug coverage offered through Blue Cross Blue Shield is, on average for all plan participants, expected to pay out as much as standard Medicare prescription drug coverage pays and is therefore considered Creditable Coverage. Because your existing coverage is Creditable Coverage, you can keep this coverage and not pay a higher premium (a penalty) if you later decide to join a Medicare drug plan.

When Can You Join A Medicare Drug Plan?

You can join a Medicare drug plan when you first become eligible for Medicare and each year from October 15 th to December 7 th . However, if you lose your current creditable prescription drug coverage, through no fault of your own, you will also be eligible for a two (2) month Special Enrollment Period (SEP) to join a Medicare drug plan.

What Happens To Your Current Coverage If You Decide to Join A Medicare Drug Plan? If you decide to join a Medicare drug plan, your current Village of Pinehurst coverage may be affected. Your current coverage pays for other health expenses in addition to prescription drug. See the Village of Pinehurst Benefits Guide for plan details. If you are, or become, eligible for Medicare drug coverage, you can keep your current Insurance Carrier coverage and the plan may coordinate with Medicare drug plan coverage. If your employer group health plan includes prescription drug coverage with medical coverage and you drop the employer prescription drug coverage, you will lose both medical and prescription drug coverage. If you are covered as an active employee and decide to join a Medicare drug plan and drop your employer’s coverage, be aware that you and your dependents will only be able to get this coverage back at the annual open enrollment if you are still eligible for employer coverage at that time. If you are retired or on COBRA and decide to join a Medicare drug plan and you drop the employer coverage, be aware that you and any previously covered dependents will not be able to get this coverage back. When Will You Pay A Higher Premium (Penalty) To Join A Medicare Drug Plan? You should also know that if you drop or lose your current coverage with the Village of Pinehurst and don’t join a Medicare drug plan within 63 continuous days after your current coverage ends, you may pay a higher premium (a penalty) to join a Medicare drug plan later. If you go 63 continuous days or longer without creditable prescription drug coverage, your monthly premium may go up by at least 1% of the Medicare base beneficiary premium per month for every month that you did not have that coverage. For example, if you go nineteen months without creditable coverage, your premium may consistently be at least 19% higher than the Medicare base beneficiary premium. You may have to pay this higher premium (a penalty) as long as you have Medicare prescription drug coverage. In addition, you may have to wait until the following October to join. For More Information About This Notice Or Your Current Prescription Drug Coverage… Contact the person listed below for further information. NOTE: You’ll get this notice each year. You will also get it before the next period you can join a Medicare drug plan, and if this coverage through the Village of Pinehurst changes. You also may request a copy of this notice at any time.

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