MISSION: 2026 BENEFITS ENROLLMENT YOUR 2026 BENEFITS ENROLLMENT GUIDE
ANNUAL ENROLLMENT IS OCT. 6-24, 2025
LAUNCH PAD LINEUP
ELIGIBILITY, VERIFICATION AND ENROLLMENT
2
4
WHAT IS THE RIGHT PLAN FOR YOU
8
MEDICAL PLAN PERKS
10
HEALTH SAVINGS ACCOUNT (HSA)
11
FLEXIBLE SPENDING ACCOUNT (FSA)
12
DENTAL
14
VISION
15
EAP
16
BASIC LIFE & DISABILITY
17
OTHER BENEFITS
19
MORE VALUE
20
ANNUAL NOTICES
PG. 1
MISSON CONTROL... LET’S ENROLL! Not everyone’s needs are the same, and at Averitt, our goal is supporting our associates. That’s why we offer the right balance of programs, carefully selected vendors and additional benefits programs to help keep all systems go. This enrollment guide is a command center, with valuable information to assist you in launching into our benefit plans. Carefully review your plan options so you can make the best choice to support your family. A NEW FRONTIER This year’s benefit enrollment will include a new Colonial Life benefits offering, with a chance for you to enroll without any health questions. Benefits are also enhanced with generally lower costs. To take advantage of these enhancements, and continue payroll deduction, you MUST make an election under the new offering during annual enrollment. For more information, see page 17. If you choose to continue your current Colonial Life plan (except for whole life and universal life) as-is, it will not be payroll deducted in 2026. You may continue your current coverage by paying Colonial Life directly, and you’ll receive instruction on how to do so from Colonial Life. The Colonial Life benefit counselors are available during annual enrollment, and ready to help guide you through the Colonial Life plans as you make decisions about the best coverage for yourself and your family.
Nearing 65? If you (and/or your dependents) have Medicare or will become eligible for Medicare in the next 12 months, a federal law gives you more choices about your prescription drug coverage. Please see the legal notices in the back of this guide for more details. Alliant Medicare Solutions is a free resource available to you, your spouse, family members, and friends. Experienced representatives explain your Medicare options and help you enroll, at no cost to you. At least 3 months before your 65th birthday call Alliant Medicare Solutions at 855-346-1519 to speak with a licensed insurance agent.
PG. 2
ELIGIBILITY, VERIFICATION AND ENROLLMENT
Full-time associates who have completed 30 days of service with Averitt are eligible to participate in our health benefits.
BENEFITS FOR THE WHOLE CREW: ELIGIBLE DEPENDENTS Children will age out of benefits at age 26 and will be automatically removed at the end of the month in which they turn 26. If you are enrolling a dependent for the first time, you’ll need to provide documentation to verify them during enrollment, listed below each type of dependent here. Dependent Documents for Verification
Page 1 of most current year’s federal income tax return (1040 or 1040SR), with financial data blacked out OR Certified marriage certificate AND a joint checking account statement or mortgage statement from within the past 90 days Page 1 of current year’s federal income tax return (1040 or 1040SR), with financial data blacked out OR Birth certificate showing associate as parent OR Court document (Medical Support Notice)
Spouse — person to whom you are legally married
Your natural born child(ren)
Your adopted child(ren)
Adoption certificate or court documents
Birth certificate AND completed dependent verification of eligible spouse
Your stepchild(ren)
Child(ren) for whom you must legally provide health care coverage
Relevant sections detailing coverage requirements of completed, signed and dated court documents
ANNUAL ENROLLMENT: OCT. 6-24, 2025 For current associates, Annual Enrollment for 2026 benefits is Oct. 6-24, 2025. Remember that you must participate in annual enrollment in order to receive the lowest weekly premiums. Also note that you must elect contributions for your flexible spending account (FSA), as these accounts always default to $0 each new plan year. Your changes will be effective Jan. 1, 2026. After annual enrollment, you can only make changes to your benefits if you experience a qualifying life event, such as getting married or having a child. If you think you are eligible to make changes because of a qualifying life event, you must send documentation to our Benefits Team within 31 days of the event. Fax or email verification documents to Averitt Benefits Administration at 931-520-5699 or averittbenefits@averitt.com .
PG. 3
ELIGIBILITY, VERIFICATION AND ENROLLMENT
ENROLL BY PHONE: OCT. 6-24 FROM 7 A.M. TO 7 P.M. CT, MONDAY-FRIDAY • Call 866-606-9553 to talk to a Colonial Life Benefits Counselor to enroll in medical, dental, vision, FSA, HSA, voluntary life, voluntary long- term disability, accident, hospital confinement, critical illness with cancer or whole life insurance benefits. • Call 833-644-2392 Monday through Friday from 9 a.m. to 7 p.m. CST to enroll in Life+Long Term Care from Trustmark. • If you’re adding a new dependent to medical, dental, or vision benefits, submit required documents to annualenrollment@averitt.com or fax them to Averitt Benefits Administration at 931-520-5699 with a cover sheet that lists your name, phone number and the last four digits of your Social Security number. Check your email for the confirmation form you will receive after enrollment to ensure your benefits are correct.
ENROLL ONLINE: OCT. 6-24, 2025. VISIT INSIDEAVERITT.COM/CHOOSEWELL . LOG IN USING YOUR EMAIL ADDRESS AND YOUR MYPORTAL PASSWORD. • To enroll in medical, dental, vision, FSA, HSA, voluntary life and voluntary long-term disability, click the “Annual Enrollment” widget on your dashboard, then double click on “Annual Enrollment” to begin the enrollment process. Follow the prompts to review your tobacco use status, current benefits (if applicable) and choose. Submit your selections. • If you choose to enroll in Colonial Life coverage, such as accident, cancer, hospital confinement, critical illness or whole life insurance : ■ Click on the “Colonial Life Enrollment” widget in MyPortal. This will take you to a separate website called Harmony Enroll . ■ Log in using your email and Avrt!MMDDYYYY (fill in with your date of birth ) as your password. • If you’re already enrolled in Life+Long Term Care from Trustmark, you won’t need to re-enroll during annual enrollment. If you wish to newly enroll or increase your elected benefit in Life+Long Term Care offered by Trustmark : ■ Click on the “Life+Long Term Care Enrollment” widget in MyPortal. This will take you to a separate website. ■ Log in using your Associate ID as your Username and the last four digits of your Associate ID plus your full birth year as your password . • If you’re adding a new dependent, submit required documents to annualenrollment@averitt.com or fax them to Averitt Benefits Team at 931-520-5699 with a cover sheet that lists your name, phone number and the last four digits of your Social Security number. For help with InsideAveritt username or password, contact Averitt Tech Support at 800-296-9907 . For help logging in to MyPortal, contact the MyPortal Help Team at 844-805-6189 .
ENROLL FOR A RED THINKIN’ REWARDS PAYLOAD The earlier you enroll in your benefits, the more you could earn. • Oct. 6-11: Drawing for four winners of 125,000 Red Thinkin’ Rewards points • Oct. 12-18: Drawing for four winners of 62,500 Red Thinkin’ Rewards points • Oct. 19-24: Drawing for four winners of 25,000 Red Thinkin’ Rewards points
PG. 4
WHICH IS THE RIGHT PLAN FOR YOU?
As you’re considering Averitt’s two medical plan options through BlueCross BlueShield, think through how you and your family use the medical plan. On the Traditional Health Plan, you’ll pay more out of your paycheck but less when you use the plan. On the High Deductible Health Plan, you’ll pay less out of your paycheck but you may pay more at the doctor or pharmacy. Don’t overpay to have more coverage than you need! Some key features below can help you compare.
Traditional Health Plan (THP)
High Deductible Health Plan (HDHP)
Paycheck premiums How do the plans compare on the amount I pay out of my paycheck?
Higher
Lower
With this plan you have access to a Health Savings Account (HSA). With Averitt’s HSA contributions, you’re ready for a rainy day with $10 per week for individual coverage or $20 per week if you’re covering family. You can also enroll in the Dependent Care Flexible Spending Account Yes, the HSA allows you to contribute up to IRS limits ($4,400 individual, $8,750 family in 2026) – and you won’t be taxed on contributions, growth or when you buy eligible expenses
With this plan you are eligible to enroll in a Health Care Flexible Spending Account and/or a Dependent Care Flexible Spending Account
Spending and Savings accounts Am I eligible for a FSA or HSA?
Tax-advantaged savings Can I contribute my own pre-tax dollars to a tax-advantaged account?
Yes, a Health Care Flexible Spending Account allows you to contribute up to IRS limits ($3,300 individual in 2025)
Predictable costs Does the plan have copays, so I can budget and anticipate what I’ll pay a little more easily? Deductible How do the plans compare on the amount I’ll pay out-of-pocket before the plan starts paying a percentage? Out-of-pocket maximum How do the plans compare in a worst-case scenario — the most I’ll pay before the health plan covers all eligible costs?
Yes
No
Lower
Higher
Lower
Higher
Pharmacy How does my plan work when I fill prescriptions?
You pay the full cost of prescriptions until you meet the deductible, then you pay 20% of the cost You can use your HSA dollars to pay for care; when you reach the deductible, the plan will begin cost sharing
You pay copays, which count toward the out-of-pocket max but not the deductible
You pay predictable copays for services like office visits and pharmacy. Other services require you to meet your deductible; once it’s met, the plan will begin cost sharing
Paying for care How do I pay for care with the plan?
• NEW! Teladoc virtual care visits on both plans require no copay! • In-network preventive care visits and preventive prescriptions are covered at 100% • One ID card for both medical and prescription coverage • Averitt pays the majority of your medical premium cost • You pay less when you use in-network providers through BlueCard PPO, but you can also go out-of-network • Extra programs and resources like virtual physical therapy from HingeHealth, as well as nicotine cessation and health coaching from HealthCheck360 through BlueCross BlueShield
How are they the same?
PG. 5
WHICH IS THE RIGHT PLAN FOR YOU?
EXPLORE YOUR STELLAR OPTIONS! • Review your health care spending from 2025 and compare the plans closely to see which is the right fit for you and your family. • Be sure that your doctor and other services, such as lab work or anesthesiology, are in-network before your visit. • If you and your covered spouse are tobacco-free (or participating in a cessation program at least 31 days prior to enrollment), you will qualify for lower 2026 medical plan premiums during annual enrollment.* • Pay less by filling a 90-day supply of certain prescriptions and save time by having them delivered to your home from Express Scripts.
Traditional Health Plan (THP)
High Deductible Health Plan (HDHP)
Weekly Premium
One Tobacco- Free Credit*
Two Tobacco Free Credits*
Weekly Premium
One Tobacco- Free Credit*
Two Tobacco Free Credits*
Associate Only
$56.80
$44.80
N/A
$45.75
$33.75
N/A
Associate + Spouse
$114.65
$102.65
$90.65
$93.85
$81.85
$69.85
Associate + Child(ren)
$78.80
$66.80
N/A
$62.55
$50.55
N/A
Family
$140.20
$128.20
$116.20
$112.35
$100.35
$88.35
* Our health plan is committed to helping you achieve your best health. Rewards for participating in the tobacco cessation wellness program are available to all associates and covered spouses. If you think you might be unable to meet a standard for a reward under this wellness program, you might qualify for an opportunity to earn the same reward through a reasonable alternative. Reach out to our Benefits team for more information about alternative methods to earn.
PG. 6
WHICH IS THE RIGHT PLAN FOR YOU?
TRADITIONAL HEALTH PLAN (THP)
In-Network Benefits
Annual Deductible
$2,000 individual / $4,000 family
Annual Out-of-Pocket Maximum
$5,500 individual / $11,000 family
In-Network Copays
Teladoc
$0
Primary Care Office Visit Specialist Office Visit Urgent Care (Clinic)
$45
$60
$70
Office Visit Diagnostic X-Ray & Labs
$0 after copay
Hearing Aids (One per year, per ear, every 3 years)
$0 ($5,000 maximum for 18+)
In-network Physician Services
Office Services (X-rays, labs, surgeries)
included in copay
Allergy Injections
$0
Routine/Preventive Care
$0
Routine Gynecological Care and/or Mammograms
$0
Cardiac Stress Test
$0 In-network Hospital Services
Emergency Room Care
$500
Inpatient Hospital Services
20% after deductible
Outpatient Diagnostic High-Tech Radiology
20% after deductible
Out-of-network Benefits
Annual Deductible
$4,000 individual / $8,000 family
Annual Out-of-Pocket Maximum Cost to Use Providers/Facilities
$11,000 individual / $22,000 family
40% after deductible
Prescription Benefits
Retail Prescription (30-Day Supply) Specific Preventive Generics
$0 copay
Generic
$20 copay
Preferred brand, including specialty
$40 copay
Nonpreferred brand, including specialty
$80 copay
Retail or Mail Order Prescription (90-Day Supply) Specific Preventive Generics
$0 copay
Generic
$40 copay
Preferred brand
$80 copay
Nonpreferred brand $160 copay This is a summary of your coverage only. In-network services are based on negotiated charges; out-of-network services are based on reasonable and customary (R&C) charges.
PG. 7
WHICH IS THE RIGHT PLAN FOR YOU?
HIGH-DEDUCTIBLE HEALTH PLAN (HDHP)
In-Network Benefits
Annual Deductible
$3,400 individual / $6,800 family
Annual Out-of-Pocket Maximum
$6,550 individual / $13,100 family
In-Network Copays
Teladoc
$0
Primary Care Office Visit Specialist Office Visit Urgent Care (Clinic)
20% after deductible
20% after deductible
20% after deductible
Office Visit Diagnostic X-Ray & Labs
20% after deductible
In-network Physician Services
Office Services (X-rays, labs, surgeries)
20% after deductible
Allergy Injections
20% after deductible
Routine/Preventive Care
$0
Routine Gynecological Care
$0
Mammograms
$0
Cardiac Stress Test
$0 after deductible
In-network Hospital Services
Emergency Room Care
20% after deductible
Inpatient Hospital Services
20% after deductible
Outpatient Diagnostic High-Tech Radiology
20% after deductible
Out-of-network Benefits
Annual Deductible
$6,800 individual / $13,600 family
Annual Out-of-Pocket Maximum Cost to Use Providers/Facilities
$13,100 individual / $26,200 family
40% after deductible
Prescription Benefits
Retail Prescription (30-Day Supply) Specific Preventive Generics
$0 copay
Generic
20% after deductible
Preferred brand, including specialty
20% after deductible
Nonpreferred brand, including specialty
20% after deductible
Specialty
20% after deductible
Retail or Mail Order Prescription (90-Day Supply) Specific Preventive Generics
$0 copay
Generic
20% after deductible
Preferred brand
20% after deductible
Nonpreferred brand 20% after deductible This is a summary of your coverage only. In-network services are based on negotiated charges; out-of-network services are based on reasonable and customary (R&C) charges.
PG. 8
MEDICAL PLAN PERKS
These extra features and programs are available to medical plan members.
RECEIVE CARE ANYWHERE THROUGH TELADOC If you have a minor illness, going to the emergency room can be expensive, urgent care may be unnecessary, and you may not be able to see your primary care physician right away. Teladoc saves you time and money! Teladoc allows you and your enrolled dependents to speak with a doctor anytime. Teladoc is great for: • Minor conditions such as fever, sore throat, congestion, nausea or vomiting, rash and more. Plus, Teladoc physicians can prescribe medications when appropriate. • Behavioral health concerns including stress, anxiety, depression, addiction, abuse and grief counseling.
Activate your account at bcbst.com/Teladoc or by calling BlueCross BlueShield at 833-377-9371 .
NICOTINE CESSATION PROGRAM If you or your spouse are ready to quit tobacco – including chewing tobacco or vapes – our free tobacco cessation program can help. Begin your journey to nicotine-free life with HealthCheck360.
This program includes: • Step-by-step Guidance • Health Coaching • Access to a Mobile App
There is no right way to quit nicotine; there is only your way. Enroll now by calling HealthCheck360 at 866-511-0360 (ext. 5099) or sending an email to healthcoach@healthcheck360.com .
PG. 9
MEDICAL PLAN PERKS
HINGE HEALTH Hinge Health is a virtual physical therapy program that offers an innovative digital solution for chronic back, knee, hip, shoulder, and neck pain. Their digital clinic for joint and muscle pain gets people moving and keeps them moving to reduce unnecessary surgeries and opioid use. The program includes wearable sensors, unlimited one-on-one health coaching, and personalized exercise therapy.
Hinge Health is offered at no cost to associates and their covered dependents ages 18 and over. You must be enrolled in an Averitt medical plan to be eligible. Get started today by visiting hinge.health/averittexpress .
PG. 10
HEALTH SAVINGS ACCOUNT (HSA)
IT’S LIKE A 401(K) FOR YOUR HEALTH EXPENSES: THE HEALTH SAVINGS ACCOUNT (HSA) FOR HDHP MEMBERS If you enroll in the HDHP, you will have access to a health savings account (HSA) – with free money from Averitt – to help you save for health care expenses. Contributions, earnings and withdrawals for qualifying expenses are tax-free. Here’s how the account works: • Make contributions. WEX will automatically set up your bank account, and Averitt will deposit $10 per week for individual coverage or $20 per week if you cover dependents. You can also contribute additional funds up to the 2026 IRS limits of $4,400 for individuals/$8,750 for families, plus an annual $1,000 catch-up contribution for those over age 55. • Use your funds. WEX will send you a debit card to access your funds, and you can use the bank account to pay for eligible medical, dental and vision costs now or in the future. View a full list of eligible expenses at wexinc.com/insights/benefits- toolkit/eligible-expenses/ . • Save your funds. The bank account also works like a savings or retirement account. It’s yours, even if you leave the company, and your balance rolls over each year accruing interest tax-free. When your account balance reaches $1,000, you can invest your funds. • Designate a beneficiary. As with any financial account, naming a beneficiary on your health savings account is crucial to ensure your assets are distributed according to your wishes in the event of your death. Check, add or remove your beneficiary easily online at benefitslogin.wexhealth.com under your account’s Profile Summary. To be eligible for the HSA, you must meet certain qualifications during enrollment, like enrolling in the HDHP and not being enrolled in a health care FSA. If you are participating in Medicare, you cannot make or receive tax advantaged contributions to an HSA account. If you have questions about how Medicare works with HSA accounts, contact Alliant Medicare Solutions at 855-346-1519 .
PG. 11
FLEXIBLE SPENDING ACCOUNT (FSA)
Flexible spending accounts (FSAs) let you set aside some of your pay, pre-tax, into an account to pay for certain predictable expenses. THERE ARE TWO TYPES OF FSA:
The health care FSA can pay for copays, deductibles, coinsurance, prescriptions, dental care, glasses, and other eligible health-related expenses for you and your tax dependents.
The dependent child and elder care FSA covers childcare expenses while you are at work for children under age 13 or older dependents who are incapable of self-care. That includes costs for things like babysitters, summer day camps, and elder care.
Available to THP members or associates who waive coverage
Available to all associates
HERE’S HOW EACH FSA WORKS: • Make contributions. You set aside pre-tax money through payroll deductions up to IRS limits. You can’t change your contribution during the year unless you experience a qualifying life event. You must re-enroll every year. ■ HCFSA limit: $5 weekly minimum, $3,300 annual maximum ■ DCFSA limit: $5 per week minimum, $7,500 annual maximum per household • Use your funds. View a full list of eligible expenses at wexinc.com/insights/benefits-toolkit/eligible-expenses/ . When you have an expense, you can pay for it with your FSA debit card or reimburse yourself. The full contribution you elect is available for access or reimbursement on your first day of enrollment on your health care FSA and as you contribute them (like a bank account) on your dependent care FSA. • Budget carefully. The health care FSA can roll over up to $660 each year, but all other funds and all excess dependent care funds are lost at the end of the plan year. To keep your rolled over funds, you must re-enroll in the health care FSA every plan year.
Keep your receipts, as the IRS may ask you to submit them for verification.
HOUSTON, DO YOU COPY? THIS SOUNDS LIKE THE HSA. HOW IS IT DIFFERENT?
Both are tax-advantaged accounts. The HSA is the tax-advantaged account offered to associates who elect the HDHP. It has advantages over the FSA – you keep the account for life, it accrues interest and funds can be invested.
But if you don’t think the HDHP is the right plan for you, a health care FSA is a great way to budget for medical expenses in the coming year and pay for them with tax-free dollars.
PG. 12
DENTAL
You have two dental plans to choose from, both administered by Delta Dental. You’ll save the most money – you won’t have to file claims yourself – if you see a Delta Dental provider.
Dental Benefits
Standard Plan
Maximum Plan
Diagnostic and Preventive Services Oral exams and routine cleaning (two per year), x-rays (one bitewing per year, one full mouth every three years), and fluoride treatments (two per year, to age 19) Basic Services Oral surgery, anesthesia, fillings, extractions, endodontia and periodontia
Plan pays 100%*
Plan pays 100%*
Plan pays 50%
Plan pays 80%
Major Services and Orthodontia* Crowns, cast restorations, fixed bridgework, dentures and orthodontia (to age 19)
Plan pays 50%
Plan pays 50%
Annual Benefit Maximum
$1,500
$2,000
Orthodontia Lifetime Maximum
$1,500
$2,000
Your Weekly Payroll Deduction
Standard Plan
Maximum Plan
Associate Only
$3.75
$5.95
Associate + Spouse
$8.40
$13.35
Associate + Child(ren)
$9.20
$14.40
Family
$12.65
$17.65
*New enrollees will be subject to a 12-month waiting period for major services and orthodontia. See Summary Plan Description (SPD) for further details.
PG. 13
DENTAL
ALL SYSTEMS GO WITH PREVENTIVE CARE Our dental benefits are designed to reward you when you keep up with your preventive care. • Your preventive services are covered at no cost to you when using an in-network provider.
• If you complete at least one preventive service each plan year, your annual maximum will increase by $200. • Every year following that you complete at least one preventive service, your annual maximum will increase by $200 for up to five years – up to an additional $1,000 in annual maximum benefit. So keep it up! If you miss your preventive service in a year, the annual maximum reverts back to the original benefit and your rollover is lost!
ENHANCED BENEFIT FOR SPECIAL NEEDS DEPENDENTS Your dependents with special needs have access to additional visits (up to four total dental cleanings per benefit year) to the dentist’s office and/or consultations that can be helpful prior to the first treatment to help patients learn what to expect and what is needed for a successful dental appointment. Additionally, it covers: • The use of silver diamine fluoride applied to cavities for patients who can’t tolerate the use of dental instruments. • Treatment delivery modifications necessary for dental staff to provide oral health care for patients with sensory sensitivities, behavioral challenges, severe anxiety or other barriers to treatment.
PG. 14
VISION
We offer two vision plans administered by VSP. Both vision plans pay 100% for an annual eye exam. Both plans include allowances for contact lenses and coverage for retinal imaging. As with dental coverage, you’ll save the most money if you see an in-network VSP provider.
Vision Benefits
Standard Plan
Maximum Plan
Eye Exam One exam per calendar year
Plan pays 100%*
Plan pays 100%*
Eyeglass Lenses**
$25 copay
$0 copay
Polycarbonate lenses (adults and children)
Single vision, lined bifocal and lined trifocal lenses
Polycarbonate lenses (children only)
Anti-reflective coating
Standard progressive lenses
All progressive lenses
One pair each calendar year
One pair each calendar year; $210 annual allowance
Frames*
No coverage
Contact Lenses*
Allowance for contact lenses and contact lens exam (fitting and evaluation) 15% savings on exam fees (up to $60 copay) Each calendar year Retinal Imaging Essential Medical Eye Care Additional exams and services beyond routine care to treat immediate issues from pink eye to sudden changes in vision or to monitor ongoing conditions, such as dry eye, diabetic eye disease, glaucoma and more
$150 annual allowance*
$210 annual allowance
$10 copay
$0 copay
$20 copay**
$20 copay**
Your Weekly Payroll Deduction
Standard Plan
Maximum Plan
Associate Only
$2.70
$5.45
Associate + Spouse
$3.00
$6.50
Associate + Child(ren)
$3.15
$6.65
Family
$4.90
$10.15
* You may obtain contacts or eyeglasses every year (but not both in the same year). **See Summary Plan Description (SPD) for further details.
PG. 15
REACH FOR THE STARS WITH YOUR EAP
From caring for elderly parents to dealing with divorce or facing financial problems, we understand life can get complicated.
Averitt has partnered with ComPsych through Voya to provide an updated Employee Assistance Program (EAP) . These services focus on building and broadening your strengths and wellbeing. This benefit is provided at no cost to you, and you are automatically enrolled. COUNSELING RESOURCES With ComPsych provided by Voya, you can receive up to three no-cost, confidential, behavioral health counseling sessions, available either in-person or virtually with a licensed counselor. You also have access to unlimited guidance from a counselor or work/life support specialist. Your counselor will provide short-term support and advice. When more extensive or specialized resources are needed, the EAP can also provide you with information and referrals. WHERE THE EAP CAN HELP The EAP and its free counseling are available to all associates, your family members and your household members, even if you are not enrolled in our benefits. EAP counselors can help you manage stress, depression, anxiety, relationship issues, work- related pressures, and substance abuse.
• Marriage, divorce and parenting problems • Daycare, nutrition and development concerns • Suggestions for local child care and elder-care resources, including referrals to nursing homes • Diet and health concerns • Stress, anxiety and depression • Substance abuse • Debt, taxes, retirement and estate planning issues • Answers to legal questions • Moving and relocation, college planning, home repair, vacation and event planning
SPEAK WITH A GUIDANCE CONSULTANT NOW:
Phone: 877-533-2363 or TTY 800-697-0353
Web: www.guidanceresources.com
App: GuidanceNow ID: My5848i
PG. 16
BASIC LIFE & DISABILITY
BASIC LIFE AND AD&D BENEFIT To protect you and your family from the unexpected, we provide basic life and AD&D insurance for you and dependent life insurance for your spouse and children through Voya, at no cost to you. The basic life and AD&D benefit is a flat $50,000 benefit for all full-time associates and $5,000 for dependents, and it is not based on your years of service!
Averitt-Provided Life and AD&D
Eligible after 30 day waiting period Associate Basic Life Insurance
$50,000 for all full time associates
Associate Basic AD&D Insurance
Amount equal to basic life coverage
Dependent Life Insurance
$5,000 for spouse and each dependent child (birth to 26 years)
SHORT-TERM DISABILITY COVERAGE Short-term disability coverage protects your income and security at no cost to you after one year of service. This benefit ensures that you continue to receive a portion of your income for up to 26 weeks in the event of a disability.
Averitt-Provided Short-Term Disability Eligible after one year of full-time service
Benefits Begin
On the 15th day of disability
Year 1 — no benefit Year 2 — 40% Year 3 — 45% Year 4 — 50% Year 5 — 55% Year 6+ — 60%
Plan pays a percentage of your weekly earnings
Benefits continue
Up to 26 weeks
See Summary Plan Description (SPD) for further details.
WHO’S IN YOUR ORBIT? Take a moment during annual enrollment to check that your beneficiaries are correct.
PG. 17
OTHER BENEFITS
These benefits can help with out-of-pocket costs on top of the coverage you have on your health, disability or life insurance. Unless otherwise specified, you can enroll yourself, your spouse or your children in these benefits.
This year’s benefit enrollment will include a new Colonial Life benefits offering, with a chance for you to enroll without any health questions. Benefits are also enhanced with generally lower costs. To take advantage of these enhancements, and continue payroll deduction, you MUST make an election under the new offering during annual enrollment. For members also enrolled in Averitt BCBS medical plans, associates can opt in for Colonial Life to be notified when you complete medical services eligible for the Colonial Life wellness benefit. Colonial Life will let you know you have an eligible claim and send a reminder to file your wellness benefit. TO HAVE COVERAGE, YOU MUST MAKE AN ELECTION DURING OPEN ENROLLMENT If you choose to continue your current Colonial Life plan (except for whole life and universal life) as-is, it will not be payroll deducted in 2026. You may continue your current coverage by paying Colonial directly. • Option 1 (recommended): Enroll in the new version of your current product during annual enrollment. • Option 2 : Have your old plan converted to direct bill. You will pay Colonial Life directly after Jan. 1, 2026. In most cases, enrolling in the new version of your current plan will be the best option. However, some older policies have benefits that are no longer offered and may be best to maintain. It is strongly recommended that you speak with a benefits counselor during annual enrollment. Your benefits counselor will help you make the best election for your situation by reviewing the new plan and explaining any differences compared to your current plan. Benefits counselors will be available Oct. 6-24 Monday through Friday, 7 a.m. to 7 p.m. CST by calling 866-606-9553 . COLONIAL LIFE BENEFITS • NEW! Accident Insurance — Provides benefits for injuries resulting from covered accidents, such as fractures, burns and lacerations, as well as for doctor’s office or emergency room visits, ambulance charges, X-rays, and physical therapy. Guaranteed Issue is available for all base plans for Associates, spouses, and dependent children. • NEW! Critical Illness Insurance with Cancer — Supplements your major medical coverage by providing a lump- sum benefit that you can use to pay the direct and indirect costs related to a covered critical illness, such as heart attack (myocardial infarction), end-stage renal failure, coronary artery bypass surgery, stroke, major organ transplant or cancer. Provides an annual health screening benefit for covered tests. Guaranteed Issue is available on the Associate base plans for face amounts up to $50,000. If covered under the Associate’s plan, spouse and dependent child benefits are 50% of the Associate’s face amount. • NEW! Hospital Confinement Indemnity Insurance — Provides a lump-sum benefit for a covered hospital confinement to help cover copayments and deductibles that are not covered by most major medical plans. Guaranteed Issue is available on all Associate and family coverage, up to a $1,500 hospital confinement benefit. • Whole Life Insurance — Provides death benefit coverage that you can increase or decrease as your needs change. The policy builds cash value on a tax-deferred basis at current interest rates, and premium payments are flexible. Guaranteed Issue is available to all Associates with face amounts up to $200,000 for those ages 18-50 and face amounts up to $75,000 for those ages 51-79.
NOTE: Policies have limitations and exclusions that may affect benefits payable. Ask your Colonial Life Benefits Counselor for complete details. In New York, Colonial Life Voluntary Benefits are underwritten by the Paul Revere Life Insurance Company.
PG. 18
OTHER BENEFITS
VOYA VOLUNTARY LIFE & LTD BENEFITS VOLUNTARY LIFE AND AD&D • Associate Life — $10,000 up to the lesser of $750,000 or 5x annual earnings • Dependent Life — $5,000 to $250,000 for spouse (cannot exceed associate’s amount); $10,000 per child (birth to 26 years) • Associate AD&D — Amount equal to voluntary life coverage • Dependent AD&D — Amount equal to dependent voluntary life coverage Associates hired after Oct. 1, 2024, may elect up to $200,000 and spouses may elect up to $50,000, no medical questions asked. PLEASE NOTE: Tobacco usage rates apply. To receive non-tobacco rates, you MUST elect non-tobacco status if you do not use tobacco. VOLUNTARY LONG-TERM DISABILITY If you’re unable to perform the functions of your job for more than 26 weeks, voluntary long-term disability pays you up to 60% of your base pay to a maximum of $5,000 per month. Benefits continue up to age 65 (or your Social Security normal retirement age) as long as you remain totally disabled.
TRUSTMARK LIFE+LONG TERM CARE If you need Life+Long Term Care services – assistance with things like basic personal tasks of every day life, such as help bathing, dressing, using the toilet and eating – this benefit through Trustmark allows you to use a portion of the life insurance death benefit for personal and custodial care in a variety of settings such as your home, community, or other facility. Your rate is locked in based upon your age at the time of the effective date of the application.
See Summary Plan Description (SPD) for further details.
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MORE VALUE
Benefit
Description
This exciting option allows team members who have served at least 15 consecutive full-time years and who transfer to an available part-time position to enjoy the peace of mind that comes from having health benefits. Every Averitt associate has a retirement account set up to help plan for the future. One way that account grows is through our profit sharing plan. Profit sharing is an exciting opportunity for you to share in the rewards of our efforts, with a portion of our profits given back to you as monthly direct deposits into your retirement account. You have a direct impact on profit sharing by referring new associates who share our team’s vision, avoiding accidents and injuries, reducing costs, eliminating waste, and listening to customers so we can provide creative and innovation solutions that our competitors can’t. Share the effort, share the reward! You can also make your own contributions to your retirement account through our traditional and Roth 401(k) plans. Choose to contribute from as little as 1% to as much as 75% of your pay on a pre- tax (traditional) or post-tax (Roth) basis through weekly payroll deductions. You are automatically enrolled in the traditional 401(k) at 6% and are eligible to participate 30 days after your date of hire.
Flexforce Part-time Program
Profit Sharing
401(k) Plans
Paid Holidays
Eight paid holidays after 30 days of service
One week after first 90 days if hired prior to Sept. 30; One week in calendar year of first anniversary; two weeks during years 2–7; three weeks during years 8–19; four weeks during years 20–29; five weeks during years 30–39; six weeks during years 40–49; eight weeks during year 50 and beyond.
Paid Time Off (PTO)
This giving program funds our non-profit charitable organization, Averitt Charities, through weekly $1 contributions from associates.
Averitt Cares for Kids
This company-wide program allows you to earn points for the things you do every day. Build up your points when you reach service and safety milestones, refer a new associate to Averitt, or meet specific goals. Then you can use those points on thousands of items in our catalog, from vacation packages to golf clubs, electronics to jewelry, and everything in between! Making referrals to find People Like You allows you to choose your teammates – people you’re proud to work alongside and who strengthen our culture. Plus, you’ll earn Red Thinkin’ Rewards points and referral rewards cash by helping our team grow! Retired associates have an opportunity to stay connected by becoming a member of our Ambassador Team. This unique group of associates continues to give back by participating in Averitt Cares for Kids and can choose to be involved in Team Up Community Challenge events and work on a reduced schedule as an Ambassador Mentor.
Red Thinkin’ Rewards
People Like You
Ambassador Team
Our uniform program includes an annual allotment for many of our full- and part-time associates so they can always look their Averitt best!
Uniform Program
Rewards up to $5,000 to non-leadership associates for information leading to resolution of theft or misuse of company or customer property.
Profit Protection Program
Special discounts offered to Averitt associates from various local and national businesses. See InsideAveritt.com/discounts .
Associate Discounts
PG. 20
ANNUAL NOTICES
Medicare Part D Notice Important Notice from Averitt Express, Inc. About Your Prescription Drug Coverage and Medicare
Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with [Insert Name of Entity] 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. Averitt Express, Inc. has determined that the prescription drug coverage offered by the Express Care Plan 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?
FOR MORE INFORMATION ABOUT THIS NOTICE OR YOUR CURRENT PRESCRIPTION DRUG COVERAGE: Contact Marsha Brock, Benefits Administrator, 931-525-5323 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 Averitt Express, Inc. changes. You also may request a copy of this notice at any time. FOR MORE INFORMATION ABOUT YOUR OPTIONS UNDER MEDICARE PRESCRIPTION DRUG COVERAGE: More detailed information about Medicare plans that offer prescription drug coverage is in the “Medicare & You” handbook. You’ll get a copy of the handbook in the mail every year from Medicare. You may also be contacted directly by Medicare drug plans. FOR MORE INFORMATION ABOUT MEDICARE PRESCRIPTION DRUG COVERAGE: • Visit www.medicare.gov • Call your State Health Insurance Assistance Program (see the inside back cover of your copy of the
You can join a Medicare drug plan when you first become eligible for Medicare and each year from October 15th to December 7th. 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 Averitt Express, Inc. coverage will not be affected. See below for more information about what happens to your current coverage if you join a Medicare drug plan. Retail Prescription Drug Benefits (30-day supply) 30 days THP HDHP Generic $0 copay $0 copay Preferred Brand $20 copay 20% after deductible Non-Preferred Brand $40 copay Specialty $80 copay Since the existing prescription drug coverage under the Express Care Plan is creditable (e.g., as good as Medicare coverage), you can retain your existing prescription drug coverage and choose not to enroll in a Part D plan; or you can enroll in a Part D plan as a supplement to, or in lieu of, your existing prescription drug coverage. If you do decide to join a Medicare drug plan and drop your Averitt Express, Inc. prescription drug coverage, be aware that you and your dependents can only get this coverage back at open enrollment or if you experience an event that gives rise to a HIPAA Special Enrollment Right. 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 Averitt Express, Inc. 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 one percent of the Medicare base beneficiary premium per month for every month that you did not have that coverage. For example, if you go 19 months without creditable coverage, your premium may consistently be at least 19 percent 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.
“Medicare & You” handbook for their telephone number) for personalized help • Call 1-800-MEDICARE ( 1-800-633-4227 ). TTY users should call 1-877-486-2048 .
If you have limited income and resources, extra help paying for Medicare prescription drug coverage is available. For information about this extra help, visit Social Security on the web at www.socialsecurity.gov , or call them at 1-800-772-1213 (TTY 1-800-325-0778 ). Remember: Keep this Creditable Coverage notice. If you decide to join one of the Medicare drug plans, you may be required to provide a copy of this notice when you join to show whether or not you have maintained creditable coverage and, therefore, whether or not you are required to pay a higher premium (a penalty).
PG. 21
ANNUAL NOTICES
Women’s Health and Cancer Rights Act If you have had or are going to have a mastectomy, you may be entitled to certain benefits under the Women’s Health and Cancer Rights Act of 1998 (WHCRA). For individuals 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 a symmetrical 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. For further details on WHCRA benefits, please refer to the Plan’s Summary Plan Description. Newborns’ 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 a 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 her 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 insurance issuer for prescribing a length of stay not in excess of 48 hours (or 96 hours). If you would like more information on maternity benefits, call your plan administrator. HIPAA Notice of Special Enrollment Rights If you decline enrollment in your employer’s health plan for you or your dependents (including your spouse) because of other health insurance or group health plan coverage, you or your dependents may be able to enroll in your employer’s health plan without waiting for the next open enrollment period if you: • Lose other health insurance or group health plan coverage. You must request enrollment within 30 days after the loss of other coverage. • Gain a new dependent as a result of marriage, birth, adoption, or placement for adoption. You must request health plan enrollment within 30 days after the marriage, birth, adoption, or placement for adoption. • Lose Medicaid or Children’s Health Insurance Program (CHIP) coverage because you are no longer eligible. You must request medical plan enrollment within 60 days after the loss of such coverage. If you request a change due to a special enrollment event within the 30-day timeframe, coverage will be effective the date of birth, adoption or placement for adoption. For all other events, coverage will be effective the first of the month following your request for enrollment. In addition, you may enroll in your employer’s health plan if you become eligible for a state premium assistance program under Medicaid or CHIP. You must request enrollment within 60 days after you gain eligibility for medical plan coverage. If you request this change, coverage will be effective the first of the month following your request for enrollment. Specific restrictions may apply, depending on federal and state law. Note: If your dependent becomes eligible for a special enrollment rights, you may add the dependent to your current coverage or change to another health plan. Availability of Privacy Practices Notice We maintain the HIPAA Notice of Privacy Practices for Averitt Express, Inc. describing how health information about you may be used and disclosed. You may obtain a copy of the Notice of Privacy Practices by contacting the Averitt Express Benefits Department at 931-525-5323 . ACA Disclaimer This offer of coverage may disqualify you from receiving government subsidies for an Exchange plan even if you choose not to enroll. To be subsidy eligible you would have to establish that this offer is unaffordable for you, meaning that the required contribution for employee only coverage under our base plan exceeds 9.96% in 2026 of your modified adjusted household income. Notice of Availability of Alternative Standard for Wellness Plan Your health plan is committed to helping you achieve your best health. Rewards for participating in a wellness program are available to all employees. If you think you might be unable to meet a standard for a reward under this wellness program, you might qualify for an opportunity to earn the same reward by different means. Contact us at 931-525-5323 and we will work with you (and, if you wish, with your doctor) to find a wellness program with the same reward that is right for you in light of your health status.
Notice Regarding Wellness Program HealthCheck360 is a voluntary wellness program available to all employees. The program is administered according to federal rules permitting employer-sponsored wellness programs that seek to improve employee health or prevent disease, including the Americans with Disabilities Act of 1990, the Genetic Information Nondiscrimination Act of 2008, and the Health Insurance Portability and Accountability Act, as applicable, among others. If you choose to participate in the wellness program you may be asked to complete a voluntary health risk assessment or “HRA” that asks a series of questions about your health-related activities and behaviors and whether you have or had certain medical conditions (e.g., cancer, diabetes, or heart disease). You may also be asked to complete a biometric screening, which would include a blood test for glucose, HDL, LDL, triglycerides and total cholesterol. You are not required to complete an HRA or to participate in any blood tests or other medical examinations. However, employees who choose to participate in the wellness program will receive an incentive of Red Thinkin’ Rewards for participation. Although you are not required to complete an HRA or participate in any biometric screenings, only employees who do so will receive the incentive.
Averitt Express also offers discounted medical plan premiums for associates and spouses who are tobacco-free.
If you are unable to participate in any of the health-related activities or achieve any of the health outcomes required to earn an incentive, you may be entitled to a reasonable accommodation or an alternative standard. You may request a reasonable accommodation or an alternative standard by contacting HealthCheck360 at support@healthcheck360. com or call 866-511-0360 . The information from your HRA and/or the results from your biometric screening will be used to provide you with information to help you understand your current health and potential risks and may also be used to offer you services through the wellness program, such as health coaching. You also are encouraged to share your results or concerns with your own doctor. Protections from Disclosure of Medical Information We are required by law to maintain the privacy and security of your personally identifiable health information. Although the wellness program and Averitt Express may use aggregate information it collects to design a program based on identified health risks in the workplace, HealthCheck360 will never disclose any of your personal information either publicly or to the employer, except as necessary to respond to a request from you for a reasonable accommodation needed to participate in the wellness program, or as expressly permitted by law. Medical information that personally identifies you that is provided in connection with the wellness program will not be provided to your supervisors or managers and may never be used to make decisions regarding your employment. Your health information will not be sold, exchanged, transferred, or otherwise disclosed except to the extent permitted by law to carry out specific activities related to the wellness program, and you will not be asked or required to waive the confidentiality of your health information as a condition of participating in the wellness program or receiving an incentive. Anyone who receives your information for purposes of providing you services as part of the wellness program will abide by the same confidentiality requirements. The only individual that may receive your personally identifiable health information is a health coach in order to provide you with services under the wellness program. In addition, all medical information obtained through the wellness program will be maintained separate from your personnel records, information stored electronically will be encrypted, and no information you provide as part of the wellness program will be used in making any employment decision. Appropriate precautions will be taken to avoid any data breach, and in the event a data breach occurs involving information you provide in connection with the wellness program, we will notify you immediately. You may not be discriminated against in employment because of the medical information you provide as part of participating in the wellness program, nor may you be subjected to retaliation if you choose not to participate. If you have questions or concerns regarding this notice, or about protections against discrimination and retaliation, please contact Marsha Brock, Benefits Manager at benefits@averitt.com .
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