Nextep Summary Plan Description

Last updated September 14, 2022

Part I: Adoption Resolution

NEXTEP, INC. RESOLUTION TO ADOPT EMPLOYEE BENEFITS PLAN & ERISA WRAP SUMMARY PLAN DESCRIPTION

WHEREAS, Nextep, Inc. has determined that it would be in the best interests of its employees to adopt an "Employee Benefit(s) Plan" allowing for medical and other forms of benefit coverage as may be deemed beneficial to its employees,

RESOLVED, that Nextep, Inc. adopt an "Employee Benefit(s) Plan," all in accordance with the specifications annexed hereto; and, be it known that the "Nextep, Inc. Employee Benefits Plan" was executed.

RESOLVED FURTHER, that Nextep, Inc. adopt the required ERISA "Wrap Summary Plan Description," with all of the specifications annexed hereto; be it known that the "Nextep, Inc. Employee Benefits Plan SPD Document" was also executed.

RESOLVED FURTHER, that the Company undertake all actions necessary to implement and administer said Employee Benefit(s) Plan, and distribute said ERISA Wrap SPD to all participants and their beneficiaries in accordance with the laws, rules and regulations governing such plans.

Part II: Wrap Document

NEXTEP, INC. EMPLOYEE BENEFIT PLAN & AP SUMMARY PLAN DESCRIPTION

PLAN PURPOSE

Nextep, Inc. (the "Employer") maintains this Employee Benefit(s) Plan ("the Plan") for the exclusive benefit of its eligible employees and their eligible dependents. Benefits under the Plan are currently provided under various Insurance Contracts with:

1. Aetna Health
2. MetLife
3. MassMutual

NOTE: Certain health benefits, in the form of flexible spending arrangements ("health FSAs") and health reimbursement arrangements ("HRAs") under the Plan are provided via contracts with American Benefit Administrators.

Plan benefits, including information about eligibility, are summarized in the Certificates of Coverage and other documents such as Member Payment Summaries and Provider & Facility Directories issued by the insurance carriers. Copies of these documents are available from your Human Resources Department upon request and free of charge. Together with this document, these constitute the Summary Plan Description required by the Employee Retirement Income and Security Act ("ERISA").

NOTE: For this SPD, "Your" means an active Employee as described under "Who is Eligible."

SPECIFIC PLAN INFORMATION

• Plan Name: Nextep, Inc. Employee Benefits Plan
• Type of Plan: Group health and welfare benefits plan
• Plan Year: October 1 through September 30
• Effective date: July 1, 2019
• Plan Number: 501
• Insurance Company(ies): See Schedule A
• Employee/Plan Sponsor: Nextep, Inc. 1800 N. Interstate Dr, Norman, OK 73072
• Plan Funding and Type of Administration, Named Fiduciary, and Agent for Service of Legal Process: The Plan is fully insured with regard to insured benefits, with the exceptions of the health flexible spending arrangement ("health FSA") and the health reimbursement arrangement ("HRA"), which are funded from the Employer's general assets. Benefits are provided under contracts between the Employer and Aetna, Metlife, and MassMutual. (collectively, the "Insurers"), as well as American Benefit Administrators. While the Insurers, American Benefit Administrators and the Employer share responsibility for administering the Plan in general, claims for benefits are sent to the Insurers and American Benefit Administrators, which are responsible for paying claims.
  Insurance premiums for employees and their eligible dependents are paid in part by the Plan Sponsor out of its general assets and in part by employees' payroll deductions.
• Plan Sponsor's Employer ID Number: 73-1543198
• Plan Administrator: Nextep, Inc. 1800 N. Interstate Dr, Norman, OK 73072, Phone: 888-811-5150, Fax: 888-811-5161, Email: benefits@nextep.com
  Service of process may also be made on the Plan Administrator.
• Disclaimer: Plan benefits are provided under contracts between the Employer and the Insurers as well as the Employer and American Benefit Administrators. If the terms of this summary document conflict with the terms of the Insurance Contracts, the terms of the Insurance Contracts shall control, unless superseded by applicable law.

SUMMARY OF PLAN BENEFITS

Benefits Generally

The Plan provides eligible employees and their dependents with the following benefits:

• Health Insurance and Related Coverage
• Dental Insurance Vision Insurance
• Accidental Death & Dismemberment Insurance Term Life Insurance
• Whole Life Insurance Short-Term Disability Long-Term Disability Critical Illness Coverage
• Hospital Indemnity Coverage Accident Coverage
• Health Flexible Spending Account
• Health Reimbursement Arrangement

These benefits are provided through contacts between the Employer, the Insurers and American Benefit Administrators through the Plan in accordance with the applicable requirements of federal laws, where such laws are applicable, such as the Employee Retirement Income Security Act (ERISA), the Consolidated Omnibus Budget Reconciliation Act (COBRA), the Health Insurance Portability Accountability Act (HIPAA), the Newborns' and Mothers' Health Protection Act (NMHPA), the Mental Health Parity Act (MHPA), the Women's Health and Cancer Rights Act (WHCRA), the Genetic Information Nondiscrimination Act of 2008 (GINA) and the Patient Protection and Affordable Care Act (PPACA or ACA).

Plan Administration

The Plan is administered under the supervision of the Plan Administrator. The principal duty of the Plan Administrator is to see that the Plan is carried out, in accordance with its terms, for the exclusive benefit of persons entitled to participate in the Plan without discriminating among them.

The Plan is fully insured, except with regard to the self-funded benefits administered via American Benefit Administrators. With regard to the insured benefits, these are provided under the contracts entered into between the Employer and the Insurers. Claims for benefits are sent to the Insurers, and the Insurers, rather than the Employer, are responsible for paying them. The Insurers are also responsible for determining eligibility for and the amount of any insured benefits payable under the Plan and prescribing claims procedures and forms to be followed to receive Plan benefits. The Insurers also have the discretionary authority to require participants to furnish them with such information as they determine is necessary for the proper administration of claims for Plan benefits.

Claims and Appeals

The Insurers are responsible for evaluating all insured benefit claims under the Plan. The Insurers will decide your claim in accordance with their reasonable claims procedures, as required by ERISA. If your claim is denied, you may appeal to the denying Insurer for a review of the denied claim and that insurer will decide your appeal in accordance with its reasonable procedures, again as required by ERISA. See the Insurance Documents in Part III for complete details regarding the Insurers' claims and appeals procedures.

Amendment or Termination of the Plan

As Plan Sponsor, the Employer has the right to amend or terminate the Plan at any time. You have no vested or permanent rights or benefits under the Plan. Plan benefits typically change from year-to-year and you should examine the SPD provided to you each year to determine the benefits of the Plan for that year.

Who is Eligible

In order to be eligible for benefits you must be scheduled to work 30 or more hours per week. During the Employer's waiting period, which is generally 60 days from the date of hire (NOTE: Individual worksite waiting periods may vary), you must work the specified minimum required hours except for paid time off and hours you do not work due to a medical condition, the receipt of healthcare, your health status or disability. An Insurer may require payroll reports from your employer to verify the number of hours you have worked as well as documentation from you to verify hours that you did not work due to paid time off, a medical condition, the receipt of healthcare, your health status, disability or other relevant information.

To determine whether your spouse and dependent children are eligible to participate in the Plan, please read the eligibility information contained in the documentation provided by the Insurers. The Plan will extend health benefits to dependent children placed with you for adoption under the same terms and conditions as apply in the case of dependent children who are your natural children. Also eligible is any child covered under a Qualified Medical Child Support Order (QMCSO) as defined by applicable law and determined by your Employer under its QMCSO procedures, a copy of which is available from your Human Resources Department upon request and free of charge.

If eligible, you must complete an application form to enroll in the Plan or otherwise comply with your Employer's enrollment procedures.

Coverage will terminate if you no longer meet the eligibility requirements. Coverage may also terminate if you fail to pay your share of the premium (if any), if your hours drop below the required eligibility threshold, if you submit false claims, etc. Coverage for your spouse and dependents stops when your coverage stops.

Waiting Period

You are eligible to participate on the first day of the month following completion of 60 consecutive days of active employment as an eligible employee. (NOTE: Individual worksite waiting periods may vary).

Measurement Method Used for Determining Full-Time Employee Status

With regard to the employer shared responsibly rules promulgated pursuant to the Affordable Care Act, Nextep. Inc. uses the monthly measurement method which involves a month-to-month analysis where full-time employees are identified based on their hours of service for each calendar month. This method is not based on averaging hours of service over a prior measurement period.

HOW HEALTH COVERAGE MAY BE EXTENDED IN CERTAIN CIRCUMSTANCES

Coverage During Family and Medical Leave

If the Family Medical Leave Act (FLMA) applies to your Employer and you qualify for an approved family or medical leave of absence (as defined in the FMLA), eligibility may continue for the duration of the leave if required contributions are paid toward the cost of the coverage. Your Employer has the responsibility to provide you with prior written notice of the terms and conditions under which payment must be made. Failure to make payment within 30 days of the due date established by your Employer will result in the termination of coverage. Subject to certain exceptions, if you fail to return to work after the leave of absence, your Employer has the right to recover from you any contributions toward the cost of coverage made on your behalf during the leave, as outlined in the FMLA.

If coverage is terminated for failure to make payments while you are on an approved family or medical leave of absence, coverage for you and your eligible dependents will be automatically reinstated on the date you return to employment if you and your dependents are otherwise eligible under the Plan. Any waiting period for pre-existing conditions or other waiting periods will not apply. However, all accumulated annual and lifetime maximums will apply.

If you do not return to work at the end of an FMLA leave, you may be entitled to elect COBRA Continuation Coverage, even if you were not covered under the Plan during the leave. Coverage continued under this provision is in addition to coverage described below under the section entitled "Continuation Coverage (COBRA)."

Coverage for Military Leave

The Uniformed Services Employment and Reemployment Rights Act (USERRA) establishes requirements that employers must meet for certain employees who are involved in the uniformed services.

As used in this provision, "Uniformed Services" means:

• The Armed Forces;
• The Army National Guard and the Air National Guard when engaged in active duty for training, inactive duty training, or full-time National Guard duty (pursuant to orders issued under federal law);
• The commissioned corps of the Public Health Service; and
• Any other category of persons designated by the President in time of war or national emergency.

As used in this provision, "Service in the Uniformed Services" or "Service" means the performance of a duty on a voluntary or involuntary basis in a Uniformed Service under competent authority and includes:

• Active duty;
• Active duty for training;
• Initial active duty training;
• Inactive duty training;
• Full-time National Guard duty;
• A period for which you are absent from your job for purpose of an examination to determine your fitness to perform any such duties;
• A period for which you are absent from your job for the purpose of performing certain funereal honors duty; and
• Certain service by intermittent disaster response appointees of the National Disaster Medical System (NDMS).

If you were covered under this Plan immediately prior to taking a leave for Service in the Uniformed Services, you may elect to continue your coverage under USERRA for up to 24 months from the date your leave for uniformed service began, if you pay any required contributions toward the cost of the coverage during the leave. This USERRA continuation coverage will end earlier if one of the following events takes place:

• You fail to make a premium payment within the required time;
• You fail to report to work or to apply for reemployment within the time period required by USERRA following the completion of your service; or
• You lose your rights under USERRA, for example, as a result of a dishonorable discharge.

If the leave is 30 days or less, your contribution amount will be the same as for active employees. If the leave is longer than 30 days, the required contribution will not exceed 102% of the cost of coverage. Coverage continued under this provision runs concurrently with coverage described below under the section entitled "COBRA Continuation Coverage."

If your coverage under the Plan terminated because of your Service in the Uniformed Services, your coverage will be reinstated on the first day you return to employment if you are released under honorable conditions and you return to employment within the time period(s) required by USERRA.

When coverage under this Plan is reinstated, all of the Plan's provisions and limitations will apply to the extent that they would have applied if you had not taken military leave and your coverage had been continuous. This waiver of limitations does not provide coverage for any illness or injury caused or aggravated by your military service, as determined by the VA. (For complete information regarding your rights under USERRA, contact your Employer.)

COBRA Continuation Coverage

COBRA Continuation Coverage is a continuation of Plan coverage when coverage would otherwise end because of due to "qualifying event" as defined by COBRA.

Qualifying Events

The following are qualifying events under COBRA:

• Termination of your employment for any reason except gross misconduct. Coverage may continue for you and/or your eligible dependents;
• A reduction in your hours. Coverage may continue for you and/or your eligible dependents;
• Your death. Coverage may continue for your eligible dependents;
• Your divorce or legal separation. Coverage may continue for your eligible dependents;
• Your becoming entitled to Medicare. Coverage may continue for your eligible dependents; and
• Your covered dependent child's ceasing to be a dependent child under the Plan. Coverage may continue for that dependent.
• If the Plan includes retiree coverage, Employer Bankruptcy is a qualifying event.

Note: To choose this continuation coverage, an individual must be covered under the Plan on the day before the qualifying event. In addition, your newborn child or a child placed for adoption with you during a period of continuation coverage will remain eligible for continuation coverage for the remaining period of coverage even if you and/or your spouse terminate continuation coverage following the child's birth or placement for adoption.

Notification Requirements

Under the law, you or the applicable dependent has the responsibility to inform the Plan Administrator, in writing, within 60 days of a divorce or legal separation or of a child losing dependent status under the Plan. Failure to provide this written notification within 60 days will result in the loss of continuation coverage rights.

Your Employer has the responsibility to notify the Plan Administrator of your death, termination of employment, reduction in hours, or entitlement to Medicare within 30 days of the qualifying event.

Subject to the Plan Administrator being informed in a timely manner of the qualifying events described in the above paragraphs, the Plan will promptly notify you and other qualifying individual(s) of their continuation coverage rights. You and any applicable dependents must elect continuation coverage within 60 days after Plan coverage would otherwise end, or, if later, within 60 days of the notice of continuation coverage rights. Failure to elect continuation coverage within this 60-day period will result in loss of continuation coverage rights.

Trade Act of 2002

If you qualify for Trade Adjustment Assistance (TAA) as defined by the Trade Act of 2002, they you will be provided with an additional 60-day enrollment period, with continuation coverage beginning on the date of such TAA approval.

Notice of Unavailability of Continuation Coverage

If the Plan Administrator receives a notice of a qualifying event from you or your dependent and determines that the individual (you or your dependent) is not entitled to continuation coverage, the Plan Administrator will provide to the individual an explanation as to why the individual is not entitled to continuation coverage. This notice will be provided within the same time frame that the Plan Administrator would have provided the notice of right to elect continuation coverage.

Maximum Period of Continuation Coverage

The maximum period of continuation coverage is 36 months from the date of the qualifying event, unless the qualifying event is your termination of employment or reduction in hours. In that case, the maximum period of continuation coverage is generally 18 months from the date of the qualifying event.

However, if a qualifying individual is disabled (as determined under the Social Security Act) at the time of your termination or reduction in hours or becomes disabled at any time during the first 60 days of continuation coverage, continuation coverage for the qualifying individual and any non- disabled eligible dependents who are also entitled to continuation coverage may be extended to 29 months provided the qualifying individual or dependent, if applicable, notifies the Plan Administrator in writing within the 18-month continuation coverage period and within 60 days after receiving notification of determination of disability.

If a second qualifying event occurs (for example, your death or divorce) during the 18- or 29- month coverage period resulting from your termination of employment or reduction in hours, the maximum period of coverage will be computed from the date of the first qualifying event, but will be extended to the full 36 months if required by the subsequent qualifying event. A special rule applies if the qualifying individual is your spouse or dependent child whose qualifying event was the termination or reduction in hours of your employment and you became entitled to Medicare within 18 months before such qualifying event. In that case, the qualifying individual's maximum period of continuation coverage is the longer of 36 months from the date of your Medicare entitlement or their otherwise applicable maximum period of coverage.

Cost of Continuation Coverage

The cost of continuation coverage is determined by the Employer and paid by the qualifying individual. If the qualifying individual is not disabled, the applicable premium cannot exceed 102 percent of the Plan's cost of providing coverage. The cost of coverage during a period of extended continuation coverage due to a disability cannot exceed 150 percent of the Plan's cost of coverage.

Premium payments for continuation coverage for you or your eligible dependent's "initial premium month(s)" are due by the 45th day after electing continuation coverage. The "initial premium month(s)" are any month that ends on or before the 45th day after you or the qualifying individual elects continuation coverage. All other premiums are due on the first of the month for which coverage is sought, subject to a 30-day grace period. Premium rates are established by your Employer and may change when necessary due to Plan modifications. The cost of continuation coverage is computed from the date coverage would normally end due to the qualifying event.

Failure to make the first payment within 45 days or any subsequent payment within 30 days of the established due date will result in the permanent cancellation of continuation coverage.

When Continuation Coverage Ends

Continuation of coverage ends on the earliest of:

• The date the maximum continuation coverage period expires;
• The date your Employer no longer offers a group health plan to any of its employees;
• The first day for which timely payment is not made to the Plan;

The date the qualifying individual becomes covered by another group health plan. However, if the new plan contains an exclusion or limitation for a pre-existing condition of the qualifying individual, continuation coverage will end as of the date the exclusion or limitation no longer applies;

• The date the qualifying individual becomes entitled to coverage under Medicare; and
• The first day of the month that begins more than 30 days after the qualifying

individual who was entitled to a 29-month maximum continuation period is subject to a final determination under the Social Security Act that he or she is no longer disabled.

Notice of Termination Before Maximum Period of COBRA Coverage Expires

If continuation coverage for a qualifying individual terminates before the expiration of the maximum period of continuation coverage, the Plan Administrator will provide notice to the individual of the reason that the continuation coverage terminated, and the date of termination. The notice will be provided as soon as practicable following the Plan Administrator's determination regarding termination of the continuation coverage.

GENERAL NOTICES

Benefits after Childbirth (NMHPA)

Group health plans may not, under federal law, restrict benefits for any hospital stay in connection with childbirth for the mother or newborn to less than 48 hours following a vaginal delivery, and less than 96 hours following a caesarean section, unless the attending provider, after consultation with the mother, discharges the newborn earlier. A group health plan cannot require that a provider obtain authorization from the plan or third party administrator for a length of stay not in excess of these periods, but precertification may be required to reduce out-of-pockets costs or to use a certain provider or facility. Also, under federal law, issuers may not set the level of benefits or out-of- pocket costs so that any later portion of the 48-hour (or 96-hour) stay is treated in a manner less favorable to the mother or newborn than any earlier portion of the stay.

Genetic Information Nondiscrimination Act of 2008 (GINA)

GINA prevents discrimination by group health plans and insurance companies based on genetic information. Generally, this Plan and the insurance companies from which it has purchased coverage are not permitted to:

• Use genetic information to discriminate with respect to premiums or contributions;
• Request or require Participants and/or their Dependents to undergo genetic testing (except in specifically permitted situations);
• Collect genetic information for underwriting purposes or prior to enrollment under the Plan;
• Use genetic information to determine eligibility for coverage.

Genetic information includes any information about (i) an individual's genetic tests, (ii) the genetic tests of family members of such individual, and (iii) the manifestation of a disease or disorder in family members of such individual.

Women's Health & Cancer Rights Act (WHCRA)

If the Participant or Dependent have had or are going to have a mastectomy, the individual 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. Therefore, the deductibles and coinsurances shown in the Benefit Description will apply.

YOUR RIGHTS UNDER THE EMPLOYEE RETIREMENT INCOME SECURITY ACT (ERISA)

As a participant in the Plan (which is a type of employee welfare plan called a "group health plan") you are entitled to certain rights and protections under the Employee Retirement Income Security Act of 1974 (ERISA).

ERISA provides that all health and welfare plan participants shall be entitled to:

Receive Information About Your Plan and Benefits

Examine, without charge, at the Plan Administrator's office and at other specified locations, such as worksites and union halls, all documents governing the Plan, including insurance contracts and collective bargaining agreements, and a copy of the latest annual report (Form 5500 Series, if applicable) filed by the Plan with the U.S. Department of Labor and available at the Public Disclosure Room of the Employee Benefits Security Administration.

Obtain, upon written request to the Plan Administrator, copies of documents governing the operation of the Plan, including insurance contracts and collective bargaining agreements, and copies of the latest annual report (Form 5500 Series) and updated Summary Plan Description. The Plan Administrator may make a reasonable charge for the copies.

Receive a summary of the Plan's annual financial report. The Plan Administrator is required by law to furnish each participant with a copy of this summary annual report.

Continue Group Health Plan Coverage

Continue health care coverage for yourself, spouse or dependents if there is a loss of coverage under the Plan as a result of a Qualifying Event. You or your dependents may have to pay for such coverage. Review this Summary Plan Description and the documents governing the Plan on the rules governing your COBRA continuation coverage rights.

Prudent Actions by Plan Fiduciaries

In addition to creating rights for Plan participants, ERISA imposes duties upon the people who are responsible for the operation of the Plan. The people who operate the Plan, called "fiduciaries" of the Plan, have a duty to do so prudently and in the interest of you and other Plan participants and beneficiaries. No one, including your employer, your union, or any other person, may fire you or otherwise discriminate against you in any way to prevent you from obtaining a benefit or exercising your rights under ERISA.

Enforce Your Rights

If your claim for a benefit is denied or ignored, in whole or in part, you have a right to know why this was done, to obtain copies of documents relating to the decision without charge, and to appeal any denial, all within certain time schedules.

Under ERISA, there are steps you can take to enforce the above rights. For instance, if you request a copy of Plan documents or the latest annual report from the Plan and do not receive them within 30 days, you may file suit in a Federal court. In such a case, the court may require the Plan Administrator to provide the materials and pay you a certain amount (determined on a per-day basis) until you receive the materials, unless the materials were not sent because of reasons beyond the control of the Plan Administrator.

If you have a claim for benefits which is denied or ignored, in whole or in part, you may file suit in a state or Federal court. In addition, if you disagree with the Plan's decision or lack thereof concerning the qualified status of a medical child support order, you may file suit in Federal court. If it should happen that Plan fiduciaries misuse the Plan's money, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a Federal court. The court will decide who should pay court costs and legal fees. If you are successful, the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees, for example, if it finds your claim is frivolous.

Assistance with Your Questions

If you have any questions about the Plan, you should contact the Plan Administrator. If you have any questions about this statement or about your rights under ERISA, or if you need assistance in obtaining documents from the Plan Administrator, you should contact the nearest office of the Employee Benefits Security Administration, U.S. Department of Labor, the information for which is available at https://www.dol.gov/agencies/ebsa or the Division of Technical Assistance and Inquiries, Pension and Welfare Benefits Administration, U.S. Department of Labor, 200 Constitution Avenue N.W., Washington, D.C. 20210. You may also obtain certain publications about your rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration.

Compliance with State and Federal Mandates

With respect to the benefits and as applicable, the Plan will comply with the requirements of all applicable laws. If for some reason the information presented in this Wrap SPD differs from the actual requirements of any law, the Plan reserves the right to administer the Plan in accordance with those requirements.

No Contract of Employment

Nothing in this Plan shall be construed as a contract of employment between the Employer and any employee or Participant, or as a guarantee of any employee or Participant to be continued in the employment of the Employer, nor as a limitation on the right of the Employer to discharge any of its employees with or without cause.

Medical Loss Ratio Rebates under the Public Health Service Act

In certain circumstances under the Medical Loss Ratio Standards in § 2718 of the Public Health Service Act, rebates may be paid to this Plan based on the health insurance carrier's medical loss ratio. Insurance carriers are required to provide Participants with a written notice of a rebate at the time the rebate is paid to the Plan. Any rebate received by the Employer may be retained by the Employer.

Any portion of the rebate attributable to Participant contributions will be used for the benefit of the Participants. This may be done by, for example, lowering the Plan costs for those Participants who are enrolled during the next Plan Year, applying the rebate towards the cost of administering the Plan, implementing a wellness or other program to help reduce plan costs, providing additional taxable income to the Participants, or using the rebate in any other reasonable manner.

Additional Information May Be Contained in Attached Insurance Information

The following additional information about the Benefits may be included in the Insurance Information for the benefit (if applicable to said benefit):

• Any additional procedures for enrolling in the Plan;
• A summary of benefits, though this may be provided as a separate document;
• A description of any premiums, deductibles, coinsurance or copayment amounts. The schedule of your contributions, if any, to the premium payment will be provided to you by the Employer;
• A description of any annual or lifetime caps or other limits on benefits;
• Whether and under what circumstances preventive services are covered;
• Whether and under what circumstances coverage is provided for medical tests, devices and procedures;
• Provisions governing the use of network providers (if any). If there is a network, the Benefit Description will contain a general description of the provider network and you will receive automatically, without charge, a list of providers in the network from the carrier or administrator;
• Whether and under what circumstances coverage is provided for any out-of- network services;
• Any conditions or limits on the selection of primary care physicians or providers of specific specialty medical care;
• Any conditions or limits applicable to obtaining emergency medical care;
• Any services requiring preauthorization or utilization review as a condition to obtaining a benefit service;
• A summary of the claim procedures. However, if the claims procedures are not included in the Benefit Description, a copy will be provided to you automatically, without charge from the insurance carrier or administrator;
• Provisions describing the coordination of benefits with the benefits provided under another similar plan in which you or another plan participant are enrolled;
• Any subrogation or reimbursement rights that prevent duplicate payments; and
• Any other benefit limitations and exclusions.

Schedule A: INSURANCE COVERAGE OPTIONS UNDER THE PLAN:

• HEALTH INSURANCE: Aetna Health http://www.aetna.com
• DENTAL INSURANCE: Metlife: http://www.metlife.com
• GROUP TERM LIFE INSURANCE: Metlife: http://www.metlife.com
• WHOLE LIFE INSURANCE: MassMutual: http://www.massmutual.com
• EXECUTIVE LIFE INSURANCE: Metlife: http://www.metlife.com
• DISABILITY INSURANCE: Metlife: http://www.metlife.com
• ACCIDENT: Metlife: http://www.metlife.com
• ACCIDENTAL DEATH AND DISMEMBERMENT: Aetna Life Insurance http://www.aetna.com
• HOSPITAL INDEMNITY: Metlife: http://www.metlife.com
• CRITICAL ILLNESS: Metlife: http://www.metlife.com

Schedule B: FORMULA FOR EMPLOYEE CONTRIBUTIONS UNDER THE PLAN

The following description of the Employee Contribution per Participant may be expressed as a percentage of monthly cost, or as a flat monthly dollar amount. If the formula for Employee contributions varies by class of Employees, the Employer Sponsor assumes full responsibility for its Employer contribution design. (NOTE: The below table reflects Nextep contributions to its internal employees only.)

Schedule C: PARTICIPATING AFFILIATED EMPLOYERS

(Companies under common ownership)

The following organizations and entities shall be Participating Employers under the Plan:

Name of Participating Employer: Nextep Business Services, LLC EIN: 73-1543198

PART III: INSURANCE INFORMATION

Visit https://go.nextep.com/sbc for summary of benefits and coverage (SBC) documents for Nextep's health plans. These documents provide an easy-to-understand summary of a health plan's benefits and coverage. You may aso visit the links below for plan overviews, downloads, and answers to frequent questions.