2025 Open Enrollment Benefits Guide

Open Enrollment 2025 BENEFITS GUIDE PSA / EDGE

W E L C O M E This booklet and plan summaries do not constitute a contract of employment. If there is a discrepancy between these summaries and the written legal plan documents, the plan documents shall prevail. For the 2025 plan year, PSA has worked hard to build a competitive total rewards package that includes a variety of plans to help address your health needs and create peace of mind for you and your family. This benefits guide is a summary description of your 2025 benefits plan options. Intended to help inform you about the benefits offered, plan premiums, and how and when to enroll, we encourage you to take time to understand all of your options before completing your enrollment. Be sure to save this guide as a benefits resource you can refer to throughout the year.

This benefits guide is a summary description of your 2025 benefit plans options. It is intended to help you will learn about the benefits offered, plan premiums, and how and when to enroll. Be sure to save this guide as a benefits resource you can refer to throughout the year. If there is a discrepancy between these summaries and the written legal plan documents, the plan documents shall prevail. This booklet and plan summaries do not constitute a contract of employment. 2 0 2 5 O P E N E N R O L L M E N T June 10th – 18th Open Enrollment is the one time of year you are eligible to add or delete dependents from your coverage, change your coverage level or change your benefit elections without experiencing a qualifying change in status event. The benefits and coverage you select during this enrollment period will be effective July 1, 2025, and will remain in effect through December 31, 2025. If you have questions regarding benefits or open enrollment, please contact Jennifer Garcia, jgarcia@psasecurity.com or 303-450-3444. HOW TO ENROLL During this year's open enrollment, we are utilizing a passive enrollment process. This means that if you wish to keep your current benefits, no action is required. However, if you want to review or modify your benefits, or if you need to enroll in new options, please access the enrollment portal. Simply log into Employee Navigator using your employee credentials and follow the prompts to make your desired changes. It's important to review your options and ensure your selections align with your current needs. 1. Login with your credentials and complete required tasks www.employeenavigator.com Company ID: ProSecAll2024 (new registrations may need this) 2. Start Enrollment to select your benefits 3. Review the benefits you selected on the enrollment summary page 4. Click Sign & Agree to complete your enrollment by June 18th Employee Navigator Link

2 0 2 5 U P D A T E S C I G N A I D C A R D S 1 In 2025, PSA’s Medical benefits will remain with Cigna. It is important to check if your doctor is in the Cigna network. For customer service, or finding a provider in the Cigna network, call Cigna or visit www.Cigna.com Please note that Cigna only does electronic ID cards; you can obtain a copy of your ID card by logging into your account at www.mycigna.com.

E L I G I B I L I T Y E M P L O Y E E S Q U A L I F Y I N G E V E N T S S P O U S E & L E G A L D E P E N D E N T S 1 All employees working 30 hours per week, or more are eligible for the benefits program. You may insure yourself and eligible family members under the program. Your spouse or domestic partner is eligible for benefits. Your children are eligible for benefits up to age 26. Your children of any age are also eligible if you support them, and they are incapable of self-support due to disability. As required by our insurance contracts, you may be required to provide proof of eligibility for your dependents. If your dependent becomes ineligible for coverage during the year, you must contact your plan administrator within 30 days. You may make a change to your benefits if you have a qualified status change such as marriage, divorce, birth/adoption, death, changes in spouse’s benefits or eligibility, and more. You must contact your HR Department within 30 days of the qualifying event to make appropriate changes.

M E D I C A L B E N E F I T S OVERVIEW Health insurance is an important component of PSA Company’s benefits program. A quality health insurance plan provides you with protection against the financial uncertainty that can come with treating a major illness or injury. HOW IT WORKS PSA provides three medical plan options including a High Deductible Health Plan as well as the choice between two traditional copay plans. Each plan offers 100% coverage for preventive care. Plan designs on next slide. We encourage you to review the Summary of Benefits & Coverage or Summary Plan Description for complete details on exclusion, limitations and pre-authorization requirements. LINK TO MEDICAL CARRIER

OAP Base $1,500 HDHP Local Plus OAP Buy-Up $500 Deductible (Single/Family) $1,500 / $3,000 $6,000 / $12,000 $500 / $1,000 Out-of-Pocket Max (Single/Family) $5,500 / $11,000 $6,750 / $13,500 $3,500 / $7,000 Physician/Specialist Visits $30 / $60 copay $30 / $60 after deductible $25 / $50 copay Coinsurance 20% 0% 20% Preventive Care 100% Covered 100% Covered 100% Covered Hospital/Out-Patient 20% after deductible 0% after deductible 20% after deductible Emergency Room $350 copay 0% after deductible $350 copay Urgent Care Centers $85 copay 0% after deductible $85 copay The OAP Base $1,500 plan is in-network coverage only Medical Options – In-Network

OAP Base $1,500 HDHP w/ HSA OAP Buy-Up $500 Preventive Prescriptions $0 $0 $0 Retail Prescriptions: Generic $10 $10* $10 Retail Prescriptions: Preferred $45 $45* $45 Retail Prescriptions: Non-Preferred $70 $70* $70 Mail Order Prescriptions: Generic $30 $30* $30 Mail Order Prescriptions: Preferred $135 $135* $135 Mail Order Prescriptions: Non-Preferred $210 $210* $210 *After deductible Prescription Coverage – In-Network

CONTRIBUTION LIMITS For the 2025 calendar year, the IRS allows you to contribute up to following amounts into your Health Savings Account: • Single coverage: $4,300 • Any tier of Family coverage: $8,550 • Additional catch-up contribution: Age 55+: $1,000 IRS limits include combined employer and employee contributions H E A L T H S A V I N G S A C C O U N T HSA Introduction Only for those enrolling in the High Deductible Health Plan (HDHP), you are eligible set up a Health Saving Account (HSA). Health Savings Accounts allow you to set aside pre-tax money to help cover your deductible and pay for other out-of-pocket healthcare expenses for you and your dependents. Pre-tax payroll deductions Tax-free withdrawals for eligible expenses Tax-free growth from interest or investment returns ü You can start, stop, or change your contribution amount during the year. ü You can use funds for yourself, your spouse, and/or eligible tax dependents — whether they are on your medical plan or not. ü You cannot contribute to an HSA once you’ve enrolled in Medicare, but you can use any existing HSA dollars on health expenses, including Medicare premiums. HSA TRIPLE TAX SAVINGS HOW TO USE A HEALTH SAVINGS ACCOUNT View Qualified Expenses

Visit your healthcare provider and the office will submit the claim to your health plan. As the administrator of our health plan, Cigna processes your claim(s) and will share the amount you owe with your doctor. Providers in the Cigna network will cost you less than non contracted providers. Cigna sends you the Explanation of Benefits (EOB), which includes the amount you owe the doctor. Your doctor will then send you a bill, which should match the amount due on the Explanation of Benefits. You can use your HSA funds to pay the bill from your doctor. If you pay out of pocket, you can reimburse yourself from your HSA. H D H P A N D H S A C O N S U M E R E X P E R I E N C E D O C T O R V I S I T E O B B I L L R E C E I V E D P A Y W I T H H S A A M O U N T O W E D 1 2 3 4 5 p

m y C i g n a MANAGE YOUR CLAIMS With Cigna, you can submit and track your claims online. COMPARE CARE & COSTS Our digital tools can help you find doctors in your plan’s network and compare care costs up front. DOWNLOAD YOUR ID CARD Your digital ID card is always there when you need it. Did you know you can find a variety of health care tools and resources at www.myCigna.com or the myCigna app? Register Today! You can register online or through the app. 1. Go to the myCigna.com website or launch the myCigna app and select “Register Now” 2. Enter your requested information 3. Confirm your identity 4. Create your security information and provide your primary email address 5. Review and submit Once you enable two-step authentication and log into your myCigna account, you will be asked to enter your user ID and password, as well as a 6-digit code that will be sent to wither your email address or mobile phone number.

A D D I T I O N A L W A Y S T O S A V E SAVE MONEY - USE NETWORK PROVIDERS The Cigna network gives you the freedom to choose any doctor, but you get more from your benefits when you use network providers: you pay less out of pocket for when rendering services and the plan pays more of the cost of your services. To find a network doctor, provider, or facility, visit www.myCigna.com. PREVENTIVE CARE IS FREE TO YOU Covered preventive care is paid in full by any of the medical plans you choose – no deductible, no copay. Click the link for a list of covered preventive services, along with age recommendations. FAMILY DEDUCTIBLES AND OUT-OF-POCKET MAXIMUMS ARE EMBEDDED The deductible and out-of-pocket maximum for each person in the family is capped at the individual amount. In other words, once an individual has reached the individual deductible amount, the plan will start paying benefits for that person. And, once the combined expenses of all family members reaches the family amount, the deductible or out-of- pocket maximum will be considered met for all family members (even if they haven’t met the individual amount). This is a great benefit. PREVENTIVE CARE SERVICES Cigna REGISTRATION

D E N T A L B E N E F I T S HOW IT WORKS The preferred dentist program administered by Cigna is designed to provide the dental coverage you need with the features you want — like the freedom to visit the dentist of your choice, in or out of network. Use network providers to receive higher benefits. MANAGE YOUR BENEFITS Go to www.mycigna.com to access secure information about your Cigna benefits including access to an image of your ID Card. Your on-line account will be set up within 30 days after your plan effective date.. FIND A DENTIST • Visit www.mycigna.com • Click on “Find A Provider”; You will need to know your plan, which can be found on the first page of your dental benefit summary. LINK TO DENTAL CARRIER LINK TO FIND A PROVIDER

Annual Plan Maximum Deductible (Single / Family) $1,000 100% Covered 70% Covered 40% Covered Not Covered $50 / $150 Preventive Services Exams, Cleanings, Fluoride, X-Rays Basic Services Fillings, Extractions, Endodontics, Crown Repairs Major Services Crowns, Dentures, In/Outlays, Periodontics Orthodontia Services D E N T A L B E N E F I T S $2,000 100% Covered 80% Covered 50% Covered 50% to $1,500/Child $50 / $150 Base Plan Buy-Up Plan

HOW IT WORKS The vision plan administered by Cigna with the EyeMed Network is designed to provide the vision coverage you need with the features you want. Vision care offers you and your family a benefit that covers all routine eye care, including eye exams and eyeglasses (lenses & frames) or contacts. MANAGE YOUR BENEFITS Go to www.mycigna.com to access secure information about your Cigna benefits including access to an image of your ID Card. Your on-line account will be set up within 30 days after your plan effective date. FIND A PROVIDER • Visit www.mycigna.com • Click on “Find A Provider”; You will need to know your plan, • which can be found on the first page of your vision benefit summary. V I S I O N B E N E F I T S Glasses/Lenses Exam $25 copay Covered up to $130 Covered up to $130 $10 copay Glasses/Fram es Contact Lenses $0 Covered up to $150 Covered up to $150 $0 Base Buy-Up

C O S T O F C O V E R A G E Annual Employee Spend Copays Deductibles Coinsurance Out of Pocket Expenses Premium Pre-tax Payroll Deductions HOW YOU PAY FOR HEALTH CARE COSTS Remember, your total health care cost for the year is the combination of your out-of- pocket expenses when you access medical care and the premium contributions you make for coverage. Depending on your personal situation, the plan with the lowest deductibles and copays may not be the best plan for you. Be sure to look at the total cost of your expected care before making your plan decisions for the plan year. TOTAL COST OF CARE

DENTAL Monthly Premiums VISION MEDICAL Base HDHP Buy-Up Employee Only $152.67 $99.93 $189.27 Employee + Spouse $604.65 $390.84 $742.30 Employee + Child(ren) $549.67 $355.30 $674.83 Family $1,136.01 $740.06 $1,403.14 C O S T O F C O V E R A G E DENTAL Monthly Premiums Base Buy-Up Employee Only $7.59 $9.46 Employee + Spouse $24.65 $30.30 Employee + Child(ren) $25.08 $30.66 Family $50.40 $62.22 Base Buy-Up Employee Only $1.46 $1.80 Employee + Spouse $3.76 $4.62 Employee + Child(ren) $3.84 $4.73 Family $7.73 $9.50

All full-time employees are automatically (even if you are not enrolled in medical benefits) provided access to The ComPsych Employee Connect Employee Assistance Program. The EAP is a confidential resource available 24/7/365 to help you deal with a variety of life stages and concerns. The program includes up to 3 confidential consultations a year. GET HELP CLINICAL Confidential assistance for a range of concerns including addictions, depression, anxiety, stress, relationships, and parenting. WELLNESS Telephone based wellness coaching for tobacco cessation, weight loss management, fitness and exercise, stress management, parenting, and relationship support. WORK-LIFE Assistance for daily challenges at home and work including financial, legal, child/elder care, and identity theft. E M P L O Y E E A S S I S T A N C E P R O G R A M ( E A P ) User name: LFGsupport Password: LFGsupport1

All full-time employees are automatically enrolled in the following additional benefits: LegalEASE LegalEASE offers valuable benefits to shield your family and savings from unexpected legal issues. You will have access to an attorney with expertise specific to your personal legal matter, access to a national network of attorneys with exceptional experience that are matched to meet your needs, and concierge help navigating common individual and family legal issues. Identity Theft Protection Help protect your identity and devices with Norton LifeLock Benefit Plans. This benefit provides device security, online privacy with the Norton Secure VPN, monitoring for fraudulent use of your personal information, and allows you to monitor your child’s online activity with easy-to-use tools to set screen time limits, block unsuitable sites, and monitor search terms and activity history. If a criminal is able to hack into your 401(k), IRA, bank account, HSA, or any other financial account and steal your funds, LifeLock will reimburse you up to $1 million if the financial institution does not make you whole. V A L U A B L E A D D I T I O N A L B E N E F I T S

F L E X I B L E S P E N D I N G A C C O U N T S Flexible Spending Accounts (FSAs) are set up to pay for many of out-of-pocket medical expenses with tax-free dollars. The FSA account holder sets aside a pre-tax dollar amount for the year used to pay for medical expenses. Unused FSA funds can expire at the end of the year, so it is important to calculate expected expenses as accurately as possible prior to adding funds. 1 HEALTHCARE FSA The FSA can be paired with a Copay Plan. Employees who enroll in the HDHP are NOT eligible for the Healthcare FSA. FSA funds can be used on various medical, dental, and vision related expenses – the benefit is to use tax-free dollars on these purchases. The IRS has set the contribution maximum to $3,300 annually. 2 LIMITED PURPOSE FSA The Limited Purpose FSA can be paired with BOTH the HDHP or the Copay Plan. The Limited Purpose FSA can be used on Dental and Vision expenses only. By adding money to a Limited Purpose FSA, employees can use tax-free dollars on dental and vision expenses. The IRS has set the contribution maximum to $3,300 annually. WATCH THIS FSA VIDEO TO LEARN MORE VIEW ELIGIBLE EXPENSES 3 DEPENDENT CARE ACCOUNT (DCA) FSA A DCA can also be paired with BOTH the HDHP or the Copay Plan. A DCA is a tax-free account for dependent care expenses such as daycare, preschool, or day camps for any dependent under the age of 13 or who are physically or mentally incapable of self-care. The IRS has set the contribution maximum at $5,000 for families and $2,500 for individuals. LEARN MORE ABOUT YOUR DCA Important Enrollment Information You must enroll each year to participate. Because we are doing a short plan year (July – Dec 2025) you must elect an amount for this time period only with the pro- rated amounts below: Health FSA/Limited purpose prorated amount: $1,650 maximum, minimum of $120 Dependent Care prorated amount: $2,499.99 maximum, minimum of $500

PSA provides full-time employees with employer-paid basic life and AD&D insurance as well as long-term disability income protection. A D D I T I O N A L B E N E F I T S

A D D I T I O N A L B E N E F I T S G R O U P L I F E A N D A D & D E M P L O Y E R P A I D L O N G - T E R M D I S A B I L I T Y E M P L O Y E R P A I D S H O R T - T E R M D I S A B I L I T Y The group life and accidental death and dismemberment policy is available to all full-time employees in the amount of $50,000. In the event of death, loss of (or loss of use of) a body part or function, speech, eyesight, or hearing, your beneficiaries will receive benefits. Short-term disability protects your income during a short period of time due to illness or an accident not related to your job. Benefits begin on the 8th day after an illness or accident. The policy will pay 60% of your weekly income up to $1,500 for 13 weeks. Long-term disability protects your income for an extended period of time. Benefits begin on the 91st day after the date of the incident and will cover 60% of your earnings, up to $6,000/month. V O L U N T A R Y L I F E I N S U R A N C E 1 2 3 4 Employees have the option to purchase additional life insurance. Guarantee Issue:$100,000 Guarantee Issue = up to this amount, you do not have to fill out an EOI (Evidence of Insurability) form Maximum: $500,000 (may require an EOI) Spouse Benefit: Up to $250,000 not to exceed 100% of employee election; guarantee issue is $30,000. Child(ren) Benefit: $10,000. (Children age 6 months to 19 years or 25 if FT student) The Guarantee Issue is the dollar amount that will be issued without submitting proof of insurability, such as answering medical questions on an application or completing a medical exam.

S U P P L E M E N T A L B E N E F I T S A C C I D E N T C R I T I C A L I L L N E S S 1 2 This benefit provides a lump sum benefit when you or a family member have an accident. The money can be used for medical costs, personal costs, paying bills or however the member would like to use the funds. This benefit provides a lump sum benefit when you or a family member are diagnosed with a covered condition that you can use however you would like, including to help pay for treatment, prescriptions, travel, increased living expenses and more. This benefit provides financial protection if you or a family member have a hospital stay. The plan covers both injury and sickness, and surgery and anesthesia benefits are included. H O S P I T A L I N S U R A N C E 5 3

C O N T A C T S Medical: Cigna 866-494-2111 | www.myCigna.com Virtual Visits: MDLive 888-726-3171 | www.mycigna.com Dental: Cigna 866-494-2111 | www.mycigna.com Vision: Cigna 866-494-2111 | www.mycigna.com Basic Life, Voluntary Life/AD&D, STD, LTD: Lincoln 303-450-3444 | jgarcia@psasecurity.com Employee Assistance Program: ComPsych 888-628-4824 | www.GuidanceResources.com User Name: LFGsupport Password: LFGsupport1 Health Savings Account & Health/Dependent Care FSA: Alerus 877-661-4727 | www.alerusrb.com | healthbenefits@alerus.com Voluntary Benefits: Aflac | LegalEASE | Norton LifeLock