Am I Eligible and How Do I Enroll? Property of Bind Benefits, Inc., d/b/a Surest. All rights reserved © 2026. 4 support, as defined by the Internal Revenue Code, and the covered employee must declare the child as an income tax deduction. The Plan Administrator may require documentation proving financial dependency, including tax records and proof of continuous coverage under any previous plan(s). At the Plan Administrator’s discretion, subsequent proof of medical disability and financial dependency may be requested from the employee. The Plan Administrator reserves the right to have such child examined by a Physician of the Plan Administrator’s choice, at the Plan’s expense, to determine such incapacity. To enroll in the Surest Plan for coverage, contact the Plan Administrator within 31 days of the date you first become eligible for the Surest Plan coverage. If you do not enroll within 31 days, you will need to wait until the next Open Enrollment to make your benefit elections. If you wish to change your benefit elections following your marriage, birth, adoption of a child, placement for adoption of a child, placement for foster care of a child, or other family status change, you must contact the Plan Administrator within 31 days of the event. Otherwise, you will need to wait until the next Open Enrollment to change your election. Each year during Open Enrollment, you have the opportunity to review and change your election. Any changes you make during Open Enrollment will become effective the following Plan Year Effective Date. Special Enrollment Period Due to Status Change You may make Surest Plan coverage changes during the Plan Year if you experience a change in family status. The change in coverage must be consistent with the change in status (e.g., you cover your new spouse following your marriage, your new child following an adoption, etc.). The following are considered family status changes for purposes of the Surest Plan: • Your marriage, divorce, legal separation, or annulment. • The birth, legal adoption, placement for adoption, placement for foster care, or legal guardianship of a child. • A change in your spouse's employment or involuntary loss of health coverage (other than coverage under the Medicare or Medicaid programs) under another employer's plan. • Loss of coverage due to the exhaustion of another employer's COBRA benefits, provided you were paying for premiums on a timely basis. • Your death or the death of a dependent. • Your dependent child no longer qualifying as an eligible dependent. • A change in your or your spouse's position or work schedule that impacts eligibility for health coverage. • The company or other employer ceased its contribution toward the premium for the other plan or contract.