Continuation of Coverage Property of Bind Benefits, Inc., d/b/a Surest. All rights reserved © 2026. 73 • After electing COBRA, the qualified beneficiary becomes covered under another group plan (as an employee or otherwise) that has no exclusion or limitation with respect to any preexisting condition of the qualified beneficiary. • After electing COBRA coverage, the qualified beneficiary becomes entitled to (actually covered under) Medicare. The Participant (or a representative acting on behalf of the Participant) must notify the Plan Administrator immediately if any qualified beneficiary actually becomes covered by another group health plan or Medicare. Regardless of when such notification is provided, coverage will terminate on the date of the coverage under the other group health plan or Medicare. If, for whatever reason, a qualified beneficiary receives any Benefits under the Surest Plan after coverage is to cease under these rules, the Surest Plan reserves the right to seek reimbursement from the qualified beneficiary. Insurability and Conversion. A qualified beneficiary does not have to demonstrate insurability to elect continuation coverage. At the conclusion of the available continuation coverage, the Plan Administrator will provide an opportunity to convert to individual coverage if such coverage is offered under the Surest Plan. Address Changes. Important information is distributed by mail. To protect your rights and the rights of your family, if a qualified beneficiary’s address changes, the qualified beneficiary or someone on his/her behalf should notify the Plan Administrator immediately. Other Coverage Options. Instead of enrolling in COBRA continuation coverage, there may be other coverage options through the Health Insurance Marketplace, Medicaid, or other group health plan coverage options (such as a spouse’s plan) through what is called a “special enrollment period.” Some of these options may cost less than COBRA continuation coverage. You can learn more about many of these options at healthcare.gov. More Information. You should contact the Plan Administrator with any questions about COBRA continuation coverage. Also, for more information about COBRA, HIPAA, and other laws affecting group health plans, contact the nearest Regional or District Office of the U.S. Department of Labor’s Employee Benefits Security Administration (EBSA) in your area or visit the EBSA website dol.gov/ebsa. (Addresses and phone numbers of Regional and District EBSA Offices are available through EBSA’s website.) Continuation Rights under Uniformed Services Employment and Reemployment Rights Act (USERRA) Although USERRA protections look similar to COBRA protections, USERRA rights are separate and independent from COBRA rights. In addition to COBRA rights, a Participant may be entitled to continue coverage under the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA). USERRA requires your employer to offer employees and their spouse and/or dependent children the opportunity to pay for a temporary extension of health coverage (called “USERRA continuation coverage”) at group rates where health coverage under employer-sponsored group health