Westfield Capital Management 2026 Benefits Guide

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Introduction 3 Cost of your benefits 4 Medical Coverage 5 Health Savings Account 6 Dental Plan 7 Vision Plan 8 Flexible Spending Accounts 9 Commuter Benefits 10 401(k) Plan 11 Life & Disability Coverage 12 Critical Illness Insurance 13 Employee Assistance Program (EAP) 14 Wellness 15 Additional Benefits 16 Health Plan Notices 21 COBRA 45 Contact Information 49 CONTENTS CLICK MENU ITEMS TO JUMP TO CONTENT 2 // 2026 Employee Benefit Guide

Benefit Basics As a Westfield Capital Management employee, you are eligible for benefits if you work at least 30 hours per week. Benefits are effective on the first day of the month following your first day of employment. You may enroll your eligible dependents for coverage once you are eligible. Your eligible dependents include: • Your legal Spouse • Your Domestic Partner • Your children up to the age of 26 (Children will be covered until the last day of the month in which they turn 26) Once your benefit elections become effective, they remain in effect until the end of the plan year. You may only change within 30 days of a qualified life event. Qualified Life Events Generally, you may change your benefit elections only during the annual enrollment period. However, you may change your benefit elections during the year if you experience a qualified life event, including: • Marriage • Divorce or legal separation • Birth of your child • Death of your spouse, domestic partner or dependent child • Adoption of or placement for adoption of your child • Change in employment status of employee, spouse or dependent child • Qualification by the Plan Administrator of a child support order for medical coverage • Entitlement to Medicare or Medicaid INTRODUCTION 3 // 2026 Employee Benefit Guide

Benefit Who Pays Medical Coverage WCM & You Dental Coverage WCM & You Vision Coverage WCM Life and Accidental Death & Dismemberment WCM Supplemental Life and Accidental Death & Dismemberment You Long Term Disability WCM & You Health Care / Dependent Care Flexible Spending Account You Health Savings Account You 401(k) Retirement Savings Plan WCM & You Voluntary Critical Illness You Benefit Plan Options Employee Cost per Pay Period Medical - HMO Plan Employee Family $56.11 $150.77 Medical - PPO Plan Employee Family $172.97 $464.75 Medical - PPO HSA Plan Employee Family $54.34 $146.02 Dental Employee Family $3.86 $11.21 Long Term Disability Employees are responsible for 10% of the cost of Long Term Disability insurance. Supplemental Life and AD&D Age banded rates. See summary for details. Voluntary Critical Illness Monthly, Employee-Only & Family Age-banded rates. Click HERE to view the rate sheet. COST OF YOUR BENEFITS 4 // 2026 Employee Benefit Guide

HMO Standard PPO Standard PPO HSA In Network In Network Out of Network In Network Out of Network Deductible (Ind/Fam) None None $500 / $1,000 $1,700 / $3,400 $3,000 / $6,000 Out of Pocket Maximum (Ind/Fam) $6,600 / $13,200 $6,600 / $13,200 $6,600 / $13,200 $3,300 / $6,600 $6,000 / $12,000 Office Visit PCP Visit $20 $20 20% coinsurance after deductible $0 after deductible 20% coinsurance after deductible Specialist Visit $20 $20 20% coinsurance after deductible $0 after deductible 20% coinsurance after deductible Emergency Room $100 $100 $0 after deductible X-Rays, Lab Tests Covered in Full Covered in Full 20% coinsurance after deductible $0 after deductible 20% coinsurance after deductible MRI, CT Scans Covered in Full Covered in Full 20% coinsurance after deductible $0 after deductible 20% coinsurance after deductible Inpatient Hospital Covered in Full Covered in Full 20% coinsurance after deductible $0 after deductible 20% coinsurance after deductible Outpatient Hospital Covered in Full Covered in Full 20% coinsurance after deductible $0 after deductible 20% coinsurance after deductible Prescription Drugs download: Select 4-Tier Prescription Drug Coverage Overview download: HMO & PPO Prescription Drug Summary download: PPO HSA Prescription Drug Summary Retail (30-day supply) Deductible applies, then: Deductible applies, then: Generic $10 $10 $10 $10 $10 Preferred Brand $25 $25 $25 $25 $25 Non-Preferred Brand $40 $40 $40 $40 $40 Specialty 20% to $250 per script 20% to $250 per script 20% to $250 per script 20% to $250 per script 20% to $250 per script Mail Order (90-day supply) Deductible applies, then: Deductible applies, then: Generic $20 $20 $20 $20 $20 Preferred Brand $50 $50 $50 $50 $50 Non-Preferred Brand $80 $80 $80 $120 $120 Specialty 20% to 750 per script 20% to $750 per script 20% to $750 per script 20% to $750 per script 20% to $750 per script The HMO plan is a network only plan. Employees enrolling in this plan will need to name a Primary Care Physician and receive care in the Harvard Pilgrim network in order to receive coverage. The PPO plan provides coverage should employees want to receive care outside the HPHC network. Employees do not need to name a PCP and can self-refer to see a specialist. The PPO HSA plan has the same network and features as the PPO plan. All services are subject to the deductible on this plan (outside of preventive). This plans allows for employees to open a tax advantaged Health Savings Account. Westfield Capital Management offers three medical plan options through Harvard Pilgrim Healthcare. MEDICAL PLAN COMPARISON 5 // 2026 Employee Benefit Guide download: HMO Standard SOB download: PPO Standard SOB download: PPO HSA SOB download: HMO Coverage Guide download: PPO Coverage Guide download: PPO HSA Coverage Guide download: HMO Standard SBC download: PPO Standard SBC download: PPO HSA SBC

Employees enrolling in the PPO HSA medical plan option can open a tax advantaged Health Savings Account. Health Savings Accounts offer a TRIPLE tax advantage: 1. Tax-free contributions via pay roll deductions. 2. Tax-free growth. Any interest or earnings from your account grow tax free. 3. Tax-free withdrawals. You can pay for qualified health expenses on a tax-free basis. Health Savings Account (HSA) Employees enrolled in the PPO HSA Plan may make contributions to a health savings account (HSA). What is a Health Savings Account (HSA)? • Essentially a savings account for your health expenses • Contributions taken on a pre-tax basis from your paycheck (optional – you aren’t required to contribute) • HSA money is yours to keep. Unlike a Flexible Spending Account (FSA), unused money in your HSA isn’t forfeited at the end of the year; it continues to grow tax-deferred, and can be used in later years, even if you are no longer covered by a high deductible health plan or you leave your employer. Eligibility Requirements • Must be enrolled in the PPO HSA medical plan option • You may not have other health coverage (with certain exceptions). • Cannot be claimed as another person's tax dependent • May not be entitled to Medicare benefits • You are not eligible to receive or make HSA contributions if you are currently participating in a traditional FSA. Contributions to Your HSA You can make HSA contributions by salary reduction. Your maximum annual HSA contribution limit is an annually indexed amount. The 2026 individual limit is $4,400 and family limit is $8,750. Establishing Your HSA You will need to establish your own HSA by enrolling online through Fidelity NetBenefits at www.netbenefits.com or www.401k.com. Click Open next to Health Savings Account. Further instructions will be provided to you upon enrollment in the HSA Plan. HEALTH SAVINGS ACCOUNT (HSA) 6 // 2026 Employee Benefit Guide

Dental Blue w/ Orthodontia Annual Deductible Single $50 Family $150 Annual Benefit Maximum $2,000 Preventive & Diagnostic Care 100% Coverage Cleanings, Exams Basic Services 100% Coverage after deductible Fillings, Extractions Major Services 60% Coverage after deductible Implants, Dentures Orthodontia (to age 19) 50% Coverage to a lifetime maximum of $2,000 Regular dental exams can help you and your dentist detect problems in the early stages when treatment is simpler and costs are lower. Keeping your teeth and gums clean and healthy will help prevent most tooth decay and periodontal disease and is an important part of maintaining your overall medical health. DENTAL PLAN 7 // 2026 Employee Benefit Guide download: Dental Benefit Summary download: BCBS eKit

VSP –Vision In Network Out of Network Reimbursement Exam (Every Calendar Year) Copay $20 copay Up to $45 Lenses (Every Calendar Year) Single Vision Lens $20 copay Up to $30 Lined Bifocal Lens $20 copay Up to $50 Lined Trifocal Lens $20 copay Up to $65 Frames (Every Calendar Year) Retail Frame Allowance $150 allowance ($170 allowance for featured frame brands); plus 20% off amount over balance Up to $70 Contacts (Every Calendar Year) Contacts (medically necessary) Covered in full (after $20 copay) Up to $210 Contacts (elective) Up to $60 copay; $130 allowance Up to $105 The vision plan covers routine eye exams and also pays for all or a portion of the cost of glasses or contact lenses if you need them. VISION PLAN 8 // 2026 Employee Benefit Guide download: Vision Benefit Summary

Flexible Spending Accounts (FSAs) are designed to save you money on your taxes. They work in a similar way to a savings account. Each pay period, funds are deducted from your pay on a pre‐tax basis and are deposited to your Health Care and/or Dependent Care Account. You then use your funds to pay for eligible health care or dependent health care expenses. Account Use For Contribution Health Care Medical, Dental, & Vision copayments deductibles, coinsurance, as well as first aid supplies, sunscreen, etc. $3,400 annual maximum Dependent Care Daycare, Preschool, Adult Daycare, After school programs, Day camp, etc. $7,500 annual maximum With FSA Without FSA Your taxable income $50,000 $50,000 Pre-Tax contribution to Health Care & Dependent Care Expenses $2,000 $0 Federal & Social Security Taxes* $15,000 $16,350 After-tax dollars spent on eligible expenses $0 $2,000 Spendable income after expenses $32,302 $31,650 Tax Savings with Medical & Dependent Care FSA $654 $0 *This is an example only and may not reflect your actual experience. It assumes a 25% federal income tax rate marginal rate and a 5.5% FICA marginal rate. State and Local taxes vary and are not included in this example. However, you will also save on any state and local taxes as well. Establishing Your Account Log onto www.sentinelgroup.com and hover over LOGIN in the upper right corner. Select FlexChoice in the “Individuals” category of the dropdown menu and click on “Create your new username and password under “New User?”. Questions? Call the Service Center at 888-762-6088 FLEXIBLE SPENDING ACCOUNTS 9 // 2026 Employee Benefit Guide

Westfield Capital Management’s commuter benefits offer employees the opportunity to reduce their monthly expenses for work-related transit and parking costs. Benefits to Participants: • Tax Savings – The IRS allows a monthly maximum to be deducted from an employee’s pay before taxes, which can mean substantial tax savings • Unused balances can be rolled over from month to month or year to year, however maximum reimbursement cannot exceed the IRS limit in any single month. • Participants can enroll in either parking or transit, or both! Benefit Monthly Maximum Parking $340 Transit $340 Qualifying Expenses Commuter Vehicle Van must hold 6 passengers Transit Train, Bus, Subway, Ferry, Uberpool, Lyft Line Parking At or near work or transit location Debit Card: • Holds pre-tax contributions • Automatically tracks and approves each purchase • Can use this card to purchase your transit pass with pre-tax funds. • There is no fee for the Benny Card. COMMUTER BENEFITS 10 // 2026 Employee Benefit Guide

The Westfield Capital Management 401(k) Plan (the “Plan”) offers a convenient way to save for your future through payroll deductions. Eligibility You are eligible to participate in the Plan as of your first day of employment with Westfield Capital Management. Enrollment To enroll, log on to Fidelity NetBenefits at www.401k.com or call 1-800-835-5097 from 8:30 a.m. to 8:00 p.m. ET any business day that the New York Stock Exchange is open. Please also be sure to designate your beneficiary online or complete a beneficiary form and return it to Westfield Capital Management’s benefits department. Employee Contributions Contributions from your pay are made on a pre-tax basis and/or post-tax (Roth) basis (your choice) - up to the IRS annual limit. The 2026 contribution limit for the Plan is $24,500 and the catch-up contribution limit (for those age 50+) is an additional $8,000. A higher catch-up contribution of $11,250 applies for employees aged 60, 61, 62 and 63. You may also automatically increase your retirement savings plan contributions each year through the Annual Increase Program. Westfield Capital Management Contributions Westfield Capital Management matches 100% of your contributions up to 6% of your eligible compensation. The maximum compensation that may be taken into account for the match is $360,000 in 2026. Vesting Vesting refers to your right of ownership to the money in your account. You are immediately vested in your employee pretax account, rollover account, Roth 401(k) after tax deferral account, and any earnings thereon. Employer matching contributions and earnings will be vested in accordance with the following schedules: For More Information For additional details about the Plan, to enroll, change your contribution rates or investment elections, please visit Fidelity NetBenefits at www.401k.com or call 1-800-835-5097 from 8:30 a.m. to 8:00 p.m. ET any business day that the New York Stock Exchange is open. Employer Matching Contributions Years of Services for Vesting Percentage less than 2 0 2 50 3 100 401(k) PLAN 11 // 2026 Employee Benefit Guide download: 401(k) Plan Summary download: 401(k) Enrollment Guide

Life andAccidental Death & Dismemberment Insurance Life Insurance is an important part of your financial security, especially if others depend on you for support. Accidental Death & Dismemberment Insurance (AD&D) is designed to provide benefits in the event of accidental death or dismemberment. Westfield Capital Management provides Basic Life and AD&D Insurance to all eligible employees at no cost to you. The benefit includes: • Flat $50,000 Disability Insurance The goal of Westfield Capital Management’s Disability Insurance Plans is to provide you with income replacement should you become disabled and unable to work due to a non‐work related illness or injury. Westfield Capital Management covers 90% of the cost of Long Term Disability income benefits for eligible employees. Long Term Disability covers 60% of your monthly pre-disability earnings up to a $15,000 maximum. Should you be interested in purchasing additional insurance for yourself, Westfield Capital Management offers competitive pricing on supplemental Life and AD&D policies. This benefit includes: • Two times your Basic Annual Earnings, rounded to the next higher $1,000. • Amounts over $275,000, to a maximum of $450,000, require medical evidence of insurability See policy for pricing information. LIFE AND DISABILITY INSURANCE 12 // 2026 Employee Benefit Guide

Critical Illness Insurance • Critical Illness Insurance provides a lump-sum cash benefit if you, your spouse, or your child is diagnosed with a covered serious health condition—such as cancer, heart attack, or stroke. The payment is made directly to you, not your provider, and can be used for medical costs, travel, household expenses, lost income – however you want. • This is a voluntary benefit, and employees are responsible for100% of the premium. VOLUNTARY CRITICAL ILLNESS INSURANCE 13 // 2026 Employee Benefit Guide Plan Highlights • You have the option to enroll in Critical Illness coverage with a benefit amount of $10,000 or $15,000 for yourself. • You may also elect to enroll in Family coverage to cover your spouse and/or eligible child(ren). o The benefit for your Spouse is 60% of your benefit. o Your eligible child(ren) will be covered at 40% of your benefit. • A $50 Wellness Screening Benefit is available to all family members on the plan once per year per covered person. download: Critical Illness Benefit Summary download: Critical Illness Enrollment Form

Employee Assistance Program • Employees & Dependents have access to an array of confidential services to help you meet the challenges that life, work, and relationships bring. You have unlimited, 24/7 access to: • Information & Resources for family matters such as child & elder care, provider directories, stress management, etc. • Legal Resource Center in which you can explore a large database of free customizable legal documents for wills, budgeting, retirement planning, big purchases and more. Store documents in one place for easy updates and secure saving. • Financial Resources such as will prep toolkits, budgeting worksheets, calculators, etc. Visit eap.lucethealth.com Your login: wcmgmt Representatives are available 24/7/365 EMPLOYEE ASSISTANCE PROGRAM (EAP) 14 // 2026 Employee Benefit Guide

Wellness Through Havard Pilgrim Health Care / Point32Health, all employees have access to free virtual wellness webinars, mindfulness, and fitness classes. Click the link or scan the QR code below for the full schedule of classes and webinars, as well as on-demand recordings. WELLNESS 15 // 2026 Employee Benefit Guide Visit point32health.org/livingwell

Travel Assistance Coordination of emergency medical transportation, care, and recovery, including, but not limited to: • Translation services • Medical record requests • Lost or stolen documents or luggage • Arrangements for a deceased traveler This program immediately connects you and your dependents to doctors, hospitals, pharmacies and other services if you experience a medical emergency while traveling 100 miles or more away from your home. For more information, see the AXA Travel Assistance brochure, or: Call 1 (866) 384-2789 OR 1 (630) 616-4539 (collect) Email: medassist-usa@axa-assistance.us ADDITIONAL BENEFITS 16 // 2026 Employee Benefit Guide

Voluntary Pet Insurance Westfield Capital has partnered with Pet Benefit Solutions to offer benefits coverage for your furry family members! Pet Benefit Solutions has multiple pet benefit options so that you can select the best coverage for you and your pet(s). Enroll in Total Pet, Wishbone, or both! Reach out to Pet Benefit Solutions’ customer care team at (800) 891-2565 or customercare@petbenefits.com for help choosing the right plan(s) for your pet family. ADDITIONAL BENEFITS 17 // 2026 Employee Benefit Guide Total Pet Plan $11.75/month for a Single Pet Plan $18.50/month for a Family Plan Combining the best in pet care, Total Pet helps you save on everything your pet needs. And best of all, it's less than 40 cents per day! There are no exclusions – all pets are covered! • Instant 25% savings on veterinary care • Up to 40% off brand-name products and prescriptions • Lost pet recovery service • 24/7 pet telehealth Wishbone Pet Insurance To enroll or get a custom quote for your pet visit https://wishboneinsurance.com/westfieldcapitalmanagement A comprehensive pet health insurance plan offering high-value, easy- to-use coverage for accidents and illnesses at exclusive employee benefit rates. • 90% reimbursement • $250 annual deductible • Fast claims processing • Included benefits: Lost pet recovery service and 24/7 pet telehealth

Health Club Membership Benefits Westfield Capital will contribute up to $75.00 per month towards monthly dues at a health or fitness club, and/or at home subscription such as Peloton or the Mirror. Health club reimbursements must be made for at least four consecutive months and proof-of-payment should be provided to the Treasurer of the Company. Charitable Contribution Match Westfield Capital will match employee donations to a charitable, nonprofit organization up to $1,000 per calendar year. Proof-of-payment of the donation must be provided to the Treasurer of the Company for matching. ADDITIONAL BENEFITS 18 // 2026 Employee Benefit Guide

Tuition Assistance Westfield Capital offers tuition assistance for employees who wish to enroll in job-related degreed graduate and undergraduate programs at accredited institutions. Employees will be eligible to enroll in an MBA program or a CFA program after 6 months of service with the Company. The maximum annual benefit is $10,000 for a full-time employee and will be pro-rated for part-time employees working over 20 hours. CFA Assistance The Boston Security Analysts Society sponsors weekly course work for candidates who wish to apply for the three levels of examinations leading to the designation of Chartered Financial Analyst. Westfield wishes to encourage qualified employees to take the examinations and seek the CFA designation. Westfield will assist employees, governed by the following policies: • The candidates will be reimbursed for fees, books and materials for the weekly preparatory courses sponsored by BSAS. • Westfield will pay for the first examination at each level for each candidate. If successful, the candidate will be reimbursed for similar expenses at the next level. If the candidate wishes to re-take an exam a second time, Westfield will reimburse the candidate for the exam fee if he/she successfully passes. • Westfield will reimburse an employee for exam fees, books and materials, and weekly prep courses sponsored by BSAS for each level of the CFA. • If the candidate fails an examination, Westfield will not reimburse for expenses for re-examination at the level of the failure. Upon re-examination, if the candidate is successful, Westfield will reimburse for the examination at the next higher level. Westfield will not reimburse candidates for secondary courses, “cram” courses or other course work, except as described above. ADDITIONAL BENEFITS 19 // 2026 Employee Benefit Guide

Holiday Schedule New Year’s Day January 1 Martin Luther King Day 3rd Monday in January Presidents’ Day 3rd Monday in February Good Friday Varies Memorial Day Last Monday in May Juneteenth June 19 Independence Day July 4 Labor Day 1st Monday in September *Columbus/Indigenous Day 2nd Monday in October *Veterans’ Day November 11 Thanksgiving Day 4th Thursday in November Christmas Day December 25 Holidays falling on Sunday are normally observed on the following Monday. Other arrangements will be made for holidays falling on Saturday. * Skeleton days—you may take only one of these days off, to be arranged in advance with your manager and other team members. Please notify your manager as to which one of these days you would prefer to be off; where overlapping requests will impact business needs and staffing requirements, requests will be considered on a first-come/first-served basis. Skeleton Days must be taken on the designated holiday. Employees may not substitute a skeleton day for another day off. ADDITIONAL BENEFITS 20 // 2026 Employee Benefit Guide

HEALTH PLAN NOTICES 21 // 2026 Employee Benefit Guide If you are declining enrollment for yourself or your dependents (including your spouse) because of other health insurance or group health plan coverage, you may be able to enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that other coverage (or if the employer stops contributing toward your or your dependents’ other coverage). However, you must request enrollment within 30 days after your or your dependents’ other coverage ends (or after the employer stops contributing toward the other coverage). In addition, if you have a new dependent as a result of marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your dependents. However, you must request enrollment within 30 days after the marriage, birth, adoption, or placement for adoption. To request special enrollment or obtain more information, contact the Plan Administrator. HIPAA SPECIAL ENROLLMENT RIGHTS HIPAA NOTICE OF PRIVACY PRACTICE Your Information. Your Rights. Our Responsibilities. This notice describes how medical information about you may be used and disclosed and how you can get access to this information. It also describes how your protected health information may be used or disclosed to carry out treatment, payment or healthcare operation or for any purposes that are permitted or required by law. Your Rights You have the right to: ❖ Get a copy of your health and claims records ❖ Correct your health and claims records ❖ Request confidential communication ❖ Ask us to limit the information we share ❖ Get a list of those with whom we’ve shared your information ❖ Choose someone to act for you ❖ File a complaint if you believe your privacy rights have been violated

HEALTH PLAN NOTICES 22 // 2026 Employee Benefit Guide Your Choices You have some choices in the way that we use and share information as we: ❖ Answer coverage questions from your family and friends ❖ Provide disaster relief ❖ Market our services and sell your information Our Uses and Disclosures We may use and share your information as we: ❖ Help manage the health care treatment you receive ❖ Run our organization ❖ Pay for your health services ❖ Help with public health and safety issues ❖ Do research ❖ Comply with the law ❖ Respond to organ and tissue donation requests and work with a medical examiner or funeral director ❖ Address workers’ compensation, law enforcement and other government requests ❖ Respond to lawsuits and legal action Your Rights When it comes to your health information, you have certain rights. This section explains your rights and some of our responsibilities to help you.

HEALTH PLAN NOTICES 23 // 2026 Employee Benefit Guide Get a copy of health and claims records ❖ You can ask to see or get a copy of your health and claims records and other health information we have about you. Ask us how to do this. ❖ We will provide a copy or a summary of your health and claims records, usually within 30 days of your request. We may charge a reasonable, cost-based fee. Ask us to correct health and claims records ❖ You can ask us to correct your health and claims records if you think they are incorrect or incomplete. Ask us how to do this. ❖ We may say “no” to your request, but we’ll tell you why in writing within 60 days. Request confidential communications ❖ You can ask us to contact you in a specific way (for example, home or office phone) or to send mail to a different address. ❖ We will consider all reasonable requests, and must say “yes” if you tell us you would be in danger if we do not. Ask us to limit what we use or share ❖ You can ask us not to use or share certain health information for treatment, payment or our operations. ❖ We are not required to agree to your request, and we may say “no” if it would affect your care. Get a list of those with whom we’ve shared information ❖ You can ask for a list (accounting) of the times we’ve shared your health information for six years prior to the date you ask, who we shared it with and why. ❖ We will include all the disclosures except for those about treatment, payment and health care operations and certain other disclosures (such as any you asked us to make). We’ll provide one accounting a year for free but will charge a reasonable, cost-based fee if you ask for another one within 12 months.

HEALTH PLAN NOTICES 24 // 2026 Employee Benefit Guide Get a copy of this privacy notice ❖ You can ask for a paper copy of this notice at any time, even if you have agreed to receive the notice electronically. We will provide you with a paper copy promptly. Choose someone to act for you ❖ If you have given someone medical power of attorney or if someone is your legal guardian, that person can exercise your rights and make choices about your health information. ❖ We will make sure the person has this authority and can act for you before we take any action. File a complaint if you feel your rights are violated ❖ You can complain if you feel we have violated your rights- please contact HR who will direct you to our HIPAA Security Officer. ❖ You can file a complaint with the U.S. Department of Health and Human Services Office for Civil Rights by sending a letter to 200 Independence Avenue, S.W., Washington, D.C. 20201, calling (877) 696-6775, or visiting www.hhs.gov/ocr/privacy/hipaa/complaints/. ❖ We will not retaliate against you for filing a complaint. Your Choices For certain health information, you can tell us your choices about what to share. If you have a clear preference for how we share your information in the situations described below, talk to us. Tell us what you want us to do, and we will follow your instructions. In these cases, you have both the right and choice to tell us to: ❖ Share information with your family, close friends, or others involved in payment for your care ❖ Share information in a disaster relief situation If you are not able to tell us your preference, for example if you are unconscious, we may go ahead and share your information if we believe it is in your best interest. We may also share your information when needed to lessen a serious and imminent threat to health or safety.

HEALTH PLAN NOTICES 25 // 2026 Employee Benefit Guide In these cases, we never share your information unless you give us written permission: ❖ Marketing purposes ❖ Sale of your information Our Uses and Disclosures How do we typically use or share your health information. We typically use or share your health information in the following ways. Help manage the health care treatment you receive ❖ We can use your health information and share it with professionals who are treating you. Example: A doctor sends us information about your diagnosis and treatment plan so we can arrange additional services. Run our organization ❖ We can use and disclose your information to run our organization and contact you when necessary. ❖ We are not allowed to use genetic information to decide whether we will give you coverage and the price of that coverage. This does not apply to long term care plans. Example: We use health information about you to develop better services for you. Pay for your health services ❖ We can use and disclose your health information as we pay for your health services. Example: We share information about you with your dental plan to coordinate payment for your dental work.

HEALTH PLAN NOTICES 26 // 2026 Employee Benefit Guide Administer your Plan ❖ We may disclose your health information to your health plan sponsor for plan administration. Example: Your company contracts with us to provide a health plan, and we provide your company with certain statistics to explain the premiums we charge. Uses and disclosures of certain substance use disorder treatment records If we receive or maintain any information about you from a substance use disorder treatment program that is covered by Section 543 of the PHSA (42 USC 290dd-2) and 42 CFR Part 2 (a “Part 2 Program”) through a general consent you provide to the Part 2 Program to use and disclose those records for purposes of treatment, payment, or health care operations, we may use and disclose those records for treatment, payment, and health care operations purposes as described in this notice. However, we will not use or disclose a Part 2 Program record about you, or testimony that describes the information contained in a Part 2 Program record about you, in any civil, criminal, administrative, or legislative proceedings by any Federal, State, or local authority against you, unless authorized by your consent or the order of a court after it provides you notice of the court order. Although we do not anticipate using any Part 2 Program records for fundraising purposes, you will be provided with a clear and conspicuous opportunity to elect not to receive any fundraising communications from us before we will use any Part 2 Program records for fundraising purposes. How else can we use or share your health information? We are allowed or required to share your information in other ways – usually in ways that contribute to the public good, such as public health and research. We have to meet many conditions in the law before we can share your information for these purposes. For more information see: Your Rights Under HIPAA | HHS.gov.

HEALTH PLAN NOTICES 27 // 2026 Employee Benefit Guide Help with public health and safety issues We can share health information about you for certain situations such as: ❖ Preventing disease ❖ Helping with product recalls ❖ Reporting adverse reactions to medications ❖ Reporting suspected abuse, neglect or domestic partner violence ❖ Preventing or reducing a serious threat to anyone’s health or safety Do research ❖ We can use or share your information for health research. Comply with the law ❖ We will share information about you if State or Federal laws require it, including with the Department of Health and Human Services if it wants to see that we’re complying with Federal privacy law. Respond to organ and tissue donation requests and work with a medical examiner or funeral director ❖ We can share health information about you with organ procurement organizations. ❖ We can share health information with a coroner, medical examiner or funeral director when an individual dies. Address workers’ compensation, law enforcement and other government requests We can use or share health information about you: ❖ For workers’ compensation claims ❖ For law enforcement purposes or with a law enforcement official ❖ With health oversight agencies for activities authorized by law ❖ For special government functions such as military, national security and presidential protective services. Respond to lawsuits and legal actions ❖ We can share health information about you in response to a court or administrative order or in response to a subpoena.

HEALTH PLAN NOTICES 28 // 2026 Employee Benefit Guide Our Responsibilities ❖ We are required by law to maintain the privacy and security of your protected health information. ❖ We will let you know promptly if a breach occurs that may have compromised the privacy or security of your information. ❖ We must follow the duties and privacy practices described in this notice and give you a copy of it. ❖ We will not use or share your information other than as described here unless you tell us we can in writing. If you tell us we can, you may change your mind at any time. Let us know in writing if you change your mind. For more information see: Your Rights Under HIPAA | HHS.gov. FAMILY AND MEDICAL LEAVE ACT (FMLA) If the Company and employee (you) are covered under the federal Family and Medical Leave Act (FMLA), then you can take up to 12 weeks of unpaid leave during a 12-month period for one or more of the following reasons: • for the birth and care of the newborn child of the employee; • for placement with the employee of a son or daughter for adoption or foster care; • to care for an immediate family member (spouse, child, or parent) with a serious health condition; or • to take medical leave when the employee is unable to work because of a serious health condition. If you are covered by FMLA, you will have certain rights to maintain health benefits during the FMLA leave. You will be notified of any requirement for you to make any premium payments to maintain health benefits and the arrangements for making such payments along with the possible consequences of failure to make such payments on a timely basis (i.e., the circumstances under which coverage may lapse) and your potential liability for payment of health insurance premiums paid by the employer during your unpaid FMLA leave if you fail to return to work after taking FMLA leave. For more information about FMLA, contact the Plan administrator.

HEALTH PLAN NOTICES 29 // 2026 Employee Benefit Guide GRANDFATHERED STATUS The Plan believes that none of the group health plans available under the Plan are “grandfathered health plans” as described under the Patient Protection and Affordable Care Act (the “Affordable Care 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 attending provider or physician, after consulting with the mother, from discharging the mother or her newborn earlier than 48 hours (or 96 hours, as applicable). SPECIAL RULE FOR MATERNITY AND INFANT COVERAGE SPECIAL RULE FOR WOMEN’S HEALTH COVERAGE (WHCRA) 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 thesame deductibles and co-insurance applicable to other medical and surgical benefits provided under the Westfield Capital Management Health Plan. If you would like more information on WHCRA benefits, please call your Plan Administrator.

HEALTH PLAN NOTICES 30 // 2026 Employee Benefit Guide NOTICE REGARDING LIFETIME AND ANNUAL DOLLAR LIMITS In accordance with applicable law, any lifetime dollar limits and annual dollar limits set forth in the Plan shall not apply to “essential health benefits,” as such term is defined under Section 1302(b) of the Affordable Care Act. The law defines “essential health benefits” to include, at minimum, items and services covered within certain categories including emergency services, hospitalization, prescription drugs, rehabilitative and habilitative services and devices, and laboratory services. A determination as to whether a benefit constitutes an “essential health benefit” will be based on a good faith interpretation by the Plan Administrator of the guidance available as of the date on which the determination is made. PATIENT PROTECTION DISCLOSURE You have the right to designate any participating primary care provider who is available to accept you or your family members (for children, you may designate a pediatrician as the primary care provider). For information on how to select a primary care provider and for a list of participating primary care providers, contact the Plan Administrator.You do not need prior authorization from the Plan or from any other person, including your primary care provider, in order to obtain access to obstetrical or gynecological care from a health care professional; however, you may be required to comply with certain procedures, including obtaining prior authorization for certain services, following a pre-approved treatment plan, or procedures for making referrals. For a list of participating health care professionals who specialize in obstetrics or gynecology, contact the health plan.

HEALTH PLAN NOTICES 31 // 2026 Employee Benefit Guide AFFORDABLE CARE ACT CONSUMER PROTECTIONS a.) Coverage for Children Up to Age of 26 The Affordable Care Act of 2010 requires that the Plan must make dependent coverage available to adult children until they turn 26 regardless of if they are married, a dependent, or a student. (b.) Prohibition of Lifetime Dollar Value of Benefits: the Affordable Care Act of 2010 prohibits the Plan from imposing a lifetime limit on the dollar value of benefits. (c.) Your Health Insurance Cannot be Rescinded The Affordable Care Act of 2010 prohibits the Plan, or any insurer, from rescinding your health insurance coverage except as permitted under the Act. (d.) Prohibition of Pre-Existing Conditions No insurance plan can reject you, charge you more, or refuse to pay for essential health benefits for any condition you had before your coverage started. (e.) Prohibition of Restrictions on Annual Limits on Essential Benefits The Affordable Care Act of 2010 prohibits the Plan, or any insurer, effective January 1, 2014, from placing annual limits on the value of essential health benefits. (f) Notice of Marketplace/Exchange You have the option to purchase health insurance at the Health Insurance Marketplace. The Marketplace offers "one-stop shopping" to find and compare private health insurance options as well as a premium tax credit or a cost sharing reduction for certain qualified individuals. If you purchase a health plan through the Marketplace, you will lose any employer contribution toward the cost of your health coverage. Employer contributions to employer-provided coverage may be excludable for federal income tax purposes. The Marketplace can help you evaluate your coverage options, including your eligibility for coverage through the Marketplace and its cost. Please visit www.Healthcare.gov for more information and contact information for a Health Insurance Marketplace in your area.

HEALTH PLAN NOTICES 32 // 2026 Employee Benefit Guide MICHELLE’S LAW Michelle’s Law provides continued health and dental insurance benefits under the Plan for dependent children who are covered under the Plan as a student but lose their student status in a post-secondary school or college because they take a medically necessary leave of absence from school. If your child is no longer a student because he or she is out of school because of a medically necessary leave of absence, your child may continue to be covered under the Plan for up to one year from the beginning of the leave of absence. THE GENETIC INFORMATION NONDISCRIMINATION ACT (GINA) GINA prohibits the Plan from discriminating against individuals on the basis of geneticinformation in providing any benefits under the Plan. Genetic information includes the results of genetic tests to determine whether someone is at increased risk of acquiring a condition in the future, as well as an individual’s family medical history. WELLNESS Your health plan is committed to helping you achieve your best health. If your Plan includes a Wellness program that provides rewards or surcharges based on your ability to complete an activity or satisfy an initial health standard, and if you think you might be unable to meet a standard for a reward under the wellness program, you might qualify for an opportunity to earn the same reward by different means. Contact the Plan Administrator 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.

HEALTH PLAN NOTICES 33 // 2026 Employee Benefit Guide YOUR RIGHTS AND PROTECTIONS AGAINST SURPRISE MEDICAL BILLS What is “balance billing” (sometimes called “surprise billing”)? When you see a doctor or other health care provider, you may owe certain out-of-pocket costs, such as a copayment, coinsurance, and/or a deductible. You may have other costs or have to pay the entire bill if you see a provider or visit a health care facility that isn’t in your health plan’s network. “Out-of-network” describes providers and facilities that haven’t signed a contract with your health plan. Out-of-network providers may be permitted to bill you for the difference between what your plan agreed to pay and the full amount charged for a service. This is called “balance billing.” This amount is likely more than in-network costs for the same service and might not count toward your annual out-of-pocket limit. “Surprise billing” is an unexpected balance bill. This can happen when you can’t control who is involved in your care—like when you have an emergency or when you schedule a visit at an in-network facility but are unexpectedly treated by an out-of-network provider. You are protected from balance billing for: Emergency services If you have an emergency medical condition and get emergency services from an out-of-network provider or facility, the most the provider or facility may bill you is your plan’s in-network cost-sharing amount (such as copayments and coinsurance). You can’t be balance billed for these emergency services. This includes services you may get after you’re in stable condition, unless you give written consent and give up your protections not to be balanced billed for these post-stabilization services. When you get emergency care or get treated by an out-of-network provider at an in-network hospital or ambulatory surgical center, you are protected from surprise billing or balance billing.

HEALTH PLAN NOTICES 34 // 2026 Employee Benefit Guide Certain services at an in-network hospital or ambulatory surgical center When you get services from an in-network hospital or ambulatory surgical center, certain providers there may be out-of-network. In these cases, the most those providers may bill you is your plan’s in-network cost-sharing amount. This applies to emergency medicine, anesthesia, pathology, radiology, laboratory, neonatology, assistant surgeon, hospitalist, or intensivist services. These providers can’t balance bill you and may not ask you to give up your protections not to be balance billed. If you get other services at these in-network facilities, out-of-network providers can’t balance bill you, unless you give written consent and give up your protections. You’re never required to give up your protection from balance billing.You also aren’t required to get care out-of-network. You can choose a provider or facility in your plan’s network. When balance billing isn’t allowed,you also have the following protections: You are only responsible for paying your share of the cost (like the copayments, coinsurance, and deductibles that you would pay if the provider or facility was in-network).Your health plan will pay out-of- network providers and facilities directly. Your health plan generally must: • Cover emergency services without requiring you to get approval for services inadvance (prior authorization). • Cover emergency services by out-of-network providers. • Base what you owe the provider or facility (cost-sharing) on what it would pay an in- network provider or facility and show that amount in your explanation of benefits. • Count any amount you pay for emergency services or out-of-network services toward your deductible and out-of-pocket limit.

HEALTH PLAN NOTICES 35 // 2026 Employee Benefit Guide If you believe you’ve been wrongly billed, you may contact the Centers for Medicare & Medicaid Services https://www.cms.gov/nosurprises. Visit https://www.cms.gov/nosurprises/Policies-and-Resources/Overview-of-rules-fact-sheets for more information about your rights under federal law. PREMIUM ASSISTANCE UNDER MEDICAID AND THE CHILDREN’S HEALTH INSURANCE PROGRAM (CHIP) If you or your children are eligible for Medicaid or CHIP and you’re eligible for health coverage from your employer, your state may have a premium assistance program that can help pay for coverage, using funds from their Medicaid or CHIP programs. If you or your children aren’t eligible for Medicaid or CHIP, you won’t be eligible for these premium assistance programs, but you may be able to buy individual insurance coverage through the Health Insurance Marketplace. Formore information, visit www.healthcare.gov. If you or your dependents are already enrolled in Medicaid or CHIP and you live in a State listed below, contact your State Medicaid or CHIP office to find out if premiumassistance is available. If you or your dependents are NOT currently enrolled in Medicaid or CHIP, and you think you or any of your dependents might be eligible for either of these programs, contact your State Medicaid or CHIP office or dial 1-877- KIDS NOW or www.insurekidsnow.gov to find out how to apply. If you qualify, ask your state if it has a program that might help you pay the premiums for an employer- sponsored plan. If you or your dependents are eligible for premium assistance under Medicaid or CHIP, as well as eligible under your employer plan, your employer must allow you to enroll in your employer plan if you aren’t already enrolled. This is called a “special enrollment” opportunity, and you must request coverage within 60 days of being determined eligible for premium assistance. If you have questions about enrolling in your employer plan, contact the Department of Labor at www.askebsa.dol.gov or call 1-866-444-EBSA (3272).

HEALTH PLAN NOTICES 36 // 2026 Employee Benefit Guide If you live in one of the following states,you may be eligible for assistance paying your employer health plan premiums.The following list of states is current as of January 31, 2026. Contact your State for more information on eligibility: Alabama - Medicaid Website: http://myalhipp.com/ Phone: 1-855-692-5447 Alaska - Medicaid The AK Health Insurance Premium Payment Program Website: http://myakhipp.com/ Phone: 1-866-251-4861 Email: CustomerService@MyAKHIPP.co m Medicaid Eligibility: http://dhss.alaska.gov/dpa/Pa ges/medicaid/default.aspx Arkansas - Medicaid Website: http://myarhipp.com/ Phone: 1-855-MyARHIPP (855- 692-7447) California - Medicaid Website: Health Insurance Premium Payment (HIPP) Program http://dhcs.ca.gov/hipp Phone: 916-445-8322 Fax: 916-440-5676 Email: hipp@dhcs.ca.gov Colorado - Health First Colorado (Colorado’s Medicaid Program) & Child Health Plan Plus (CHP+) Health First Colorado Website: https://www.healthfirstcolorado.c om/ Health First Colorado Member Contact Center: 1-800-221-3943/ State Relay 711 CHP+: https://www.colorado.gov/pacific/ hcpf/child-health-plan-plus CHP+ Customer Service: 1-800-359-1991/ State Relay 711 Health Insurance Buy-In Program (HIBI): https://www.mycohibi.com/ HIBI Customer Service: 1-855-692-6442

HEALTH PLAN NOTICES 37 // 2026 Employee Benefit Guide Florida - Medicaid Website: https://www.flmedicaidtplrecovery .com/flmedicaidtplrecovery.com/hi pp/index.html Phone: 1-877-357-3268 Georgia - Medicaid GA HIPP Website: https://medicaid.georgia.gov/progr ams/third-party-liability/health- insurance-premium-payment- program-hipp Phone: 678-564-1162 Press 1 GA CHIPRA website: https://medicaid.georgia.gov/progr ams/third-party-liability/childrens- health-insurance-program- reauthorization-act-2009-chipra Phone: 678-564-1162, Press 2 Indiana - Medicaid Health Insurance Premium Payment Program All other Medicaid Website: https://www.in.gov/Medicaid/ http://www.in.gov/fssa/dfr/ Family and Social Services Administration Phone: 1-800-403-0864 Member Services Phone: 1-800-457-4584 Iowa – Medicaid and CHIP (Hawki) Medicaid Website: Iowa Medicaid | Health & Human Services Medicaid Phone: 1-800-338- 8366 Hawki Website: Hawki - Healthy and Well Kids in Iowa | Health & Human Services Hawki Phone: 1-800-257-8563 HIPP Website: Health Insurance Premium Payment (HIPP) | Health & Human Services (iowa.gov) HIPP Phone: 1-888-346-9562 Kansas - Medicaid Website: https://www.kancare.ks.gov/ Phone: 1-800-792-4884 HIPP Phone: 1-800-967-4660 Kentucky - Medicaid Kentucky Integrated Health Insurance Premium Payment Program (KI-HIPP) Website: https://chfs.ky.gov/agencies/dms/me mber/Pages/kihipp.aspx Phone: 1-855-459-6328 Email: KIHIPP.PROGRAM@ky.gov KCHIP Website: https://kynect.ky.gov Phone: 1-877-524-4718 Kentucky Medicaid Website: https://chfs.ky.gov/agencies/dms Louisiana - Medicaid https://www.ldh.la.gov/healthy- louisiana Medicaid Customer Service Line: 1- 888-342-6207 Louisiana Medicaid email: healthy@la.gov Louisiana Health Insurance Premium Program (LaHIPP) Website: https://www.ldh.la.gov/lahipp LaHIPP phone: 1-877-697-6703 LaHIPP email: La.HIPP@la.gov LaHIPP fax: 1-888-716-9787 LaHIPP mailing address: 100 Crescent Centre Parkway, Suite 1000 Tucker, GA 30084

HEALTH PLAN NOTICES 38 // 2026 Employee Benefit Guide Maine - Medicaid Enrollment Website: https://www.mymaineconnection.go v/benefits/s/?language=en _US Phone: 1-800-442-6003 TTY: Maine relay 711 Private Health Insurance Premium Webpage: https://www.maine.gov/dhhs/ofi/appl ications-forms Phone: 1-800-977-6740 TTY: Maine relay 711 Massachusetts – Medicaid and CHIP Website: https://www.mass.gov/masshealth/pa Phone: 1-800-862-4840 TTY: 711 Email: masspremassistance@accenture.co m Minnesota - Medicaid Website: https://mn.gov/dhs/health-care- coverage/ Phone: 1-800-657-3672 Missouri - Medicaid Website: http://www.dss.mo.gov/mhd/partici pants/pages/hipp.htm Phone: 573-751-2005 Montana - Medicaid Website: http://dphhs.mt.gov/MontanaHeal thcarePrograms/HIPP Phone: 1-800-694-3084 Email: HHSHIPPProgram@mt.gov Nebraska - Medicaid Website: http://www.ACCESSNebraska.ne.g ov Phone: 1-855-632-7633 Lincoln: 402-473-7000 Omaha: 402-595-1178 Nevada - Medicaid Medicaid Website: http://dhcfp.nv.gov Medicaid Phone: 1-800-992- 0900 New Hampshire - Medicaid Website: https://www.dhhs.nh.gov/program s-services/medicaid/health- insurance-premium-program Phone: 603-271-5218 Toll free number for the HIPP program: 1-800-852-3345, ext. 5218 Email: DHHS.ThirdPartyLiabi@dhhs.nh.g ov New Jersey – Medicaid and CHIP Medicaid Website: http://www.state.nj.us/humanservic es/dmahs/clients/medicaid/ Medicaid Phone: 1-800-356-1561 CHIP Premium Assistance Phone: 609-631-2392 CHIP Website: http://www.njfamilycare.org/index.h tml CHIP Phone: 1-800-701-0710 (TTY: 711) New York - Medicaid Website: https://www.health.ny.gov/health_c are/medicaid/ Phone: 1-800-541-2831

HEALTH PLAN NOTICES 39 // 2026 Employee Benefit Guide North Carolina - Medicaid Website: https://medicaid.ncdhhs.gov/ Phone: 919-855-4100 North Dakota - Medicaid Website: http://www.hhs.nd.gov/healthcare Phone: 1-844-854-4825 Oklahoma – Medicaid and CHIP Website: http://www.insureoklahoma.org Phone: 1-888-365-3742 Oregon - Medicaid Website: http://healthcare.oregon.gov/Pages/i ndex.aspx Phone: 1-800-699-9075 Pennsylvania – Medicaid and CHIP Website: https://www.pa.gov/en/services/dhs/ apply-for-medicaid-health-insurance- premium-payment-program- hipp.html Phone: 1-800-692-7462 CHIP Website: Children's Health Insurance Program (CHIP) (pa.gov) CHIP Phone: 1-800-986-KIDS (5437) Rhode Island – Medicaid and CHIP Website: http://www.eohhs.ri.gov/ Phone: 1-855-697-4347, or 401-462-0311 (Direct RIte Share Line) South Carolina - Medicaid Website: https://www.scdhhs.gov Phone: 1-888-549-0820 South Dakota - Medicaid Website: http://dss.sd.gov Phone: 1-888-828-0059 Texas - Medicaid Website: Health Insurance Premium Payment (HIPP) Program | Texas Health and Human Services Phone: 1-800-440-0493 Utah – Medicaid and CHIP Utah’s Premium Partnership for Health Insurance (UPP) Website: https://medicaid.utah.gov/upp/ Email: upp@utah.gov Phone: 1-888-222-2542 Adult Expansion Website: https://medicaid.utah.gov/expansio n/ Utah Medicaid Buyout Program Website: https://medicaid.utah.gov/buyout- program/ CHIP Website: https://chip.utah.gov/ Vermont - Medicaid Website: Health Insurance Premium Payment (HIPP) Program | Department of Vermont Health Access Phone: 1-800-250-8427 Virginia - Medicaid and CHIP Website: https://coverva.dmas.virginia.gov/le arn/premium-assistance/famis- select and https://coverva.dmas.virginia.gov/le arn/premium-assistance/health- insurance-premium-payment-hipp- programs Medicaid/CHIP Phone: 1-800- 432-5924

HEALTH PLAN NOTICES 40 // 2026 Employee Benefit Guide Washington - Medicaid Website: https://www.hca.wa.gov/ Phone: 1-800-562-3022 West Virginia - Medicaid and CHIP Website: https://dhhr.wv.gov/bms/ http://mywvhipp.com/ Medicaid Phone: 304-558-1700 CHIP Toll-free Phone: 1-855-MyWVHIPP (1-855- 699-8447) Wisconsin – Medicaid and CHIP Website: https://www.dhs.wisconsin.gov/badge rcareplus/p-10095.htm Phone: 1-800-362-3002 Wyoming - Medicaid Website: https://health.wyo.gov/healthcarefin/ medicaid/programs-and-eligibility/ Phone: 1-800-251-1269 To see if any other states have added a premium assistance program since January 31, 2026, or for more information on Special Enrollment Rights, contact either: U.S. Department of Labor Employee Benefits Security Administration www.dol.gov/agencies/ebsa 1-866-444-EBSA (3272) U.S. Department of Health and Human Services Centers for Medicare & Medicaid Services www.cms.hhs.gov 1-877-267-2323, Menu Option 4, Ext. 61565

HEALTH PLAN NOTICES 41 // 2026 Employee Benefit Guide IMPORTANT NOTICE 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 your employer 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. Your employer has determined that the prescription drug coverage offered by the employer sponsored medical plans are, on average for all plan participants, expected to pay out as much as standard Medicare prescription drug coverage pays and are

HEALTH PLAN NOTICES 42 // 2026 Employee Benefit Guide therefore considered Creditable Coverage. Because your existing coverage is Creditable Coverage, you can keep this coverage and not pay a higher premium (a penalty) ifyou later decide to join a Medicare drug plan. When Can You Join a Medicare Drug Plan? 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 toYour Current Coverage IfYouDecide to Join a Medicare DrugPlan? Your current coverage pays for other health expenses, in addition to prescription drugs. If you are actively employed and decide to join a Medicare drug plan, your current medical coverage will not be affected; you can keep this coverage if you elect part D and this plan will coordinate with Part D coverage. If you are actively employed and you decide to join a Medicare drug plan and drop your current medical coverage, be aware that you and your dependents may be able to get this coverage back at the next open enrollment period or upon a qualifying status change if you remain otherwise eligible to enroll in the Plan. If you are no longer actively employed and you decide to join a Medicare drug plan and drop your current coverage, be aware that you and your dependents will not be able to get this coverageback.

HEALTH PLAN NOTICES 43 // 2026 Employee Benefit Guide WhenWill YouPay a Higher Premium (Penalty)ToJoin a Medicare Drug Plan? You should also know that if you drop or lose your current coverage 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 1% of the Medicare base beneficiary premium per month for every month that you did not have that coverage. For example, if you go nineteen months without creditable coverage, your premium may consistently be at least 19% 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. For More Information About This Notice or Your Current Prescription Drug Coverage… Contact the plan administrator for further information. For More InformationAboutYour 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.

HEALTH PLAN NOTICES 44 // 2026 Employee Benefit Guide 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 “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). Last updated: January 2026

Notice of COBRA Continuation Coverage Rights & Coverage Rights Under COBRA This notice generally explains COBRA continuation coverage, when it may become available to you and your family, and what you need to do to protect the right to receive it. The right to COBRA continuation coverage was created by a federal law, the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA). COBRA continuation coverage can become available to you when you would otherwise lose your group health coverage. It can also become available to other members of your family who are covered under the Plan when they would otherwise lose their group health coverage. For additional information about your rights and obligations under the plan and under federal law, you should review the Plan’s Summary Plan Description or contact the Plan Administrator. What is COBRA Continuation Coverage? COBRA continuation coverage is a continuation of Plan coverage when coverage would otherwise end because of a Life event known as a “qualifying event.” Specific qualifying events are listed later in this notice. After a qualifying event, COBRA continuation coverage must be offered to each person who is a “qualified beneficiary.” You, your spouse, and your dependent children could become qualified beneficiaries if coverage under the Plan is lost because of the qualifying event. Under the Plan, qualified beneficiaries who elect COBRA continuation coverage must pay for COBRA continuation coverage. If you are an Employee, you will become a qualified beneficiary if you lose your coverage under the Plan because either one of the following qualifying events happens: • Your hours of employment are reduced, or • Your employment ends for any reason other than your gross misconduct. If you are the spouse of an Employee, you will become a qualified beneficiary if you lose your coverage under the Plan because any of the following qualifying events happens: • Your spouse dies • Your spouse’s hours of employment are reduced • Your spouse’s employment ends for any reason other than his or her gross misconduct • Your spouse becomes entitled to Medicare benefits (under Part A, Part B, or both); or • You become divorced or legally separated from your spouse. COBRA 45 // 2026 Employee Benefit Guide

Notice of COBRA Continuation Coverage Rights & Coverage Rights Under COBRA Continued…. Your dependent children will become qualified beneficiaries if they lose coverage under the Plan because any of the following qualifying events happens: • The parent-Employee dies; • The parent-Employee’s hours of employment are reduced; • The parent-Employee’s employment ends for any reason other than his or her gross misconduct; • The parent-Employee becomes entitled to Medicare benefits (Part A, Part B, or both); • The parents become divorced or legally separated; or • The child stops being eligible for coverage under the plan as a “dependent child.” When is COBRA Coverage Available? The Plan will offer COBRA continuation coverage to qualified beneficiaries only after the Plan Administrator has been notified that a qualifying event has occurred. When the qualifying event is the end of employment or reduction of hours of employment, death of the Employee, commencement of a proceeding in bankruptcy with respect to the employer, or the Employee’s becoming entitled to Medicare benefits (under Part A, Part B, or both), the employer must notify the Plan Administrator of the qualifying event. You Must Give Notice of Some Qualifying Events For the other qualifying events (divorce or legal separation of the Employee and spouse or a dependent child’s losing eligibility for coverage as a dependent child), you must notify the Plan Administrator within 60 days after the qualifying event occurs. You must provide this notice to Human Resources at Westfield Capital Management. COBRA 46 // 2026 Employee Benefit Guide

Notice of COBRA Continuation Coverage Rights & Coverage Rights Under COBRA Continued… How is COBRA Coverage Provided? Once the Plan Administrator receives notice that a qualifying event has occurred, COBRA continuation coverage will be offered to each of the qualified beneficiaries. Each qualified beneficiary will have an independent right to elect COBRA continuation coverage. Covered Employee’s may elect COBRA continuation coverage on behalf of their spouses, and parents may elect COBRA continuation coverage on behalf of their children. COBRA continuation coverage is a temporary continuation of coverage. When the qualifying event is the death of the Employee, the Employee’s becoming entitled to Medicare benefits (under Part A, Part B, or both), your divorce or legal separation, or a dependent child losing eligibility as a dependent child, COBRA continuation coverage lasts for up to a total of 36 months. When the qualifying event is the end of employment or reduction of the Employee’s hours of employment, and the Employee became entitled to Medicare benefits less than 18 months before the qualifying event, COBRA continuation coverage for qualified beneficiaries other than the Employee lasts until 36 months after the date of Medicare entitlement. For example, if a covered Employee becomes entitled to Medicare 8 months before the date on which his employment terminates, COBRA continuation coverage for his spouse and children can last up to 36 months after the date of Medicare entitlement, which is equal to 28 months after the date of the qualifying event (36 months minus 8 months). Otherwise, when the qualifying event is the end of employment or reduction of the Employee’s hours of employment, COBRA continuation coverage generally lasts for only up to a total of 18 months. There are two ways in which this 18-month period of COBRA continuation coverage can be extended: 1. Disability extension of 18-month period of continuation coverage If you or anyone in your family covered under the Plan is determined by the Social Security Administration to be disabled and you notify the Plan Administrator in a timely fashion, you and your entire family may be entitled to receive up to an additional 11 months of COBRA continuation coverage for a total maximum of 29 months. The disability would have to have started at some time before the 60th day of COBRA continuation coverage and must last at least until the end of the 18-month period of continuation coverage. COBRA 47 // 2026 Employee Benefit Guide

Notice of COBRA Continuation Coverage Rights & Coverage Rights Under COBRA Continued… 2. Qualifying event extension of 18 month period of continuation coverage: If your family experiences another qualifying event while receiving 18 months of COBRA continuation coverage, the spouse and dependent children in your family can get up to 18 additional months of COBRA continuation coverage, for a maximum of 36 months, if notice of the second qualifying event is properly given to the Plan. This extension may be available to the spouse and any dependent children receiving continuation coverage if the Employee or former Employee dies, becomes entitled to Medicare benefits (under Part A, Part B, or both), or gets divorced or legally separated, or if the dependent child stops being eligible under the Plan as a dependent child, but only if the event would have caused the spouse or dependent child to lose coverage under the Plan had the first qualifying event not occurred. If you have any questions Questions concerning your Plan or your COBRA continuation coverage rights should be addressed to the contact or contacts identified below. For more information about your rights under ERISA, including COBRA, the Health Insurance Portability and Accountability Act (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 at www.dol.gov/ebsa. Addresses and phone numbers of (Regional and District EBSA Offices are available through EBSA’s website.) In order to protect your family’s rights, you should keep the Plan Administrator informed of any changes in the Addresses of family members. You should also keep a copy, for your records, of any notices you send to the Plan Administrator. 48 // 2026 Employee Benefit Guide COBRA

Plan Administrator Phone Number Website Medical Benefits Harvard Pilgrim Healthcare 1-888-333-4742 www.harvardpilgrim.org Dental Benefits Blue Cross Blue Shield of MA 1-800-832-5700 www.bcbsma.com Vision Benefits VSP 1-800-842-0204 www.vsp.com Life and AD&D Insurance USAble 1-800-796-3872 www.usablelife.com Long Term Disability USAble 1-800-796-3872 www.usablelife.com Flexible Spending Accounts / Commuter Accounts Sentinel Benefits 1-888-762-6088 www.sentinelgroup.com HSA & 401(k) Retirement Plans Fidelity 1-800-835-5097 www.401k.com Voluntary Critical Illness USAble 1-800-370-5856 Email: custserv@usablelife.com www.usablelife.com Employee Assistance Plan USAble 1-800-624-5544 https://eap.lucethealth.com CONTACT INFORMATION 49 // 2026 Employee Benefit Guide