2021 Benefits Guide

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=ȽǘƱƷ Your L i fe . Your Cho i ce . Your Bene f i t s .

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Glossary of Terms Welcome Message Benef i ts El igibi l i ty

El igibi l i ty by Associate Qual i fy ing Li fe Events When and How to Enrol l

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Medical Plan Opt ions How the Plans Di f fer What is a Heal th Reimbursement Account? How Does My Heath Reimbursement Account Work wi th My Heal th Plan? What is a Heal th Savings Account? How is My Heal th Savings Account Funded and How Much Can I Cont r ibute? How Does My Heal th Savings Account Work wi th My Heal th Plan? Mot ivate Me Wel lness Incent ive Program Cigna Heal th Programs Medical + Prescr ipt ion Drug Benef i ts

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2021 Medical Bi -Weekl y Payrol l Cont r ibut ions Which Plan is Right for You? Dental Plan Opt ions Vision Plan Flexible Spending Accounts HRA, HSA, FSA: What 's the Di f ference? Li fe and Accidental Death & Dismemberment Disabi l i ty Benef i ts 401(k) Plan Employee Assistance Program Care@Work Voluntary Benef i ts MAA Associate Disaster Rel ief Fund Open Arms Get Connected Benef i t Vendor Contacts and Websi tes Af fordable Care Act Impor tant Heal th Plan Not ices

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Accidental Death and Dismemberment (AD&D) AD&D covers the unintentional death or dismemberment of the insured. Dismemberment includes the loss, or the loss of use, of body par ts or functions (i.e. , limbs, speech, eyesight, or hearing). Coinsurance Refers to the percentage of charges you and your plan will pay for covered services. For example, if your plan has a coinsurance split of 80/20, this means your plan will pay 80 percent of charges and you will pay 20 percent of charges. Copay -WEƼ\IHHSPPEVEQSYRX]SYTE]JSVGSZIVIHWIVZMGIWMREHHMXMSRXS[LEXXLITPERTE]W8LIGSTE] is normally paid at the time of your visit. Deductible The amount you must pay for covered services before your plan coinsurance is applied. The deductible star ts over every January 1. Embedded Deductible In a health plan with an embedded deductible, no single individual on a family plan will have to pay a deductible higher than the individual deductible amount. Once you meet the individual deductible, your plan coinsurance is applied. Embedded Out-of-Pocket Maximum In a health plan with an embedded out-of-pocket maximum, no single individual on a family plan will have to pay more than the individual out-of-pocket maximum amount. Once you meet the individual out-of-pocket maximum amount, your plan begins to pay 100% for the individual ’s expenses for the remainder of the year. Flexible Spending Accounts (FSAs) FSAs allow associates to set aside pre-tax funds from their paychecks to accounts that can be used to pay for qualified medical or child care expenses. Formulary A formulary is a list of generic and brand name drugs covered by an insurance plan offering prescription drug benefits. Generic Drugs Are created to be the same as an existing brand name drug in dosage, safety, effectiveness, strength and quality, but cost less.

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Health Reimbursement Account (HRA) An HRA is an employer-funded account offered in combination with a health plan. The money in your HRA is used to pay expenses applied to your health plan copays, deductible and coinsurance. Health Savings Account (HSA) An HSA is a tax-advantaged savings account offered in combination with a high deductible health plan. The account can be funded by your employer and you with pre-tax dollars from your paychecks. It comes with a debit card that can be used to pay qualified out-of-pocket medical expenses, such as those applied to your health plan deductible and coinsurance, as well as dental and vision expenses. High-Deductible Health Plan (HDHP) Is a health insurance plan with lower premiums and a higher deductible than a traditional health plan. You pay 100% of the cost of your non-preventive health care and prescriptions until you meet your deductible. Once you meet your deductible, the plan coinsurance is applied. Preferred Brand Drugs Are medications for which generic alternatives are not available and cost less than non-preferred brand drugs. Preventive Care Are routine health care services to prevent illnesses, disease, or other health problems. It includes most vaccines, screenings and annual check-ups and is typically covered at 100% under health plans. Non-Preferred Brand Drugs Are medications that have alternative generic or preferred brand drugs available and cost more. Out-of-Pocket Maximum The out-of-pocket maximum is a specific limit for the total amount you will pay for covered health costs during the plan year. This includes amounts applied as copays, deductible and coinsurance. If you meet the out-of-pocket maximum, your health plan will pay 100% of your covered health care costs for the rest of the year. Specialty Drugs Specialty drugs are high-cost medications used to treat complex, chronic conditions such as cancer, rheumatoid ar thritis and multiple sclerosis.

Throughout your Benefits Guide, you can refer back to this glossary for definitions of the words in orange print .

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MAA Associates,

MAA is committed to providing you and your family with access to a competitive, affordable and comprehensive package of benefits. We are excited to share our benefits program – Your Life. Your Choice. Your Benefits. – which offers many quality choices and rewards you for taking an active role in your health. Whether you are reading this as a new associate making benefit elections for the first time or as an existing associate in preparation for our annual open enrollment period, we recognize the impor tance of MAA’s benefits in meeting your needs and encourage you to take advantage of the resources made available to maximize their value. I encourage you to review the information on our various benefits options available and to take full advantage of the oppor tunities to “take care of you.” Keeping you and your family healthy and making sure you have affordable access to quality medical care when you need it is our goal and an impor tant par t of our effor t to create value for you and in your relationship with MAA. To help you navigate your benefit options and answer any questions you may have, we have invested in multiple resources, as well as this guide, including: • ALEX® is a virtual benefits counselor that can help you understand your options and decide which benefits are best for you by guiding you through an informal, interactive process, explaining how the plans work and providing information regarding cost and coverage. • Our MotivateMe® program through Cigna features rewards for associates and spouses covered under our medical plan in the form of contributions from MAA to their health fund account (HRA or HSA) upon completion of various wellness-related activities throughout the year.

• Your connection to all things Benefits—including plan summaries, links to supplemental information, and vendor websites and contact information—can be found on AccessMAA. We hope you find that the package of benefits for the 2021 plan year effectively meets the need for better health, wellness and protection for you and your family.

Me l an i e Carpenter EVP, Ch i ef Human Resources Of f i cer

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8LIXEFPISRTEKILMKLPMKLXWIPMKMFMPMX]JSVFIRIƼXWERH[LSTE]WJSVXLI coverage. If you are paying for all or par t of the cost, the table also indicates whether your contributions are deducted from your paychecks before or after taxes are withheld. Most calendar years have 26 bi-weekly pay periods. Your cost will be deducted from each bi-weekly paycheck. Eligible Dependents you can cover include: • Legal spouse (same or opposite sex) • Child(ren) up to age 26, regardless of marital or student status. Eligible children include your biological children, stepchildren, adopted children or children placed in your home for adoption, foster children and children for whom you are the cour t-appointed legal guardian if that child MWƼRERGMEPP]HITIRHIRXSR]SY • A child of any age who is medically cer tified as disabled (prior to the child’s 26th bir thday), resides with you and is primarily dependent upon your suppor t. Please Note: When electing to cover a dependent spouse and/or child(ren) under MAAs medical , dental and/or vision plans, you have 30 days from your coverage effective date to submit documentation to verify the dependent(s) for which you elect to cover. Click here to review acceptable suppor ting documentation and eligibility requirements.

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Regu l ar Assoc i ate

Temporar y Assoc i ate

Par t Time 20-29 HRS/WK

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