CHANGING YOUR BENEFITS DURING THE YEAR 3 (2026)

EMPLOYEE

BENEFITS GUIDE

Hoh Indian Tribe

TABLE OF CONTENTS

ELIGIBILITY 3

CHANGING YOUR BENEFITS DURING THE YEAR 3

BENEFITS ENROLLMENT 4

MEDICAL INSURANCE 5

DENTAL INSURANCE 6

VISION INSURANCE 7

BASIC LIFE AND AD&D INSURANCE 8-9

DISABILITY INSURANCE 10

EMPLOYEE ASSISTANCE PROGRAM I]

RESOURCES AND CONTACT INFO 12

SUMMARY ANNUAL NOTICES 13-19

HOH INDIAN TRIBE BENEFITS

At Hoh Indian Tribe, we know our dedicated employees—YOU—are key to our overall success as an

organization. We recognize that offering a quality, comprehensive benefit program is an important way to

show you how valuable you are to the organization. We understand that navigating the world of employee

benefits is challenging and no two employees are alike, which is why we offer this benefits guide to explain the

multiple benefit options to improve your physical, financial and mental well-being.

This booklet provides a summary of pian highlights. Please consult the carrier contract for complete information on

covered changes, limitations, and exclusions. This is not a binding contract. In the event of any discrepancy, the carrier's

contract will prevail. If you have further questions, please contact the insurance carrier or Human Resources.

Hoh Indian Tribe 2026 Benefits Guide 2

ELIGIBILITY

If you are a full-time employee (working 30+ hours a

week), you are eligible to enroll in our medical, dental

and vision benefits and you will be automatically

enrolled in our Life and Accidental Death and

Dismemberment (AD&D) plan. As a new hire, benefits

are effective on the first of the month following the 60

days waiting period. You must enroll by the date

before your benefits effective date. If you do not meet

this deadline, you will need to wait until the next open

enrollment period to enroll.

COVERING YOUR FAMILY MEMBERS

Many of the plans offer coverage for your eligible

family members, including:

¢ Your legal spouse or legally registered domestic

partner

¢ Your dependent children, including your

stepchildren, legally adopted children, children

placed with you for adoption or for court ordered

legal guardianship

* Dependent children are eligible for medical, dental,

and vision up to the end of the month in which they

turn age 26 (regardless of student or marital

status)

¢ Unmarried children of any age if totally disabled

and claimed as a dependent on your federal

income tax return (documentation of handicapped

status must be provided)

QUALIFYING EVENT

COVERAGE STARTS EFFECTIVE DATES

As a new hire, coverage is Coverage changes from a

effective first of the month qualifying event will be effective

following the 60 days waiting first of the month following the

period. event date unless in the case of

a new child, your change in

coverage will be effective on the

date of birth or adoption.

Hoh Indian Tribe 2026 Benefits Guide

COVERAGE ENDS

If your employment with Hoh

Indian Tribe terminates

(voluntarily or otherwise), your

benefits will end at the end of

the month (aside from life

insurance benefits, which end

on the date of your termination).

BENEFITS ENROLLMENT

Open enrollment is the only time during the year that you can change

your benefits without experiencing a qualifying life event. During the

open enrollment period, you have the opportunity to newly enroll in

coverage and/or make changes to your current coverage, including

adding or removing dependents. Any changes you make for open

enrollment become effective first of the month following 60 days of

continuous employment.

ENROLLMENT

Enrollment is done by completing the appropriate carrier enrollment form(s) and submitting to Human

Resources.

In order to complete your enrollment, you need:

* Dates of birth and social security numbers for yourself as well as any family members you are

enrolling.

* Proof of eligibility for your spouse and dependent children (e.g., marriage license, birth certificate).

NEED TO KNOW UPDATES AND INFO

¢« What are the benefits for 2026

¢ Consider what is new with you... did you have a baby, get married, etc. that may affect your enrollment

decisions

« Please note you should enroll 30 days before the effective date

Hoh Indian Tribe 2026 Benefits Guide 4

4

MEDICAL INSURANCE

We offer one medical insurance plan option through Premera Blue Cross. Please take the time to understand

the features of plan so that you choose the coverage that is best for you and your family.

Your medical plan includes in-and out-of-network benefits, which means you can choose any provider that

you would like. However, you will pay less out of your pocket when you choose an in-network provider. at

www.premera.com.

The table below summarizes the key features of the medical plan. The coinsurance amounts listed reflect

the amount you pay for services. Please refer to the official plan documents for additional information on

coverage and exclusions.

In-Network Out-of-Network

Network Heritage Signature

Medicare Part D Creditable Coverage Yes

Deductible (individual/family) $200 / $400 $400 / $800

Benefit Year Reset Calendar Year Calendar Year

Deductible (Embedded/NonEmbedded)! Embedded Embedded

ORS Ca a, $2,000 / $4,000 Unlimited

(individual/family)

Preventive care Covered in Full Not Covered

Office visits (primary care/ specialist) $15 after deductible 50% after deductible

Emergency Room $200 copay then 10% after deductible

Urgent Care $15 after deductible 50% after deductible

Lab/X-Ray 10% 50% after deductible

Inpatient / Outpatient hospital 10% after deductible 50% after deductible

Rx (generic/preferred/brand/specialty) After deductible: $10 / $20 / $40 / $250

Mail-Order After deductible: $30 / $60 / $120 / $250

'Embedded deductible means each family member has their own individual deductible, up to the

family deductible. Non-embedded deductible means the family deductible must be met first when

coverage includes family members.

Hoh Indian Tribe 2026 Benefits Guide 5

DENTAL INSURANCE

Principal: Dental PPO (DPPO).

The PPO dental plan includes in- and out-of-network benefits, which means you can choose any

dentist that you would like. However, you will pay less out of your pocket when you choose an tnnetwork dentist at principal.com/dentist.

The table below summarizes the key features of the dental plan. The coinsurance amounts listed reflect

the amount you pay for services. Please refer to the official plan documents for additional information

on coverage and exclusions.

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DO | NEED TO SEE A DENTIST?

A visit to the dentist is about more than just a teeth cleaning. By looking in your mouth, your

dentist can tell a lot about your overall health. In fact, he or she may be able to identify early

signs of disease, such as diabetes, heart disease, kidney disease, and even some forms of

cancer, before you even notice symptoms.

In-Network Out-of-Network

Deductible (individual/family) $50 / $150

Annual Benefit Maximum $2,000

Diagnostic/preventive Services 0% 0%

Basic Services 20% 20%

Major Services 50% 50%

Hoh Indian Tribe 2026 Benefits Guide

VISION INSURANCE

We offer a vision insurance plan through VSP Vision Care. This plan allows you to choose any eye care

provider. However, you will maximize the plan benefits wnen you choose a in-network provider at

vsp.com.

The table below summarizes the key features of the vision plan. Please refer to the official plan

documents for additional information on coverage and exclusions.

In-Network Out-of-Network

Frequency of Glasses/Lenses/Frames 12/12/12

Exams $20 copay Up to $45

Retinal screening for members with $0 copay

diabetes

Lenses

Single vision $25 copay Up to $30

Bifocal $25 copay Up to $50

Trifocal $25 copay Up to $65

Frames $200 allowance + 20% Up to $70

discount

Contacts $160 allowance Up to $105

Contact lens exam (fitting and Up to $60

evaluation)

Laser Correction

15% off the regular price or 5% off the promotional price

DO | NEED AN ANNUAL EYE

EXAM IF | HAVE PERFECT

VISION?

Your eyes are your windows to the world.

They are also your eye doctor's windows

into your body. Just by looking in your

eyes, a doctor can find warning signs of

serious diseases and conditions like high

blood pressure, high cholesterol, thyroid

diseases, and certain types of cancer.

In fact, eye doctors are frequently the

first to detect signs of abnormal health

conditions.

Hoh Indian Tribe 2026 Benefits Guide 7

LIFE AND AD&D

INSURANCE -

USABLE LIFE

Life and accidental death and dismemberment

(AD&D) insurance provides financial protection for

those who depend on you for financial support.

Upon your death, your designated beneficiary will

receive the life benefit. If you die as the result of an

accident, your beneficiary will receive both the life

and AD&D benefits.

We provide you with basic life and AD&D insurance

at no cost to you.

DESIGNATE A BENEFICIARY

In the event of your death, your beneficiary would receive your Life and/or AD&D proceeds. Designate your

beneficiary for your Basic Life and AD&D insurance. You may change this designation at any time. You are

automatically the beneficiary on your Spouse and/or Child Life policy.

GROUP TERM LIFE AND AD&D BENEFIT HIGHLIGHTS

Employee Life Benefit Amount $15,000

Employee AD&D Benefit Amount Same as Life

VOLUNTARY GROUP TERM LIFE BENEFIT HIGHLIGHTS

You may purchase coverage in units of $5,000 to a

maximum of $100,000 without evidence of insurability.

Coverage over these amounts to a maximum of

$300,000 is available with evidence of insurability.

PLAN PROVISIONS

; ¢ 560% of benefit at age 70

oe * 30% of benefit at age 75

* 20% of benefit at age 80

Employee Life Benefit Amount

Hoh Indian Tribe 2026 Benefits Guide 8

LIFE AND AD&D

INSURANCE -

MUTUAL OF OMAHA

Life and accidental death and dismemberment

(AD&D) insurance provides financial protection for

those who depend on you for financial support.

Upon your death, your designated beneficiary will

receive the life benefit. If you die as the result of an

accident, your beneficiary will receive both the life

and AD&D benefits.

We provide you with basic life and AD&D insurance

at no cost to you.

If you are eligible for $50,000 or more in life

insurance, you are required to pay income tax on

the value of the coverage in excess of $50,000.

DESIGNATE A BENEFICIARY

In the event of your death, your beneficiary would receive your Life and/or AD&D proceeds. Designate your

beneficiary for your Basic Life and AD&D insurance. You may change this designation at any time. You are

automatically the beneficiary on your Spouse and/or Child Life policy.

Employee Life Benefit Amount $50,000

Employee AD&D Benefit Amount Same as Life

Age Reduction * 65% of benefit at age 65

Schedule * 50% of benefit at age 70

If you become terminally ill and you are insured under Mutual of Omaha, Mutual

Basic Life Accelerated of Omaha will pay you a portion of your life insurance benefit one time. You may

Death Benefit elect 75% of the amount of the life insurance benefit is available to you if

terminally ill, not to exceed $37,500.

. . If it is determined that you are totally disabled, your life insurance benefit will

Waiver of Premium continue without payment of premium, subject to certain conditions.

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DISABILITY INSURANCE

You have the opportunity to purchase

long-term disability insurance through

Mutual of Omaha.

LONG-TERM DISABILITY INSURANCE

A disability income insurance policy can help provide security when you need it

most. It pays you cash benefits when you are sick or hurt and can not work.

Elimination period: 90 days (benefits begin on day 91)

¢ Benefit continues up to Social Security Normal Retirement Age or 3.5 years

¢ Benefit amount: 60% of salary up toa maximum of $4,000 per month

* Pre-existing Condition: 6/24

Hoh Indian Tribe 2026 Benefits Guide

EMPLOYEE ASSISTANCE PROGRAM

BH Business :

BH Heolth Trust www.businesshealthtrust.com

Expect more from

your Health Benefits

At BHT, it is our mission to be a resource for employers. That's why,

in response to the growing importance of mental health in the

workplace, we've included our Employee Assistance Program (EAP)

with all our Industry Health Trust* medical plans.

Product Highlights

Our partner Behavioral Health Systems provides BHT members and their NaHS.

employees with a robust Employee Assistance Program (EAP) including: BEHAVIORAL HEALTH SYSTEMS

Free, confidential counseling & resources

« Counseling and referrals for personal, marital, family, substance abuse, financial and

legal issues

e 6 visits annually for each family member

« Psychiatric consultations included

« Care Coordinators can assist in determining the appropriateness and availability of

community resources such as support groups

« MemberAccess online portal with links to self-assessments, work/life articles, tips

and resources, and fact sheets

e Use of the EAP is completely confidential

A variety of ways to connect and never any claims to file

G3 e In-person, phone and digital options available. Members can speak with a provider

via computer, smartphone, or tablets at their convenience.

e There are never any claims to file, and EAP visits are covered at 100%.

Want to learn more about our EAP program or

other products?

Call us at (425) 201-1972 or email us at info@businesshealthtrust.com.

Or scan the QR code to request a quote.

*This benefit is offered at no additional cost on Industry Health Trust plans. Kaiser Permanente Small Group plans or nonmedical offerings can add the EAP for an additional cost.

Hoh Indian Tribe 2026 Benefits Guide iH

RESOURCES AND CONTACT INFO

BENEFITS WEBSITE: https://hohtribe-nsn.or

FAQS: djohnson@mahoneygroup.com

Rome 4

BENEFIT PHONE WEBSITE / EMAIL

Medical 800-722-1471 www.premera.com

Dental 800-247-4695 principal.com/dentist

Vision 800-877-7195 www.vsp.com

Life and AD&D - USAble Life 800-370-5856 USAbleLife.com

Life and AD&D - Mutual of Omaha 800-775-6000 www.mutualofomaha.com

Disability 800-775-6000 www.mutualofomaha.com

Human Resources 360-775-4659 tracy.gillett@hohtribe-nsn.org

Broker: The Mahoney Group

Troy Pitney, Agency Partner / Advisor 206-419-5040 tpitney@mahoneygroup.com

480-214-2797 djohnson@mahoneygroup.com

Denise Johnson, Client Manager

ANNUAL NOTICES

Each year, employers that offer health care benefit plans are required to provide specific state and

federal notices to employees regardless of their participation in the benefit plans offered. Electronic

versions of these notices are available at your request or found on BENEFITS WEBSITE. If you have any

questions, please contact the Human Resources/Benefits Department at 360-775-4659.

Hoh Indian Tribe 2026 Benefits Guide 12

SUMMARY ANNUAL NOTICES

CONSOLIDATED OMNIBUS BUDGET RECONCILATION ACT (COBRA)

The Consolidated Omnibus Budget Reconciliation Act gives workers and their families who lose their health

benefits the right to choose to continue group health benefits for limited periods of time under certain

circumstances, such as, voluntary or involuntary job loss, reduction in hours worked, death, divorce, and other

events. Qualified individuals pay the entire premium cost for coverage plus 2% administration fee.

GENETIC INFORMATION NONDISCRIMINATION ACT (GINA)

GINA prohibits discrimination based on genetic information.

Key Points:

Employers cannot request or require genetic information, except in limited circumstances.

¢ Genetic information includes family medical history, genetic test results, and information about genetic

services.

¢ Employees should avoid providing genetic information unless required by law.

For more information, visit the EEOC’s GINA page.

HEALTH INSURANCE MARKETPLACE NOTICE

Even if your employer offers health insurance, you may have other options through the Health Insurance

Marketplace. This notice explains how Marketplace coverage interacts with your employer-provided plan.

What is the Marketplace?

The Marketplace is a resource where you can compare and purchase private health insurance. It’s designed to

help you find coverage that fits your needs and budget.

Can You Save Money in the Marketplace?

You may qualify for savings (like premium tax credits) if:

¢« Your employer does not offer coverage, or

* The coverage is not affordable (costs more than 9.96% of your income for 2026), or

« It does not meet minimum value standards set by the ACA.

If your employer offers affordable, minimum value coverage, you likely won't be eligible for Marketplace savings.

Enrollment Periods:

* Open Enrollment runs each year (generally November 1 - December 15).

¢ You may qualify for a Special Enrollment Period if you experience a life event (e.g., marriage, birth, loss of

coverage).

¢« Atemporary Special Enrollment Period is available if you lose Medicaid or CHIP coverage generally run

between March 31 — July 31.

Other Coverage Options:

You may be eligible to:

¢ Enroll in your employer's plan after losing Medicaid/CHIP.

¢ Apply for Medicaid or CHIP at any time at HealthCare.gov.

Employer Coverage Overview

Your employer offers:

¢ Health insurance to all eligible employees

* Coverage for spouse and children

¢ Aplan that meets minimum value standard. The affordability rule does not apply due to group size.

Even with employer coverage, you may still qualify for Marketplace savings based on your household income.

Need Help?

Contact your HR department for plan details or visit HealthCare.gov for Marketplace information.

Hoh Indian Tribe 2026 Benefits Guide 13

SUMMARY ANNUAL NOTICES

HEALTH INSURANCE MARKETPLACE NOTICE

Even if your employer offers health insurance, you may have other options through the Health Insurance

Marketplace. This notice explains how Marketplace coverage interacts with your employer-provided plan.

What is the Marketplace?

The Marketplace is a resource where you can compare and purchase private health insurance. It’s designed to

help you find coverage that fits your needs and budget.

Can You Save Money in the Marketplace?

You may qualify for savings (like premium tax credits) if:

¢ Your employer does not offer coverage, or

* The coverage is not affordable (costs more than 9.96% of your income for 2026), or

« It does not meet minimum value standards set by the ACA.

If your employer offers affordable, minimum value coverage, you likely won't be eligible for Marketplace savings.

Enrollment Periods:

* Open Enrollment runs each year (generally November 1 - December 15).

¢ You may qualify for a Special Enrollment Period if you experience a life event (e.g., marriage, birth, loss of

coverage).

¢« Atemporary Special Enrollment Period is available if you lose Medicaid or CHIP coverage generally run

between March 31 — July 31.

Other Coverage Options:

You may be eligible to:

¢ Enroll in your employer's plan after losing Medicaid/CHIP.

¢ Apply for Medicaid or CHIP at any time at HealthCare.gov.

Employer Coverage Overview

Your employer offers:

¢ Health insurance to all eligible employees

* Coverage for spouse and children

¢ Aplan that meets minimum value standard. The affordability rule does not apply due to group size.

Even with employer coverage, you may still qualify for Marketplace savings based on your household income.

Need Help?

Contact your HR department for plan details or visit HealthCare.gov for Marketplace information.

Hoh Indian Tribe 2026 Benefits Guide 14

SUMMARY ANNUAL NOTICES

MEDICARE PART D CREDITABLE COVERAGE NOTICE

Federal law requires employers to notify Medicare-eligible individuals whether their prescription drug coverage

is creditable—meaning it is expected to pay, on average, as much as standard Medicare Part D prescription

coverage.

Why This Matters:

If you're eligible for Medicare and do not have creditable drug coverage, you may face a late enrollment penalty

if you delay enrolling in Medicare Part D and go without creditable coverage for 63 days or more.

What Is Creditable Coverage?

Prescription drug coverage is considered creditable if it is expected to pay, on average, as much as Medicare

Part D. Coverage that pays less is non-creditable.

Important for Groups Offering Multiple Plans:

If your employer offers multiple health plans, some plans may be creditable, some non-creditable, or a mix. It is

essential to review your specific plan’s status each year and choose coverage that aligns with your Medicare

needs if youre eligible or nearing eligibility. Below is a list of the plans available and Medicare Part D status:

Premera Blue Cross Titanium 200 Creditable

What You Should Do:

If you are Medicare-eligible (or will be soon), review the notice provided for your specific plan.

Keep the notice for your records — you may need to show proof of creditable coverage to avoid penalties.

Contact HR or your benefits administrator if you're unsure which plan youre enrolled in or need help

understanding the creditable status.

For more information about Medicare Part D, visit: https://www.medicare.gov

MENTAL HEALTH PARITY AND ADDICTION EQUITY ACT (MHPAEA)

MHPAEA mandates that mental health and substance use disorder benefits cannot have more restrictive limits

than general medical/surgical benefits.

Key Points:

* Plans cannot apply higher co-pays, deductibles, or limits on visits for mental health/substance use or

disorder treatments.

* For more details about coverage and medical necessity determinations, contact your plan administrator.

For more information please visit:

https://www.dol.gov/agencies/ebsa/laws-and-regulations/laws/mhpaea

Hoh Indian Tribe 2026 Benefits Guide 15

SUMMARY ANNUAL NOTICES

MICHELLE’S LAW

Under Michelle’s Law, a dependent child can remain covered by the health plan for up to one year while on a

medically necessary leave of absence from a post-secondary institution due to illness or injury.

Key Requirements:

The dependent must provide written certification from a physician confirming that the leave is medically

necessary.

For more information, please contact your health plan administrator.

NEWBORNS’ AND MOTHERS’ HEALTH PROTECTION ACT

Federal law prohibits group health plans from limiting hospital stays following childbirth to less than:

¢ 48 hours after a vaginal delivery

¢ 96 hours after a cesarean section

For more information please visit - dol.gov/agencies/ebsa/laws-and-regulations/laws/nmhpa

PREMIUM ASSISTANCE UNDER MEDICAID AND CHIP

If youre eligible for Medicaid or CHIP and have employer-sponsored health coverage, your state may offer

premium assistance to help with premiums.

Steps to take:

1. Already Enrolled: Contact your state Medicaid/CHIP office to inquire about premium assistance.

2. Not Enrolled: Visit insurekidsnow.gov or contact your state Medicaid/CHIP office to apply and check eligibility.

3. Special Enrollment: If you qualify for Medicaid or CHIP premium assistance, your employer must allow you to

enroll in their health plan within 60 days of approval.

4. For Questions: The U.S. Department of Labor can be reached at 1-866-444-EBSA (3272), or visit

askebsa.dol.gov.

Note: Medicaid and CHIP premium assistance programs vary by state. For more specific details, please contact

your state’s Medicaid or CHIP office.

PROTECTION AGAINST SURPRISE MEDICAL BILLS

Balance Billing (surprise billing) occurs when you receive care from an out-of-network provider at an innetwork facility or in an emergency.

Key Protections:

* Emergency Services: You are only responsible for your in-network cost-sharing.

¢ In-Network Facility Services: Out-of-network providers at in-network hospitals cannot balance bill.

¢ Written Consent: You can waive these protections with written consent.

For help with surprise billing, contact the No Surprises Help Desk at 1-800-985-3059 or visit

cms.gov/nosurprises/consumers.

Hoh Indian Tribe 2026 Benefits Guide 16

SUMMARY ANNUAL NOTICES

NOTICE OF PATIENT PROTECTIONS

You have the right to:

¢ Primary Care Provider (PCP): Choose any participating PCP in the network, including pediatricians for

children.

¢ Obstetric and Gynecological Care: No prior authorization is needed for obstetrics or gynecology services

from network providers.

For more information please visit — www.healthcare.gov

NOTICE OF PRIVACY PRACTICES

This notice outlines your rights regarding your medical information:

¢ Access to Records: You can request copies of your health and claims records.

¢ Correct Records: You can request corrections if records are inaccurate.

* Confidential Communication: You can request confidential ways to communicate with you.

¢ Limit Sharing: You can restrict sharing your information for treatment, payment, and operations.

For more details or to file a complaint please contact your health plan administrator.

USERRA NOTICE SUMMARY

(Uniformed Services Employment and Reemployment Rights Act)

Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), employees who leave their

job to perform military service have the right to be reemployed in their civilian job and retain certain benefits

upon their return.

Key Rights Under USERRA:

* Reemployment Rights: If you leave your job for military service, you are generally entitled to return to your job

with the same seniority, status, and pay, provided:

¢ You give advance notice of service (when possible)

¢ Your cumulative military service is 5 years or less with the same employer

¢ You return to work within the required time frame after completing service

* Health Insurance Protection:

¢ You may elect to continue your employer-sponsored health coverage for up to 24 months while

on military leave.

¢ If you choose not to continue coverage, your health plan coverage will be reinstated without

waiting periods upon your return.

* Pension and Retirement Plans:

¢Time spent on military duty is treated as service with the employer for vesting and benefit

accrual purposes.

Questions or Claims?

If you believe your USERRA rights have been violated, contact:

U.S. Department of Labor, Veterans’ Employment and Training Service (VETS)

1-866-4-USA-DOL (1-866-487-2365)

www.dol.gov/vets

Hoh Indian Tribe 2026 Benefits Guide 17

SUMMARY ANNUAL NOTICES

WOMEN’S HEALTH AND CANCER RIGHTS ACT (WHCRA) NOTICE

Enrollment & Annual Notice

The Women’s Health and Cancer Rights Act of 1998 (WHCRA) is a federal law that requires group health plans

and insurance issuers that cover mastectomies to also provide reconstructive surgery and related benefits.

What the Law Requires:

If you or a covered dependent receive benefits for a mastectomy, your plan must also cover the following

services, as requested by the patient and their physician:

« Reconstruction of the breast removed by mastectomy

¢ Surgery and reconstruction of the other breast for a symmetrical appearance

* Prostheses (artificial breast devices)

* Treatment of physical complications, including lymphedema

Important Notes:

* These benefits are subject to the same deductibles and coinsurance as other medical/surgical benefits

under your plan.

¢ WHCRA applies to both women and men covered by the plan who undergo a mastectomy.

For more general information, visit the U.S. Department of Labor's WHCRA page:

dol.gov/agencies/ebsa/laws-and-regulations/laws/whcra

REPRODUCTIVE HEALTH CARE PRIVACY ATTESTATION:

Certain states require employers and health plans to provide a notice regarding privacy protections for

reproductive health care information.

What This Means:

Your employer or health plan attests that it does not request, collect, or share your reproductive health care

information unless required by law or necessary for providing your benefits.

You have privacy rights related to your reproductive health care under applicable state and federal laws.

This attestation confirms the employer's commitment to maintaining the confidentiality of your reproductive

health care information.

What You Should Know:

If you have concerns or questions about your reproductive health care privacy, you may contact your Human

Resources (HR) department.

Disclaimer:

This summary is intended for informational purposes only and does not include all details of the applicable laws.

If you would like a copy of the full legislation or need more detailed information about any of the notices

summarized above, please contact your Human Resources (HR) department.

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Hoh Indian Tribe 2026 Benefits Guide 19