> ## Documentation Index
> Fetch the complete documentation index at: https://docs.blevinsholdings.com/llms.txt
> Use this file to discover all available pages before exploring further.

# Employee Benefits

> Health, wellness, disability, prescription, and employee-assistance benefits available through the Blevins Holdings benefit plan.

<Info>
  **Official plan:** Blevins Holdings, LLC Health, Wellness, and Benefits Plan<br />**Plan number:** 590<br />**Effective date:** January 1, 2026<br />**Plan year:** January 1 through December 31<br />**Last verified:** July 21, 2026<br />**Plan administrator:** Blevins Holdings, LLC
</Info>

## Welcome to your benefits

Welcome, welcome, welcome to the Blevins Holdings benefits center.

Here you will find the health, wellness, disability, prescription, travel, and assistance programs made available under the Blevins Holdings, LLC Health, Wellness, and Benefits Plan.

The purpose of this page is to make the Plan easier to understand and use. Benefits should be supportive, accessible, and properly arranged—not hidden behind a thicket of unexplained forms and mysterious telephone extensions.

<CardGroup cols={2}>
  <Card title="Medical" icon="heart-pulse">
    Medical coverage administered through UnitedHealthcare.
  </Card>

  <Card title="Dental" icon="tooth">
    Dental coverage administered through MetLife.
  </Card>

  <Card title="Vision" icon="glasses">
    Vision coverage administered through Anthem Blue Cross and Blue Shield.
  </Card>

  <Card title="Employee Assistance Program" icon="hands-holding-heart">
    Confidential support and assistance administered through Anthem Blue Cross and Blue Shield.
  </Card>

  <Card title="Business Travel and Accident" icon="plane">
    Business-travel and accident protection administered through The Hartford.
  </Card>

  <Card title="Short-Term Disability" icon="calendar-days">
    Short-term disability coverage administered through Northwestern Mutual.
  </Card>

  <Card title="Long-Term Disability" icon="umbrella">
    Long-term disability coverage administered through Northwestern Mutual.
  </Card>

  <Card title="Prescription Benefits" icon="prescription-bottle-medical">
    Prescription-benefit management administered through RxBenefits.
  </Card>
</CardGroup>

<Warning>
  This page is an employee-friendly summary. It does not replace the official Plan Document, insurance contracts, certificates, benefit booklets, summary plan descriptions, enrollment materials, or other governing documents.

  If this page conflicts with an official governing document, the applicable official document controls.
</Warning>

## Who is eligible

Subject to the requirements of each individual benefit program, eligibility generally begins on the date of hire for regular employees who are scheduled to work at least **28 hours per week**.

### Generally eligible

* Regular full-time employees.
* Regular part-time employees scheduled to work at least 28 hours per week.
* Eligible employees of participating employers that have adopted the Plan.
* Eligible dependents, when permitted under the applicable benefit program.

### Generally not eligible

The Plan does not treat the following individuals as eligible employees:

* Independent contractors.
* Freelancers.
* Individuals engaged through staffing firms.
* Workers not classified as employees by Blevins Holdings.
* Employees regularly scheduled to work fewer than 28 hours per week.

<Note>
  Eligibility for one benefit does not necessarily guarantee eligibility for every benefit. Each carrier contract, certificate, policy, and enrollment document may contain additional requirements.
</Note>

## Participating employers

As of January 1, 2026, the Plan identifies the following participating employers:

* Blevins Holdings, LLC.
* Blevins Family Foundation.
* Blevins Asset Management.
* Blevins Wealth Management.
* Blevins Defense and Design.

Employees should contact Human Resources if they are uncertain whether their employing entity participates in the Plan.

## Your 2026 benefits

According to the official 2026 Plan Schedule, the benefits listed below are fully insured and their cost is paid entirely by the Plan Sponsor.

That is, in technical benefits terminology, rather splendid.

### Medical coverage

<AccordionGroup>
  <Accordion title="UnitedHealthcare medical plan">
    **Carrier:** UnitedHealthcare<br />**Group number:** 9145719<br />**Member and carrier telephone:** [(866) 801-4409](tel:+18668014409)<br />**Funding:** Paid entirely by the Plan Sponsor

    Medical coverage is governed by the UnitedHealthcare contract, certificate, benefit booklet, summary of benefits and coverage, provider network, and other applicable plan materials.

    Refer to your UnitedHealthcare identification card and member portal for:

    * Participating providers.
    * Deductibles and copayments.
    * Coinsurance.
    * Covered services.
    * Prescription coordination.
    * Prior-authorization requirements.
    * Claims and explanations of benefits.
    * Appeals and member assistance.
  </Accordion>

  <Accordion title="Protections applicable to medical coverage">
    Depending on the applicable plan terms and law, medical coverage includes protections relating to:

    * Hospital stays following childbirth.
    * Breast reconstruction and related care following a mastectomy.
    * Lifetime and annual dollar limits on essential health benefits.
    * Access to participating primary-care providers and pediatricians.
    * Access to obstetrical and gynecological care.
    * Mental-health and substance-use-disorder parity.
    * Emergency services.
    * Surprise and balance billing under the No Surprises Act.

    Consult the official medical-plan materials for complete conditions, limitations, exclusions, and cost-sharing requirements.
  </Accordion>
</AccordionGroup>

### Dental coverage

<AccordionGroup>
  <Accordion title="MetLife dental plan">
    **Carrier:** MetLife<br />**Group number:** 1746111<br />**Carrier telephone:** [(517) 853-3314](tel:+15178533314)<br />**Funding:** Paid entirely by the Plan Sponsor

    The MetLife certificate and benefit materials govern:

    * Preventive and diagnostic services.
    * Basic and major services.
    * Network participation.
    * Annual maximums.
    * Deductibles and coinsurance.
    * Orthodontic coverage, when applicable.
    * Claims and appeals.
  </Accordion>
</AccordionGroup>

### Vision coverage

<AccordionGroup>
  <Accordion title="Anthem vision plan">
    **Carrier:** Anthem Blue Cross and Blue Shield<br />**Group number:** 181491-BVH<br />**Carrier telephone:** [(833) 899-7073](tel:+18338997073)<br />**Funding:** Paid entirely by the Plan Sponsor

    The Anthem vision-plan materials govern:

    * Routine eye examinations.
    * Frames and lenses.
    * Contact lenses.
    * Participating providers.
    * Benefit frequencies.
    * Allowances and member costs.
    * Claims and appeals.
  </Accordion>
</AccordionGroup>

### Employee Assistance Program

<AccordionGroup>
  <Accordion title="Anthem Employee Assistance Program">
    **Provider:** Anthem Blue Cross and Blue Shield<br />**Group number:** 19111-BVH<br />**Program telephone:** [(866) 723-0515](tel:+18667230515)<br />**Funding:** Paid entirely by the Plan Sponsor

    The Employee Assistance Program may provide confidential resources and referrals for personal, family, workplace, emotional, financial, or other concerns, subject to the program's terms.

    Contact the EAP directly for:

    * Available services.
    * Eligibility.
    * Session limits.
    * Provider referrals.
    * Crisis resources.
    * Household-member access.
    * Confidentiality information.

    <Note>
      EAP participation is intended to be confidential, subject to applicable law and the provider's confidentiality and safety obligations.
    </Note>
  </Accordion>
</AccordionGroup>

### Business travel and accident coverage

<AccordionGroup>
  <Accordion title="The Hartford business-travel and accident plan">
    **Carrier:** The Hartford<br />**Group number:** 584014<br />**Carrier telephone:** [(800) 523-2233](tel:+18005232233)<br />**Funding:** Paid entirely by the Plan Sponsor

    This program provides business-travel and accident benefits subject to the governing Hartford contract and certificate.

    Before company travel, employees should understand:

    * Who is covered.
    * Which trips and activities qualify.
    * Covered losses.
    * Exclusions.
    * Emergency-assistance procedures.
    * Claim-notification requirements.
    * Required supporting documents.

    Business-travel approval does not, by itself, determine whether a loss is covered. The governing policy controls.
  </Accordion>
</AccordionGroup>

### Long-term disability coverage

<AccordionGroup>
  <Accordion title="Northwestern Mutual long-term disability plan">
    **Carrier:** Northwestern Mutual<br />**Group number:** 119440<br />**Carrier telephone:** [(800) 378-4655](tel:+18003784655)<br />**Funding:** Paid entirely by the Plan Sponsor

    Long-term disability coverage may provide income-replacement benefits when a covered disability continues beyond the applicable waiting or elimination period.

    The governing plan materials determine:

    * The definition of disability.
    * Benefit percentages and maximums.
    * Elimination periods.
    * Duration of benefits.
    * Pre-existing-condition provisions.
    * Evidence and certification requirements.
    * Return-to-work provisions.
    * Offsets and exclusions.
    * Claim and appeal procedures.
  </Accordion>
</AccordionGroup>

### Short-term disability coverage

<AccordionGroup>
  <Accordion title="Northwestern Mutual short-term disability plan">
    **Carrier:** Northwestern Mutual<br />**Group number:** 19914410<br />**Carrier telephone:** [(800) 378-4655](tel:+18003784655)<br />**Funding:** Paid entirely by the Plan Sponsor<br />**ERISA status:** Subject to ERISA

    Short-term disability coverage may provide income-replacement benefits during an eligible short-term disability, subject to the governing plan documents.

    The official materials determine:

    * The definition of disability.
    * Waiting periods.
    * Benefit amount and duration.
    * Medical-certification requirements.
    * Exclusions and limitations.
    * Coordination with leave and other benefits.
    * Return-to-work requirements.
    * Claim and appeal procedures.
  </Accordion>
</AccordionGroup>

### Prescription-benefit management

<AccordionGroup>
  <Accordion title="RxBenefits prescription program">
    **Administrator:** RxBenefits, Inc.<br />**Group number:** 58434<br />**Administrator telephone:** [(205) 980-8384](tel:+12059808384)<br />**Funding:** Paid entirely by the Plan Sponsor

    Prescription benefits are governed by the applicable medical, prescription, pharmacy-network, and formulary documents.

    Contact RxBenefits or consult your member materials for:

    * Participating pharmacies.
    * Covered medications.
    * Formularies.
    * Prior authorization.
    * Step therapy.
    * Quantity limits.
    * Specialty medications.
    * Mail-order services.
    * Prescription claims and appeals.
  </Accordion>
</AccordionGroup>

## Benefit-cost summary

| Benefit                      | 2026 carrier or administrator     | 2026 funding                      |
| ---------------------------- | --------------------------------- | --------------------------------- |
| Medical                      | UnitedHealthcare                  | Paid entirely by the Plan Sponsor |
| Dental                       | MetLife                           | Paid entirely by the Plan Sponsor |
| Vision                       | Anthem Blue Cross and Blue Shield | Paid entirely by the Plan Sponsor |
| Employee Assistance Program  | Anthem Blue Cross and Blue Shield | Paid entirely by the Plan Sponsor |
| Business Travel and Accident | The Hartford                      | Paid entirely by the Plan Sponsor |
| Long-Term Disability         | Northwestern Mutual               | Paid entirely by the Plan Sponsor |
| Short-Term Disability        | Northwestern Mutual               | Paid entirely by the Plan Sponsor |
| Prescription Benefits        | RxBenefits                        | Paid entirely by the Plan Sponsor |

<Warning>
  The Plan Sponsor reserves the right to amend or terminate the Plan, any Plan feature, or any benefit component. Benefits are not guaranteed indefinitely.

  Employees will be informed of applicable contribution requirements before an initial, annual, or special enrollment period if funding terms change.
</Warning>

## Enrollment

Some Plan features require an affirmative enrollment election. Others may provide coverage automatically after eligibility requirements are satisfied.

Employees should complete all required elections, beneficiary designations, and supporting documentation by the deadline stated in their enrollment materials.

### During enrollment

Review the following carefully:

* The benefit programs available to you.
* Coverage tiers.
* Eligible dependents.
* Beneficiary information.
* Carrier and provider networks.
* Deductibles and other member costs.
* Effective dates.
* Required documents.
* Waiver or decline-of-coverage elections.
* Confirmation statements.

<Tip>
  Save a copy of your final enrollment confirmation. Benefits administration is much more graceful when everyone retains the evidence.
</Tip>

## Special enrollment

You may have special enrollment rights after certain events, even when annual enrollment is closed.

### Generally subject to a 30-day notice period

Special enrollment may be available following:

* Loss of other health coverage.
* Termination of an employer contribution toward other health coverage.
* Marriage.
* Birth.
* Adoption.
* Placement for adoption.

Notice and any required enrollment request generally must be provided to the Plan Administrator within **30 days** of the event.

### Generally subject to a 60-day notice period

A special enrollment period may also be available when:

* Medicaid or Children's Health Insurance Program coverage is lost because of a loss of eligibility.
* An employee or dependent becomes eligible for Medicaid or CHIP premium assistance.

The request generally must be made within **60 days**.

<Warning>
  Do not wait until the deadline to contact Human Resources. Enrollment rights are governed by formal timing and documentation requirements, and a beautifully written explanation of why the deadline was missed may not restore the right to enroll.
</Warning>

## Dependents

Dependent eligibility is governed by the applicable Plan and carrier documents.

Eligible children generally include:

* Biological children.
* Legally adopted children.
* Stepchildren.
* Foster children.
* Children placed under an applicable court order.
* Children for whom the employee has legal guardianship.

Children are generally eligible until the end of the month in which they reach age 26, unless coverage ends earlier.

An unmarried child over age 26 may qualify when the child:

* Is primarily dependent upon the employee for support because of a mental or physical disability.
* Meets the requirements of the applicable benefit program.
* Is supported by satisfactory and timely documentation.

Coverage for spouses and other dependents is governed by the applicable carrier documents and enrollment materials.

### Dependent verification

The Plan Administrator or carrier may require documents such as:

* Birth certificates.
* Marriage certificates.
* Adoption records.
* Guardianship orders.
* Disability certification.
* Other evidence of eligibility.

Employees must provide accurate and complete information.

<Warning>
  Enrolling an ineligible dependent or intentionally misrepresenting material information may result in termination or retroactive rescission of coverage, recovery of benefit and administrative costs, and disciplinary action.
</Warning>

## Medical child-support orders

The Plan will follow applicable procedures for Qualified Medical Child Support Orders.

Employees and alternate recipients may request, without charge, a copy of the Plan's procedures for determining whether a medical child-support order is qualified.

Contact the Plan Administrator for assistance.

## When coverage ends

Subject to applicable continuation rights and the terms of each benefit program, coverage generally ends at the end of the month in which:

* Active employment ends.
* The employee is no longer eligible.
* The applicable insurance policy terminates.
* Participation in the applicable benefit program otherwise ends.

Coverage for dependents enrolled through the employee generally ends when the employee's participation ends, unless continuation rights or another provision applies.

## COBRA continuation coverage

COBRA may allow certain employees, spouses, and dependent children to continue group health coverage temporarily after a qualifying event.

Qualifying events may include:

* Termination of employment other than for gross misconduct.
* Reduction in working hours.
* Death of the covered employee.
* Divorce or legal separation.
* Certain Medicare-entitlement events.
* A dependent child ceasing to qualify as an eligible dependent.

### General COBRA periods

| Circumstance                                                  | Potential maximum period    |
| ------------------------------------------------------------- | --------------------------- |
| Termination of employment or reduction of hours               | Generally up to 18 months   |
| Certain disability extensions                                 | Potentially up to 29 months |
| Certain second qualifying events                              | Potentially up to 36 months |
| Death, divorce, legal separation, or loss of dependent status | Generally up to 36 months   |

COBRA participants generally must pay the required continuation premium.

Notice deadlines vary depending on the qualifying event. Employees and family members are responsible for timely notice when required.

<Note>
  COBRA rules are detailed and highly time-sensitive. Contact the Plan Administrator promptly after any event that may affect eligibility.
</Note>

## Leave and military service

### Family and medical leave

Health coverage may continue during qualifying leave under the Family and Medical Leave Act or similar applicable law, subject to eligibility, contribution, and notice requirements.

Coverage may also be eligible for reinstatement upon return from qualifying leave.

### Uniformed service

Rights relating to military leave and continuation or reinstatement of health coverage may be protected under the Uniformed Services Employment and Reemployment Rights Act.

Contact Human Resources or the Plan Administrator before leave begins whenever practical.

## Claims and appeals

Claims for benefits are generally submitted to and decided by the applicable carrier or claims administrator.

Use the instructions contained in:

* Your identification card.
* The carrier member portal.
* The applicable certificate or benefit booklet.
* An explanation of benefits.
* A claim-denial notice.
* Other official carrier materials.

### Contact the carrier for

* Coverage determinations.
* Medical necessity.
* Provider-network questions.
* Claim status.
* Claim payment.
* Prior authorization.
* Benefit denials.
* Carrier-level appeals.

### Contact the Plan Administrator for

* General eligibility.
* Participation questions.
* Plan documents.
* Enrollment administration.
* Qualified medical child-support procedures.
* General Plan administration.
* Questions not assigned to a carrier.

Employees who receive an adverse benefit determination may have internal and, in certain cases, external appeal rights. The applicable notice will state the deadline and required procedure.

<Warning>
  Appeal deadlines matter. Retain the denial notice, submit the appeal through the required channel, and include the supporting records requested by the carrier or Plan Administrator.
</Warning>

## Privacy and protected health information

The Plan is subject to applicable HIPAA privacy and security requirements.

Protected health information may be used or disclosed only as permitted by the Plan documents and applicable law.

Employees should:

* Use approved methods when sending benefit or health information.
* Avoid placing medical details in ordinary team channels.
* Limit disclosures to people with a legitimate need to know.
* Report suspected privacy or security incidents promptly.
* Follow requests from the Plan Administrator or carrier securely.
* Avoid sending genetic information unless specifically and lawfully required.

Benefit information received by the Plan should not be used for unrelated employment decisions except as permitted by law.

## Your rights under ERISA

Plan participants may have rights under the Employee Retirement Income Security Act, including the right to:

* Examine certain Plan documents.
* Request copies of governing Plan materials.
* Receive required Plan disclosures.
* Receive an explanation when a benefit claim is denied.
* Appeal an adverse benefit determination.
* Exercise applicable continuation-coverage rights.
* Seek assistance from the U.S. Department of Labor.
* Exercise Plan rights without unlawful discrimination or retaliation.

The official Plan Document contains the complete statement of applicable ERISA rights and claims procedures.

## Important contacts

| Topic                                                 | Contact                                                 |
| ----------------------------------------------------- | ------------------------------------------------------- |
| General benefits and enrollment                       | [hr@blevinsholdings.com](mailto:hr@blevinsholdings.com) |
| Plan Administrator                                    | Blevins Holdings, LLC                                   |
| Plan Administrator telephone                          | [(888) 681-4809](tel:+18886814809)                      |
| Medical — UnitedHealthcare                            | [(866) 801-4409](tel:+18668014409)                      |
| Dental — MetLife                                      | [(517) 853-3314](tel:+15178533314)                      |
| Vision — Anthem                                       | [(833) 899-7073](tel:+18338997073)                      |
| Employee Assistance Program — Anthem                  | [(866) 723-0515](tel:+18667230515)                      |
| Business Travel and Accident — The Hartford           | [(800) 523-2233](tel:+18005232233)                      |
| Short- and Long-Term Disability — Northwestern Mutual | [(800) 378-4655](tel:+18003784655)                      |
| Prescription Benefits — RxBenefits                    | [(205) 980-8384](tel:+12059808384)                      |

## Plan-administrator information

**Blevins Holdings, LLC**<br />3721 Valley Centre Drive<br />San Diego, California 92130<br />Telephone: [(888) 681-4809](tel:+18886814809)

The Plan Administrator maintains Plan records, administers the Plan, and can answer general questions concerning eligibility and participation.

## Benefits not covered by this page

This page summarizes benefits governed by the Blevins Holdings, LLC Health, Wellness, and Benefits Plan.

It does not establish or describe:

* Paid time off.
* Sick leave.
* Paid holidays.
* Parental or bereavement leave.
* A 401(k) or other retirement plan.
* Professional-development stipends.
* Home-office reimbursements.
* Fitness reimbursements.
* Commuter benefits.
* Flexible spending or health savings accounts.
* Other compensation or employment programs not included in the governing Plan documents.

Those programs should be documented separately under the applicable policy, plan, or employee guide.

<Note>
  The absence of a program from this page does not confirm that the program is unavailable. It means only that the program is not established by the Health, Wellness, and Benefits Plan summarized here.
</Note>

## Questions and corrections

Contact Human Resources when:

* You are unsure whether you are eligible.
* A dependent must be added or removed.
* You experience a qualifying life event.
* Your enrollment confirmation appears incorrect.
* You need a governing Plan document.
* You do not know which carrier should receive a question.
* Your address or family information changes.
* This page appears inconsistent with an official document.

<Info>
  Benefit questions are always welcome. It is far better to ask before a deadline, enrollment election, claim, or life event than to discover afterward that the paperwork has staged a quiet rebellion.
</Info>

***

*Last verified against the official Plan Document: July 21, 2026 — Page owner: Global Human Resources*