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EligibilityTo be benefts-eligible, you must be regularly scheduled to work at least half-time (40 hours) or more per pay period.“Regularly scheduled” means that you are on fle with Human Resources as having a 0.5 full-time equivalent (FTE)or higher status. For example, a 0.4 FTE working extra hours does not qualify as “regularly scheduled.” Benefts areefective on the frst day of the month coinciding with or following hire date.Full-timeBenefts-Eligible StatusPart-timeBenefts-Eligible Status64 hours pp (.80 - 1.00 FTE)40 – 63 hours pp (.50 - .79 FTE)If you are a benefts-eligible employee, you may also choose to cover your eligible dependents. Eligibledependents include: An eligible child up to age 26 (your child(ren): biological, foster, adopted, step or legal guardian) Disabled child(ren) age 26 and older may be eligible for benefts Your spouse A Legally Domiciled Adult (LDA)- Note: Only ONE adult (Spouse or LDA) may be covered on all plans (applies to medical, dental and vision only) The dependent child(ren) of an LDALegally Domiciled AdultIf you are not covering a spouse on your plan(s), you have an opportunity to cover another adult on your plan(s) throughthe Legally Domiciled Adult (LDA) option.An LDA could be an adult child who no longer meets the defnition of eligible child, a parent, relative or another adult.The LDA must reside in the same household as you. The LDA’s dependent child(ren), even if the child(ren) reside inanother household, can also be covered.There are important tax implications and requirements that apply to the LDA option. If you are interested in covering anLDA on your beneft plan(s), please click here to view an informational presentation.Important Notice: Making Changes to Your BeneftsQualifed Change in StatusIf you have a qualifed change in status during the plan year, you may be allowed to change your level of coveragebefore December 31. IRS guidelines limit the type of election change that can be made following each type of changein status. Report ANY qualifed changes in status to through your Workday Benefts App within 31 days of the event ifyou want to change your beneft election(s) to refect the change.Eligible changes in status include, but are not limited to: Family changes such as marriage, divorce, legal separation, annulment, death of your spouse or dependent, birth, adoptionor placement for adoption of your child, your dependent child ceases to satisfy the plan’s eligibility requirements. Changes in employment status by you or your family member such as termination or commencement ofemployment, strike or lockout, commencement of or return from an unpaid leave of absence, change in worksite, ora switch from full-time to part-time or from salaried to hourly employment (or vice versa) that causes you or yourfamily member to lose or gain eligibility for coverage.Loss of Medicaid or Children’s Health Insurance Program (CHIP) EligibilityNotifcation to Human Resources must be within 60 days after the Medicaid or CHIP coverage terminates.Open EnrollmentThe other opportunity to make changes to your benefts is during the benefts open enrollment period. This gives youa chance to re-evaluate your beneft needs and make changes. You will receive open enrollment materials in Octoberfor elections to be efective on Jan. 1.2021 Employee Benefts Guide SSM Health November 2020 5

Medical PlansAt SSM Health, the needs of the patient come frst – and that includes you and your family. That’s why all SSM Health Planoptions cover the same services. There is no need to compare your medical plan options based on services. Instead, reviewthe cost-sharing amounts – the premiums, deductibles, copayments and out-of-pocket maximums – to determine whatmeets your preferences or needs. If you would like help choosing the plan best for you and your dependents, click here.SSM Health has an online Beneft Enrollment Decision Support Tool to help you compare your medical plan options.All SSM Health employees will be able to choose from the same threemedical plan options: WellFirst Plus option ( 400 individual deductible)IMPORTANT NOTICE: WellFirst Base option ( 1,000 individual deductible)You will only be issued a newmedical card for Plan Year 2021if you are changing your medicalplan or level of coverage or ifyou are enrolled in the WellFirstHealth Savings Plan. WellFirst Health Savings option ( 1,500 individual deductible;paired with an SSM Health funded Health Savings Account)Employees will select one of four coverage tiers: Employee Only Employee Spouse/LDA Employee Child(ren) Employee FamilyThe SSM Health Network is the primary provider network for plan members. Visit wellfrstbenefts.com/employeesto view the Provider Directory.Cost-sharingAmountsWellFirst PlusOptionWellFirst BaseOptionWellFirst HealthSavings Option 400 per person 1,000 per person 1,500 per person 800 per family 2,000 per family 3,000 per family15%15%15%Deductible/Co-Insurance Limit 2,500 per person 5,000 per person 3,000 per person*The total amount you pay inDeductibles Co-Insurance 5,000 per family 10,000 per family 6,000 per family 4,000 per person 6,500 per person 4,500 per person 8,000 per family 13,000 per family 9,000 per familyAnnual DeductibleCoinsuranceAnnual Out-of-PocketMaximumPreventive ServicesMany preventive services are covered at no cost to you. For additional informationon these services, click here.Primary Care Visit 20 25 20 copay after deductibleSpecialist Ofce Visit 30 4015% after deductibleUrgent Care 40 40 40 after deductible 200 copay 200 copay 200 copay after deductiblePrescription Drug(SSM Health Pharmacy) 5/ 15/ 30 copay 5/ 15/ 30 copay 5/ 15/ 30 copayafter deductiblePrescription Drug(Other In-NetworkRetail Pharmacies) 12/ 35/ 70 copay 12/ 35/ 70 copay 12/ 35/ 70 copayafter deductibleEmergency ServicesMedical PlanContribution Discountpharmacy beneftPrescription copays are waived for employees whohave been approved for the Medical PlanContribution Discount.Prescription copays are waived foremployees who have been approved forthe Medical Plan Contribution Discountonce the deductible has been met.2021 Employee Benefts Guide SSM Health November 2020 6

Medical Plans - Southern Illinois, Mid-Missouri, OklahomaThe SSM Health Network remains the primary provider network for plan members. In the Southern Illinois, Mid-Missouri,and Oklahoma regions where employees have local limited access to SSM Health Network options for care, they maychoose to use providers in a Secondary Network, where higher deductibles, coinsurance, copays and out-of-pocketmaximums apply. Secondary Networks in Oklahoma are available through Health Care Highways. Secondary Networksfor Mid-Missouri and Southern Illinois are available through HealthLink.Cost SharingAmounts –Secondary Network(Southern Illinois,Mid-Missouri andOklahoma only)WellFirst Plus OptionSecondary NetworkWellFirst Base OptionSecondary NetworkWellFirst HealthSavings OptionSecondary Network 600 per person 1,500 per person 2,000 per person 1,200 per family 3,000 per family 4,000 per family30%30%30%Deductible/Coinsurance Limit 4,500 per person 6,500 per person 4,500 per person*The total amount you pay inDeductibles Co-Insurance 9,000 per family 13,000 per family 9,000 per family 6,000 per person 8,000 per person 6,000 per person 12,000 per family 16,000 per family 12,000 per familyAnnual DeductibleCoinsuranceAnnual Out-of-PocketMaximumMany preventive services are covered at no cost to you.For additional information on these services, click here.Preventive ServicesPrimary Care Visit 20 25 20 after deductibleSpecialist Ofce Visit 35 45 35 after deductibleUrgent Care 40 40 40 after deductible 200 copay 200 copay 200 copay after deductiblePrescription Drug(SSM Health Pharmacy) 5/ 15/ 30 copay 5/ 15/ 30 copay 5/ 15/ 30 copayafter deductiblePrescription Drug(Other In-NetworkRetail Pharmacies) 12/ 35/ 70 copay 12/ 35/ 70 copay 12/ 35/ 70 copayafter deductibleEmergency ServicesMedical PlanContribution Discountpharmacy beneftPrescription copays are waived for employees whohave been approved for the Medical PlanContribution Discount.Prescription copays arewaived for employees whohave been approved for theMedical Plan ContributionDiscount once thedeductible has been met.2021 Employee Benefts Guide SSM Health November 2020 7

Medical PlansImportant Announcement!The WellFirst Health Savings Option is paired with a Health Savings Account (HSA).SSM Health will provide HSA contributions to employees who elect the WellFirst HealthSavings Option. For more information on the HSA, please refer to page 16 or click herefor information on how the WellFirst Health Savings Option election and HSA accountswork together.WellFirst Health Savings OptionHSA Contribution Provided by SSM HealthFull-Time EmployeesCoverage TierPart-Time EmployeesPer PayPeriodAnnuallyPer PayPeriodAnnuallyEmployee Only 19.23Up to 500 9.62Up to 250Employee Child(ren) 38.46Up to 1000 19.23Up to 500Employee Spouse/LDA 38.46Up to 1000 19.23Up to 500Family 38.46Up to 1000 19.23Up to 500Employees may contribute additional pre-tax dollars to the HSA account. HSA funds are deposited on a pay period basisand the annual HSA contribution is pro-rated based on the date an employee becomes beneft eligible. HSA funds maybe used as they become available. Employees may change their own HSA contributions at any time. See page 16 forinformation on maximum employee contribution amounts.Out-of-Area CoverageIf you or a covered family member is residing outside of the SSM Health service area, you may apply to have yourmedical claims covered as out-of-area. Any eligible Out-of-Area member, regardless

Accident, Critical Illness and/or Hospital Indemnity Insurance Pre-Paid Legal Services Identity Theft Protection Auto and Home Insurance 40 hours of paid leave is pro-rated based on FTE Includes adoptions Covers bonding time Compliments maternity leave for the birth parent What’s New for 2