Ascent Structural – Group Benefits Guide

Open Enrollment for 2026 – December 5 thru December 19

Helping you understand the benefits available to you and your family.

This guide provides a high-level overview of the benefits offered by Ascent Structural. It is not a contract or a complete description of all plan provisions. If there is any conflict between this guide and the official plan documents, the plan documents will govern.

How to Use This Guide

Review each section to understand what is available to you and your eligible dependents.
Compare your options, especially within the medical section, to decide which coverage best fits your needs and budget.
Use this guide alongside your carrier summaries and enrollment system when making your elections.

Eligibility & Enrollment

Who Is Eligible?

Full-time employees working at least 30 hours per week.
Your legal spouse.
Your children up to age 26 (biological, step, adopted, or under legal guardianship).

When You Can Enroll

New Hire: Within 30 days of your hire date.
Annual Open Enrollment: Once a year for the next plan year.
Qualifying Life Events: Marriage, birth/adoption, divorce, loss of other coverage, etc. Changes must generally be made within 30 days of the event.

Tip: Always keep your address, dependents and beneficiaries up to date with HR.

Medical Benefits – BlueCross BlueShield of Tennessee

Ascent Structural offers three medical plan options through BlueCross BlueShield of Tennessee (BCBST) on the Blue Network P PPO network:

Plan 117 – PPO $1,000 Deductible / $4,000 Out-of-Pocket Maximum (Individual)
Plan 118 – PPO $2,500 Deductible / $5,000 Out-of-Pocket Maximum (Individual)
Plan 119 – PPO $5,000 Deductible / $8,700 Out-of-Pocket Maximum (Individual)

All three plans:

Use the same Blue Network P provider network.
Cover in-network preventive care at 100%.
Pay 80% of most in-network services after the deductible (you pay 20% coinsurance).
Include access to Teladoc Health® virtual visits for a $10 copay.

Tip: Staying in-network helps you pay the lowest possible cost for your care.

Medical Plans – At a Glance

Key Feature	Plan 117 – PPO $1,000	Plan 118 – PPO $2,500	Plan 119 – PPO $5,000
In-Network Annual Deductible Individual / Family	$1,000 / $2,000	$2,500 / $5,000	$5,000 / $10,000
In-Network Out-of-Pocket Maximum Individual / Family	$4,000 / $8,000	$5,000 / $10,000	$8,700 / $17,400
Coinsurance (after deductible)	20% (plan pays 80%)	20% (plan pays 80%)	20% (plan pays 80%)
Preventive Care (In-Network)	Covered at 100%

Out-of-network services have separate, higher deductibles and out-of-pocket maximums. Please see the official Summary of Benefits and Coverage (SBC) for full details.

Medical – Common Services (In-Network)

Service	Plan 117	Plan 118	Plan 119
Primary Care Office Visit	$30 copay	$25 copay	$25 copay
Specialist Office Visit	$50 copay	$50 copay	$75 copay
Teladoc Health® Virtual Visit	$10 copay
Urgent Care Center	$50 copay	$50 copay	$75 copay
Emergency Room (In or Out-of-Network)	$250 copay
Inpatient Hospital Services	20% coinsurance after deductible
Outpatient Surgery / Facility	20% coinsurance after deductible
Routine Outpatient Diagnostics	Covered at 100%

Prescription Drug Benefits (All Plans)

Tier	Member Cost (In-Network)
Preferred Generic	$10 copay
Non-Preferred Generic	$10 copay
Preferred Brand	$35 copay
Non-Preferred Brand	$50 copay
Preferred / Non-Preferred Specialty	$100 copay (Specialty Pharmacy Network)

Certain preventive contraceptives are covered at 100% in-network. Some long-term medications may need to be filled in 90-day supplies through preferred retail or mail-order pharmacies.

Medical – Your Cost Per Paycheck

Ascent Structural pays 70% of the total medical premium. Employees pay the remaining 30%, deducted from each paycheck. The tables below show your approximate cost per pay period at 30% of the monthly premium.

Employee Cost – Weekly (30% of Total Premium)

Coverage Level	Plan 117	Plan 118	Plan 119
Employee Only	$56.61	$51.84	$45.88
Employee + Spouse	$118.88	$108.86	$96.34
Employee + Child(ren)	$103.59	$94.86	$83.95
Family	$171.80	$157.32	$139.23

Employee Cost – Semi-Monthly (30% of Total Premium)

Coverage Level	Plan 117	Plan 118	Plan 119
Employee Only	$122.65	$112.31	$99.40
Employee + Spouse	$257.57	$235.86	$208.74
Employee + Child(ren)	$224.45	$205.53	$181.90
Family	$372.24	$340.87	$301.67

Amounts shown are approximate and based on employees paying 30% of the total monthly premium.
Weekly costs assume 52 pay periods per year.
Semi-monthly costs assume 24 pay periods per year.
Your actual per-paycheck deduction will appear on your pay stub once coverage is active.

Dental Benefits – BlueCross BlueShield of Tennessee

Ascent Structural offers DentalBlue coverage through BlueCross BlueShield of Tennessee – Traditional 100 / 80 / 50 with Orthodontia.

Feature / Service	In-Network Coverage
Annual Deductible (Basic & Major Services)	$50 per person, maximum 3 per family
Annual Maximum (Basic & Major)	$1,500 per covered person per benefit period
Orthodontia Lifetime Maximum (to age 19)	$1,500 per covered child
Coverage A – Diagnostic & Preventive	100% covered
Coverage B – Basic Services	80% covered after deductible
Coverage C – Major Services & Implants	50% covered after deductible
Coverage D – Orthodontia (to age 19)	50% coinsurance, up to lifetime maximum

Dental – Your Cost Per Paycheck (30% of Premium)

Ascent Structural pays 70% of the total dental premium. Employees pay the remaining 30%, deducted from each paycheck. The tables below show your approximate dental cost per pay period at 30% of the monthly premium.

Employee Cost – Weekly

Coverage Level	Weekly Cost
Employee Only	$2.20
Employee + Spouse	$4.84
Employee + Child(ren)	$4.96
Family	$8.22

Employee Cost – Semi-Monthly

Coverage Level	Semi-Monthly Cost
Employee Only	$4.77
Employee + Spouse	$10.49
Employee + Child(ren)	$10.74
Family	$17.80

Dental premiums are deducted on a pre-tax basis. Amounts shown are approximate and based on employees paying 30% of the total monthly premium.

Vision Benefits – BlueCross BlueShield of Tennessee

Service / Benefit	In-Network Member Cost
Eye Exam	$10 copay
Lenses (single, bifocal, trifocal)	$25 copay
Lens Enhancements (UV, tint, etc.)	$15 – $90 copay depending on enhancement
Frames	$150 allowance, then 20% off remaining balance
Contacts – Conventional	$150 allowance, then 20% off remaining balance
Contacts – Disposable	$150 allowance

Vision – Your Cost Per Paycheck (30% of Premium)

Ascent Structural pays 70% of the total vision premium. Employees pay the remaining 30%, deducted from each paycheck. The tables below show your approximate vision cost per pay period at 30% of the monthly premium.

Employee Cost – Weekly

Coverage Level	Weekly Cost
Employee Only	$0.36
Employee + Spouse	$0.72
Employee + Child(ren)	$0.76
Family	$1.19

Employee Cost – Semi-Monthly

Coverage Level	Semi-Monthly Cost
Employee Only	$0.78
Employee + Spouse	$1.56
Employee + Child(ren)	$1.64
Family	$2.58

Vision premiums are deducted on a pre-tax basis. Amounts shown are approximate and based on employees paying 30% of the total monthly premium.

Short-Term & Long-Term Disability – The Hartford

Short-Term Disability (STD)

Coverage provided through The Hartford.
Replaces up to 70% of your weekly earnings if you cannot work due to a non-work-related illness, injury, or pregnancy.
Elimination (waiting) period: 7 consecutive days of disability.
Benefit duration: Up to 25 weeks after the waiting period (26 weeks total disability period).
Cost: Employer-paid by Ascent Structural.

Because premiums are employer-paid, STD benefits may be taxable income. See the STD certificate for details.

Long-Term Disability (LTD)

Coverage also provided through The Hartford.
Helps protect your income if you remain disabled for a longer period.
Monthly benefit is a percentage of your covered earnings, up to a maximum of $10,000 per month.
Elimination period: Benefits begin after 180 days (26 weeks) of continuous disability.
Benefits may continue to Social Security Normal Retirement Age, depending on your age at disability and policy provisions.
Cost: Employee-paid depending on several factors including age, amount of coverage, etc..

Life & Accidental Death & Dismemberment – The Hartford

Basic Life & AD&D

Basic Life and AD&D coverage is provided through The Hartford.
Office Employees: $100,000 Basic Life benefit.
Plant Employees: $50,000 Basic Life benefit.
AD&D benefit matches the Basic Life amount.
Age reduction schedule:
- Benefits reduce to 65% of the original amount at age 65.
- Benefits reduce to 50% of the original amount at age 70.
Cost: Basic Life & AD&D is 100% employer-paid.

Action item: Keep your life insurance beneficiary up to date whenever you have a major life event.

Supplemental Life & AD&D – Employees

You may purchase Supplemental Life coverage up to the lesser of $500,000 or 5× your annual earnings.
Guaranteed issue maximum: $100,000 (no medical questions when first eligible).
Amounts above $100,000 may require Evidence of Insurability (EOI).
You may also purchase Supplemental AD&D up to the lesser of $500,000 or 5× your annual earnings.
Guaranteed issue maximum for Supplemental AD&D: $100,000.

Supplemental Dependent Life & AD&D

You may elect Supplemental Life and AD&D coverage for eligible dependents.
Guaranteed issue maximum: $30,000 per dependent.
Potential maximum: Up to $250,000 per dependent, subject to plan rules and EOI.
Benefits are paid to you (the employee) if a covered dependent dies or suffers a covered accidental loss.

Flexible Spending Accounts

HealthCare FSA

A HealthCare Flexible Spending Account (FSA) lets you set aside money from your paycheck before taxes to pay eligible out-of-pocket medical, dental, and vision expenses.
Examples of eligible expenses:
- Deductibles, copays, and coinsurance.
- Dental and vision expenses, glasses and contacts.
- Prescription drugs and many over-the-counter items.
Annual contribution limit follows IRS guidelines, $3,400 for 2026; limits may change).
Your election is taken evenly from each paycheck on a pre-tax basis.

HealthCare FSA funds are generally “use-it-or-lose-it” at year-end, subject to any grace period or carryover provisions in the plan. Plan carefully and only elect what you expect to spend.

Dependent Care FSA

A Dependent Care FSA helps you pay for work-related childcare or eldercare expenses on a pre-tax basis.
Eligible dependents typically include:
- Children under age 13, and/or
- Dependents of any age who are physically or mentally incapable of self-care and live with you.
Annual contribution limit:
- Up to $5,000 per year if single or married filing jointly.
- Up to $2,500 per year if married filing separately.
Typical eligible expenses:
- Daycare, nursery school, and preschool.
- Before- and after-school programs.
- Summer day camps (not overnight).

Cost to Participate

There is a small administrative cost to participate in the FSA / Dependent Care accounts.
Semi-monthly cost: $2.13 per employee.
Weekly cost: $0.98 per employee.

These fees are in addition to your FSA or Dependent Care contribution elections and help cover the administration of the accounts.

Aflac Voluntary Benefits

Critical Illness Insurance

Aflac Critical Illness Insurance pays a lump-sum cash benefit if you are diagnosed with a covered serious condition (such as heart attack, stroke, certain cancers, or major organ failure).
Benefits are paid directly to you, not to doctors or hospitals.
You can use the money for:
- Medical deductibles and coinsurance.
- Travel and lodging for treatment.
- Everyday expenses like rent, mortgage, or groceries.
Coverage is employee-paid via payroll deduction, with options to cover your spouse and children.

Hospital Indemnity Insurance

Aflac Hospital Indemnity Insurance pays cash benefits when you are hospitalized due to a covered illness or injury.
Benefits may include:
- A flat amount for hospital admission.
- A daily benefit for each day confined in the hospital.
- Additional amounts for intensive care stays or certain procedures.
Benefits are paid directly to you, in addition to any payments from your medical plan.
Coverage is employee-paid, and you may be able to cover eligible dependents.

These Aflac policies do not replace medical insurance but are designed to help with the financial impact of serious illness or hospitalization.

401(k) Retirement Plan

Plan Overview

The Ascent Structural 401(k) Plan helps you save for retirement through convenient payroll deductions.
You can choose to make:
- Pre-tax contributions, which lower your taxable income today; or
- Roth (after-tax) contributions, which may provide tax-free withdrawals in retirement if IRS rules are met.
Your contributions are invested in a menu of mutual funds or model portfolios offered by the plan’s recordkeeper.
You can change your contribution rate and investment elections using the provider’s website or app. You can access your account at www.edwardjones.com/dustin-jackson using our plan number, 030492.

Company Match & Vesting

Ascent Structural will match 100% of your contributions up to 3%, and will match another 50% for 4% and 5%..
Example: If you contribute 5% of your pay, Ascent contributes another 4% total. Similarly, a 4% contribution of your pay would leave to a 3.5% match total.
Your own contributions are always 100% vested.
The company match may be subject to a vesting schedule as described in the official 401(k) Summary Plan Description.
Even small contributions made consistently over time can grow into meaningful retirement savings.

Contacts & Resources

Ascent Structural HR / Benefits

Phone: (615) 813-5480 or (615) 257-0075

Email: lisa.mitchell@ascentbuildings.com or brandi.biddle@ascentbuildings.com

Office: 905 Harbour Drive, Scottsboro, AL 35769

HealthCare FSA Guide Dependent Care FSA Guide BCBST Enrollment / Waiver Form

Carrier Contacts

BlueCross BlueShield of Tennessee
Medical, Dental, Vision & FSAs
Website: https://my.bcbst.com/
Member Services: (800) 565-9140

The Hartford
Life, AD&D, STD & LTD
Website: https://account.thehartford.com/customer/registration
Phone: (800) 523-2233

Aflac - Pam Satterly
Critical Illness & Hospital Indemnity
Website: https://mylogin.aflac.com/
Phone: (270) 776-1304

401(k) Provider – Edward Jones - Dustin Jackson
Website: www.edwardjones.com/dustin-jackson
Phone: (800) 755-7397

For complete information about any benefit, please refer to the official plan documents, Summary Plan Descriptions, or certificates of coverage.

Benefits Guide Access

Ascent Structural – Group Benefits Guide

Open Enrollment for 2026 – December 5 thru December 19

How to Use This Guide

Eligibility & Enrollment

Who Is Eligible?

When You Can Enroll

Medical Benefits – BlueCross BlueShield of Tennessee

Medical Plans – At a Glance

Medical – Common Services (In-Network)

Prescription Drug Benefits (All Plans)

Medical – Your Cost Per Paycheck

Employee Cost – Weekly (30% of Total Premium)

Employee Cost – Semi-Monthly (30% of Total Premium)

Dental Benefits – BlueCross BlueShield of Tennessee

Dental – Your Cost Per Paycheck (30% of Premium)

Employee Cost – Weekly

Employee Cost – Semi-Monthly

Vision Benefits – BlueCross BlueShield of Tennessee

Vision – Your Cost Per Paycheck (30% of Premium)

Employee Cost – Weekly

Employee Cost – Semi-Monthly

Short-Term & Long-Term Disability – The Hartford

Short-Term Disability (STD)

Long-Term Disability (LTD)

Life & Accidental Death & Dismemberment – The Hartford

Basic Life & AD&D

Supplemental Life & AD&D – Employees

Supplemental Dependent Life & AD&D

Flexible Spending Accounts

HealthCare FSA

Dependent Care FSA

Cost to Participate

Aflac Voluntary Benefits

Critical Illness Insurance

Hospital Indemnity Insurance

401(k) Retirement Plan

Plan Overview

Company Match & Vesting

Contacts & Resources

Ascent Structural HR / Benefits

Carrier Contacts