Benefits FAQ

T-Mobile offers four medical plans:

• PPO Plan with Health Reimbursement Account (HRA)
• High-Deductible Health Plan with Health Savings Account (HSA)
• Exclusive Provider Organization (EPO) Plan
• Surest Copay Only Plan

Employees living in Hawaii have two plans available to them:

• HMSA Health Maintenance Organization (HMO) plan
• HMSA Preferred Provider Organization (PPO) plan

The PPO Plan with HRA, High-Deductible Health Plan with HSA, and EPO Plan contain a deductible that may apply to some or all services. The Surest Copay Only Plan does not require a deductible to be met for any services. See the below chart for detailed information:

Any amount you pay for eligible medical and prescription drug expenses before your T-Mobile health plan begins to share in the cost of covered services. Copayments; Expenses over the Allowed Amount (Premera) / Eligible Charge Expense (UHC); and/or Expenses associated with non-covered services do not apply to the deductible.

For all plans, preventive services are covered at 100%. For the PPO (HRA) and EPO Plans, Lab and X- Ray/Imaging services are covered at the coinsurance level without having to meet the deductible first, as well as any services that require a co-payment.

Covered medical and pharmacy expenses you pay out of pocket associated with a deductible, co- insurance, or co-pay, – not reimbursed to you by your insurance carrier or other program such as a pharma sponsored coupon.

You may enroll the following eligible dependents on your T-Mobile plan:

• Your legal spouse, as recognized by the federal government.
  • Ex-spouses do not qualify, even if you’re required to provide coverage by court order.
• Your domestic partner or common law spouse who meet the following criteria:
  • Both you and your partner are at least 18 years of age and mentally competent to consent to contract
  • Both you and your partner are in a committed relationship with each other
  • You and your partner are not blood related
  • Both you and your partner share the same primary residence
  • You and your partner are not married to, or a domestic partner of, another person
• You may enroll your dependent child who is under age 26 and is one of the following:
  • Your biological child
  • Your stepchild
  • Your domestic partner’s child
  • Your legally adopted child
  • A child for whom you are the court-appointed legal guardian

The following relationships do not qualify as eligible dependents: parents, grandparents, siblings, nieces, or nephews.

You may enroll a dependent child over age 26 if they meet the following criteria:

• They are incapable of self-support due to mental or physical disability and became disabled prior to age 26
• They rely on you for primary financial support and maintenance

Contact the medical plan vendor you are enrolled with and request a Disabled Dependent Certification form. UHC enrollees call (877) 259-1527 to request the form. Premera enrollees call (866) 358-2300 to request the form. Surest enrollees call 866-683-6440 to request the form. The application can be reviewed up to six months (two months for Premera enrollees) prior to your disabled child’s 26th birthday but needs to be received no later than 31 days following their 26th birthday. A portion of the form will be completed by you and a portion of the form will be completed by your child’s physician. Once the form is filled out, it needs to be sent back to Surest/UHC/Premera along with supporting documentation for a clinical review. The clinical review process typically takes 30-business days once all the required information is submitted. You will be notified by Surest/UHC/Premera of their decision via letter (US Mail). Depending on the nature of your child’s disability, reverification may be needed every 1-3 years.

Your child can remain enrolled until the end of their birthday month when they turn 26 and they will be automatically removed from your coverage at that time. You will receive a notice about their removal that will include the option to continue their coverage via COBRA for up to 36 months by paying the full cost of monthly coverage. If your child turns age 26 early in the calendar year you may want to consider signing them up for alternate coverage on the public exchange or through their employer that would go into effect on January 1 instead of waiting until they age out. Things to consider include cost of that alternate coverage, paying towards only one deductible in the year instead of starting on T-Mobile’s plan and then restarting the deductible with a new insurer, and more.

T-Mobile's Open Enrollment is in October every year and a two-week enrollment window is our normal enrollment period length. We understand it may not align with Open enrollment timeframes for other companies. We recommend that you make your elections now with the information available to you and know that you may change your elections after reviewing your partner's Open Enrollment options, should you choose. You may cancel or change your elections during your partner's Open Enrollment by calling the Benefits Center at (855) 866-2367 as long as you do so prior to the end of the year.

The Working Partner Premium (WPP) applies when you enroll your spouse/domestic partner on a T- Mobile medical plan and they have medical coverage available through their employer, and they’ve waived that medical coverage.

• If your spouse/domestic partner enrolls in their available employer medical plan and you also enroll them in medical at T-Mobile, the WPP will not apply because their employer plan will be primary coverage.
• If your spouse/domestic partner is also an employee of T-Mobile and you choose to enroll them under your plan instead of separately, the WPP will not apply.
• If your spouse/domestic partner isn’t eligible for medical coverage through their employer, the WPP will not apply.
• If your spouse/domestic partner is unemployed and has no employer medical plan available, the WPP will not apply.
• If your spouse/domestic partner is currently eligible for or enrolled under COBRA, the WPP will not apply.
• If you do not enroll your spouse/domestic partner on your medical plan, the WPP will not apply. You can enroll them under other benefits like dental, vision, or life insurance, and the WPP will not apply.
• If your spouse/domestic partner is eligible for Medicare, that eligibility does not require you to pay the WPP. The WPP will not apply because Medicare isn’t an employer health plan.

The PPO Plan with HRA is a PPO plan that offers both in- and out-of-network coverage. Many services only require a copay; for other services T-Mobile provides you with an employer-funded Health Reimbursement Account to use toward out-of-pocket expenses. Once you have spent all the funds in the account you are responsible for paying future out-of-pocket expenses, including any remaining deductibles, coinsurance, and copays.

The HRA is an employer-funded account, so employees cannot contribute their own dollars. However, HRA Participants can also enroll in a Health Care FSA to cover out-of-pocket medical, dental and vision expenses.

T-Mobile funds $500 for individual coverage and $1,000 for individual + enrolled dependents for all coverage effective Jan. 1. Even better…the funds are available on an HRA Debit Card on your first day of coverage. For coverage beginning Jan. 1, participants will receive a monthly proration of the employer contributions equal to $41.66 per month for Employee only coverage or $83.33 per month for all other coverages. See Auto Rollover below for the information regarding how the HRA funds are used.

Preventive care is free! T-Mobile pays 100% of your service.

All office visits and prescription medications only have a copayment for services, keeping your out-of- pocket costs for these standard services more affordable. Please see the Plan Comparison Chart above for more details on copay and prescription costs. However, for other services you have an annual deductible of $2,250/individual or $4,500/individual + enrolled dependents. Once you meet your deductible, the plan pays 80% of services until you meet your maximum out-of-pocket expense.

Although the HRA Plan is a high-deductible plan, there is a limit to how much participants will pay out of pocket for covered services. The out-of-pocket maximum is $4,250 for individual coverage and $8,500 for individual + enrolled dependents. Don’t forget, this out-of-pocket maximum includes your deductible, and T-Mobile funds your HRA to help cover these expenses.

The HRA Plan allows you to see both in- and out-of-network providers. However, to get the most for your money, you should stay in-network.

For UHC members, an HRA debit card will be issued to you that enables you to swipe your debit card at your provider’s office or at the pharmacy to use available HRA funds. You will have the option to turn this feature off by logging on to your UnitedHealthcare member site at myuhc.com. If you do not use your HRA debit card, the funds will automatically be deducted from your HRA first and applied to the claims as they are received and processed by UnitedHealthcare until the funds are exhausted. You won’t pay anything as long as you have funds available in your HRA. For Premera Blue Cross members, an HRA debit card will be issued to you that enables you to swipe your debit card at your provider’s office or at the pharmacy to use available HRA funds. If you don’t use your HRA debit card at time of service, you can still use your debit card to pay the bill you receive from your provider. Or, if you pay out of pocket at the time of service, you can get reimbursed for HRA funds by submitting a manual reimbursement form, which can be found when you log in to premera.com. HRA funds can only be used for eligible medical and prescription drug expenses. Refer to the Summary Plan Description for eligible expenses.

No, your HRA dollars will carry over to the next plan year, provided you remain enrolled in the HRA Plan.

Yes, employees can carry over funds each year, not to exceed a total carryover balance of $6,000 provided they remain enrolled in the plan.

No, the HRA carryover will automatically occur and be added to your new year’s HRA funding (if you change medical plan providers, these will be coordinated between the former and current medical plan providers and automatically added). The carry over HRA funds will appear in your account in the first week of April, to allow time for the claims incurred in the prior year, that may come in after the new year, to be processed. If you need access to those carry over HRA funds sooner than April, you may contact the Health Pros to assist you.

The deadline for submitting your prior year’s expenses is 365 days following the end of the plan year in which the expenses were incurred. To request HRA reimbursement, you must submit a claim manually:

• For UHC members: Sign into your secure account on myuhc.com and access “Manage Your Health Reimbursement Account (HRA) under the quick links to submit an online claim or download the HRA claim form to submit via mail or fax.
• For Premera Blue Cross members: Sign into your secure account on premera.com/T-Mobile

The HRA is not portable. This means that if you change medical plans or terminate your coverage, you are unable to take the funds with you. But should you continue coverage (including COBRA) your HRA funds will carry forward each plan year. However, it is recommended that you keep all receipts in case of an IRS audit.

A Health Savings Account is a tax-advantage medical savings account paired with a high-deductible medical plan. The HSA plan offers both in- and out-of-network coverage. To help offset expenses, T- Mobile contributes tax-free funds to the HSA and you can too! Any contributions are yours to keep. Participants must pay for all services until the deductible is met (e.g. prescriptions, physician services, etc.). Once the deductible is met the medical plan will help pay for a portion of services. HSA has a true family deductible, meaning that if you cover dependents, you must meet the entire family deductible before the plan will provide coverage for any member.

You can participate in the HSA Plan provided you or your spouse do not have a Health Care FSA (limited purpose Health Care FSAs are okay); you are not enrolled in another medical plan that is not a high- deductible plan; are not enrolled in Medicare; are not someone else’s tax dependent; or using your HSA for a non-IRS tax dependent (like a domestic partner). If you turn age 65 and decline Medicare coverage you will be eligible to participate in an HSA plan.

The HSA account is completely portable, meaning that the funds in your account are yours to keep regardless of whether you stay at T-Mobile or stay enrolled in the plan. Additionally, the HSA Plan offers a triple tax-savings advantage. This means your HSA payroll contributions are tax free; any earnings on your HSA are tax free; and HSA money used to pay for eligible expenses is also tax free. HSA accounts are a great way to save money for health care expenses later in life, like retirement. Unused HSA funds never expire and there is no time limit to reimburse yourself for eligible expenses incurred after your account is established.

T-Mobile funds $500 for individual coverage and $1,000 for individual + enrolled dependents for all coverage effective Jan. 1. For coverage beginning on or after Jan. 1, T-Mobile will fund $19.23 per pay period for individual coverage and $38.46 per pay period for individual + enrolled dependents. Please note: T-Mobile funds on a prorated basis each pay date, so T-Mobile’s annual contribution to your HSA will not be available right away. If you turn age 65 and decline Medicare coverage you will be eligible to receive T- Mobile contributions into an HSA fund.

Preventive care is free! T-Mobile pays 100% of your service.

The HSA Plan is a true high-deductible plan. This means that you will pay for all services (except preventive services) and prescription costs until you meet your annual deductible ($2,250/individual or $4,500/individual + enrolled dependents). Once you meet your deductible, the plan pays 80% of services until you meet your maximum out-of-pocket expense. Note: If you have dependents enrolled on the plan you must meet the full family deductible before the plan will cover services for an individual.

Although the HSA Plan is a high-deductible plan, there is a limit to how much participants will pay out of pocket for covered services. The out-of-pocket maximum is $4,250 for individual coverage and $8,500 for individual + enrolled dependents. Unique about the HSA Plan, you must meet the $8,500 out-of-pocket maximum if you have any dependents enrolled on your plan, even if only one member is using the coverage. Don’t forget, this out-of-pocket maximum includes your deductible and T- Mobile funds your HSA to help cover some of these expenses.

The HSA Plan allows you to see both in- and out-of-network providers. However, to get the most for your money you should stay in-network.

Due to IRS guidelines you are unable to participate in a Health Care FSA if you are currently participating in an HSA Plan. Exception: If you are enrolled in the HSA plan for the new plan year and had a Health Care FSA in the prior plan year that wasn’t exhausted, you will be enrolled in a limited-purpose FSA for the new plan year for up to $550 of your leftover FSA funds from the prior year. The limited-purpose FSA can be used to cover dental and vision expenses only.

Yes, HSA funds can be used to cover out-of-pocket medical, dental and vision expenses.

The HSA is 100% portable! This means should you change medical plans or terminate your coverage you can take all your funds with you and keep them, even into retirement.

If you are enrolled in the UHC HSA plan managed by Optum Bank, you can view the requirements by logging into myuhc.com or call (877) 259-1527. For the Premera Blue Cross HSA plan managed by Optum Financial, you can view the requirements by logging into premera.com/T-Mobile or call (866) 358-2300.

No. Turning 65 does not, in and of itself, disqualify you from remaining HSA-eligible. You can open and contribute to an HSA as long as you meet the following eligibility requirements:

• You’re covered on an HSA-qualified medical plan.
• You’re not someone’s tax dependent.
• You don’t have any conflicting coverage (including enrollment in Medicare).

Typically, no. You’re enrolled in Part A automatically only if you are 65 or older and receiving Social Security or Railroad Retirement benefits. You’re enrolled in Part A and Part B automatically if you’re collecting Social Security disability benefits or are diagnosed with ALS or Lou Gehrig’s disease. Otherwise, you must sign up to receive coverage through Medicare.

Yes, if you retire after age 65 and you have been covered by T-Mobile or your spouse’s medical plan while employed, you have a special enrollment window in which to enroll in Medicare without any penalties. There is also an annual enrollment period, but if you are beyond the special enrollment period there may be a penalty and higher monthly premiums for your Medicare coverage.

Yes. You can’t make contributions to your HSA for any months after you enroll in any part of Medicare, even if you’re also covered on an HSA qualifying plan. If you are enrolled in Medicare and continue to receive and/or contribute funds to your HSA, you may face IRS penalties. If you choose to defer Medicare enrollment, please be aware your Medicare coverage effective date will be retroactive up to six months before signing up, but not beyond your initial month of eligibility (that is, your 65th birthday). Please consult with your financial advisor. Example: If your 65th birthday is May 6 and you enroll in Medicare immediately, your effective date of Medicare coverage is May 1. You can make contributions for the months of January, February, March and April at any point up to the date that you file your personal income tax returns for that year, even though you may not be HSA-eligible at the time that you make your retroactive contribution for those months.

No. Since HSA accounts are tied to the subscriber, they would not be able to continue the T-Mobile HSA. If you (the employee) are no longer HSA-eligible, your spouse would not be able to contribute to your T-Mobile HSA or receive contributions from you without incurring penalties from the IRS. Please consult with your financial advisor as your spouse may be eligible to open their own HSA account with their preferred financial institution.

Yes. HSA eligibility relates to your ability to make contributions. Once you open an HSA, you can make income tax-free distributions for qualified medical expenses for the rest of your life, as long as you still have a balance in your account.

You can reimburse all qualified medical out-of-pocket expenses, income tax-free. The current list of IRS qualified expenses is available here.

Please check out the following resources:

• Alight Health Pros: TMUSHealthPro@alight.com
• Medicare: http://www.medicare.gov/
• Social Security Administration: www.ssa.gov
• Centers for Medicare & Medicaid: www.cms.gov
• AARP: www.aarp.org

EPO is a plan that only provides coverage with in-network providers and has a lower deductible than the HRA or HSA plan. You pay a copay for most services. And don’t worry — in an emergency you can seek care outside of the network.

Since this plan only covers services from in-network providers, you should make sure that your provider is in-network before you use services (except in an emergency) so you’re not surprised with a denied claim after receiving care. To find out whether your provider is in-network:

• UnitedHealthcare EPO participants: Call UnitedHealthcare Member Services at (877) 259-1527 or view the online provider directory at myuhc.com, choosing the “UnitedHealthcare Choice” network. Your group number is 222244.
• Premera Blue Cross EPO participants: Call Premera Blue Cross Member Services at (866) 358-2300 or view the online provider directory at premera.com/T-Mobile Your group number is 4022154.

Surest is a no-deductible health plan where you can see prices before making an appointment. For office visits and many procedures — from having an MRI to having a baby — you see one copay price. By grouping these services together — combining the labs and x-rays that go along with a medical procedure or test into one copay — we’re trying to make it easier for members to know what they’ll pay in advance. You can compare and plan ahead. Even better, copays are lower for providers evaluated as higher-value options, based on quality, efficiency, and overall effectiveness of care. The Surest plan requires you to access care through an in-network provider.

Copays are specific dollar amounts you pay for using routine services, like a doctor’s visit. The copay for an office visit includes standard labs and x-rays. A surgery copay includes surgeon, anesthesiologist, and facility fees.

Major services will require a copay, that will group many services together including procedures, labs, x- rays and tests into the single copay. Copays for major services will vary, depending on which provider you choose.

Yes. There is an out-of-pocket limit, or the most money you’ll pay in a given year for health care benefits your plan covers. The out-of-pocket maximum is $6,500 for individual coverage and $13,000 for individual + enrolled dependents. Visit Join.Surest.com or www.t-mobilebenefits.com for more details. All copays count toward the out-of-pocket limit, from office visits to surgery.

Preventive care is free! T-Mobile pays 100% of your service.

Yes. This plan only covers services from in-network providers. And don’t worry — in an emergency you can seek care outside of the network.

The Surest Plan contains a network that includes groups of hospitals, doctors, labs, specialists, and pharmacists who are part of UnitedHealthcare’s broadest network. To confirm your provider is part of the network, go to Join.Surest.com. Make sure that your provider is in-network before you use services (except in an emergency), so you’re not surprised with a denied claim after receiving care.

YES! If you go to the emergency room, you pay the emergency room copay.

If you need emergency surgery and/or need to be admitted to the hospital, the emergency room copay is waived, and you will be responsible for the inpatient hospital emergency admit copay.

Schedule a 15 minute 1:1 consultation with a Surest expert to get all your questions answered.

Refer to the Family Building Benefits and Support section in this Q&A for more information.

All employees and their family members who qualify, have access to a no-cost program called Livongo by Teladoc. With Livongo by Teladoc, enrollees receive a free blood glucose meter, diabetic supplies and real- time coaching support when you need it. For more information regarding the program, click here.

Coordination of Benefits (COB) applies to you if you are covered by more than one health benefits plan. For further information regarding when COB applies, determination of the order of benefit payments, etc., refer to the Coordination of Benefits section in the Summary Plan Description.

Refer to the “What Is Different When You Qualify for Medicare?” I section of the Summary Plan Description for detailed information regarding when the T-Mobile Plan may be secondary to Medicare and how the T-Mobile Plan determines the amounts payable under the Plan.

Hawaii employees have a choice between two plans: HMSA Health Maintenance Organization (HMO) plan, covering in-network care only with no out-of-network benefit; HMSA Preferred Provider Organization (PPO) plan covering both in- and out-of-network care. For more details call HMSA at 1- 800-776-4672 or log on to hmsa.com.

Employees enrolled in the Surest Copay Only Plan, the PPO Plan with HRA, the High-Deductible Health Plan with HSA or EPO medical plan will have prescription drug coverage through CVS Caremark. Register at Caremark.com or call CVS Caremark customer service at (844) 757-0417. Go to the CVS Caremark Pre- Member site to see plan information, check drug cost and coverage, find personalized drug savings opportunities, and more.

CVS Caremark partners with PrudentRx to reduce specialty costs through an innovative copay plan design strategy. This program is available to employees enrolled in the Surest Copay Only Plan, the PPO Plan with HRA or EPO Plans only, not available to those enrolled in the High-Deductible Health Plan with HSA Plan due to IRS regulations. PrudentRx will work with you and the drug manufacturer to get copay card assistance when available and will assist you when copay cards need renewal. Even if your specialty medication has no copay card, your out-of-pocket cost will be $0 as long as you are enrolled in the PrudentRx program. If you are taking a specialty medication that qualifies under this program, there is nothing you need to do to enroll. PrudentRx will contact you as soon as the medication if filled, to complete your enrollment. To learn more about the prescriptions that qualify or more information, click here.

Delta Dental of Washington administers this benefit for T-Mobile, but it is a nationwide network (not just in Washington), and we offer the choice of two dental plans: the PPO Network Dental Plan and the Open Network Dental Plan.

• PPO Network Dental Plan: In order for dental services to be covered under this plan, you will need to receive care from a Delta Dental PPO dentist. Dental participants will not have coverage when seeking care outside of the PPO network. Your dentist will file claims directly with Delta Dental and your claim will be processed at the agreed-upon Delta Dental rate. The bi-weekly cost to you is lower with this option. To find a PPO dentist, contact Delta Dental directly at 1-800-238-3107 or online at deltadentalwa.com/mysmile under Delta Dental PPO. Your group number is 09037.
• Open Network Dental Plan: This option allows you to see any dentist you want – you aren’t limited by a network. You may have to file your own claims and reimburse your dentist directly. You may also be charged a higher rate for services. The bi-weekly cost to you is higher with this option. Your group number is #09034.

Please see the instructions below:

• PPO Network Dental Plan: When you visit your dentist tell them that you are covered by Delta Dental and provide your Social Security Number to verify coverage. Physical ID cards are not issued by Delta Dental. Members may download a digital dental ID card at deltadentalwa.com/mysmile.
• Open Network Dental Plan: Physical ID cards are not issued by Delta Dental. Members may download a digital dental ID card at deltadentalwa.com/mysmile.

Vision Service Plan (VSP) administers this benefit for T-Mobile. To find a VSP provider, contact VSP directly at 1-800-877-7195 or online at vsp.com. Your group number is 12122822.

You will not receive an insurance card. When you visit your provider, tell them that you are covered by VSP and provide the last 4 digits of the primary subscriber’s Social Security Number to verify coverage.

As a new hire or employee with a qualifying life event, click here to enroll in a Flexible Spending Account (FSA) or make changes.

No. You must actively re-enroll for each new plan year during the Open Enrollment period.

FSA elections are binding for the length of the plan year and cannot be revoked or changed unless you have a qualifying life event. For additional information about qualifying life events, click here.

Claims can be submitted through your MyChoice Account, which can be accessed here. You can also submit claims through the MyChoice Mobile App, available in the Apple and Google Play Store.

Should you receive a request from our FSA vendor to provide supporting documentation and are unable to comply with this request, the value claim will be placed into an overpayment. The value of the overpayment will be considered taxable and reported on your W2, if it is not resolved before the claim submission deadline.

If you have a claim placed into overpayment, you have a couple of options to resolve the overpayment. First option is to appeal the claim denial and provide the necessary supporting documentation. The claim will go back to the MyChoice Account team for review and a final decision will be provided. The second option is to submit new claim(s) via the online portal. If the claim(s) is approved, the amount will go towards clearing the overpayment amount. Please note that your Healthcare Flexible Spending Account card will be turned off until the overpayment is resolved.

Participants have up to April 30th of the following plan year to submit claims for expenses incurred during the plan year.

Contributions that exceed the maximum may be considered taxable income when you file your income taxes. For more information, please consult your tax advisor.

Health Reimbursement Account (HRA) Plan participants can also contribute to a Health Care FSA to cover out-of-pocket medical, dental and vision expenses. Employees participating in a Health Savings Account (HSA) cannot contribute to a Health Care FSA; nor can their spouse contribute to a Health Care FSA through their employer plan.

Review the Healthcare Expense List under Quick Links on the Healthcare FSA page here.

The Healthcare FSA annual limit is per participant. For example, if a married couple or domestic partners are each eligible for Health Care FSA through their employers, they may each elect up to the annual limit. 2027 annual limits have not yet been confirmed by the IRS, but the projected per-participant annual limit for 2027 is $3,500.

Based on IRS regulations, T-Mobile elected to allow employees to carry forward up to $680 in unused balances; amounts above $680 are forfeited. This balance will carry forward until you no longer are eligible for FSA, exhaust your funds, or leave T-Mobile. The $680 carry-forward amount is in addition to any elections you make for the new plan year.

T-Mobile is proud of the benefits we offer and keeping costs down helps maintain competitive benefits for all employees. Unfortunately, we can’t cover everyone. Medical benefits are very costly and covering people who are not eligible dependents raises the cost for our health plans, which directly influences the cost that all employees and T-Mobile pay for coverage.

Dependent verification must be completed prior to coverage starting. In most cases, if you submit your documentation immediately following enrollment, the verification process will be completed prior to the effective date of your coverage. You have 30 days from your enrollment to complete the verification process. Once approved, your dependent’s coverage will be effective on your benefit effective date. Document review can take up to 5 days to complete, delays in submitting documentation may result in delayed or denied coverage.

Reverification is required for dependents whose eligibility may change over time, like when a relationship ends – spouses, domestic partners, children of a domestic partner, or stepchildren. Every 3 years employees will need to validate that their dependent remains eligible. Note: it is still expected that employees will proactively remove a dependent when they become ineligible. This process is intended to identify anyone missed. The reverification process is a streamlined version of the verification process initially completed to enroll a dependent. Employees will not need to provide government documents because they were already provided in the past (such as birth or marriage certificates). They will only need to provide a copy of their taxes or other proof of joint ownership to confirm the dependent’s status.

Any child (adopted, biological) previously verified will not be required to reverify because eligibility status doesn’t change over time. Note: A separate, existing process removes dependents at age 26. No special dependent verification process applies. In any given year a spouse, domestic partner, child of a domestic partner, or stepchild won’t have to reverify if their prior verification/reverification occurred more recently than 3 years ago. Note: frequency of reverification could change in the future.

Full verification is required prior to benefits starting in the follow circumstances:

• First time enrollment of the dependent.
• Open Enrollment if a new dependent was added. After completing your initial Open Enrollment, you can immediately upload the required documents in the benefits portal. Verification of your documents can take up to 5 days. Reverification occurs on a three-year cycle from the dependent’s original full verification.

You may enroll the following eligible dependents on your T-Mobile plan:

• Your legal spouse, as recognized by the federal government.
  • Ex-spouses do not qualify, even if you’re required to provide coverage by court order.
• Your domestic partner or common law spouse who meet the following criteria:
  • Both you and your partner are at least 18 years of age and mentally competent to consent to contract
  • Both you and your partner are in a committed relationship with each other
  • You and your partner are not blood related
  • Both you and your partner share the same primary residence
  • You and your partner are not married to, or a domestic partner of, another person
• The following relationships do not qualify as an eligible domestic partner
  • Your sibling, parent, or other relative
  • Your roommate
  • Your ex-boyfriend/girlfriend/partner/spouse who no longer meets the criteria listed above
• You may enroll your dependent child who is under age 26 and is one of the following:
  • Your biological child
  • Your stepchild
  • Your domestic partner’s child
  • Your legally adopted child
  • A child for whom you are the court-appointed legal guardian
• Children age 26 and over will be included as disabled dependents regardless of age if they meet both the following conditions:
  • Your child is mentally or physically incapacitated prior to their 26th birthday
  • Your child is not capable of self-support
• The following relationships do not qualify as an eligible child (this list is not inclusive):
  • Your grandchild (unless you are the child’s court-appointed legal guardian)
  • A relative who is a minor and living with you (unless you are the child’s court appointed legal guardian)
  • A child for whom you have been granted temporary custody
  • Your foster child (unless you are the child’s court-appointed legal guardian)

Children who are enrolled on T-Mobile’s health plan per a qualified Child Support Order or National Medical Support Notice may remain enrolled on the employee’s health plan. T-Mobile will typically receive qualified Child Support Orders or National Medical Support Notices directly from the State or local department issuing the order and will enroll the dependent as legally required. Dependent Verification is not required since T-Mobile is legally obligated to comply. Examples of court orders that would not qualify a dependent include, but are not limited to:

• Divorce Decrees
• Child support agreements between the employee and ex-spouse

An ex-spouse is not an eligible dependent under any circumstance and may not be enrolled on T-Mobile’s health plan. The court order requires you pay for coverage, but it cannot be as a dependent through the T- Mobile plan.

If your dependent was never eligible for coverage, they are not eligible to enroll in COBRA. If the dependent is no longer eligible because of a recent “qualifying event” such as divorce, they may be eligible for continuation of coverage under COBRA if notice of their COBRA-qualifying event is provided to T-Mobile within 60 days of the event occurring.

You can only re-add your dependent to coverage in the future if at that time they meet the eligibility requirements. When you re-add your dependent, you will be required to go through the Dependent Verification process again to ensure eligibility.

There is a formal appeal process in place to give you the opportunity to maintain coverage. Your Final Termination Notice will include information about that process and what will be necessary to support overturning the decision. You can also call the Benefits Center prior to receiving your notice if you’d like to understand the appeals process in advance.

No. Only dependents eligible for coverage according to the plan’s eligibility rules can remain covered.

Contact the Dependent Verification team at the Benefits Center at (855) TMO-BENS (855-866-2367), hours are Monday through Friday, 5 a.m.- 5 p.m. Pacific. They are able to answer any questions you have and provide any options available to you.

Contact the medical plan vendor you are enrolled with and request a Disabled Dependent Certification form. UHC enrollees call (877) 259-1527 to request the form. Premera enrollees call (866) 358-2300 to request the form. Surest enrollees call 866-683-6440 to request the form. The application can be reviewed up to six months (two months for Premera enrollees) prior to your disabled child’s 26th birthday but needs to be received no later than 31 days following their 26th birthday. A portion of the form will be completed by you and a portion of the form will be completed by your child’s physician. Once the form is filled out, it needs to be sent back to Surest/UHC/Premera along with supporting documentation for a clinical review. The clinical review process typically takes 30 business days once all the required information is submitted. You will be notified by Surest/UHC/Premera of their decision via letter (US Mail). Depending on the nature of your child’s disability, reverification may be needed every 1-3 years.

To certify a disabled dependent age 13–25 for continued coverage under the CCS (Childcare Subsidy) program:

1. Contact The Benefits Center to start your request.
2. The Benefits Center will direct you to the Premera Disabled Dependent Certification Form in the Reference Center.
   • Note: Premera conducts reviews for all members enrolled in any T-Mobile medical plan.
3. Complete and submit the form directly to Premera.
4. Premera will review your request and respond:
   • If approved:
     • Premera notifies you and certifies your dependent through the next plan year (or as indicated).
     • Premera emails the approval to BSC (T-Mobile@businessolver.com).
     • BSC updates the case, enrolls the dependent in CCS, and triggers Dependent Verification (if applicable).
   • If denied:
     • Premera notifies you and emails the denial to BSC.
     • BSC updates the case accordingly.

Your dependent will not be eligible to enroll in the T-Mobile plan and will be removed from coverage. They will not be eligible for COBRA.

The Compass Health Pro team can help you understand options available and connect you to resources in your state. Call or email them at TMUSHealthPro@compassphs.com and 855-496-0071 if you’d like help navigating this process. Some examples of the options they will share include:

• Public exchanges: Under the Affordable Care Act you can purchase an individual policy through the insurance exchange run by either your state or the federal government. Most exchanges also include information about how an individual can qualify for reduced costs or government- sponsored programs like Medicaid.
• Medicare/Medicaid: may apply depending on your circumstances
• Private Insurance Broker: worth exploring if public exchanges don’t meet your needs
• Other employer insurance: if employed, your ineligible dependent may have their own insurance option available.

Check out Dependent Verification and Reverification documents on the Dependent Verification page.

Best option–Secure Online Upload: www.t-mobilebenefits.com/login

Email: dv@businessolver.com

Mail:
T-Mobile USA Inc.
P.O. Box 850552
Minneapolis, MN 55485-0552

Protecting personal information is a priority to T-Mobile and T-Mobile’s dependent verification vendor partner, Businessolver. Businessolver takes the security of your documents and information seriously and they either meet or exceed T-Mobile’s security requirements of their vendors. You can find information on the dependent verification portal such as their security and privacy policy for more information.

A 401(k) plan is a type of retirement plan that allows you to save and invest for your own retirement. If you elect to participate T-Mobile will deduct a certain amount of money from your paycheck. You can choose to contribute on a pretax basis, Roth, and After-Tax. Your 401(k) money is kept for you in an account at Fidelity Investments and is invested according to the investment option(s) that you select.

You can make an election for your regular pay that is up to 75% of your eligible wages, in 1% increments. You can also make a separate election for any bonus pay that you might receive, up to 85% of eligible bonus wages, also in 1% increments. Please see the plan document for details on what types of pay your bonus election will apply to. Your total contribution is subject to the IRS maximum contribution limit for each year. If you will be at least age 50 in the current plan year, you can also contribute additional catch-up contributions which are determined by the IRS each year. A separate election for catch-up contributions is not required.

T-Mobile will start matching your pre-tax and Roth contributions after you have worked for the company for one year. Your contributions will be matched $1 for each $1 you contribute, up to 3% of your pay, and 50 cents for every $1 on the next 2% of your pay you contribute. To maximize the employer match, you will need to contribute at least 5% out of each paycheck. Employer match dollars are immediately vested upon receipt, so they are yours to keep without requiring additional service. After-Tax contributions are not eligible for the employer match.

You can make changes to your 401(k) plan elections at any time of the year online at netbenefits.com or by calling Fidelity at 800-491-1014.

• New employees: Fidelity will send you enrollment communications. You can enroll at any time. Your deductions will typically start 1 to 2 paychecks after you enroll.
• Current employees: If you are not currently participating in the 401(k) plan, sign up by contacting Fidelity.

If you are enrolling during Open Enrollment: Enrollment in the Dependent Care FSA is on a Plan Year basis (Jan. 1 - Dec. 31), so you need to calculate your eligible childcare expenses for this 12- month period. Note to Childcare Subsidy Participants: Combined, the Dependent Care FSA and the Childcare Subsidy programs should not be more than what you are paying (or expect to pay) for Childcare for the Benefit Plan Year. Per IRS regulations, both plans are a “use it or lose it” account. Additionally, the combined annual total of both programs cannot be more than $7,500.

In addition to day care expenses which allow you and your spouse (if applicable) to work, other expenses that are eligible under the plan are:

• Tuition that is considered daycare expenses up to kindergarten
• Summer camp (but not expenses for overnight stays)

Eligible dependents include Children under age 13 whom you claim as dependents for tax purposes, or your Spouse or other dependent who is physically or mentally unable to care for themselves. You may also claim expenses for the care of an elderly parent who spends at least eight hours a day in your home and whom you can claim as a dependent.

The IRS requires that changes to your FSA Dependent Care contribution amount be consistent with a qualifying life event (such as marriage, divorce, birth, etc.). Should you experience a mid-year qualifying life event, you may change your own payroll contribution amount for your Dependent Care FSA. However, your Childcare Subsidy amount will be set at the time of enrollment and will remain consistent throughout the term of the plan year. Visit the Qualifying Event table in the Summary Plan Description (SPD) for a detailed account of Special Qualifying Events and their impact on the Dependent Care FSA.

This is a "use it or lose it" plan. Any money left in your account after the plan year is lost; this is an IRS regulation and not a rule the company can change. T-Mobile participants have up to April 30th of the following plan year to submit claims for expenses incurred during the plan year.

The IRS does not allow Dependent Care FSA participants to claim expenses during a Leave of Absence. Therefore, if you are enrolled in a Dependent Care FSA, the account will be suspended while on leave. Upon return from Leave of Absence, your Dependent Care FSA annual contribution will be reinstated.

If you have not participated in an FSA plan before, there are some IRS rules you need to understand. Once you're in, you're in for the plan year! In other words, you can't change your election. This is an IRS regulation and not something the company can change. In certain situations, you may make a mid-year change (such as an increase or decrease your contributions or withdraw from the plan) if you experience a Special Qualifying Event. Visit the Qualifying Event table in the Summary Plan Description (SPD) for a detailed account of Special Qualifying Events and their impact on the Dependent Care FSA. Should you experience a mid-year qualifying life event, you may change your own payroll contribution amount for your Dependent Care FSA Account. Your Childcare Subsidy amount will be set at the time of enrollment and will remain consistent throughout the term of the plan year.

Eligible childcare providers include:

• Private sitters
• Licensed daycare centers
• An in-home provider, as long as the care provider is not your spouse, the child’s guardian or parent, your child under 19 and/or someone you claim as a dependent for tax purposes.

Family building benefits for infertility are available through Progyny for employees and spouses, or domestic partners, enrolled in a T-Mobile medical plan. The Progyny benefit includes comprehensive treatment coverage leveraging the latest technologies and treatments, access to high-quality care through a premier network of fertility specialists, and personalized emotional support and guidance from a dedicated Patient Care Advocate (PCA). Progyny fertility specialists focus on clinical outcomes and finding the most effective course of treatment for your needs right from the start, eliminating unnecessary barriers for building a family. To learn more about the Progyny benefit, review the Fertility Benefits Member Guide.

Progyny’s Pregnancy and Postpartum Support Program ensures you are supported every step of the way during your pregnancy journey through one-on-one support from a dedicated Pregnancy and Postpartum Coach (PPC). You’ll get to unlock access to exclusive resources that empower you with knowledge and confidence for the many milestones to come. Visit the Maternity Services including Pregnancy and Post Partum Support information on the Family Building Benefits site at www.t-mobilebenefits.com.

Through Progyny, all employees are eligible for an Adoption and Surrogacy reimbursement benefit on the first of the month following 30 days of employment. Eligible expenses are for those that are incurred while an employee is actively employed by T-Mobile and eligible for the benefit. To learn more about the Progyny benefit, review the Adoption and Surrogacy Overview.

Eligible expenses can be reimbursed as they are incurred so long as the request is submitted within 12 months of the date the expense was incurred.

To get started, review the Adoption and Surrogacy Overview on the Family Building Benefits site at www.t-mobilebenefits.com, then contact your dedicated Progyny Patient Care Advocate (PCA) at (833) 281-0076 to get set up. Make sure to submit your application for reimbursement within 12 months of the date the eligible expense is incurred.

As part of T-Mobile’s continued commitment in supporting the overall well-being of our expectant parents, T-Mobile offers doula support. If you choose a Progyny network doula, you get free services (no need to pay out of pocket and be reimbursed), or you have the option of choosing a doula outside of the Progyny network and can get  reimbursement of up to $2,000 per birth for doula care. Doulas can help provide continuous physical, emotional, and informational support to mothers before, during, and shortly after childbirth. For more information, including the program requirements and instructions for in network care or reimbursement, visit the Doula Support Overview information on the Family Building Benefits Page.

That is correct. T-Mobile does offer FREE money for daycare. This program is often referred to as Childcare Subsidy. Employees who have a household income of $99,000 or less are eligible to receive up to $3,000 per year funded to a Dependent Care FSA. Participation in the Dependent Care FSA is not required to be eligible for this benefit. However, participants must re-enroll each plan year.

To be eligible to receive the Childcare Subsidy, you must:

• Be a current T-Mobile USA benefit-eligible employee
• Have an annual base pay of $99,000 or less
• Have eligible childcare costs
• Be working or attending school and, if applicable, have a spouse or domestic partner working or attending school
• If your annual base pay is less than $63,000 per year, you would be eligible for $250 a month
• If your annual base pay is between $63,000.01 - $99,000 per year, you would be eligible for $175 a month
• The Childcare Subsidy benefit amount is designed and intended to be a per-household/family benefit, therefore:
  • If your Spouse or Domestic Partner is also a T-Mobile benefit-eligible employee, only one of you should enroll for the Childcare program. It is entirely up to you which one of you elects to enroll
  • If you have one or more children, the benefit is the same per household/family.

Employees can enroll online as a new hire, during Open Enrollment, or if you experience a qualified life event such as the birth of a child, marriage, or dependent eligibility change.

You are not required to contribute your own money to the Dependent Care Flexible Spending Account (FSA) in order to receive the Childcare Subsidy – this really is FREE MONEY to help with your childcare bills. If you are eligible, all you need to do is sign up. If you wish to contribute your own money to the FSA, in addition to the subsidy, that is still an option and will result in a greater tax advantage – however it is not required.

Yes, in order to participate in the Childcare Subsidy Program, you must re-enroll each year during Open Enrollment.

Eligible dependents include children under age 13 whom you claim as dependents for tax purposes. Disabled children aged 13 through 25 may be eligible for extended coverage, please contact the Benefits Center for additional information.

Yes, when you enroll in the Childcare Subsidy benefit, you will be required to enter dependent information and complete dependent verification, the same as when you enroll dependents in Medical, Dental, Vision, or Voluntary Life Insurance benefit plans. If your child is already covered under one of these other benefits, you’ll be able to select them from the drop-down menu. If they’ve previously been verified through the dependent verification process, no other information will be needed.

Elder care may be covered through T-Mobile's Dependent Care FSA. However, we are not offering a subsidy for these services at this time. To review eligible beneficiaries, providers and benefits for the Dependent Care FSA plan, go to t-mobilebenefits.com/login and follow the navigation to your MyChoice Account.

You will continue to receive Childcare Subsidy funding while on Leave of Absence. However, you cannot claim Childcare Subsidy expenses for services incurred during your Leave of Absence.

The Childcare Subsidy program is available during our Open Enrollment period, during your initial eligibility as a new hire, within 31 days of an eligible qualified life event (such as marriage, change of daycare providers, etc.) or within 60 days of a birth or adoption. Outside of these events, employees can call The Benefits Center to enroll, and coverage will be effective prospectively.

Any Childcare Subsidy funded to your account will be reported in box #10 on your W2 statement at the end of the year, regardless of if those funds were claimed against.

Yes, T-Mobile offers employee, spouse/partner, and child(ren) voluntary life insurance. Employees can elect these benefits separately and deductions are taken on a post-tax basis.

Yes, T-Mobile offers voluntary AD&D insurance for just the employee or the employee and their family. Employees can elect these benefits separately and deductions are taken on a post-tax basis.

Employees are required to complete an online Evidence of Insurability (EOI) form following certain voluntary life insurance elections.

• Employee Voluntary Life Insurance - if you are newly eligible or have a qualifying event, you can elect up to the lesser of 3 x your annual earnings, or $750,000 without EOI. You may enroll or increase your coverage by one level at Open Enrollment, up to $750,000 without EOI.
• Spousal/Partner Life Insurance – if you are newly eligible, have a qualifying event, or it’s Open Enrollment, you can elect up to $50,000 without EOI.
• Child(ren) Life Insurance – EOI is never required.

GTL is the value of employer provided group term life insurance in excess of $50,000. This amount can be considered taxable income by the IRS and will be reported in box 12 of your W-2. The tax calculation is based on your coverage amount, age, and IRS tax table. You cannot opt out of GTL enrollment.

The quick answer is no. T-Mobile offers Group Term Life Insurance, which does not have a cash value and will only pay at time of death or for a terminal illness in some situations. Only Whole Life Insurance Policies may offer some type of cash benefit. Should you leave T-Mobile, you will have the option to convert your life coverage(s) to an Individual Whole Life policy that would have a cash value. Note - the conversion policy rates differ from T-Mobile Group Term Life rates.

Our Group Life policy number is 402610. For more information about coverage amounts or premium costs, you may call the T-Mobile Benefits Center at 855-866-2367.

Short Term Disability: Contact Broadspire at 1-877-222-8705 for more information. Long Term Disability: Contact the Hartford at 1-855-899-2973 for more information.

Short- and Long-Term Disability benefits provide eligible employees with income protection in the event of a disability. You are eligible for short- and long-term disability, at no cost to you, on the first of the month coinciding with or following 180 days of continuous active employment.

• Short Term Disability - After a one-week unpaid waiting period, short term disability benefits will replace up to 85% of your pay* for up to 26 weeks for a new claim with a date of disability January 1, 2025 or after.
• Long Term Disability - After a 26-week waiting period, you may be eligible for Long Term Disability (LTD) benefits. Company provided LTD covers 50% of your regular monthly rate of pay*. For added protection, additional LTD coverage is available. Buy up options of 60% or 66 2/3% can be selected during the benefits enrollment period. Any increase in your coverage will require the completion of a health questionnaire. *For employees who are eligible for sales incentives, the benefit amount for T-Mobile paid leave plans (STD, LTD, Maternity, Bonding, PFL, and Military) is determined by the base pay listed in Workday plus annual target incentive pay. Target incentive pay only applies to incentive-eligible employees with a career band designated as SL, Customer and Frontline Experience Roles in T-Mobile for Business, and Customer Experience Center employees with a monthly incentive plan (i.e., not an annual corporate bonus plan). For more information about target incentives, leave, and pay, employees should refer to their incentive compensation plan, the Benefits summary plan description, or program documents.

Following 90 days of employment, full-time employees are eligible for the IRS maximum non-taxable benefit of $5,250 per calendar year and part-time employees are eligible for $2,500 per calendar year.

Start by reviewing the tuition assistance guidelines available at www.t-mobilebenefits.com. You can also log onto the EdAssist portal for even more information about the benefit, get free education coaching, and eligible employees can initiate an application. EdAssist is also available by telephone between 5 a.m. and 5 p.m. PT Monday through Friday at 877-276-7115.

This program follows the same eligibility rules that are in place for the normal T-Mobile 401(k) match. That means you can’t participate in this benefit until you’ve completed at least one year of service.

This benefit helps you earn the T-Mobile 401(k) employer match by using your qualified student loan payments during the plan year as if they were contributions you made from your paycheck to the 401(k) plan.

T-Mobile’s employer match is based on your 401(k) eligible earnings and what you contribute to the 401(k) plan from your paycheck. With this new benefit, T-Mobile’s contribution is based on any 401(k) contributions you make from your paycheck plus any qualified student loan payments you made during the benefit period. This means:

• If you can’t afford to contribute to your 401(k) plan, you can still earn your employer match just using your student debt payment amounts.
  • T-Mobile will make a matching contribution to your 401(k) plan after the end of the plan year.
• If you already do contribute to your 401(k) plan, but not enough to earn your full match, using your student debt payments will make up the difference you’re missing, thereby making you eligible for an increased employer match contribution.
  • You’ll continue to receive your regular 401(k) match each pay period calculated based solely on what you contribute from your paycheck.
  • Any additional match accrued from your student debt payments will be contributed to your 401(k) plan after the plan year ends.
• If you already contribute enough to meet your full match percentage, there’s no direct advantage to participating—but if you have student debt, your student loan payments will count in your favor if you want to or need to lower your regular deferral contributions later.

It’s always a good idea to actively save for retirement if you can afford to. You aren’t required to contribute to your 401(k) plan to participate in this benefit, but again—it’s always a good idea to contribute whatever you can.

No. Payments made prior to becoming eligible for the match do not count.

No. Only loan payments made after you enroll for this benefit and after you are eligible for T-Mobile’s 401(k) match will count. Don’t delay signing up if you are interested!

Yes, you can. If you need to stop participating for any reason, please reach out to Fidelity at 866-711-0350.

Yes. If you stop participating after enrolling for any reason or you initially opt out but then change your mind, you can re-enroll in the program by contacting Fidelity at 866-711-0350.

That depends. If you're unable to contribute enough to meet your full match, the benefit can help you meet your full match potential. But if you already contribute enough to meet your full employer match, you can't earn any more than that.

You can earn up to 4% of your eligible compensation, up to the IRS compensation limit. The IRS compensation limit for 2026 is $360,000 and indexed annually.

If you leave the company before receiving your employer contribution, you will still be eligible for the match on the student loan payments you made while enrolled in this benefit and employed.

If you’re eligible for the match, you’ll continue to receive your regular employer match each pay date you have a 401(k) contribution taken from your paycheck. Any additional match accrued from your qualified student debt payments will be contributed to your 401(k) plan after the plan year ends.

This calculation and deposit into your 401(k) account will typically occur by March of the following year, and is based on your compensation, 401(k) contributions, and student loan payments made during the prior year.

To increase or decrease your contribution, visit www.netbenefits.com or call Fidelity at 800-491-1014.

You can add federal or private (including state) student loans that are taken out in your name and serviced by a U.S.-based loan service provider and used to pay for you, your spouse, or your dependent's undergraduate or graduate higher education.

Yes, you can—as long as you’re making payments on your eligible student loans. Any payments made by you-even those made through garnishments that are applied to a qualified student loan will count toward your employer match. Please note this only applies to payments made directly against loan interest and principal; amounts paid as fees towards third-party collections agencies do not qualify.

After enrolling in this benefit, you can add you loans by entering your loan service provider and payment information and uploading a corresponding statement for verification. To ensure that your payment history is accurately reflected, it's a good idea to log in and update your payments every few months, though you can add payments and statements anytime.

You can add as many student loan accounts as you like, but you must have at least one verified student loan account to complete enrollment.

To remove your loans, please call Fidelity at (866) 711-0350.

Add your loan payments by following the steps below:

• Add payments by selecting the “View payments” link for the loan service provider you want to add a payment for.
• Then, select “Add payments” to get started.
• You’ll need to have the date the payment posted, the amount, and upload a loan statement to complete the process.

If you miss a payment, it won’t be included when calculating your T-Mobile employer match contribution to your 401(k) account, unless you make up that payment in the benefit period (plan year).

To ensure that your payment history is accurately reflected, it's a good idea to log in and review and update your payments every few months, though you can add payments and statements anytime. By doing that, it gives you an opportunity to:

• Double-check the accuracy of your payment history
• Add any missing payments
• Alert us to any other issues

If you think the transaction should be included select “Edit” (the pencil icon) for the posted transaction and upload a loan statement to provide that the transaction is a student loan payment.

You'll receive communications towards the end of the plan year with details about the deadlines to review your payments, so all your payment information for the plan period is captured and included.

The key benefit is tax savings. An average daily commuter in a major city like New York City can save up to $700 per year by electing commuter benefits.* If you have the option to use mass transit, you can save yourself time, money, hassle, and personal vehicle expenses by commuting to work with others. In addition to all that savings, you're also saving the earth by reducing your greenhouse gas emissions with regular use of mass transit.

*Average annual savings varies by location.

Commuter Account contribution limits are set annually by the IRS. In 2026, you may elect up to $325/month for transit expenses and up to $325/month for parking expenses. You may increase or decrease your election month to month, based on actual use.

You may choose to contribute above the IRS limit through post-tax deductions if your transit and parking needs exceed $325 per month.

Transit funds may be used to purchase fare for bus, subway, train, trolley, ferry and light rail, as well as verified carpooling programs, such as a metro vanpool.

Parking funds may be used to pay for work-related parking expenses, such as parking garages/lots, meters, and parking expenses incurred near a transit station.

Using your transit benefits

When you sign up for a commuter transit account, your employer will deduct the amount you choose from your pay on a pre-tax basis. You may choose to contribute above the IRS limit through post-tax deductions if your transit and parking needs exceed $325 per month. You will receive your Visa® card in the mail that can be used to purchase transit passes from your transit authority directly or pay for your vanpool transportation costs. Note: If you are also enrolled in a Health Care FSA, you will use the same card for both accounts.

The transit card has tight IRS regulations. The card can be set up as the funding source for most transit agency “smart cards.” This allows your transit pass to be automatically funded each month using the funds placed on your card. You may also purchase transit passes from credit card terminals that ONLY sell transit passes.

For example, if you are at the transit agency and purchase a pass at a kiosk, the card will work. If you are at the transit agency window where they sell items in addition to transit passes, the card will decline. No matter the type of transportation, a manual claim is not possible.

Using your parking benefits

When you sign up for a commuter parking account, your employer will deduct the amount you choose from your pay on a pre-tax basis. You will receive a Visa® debit card in the mail that can be used to purchase parking from designated kiosks.

The parking card will only work at parking locations that have a credit card machine that has Parking for the Merchant Category Code (MCC). If for some reason you can’t use the card to pay for parking, you may file a reimbursement claim through MyChoice Accounts. You have 180 days from the date of service to submit parking claims.

You can manage your Commuter Account(s) via the MyChoice Accounts dashboard or the MyChoice benefits app. You can do things like:

• Check your balance and update your contribution amount
• Review recent transactions
• Submit claims for reimbursement for parking expenses
• Check the status of reimbursement claims

Yes. The parking card will only work at parking locations that have a credit card machine that has Parking for the Merchant Category Code (MCC). If for some reason you can’t use the card to pay for parking, you may file a claim through MyChoice Accounts to be reimbursed.

No. The IRS does not allow transit claim reimbursement. In order to stay compliant with the transit benefits use your MyChoice Accounts debit card. The card can be set up as the funding source for most transit agency Smart Cards. This allows your transit pass to be automatically funded each month using the funds placed on your card. You may also purchase transit passes from credit card terminals that ONLY sell transit passes. Finally, you may set up the card to pay for certified vanpools.

LiveMagenta is T-Mobile’s wellbeing program designed to support you and your household family members through life’s challenges. It’s available at no cost and provides confidential support for mental health, everyday needs, financial guidance, and overall wellbeing. LiveMagenta includes enhanced mental and emotional support through Lyra Health, financial coaching through My Secure Advantage (MSA), and wellness resources through Grokker.

LiveMagenta provides enhanced mental and emotional support through Lyra Health, T-Mobile’s mental health and wellbeing partner. Lyra offers a guided, personalized experience to help you connect with the right care.

• Lyra Mental Health Support (EAP): Connect confidentially with a Lyra Care Navigator who helps assess your needs and connect you to therapy, coaching, digital programs, or other appropriate support. Eligible employees and household members receive up to 10 free counseling sessions per topic, per year with licensed providers.
• Lyra Renew: A therapist-guided digital program designed to support ongoing symptoms of anxiety, stress, burnout, depression, and substance use concerns through structured exercises and progress tracking.
• Mental Health Evaluations: Clinical mental health evaluations conducted by doctoral-level clinicians to support behavioral-health-related leave needs, treatment recommendations, and return-to-work planning, when appropriate.
• Dedicated Resource Coordinator: For non-clinical needs, Lyra may connect you with a Dedicated Resource Coordinator who helps locate and access everyday and community resources such as childcare, elder care, housing support, and other practical services.

Beginning in 2027, we’re expanding Lyra support with new programs focused on neurodiversity and pediatric and young adult mental health.

These programs are designed to help employees and families get connected to specialized guidance, resources, and care options through Lyra. Most resources will be available through Lyra’s EAP at no cost to members, with some services requiring T-Mobile medical coverage as noted below.

Neurodiversity support
Employees and household members will have access to expanded support for families navigating neurodiversity, including help understanding care options, coaching, caregiver resources, education, neuropsychological evaluations, and connections to appropriate Lyra support.

Important note: Employees enrolled in an HSA-qualified medical plan will need to access neuropsychological evaluations through their T-Mobile medical insurance. Depending on the plan and deductible status, cost share may apply.

Pediatric and young adult mental health support
Families will have access to expanded support for children, teens, and young adults, including therapy, parent and family support, care management, urgent care support, and higher-acuity care options when clinically appropriate.

Important note: Medication management services within either program require enrollment in T-Mobile medical coverage, which includes prescription drug coverage. The Virtual Intensive Outpatient Program requires enrollment in a T-Mobile medical plan.

You can connect with Lyra at any time for confidential support.

• Website: livemagenta.lyrahealth.com
• Phone: (855) 780-5958

A Lyra Care Navigator will help guide you to mental health support and next steps. If your needs are non- clinical, you may also be connected with a Dedicated Resource Coordinator for everyday and community resources.

LiveMagenta includes financial coaching and resources through My Secure Advantage (MSA).

• Certified financial coaching: Support with budgeting, debt management, saving, retirement planning, and everyday financial decisions.
• Financial education tools: Resources designed to help you build confidence and take action.

LiveMagenta includes access to Grokker, a digital wellness platform offering expert-led content focused on fitness, nutrition, sleep, stress management, and overall physical wellbeing. Grokker allows you to engage in healthy habits on your own schedule and at your own pace.

All employees and their household family members (spouse, partner, and children) are eligible for LiveMagenta benefits starting on the first day of employment. You do not need to be enrolled in a T-Mobile medical plan to use the program. Some services, such as medication management or prescriptions, may require coverage through a medical plan and are subject to your health plan benefits.

2027 enrollment:
Beginning with this Annual Enrollment, enroll in Critical Illness, Hospital Indemnity, Accident, and Legal through t-mobilebenefits.com/login for 2027 coverage. Pet Insurance, Identity Protection, Long Term Care + Life, Fitness, and Auto/Home Insurance continue through the Added Benefits site.

No, T-Mobile does not contribute towards the cost of these benefits, but since you’re accessing them via T-Mobile, you do get to take advantage of group-discounted rates. All deductions are taken on a post-tax basis.

You can pay for these plans through payroll deduction on a bi-weekly basis. Some plans you can also pay for directly with the carrier, like auto/home insurance and fitness.

2027 enrollment: Beginning with this Annual Enrollment, enroll in Critical Illness, Hospital Indemnity, Accident, and Legal through t-mobilebenefits.com/login for 2027 coverage. Pet Insurance, Identity Protection, Long Term Care + Life, Fitness, and Auto/Home Insurance continue through the Added Benefits site.

For information about the Aflac Supplemental Health plans or MetLife Legal plans, visit www.t-mobilebenefits.com.

For all other plans, call 1-855-845-0543 or click here to find out more, or go to the Added Benefits site to enroll.

Pet Insurance, Identity Protection, Long Term Care + Life, Fitness, and Auto/Home Insurance are available through the Added Benefits site. For 2027 coverage, enroll in Critical Illness, Hospital Indemnity, Accident, and Legal through t-mobilebenefits.com/login, beginning with this Annual Enrollment.