Aetna Premier Care Network Plus Multi-Tier (APCN+)

REI is moving to Aetna’s high performance network, the Aetna Premier Care Network Plus Multi-Tier (APCN+). This change creates a tiered network within the Saver and Choice Medical Plans. The Saver and Choice Medical Plans now have three tiers of providers:

• Tier 1 – Maximum Savings Providers: Using providers in this tier will provide maximum savings; the plan will pay more when you use a Tier 1 provider. Tier 1 providers are top-performing doctors, hospitals and clinics. 
• Tier 2 – Standard Savings Providers: You’ll still be covered when you use Tier 2 providers, but the plan will pay less for your care at the time of service.
• Tier 3 – Out-of-Network: Using these providers will result in the lowest amount of savings or no coverage at all if offered with an in-network-only plan.

Action you need to take:

• If enrolling, you’ll need to confirm the tier your provider is in.
  • Use the Aetna Docfind.
  • You’ll receive higher quality care at the lowest cost when you use an in-network Maximum Savings provider designated with a teal banner.
• Provide your new Aetna ID card to your doctor’s office beginning January 1, 2026. New cards will be mailed to the home address we have on file, or you can find your new card online at aetna.com or through the Aetna Health app.

Out-of-Network Reimbursement Level

The reimbursement level for out-of-network claims is changing for the Saver and Choice plans. If you see an out-of-network provider, the amount the plan reimburses may be lower, and you could see an increase in balance billing from your out-of-network provider. To pay less for your care, find an in-network provider.

Lantern Surgery Network

Lantern, available to you and your eligible dependents if you’re enrolled in the Saver or Choice Medical Plans, connects you to board-certified surgeons with little to no out-of-pocket costs for eligible planned procedures. Lantern’s dedicated Care Advocates provide personalized support through your surgery journey; handle scheduling and paperwork; and act as your go-to resource before, during and after your procedure.

What does Lantern cover?

• Personalized guidance to help you choose the right surgeon
• Consultations and appointments with your Lantern surgeon
• Anesthesia, procedure and hospital or surgery center fees
• Step-by-step support from your dedicated Care Advocate

To confirm if you or your eligible dependents qualify for Lantern—or to learn more about costs and what’s covered—contact Lantern at 1-855-317-6383 or visit lanterncare.com/for-members and create an account to get started.

Hinge Health

Hinge Health will no longer be offered to employees enrolled in the Saver or Choice Medical Plans. If you need to continue care for musculoskeletal issues, you can use Aetna Docfind through your medical plan to find a provider.

Out-of-Network Coverage

If you work in Alaska or Montana, the new Aetna Premier Care Network Plus Multi-Tier will apply if you see an out-of-network provider. You’ll need to confirm that you’re seeing an in-network provider through Aetna’s provider search.

For employees in Washington, California and Colorado, we’re adding a High Deductible Health Plan (HDHP) from Kaiser. With an HDHP, you can participate in a Health Savings Account (HSA) through HealthEquity to set aside pre-tax funds for eligible out-of-pocket medical expenses. For more information—including how this plan compares to the Kaiser HMO plan—see the benefits plan information and costs tool.

Pharmacy

REI is changing its pharmacy benefit provider from Express Scripts to Optum Rx. Here’s what this means for you:

• New ID cards: You’ll receive a new pharmacy ID card from Optum Rx in late December 2025. Be sure to present this card at the pharmacy starting January 1, 2026.
• Prescription transfers: Most active prescriptions will transfer automatically to Optum Rx. However, controlled substances and expired prescriptions may require a new prescription from your provider. Optum Rx will mail information to your home in December if you need to take action. 
• Mail-order prescriptions: If you use mail order, you’ll need to set up a new account with Optum Rx. Instructions will be mailed to your home in December.
• Pharmacy network: Optum Rx has a broad network of retail pharmacies. You can check participating pharmacies here.

Average Weekly Hours

Part-time employees will need to average 23 hours over an evaluation period to become eligible for the Full Benefits Plan. This change will begin with the ongoing evaluation period that runs from October 3, 2025, to October 4, 2026, and determines eligibility for the 2027 plan year.

Employees who were hired on or before December 1, 2025, and are still in their initial evaluation period will continue to have their initial evaluation period measured based on 20 hours.

Dependent Audit

After Open Enrollment ends, if you have elected dependent coverage (i.e., coverage for a child, spouse or life partner), you’ll be required to submit documentation to verify that the dependents you have enrolled in health care coverage meet the rules as defined in REI’s health plan. Our third-party administrator, Verifi1, will mail you information related to this required documentation in early 2026. Please ensure that your home address and personal email address on file are accurate.

Below are a few examples of documents you could be asked to provide. This is not an exhaustive list of acceptable documents. A list of acceptable documents will be provided with the communication to be sent in early 2026.

• Spouse or life partner: Two documents will be required—marriage certificate, domestic partner affidavit, common-law affidavit, civil union and one additional joint document. These documents must be current, show both your name and your spouse’s name along with your address and be on an official letterhead.
• Child(ren): Birth certificate, court-appointed adoption papers, foster care papers, official hospital, court-approved support order.

Default Benefits Enrollment

Beginning January 1, 2026, employees who become newly eligible for the Full Benefits Plan will need to actively enroll in benefits coverage. REI will no longer default employees into the Saver Medical Plan if they don’t take action to enroll.

Health Care FSA

Beginning in 2026, there are two changes to HCFSA rollovers.

1. The HCFSA rollover limit will align with the IRS maximum. For employees that elect a Health Care FSA or Limited-Use Health Care FSA, the rollover amount will increase, allowing employees to roll over up to $660 into the 2027 plan year.
2. For employees that elect a Health Care FSA or Limited-Use Health Care FSA, a one-year rollover limit is being implemented. To keep your rollover, you must actively enroll each plan year or your remaining funds will be forfeited.
   • For example: 2026 election allows up to $660 to roll into 2027. If you do not re-enroll in 2027, those funds remain available only through that year. Without an active election for 2028, any remaining balance at the end of 2027 will be forfeited.

Dependent Care FSA

• Part-time employees eligible for the Full Benefits Plan will be able to elect a Dependent Care FSA. A Dependent Care FSA can be used to pay for dependent care expenses while you are at work, such as preschool, summer day camp or before-or-after school programs and child or elder care. Dependent Care FSAs cannot be used for reimbursement of dependent health care costs. To learn more about the Dependent Care FSA, read DCFSA – 5 Rules You Need to Know.

Washington Paid Family Leave Offsets

Beginning in 2026, employees working in Washington who are out for the birth of a child, taking bonding leave or caring for a family member will have their REI disability pay or REI parental bonding pay offset (reduced) by the amount they are expected to receive through WA Paid Family and Medical Leave benefits.

Delaware Paid Leave

Delaware Paid Leave will provide paid leave to employees who have been employed for at least one year and have worked at least 1,250 hours with a single employer. To fund the program, which begins in January 2026, deductions for Delaware Paid Leave will begin in January 2025. The rate which is guaranteed through 2026 is 0.8% of wages and will be funded through a combination of employee and employer contributions.

Beginning in 2026, Delaware Paid Leave offers paid leave to eligible employees. If their leave is approved, employees receive up to 80% of their wages (up to $900 per week) and are limited to a maximum of 12 weeks of total for the following reasons:

• Care for a new child (up to 12 weeks per year),
• Care for a family member with a serious health condition (up to six weeks, every 24 months),
• Address a personal serious health condition or injury (up to six weeks, every 24 months), or
• Assist while loved ones are on overseas military deployment (up to six weeks, every 24 months).

For additional information, please see the Delaware Paid Family Leave website.

Minnesota Paid Leave

Beginning in January 2026, employees working in Minnesota can take paid leave under Minnesota Paid Leave. Paid leave is paid for by premiums split between the employee and employer. Starting in January 2026, you will see a new Minnesota Paid Leave tax deduction on your pay statement. You can estimate how much will be deducted from your paycheck for Paid Leave with the Premium Calculator. Minnesota Paid Leave provides up to 20 weeks of time off each year to care for yourself and your family. The Paid Leave offers partial wage replacement; weekly payments cannot exceed the states average weekly wage of $1,423 per week. To receive payments, you must have earned at least 5.3% of the state’s average annual wage (about $3,900) in the past year.

Employees can take:

• Up to 12 weeks of Medical Leave (for yourself) to take care of yourself for a serious health condition, including pregnancy, childbirth, recovery or surgery
• Up to 12 weeks of Family Leave (to care for someone else) to:
  • Bond with a child through birth, adoption or foster placement
  • Care for a loved one with a serious health condition
  • Support a military family member called to active duty
  • Respond to certain personal safety issues such as domestic violence, sexual assault, stalking or similar issues

You can take both types of leave in the same year, but you can’t exceed 20 weeks total within a benefit year.

For additional information and to apply for Minnesota Paid Leave, see the Minnesota Paid Leave website.

Long-Term Disability and COBRA Coverage

Employees who are approved for Long-Term Disability and are no longer able to return to work will receive four months of subsidized COBRA from REI.