JPS Health Network 457 Plan

The JPS Health Network 457 Plan is an eligible deferred compensation plan under Code section 457(b). It is sponsored by the JPS Health Network. The purpose of the Plan is to provide deferred compensation to Team Member of the Employer and their Beneficiaries.

This SPD is a brief description of the terms of the Plan as in effect July 26, 2017. It is not meant to interpret, extend or change the Plan in any way. A copy of the Plan is on file with Plan Administrator and may be reviewed by any Participant or Beneficiary at any reasonable time. The Plan Document governs in the event of any discrepancy between this SPD and the actual provisions of the Plan Document.

Please note, although this document is called an SPD, this plan, as a plan sponsored by a governmental entity, is not subject to the Employee Retirement Income Security Act of 1974, as amended.

For assistance, contact the Plan Administrator or Empower at 1-855-756-4738

All regular full-time and regular part-time Team Members of the Employer, to include "residents" who are in post-graduate physician-in-training status, employed by JPS and whose clinical work is supervised by teaching staff appointees of JPS are eligible to participate in the Plan, with the exception of any individual classified on the Employer's records as an agent, leased team members, temporary team members or similar classification, and independent contractors. You are eligible to begin participating immediately in the calendar month that you are eligible.

If you are eligible, you may elect to participate in the Plan by entering into an Enrollment Agreement. To commence your participation, please enroll in the Plan through the Empower web site at www.empowermyretirement.com or by contacting Empower at -1-855-756-4738. Once you have completed the enrollment process, your enrollment in the Plan will go into effect as soon as administratively practicable, but no earlier than as of the first payroll period in the calendar month following your executed Enrollment Agreement.

You will cease to be a Participant once you are no longer entitled to any benefits under the Plan.

You may elect to make pre-tax elective deferrals and Roth elective deferrals to the Plan each payroll period of up to 100% of your Includible Compensation. Roth elective deferral contributions will be treated as pre-tax elective contributions for all purposes under the Plan. Your elective deferrals are deducted from your Includible Compensation on a pre-tax basis each pay period after your Enrollment Agreement has taken effect. Your Roth elective deferrals are deducted from your Includible Compensation on an after-tax basis each pay period after your Enrollment Agreement has taken effect.

JPS Health Network does not make any employer contributions to the Plan, as either a matching or nonelective contribution.

If you are eligible to make elective deferrals or Roth deferrals to the Plan, you may make a rollover contribution to the Plan of pre-tax amounts from another eligible retirement plan. The Plan Administrator may require documentation from the distributing plan to effectuate the rollover and to confirm that such plan is an eligible retirement plan.

You or your Beneficiary may elect to transfer into your Account amounts from another plan of the same type, provided the following conditions are satisfied:

- The transferor plan must be an eligible Internal Revenue Code section 457(b) plan that provides for transfers;
- Amounts must be transferred directly to the Plan from the transferor plan without first being distributed to you or your Beneficiary;
- After the transfer, you or your Beneficiary must have deferred compensation immediately after the transfer at least as equal to the amount deferred immediately before the transfer; and
- You have severed employment with the transferor employer and are performing services for the Employer (this requirement does not apply in the case of a Beneficiary).

The Plan Administrator may request such documentation from the transferor Plan as it deems necessary to effectuate the transfer, to confirm that the transferor plan is an eligible Internal Revenue Code section 457(b) plan, and to assure that transfers are provided for under the transferor plan.

You may modify your Enrollment Agreement at any time to increase, decrease, or completely suspend the amount of your elective deferrals. To modify your Enrollment Agreement, please log on to the Empower web site at www.empowermyretirement.com or contact Empower at 1-855-756-4738. Changes to your Enrollment Agreement will go into effect no earlier than the first payroll period beginning in the calendar month following the date on which your revised Enrollment Agreement is executed.

For 2026, the base contribution limit for a governmental 457(b) plan is $24,500 (or 100% of your includible compensation, whichever is less).

Depending on your age and proximity to retirement, you may be eligible to contribute even more:Age 50 or older (Standard Catch-Up): You can contribute an additional $8,000, bringing your total annual limit to $32,500.Ages 60 through 63 (SECURE 2.0 Catch-Up): You can contribute an additional $11,250, bringing your total annual limit to $35,750.

Special Pre-Retirement Catch-Up: If you are within three years of your plan's "Normal Retirement Age," you may be able to contribute double the base limit, for a total of up to $49,000.

Note: If you earn more than $150,000 in the prior year, any catch-up contributions must be made as after-tax Roth contributions. 457(b) limits are completely separate from any other 401(k) or 403(b) plans you may also contribute

If you also participate in an eligible plan described in Internal Revenue Code section 457(b) sponsored by another employer, then this Plan and all other such plans will be considered as one plan for purposes of applying the limits on elective deferrals. You must notify Empower if you participate in any other Internal Revenue Code section 457(b) plans to ensure that these limits are properly applied. The Employer, Plan Administrator, and Empower are not liable for any adverse tax consequences if you fail to notify Empower. However, if you participate in another type of plan you may contribute up to each plan's limit for each plan year without violating the limits in this Plan.

In order to take advantage of many of the Plan's features, including enrollment, Beneficiary designation, distribution of your Account, and selection of investment funds, you will need to contact Empower through the Empower web site or by telephone.

You may contact the Empower call center at (1-855-756-4738). The Plan's voice response system is generally available 24 hours a day, 7 days a week. Customer service representatives are generally available Monday through Friday, from 8 a.m. to 9 p.m., Eastern time.

Electronic access can be obtained through the Empower web site at www.empowermyretirement.com. The Plan's web site is generally available 24 hours a day, 7 days a week.

Once enrolled in the Plan, the Plan Administrator will establish an Account in your name to keep track of your contributions, including earnings, losses and expenses attributable to these contributions. Plan assets (and all earnings attributable to these amounts) will be held in trust for the exclusive benefit of you and your Beneficiaries. Plan assets are not subject to the claims of the Employer's general creditors.

The Plan Administrator has the sole authority to determine and select the investments in which your Account will be deemed allocated and may change these funds at any time. Pursuant to procedures adopted by the Plan Administrator, you may select which of these investment funds your Account should be deemed allocated for purposes of measuring the earnings, gains, losses and expenses attributable to your contributions. To select among these investment funds, please log on to the Empower web site at www.empowermyretirement.com or contact Empower at (1-855-756-4738).

Please note, you alone are responsible for selecting the investment funds in which your Account will be deemed to be invested. This means that you, not the Employer, the Plan Administrator, Empower, or any of their team members are responsible for investment decisions relating to the assets deemed held in your Account.

The term "vested" refers to your nonforfeitable right to the amounts in your Account.

General Rule: You are always 100% vested in your Account.

Distribution of your Account may begin at any time following the earlier of (1) the date on which you sever employment with the Employer for any reason, including, due to retirement, death, resignation or dismissal with or without cause, or (2) the year in which you reach age 70½. In no event may distribution of your Account begin later than April 1 of the calendar year following the calendar year in which the later of your retirement or attainment of age 70½ occurs. Spousal consent is not required for distributions from the Plan.

Following your termination of employment, you may elect to have your Account distributed in one of the following forms:

- Lump Sum Distribution: You may elect to receive your Account as one lump sum payment;
- Installment Payments, Period Certain: You may elect to receive your Account in approximately equal quarterly, semi-annual or annual installment payments, continuing for a period certain chosen by you;
- Annuity Policy Payments: Subject to requirements under the Code, you may elect to receive your Account in payments equal to the payments made by the issuer in accordance with a retirement annuity policy acquired by the Employer.

Effective October 23, 2017, spousal consent is no longer required for payment of any form of distribution elected by you.

To elect a distribution form, please log on to the Empower web site at www.empowermyretirement.com or contact Empower at (1-855-756-4738). If you do not timely elect a distribution option, your benefit will be distributed to you as one lump sum payment.

If the value of your Account is less than $500 at the time you sever employment from your Employer, the Plan shall distribute your Account balance in a lump-sum payment within a 180-day period following your severance from employment.

You may receive a distribution of the portion of your Account that is reasonably necessary to meet an unforeseeable emergency, so long as the need may not be relieved through other resources.

Unforeseeable emergencies involve financial hardships caused by:
- A sudden unexpected illness or accident of the Participant or Beneficiary, his or her spouse, or a dependent of the Participant or Beneficiary;
- Loss of the Participant's or Beneficiary's property due to casualty;
- Imminent foreclosure of or eviction from the Participant's or Beneficiary's primary residence;
- The need to pay for medical expenses;
- The need to pay for the funeral expenses of a spouse or a dependent; or
- Other similar and extraordinary unforeseeable circumstances arising as a result of events beyond the control of the Participant or Beneficiary.

The determination as to whether such an unforeseeable emergency exists shall be based on the merits of each individual case.

If you die after you begin receiving benefits from the Plan, but before your entire Account has been distributed to you, your Beneficiary will receive the value of your Account in a lump sum as soon as administratively practical after your death.

If you die before you begin receiving benefits from the Plan, your Beneficiary may elect to receive the value of your Account in any form that would have been available to you as a Participant.

To designate a Beneficiary or Beneficiaries, please contact Empower at (1-855-756-4738) or use the Empower web site at www.empowermyretirement.com. Your Beneficiary designation will not be effective unless filed in a manner consistent with the procedures adopted by the Plan Administrator. If you are married, your spouse's consent witnessed by a notary public will be required to designate a Beneficiary other than your spouse.

If you do not make a valid Beneficiary designation, your designation lapses, or your Beneficiary does not survive you, then your Beneficiary will automatically be your spouse, children in equal shares, parents, and then your estate.

If you designate your spouse as your Beneficiary but then get divorced without being subject to a valid domestic relations order, your former spouse will continue to be your Beneficiary unless you designate a new Beneficiary, are remarried, or become subject to a domestic relations order that names another Beneficiary for your Account.

Effective June 26, 2013, for Plan purposes, the determination of whether an individual is a person's "spouse" or "surviving spouse" shall not be made by applying the provisions of the Defense of Marriage Act of 1996. Effective September 16, 2013, in accordance with Revenue Ruling 2013-17, the term "spouse" or "surviving spouse" will include the same-sex spouse of an individual whose marriage is validly entered into in a state whose laws authorize the marriage of two individuals of the same sex, even if the individuals are domiciled in a state that does not recognize the validity of same-sex marriages. Individuals who have entered into a registered domestic partnership, civil union, or other similar formal relationship that is not denominated as marriage under the laws of that state, shall not be treated as married under the Plan.

You are required by law to start receiving minimum required distributions from the Plan no later than April 1 of the calendar year following the calendar year in which you turn age 70½ or retire, whichever occurs later. Once you start receiving minimum required distributions you must receive them at least annually. Also, distributions to Beneficiaries must commence within certain periods required by the Internal Revenue Code. Please contact your individual tax advisor for more information about minimum required distributions.

You or your Beneficiary may elect to transfer all or a portion of your Account to another plan of the same type that agrees to accept the transfer, provided the following conditions are satisfied:

- The transferee plan must be an eligible Internal Revenue Code section 457(b) plan;
- Amounts must be transferred directly from the Plan to the transferee plan without first being distributed to you or your Beneficiary;
- After the transfer, you or your Beneficiary must have deferred compensation immediately after the transfer at least as equal to the amount deferred immediately before the transfer; and
- You have severed employment with the Employer and are performing services for the transferee employer (this requirement does not apply in the case of a Beneficiary).

The Plan Administrator may request such documentation from the transferee Plan as it deems necessary to effectuate the transfer, to confirm that the transferee plan is an eligible Internal Revenue Code section 457(b) plan, and to assure that transfers are provided for under the transferee plan.

You or your surviving spouse Beneficiary may elect to roll over all or part of a distribution that is an "eligible rollover distribution" to an IRA or to an eligible retirement plan that accepts rollover contributions. An eligible rollover distribution includes most payments that are not (1) minimum required distributions, (2) installment payments for periods lasting 10 years or more, or (3) hardship withdrawals (unforeseeable emergencies). Your non-Spouse Beneficiary (if applicable) may elect to roll over all or part of an eligible rollover distribution to an IRA that will be treated as an inherited IRA for purposes of the Internal Revenue Code.

You or your surviving Spouse Beneficiary may roll over your distribution by:
- Having your distribution directly rolled over (a "direct rollover") from this Plan to an IRA or to an eligible retirement plan; or
- Receiving a distribution of your Account in cash and then contributing the amount distributed (or a portion of this amount) to an IRA or to an eligible retirement plan (an "indirect rollover"). If you elect this option, you must generally roll over the distribution within 60 days of receipt.

Your non-Spouse Beneficiary may roll over your distribution by having your distribution directly rolled over to an inherited IRA.

Loans are not available from this Plan.

Your Account may not be transferred, sold, assigned or used as collateral for a loan outside of this Plan, except to the extent required by law. Creditors may not attach, garnish, or otherwise interfere with your Account balance except in the case of a domestic relations order.

A domestic relations order is a special order issued by a court in a divorce, child support or similar proceeding. In this situation, your spouse, former spouse, child, or other dependent, may be entitled to receive a portion or all of your Account balance. The Plan Administrator has established special procedures for processing domestic relations orders. To request copies of these procedures, without charge, please contact Empower at 1-855-756-4738 or use the Empower web site at www.empowermyretirement.com.

The Employer may amend the Plan at any time.

The Employer has no legal or contractual obligation to continue the Plan. While the Employer intends to continue the Plan indefinitely, it reserves the right to change or terminate the Plan at any time as circumstances may dictate. If the Plan is terminated, Empower and the Plan Administrator will, to the extent permitted by law, facilitate the distribution of your Account balance as soon as administratively practicable.

The Plan Administrator and its delegates have the power and discretionary authority to construe the terms of the Plan and to determine all questions that arise under it. Such power and authority include, for example, the administrative discretion necessary to resolve issues with respect to an Team Member's eligibility for benefits or to interpret any other term contained in the Plan Document and any documents related to the Plan. The Plan Administrator and its delegates' interpretations and determinations are binding on all Participants, Team Members, former Team Members, and their Beneficiaries and are intended to be afforded the maximum deference under the law.

In the event of a mistaken payment or an overpayment of a benefit from the Plan, the Plan Administrator may attempt to recoup such overpayment in any manner it deems appropriate, including, but not limited to, reducing a Participant's future Plan benefit payments or wages to recover an overpayment (and any legally permissible interest that may be imposed on the overpayment).

Participation in the Plan does not guarantee your right to employment with the Employer. Further, nothing set forth in this SPD should be interpreted to give you or your Beneficiary any legal or equitable rights against the Employer.

If you are on a military leave of absence, contributions to the Plan stop for as long as the leave continues. However, federal law provides rights to certain reemployed veterans for service credit and makeup contributions for all or a portion of the period of military service.

If you are on a military leave of absence, you may be eligible to receive an "in service" distribution of your Account. If you elect to receive this "in service" distribution of your Account, your elective deferrals will be suspended for six months.

Please contact Empower for more information.

All fees and expenses incurred in connection with the administration and operation of the Plan, including legal, accounting, actuarial, investment, management, and administrative fees and expenses, may be paid from the Plan's assets, thus reducing the value of your Account. Descriptions of fees and expenses are described in the investment fund materials provided to you by Empower when you first became eligible to participate in the Plan, or in updated materials provided from time to time. If you would like to receive additional copies of these materials, please contact Empower at (1-855-756-4738) or use the Empower web site at www.empowermyretirement.com.

The Plan may use electronic communications to the extent that the Employer provides for their use. Any reference to a communication of any kind in "writing" in this SPD includes the use of any approved electronic communication method.

Plan Name: JPS Health Network 457 Plan
Plan Type: Eligible deferred compensation plan under Internal Revenue Code section 457(b)
Summary Plan Description Effective: July 26, 2017
Plan Year End: December 31

Plan Sponsor / Employer:
JPS Health Network
1500 S. Main Street
Fort Worth, Texas 76104
Phone: 1-817-927-1230
Employer Identification Number: 75-6000439

Plan Administrator:
JPS Health Network
1500 S. Main Street
Fort Worth, Texas 76104
Phone: 1-817-927-1230

Plan Trustee:
Empower
8515 East Orchard Road
Greenwood Village, CO 80111
Phone: 1-855-756-4738

Recordkeeper / Administrator:
Empower
Phone: 1-855-756-4738
Website: www.empowermyretirement.com

Account: The account established by the Plan Administrator on your behalf to record your elective deferrals, rollover contributions, transfers and any income, expenses, fees, gains or losses thereon, and the amount of any distributions made to you or your Beneficiary.

Beneficiary: The person or persons you designate to receive any benefits payable under the Plan in the event of your death.

Team Member: A common law employee of the Employer on its United States payroll.

Enrollment Agreement: An agreement between you and the Employer under the terms of which the Employer agrees to make certain contributions on your behalf.

Includible Compensation: For purposes of computing contributions under the Plan, Includible Compensation generally means your regular pay as paid by the Employer and reported as "wages" on your annual Form W-2, plus cashouts of accrued sick pay, back pay, and vacation pay (to the extent permitted under IRS rules). Your Includible Compensation is calculated before your pay is reduced for contributions to the Plan or to an Employer-sponsored cafeteria plan. The maximum amount of Includible Compensation that may be taken into account each Plan Year for the 2026 calendar year is $360,000.

Participant: An eligible Team Member who is entitled to any benefits under the Plan.

Plan: JPS Health Network 457 Plan.

Plan Document: The written document detailing the provisions of the Plan.

Plan Year: The twelve-month period ending on the last day of December.

SPD: This summary plan description.

Retirement Service Center

1-817-702-1030

Email