Symetra is offering the COVID-19 Deductible Savings Endorsement with all Symetra Stop Loss policies with effective dates from January 1—December 31, 2021 in approved states. Offered at no additional cost, this endorsement provides an opportunity for a reduced Specific deductible when a covered claimant has a primary diagnosis of COVID-19. For details, including state availability, contact your Symetra representative.

We understand the COVID-19 pandemic may impact your ability to make timely payments on your Symetra coverage. Recognizing this, for premiums due in March, April, May, June or July 2020, we will extend the date your premium is due by one month—or longer, if required by state mandates. For example, premium due on April 1 is now due May 1, plus the grace period as outlined in your policy.

For premium due on or after August 1, 2020, the grace period extensions will end and the grace period set forth in the Stop Loss Policy will apply.

As the COVID-19 situation changes on a daily basis, we will monitor our premium grace period policy and advise if future adjustments are needed.

For policies with 2020 effective dates, Symetra will continue coverage under the stop loss policy for claims from employees and eligible dependents that no longer meet the plan’s eligibility requirements as a result of the impact of COVID-19 on the employer’s workforce (including claims from employees experiencing a furlough or reduction in hours), provided that the employer continues to treat such employees as eligible under the plan, and premiums for such employees continue to be paid.

We are not requiring the employer to amend their plan document mid-year to continue this coverage. However, the plan document must be updated for the following plan year.

For employers that have purchased aggregate coverage, please note that enrollment changes in your plan (including enrollment changes due to the impact of COVID-19) affect the calculation of the aggregate attachment point, which in turn affects whether an aggregate excess loss benefit becomes payable under the policy. If you have any questions about how enrollment changes in your plan could impact your aggregate coverage, please contact your Symetra stop loss representative.

At this time, Symetra will not extend stop loss coverage for employees or dependents that were permitted to enroll in the plan through a midyear election, including a midyear election that complies with Notice 2020-29 and/or Notice 2021-15. Midyear election changes currently allowed by the plan and by applicable Treasury Regulations (for example, when an employee experiences a "life event" such as a marriage, birth, adoption of a child, and various employment status changes) will continue to be permitted.

We will continue to monitor developments in this area and advise if future adjustments are needed. If you have questions about how a potential amendment to your plan could impact your stop loss coverage, please contact your Symetra stop loss representative.

On March 31, 2020, the U.S. FDA launched a program designed to expedite the development of potentially safe and effective life-saving COVID-19 treatments. The program is known as the Coronavirus Treatment Acceleration Program (CTAP). The program's goal is to bring new therapies to sick patients as quickly as possible, while at the same time supporting research to further evaluate whether these medical countermeasures are safe and effective for treating patients infected with the virus.

For policies with 2020 effective dates, if an employer accepts experimental COVID-19 treatment options as covered expenses under the plan, Symetra will accept the charges as covered expenses under the stop loss policy; the plan document must be updated to include such therapies and treatments for the next plan year. The treatment options must be provided in accordance with the FDA's Coronavirus Treatment Acceleration Program (CTAP) guidelines that are in effect at the time of administering the treatment in order to be covered by the stop loss policy. The employer may choose to amend its plan to cover such treatment options, but Symetra will not require an amendment as a condition of extending stop loss coverage until the next plan year.

An employer that wants to shorten or eliminate the waiting period for new enrollees under the plan may accomplish this through a plan amendment. Symetra will approve any plan amendment of this nature without changing any other terms of the stop loss policy. If the plan amendment has a retroactive effective date, premiums for the stop loss coverage in respect of the new enrollees will be due from the respective enrollment dates. Please note that claims in respect of any employee who has not completed the waiting period under the plan (as amended) will not be covered under the stop loss policy.

Symetra will accept all extensions of timeframes that are required by Notice 2021-01 without a plan amendment, a change in premiums during the policy period, or any further action on the part of the employer. Please note, however, that Symetra will not accept the extension of any timeframe beyond the period required by Notice 2021-01. Specifically, Symetra will not accept the extension of the timeframe applicable to any individual beyond the earlier of:

• The date that is one year from the date that the individual was first eligible for relief; or
• The date that is 60 days after the announced end of the COVID-19 National Emergency.

Symetra will accept all COBRA enrollments required by the American Rescue Plan Act (“ARPA”) without a plan amendment, a change in premiums during the policy period, or any further action on the part of the employer. Please note that upon receipt of a stop loss reimbursement request, Symetra will verify the supporting documentation applicable to each individual enrolled under COBRA. Reimbursement requests with respect to any individual who is not eligible to enroll for COBRA under ARPA, and not otherwise eligible for or properly enrolled under COBRA, will not be covered under the stop loss policy. The stop loss policy's eligible claim period will still apply; if an individual retro enrolls and claims are paid outside of the eligible claim period, those claims will be denied.