GitLab Inc (US) Benefits

• Please review the most recent Summary of Material Modifications from Jan 1, 2022. Please review the 2024 Annual Rights and Notices and the 2025 Annual Rights and Notices
• Transparency in Coverage Starting July 1, 2022, this link leads to the machine readable files that are made available in response to the federal Transparency in Coverage Rule and includes negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine-readable files are formatted to allow researchers, regulators, and application developers to more easily access and analyze data

Illinois Team Members: In accordance to the Illinois Consumer Coverage Disclosure Act, please find the 2023 Coverage Summary for the essential health benefits available to you.

Team Members can find Archived benefit plans, details, and open enrollment for prior years listed below:

• 2023 Calendar Year

Team Members can access their 1095-C Documents Via PlanSource You can log into PlanSource through your Workday profile. There is an integration built between Workday and Plansource that allows for single sign on.

1. Login into the Workday Note: Plansource does not appear in Okta but in Workday directly.
2. Once you have logged into Workday click View All Apps link. Click Personal Information app
3. Scroll to the bottom of the page under External Links, select US Benefits Enrollment - PlanSource
4. On the left Column on the PlanSource home page, select Documents, select Tax Documents
5. Select Prior Calendar Year and Download the 1095-C form. You can also elect to go Paperless moving forward.

Any active, regular, full-time team member working a minimum of 30 hours per week are eligible for all benefits. Benefits are effective on your date of hire. Others eligible for benefits include:

• Your legal spouse or domestic partner,
• Your dependent children up until age 26 (including legally adopted and stepchildren), and/or
• Any dependent child who reaches the limiting age and is incapable of self-support because of a mental or physical disability

Note: If you and an eligible dependent (as defined above) are both employed by GitLab, you may only be covered by GitLab’s coverage once. This also applies to enrolling in either your own supplemental life insurance or supplemental spouse/dependent life insurance through your dependent who is employed by GitLab, but not both.

A domestic partnership is an arrangement in which two people live together and are in a committed relationship without being legally married. Domestic partnerships are composed of two people of any gender, which includes male, female, or nonbinary people. If you have recently entered in to a Domestic Partnership, or your Domestic Partner goes through a Qualifying Life Event, you may add them to the GitLab plans as outlined in the instructions below. During the documentation step, you will be asked to fill out and submit a Domestic Partner Affidavit in to PlanSource. If you are adding your Domestic Partner during New Hire Enrollment or Open Enrollment, there is no need to fill out the Domestic Partnership Affidavit.

1. Log into PlanSource
2. Select Update your current Benefits.
3. Select the Life Event that applies to your situation from the list & enter the event date.
4. The system will ask you to review your personal details, update as necessary and select continue.
5. If your Life Event includes adding a new dependent, select Add Dependent and add their information. (For Birth Event: If you are still pending the SSN for your newborn, you may continue the request without this information and can add later when received.)
6. Click Select Benefits and the system will lead you to the Benefit plans you can update.
   • If adding a dependent to the plan(s), scroll to the plan(s) you wish to add them on and select View or Change Plan. On the next page, select the specific plan you want to enroll in (if you wish to continue on your current plan, select that plan). On the specific plan page, add your new dependent by checking their name. Click Update Cart.
   • If removing a dependent from the plan(s), scroll to the plan(s) you wish to remove them from and select View or Change Plan. On the next page, select the specific plan you want to enroll in without your dependent (if you wish to continue on your current plan, select that plan). On the specific plan page, remove your dependent by unchecking their name. Click Update Cart.
   • Adjust savings accounts or insurance plans by clicking on the View or Change Plan button next to the plan name. Click Update Cart after you’ve made your desired changes.
7. Once you have made all of your changes, please click the button to Review and Checkout
8. You will be taken to a screen to review the costs of your benefits and will need to click Checkout again to confirm your changes. The request will be routed to the Total Rewards team for review.

If your Qualifying Life Event requires documentation the steps below will follow your QLE request

1. Following your QLE request, you will receive an email from PlanSource requesting documentation for your Qualifying Life Event.
2. Log into PlanSource. On your PlanSource Homepage, scroll down to “Your To-Do List”. Select the Task requesting documentation for your life event.
3. Upload the documentation in to PlanSource.
4. Once submitted the Total Rewards Team will review your request and documentation for approval.

Cigna plans are available to team members located in all US states, with the exception of Hawaii.

In Network:

** In order for the EPO plan to be compliant in all states, it has been set up as a PPO plan with bad out-of-networks benefits including a deductible of $10k/$20k, an Out of Pocket Max of $20k/$40k, and a coinsurance of 50%. Please do not enroll in this plan if you are intending to use the out-of-networks benefits and instead review the Cigna PPO 500 or Cigna HSA plans.

*** Cigna will provide an extended network PPO Plan for Utah team members which will include the Intermountain Healthcare System.

^ The linked Prescription Drug List is subject to change. When making a change mid-year, Cigna states that they will send out the following communication to impacted members: centralized notification 60 days prior, 2 letters before the change, and 1 letter after the change.

Accredo is Cigna’s specialty pharmacy. For more information on managing your speciality medication please review the Accredo Customer Flyer.

2024 Rates: The following costs are monthly rates which would be deducted from your paycheck

2025 Rates: The following costs are monthly rates which would be deducted from your paycheck

*Note: For the HSA, GitLab will contribute $100 per month for individuals and $125 per month for team members + dependent(s) cover. For residents of California, Alabama, and New Jersey this additional contribution is taxable on the state level.

Watch the 2024 High Deductible (HDHP) & HSA Deep dive Webinar to learn more about this health plan and the tax advantages of enrolling in the HDHP plan with an HSA.

Enrolled Cigna members can find in-network mental health providers by logging in to their mycigna.com account, selecting “connect now” under “My Health Team”. For more information on virtual support please see the Emotional Well-Being Virtual Support flyer.

Infertility services will be included in all Cigna Plans. This includes a $15,000 lifetime infertility benefit for each covered member.

Coverage will be provided for the following services:

• Testing and treatment services performed in connection with an underlying medical condition.
• Testing performed specifically to determine the cause of infertility.
• Treatment and/or procedures performed specifically to restore fertility (e.g. procedures to correct an infertility condition).
• Artificial Insemination, In-vitro, GIFT, ZIFT, etc.

Coverage will includes treatment and/or procedures performed to enable conception with or without an infertility condition. Coverage for Artificial Insemination/Intrauterine insemination will be available regardless of an infertility condition (e.g. In Vitro, GIFT, ZIFT, etc.).

See the 2024 HDHP, and 2024 PPO. 2025 Plan Summaries will be available soon.

Cigna has advised they will provide WPATH compliant coverage for all plans. For more information on their coverage, please see the coverage policy document. For Cigna to provide coverage, medical necessity must be proven. It is highly recommended to go through the prior authorization process when seeking treatment.

Please reach out to the Total Rewards team and WTW with any questions or if you need help while seeking authorization for a treatment.

1. Visit myCigna. If you haven’t previously registered for an account, you will want to register.
2. Select “Find Care & Costs” at the top of the page.
3. Here you can select to search by Doctor Type, Name, Reason for Visit, Facility, or you can price a medication at local pharmacies.
4. When you scroll down, there are quick links for your nearest urgent care and telehealth.

Potential joiners who do not have a myCigna account yet can search for providers on the Cigna Website. When selecting a plan everyone at GitLab (PPO, EPO, and HDHP members) will use the OPEN ACCESS PLUS selection, except for Utah members, who will use the PPO option.

Team Members and potential joiners can also reach out to the Cigna One Guide service to check if their doctors are in-network and walk through the GitLab plans with a Cigna rep.

Virtual visits for Cigna members can be accessed by visiting myCigna, selecting “Find Care & Costs” and scrolling down to the bottom of the page.

Benefits for services and supplies received outside the Service Area are covered only for medical emergencies and other urgent situations where treatment could not have been reasonably delayed until the insured person was able to return to the United States

The Kaiser Coverage details can be found below.

Please see the 2024 Disclosure Part 2 form for Kaiser CA Plans and 2025 Disclosure Part 2 form for Kaiser CA

The following costs are monthly rates which would be deducted from your paycheck.

2024 Rates: The following costs are monthly rates which would be deducted from your paycheck

2025 Rates: The following costs are monthly rates which would be deducted from your paycheck

Virtual visits for Kaiser members can be accessed by logging into Kaiser’s online portal. Please consult the online portal and your plan details for your copay amount.

Kaiser provides or arranges for Services or supplies directly to you and your Family Dependents through an integrated medical care system. You must receive your health care from KP providers and in KP facilities within the Kaiser Service Area except for these services:

Written and authorized referrals (by a KP provider and/or our Authorizations and Referrals department)

• Emergency care
• Out-of-state Urgent Care when traveling
• Dependent child benefits (as described in this EOC) while out-of-state

Outside the Service Area

Your benefits outside the Service Area are limited to:

• Emergency Services or out-of-state Urgent Care benefits described in the Benefit Summary
• Dependent Child outside the Service Area benefits described in the Benefit Summary
• Authorized referrals by KP provider

For in-network services: N/A.

For out-of-network services: 365 days from Date of Service.

Kaiser California is covered for infertility services at 50% co-insurance. Coverage includes services for diagnosis and treatment of infertility. Coverage does not include conception by artificial means (IVF/GIFT/ZIFT/etc).

Kaiser Hawaii Plan members are covered for an infertility consultation and certain In Vitro Fertilization (IVF) procedures. More information on the Infertility services for Hawaii Kaiser members can be found on the 2025 Hawaii Health Plan.

Review the 2024 Kaiser Permanente Chiropractic and Acupuncture Benefits Flyer and 2025 Norcal Kaiser Permanente Chiropractic and Acupuncture Benefits and 2025 SoCal Kaiser Permanent Chiropractic and Acupuncture Benefits

With medical plans, GitLab offers pregnancy and maternity care. Depending on the plan you selected, your coverages may differ for in-network vs out-of-network, visits, and inpatient care. To learn more about Parental Leave, please refer to our Parental Leave policy. Once your child has arrived, please follow the steps outlined above in regard to this Qualifying Life Event.

You may need a reasonable accommodation during your pregnancy. For more information regarding GitLab’s Pregnancy Accommodation policy, please also refer to our Individuals with Disabilities policy.

Coverages:

The following costs are monthly rates which would be deducted from your paycheck.

2024 Rates: The following costs are monthly rates which would be deducted from your paycheck

2025 Rates: The following costs are monthly rates which would be deducted from your paycheck

For in-network services: N/A.

For out-of-network services: 365 days from Date of Service.

The following costs are monthly rates which would be deducted from your paycheck.

2024 Rates and 2025 Rates: The following costs are monthly rates which would be deducted from your paycheck

For in-network services: 365 days from Date of Service.

For out-of-network services: 365 days from Date of Service.

Vision claims can be submitted online through the vision section of the site, rather than the regular online submission. This is because the claims are routed differently via EyeMed. Below are steps on how to submit Vision/EyeMed claims online via mycigna.com:

1. Hover over Coverage.
2. Click Vision.
3. Click on Visit Cigna Vision button.
4. Hover over Claims.
5. Click on Out-of-Network Claim Form.
6. Scroll down to Online Claim Form.
7. Fill out online form, upload receipt(s) and Click Submit Claim.

1. Team Members unable to work due to disability, as defined by the applicable short-term disability plan, should contact the Absence Management team (leaves@gitlab.com) as soon as possible. See Sick Time reporting procedures in the US.
2. The Absence Management team will complete the Employer portion of the Short-Term disability application and email the completed portion along with the Assignment of Benefits form.
3. At the end of the maximum benefit period for short-term disability of 12 weeks, the team member will determine whether they are able to return back to work.
   • If the team member intends to return on or before the end of the 12 weeks, they should email leaves@gitlab.com a Return to Work authorization form from their physician stating that they are able to return to work and listing any accommodations needed, if applicable, at least 5 calendar days before their return date. The Absence Management team will request this at least 5 business days before the team member’s anticipated return to work date if not already provided by the team member.
   • If the team member is unable to return, the team member will be moved to unpaid leave and will have the option to continue their benefits by electing COBRA coverage. The team member will be eligible to apply for long-term disability at this time.

1. Team member will submit the Claimant portion of the Short-Term Disability application and remit to their physician to complete the rest.
   • The completed application can be sent directly to NYLife (using the mail or fax number at the top of the form) or can be returned to the Absence Management team and will be submitted on the team member’s behalf.
   • This is completely at the preference of the team member or the requirement from the doctor, but the team member should confirm the choice with the Absence Management team.
2. If the team member opts to send the form directly to NYLife, the Absence Management team will email the completed employer portion of the Short-Term Disability form to NYLife via email: GBSIntakePaper@newyorklife.com.
3. NYLife Claims Process:
   • Within 3 business days of NYLife receiving the claim, their claims team will contact the team member to gather additional medical or eligibility data, if needed.
   • The claims team will also contact the Absence Management team to confirm eligibility and verify job responsibilities, if needed.
   • The NYLife claims team will immediately begin reviewing the information available to make a decision. NYLife may also contact the team member’s physician (if needed) once NYLife has the team members authorization to do so.
   • If the claim is denied, the team member will receive a call from NYLife explaining the decision. The Absence Management team will also receive a notification of the denial and process any pay owed to the team member.
   • If approved, communication is sent to the Absence Management team and claim status reports with approval date and estimated return-to-work date is provided.
4. The Absence Management team will process the approval or denial and file all related paperwork in Workday.

1. You are eligible to participate in GitLab’s 401(k) as of your hire date. There is no auto-enrollment. You must actively elect your deductions.
2. You will receive an invitation to register for access to your account on Fidelity NetBenefits who is GitLab’s plan recordkeeper.
3. Any changes to your plan information will be effective within 2 payroll cycles (typically updated within 1 payroll cycle, depending on when the change is made and cut-off changes dates).
4. Once inside the platform you may elect your annual/pay-period contributions and investments.
5. If you have any questions about making changes to your elections, we recommend that you reach out to Fidelity directly, by chat in the app, or by phone at 800-835-5097.
6. Please review the Summary Plan Document, QDIA, Fee Disclosure. If you have any questions about the plan or the documents, please reach out to HelpLab. Total Rewards is not able to advise you on your financial decisions.
7. ADP payroll system monitors and will stop the 401(k) contribution when you have reached the IRS limit for the year. Please keep in mind, if you have prior contributions from another employer, ADP will not have access to this information.
8. If your employment with GitLab terminates and you are unable to access your Fidelity account due to this being connected to your GitLab email, please contact Fidelity at 800-835-5097 to have the email address on file updated.

• The employer will use the calculation on each check date effective as of January 1.
• The team member must have a contribution for a check date to be eligible for the employer match.
• Employer matching will be released into participant accounts three business days after the check date.
• For team members who defer more than 6% on each check date, an annual true-up will be conducted after calendar year end.
• The 401(k) match runs calendar year.

Effective 2024-08-01, Team Members can elect to make after-tax contributions to their 401(k) with automatic Roth in-plan conversions. Follow these instructions to make these elections and set up conversions. Note that team members must call Fidelity in order to request and set up automatic conversions. See the considerations and benefits of enabling automatic conversions.

Please see the Fidelity Roth 401(k) contributions, after-tax contributions, and the Roth in-plan conversion FAQ for more details.

Please also see our webinar with SageView on how this 401(k) feature works, the benefits of using the feature, and considerations team members should be aware of before participating.

Team Members should take note that the 401(k) after-tax deductions takes priority over ESPP contributions. Team Members should calculate their after-tax contributions carefully to ensure that they have enough funds for ESSP contributions, should they wish to participate in both features.

You may now convert money from your pre-tax source, to the Roth source, all within the 401(k) Plan.

• Please consult with your tax advisor as any amount converted will be taxable in the year it is moved to the Roth source.
• Fidelity is available at 800-835-5097 to assist you with processing changes or answer any questions you may have.

Questions on the 401(k) Loan or In-Plan Roth Conversion?

• To process changes or to discuss taking a 401(k) Loan or making an In-Plan Roth Conversion, please directly contact Fidelity’s team at 800-835-5097.
• If you’d like to speak with an advisor about the investments in the plan, or about your larger financial picture including tax strategies and retirement planning – please reach out to SageView Advisory Group. Click here to schedule a complimentary financial consultation at your convenience.
• If you have general questions, please reach out to HelpLab.

If you leave GitLab and would like to rollover your 401(k) account, contact Fidelity directly to get more information about this process. If you need to locate your account number, you can find it by clicking Settings and then Accounts. You can reach Fidelity, by Chat in the app, or by phone at 800-835-5097. They also have a Rollovers section on their site going into detail.

You may now take a loan from your GitLab 401(k) Plan.

• Loans may be requested online or by calling Fidelity at 800-835-5097 for help to initiate the process online.
• Payments will be made via ACH from your personal bank account.
• You can request up to 50% of your vested account balance, or $50,000, whichever is less.
• An interest rate of Prime + 1% will apply and will be paid to yourself. It’s important to note that loans are repaid with after-tax dollars, meaning you will be “double taxed” on this money – once now, and again at retirement.
• Fidelity is available at 800-835-5097 to assist with any additional questions you may have.

The 401(k) Committee meets on a regular cadence with Fidelity to review how the plan is doing as well as updates from the Fidelity investment team. The Committee Members are:

• Chief People Officer
• Principal Accounting Officer
• Director, Total Rewards
• Director, Treasurer

Note: Chief Legal Officer will serve as an committee observer.

To access the benefit, eligible team members can create an account on the Navia Portal, first time users will click the Register button in the top right corner of the page.

To register for online account access you will be requested to provide the following information:

• Last Name, First Initial
• E-mail Address
• Employer Code: Please click the link to receive the GitLab Employer Code
• Last four digits of your social security number/employeeID
• Date of Birth
• Choose a Username
• Answer three security questions

Reminder! review and accept the Terms and Conditions. After clicking Submit for online access, you will receive an email confirmation with a temporary link to set your password to complete your registration.

If you are a newly hired GitLab Team Member, please allow 1 month following your start date to access the portal. Should you require access to the portal earlier, please contact HelpLab. Once you have access to the portal you can submit a claim directly with Navia, and view plan documents.

Your HSA account allows you to set aside money on a pre-tax basis to pay for qualified medical expenses. By using untaxed dollars in an HSA to pay for deductibles, copayments, coinsurance, and some other expenses, you may be able to lower your out-of-pocket health care costs. Some benefits of on HSA account are:

Your HSA contributions go into your account before taxes. The money you save to your HSA lowers your taxable income – so you may pay less in taxes. Money in your HSA account earns tax-free interest. Any unused HSA funds roll over to the next year. The money is yours forever. It doesn’t expire. You can spend your HSA dollars on eligible health care expenses, or save and invest them for the future. Once your HSA account hits a certain balance, you can invest a portion of your HSA balance in mutual funds, stocks and bonds. You can use your HSA to save for retirement. At age 65, you can use the funds for any purpose without a penalty. The money you take out to pay for eligible health care expenses continues to be tax free. You also can take money out for other reasons without paying a penalty.

If you would like to transfer your HSA from a previous account, please contact WEX (Discovery) and request a HSA Transfer funds form. On the form you will put your old HSA provider’s account number and any other required personal information. You will then submit the form to WEX (Discovery), and they will get in contact with your old HSA provider and process the transfer of funds. You can reach WEX (Discovery) at 866.451.3399 or customerservice@discoverybenefits.com.

HSAs roll over completely year-to-year and are ‘owned’ by the team member. If you leave GitLab and would like to keep your HSA account, GitLab will no longer be responsible for the administration fee. The account holder will become responsible for the per month admin fee.

Domestic Partner Reimbursements: If the team member is not legally married to their domestic partner, the domestic partner’s expenses are not eligible for disbursement from the HSA. However, if the domestic partner is covered under the family HDHP through the team member, the domestic partner can open their own HSA and contribute up to the full family contribution maximum. The team member may also contribute up to the full family contribution maximum to their own HSA.

Team Members can make changes to their HSA contribution throughout the year. Any changes will be reflected as of the 1st of the following month. You can make these changes via the Qualifying Life Event Process. Select “Mid-Year HSA Contribution” under event type.

You can also choose to front-load the team member portion of your HSA contributions directly with Wex. Please contact Wex to assist you with this request. If you do choose to front-load your HSA, please be sure to take into account GitLab’s contribution amount to your front-load calculation, and adjust your HSA deductions in PlanSource to update payroll deductions. GitLab is unable to track your maximum contribution if you fund the HSA outside of your payroll deductions.

Your Health Savings Account and any funds within the account as of your date of termination are yours to keep. You may continue to use the dollars in your account for eligible healthcare expenses at your next employer, and/or allow the money to remain in the account and grow over time. Wex may charge fees to manage your HSA account directly. Please contact WEX (Discovery) at 866.451.3399, via live chat or customerservice@discoverybenefits.com with any questions about your HSA accounts.

A minimum amount of $5 USD will apply to the rollover. Note if the FSA rollover funds are $5 or less, the funds will be forfeited. Team members can use the roll-over FSA amount the following year regardless if they enroll in the FSA the following year.

FSAs are employer-owned accounts. If you leave GitLab Medical FSA account will be terminated on your date of termination unless you continue this through COBRA. You are able to use your full FSA amounts up to and on your last day, but not afterwards unless you enroll into COBRA. WEX (Discovery) requires that all claims be submitted up to 90 days after termination date. You can enroll into COBRA FSA if you have spent less out of your account than you have contributed to it. If you decide to enroll, you will be required to continue making your monthly contributions on a post-tax status. For additional information, please reach out to WEX (Discovery) at 866.451.3399 or customerservice@discoverybenefits.com.

Dependent Care FSAs cannot be continued via COBRA. You are able to use your dependent care FSA for expenses that occur up to your last day, but not afterwards. Wex requires that all claims be submitted up to 90 days after termination date. For additional information, please reach out to WEX (Discovery) at 866.451.3399 or customerservice@discoverybenefits.com.

Up to 90 days after the plan year has concluded (also known as the runout period).

Team Members can only make changes to their FSA contributions during a Qualifying Life Event. You cannot reduce your FSA contributions, you can only increase the FSA during the Qualifying Life Event.

Note that if you increase the amount of your FSA, you will only be able to use the additional funds for claims that incur on or after your Qualifying Life Event. See Example Below:

For active employees: Up to 180 days after plan year has concluded (also known as the runout period).

For terminated employees: Up to 90 days after the termination date.

If you elect supplemental life insurance greater than the guaranteed issue of voluntary life insurance for yourself or dependent, you or your dependent may be required to complete an evidence of insurability (EOI). If required, you will be prompted and provided with the form during the enrollment process and can also access it here.

Please complete this form to the best of your ability, but if you’re unsure for any field, please leave it blank. No information needs to be filled out for the ID # field and for security, you may also leave the Social Security Number field blank.

Once complete, please send the form to total-rewards@gitlab.com. The Total Rewards team will then help fill in any missing information, if applicable, and will forward to the carrier for review. Total Rewards will confirm receipt of the EOI with the carrier, track its status, and the team or the carrier will reach out to the team member with any issues that need to be addressed in order for the EOI to be approved.

If you leave GitLab, all supplemental life insurance is not included in COBRA and will terminate on your last day at GitLab unless you choose to continue your or your spouse/children’s life insurance directly with the carrier. Please contact the carrier (Cigna) for more information on premiums and setting this up.

• Mobile Arag Legal App Flyer
• Common Legal Needs ARAG can assist with
• ARAG learning Center (Resources for ALL team members)
• ARAG FAQ
• Diversity, Equity, and Inclusion Benefits

1. Typically terminations are updated in Workday on the date of the termination and once updated, will then be updated in PlanSource by the end of the next business day.
2. Once the termination has been added to PlanSource, the information will then be sent over to WEX (Discovery Benefits), our COBRA administrator. The file feeds over every Wednesday morning. Government guidelines give 30 days for WEX (Discovery) to be notified of the COBRA eligibility, but typically this will take about 1-2 weeks.
3. Once notified, WEX (Discovery) has 14 days to generate and send the COBRA enrollment packet. Allow normal mailing timelines (5-10 business days) to receive the packet once sent. You may also contact total-rewards@ gitlab at least a week after your termination date and we can send an electronic copy of your COBRA enrollment packet to you if it has been generated.
4. You will have 60 days from the time you receive the COBRA packet to enroll either through the mail or online. Instructions for how to enroll will be included in your COBRA packet. Coverage will be retro-effective to the date coverage was lost.
5. From the day you enroll, you have 45 days to bring your payments to current.
6. You may remain on COBRA for up to 18 months. Please see the COBRA enrollment packet for information on extending COBRA an additional 18 months, if applicable. The state you reside in may allow for additional time on COBRA, but may be more expensive and include only Medical. Please consult the laws for your state for more information.

If you are currently employed and have any general COBRA questions, feel free to contact the Compensation & Benefits team. If you have terminated already or have specific questions on the administration of COBRA, feel free to contact WEX (Discovery) Benefits directly: (866) 451-3399.