Welcome to 2026 Open Enrollment!

A Summary of Benefits and Coverage (SBC) has been designed to assist you with better understanding the coverage being offered to you, and to allow you to compare coverage options. The SBC is available on www.ormatbenefits.com. A paper copy is also available, free of charge, by calling 1-866-408-4149.

All benefit plans are governed by master policies, contracts, and plan documents. In the event of any inconsistency between the information contained herein and the applicable plan documents, the provisions of the plan documents shall prevail. Ormat Technologies reserves the right to amend, suspend or terminate any benefit plan, in whole or in part, at any time. The authority to make such changes rests with the Plan Administrator.

Ormat Technologies permits insurers to offer employees of Ormat Technologies certain voluntary insurance programs. Whether you choose to enroll in any of these programs is completely optional and voluntary. Ormat Technologies does not make a contribution towards the cost of these programs and employees pay the full cost of premiums on an after-tax basis. Ormat Technologies does not sponsor, maintain, endorse, recommend, or promote these voluntary programs. Ormat Technologies' involvement regarding these voluntary insurance programs is strictly limited to allowing the insurer access to employees to publicize these programs and Ormat Technologies may perform certain ministerial functions such as payroll deduction and forwarding employee premium payments to the insurer. Ormat Technologies does not receive any consideration in the form of cash or otherwise in connection with the program, other than reasonable compensation, excluding any profit, for administrative services actually rendered in connection with payroll deductions. Accordingly, these voluntary insurance programs are not subject to ERISA and related regulations. All questions or claims regarding these programs should be directed to the insurer.

The following tax rules apply to the wellness program incentives: Cash and cash equivalents Cash and cash equivalents (for example, a gift card for taking a health risk assessment) are always taxable. The cash amount (or gift card value) must be included in the employee’s income and is subject to payroll taxes. Any reward, incentive, or other benefit provided by a wellness program that is not medical care is included in an employee’s income.

Your individual data is protected under a number of privacy laws, policies, and statutes. Your data is kept secure and private. Only you will be able to see your personal health data. Your employer will receive a summary report of data on aggregate, but will not have access to your individual results.

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