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HII to participate in Bernstein's 42nd annual Strategic Decisions Conference on May 28. News News Release HII Corporate NEWPORT NEWS, Va. (May 21, 2026) - HII (NYSE: HII) will participate in Bernstein's Strategic Decisions Conference on May 28. A conversation with HII President and Chief Executive Officer Chris Kastner will begin at 9 a.m. Eastern time and will be webcast on ir.hii.com. About HII. HII is America's largest shipbuilder, delivering the world's most powerful ships and all-domain mission technologies, including unmanned systems, to U.S. and allied defense customers. HII is the largest producer of unmanned underwater vehicles for the U.S. Navy and the world. With a more than 140-year history of advancing U.S. national security, HII builds and integrates defense capabilities extending from the core fleet to C6ISR, AI/ML, EW and synthetic training. Headquartered in Virginia, HII's workforce is 44,000 strong. Media Contact Brooke Hart Christie Thomas General Inquiries May 21, 2026 Babcock's Sir Nick Hine Highlights HII Romulus USV Role in ARMOR Force in CNE 2026 Keynote May 20, 2026 HII Showcases Next-Generation Autonomous Unmanned Maritime and LVC Capabilities at Combined Naval Event 2026 May 15, 2026 HII, MetalCraft Marine Deliver Next-Generation Autonomous USV Prototypes for U.S. Marine Corps Enter your email to receive news updates and insights.

Class action filing stems from Huntington Ingalls tobacco surcharge compliance. * Hall Benefits Law, LLC * April 23, 2026 Huntington Ingalls Industries Inc., a military shipbuilding company, is the latest to face a class action lawsuit over its tobacco surcharge practices under its employee health plan. The plaintiffs claim that the company has violated the anti-discrimination provisions of the Employee Retirement Income Security Act (ERISA) regarding health-related surcharges for plan participants. More specifically, the plaintiffs allege that Huntington Ingalls' $600 yearly penalty for tobacco users covered by the health or critical illness insurance plan violates federal law, as the company provides no legally valid wellness program allowing tobacco users to avoid the surcharge. According to the plaintiffs, the company also refuses to retroactively reimburse the surcharge to employees who later complete tobacco cessation programs. ERISA generally prohibits group health plans from charging participants higher premiums based on health status-related differences, including tobacco use. However, group health plans may charge different premiums for certain groups as part of a bona fide wellness program that meets federal requirements. These programs, including those with tobacco-free goals, must meet various conditions to be valid under federal law and to avoid discrimination that violates ERISA. For instance, the wellness program must: * Be reasonably designed to promote health or prevent disease; * Provide a reasonable alternative standard to any individual who does not meet the initial standard based on a health factor-related measurement; and * Not be overly burdensome or a ploy to discriminate based on a health factor. The Huntington Ingalls lawsuit is one of numerous cases nationwide filed against plan sponsors alleging illegal imposition of tobacco surcharges. Some of the legal issues raised in these lawsuits include inadequate notice to plan participants, failure to offer valid alternative standards, and failure to retroactively reimburse participants who later comply with plan standards. For example, Bokma v. Performance Food Grp., Inc., is a similar case pending in the federal district court for the Eastern District of Virginia. That employer charges annual tobacco surcharges for employee and their spouses or domestic partners. Although the employer offered a smoking cessation program for tobacco users, the plaintiffs claim that the surcharge nonetheless violates ERISA's anti-discrimination provision, fails to provide participants with adequate notice of reasonable alternative standards, and constitutes a breach of fiduciary duty. Likewise, the Tennessee federal court case of Bailey v. Sedgwick Claims Mgmt. Servs. Inc. involves a tobacco surcharge. The court allowed the case to move forward, finding that the plaintiff had standing to bring claims that the surcharge violated ERISA, including failure to notify and breach of fiduciary duty claims. That court also noted that the employer can refund the surcharge and operate within ERISA's confines moving forward. In addition to the text of ERISA, the U.S. Department of Labor (DOL) has issued guidance on ERISA compliance for employers that wish to impose tobacco surcharges on health plan participants. The DOL clarifies in its guidance that if a participant has a reasonable opportunity to enroll in a tobacco cessation program to avoid the surcharge at the beginning of the plan year, the employer does not need to offer another opportunity during the plan year. In other words, the employer is not required to offer enrollment in a cessation program until renewal of or reenrollment in the health insurance policy for the following plan year. Nonetheless, the DOL also opines that a plan may include rewards, including pro-rated rewards, if a person enrolls in a cessation or other wellness program at any time during the plan year. ERISA applies to all rules used for "underwriting purposes" by health plans, which include: * Rules for the determination of eligibility for benefits; * Computation of premium or contribution amounts; and * Other activities related to the creation, renewal, or replacement of health insurance contracts. Additionally, these regulations prohibit plans from using genetic information for underwriting purposes, and may not request, require, or purchase this information before an individual's enrollment. Nonetheless, plans may request genetic information for research purposes under certain circumstances, provided it is voluntary. Interestingly, the Secretary of Labor has the authority to assess penalties for violations of the genetic information provisions in ERISA. However, the Secretary also may not assess penalties for violations with reasonable cause that plans correct within 30 days, and also may waive penalties for violations if excessive. The ongoing litigation challenging tobacco surcharges in health plans can be complex for plan sponsors. The legal theory that unites these lawsuits remains untested in many U.S. jurisdictions, which creates uncertainty for employers when it comes to tobacco-related wellness programs. As a result, plans should take extra care to ensure that wellness programs meet all regulatory requirements, particularly regarding notice of reasonable alternative standards, availability of cessation programs, and retroactive reimbursement requirements. Plans should also maintain clear documentation of their efforts toward compliance and of how their wellness programs genuinely promote health. The outcome of these suits, including the Huntington Ingalls case, may provide additional guidance on the continued use of tobacco surcharge programs in health plans. Therefore, plan sponsors should regularly evaluate their programs in light of changes in the law resulting from court rulings. HBL has experience in all areas of benefits and employment law, offering a comprehensive solution to all your business benefits and HR/employment needs. Hall Benefits Law, LLC help ensure you are in compliance with the complex requirements of ERISA and the IRS code, as well as those laws that impact you and your employees. Together, Hall Benefits Law, LLC reduce your exposure to potential legal or financial penalties. Learn more by calling 470-571-1007. Search. Are you an attorney? Let's talk! Request your free book. Case Studies in ERISA: Why It Matters And How It Benefits You, A Plan Sponsor's Guide To Employee Benefits Legal Compliance

HII hosts PAE Maritime Christopher Miller at Ingalls Shipbuilding. * Ingalls Shipbuilding * News Release PASCAGOULA, Miss. (April 9, 2026) - HII (NYSE: HII) hosted Christopher Miller, the U.S. Navy's portfolio acquisition executive for maritime (PAE Maritime), at its Ingalls Shipbuilding division Wednesday. During the visit, Miller met with company leadership and received updates on current ship programs, facility investments and Ingalls' expanding production capacity to support the Navy's current and future fleet requirements. "Ingalls is fully committed to our partnership with the Navy and the Marine Corps and our shared mission to strengthen the fleet with urgency," Ingalls Shipbuilding President Brian Blanchette said. "The skill and determination our shipbuilders apply to every destroyer and amphibious ship are essential to that mission, and we were honored to show Mr. Miller firsthand the commitment they bring to accelerating the Navy's needs." HII has invested more than $1 billion in infrastructure, facilities and advanced tools at Ingalls to prepare for next-generation shipbuilding requirements. These investments, combined with the shipyard's expanding distributed shipbuilding network across the Gulf Coast, ensure Ingalls is ready to support the Navy's "Golden Fleet" of advanced surface combatants while continuing to deliver destroyers and amphibious assault ships. The visit marked Miller's first trip to Ingalls since assuming the PAE Maritime role in March 2026. In addition to meeting with leadership, he toured several areas of the shipyard, including amphibious transport dock Harrisburg (LPD 30), currently under construction. "The critical work happening at Ingalls reflects the strength and technical expertise of our nation's shipbuilding industrial base," Miller said. "As the Navy prepares for future demands, our industry partners and their experienced workforce are pivotal to delivering the platforms and capacity needed. The maritime industry is critically important to our national defense and I am committed to supporting the industrial base efforts needed to deliver at speed and scale." Miller also visited HII's Newport News Shipbuilding division at the end of March, where he met with leadership and toured construction progress on aircraft carrier programs at the shipyard. Together, the visits reinforced the shared commitment between HII and Navy leadership to deliver the platforms that strengthen the fleet, advance future capability and ensure sailors and Marines have the ships they need. HII is America's largest shipbuilder, delivering the world's most powerful ships and all-domain mission technologies, including unmanned systems, to U.S. and allied defense customers. HII is the largest producer of unmanned underwater vehicles for the U.S. Navy and the world. With a more than 140-year history of advancing U.S. national security, HII builds and integrates defense capabilities extending from the core fleet to C6ISR, AI/ML, EW and synthetic training. Headquartered in Virginia, HII's workforce is 44,000 strong. For more information, visit: * HII on the web: HII.com * HII on Facebook: facebook.com/TeamHII * HII on X: x.com/WeAreHII * HII on Instagram: instagram.com/WeAreHII MEDIA CONTACT Kimberly Aguillard [email protected] (228) 355-5663 General Inquiries: [email protected] Download text file