• Full-time employees who actively work at least 30 hours per week;
• Your legal spouse or domestic partner*;
• Your natural-born children, current stepchildren, children of a domestic partner, or legally adopted children up to age 26;
• Your children of any age if they depend on you for support due to a physical or mental disability (documentation may be required).

* When you enroll your domestic partner or your partner’s child in one of the employer sponsored benefit plans, the IRS considers the employer contribution toward the additional coverage as your imputed income. Your imputed income is the employer’s contribution toward the additional coverage for your domestic partner and/or your partner’s child. The payroll deduction amount to cover your domestic partner and/or your partner’s child is a post tax deduction – unlike medical coverage for other enrolled family members which is allowed to be done pre-tax under Section 125 of the IRS Code. Contact Human Resources if you will claim your domestic partner (or your partner’s child) as your tax dependent or if you have any questions about imputed income for domestic partner coverage.

When choosing your insurance coverage, review the benefit options available to you and make the elections that are right for you and your family.

• Which medical plan will work best for you?
• How much do you want to contribute to the health care account that works with your medical plan?
• Do you need dental or vision coverage?
• Do you need to cover eligible family members under your insurance benefits?
• Do you want to purchase supplemental life or disability insurance?
• Do you have upcoming life events to consider when selecting benefits, such as the birth of a new baby, a marriage, or a child going to college?
• Who should be your beneficiary for life insurance and your Health Savings Account (HSA), if applicable?

Coverage begins on the first day of the month following your date of hire. You must be actively at work for your coverage to become effective.

When you first become eligible for our benefit programs, you must either enroll or waive coverage for Voluntary Life Insurance. If you do not enroll yourself and your dependents for coverage the first time you are eligible, and you wish to enroll during a subsequent enrollment period, you will have to provide proof of good health by filling out an Evidence of Insurability (EOI) form, which may include taking a physical examination, and you may be declined coverage. Future exams will be at your cost.

Annual Premium

The annual cost to purchase medical coverage is spread across the year, so you pay a portion of it in each pay period on a pretax basis. Medical premiums are based on the plan you choose and the number of people you cover.

Coinsurance

After you meet the annual deductible, generally, you’ll continue to pay the stated coinsurance percentage for in-network covered medical services until you meet the out-of-pocket maximum. The plan pays the rest.

Annual Deductible

You won’t pay for in-network preventive care defined by the U.S. Preventive Services Task Force, such as your annual checkup. Generally, for all other covered care, you’ll pay the amount of your annual deductible before the plan starts to pay.

Out-of-pocket Maximum

This is the most you would pay for covered medical services in a plan year. Once you meet it, the plan pays the full cost of additional covered care.

Provider Network

You can confirm whether your doctor is in-network by going to the carrier website, regence.com, and selecting your plan network, either the National Blue Card PPO (Valuecare) or National Blue Card Participating (Participating).

Company Contribution

Snap Finance pays a portion of your monthly premium to limit your monthly cost and provide you with affordable coverage options.

Important Reminder

Once you’re enrolled, if you get married, have/adopt a baby, get a divorce, or another qualified life event occurs, you must notify HR within 30 days of the date of the change. For more information about who’s eligible to be on your plans, see Notices & Guidelines section of our employee benefit guide.