INTRODUCTION
Roux Associates is pleased to offer you and your family a comprehensive benefits program. Understanding your healthcare options and determining the best plan options that fit your needs is very important. We understand that navigating through your benefits package can be complex and wish to offer as much support and valuable information as possible.
2024 BENEFITS OVERVIEW
CIGNA MEDICAL: You have three CIGNA medical plans to choose from:
Open Access Plus Health Reimbursement Arrangement (OAP HRA): Paired with Employer-funded HRA account. In-Network and Out-Of-Network coverage available.
Open Access Plus In-Network Health Reimbursement Arrangement (OAP IN HRA): Paired with Employer-funded HRA account. In-Network only.
Open Access Plus Health Savings Account High Deductible Health Plan (OAP HSA HDHP): Paired with an HSA account. The employee is able to contribute as well. In-Network and Out-Of-Network coverage available.
MODERN HEALTH: Modern Health is Roux's mental wellness benefit. Modern Health provides you access to personalized 1:1, group, and self-serve resources for your well-being.
GUARDIAN DENTAL: You have the choice to enroll in either the Guardian Choice NAP or the Guardian Choice Value. Out-of-Network coverage is available for both.
On the NAP plan, you can visit any dentist; but you pay less out-of-pocket when you choose a PPO dentist. Out-of-Network Benefits are based on a percentile of the prevailing fee data for the dentist's zip code.
On the Value plan, you can visit any dentist; but you pay less out-of-pocket when you choose a PPO dentist. Out-of-Network benefits are limited to a PPO fee schedule.
VSP VISION: You can enroll in Roux's VSP Vision plan. This policy covers routine eye exams and other procedures and provides specified dollar amounts or discounts for purchasing eyeglasses and contact lenses through VSP's expansive network of providers.
MUTUAL OF OMAHA LIFE AND DISABILITY: Roux provides you with life insurance, short-term disability, and long-term disability at no cost to you. While Roux offers basic life insurance, some employees may want to purchase additional coverage. You have the option to purchase supplemental life insurance.
VOLUNTARY BENEFITS: Roux is pleased to offer you additional insurance and income protection for you and your family. Roux recognizes that each employee has different needs and that’s why Roux is offering several voluntary plan options for you to choose from. You have the option to enroll in the following voluntary benefits: Guardian Off-the-job Accident, Guardian Specified Illness, Guardian Hospitalization, and LifeLock Identity Theft. You will also have the option to enroll in the Allstate Long-Term Care and Whole Life Insurance plan during the annual open enrollment period.
SPENDING ACCOUNTS: Roux provides you with the opportunity to participate in several tax-advantaged spending accounts outlined below.
1. Cigna Health Savings Account (only available if you elect the HDHP HSA medical plan)
2. Cigna Healthcare Flexible Spending Account
3. Cigna Dependent Care Spending Account
4. Flex Facts Commuter Spending Account
FIDELITY 401(k): Roux offers a 401(k) retirement savings plan through Fidelity with pre-tax, Roth, and additional after-tax options. The company matches 50 cents on the dollar for the first 6% of employee contributions.
WHO IS ELIGIBLE?
If you are a full-time employee working 30 hours or more a week, you are eligible for the following benefits effective your Date of Hire:
- Cigna Medical Plans
- Cigna Healthcare Flexible Spending Account
- Cigna Dependent Care Spending Account
- Modern Health
- Guardian Dental
- VSP Vision
- Guardian Supplemental (Hospitalization, Specified Illness, Off-the-Job Accident)
- Cigna Health Savings Account*
*You must be covered under a high deductible health plan on the first day of the month in order to receive contributions to your HSA account. For new hires who do not start on the first of the month, employer contributions and employee payroll contributions to your HSA account may start with the first pay period after that eligibility criteria has been met and an HSA account has been established. The employer contribution ($500 for single or $1000 for family) will be prorated based on the number of pay periods remaining in the calendar year following (and inclusive of) the first pay period in which contributions may be received in an established HSA account via payroll deposit. Healthcare expenses would be reimbursable from this account starting with the date that the HSA account is established and dependent on the balance of funds in the account at the time of the claim. - To illustrate, if you have a hire date of 3/11/24 and are enrolled in the high deductible health plan effective 3/11/24, then your HSA employer contributions and employee payroll contributions may start on the 4/5/24 payroll date. To ensure the HSA account is established and able to receive contributions via payroll deposit by 4/5/24, you must ensure you have submitted your enrollment materials to HR no later than the Wednesday prior to the 1st of the month (3/27/24). The employer bi-weekly contribution would be $19.23 starting on 4/5/24 for single coverage up to an annual maximum of $384.60 in your first year (or $38.46 for family coverage up to an annual maximum of $769.20 in your first year).
- FlexFacts Commuter Benefit**
**Employees are eligible for commuter benefits upon date of hire. If employee does not enroll during new hire enrollment but at a later date, the effective date of benefits is the date the employee signs the enrollment form. Payroll deductions begin the first payroll following submission of the employee’s election. Claims for reimbursement may be submitted manually after the first payroll deduction. Funds will be available for use on the employee’s new debit card starting with the second payroll date after the employee elects the benefit.
If you are a full-time or part-time regular employee, you are eligible for the following benefit effective 1st of the month following the submission of your enrollment form:
- LifeLock Identity Theft Protection
- PetPartners Pet Insurance
If you are a full-time or part-time employee working 20 hours or more per week, you are eligible for the following benefit during the company’s next designated annual open enrollment period:
- Allstate Long-Term Care and Whole Life Insurance Plan
If you are a full-time employee working 30 hours or more a week, you are eligible for the following benefits effective 1st of the month following 60 days of employment:
- Mutual of Omaha Short and Long-Term Disability
- Mutual of Omaha Basic Life Insurance and AD&D
- Mutual of Omaha Voluntary Life Insurance
You are eligible for the following benefit effective the 1st of the month following 3 months of employment with a minimum age requirement of 20 years old:
- 401k Workplace Retirement Savings Plan
DEPENDENT COVERAGE
In addition to electing coverage for yourself, you can elect to cover your eligible dependents. Your eligible dependents include your spouse/domestic partner, your children up to age 26 regardless of student status, marital status, financial dependence or residence and your children of any age who are mentally or physically disabled and depend on you for support.
EMPLOYEES EXPERIENCING A QUALIFIED CHANGE OF STATUS
Unless you experience a life-changing qualifying event, you cannot make changes to your benefits until the next open enrollment period. Open Enrollment typically occurs for a two-week period around November to be effective January 1st.
Qualifying events include:
- Marriage or Divorce
- Birth or adoption of a child
- Change in child’s dependent status
- Death of a spouse, child, or other qualified dependent
- Change in employment status or a change in coverage under another employer-sponsored plan
- Entitlement to Medicare or Medicaid
You must submit your new/changed enrollments via ADP within 30 days from the date of the qualifying life event. Supporting documentation (e.g. marriage certificate, birth certificate, etc.) should be submitted to HR as soon as available, but no later than 90 days after the date of the life event. Failure to provide acceptable supporting documentation within that timeframe may impact your new benefit coverage.
For more information on how to enroll, visit the Enrollment Information page.