2025 Benefits Guide- updated 10-20 - Flipbook - Page 4
Benefit Basics
Eligibility
Regular employees who are authorized to work 24 hours or more per week* are eligible for the benefits
and time off programs outlined in this guide. The following family members may be eligible for
dependent coverage, where available:
• Spouse
• Documented domestic or civil union partner
• Children (adopted, biological, and step), up to age 26
• Disabled children age 26 and over
*Except that all employees, regardless of hours worked are eligible for the 401(k) and EAP
benefits.
Enrollment Windows
Employees will have one or more opportunities to enroll in, change, or drop benefits each year:
1. New employees - and newly benefits-eligible employees - have 30-day windows, from the date of hire
or date of change to eligible status, to enroll in benefits.
2. Current employees have a two-week window each fall to arrange benefit coverages for the following
plan year. For the 2024 plan year, this open enrollment period is October 30 – November 13, 2023. Per
IRS regulations current employees cannot make changes to pre-tax benefits outside of open enrollment
unless they have a qualifying life event (see below.)
3. Current employees who experience a midyear qualifying life event (also called a change in family
status) have special 30-day windows, commencing on the date of the event, in which to make benefit
elections or changes. Any requested benefit changes must be consistent with, and because of, the
qualifying life event. Qualifying events include:
o Marriage, divorce or legal separation
o Birth or adoption of a child
o Change in child’s dependent status
o Death of a spouse, child or other qualified dependent
o Change in employment status
o Change in coverage under another employer-sponsored plan
Employees who experience a qualifying life event are advised to make changes promptly as once their
window has closed the ability to enroll or make changes will be lost until the next open enrollment, or
subsequent life event. This may have serious coverage and/or premium implications. Contact HR for
details.
