Benefits that move
with you and your family.

Administered by Blue Cross Blue Shield of Illinois. Lower monthly premiums, higher deductible ($1,600 individual / $3,200 family for 2025). Bright Momentum contributes $500 annually to your HSA in January, and you can contribute up to the IRS limit on top of that. Prescription coverage is included; the formulary lives on the BCBSIL member site. Note: if you're coming off a general-purpose FSA from a previous employer, there's an HSA compatibility restriction. Ask People Ops before enrolling if you're unsure. Enroll in Paylocity →

Administered by Blue Cross Blue Shield of Illinois. Higher premiums than the HDHP, but lower out-of-pocket costs when you use in-network providers. Good fit if you have a specialist you want to keep, or if you expect to hit your deductible most years. Prescription coverage included. SPD available on the intranet under HR > Plan Documents. Enroll in Paylocity →

Administered by Delta Dental of Illinois. Two preventive cleanings and exams per year at no cost to you. Basic restorative (fillings, extractions) covered at 80% after deductible. Major services (crowns, bridges, root canals) at 50%. Ortho is covered for dependents under 19, lifetime max $1,000. Annual maximum is $1,500 per person. Find a dentist →

Administered by VSP. One comprehensive exam per year, $10 copay. $150 frame/contact allowance. Works at Costco Optical, LensCrafters, and most independent optometrists. LASIK discount available through VSP's network (not reimbursable through FSA/HSA separately). Find a VSP provider →

Company-paid. Coverage equals 1x your annual base salary, rounded to the nearest $1,000. AD&D is included at the same amount. Effective day one, no enrollment action required. Update your beneficiary in Paylocity; the default (if you never set one) is your estate, which is rarely what people want. Takes about 3 minutes, do it now. Update beneficiary →

Voluntary. You can elect up to 5x salary (max $500,000) for yourself, up to $250,000 for a spouse/domestic partner, and $10,000 per dependent child. During initial enrollment you get guaranteed issue up to certain amounts. After that, anything above the GI limit requires Evidence of Insurability, which the carrier can deny. If you're going to elect this, do it when you're first eligible. Premiums are post-tax. Elect coverage →

Company-paid, no enrollment required. Replaces 60% of your gross weekly earnings for up to 12 weeks. There's a 7-calendar-day elimination period, meaning the first week of a qualifying leave is unpaid (you can use PTO to cover it, which most people do). Covers non-occupational illness and injury, as well as pregnancy. Workers' comp covers work-related injuries separately. Claims go through People Ops first, not directly to the carrier. Claim forms and additional documentation are available on the HR intranet.

Company-paid, no enrollment required. Kicks in after STD is exhausted. Replaces 60% of monthly base salary up to $10,000/month. Social Security disability benefits offset what we pay. If SSA approves you, your LTD benefit is reduced accordingly. Benefits run until you can return to work or reach Social Security normal retirement age. The definition of "disabled" shifts from "own occupation" to "any occupation" after 24 months. Please review the SPD on HR Intranet if this applies to your situation.

Voluntary, post-tax premiums. Pays a fixed cash benefit directly to you for covered injuries, including fractures, dislocations, burns, concussions, ER visits, and a list of others in the schedule of benefits. It's not health insurance; it doesn't pay claims to providers. Think of it as cash to cover the gaps (deductibles, time off, travel) after something unexpected. Relatively cheap for employees with kids who play sports or have active lifestyles. Please review the benefit schedule on the HR intranet.

Voluntary. Pays a lump sum directly to you if you're diagnosed with a covered condition: cancer (most types), heart attack, stroke, kidney failure, major organ transplant, and a handful of others. Benefit amounts are $10,000, $20,000, or $30,000, selected at enrollment. It's not claims-based; diagnosis triggers the payment. Most people use it for out-of-pocket medical costs, lost income during treatment, or travel. Premiums are post-tax and based on your age at enrollment. Pre-existing condition limitations apply — check the certificate of coverage on the HR intranet.

Two options: Healthcare FSA (up to $3,200/year, 2025 IRS limit) and Dependent Care FSA (up to $5,000/year for household, $2,500 if married filing separately). Both reduce your taxable income. Healthcare FSA funds are fully available on day one of the plan year even if you haven't contributed that much yet. Dependent Care FSA is only available as you contribute. Use-it-or-lose-it applies; $640 rolls over, the rest forfeits. Not available if you're on the HDHP. Elections can't be changed mid-year without a qualifying life event. Set up in Paylocity →

Administered through Fidelity. We match 100% of your contributions up to 5% of eligible compensation. As of 2024, match is deposited per pay period rather than annually, so you don't have to worry about timing your contributions to capture the full match. Vesting is graded over 3 years (33% / 67% / 100%). You're immediately vested in your own contributions. Enrollment in Fidelity NetBenefits; login is separate from Paylocity. Open Fidelity NetBenefits →

Both are available through Fidelity. Traditional contributions are pre-tax (you pay taxes on withdrawal in retirement). Roth contributions are post-tax (qualified withdrawals are tax-free). Employees have the option to split their contributions between both pre-tax and Roth. If you're early in your career and expect to be in a higher tax bracket later, Roth generally makes more sense. If you're closer to retirement or in a high bracket now, Traditional usually does. Fidelity has a comparison tool; so does People Ops if you want a human take. Manage in Fidelity →

You have access to two financial planning sessions with a Fidelity advisor each year at no cost. Sessions can cover a multitude of financial topics, including retirement planning, budgeting, and investment strategies. Connect with an advisor →