Benefits Available

Have a question? Click the links below to learn more about each benefit and how it could help you. You can also visit PLANselect or call HRaccess Benefit Advocate center at 1-833-222-4845. For a deeper dive into our benefits, check out our 2023 HRAccess Benefit Guide.

 

Medical

Dental

Vision

Health Savings Account (HSA)

HSA Contributions

Flex Savings Account (FSA)

401(k)

Life and Disability

AD&D Coverage

Employee Discount Program

Employee Assistance Program (EAP)

Health Benefits

What Are My Medical Plan Options

We know how important your benefits are to you and your family and how important it is that we provide those benefits to you at a reasonable cost. As a result, we work diligently to provide competitive employee benefits. The Company contributes approximately 76% of the total cost across all medical insurance offered.

All medical plans are offered through SelectHealth. The MedNetwork Traditional plan has a higher premium (payroll deduction). Still, it offers fixed-dollar copays for office visits and prescriptions, plus a lower deductible for certain care other than office visits. The MedNetwork HDHP Base and Plus plans have lower employee premiums (payroll deductions) with higher deductibles that you must meet before the insurance begins paying. But, they also offer a Health Savings Account (HSA) feature that allows you to use tax-free money to pay those out-of-pocket costs and save for future healthcare needs. 

Each of the medical plan options has an annual Out-of-Pocket Maximum. This maximum is the most you will pay out of pocket in a year in copayments, coinsurance, and deductible amounts combined. (Payroll deduction premiums do not count toward the Out-of-Pocket Maximum.)

HRAccess is partnered with PLANselect to help you identify the medical plan option that may be best for you. Answer a few simple and confidential questions about your estimated medical expenses for the coming year, and PLANselect will score each medical plan option, and provide estimated total costs. Give it a try now! Need additional guidance? Call the HRAccess Benefit Advocate Center at 833-222-4845!

Select Health MedNetwork HDHP Base Plan MedNetwork HDHP Plus Plan MedNetwork Traditional Plan
In-Network Care
Deductible $4,500 - Employee Only***
$9,000 - Family		 $2,000 - Employee Only***
$4,000 - Family		 $1,250 - Individual
$2,500 - Family
Member Coinsurance 30% 20% 20%
Out-of-Pocket Maximum $6,000 - Individual
$12,000 - Family		 $4,000 - Individual
$8,000 - Family		 $4,500 - Individual
$9,000 - Family
Preventive 100% 100% 100%
PCP Office Visit Copay 30% after Deductible 20% after Deductible $25
Specialist Office Visit Copay 30% after Deductible 20% after Deductible $50
Hospitalization 30% after Deductible 20% after Deductible 20% after Deductible
Urgent Care 30% after Deductible 20% after Deductible $50
Emergency Room 30% after Deductible 20% after Deductible $500 (waived if admitted)
Retail Rx Copays*
30-Day Supply		 Medical Deductible Applies to Rx** Medical Deductible Applies to Rx**  
Generic 30% after Deductible** $15 after Deductible** $15
Preferred Brand $40 after Deductible** $40
Non-Preferred Brand $60 after Deductible** $60
Out of Network Care
Deductible $9,000 - Employee Only***
$18,000 - Family		 $4,000 - Employee Only***
$8,000 - Family		 $2,500 - Individual
$5,000 - Family
Member Coinsurance 50% 50% 50%
Out-of-Pocket Maximum $12,000 - Individual
$24,000 - Family		 $8,000 - Individual
$16,000 - Family		 $9,000 - Individual
$18,000 - Family

 

* If your doctor doesn't specify "Dispense as Written" (DAW) but you request a brand drug, you pay the generic copay plus the cost difference between the brand and generic drugs.

** See the Select Health Generic Preventative Drug List, available at https://selecthealth.org/.

*** This Deductible in the MedNetwork HDHP plans are for Employee Only level of coverage. If you have one or more dependents on this medical plan you must satisfy the family deductible before the plan starts paying benefits.

Go to Tools & Resources for additional information about these benefits.

Medical Payroll Deductions

The rates listed here are the employee’s portion of the premium per pay period. Be sure to check the Select Health Provider list - https://selecthealth.org/find-a-doctor before making your selection. When searching for a provider, ensure you're searching under the correct network for your state:

Utah - SelectHealth Med

Arizona, California, New Mexico, and Oklahoma - UnitedHealthcare Options PPO

Idaho - SelectHealth/St.Luke's Health Partners/Brightpath

MedNetwork HDHP Base Employee Premium Per Pay Check
Employee Only $0.00
Employee + Spouse $80.13
Employee + Child(ren) $76.27
Employee + Family $122.52
MedNetwork HDHP Plus Employee Premium Per Pay Check
Employee Only $35.13
Employee + Spouse $99.47
Employee + Child(ren) $94.69
Employee + Family $152.10
MedNetwork Traditional Employee Premium Per Pay Check
Employee Only

$89.50
Employee + Spouse $285.14
Employee + Child(ren) $271.23
Employee + Family $435.15
   

For help understanding your medical option, take advantage of the PLANselect tool, or call the HRAccess Benefit Advocate Center at 833-222-4845 for assistance. You can also visit SelectHealth.org or call 800-538-5038.

TOBACCO USER SURCHARGE

Each employee enrolled in medical coverage must certify through MyHR whether or not they have used tobacco in the last six months. Employees who are tobacco users and are enrolled in medical must pay an additional surcharge equal to $25 per paycheck. However, HRAccess and Select Health are committed to making tobacco quit programs available to you. If you complete the tobacco cessation program, you may re-certify your HRAccess tobacco status by contacting HRCentral@progrexion.com (or call 855-255-3475) and the tobacco surcharge will be stopped as of your next regular paycheck.

What Are My Dental Plan Options

NOTE: Dental Plans are offered through Delta Dental. The Buy-Up plan has the same benefits as the Core plan but it also includes limited orthodontia coverage for all enrolled family members. See below for coverage information and rates.

  Core Dental Buy Up Dental
Annual Deductible In Network/Out-of-Network Delta DPPO Advantage
Individual $50 $50
Family $150 $150
Diagnostic & Preventive Services 100% — deductible waived 100% — deductible waived
Basic Restorative Services 80% 80%
Major Restorative Services 50% 50%
Annual Maximum per person $2,000 $2,000  
Orthodontia Not covered 50%, to the $1,500 lifetime maximum per person

Visit the Delta dental website  or contact the Benefit Advocate Center at 833-222-4845 or bac.hraccessbenefits@ajg.com.

Dental Payroll Deductions

 

Delta Dental - Core Employee Premium Per Pay Period
Employee Only $6.84
Employee plus One $13.69
Family $29.06
Delta Dental - Buy Up Employee Premium Per Pay Period
Employee Only $11.52
Employee plus One $27.47
Family $50.97

What's My Vision Plan Option?

Our Vision plan, offered through EyeMed, covers eye exams and lenses or contacts once per year, and frames once every 24 months. Using their extensive network, the plan offers services that provide both eye exams and eyewear, making for "one-stop shopping" when it comes to your eye care benefits.

EyeMed In Network In-Network Plus Providers Out of Network
Eye Exams $10 copay $10 copay $40 reimbursement
Frames – once every 24 months
Any frame available at the provider's location $0 copay
$135 allowance
20% off amounts over $135		 $0 copay
$185 allowance
20% off amounts over $185		 $94.50 reimbursement
Lenses or Contacts – once every 12 months
Single Lenses $25 $25 $30 reimbursement
Bifocal Lenses $25 $25 $50 reimbursement
Trifocal Lenses $25 $25 $70 reimbursement
Conventional Contacts $0 copay
$135 allowance
15% off amounts over $135		 $0 copay
$185 allowance
15% off amounts over $185		 $135
Disposable Contacts $0 copay
$135 allowance		 $0 copay
$185 allowance		 $135
Medically Necessary Contacts Paid in full Paid in full $210 reimbursement

Vision Payroll Deductions

Vision - Eye Med Employee Premium Per Pay Period
Employee Only $2.58
Employee plus One $4.90
Family $7.19

For more information, visit the EyeMed website www.eyemedvisioncare.com or call customer service at 866.939.3633 (Monday – Saturday, 5 am – 9 pm or Sunday, 9 am – 6 pm).

Go to Tools & Resources for additional information about these benefits.

Health Savings Account (HSA)

What's an HSA?

If you enroll in one of the MedNetwork HDHP medical plan options, you can participate in a Health Savings Account (HSA) offered through Optum. If you enroll in a Traditional medical plan option, HSA contributions are not permitted under IRS rules, and you also do not qualify for the company contribution plan.

Contributing to the HSA is like contributing to your 401(k) – it provides a tax-free way to save for current and future eligible medical, dental, vision, and prescription expenses. Contributions are deposited into your account before federal, state, and Social Security taxes are withheld. And you pay no taxes when you use your HSA funds to pay for eligible expenses. 

In 2023 you can contribute up to $3,850 if you have employee-only coverage or $7,750 if you cover one or more dependents. If you will be age 55 or older anytime in 2023, you can contribute an additional $1,000.

HSA participation offers you several key advantages:

  • You can access your account via debit card, online or through a mobile app.
  • You can change or stop your contributions any time during the year.
  • Your unused funds roll over from year to year.
  • Your account is portable, so you can take it with you if you change medical plans, retire or change jobs.
  • You can direct funds to pay your provider directly or request a reimbursement for amounts you pay out-of-pocket.

For more information, visit the Optum Financial Services website (www.optumhealthfinancial.com), or call customer service at 800.243.5543 (Monday – Friday, 7 am – 7 pm).

Take the time to learn how the HSA can help you save!

EVERYTHING YOU NEED TO KNOW ABOUT YOUR HSA

When you enroll in one of the MedNetwork HDHP Base or Plus plans, you can also enroll in a tax-free HSA through Optum.

Did you know when you make pretax contributions to your HSA, you can use these funds to pay for qualified medical expenses incurred once your account is opened and in the future?

How Does My HSA Grow?

Protect and Plan For Your Future.

HSAs offer triple tax savings through your payroll contributions, any interest, and earnings as well as the money is withdrawn. Each of these savings is not taxed if it's used for qualified medical expenses. (For a complete list of qualified medical expenses, click here). Your HSA balance grows in three ways:

  • HSA Company Contributions: In 2023 you may be eligible for employer contributions when you complete the required wellness goals
  • Your contributions: In 2023 you can contribute up to $3,850 (Employee coverage) or $7,750 (other coverage) on a pretax basis. Plus, if you're age 55 or older in 2023, you also can contribute an additional $1,000 over and above the limit!
  • Earnings and interest: Your money can be invested tax-free, much like your 401(k) account – giving you another way to grow your funds.

Visit Optum www.optumbank for details.

There are several features that make the HSA a unique tool for saving on healthcare costs:

  • Use it or lose it! Unused HSA contributions roll over from year to year, allowing you to accumulate funds for future medical expenses. And you can enhance your HSA savings by making smart, cost-effective health care decisions – like seeing a network doctor or using generic prescription drugs. Not only will these decisions reduce your out-of-pocket expenses, but they allow your HSA savings to accumulate for the day you or a family member needs more costly health care.
  • You own the funds in your HSA. Even if you change medical plans, retire or change jobs, you can take your HSA with you and continue to withdraw funds tax-free for qualified medical expenses.
  • Your HSA can be used for dental and vision expenses. Your funds don't have to be used for just medical expenses ‒ they can also help reduce your dental and/or vision care expenses.

How Do I Use My HSA?

MONEY GOES IN

  • Your pre-tax contributions, combined with HSA Company Contributions, go into the account. Up to $3,850 annually for employee-only coverage and $7,750 annually for other coverage levels
  • You can contribute an additional $1,000 annually if you are 55 or older anytime during the year
  • Remember, you can change your contribution rate at any time throughout the year

MONEY COMES OUT

  • You can use your HSA to pay for any eligible expenses. To pay you can use your HSA debit card
  • If you're paying for services out-of-pocket you can reimburse yourself by going online or using the convenient mobile app
  • If there's not enough money in your HSA to cover an expense, you can pay it now and reimburse yourself later

MONEY STAYS WITH YOU

  • Any money left in your HSA will roll over into the next year and is yours to pay for future medical expenses
  •  If you change medical plans, retire or change jobs, your HSA stays with you
  • Using your HSA is easy, and can help you save on healthcare costs – now and in the future

SHOULD I KEEP MY HSA RECEIPTS?

Yes – you are responsible for using your HSA funds only for qualified medical expenses. You should keep any and all documentation, including payment receipts, to substantiate your purchases and avoid possible tax consequences.

For a complete list of qualified medical expenses, visit here.

HSA Contributions

PROMOTING HEALTHY WORK/LIFE BALANCE

Up to $1,500 in total company contributions to your Health Savings Account!

In 2023, HRAccess will continue to reward healthy actions through HSA contributions. If you are on a MedNetwork HDHP medical plan that pays a premium, completes an annual wellness exam (women's preventative exam qualifies), and have an active HSA with Optum, you could earn a cash contribution to your Optum health savings account (HSA).

Enrollment and Plan Options

If you are enrolled in the Traditional medical plan option or employee-only coverage under the MedNetwork HDHP Base plan, you won’t be eligible for the HSA Company Contributions. 

As explained in the chart below, if you complete a Wellness visit before December 31, 2022, you will automatically qualify for the maximum HSA company contributions for 2023. After Q1 2023, employees will need to get their annual wellness exam (All preventative exams qualify) and have an active HSA to receive the following quarters' worth of company contribution. 

No matter your situation, getting started now at SelectHealth.org means you will have the best chance at qualifying for maximum rewards!

Wellness Exam (Women's preventative exam qualifies) and an active HSA Company Contribution Payout
(Only MedNetwork HDHP Plus is eligible)		 Company Contribution Payout
(MedNetwork HDHP Base and Plus w/ Dependents)
     
Between 1/1/2023-3/31/2023

$562.50 Total Yearly Company Contribution


Paid in quarterly amounts of $187.50 on the first check of May, Aug, Nov.

$1,125 Total Yearly Company Contribution


Paid in quarterly amounts of $375 on the first check of May, Aug, Nov
Between 4/1/2023-6/30/2023

$375 Total Yearly Company Contribution


Paid in quarterly amounts of $187.50 on the first check of Aug and Nov

$750 Total Yearly Company Contribution

Paid in quarterly amounts of $375 on the first check of Aug and Nov
Between 7/1/2023-9/30/2023 $187.50 Total Yearly Company Contribution
Paid on the first check of Nov		 $375 Total Yearly Company Contribution
Paid on the first check of Nov

NOTE: You may qualify for only one of the above reward dollar levels each year. If your coverage level changes mid-year due to a qualifying life event, your reward level will be adjusted.

Good news! If you completed your annual physical in 2022 and you have an active HSA account, your qualification will carry over and count toward being rewarded in 2023!

 

ANNUAL PHYSICAL/WELLNESS CHECK-UP

A full annual physical (wellness check-up) with a primary care physician or an annual OB/Gyn well-woman exam/screening will qualify for credit to meet this wellness goal. Please also make sure when you schedule your wellness check-up with your doctor that you explain that this must be submitted to Select Health as a preventive wellness exam. Some doctors' offices will fail to do this if not instructed by the patient, especially if they use a portion of the visit to treat or discuss a specific diagnosis or existing condition. Contact the HRAccess Benefits Team at HRCentral@progrexion.com

If you would like to learn more details about your health benefits. Visit our tools and resource page to download the brochures.

Tools & Resources

Top of Page

Flexible Spending Account (FSA)

What's a Flexible Spending Account?

Flexible Spending Accounts (FSAs) allow you to use tax-free dollars to pay eligible health care and/or dependent care expenses. Your contributions are deducted from your pay before Social Security, federal, and state taxes (if applicable) are withheld. You also don't pay taxes when you withdraw your FSA funds to reimburse yourself for eligible expenses.

  • With the Healthcare FSA, you can contribute from $100 up to $3,050 on a pretax basis to help pay for your medical, dental and/or vision expenses in 2023. In addition, the Healthcare FSA: 
    • Allows you to be reimbursed up to your elected amount immediately, even if you have not yet made all your 2023 payroll contributions. 
  • With the Dependent Care FSA, you can contribute from $100 up to $5,000 on a pretax basis to help pay for qualified childcare expenses. However, if:
    • Your spouse also contributes to a Dependent Care FSA, your combined annual contribution cannot exceed $5,000.
    • You file separate income tax returns, the maximum annual contribution for you and your spouse is $2,500 each.

The Dependent Care FSA will reimburse you only up to the amount available in your account when you file a claim. In addition, dependent daycare expenses are reimbursable only if the person you pay reports those payments as income. You must also provide the caregiver's Social Security or Tax I.D. number when submitting claims for reimbursement.

For more information, visit the Optum Financial Services website (www.optumhealthfinancial.com), or call customer service at 800.243.5543 (Monday – Friday, 7 am – 7 pm).

YOU MUST RE-ENROLL EVERY YEAR

  • FSA elections do not carry over from one year to the next. If you want to participate in an FSA for the year, you must make that election during your New Hire Enrollment period or each year's annual Open Enrollment.
  • You lose any money in your FSAs that you do not use for services incurred by December 31st (or your benefit end date, whichever comes first).

LIMITED PURPOSE FSA (LPFSA)

  • If you or the Company contributes to an HSA this year and you also elect to have a health FSA it will be automatically classified as a "limited purpose" FSA.
  •  A LPFSA is a health flexible spending account that only reimburses you for eligible dental and vision expenses.  
  • By establishing a LPFSA, you can save money on taxes using your LPFSA dollars for your dental and vision expenses. Preserving your HSA funds for other purposes, including saving those funds for the future.

NO CONTRIBUTION CHANGES

  • After you decide how much you want to contribute in 2023, you generally cannot change that amount until next year’s Benefits Open Enrollment unless you have a qualifying life event such as getting married or having a baby.
  • You have until March 15th of the next year to submit expenses for the current year.

401(k)

SAVING FOR RETIREMENT IS IMPORTANT AND EASY

Planning for a 401(k) can seem confusing. That's why we've tried to keep things straightforward.

A 401(k) plan is simply a retirement savings account that is offered to employees. With a 401(k) savings plan, the money you elect to contribute to your retirement savings account is deducted from your paychecks and automatically deposited.

All new employees will be automatically enrolled in the 401(k) after 30 days at a 3% deferral rate. This means 3% of earnings, before tax, will automatically be applied to a 401(k). In order to opt-out, or increase the contribution amount, create an account through Fidelity at www.netbenefits.com, or call 1-800-835-5097.

Company match to a 401(k) begins at the beginning of the month, following 6 months of continued employment. That's free money!

Here is an example: Assuming total eligible pay for a paycheck is $1,500.00, here is how much you and the Company will contribute to your 401(k) account, depending on the percentage you elect to contribute:

If you to contribute this percent of your pay... Your paycheck deduction will be The company match will be. For a total deposit to your 401(k) plan account of
1% $15.00 $15.00 $30.00
2% $30.00 $30.00 $60.00
3% $45.00 $45.00 $90.00
4% $60.00 $52.50 $112.50
5% $75.00 $60.00 $135.00

(Note: Company match begins at the beginning of the month following 6 months of continued employment. Company contributions made for the 1-15 of the month appear on the 22nd paycheck. EXAMPLE - Employee begins working June 6, 2021, reaches 6 months of employment December 6, 2021, begins receiving company in January 2022. This employee can expect to see the match on their January 22, 2022 check.)

Helpful Tips

  • The Company matches up to the first 5% you contribute – 100% on your first 3%, and 50% on the next 2%. 
  • Be sure you're contributing at least 5% of your pay to receive the maximum Company Matching contribution. Otherwise, you will be leaving some of that free money on the table!

NEED INVESTMENT ADVICE?

We’ve partnered with Morgan Stanley to provide you with web-based and telephone 401(k) advice. This service allows you to speak with an adviser, trained, and licensed to help you evaluate your risk tolerance, financial goals, and provide specific plan contributions and other information. Morgan Stanley offers one-on-one consultations with unbiased education. To schedule a consultation or for additional details, contact 310-443-0543.

Life & Disability

IN ADDITION TO YOUR HEALTH BENEFITS

Your New Hire Enrollment period is a great time to consider the various optional benefits

The Company provides to help protect you and your family, save for retirement, or plan for some time away. You pay the full cost of many of these coverages but have the ability to select only those coverages that are right for our personal situation.

WHAT ARE MY DISABILITY COVERAGE OPTIONS?

The HRAccess Benefits program offers optional disability coverage through New York Life disability insurance and is intended to replace a portion of your income if you are unable to work due to illness or injury. 

You have the option to choose Short-Term Disability (STD) and/or Long-Term Disability (LTD) coverage. You are responsible for the full cost of this coverage. Neither STD nor LTD is available to your eligible dependents.

Note: This is only a summary of your STD and LTD benefits. A full description of benefits and exclusions can be found in your benefits summary or certificate of coverage.

Go to Tools & Resources for additional information about these benefits.

NEW HIRE ENROLLMENT

If you enroll in STD or LTD during your New Hire Enrollment you are guaranteed coverage. If you do not enroll when you are first eligible and want to enroll in Short Term Disability later, you will be required to complete an Evidence of Insurability form and be approved for coverage by New York Life. Please note that if you are not working your regular full-time hours on your disability coverage effective date, your policy will not begin until you are back to work full-time and meet the eligibility requirements.

Short-Term Disability Coverage Benefit
Amount 60% of your base salary (adjusted quarterly), to a maximum of $1,200 per week.
Benefits Begin After you have been unable to work due to illness or injury for 14 consecutive days.
Benefit Duration 11 weeks
Pre-Existing Condition Limitations You are not covered for:
  • Disabilities resulting from a condition that occurred within 3 months before your coverage took effect, until you have been enrolled in the plan for the next 12 months.

 

Long-Term  Disability Coverage Benefit
Amount 60% of your current salary, to a maximum of $5,000 per month
Benefits Begin After you have been unable work due to illness or injury for 90 days
Benefit Duration Until the earlier of the date your disability ends or the date you reach Social Security retirement age.
Definition of Disability You are considered Disabled if, solely because of Injury or Sickness, you are unable to perform the material duties of your Regular Occupation; and unable to earn 80% or more of your Indexed Earnings from working in your Regular Occupation. After Disability Benefits have been payable for 36 months, the Any Occupation definition of disability applies.
Pre-Existing Condition Limitations You are not covered for:
  • Disabilities resulting from a condition that occurred within 3 months before your coverage took effect until you have been enrolled in the plan for the next 12 months.
Survivor Benefit If you die while receiving LTD benefits, your survivor will receive a single lump sum benefit equal to 3 months of the payments you were receiving while alive.

If you enroll in LTD during your New Hire Enrollment you are guaranteed coverage. If you do not enroll when you are first eligible and want to enroll in LTD later, you must complete an Evidence of Insurability form and be approved for coverage by New York Life. For more information, read our LTD brochures for Progrexion and Lexington Law.

Note: This is only a summary of your Life/AD&D benefits. A full description of benefits and exclusions can be found in your benefits summary or certificate of coverage.

WHAT ARE MY LIFE/AD&D COVERAGE OPTIONS?

When thinking about life and accidental death and dismemberment (AD&D) insurance, give some thought to the expenses and income needs your dependents would have if something happened to you.

Under the HRAccess Benefits program, the Company provides you with a basic level of life and AD&D coverage at no cost to you. This coverage is equal to 1 times your annual eligible pay rounded to the nearest $1,000, to a maximum of $50,000. In addition, you can purchase additional life insurance coverage for yourself, your spouse or your dependent child(ren) during New Hire Enrollment, with the costs paid by you. Depending on the amount and timing of your request for additional life insurance coverage, you or your spouse may be required to provide evidence of insurability through New York Life. You will be notified if this applies to you.

Go to Tools & Resources for additional information about these benefits.

Basic Life/AD&D Coverage Benefit
Amount
  • 1 times your annual salary (rounded to the nearest $1,000), to a maximum benefit of $50,000.
  • Basic life insurance is paid to your beneficiary at 100% of the coverage amount if you die, unless an age reduction applies.
  • Basic AD&D insurance is paid to you or your beneficiary at a percentage of your coverage amount, based on the type of injury you received. Age reductions also may apply.
Age Reductions Payment to you or your beneficiary may be reduced based on your age when benefits commence:
  • Before age 65: 100%
  • Between ages 65-69: 65%
  • After age 70: 50%
Coverage Paid By The Company.

Note: This is only a summary of your Life/AD&D benefits. A full description of benefits and exclusions can be found in your benefits summary or certificate of coverage.

Supplemental Life Coverage Benefit
Amount for You
  • You may purchase coverage in $10,000 increments up to a maximum of $500,000.
  • For any change to your current coverage amount, you are required to complete an Evidence of Insurability (EOI) form and be approved for coverage.
  • Guaranteed Coverage Amount for New Hires is $200,000
Amount for Your Spouse
  • If you select this option you must also purchase supplemental coverage for yourself.
  • You may purchase coverage for your spouse in $10,000 increments, to a maximum of your supplemental coverage amount.
  • For any change to your spouse's current coverage amount, he or she will be required to complete an EOI form and be approved for coverage.
  • Guaranteed Coverage Amount for New Hires is: $20,000
Amount for Your Unmarried Legal Dependent Child(ren) up to 19 years old
19-25 years if a full-time student
19 or more if incapable of self-sustaining employment due to a mental or physical handicaps.
  • If you select this option you must also purchase supplemental coverage for yourself.
  • You may purchase $10,000 in coverage for each of your dependent children.
  • The maximum coverage amount is $500 for the child(ren) under 6 months of age.
Age Reductions Payment to your beneficiary may be reduced based on your age at the time of your death:
  • Before age 65: 100%
  • Between ages 65-69: 65%
  • After age 70: 50%
Coverage Paid By You

For more information, read our Life/AD&D brochures for Progrexion and Lexington Law.

Employee Discount Program

What's the Employee Discount Program?

Enjoy free access to a comprehensive employee discounts program, powered by BenefitHub! Visit MyHRAccess.BenefitHub.com to get started! The HRAccess Employee Discounts Program is the largest employee discount marketplace in the United States, providing access to a massive array of deals with many of your favorite brands. Included are discounts on movie tickets, hotels, electronics, cars, gym memberships, child care services, and a ton more! You name it, there’s probably a discount available. If not, on the website you can suggest your favorite local or national businesses to be added! There are even fully integrated quoting and booking tools for things like travel, tickets to events or movies, theme parks, automobile purchasing, and insurance quotes. Also, find local deals easily for wherever you live, work or play using the website’s Local Deals search feature. Contact HRCentral@Progrexion.com or call BenefitHub directly at 866-664-4621.

Visit MyHRAccess.BenefitHub.com to get started!

Employee Assistance Program (EAP)

What's EAP?

Problems are a part of everyday life, but you and your family can get help through the Employee Assistance Program (EAP), offered through Intermountain. The EAP provides assistance with the everyday challenges of life that can affect your health, family life and desire to excel at work. 

What's Covered?

EAP personal advocates will work with you and your household family members to help you resolve issues you may be facing, connect you with the right mental health professionals, direct you to a variety of helpful resources in your community and more.

  • 3: 60 minutes of in-person/virtual counseling sessions with a counselor in your area.
  • Legal assistance: 30-minute consultation with an attorney face-to-face or by phone. (Employment-related legal issues are not covered.)
  • Financial: 30-minute telephone consultation with a qualified specialist on topics such as debt counseling or planning for retirement.
  • Parenting: Resources and referrals for childcare providers, before and after school programs, camps, adoption organizations, child development, prenatal care and more.
  • Eldercare: Resources and referrals for home health agencies, assisted living facilities, social and recreational programs and long-distance caregiving.
  • Pet care: Resources and referrals for pet sitting, obedience training, veterinarians, and pet stores.
  • Identity theft: 60-minute consultation with a fraud resolution specialist.

THE EAP ALSO HELPS WITH WORK/LIFE SERVICES

The EAP also offers services to help you manage the things going on in your life. These services include free counseling, help for caregivers and crisis response. Call 800-832-7733.