Nov 13-22
Hi Leaguers!

Welcome to your League benefits program!

Our mission is to empower you to live a healthier, happier life. At League, we understand that one size never fits all. That’s why we offer personalized benefits for maximum flexibility. We have three separate medical coverage plans to best meet the individual needs of you and your family.  We also offer a collection of perks including a generous Lifestyle Spending Account (LSA) with flexibility for you to prioritize your wellness goals. We want to be able to support the needs of every Leaguer (that’s you!) and your loved ones. Let’s get you set up for 2024!

See Plan Details

We’re here to support you on your journey.

League has everything you need to understand your benefits. You’ll be able to see your coverage easily, find health resources, take advantage of exclusive member offers, get personalized support, create healthy habits and have access to awesome perks to enhance your League experience! Remember, as a League member (and employee!), you’ll get access to the following:

  • Device - care team screen

    Care Team

    Chat live with a health professional to get speedy help with any health concerns, such as a sudden rash or finding a provider near you.

  • device with health programs

    icon of phone with a heart Health Profile & Programs

    Based on your health profile, receive recommended programs with daily tasks that inspire healthy choices.

  • league digital wallet mockup

    Digital Wallet

    All of your benefits coverage and information about your perks, all in one place.

  • device with League lifemarket screen

    icon for League Lifemarket Lifemarket

    A curated marketplace with exclusive offers and discounts on products and services that support your wellbeing.

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MY PLANS

Let’s take a look at your plan options.

At League, we’re lucky to have multiple generations within the workforce with a diverse set of needs and preferences. We all interact with our benefits in a different way. We have three separate medical and coverage plans to let you pick the coverage plan that best supports you (and your loved ones).

Medical
Dental
Vision
In-Network Plan Options

Flexible

HSA Medical Plan

The Flexible HSA Plan offers a Health Savings Account (your account with triple tax advantage!) with the highest deductible level to meet before the plan begins to pay for covered medical services and prescription drugs.

No premium payroll deductions!

Balanced

HRA Medical Plan

The Balanced HRA Plan offers a Health Reimbursement Account (Employer owned pre-tax account) with a moderate deductible level to meet before the plan begins to pay for covered medical services.

Enhanced

PPO Medical Plan

The Enhanced PPO Plan offers a copay-driven plan option and has the highest premium payroll deductions with the lowest deductible level out of the three medical plan offerings.

This is a buy-up plan offering for employees who prefer the copay structure with moderate health needs.

Medical – Member Pays (unless noted otherwise)
In-Network Benefits
In-Network Benefits
In-Network Benefits
Deductible – accumulates based on calendar year
$3,000 single
$6,000 family
No more than $3,200 per individual within a family
$1,800 single
$3,600 family
No more than $1,800 per individual within a family
$750 single
$1,500 family
No more than $750 per individual within a family
Out of Pocket Maximum – accumulates based on calendar year
$4,000 single
$8,000 family
No more than $4,000 per individual within a family
$4,000 single
$8,000 family
No more than $4,000 per individual within a family
$4,000 single
$8,000 family
No more than $4,000 per individual within a family
Preventive Care
100% Covered by Plan
Deductible does not apply
100% Covered by Plan
Deductible does not apply
100% Covered by Plan
Deductible does not apply
Physician Office Visits – Primary Care & Specialist
In-office & Virtual:
100% Covered by Plan after deductible
In-office:
100% Covered by Plan after deductible

Virtual:
100% Covered by Plan
Deductible does not apply
In-office & Virtual:
100% Covered by Plan
Deductible does not apply
Physician Office Visits – Mental Health & Behavioral Health
In-office & Virtual:
100% Covered by Plan after deductible
In-office & Virtual:
100% Covered by Plan
Deductible does not apply
In-office & Virtual:
100% Covered by Plan
Deductible does not apply
Coinsurance
10% after deductible
20% after deductible
20% after deductible
Hospital
10% after deductible
20% after deductible
20% after deductible
Emergency Room
10% after deductible
20% after deductible
Deductible applies, then $300 Copay, then 20% Coinsurance
Urgent Care
10% after deductible
20% after deductible
$100 Copay
Deductible does not apply
Prescription Drugs Retail – 30 day supply
Retail Prescription Drugs*
Medical Deductible applies, then:
$10 generic
$35 preferred brand
$75 non-preferred brand
$150 speciality

*Note: Mail-order (90 day supply) is twice the Retail amount for generic, preferred brand, and non-preferred brand. Specialty drugs are 30 day supply only.
Retail Prescription Drugs*
Medical Deductible does not apply, then:
$10 generic
$35 preferred brand
$75 non-preferred brand
$150 speciality

*Note: Mail-order (90 day supply) is twice the Retail amount for generic, preferred brand, and non-preferred brand. Specialty drugs are 30 day supply only.
Retail Prescription Drugs*
Medical Deductible does not apply, then:
$10 generic
$35 preferred brand
$75 non-preferred brand
$150 speciality

*Note: Mail-order (90 day supply) is twice the Retail amount for generic, preferred brand, and non-preferred brand. Specialty drugs are 30 day supply only.
Spending Accounts: Employer Contributions – Annual amounts / contributed quarterly
Health Savings Account (HSA)
$1,000 single,
$2,500 family

Prorated for new hires based on quarter of Leaguer’s hire date.
Health Reimbursement Account (HRA)
$1,000 single
$2,500 family

Prorated for new hires based on quarter of Leaguer’s hire date.
No Employer Contribution to Spending Accounts
$0
Spending Accounts: Employee Contributions
Health Savings Account (HSA)
Maximum annual contribution from League + EE combined:
$4,150 single
$8,300 family (plus $1,000 if age 55+)

Limited Purpose Flexible Spending Account (LPFSA)
Maximum Annual Contribution of $3,200
Flexible Spending Account (FSA)
Maximum annual contribution: $3,200
Flexible Spending Account (FSA)
Maximum Annual Contribution: $3,200
Your Monthly Premium Contribution
$0
Monthly Payroll Deductions:
EE only: $20.00
EE + Spouse: $41.00
EE + Child(ren): $38.00
EE + Family: $63.00
Monthly Payroll Deductions:
EE only: $110.00
EE + Spouse: $250.00
EE + Child(ren): $230.00
EE + Family: $350.00
Note
This summary of benefits is a brief outline of coverage, designed to help you with the selection process.
For more details, important limitations and exclusions, please review the formal plan documents.

Flexible

HSA Medical Plan

The Flexible HSA Plan offers a Health Savings Account (your account with triple tax advantage!) with the highest deductible level to meet before the plan begins to pay for covered medical services and prescription drugs.

No premium payroll deductions!

  • Medical – Member Pays (unless noted otherwise) In-Network Benefits
  • Deductible – accumulates based on calendar year $3,000 single
    $6,000 family
    No more than $3,200 per individual within a family
  • Out of Pocket Maximum – accumulates based on calendar year $4,000 single
    $8,000 family
    No more than $4,000 per individual within a family
  • Preventive Care 100% Covered by Plan
    Deductible does not apply
  • Physician Office Visits – Primary Care & Specialist In-office & Virtual:
    100% Covered by Plan after deductible
  • Physician Office Visits – Mental Health & Behavioral Health In-office & Virtual:
    100% Covered by Plan after deductible
  • Coinsurance 10% after deductible
  • Hospital 10% after deductible
  • Emergency Room 10% after deductible
  • Urgent Care 10% after deductible
  • Prescription Drugs Retail – 30 day supply Retail Prescription Drugs*
    Medical Deductible applies, then:
    $10 generic
    $35 preferred brand
    $75 non-preferred brand
    $150 speciality

    *Note: Mail-order (90 day supply) is twice the Retail amount for generic, preferred brand, and non-preferred brand. Specialty drugs are 30 day supply only.
  • Spending Accounts: Employer Contributions – Annual amounts / contributed quarterly Health Savings Account (HSA)
    $1,000 single,
    $2,500 family

    Prorated for new hires based on quarter of Leaguer’s hire date.
  • Spending Accounts: Employee Contributions Health Savings Account (HSA)
    Maximum annual contribution from League + EE combined:
    $4,150 single
    $8,300 family (plus $1,000 if age 55+)

    Limited Purpose Flexible Spending Account (LPFSA)
    Maximum Annual Contribution of $3,200
  • Your Monthly Premium Contribution $0
  • Note This summary of benefits is a brief outline of coverage, designed to help you with the selection process.
    For more details, important limitations and exclusions, please review the formal plan documents.

Balanced

HRA Medical Plan

The Balanced HRA Plan offers a Health Reimbursement Account (Employer owned pre-tax account) with a moderate deductible level to meet before the plan begins to pay for covered medical services.

  • Medical – Member Pays (unless noted otherwise) In-Network Benefits
  • Deductible – accumulates based on calendar year $1,800 single
    $3,600 family
    No more than $1,800 per individual within a family
  • Out of Pocket Maximum – accumulates based on calendar year $4,000 single
    $8,000 family
    No more than $4,000 per individual within a family
  • Preventive Care 100% Covered by Plan
    Deductible does not apply
  • Physician Office Visits – Primary Care & Specialist In-office:
    100% Covered by Plan after deductible

    Virtual:
    100% Covered by Plan
    Deductible does not apply
  • Physician Office Visits – Mental Health & Behavioral Health In-office & Virtual:
    100% Covered by Plan
    Deductible does not apply
  • Coinsurance 20% after deductible
  • Hospital 20% after deductible
  • Emergency Room 20% after deductible
  • Urgent Care 20% after deductible
  • Prescription Drugs Retail – 30 day supply Retail Prescription Drugs*
    Medical Deductible does not apply, then:
    $10 generic
    $35 preferred brand
    $75 non-preferred brand
    $150 speciality

    *Note: Mail-order (90 day supply) is twice the Retail amount for generic, preferred brand, and non-preferred brand. Specialty drugs are 30 day supply only.
  • Spending Accounts: Employer Contributions – Annual amounts / contributed quarterly Health Reimbursement Account (HRA)
    $1,000 single
    $2,500 family

    Prorated for new hires based on quarter of Leaguer’s hire date.
  • Spending Accounts: Employee Contributions Flexible Spending Account (FSA)
    Maximum annual contribution: $3,200
  • Your Monthly Premium Contribution Monthly Payroll Deductions:
    EE only: $20.00
    EE + Spouse: $41.00
    EE + Child(ren): $38.00
    EE + Family: $63.00

Enhanced

PPO Medical Plan

The Enhanced PPO Plan offers a copay-driven plan option and has the highest premium payroll deductions with the lowest deductible level out of the three medical plan offerings.

This is a buy-up plan offering for employees who prefer the copay structure with moderate health needs.

  • Medical – Member Pays (unless noted otherwise) In-Network Benefits
  • Deductible – accumulates based on calendar year $750 single
    $1,500 family
    No more than $750 per individual within a family
  • Out of Pocket Maximum – accumulates based on calendar year $4,000 single
    $8,000 family
    No more than $4,000 per individual within a family
  • Preventive Care 100% Covered by Plan
    Deductible does not apply
  • Physician Office Visits – Primary Care & Specialist In-office & Virtual:
    100% Covered by Plan
    Deductible does not apply
  • Physician Office Visits – Mental Health & Behavioral Health In-office & Virtual:
    100% Covered by Plan
    Deductible does not apply
  • Coinsurance 20% after deductible
  • Hospital 20% after deductible
  • Emergency Room Deductible applies, then $300 Copay, then 20% Coinsurance
  • Urgent Care $100 Copay
    Deductible does not apply
  • Prescription Drugs Retail – 30 day supply Retail Prescription Drugs*
    Medical Deductible does not apply, then:
    $10 generic
    $35 preferred brand
    $75 non-preferred brand
    $150 speciality

    *Note: Mail-order (90 day supply) is twice the Retail amount for generic, preferred brand, and non-preferred brand. Specialty drugs are 30 day supply only.
  • Spending Accounts: Employer Contributions – Annual amounts / contributed quarterly No Employer Contribution to Spending Accounts
    $0
  • Spending Accounts: Employee Contributions Flexible Spending Account (FSA)
    Maximum Annual Contribution: $3,200
  • Your Monthly Premium Contribution Monthly Payroll Deductions:
    EE only: $110.00
    EE + Spouse: $250.00
    EE + Child(ren): $230.00
    EE + Family: $350.00

Dental PPO Plan (Guardian)

Dental – Member Pays (unless noted otherwise):
In-Network Benefits
Deductible – accumulates based on calendar year
$50 single
$150 family
Annual Maximum – Plan Pays accumulates based on calendar year
$1,500 Plan Limit
Preventive & Diagnostic Care
100% Covered by Plan
Deductible does not apply
Basic Restorative Care
20% after deductible
Major Restorative Care
50% after deductible
Orthodontia (Adult & Child)
50% after deductible
Lifetime Orthodontia Maximum – Plan Pays
$1,500 Plan Limit
Your Monthly Premium Contribution
$0
Notes
Join the enrollment informational session to learn about dental benefit enhancements!

This summary of benefits is a brief outline of coverage, designed to help you with the selection process.
For more details, important limitations and exclusions, please review the formal plan documents.

Dental PPO Plan (Guardian)

  • Dental – Member Pays (unless noted otherwise): In-Network Benefits
  • Deductible – accumulates based on calendar year $50 single
    $150 family
  • Annual Maximum – Plan Pays accumulates based on calendar year $1,500 Plan Limit
  • Preventive & Diagnostic Care 100% Covered by Plan
    Deductible does not apply
  • Basic Restorative Care 20% after deductible
  • Major Restorative Care 50% after deductible
  • Orthodontia (Adult & Child) 50% after deductible
  • Lifetime Orthodontia Maximum – Plan Pays $1,500 Plan Limit
  • Your Monthly Premium Contribution $0
  • Notes Join the enrollment informational session to learn about dental benefit enhancements!

    This summary of benefits is a brief outline of coverage, designed to help you with the selection process.
    For more details, important limitations and exclusions, please review the formal plan documents.

Voluntary Vision Plan

Vision Member Pays (unless noted otherwise):
In-Network Benefits
Exam Copay: (one exam per frequency period)
$10 Copay
Materials Copay
$20 Copay
Eyeglass Lenses Allowances: (one pair per frequency period)
100% Covered by Plan after Copay
Contact Lenses Allowances: (one pair or single purchase per frequency period)
Elective: Up to $130 Covered by Plan
Therapeutic: 100% Covered by Plan
Frame Retail Allowance (once per frequency period)
Up to $130 Covered by Plan
Frequency Period – Based on calendar year
12 Months (Exam)
12 Months (Lenses)
24 Months (Frames)
May not receive contact lenses and frames in the same calendar year
Your Monthly Premium Contribution
Monthly Payroll Deductions:

EE only: $5.00
EE + Spouse: $9.99
EE + Child(ren): $10.09
EE + Family: $16.11
Note
This summary of benefits is a brief outline of coverage, designed to help you with the selection process.
For more details, important limitations and exclusions, please review the formal plan documents.

Voluntary Vision Plan

  • Vision Member Pays (unless noted otherwise): In-Network Benefits
  • Exam Copay: (one exam per frequency period) $10 Copay
  • Materials Copay $20 Copay
  • Eyeglass Lenses Allowances: (one pair per frequency period) 100% Covered by Plan after Copay
  • Contact Lenses Allowances: (one pair or single purchase per frequency period) Elective: Up to $130 Covered by Plan
    Therapeutic: 100% Covered by Plan
  • Frame Retail Allowance (once per frequency period) Up to $130 Covered by Plan
  • Frequency Period – Based on calendar year 12 Months (Exam)
    12 Months (Lenses)
    24 Months (Frames)
    May not receive contact lenses and frames in the same calendar year
  • Your Monthly Premium Contribution Monthly Payroll Deductions:

    EE only: $5.00
    EE + Spouse: $9.99
    EE + Child(ren): $10.09
    EE + Family: $16.11
  • Note This summary of benefits is a brief outline of coverage, designed to help you with the selection process.
    For more details, important limitations and exclusions, please review the formal plan documents.
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Also included in your benefits:

Too much lingo? We want to make it easier for you.

Download Glossary
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Retirement Plan

Contributing to a pre-tax 401(k) account is one of the best ways to set yourself up for retirement success! League’s 401(k) plan is administered through Fidelity (effective January 1, 2024). 

League offers a matching program of $0.50 to the $1.00 of your contributions up to a maximum of 3%, capped at $4,000 each year. To receive the full contribution, you must contribute at least 6%. 

Upon joining League, you will receive an email from Fidelity with instructions for setting up your account. You can update your contributions at any time through the Fidelity portal or choose not to participate. You’re able to contribute pre-tax dollars through your 401(k) and/or post-tax dollars through your Roth. 

The IRS contribution limit for 2024 is $23,000. If you turn 50 or older during the calendar year, you can contribute an additional, catch-up contribution of $7,500.

Contribution Details

If you contribute:
Then you will receive a company match of:
0%
0%
1%
.5%
2%
1%
3%
1.5%
4%
2%
5%
2.5%
6% & up
3% (capped at $4,000)

Contribution Details

  • If you contribute: Then you will receive a company match of:
  • 0% 0%
  • 1% .5%
  • 2% 1%
  • 3% 1.5%
  • 4% 2%
  • 5% 2.5%
  • 6% & up 3% (capped at $4,000)
Lifestyle Spending Account (LSA)

This account is here to help you live your best life!

The Lifestyle Spending Account (LSA) is a spending account for Leaguers to use on wellness benefits such as fitness classes, gym membership, and related services. This account is here to help you live your best life! Leaguers receive $1,720 in their LSA every year. 

Allocations will be made on a quarterly basis (prorated based on the quarter of a Leaguers hire date) to align with our cross border experience for our Canadian Leaguers. Any unused funds allocated in a calendar year will roll-over to the following plan year for continuing active employees. 

CAREER DEVELOPMENT SPENDING ACCOUNT

Supporting your professional development.

Leaguers receive $1,000 annually toward learning and development initiatives that meet the following criteria:

  • are related directly to your job/role/profession OR 

  • are related to learnings in the technology industry OR

  • are related to learnings in the healthcare industry

TEMPORARY OUT OF COUNTRY WORK POLICY

League Explore.

LeagueExplore gives eligible Leaguers the ability to work outside of their permanent work location for a finite period of time. Leaguers can work across the globe to expand their horizons, live their best #leaguelife and have the flexibility and freedom to choose where they might wish to embark on an adventure to gain new insights and experiences. LeagueExplore enables Leaguers to work in the way that works best for them and enhances well-being. Leaguers can review our internal policy for more information or connect with their HR business partner on how to apply.

Work From Home Top-Up for New Leaguers

Work your way.

We don’t define our culture and talent by geographic locations. We believe in empowering Leaguers to work their way—at home, in the office, outside or at a cafe—anywhere that works for them in Canada and the US.

That’s why all new Leaguers will receive a $200 Work From Home top-up to help with setting up your home office (eg. buying a new desk, a monitor, a plant for your office etc.).

FAQ

Questions?

We’ve got you covered! Here are the answers to some of our most commonly asked questions:

Do I need to make a selection?

If you’d like to make a change to your plan or select any of the newly available plan options, you will have the opportunity to do so! In addition, even if you do not want to make any plan option changes, please note that the following benefits do not roll over: Critical Illness, Health Care Flexible Spending Account, Limited Purpose Spending Account and Dependent Care Spending Account. You will need to re-enroll in order to keep the same benefits in these instances. 

Your open enrollment will begin on Monday, November 13, 2023 and will be open until Wednesday, November 22, 2023. 

For more information on our US Benefit Enrollment training sessions, check out your #LeagueLife calendar.

When will my HSA and HRA funds be allocated if I select the Flexible HSA or the Balanced HRA plan?

Allocations will be done on a Quarterly basis (prorated based on the quarter of a Leaguers hire date) to align with our cross border experience for our Canadian Leaguers.

What is the triple-tax advantage of the Health Savings Account (HSA)?

If you choose to enroll in the Flexible HSA Medical Plan, you will be qualified for the Health Savings Account (HSA) through Optum Bank. HSAs are a convenient way to save for medical expenses and reduce your taxable income, and League contributes toward your HSA! (see FAQ above for spending account allocation details)

 

Each year, you can contribute as little or as much as you need to (within the annual limits) and can set up automatic pre-tax contributions directly from your payroll. You will access your HSA just like a normal bank account with a debit card. Your balance rolls over from year to year and follows you since you own the account, so you never need to worry about losing your savings. 


Read more about how to make the most of your HSA in this blog from League.

 

What is the triple tax advantage? The HSA option saves you money in the form of no premium payroll deductions, added employer contributions, and the tax break you can get on qualified health expenses through your HSA. There are three tax advantages that make the HSA attractive:

1.HSA contributions are pre-tax
2.You don’t pay taxes on the account’s growth
3.If you make withdrawals for eligible expenses, you don’t pay tax on those withdrawals

 

Because HSA contributions don’t count toward your tax burden, you will be taxed as though you make less money. When you contribute toward your HSA, it decreases your adjusted gross income which determines your taxable income.

What is a Lifestyle Spending Account (LSA)?

Lifestyle Spending Accounts (LSA) covers services and products you can access to live a healthier life, such as gym memberships, yoga and meditation, etc. Money spent from this account is a taxable benefit. You’ll only get taxed on the funds you actually use. League is the administrator of your LSA (instead of an insurance carrier) meaning that all claims are submitted directly through your League app.

Allocations will be done on a Quarterly basis (prorated based on the quarter of a Leaguers hire date) to align with our cross border experience for our Canadian Leaguers.

What is a Healthcare Flexible Spending Account (FSA)?

An FSA is a pre-tax account that permits you to contribute money to be used for eligible medical, dental or vision expenses.  All of your FSA funds are available to use immediately at the beginning of your plan year. However if you do not use up the funds during your employment, within the current plan year, you may lose them. For this reason, estimate your costs wisely.

There are only two opportunities to change your FSA contributions:

Once you open an FSA, you’ll receive a physical card from Optum. You can use this card to pay for eligible expenses the same way you’d use a debit or credit card. If you pay for an eligible expense out-of-pocket (with your own money), you can submit a claim for reimbursement instead.

Only Leaguers enrolled in the PPO medical plan can contribute to a Healthcare FSA.

What is a Limited Purpose Flexible Spending Account (LPFSA)?

An LPFSA has all the same guidelines as a Healthcare FSA with the following exceptions:

  • Funds may only be used for eligible dental or vision care expenses (not medical expenses)
  • Only Leaguers enrolled in the HRA medical plan or the HSA medical plan can contribute to an LPFSA

What is a Dependent Care Flexible Spending Account (DCFSA)?

A DCFSA is a pre-tax account that permits you to contribute money to be used for eligible expenses related to caring for your dependents while you’re at work. Expenses can apply to the care of your child(ren) under the age of 13, or a spouse or relative who is physically or mentally incapable of caring for themselves.  The most common eligible expenses are Preschool, Summer day camp, Before or after school programs, Babysitting and nanny expenses, Child or adult daycare.

If you do not use up the funds during your employment, within the current plan year, you may lose them. For this reason, be sure to estimate your costs wisely.

Unlike a healthcare FSA, you don’t have access to all the DCFSA funds at the beginning of the plan year. Your DCFSA funds accumulate throughout the year as they’re deducted from your paycheck. Once the funds have been deposited into your account, you can use them for eligible expenses incurred during the plan year.

You can use your DCFSA funds by paying for eligible expenses out-of-pocket (with your own money). You can then submit a claim to your administrator for reimbursement.

Where do I go to find the compliance policies for the new plan design?

Exchange Notice, Health Care Reform and ERISA / NGF Standard Notice Packet, Creditable Coverage Disclosure Notice and other notices are available in our 2022 Compliance Packet, linked here. 

You will be able to find these compliance notices and others in BambooHR under the Files tab > US Compliance Notices folder. You have the right to request and obtain a hard copy of these documents at no charge. Contact the League People & Culture Team at people@league.com  to request a paper version or ask any questions regarding these documents.

How much do I pay for these plans and how much is covered by my company?

League covers the full cost of your medical premiums if you select the Flexible HSA Plan. League also covers the full cost of your dental, disability and basic life/AD&D insurance premiums irrespective of your Medical plan selection.

 

The Enhanced PPO and HRA Plans will have a portion of the cost that is paid for by a Leaguer that varies based on your coverage tier selected. If you would also like to select vision or supplemental life insurance, these options will reflect premium cost that is paid for by Leaguers.

Am I going to receive any documents by mail or is everything electronic?

Cigna will be issuing new medical/vision ID cards to all members in 2024.  Your 2023 member ID will remain the same.  If you are a new participant in the dental or FSA plans, you may receive new benefits cards from your carrier when they process your enrollment choices.  But rest assured, but all of the information that you need will be available on your digital benefits card within League! Head to the Digital Wallet anywhere, anytime and if you still have questions, the Customer Care team knows all about your benefits. Send them a chat and you’ll hear back in less than 10 seconds.

Why is my salary showing is $1 or $1,000 in the enrollment experience on the Life and/or AD&D pages?

You will not be able to see your true salary through the experience (as we keep that information highly confidential!).

When can I change my plan elections outside of this enrollment time period?

The only time you can change your health insurance coverage is when you experience a Qualifying Life Event like getting married or adding a mini-me to your family!

What is the default plan if I don’t make selections?

If you choose not to make a selection, you will maintain your core current coverage elections. Three are four plans that require an active election for 2024 or they will be waived: Healthcare Flexible Spending Account, Limited Purpose Flexible Spending Account, Dependent Care Flexible Spending Account and Critical Illness. If you are a new hire and you choose not to make a selection, all plans are waived, except for the company paid benefits such as basic life, AD&D, and disability; there is no default Med/Den/Vis plan.

Will there be information sessions?

We will be hosting 2 information sessions during the enrollment period to give you everything you need to know to set you up for success when enrolling in your new benefits! Webinar sessions are posted in our #LeagueLife calendar. We are here to support you.

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