Helping you and your family reach and maintain good health is very important to Talroo.Talroo is pleased to offer a selection of benefits designed with your health and financial wellbeing in mind. We review our benefit programs each year to ensure we consider the best combination of benefit coverage, network access and affordability for employees.
Eligibility
Regular employees working at least 30 hours per week are eligible to participate in benefits offered by Talroo. When you enroll in the benefits program, you may also cover your eligible dependents. Dependents include your legal spouse/domestic partner, child(ren) up to age 26 (regardless of student status, marital status, residence, or financial dependence on you), and an unmarried child incapable of self-support.
Education Sessions
Join us for one of the online "live" webinars below to learn more about your benefit options. These meetings will be approximately 45 minutes long with time for Q&A.
DECEMBER 1, 2022
Time: 10:00 am CST
Click here to join the meeting
DECEMBER 1, 2022
Time: 2:00 pm CST
Click here to join the meeting
If you were unable to join one of the live webinars, HR will distribute a recording of the open enrollment presentation.
Talroo remains committed to providing a competitive, cost-effective benefit program. We have implemented many changes and additions for the 2022 plan year, which we hope will be positively received by you and your families. Below are highlights of changes that have been in effect as of January 1, 2022.
Please review your 2022 Talroo Employee Benefits Guide for information on all of your benefits.
Please login to Zenefits to make your Open Enrollment elections. All elections must be submitted by 11:59pm on December 10th. The benefits you elect during open enrollment will be effective from January 1 - December 31, 2023.
The Benefit choices you make during your initial enrollment or annual open enrollment remain in effect for the entire year.
You can, however, modify your elections under certain circumstances, called "Qualifying Events." These are events such as marriage, divorce, birth or adoption of a child, loss of eligibility under another plan. If you experience a qualifying event, you may make changes to your benefits within 30 days of the event or 60 days if the event is due to birth or adoption of a child.
Refer to your Employee Benefits Guide or contact Human Resources if you have questions about qualifying events.
CIGNA is your medical and prescription drug benefits administrator for the 2022 plan year. Due to our continued desire to improve your total benefits package, we have moved your medical plans from UnitedHealthcare to Cigna. This change was carefully selected to provide the most value to you and your families.
You have 4 plans to select from:
To find out if your provider is in-network, please visit the Cigna website below.
Talroo's dental plan provides comprehensive coverage to help you and your family maintain good dental health. Providers are part of the UHC Dental network, or you may see an out-of-network dentist of your choice. Be aware if you go out-of-network, your costs will be higher.
NEW! You now have the option in electing an enhanced dental plan with orthodontia coverage! Please be sure to attend the Open Enrollment meeting or review the summary of coverage to learn more.
To find out if your provider is in-network, please visit the website below.
DID YOU KNOW?
Talroo offers vision coverage through UHC to help pay for eye exams, prescription glasses and contact lenses. You receive a higher level of benefits when you see a provider In Network. Review your coverage details in your Benefit Guide.
To find out if your provider is in-network, please visit the UHC website below.
Talroo provides you with Basic & Voluntary Life/AD&D coverage as well as Short- and Long-Term Disability through UHC.
Basic Life/AD&D
Eligible Full Time employees are covered at $50,000 payable to your designated beneficiary in the event of your death. An additional accidental death & dismemberment benefit (AD&D) is payable to you in the event of a covered dismemberment or to your beneficiary if your death is the result of an accident.
Voluntary Life/AD&D
A sudden accident or death can leave you or your loved ones in a vulnerable position. Employees have the opportunity to enroll in Term Life and Accidental Death & Dismemberment insurance which will supplement lost income in the event of an accident or death. If you choose to enroll in employee coverage, this will be in addition to your employer provided Basic Life coverage.
Who's Your Beneficiary? Naming a beneficiary is a crucial part of electing life insurance. Also, don't forget to update your primary or secondary beneficiary if you experience a life event, such as a divorce or birth of a child.
Short Term Disability
Everyday illnesses or injuries can interfere with your ability to work. Even a few weeks away from work can make it difficult to manage household costs. Short Term Disability coverage provides financial protection for you by paying a portion of your income, so you can focus on getting better and worry less about keeping up with your bills. Your coverage through UHC pays 60% of your income to a maximum of $2,000 per week.
Long Term Disability
Serious illnesses or accidents can interrupt your life, and your ability to work for months – even years. Long Term Disability provides financial protection for you by paying a portion of your income, so you have financial support to manage your disability and your household. Benefits begin after a 90 day elimination period and are equal to 60% of covered monthly earnings up to $10,000 for full-time employees.
Please consult your Employee Benefits Guide and review the benefit summaries for additional details.
For employees who enroll in the PPO or EPO plan, the Health Care Flexible Spending Account (FSA) allows you to set aside pre-tax dollars to pay for eligible expenses. By contributing to the Flexible Spending Accounts you reduce your taxable income, so you pay less in taxes — which saves you money.
You may contribute as follows:
How the Plan Works
You must incur your eligible expenses during the plan year — January 1 to December 31. An expense is considered to be incurred when the service is performed, not when you are billed or pay for the service. You do, however, have until March 31st annually to file your claims. Any funds after March 31 unclaimed will be forfeited.
Dependent Care FSA
The Dependent Care FSA allows you to pay for eligible dependent care expenses, such as child care or elder care, with tax-free dollars. Unlike the Health Care FSA, funds in a Dependent Care FSA are only available once they have been deposited into your account and you cannot use the funds ahead of time.
You may contribute as follows:
You may enroll in the Dependent Care FSA even if you're enrolled in the HDHP and have an HSA.
The Health Savings Account (HSA) allows you to set aside pre-tax dollars to pay for eligible expenses. By contributing to a HSA you reduce your taxable income, so you pay less in taxes — which saves you money.
To be eligible for an HSA, you must be enrolled in a High Deductible Health Plan (HDHP).
You may contribute as follows:
$3,650 for an individual
$7,300 for two person or family
An HRA is an employer-funded account that helps employees pay for qualified medical expenses not covered by your health plans. Once you reach the expense limit, you can simply apply for reimbursement! Instructions can be found on the HR portal.
HRA reimbursement amounts:
$1,000 for Individual Coverage
$2,000 for Family Coverage
As you consider your benefit options, please be sure to review all available information: Employee Benefits Guide, HR Portal, and other videos and flyers found on this webpage. If you don't understand your benefits or need any assistance, please check the HR portal: