Get Answers to Common Questions
FAQ
Enrollment & Eligibility
11 QuestionsBenefits Support & Enrollment
Use Workday to enroll, make changes during open enrollment, or after qualifying life events. Learn more on the Your Benefits Begin Here page.
If you don’t find what you need on the benefits website, contact the HR Services Support Center at 888-659-3616 or email EnsignHR@ensignservices.net.
Open Enrollment
The open enrollment period is held annually in the fall. Exact dates are announced each year. This is your opportunity to review and elect your benefits for the next plan year on the Eligibility and Making Changes page.
Only if you experience a qualifying life event (e.g., marriage, birth, loss of other coverage). Link to Life Happens: Making Changes after a Life Event section.
Eligibility
Typically, full-time employees and certain part-time employees who meet eligibility criteria are eligible. Link to Eligibility and Making Changes.
Yes — you may enroll eligible dependents (spouse, children) during open enrollment or after eligible life events. Link to Eligibility and Making Changes.
There are a number of documents that we will accept to verify a dependent, check the list out at Required Documentation on the Eligibility and Making Changes page. You can submit the documentation by emailing EnsignHR@ensignservices.net or uploading it on Workday.
Coverage depends on your situation. Click here to find more information (Link to the When Does Coverage Start section on the Eligibility and Making Changes Page).
Making Changes to Your Benefits
Only if you have a qualifying life event or change in status. Otherwise, elections generally stay fixed until the next open enrollment. Link to Eligibility and Making Changes and the When to Enroll section.
You’ll be asked to provide proof of the qualifying event (e.g., marriage certificate, birth certificate, loss of coverage notice). Link to Life Happens: Making Changes after a Life Event section.
QLEs generally include:
- Getting married or divorced
- Giving birth to or adopting a child
- Gaining or losing other health coverage
- A dependent gaining/losing coverage
- Job changes that affect benefits
- Death of a dependent
Link to Life Happens: Making Changes after a Life Event section of the Eligibility and Making Changes page.
Health Plans & Accounts
10 QuestionsMedical / Prescription / Health Plans
Multiple plans are offered (Value Copay, Choice HSA PPO, Premier EPO, Centivo PCP Partnership, Kaiser Permanente HMO, SIMNSA). You choose the plan that best fits your needs. Link to Medical page.
Each medical plan has a prescription drug benefit. Copays, coinsurance, and networks may differ based on which plan you choose. Link to Pharmacy page.
A LucyRx program for employees with Personify plans (Value Copay, Choice HSA, and Premier EPO) or the Centivo PCP Partnership plan. An advocate will help you find a cost-effective program that may help with your high cost prescriptions. Programs include Patient Assistance Program, International Filling, and/or coupons and copay cards. Link to the Prescription Optimization Program section of the Prescription page.
Reach out to your insurance plan carrier. Most carriers offer a digital ID option. Link to Benefit Contacts.
Health Reimbursement Arrangement (HRA)
The Garner HRA is a free account where Your Employer reimburses you up to $1,000 (individual)/$2,000 (family) for qualifying medical expenses when you use top performing medical providers added to your care team through the Garner app. The HRA is for employees with Personify plans (Value Copay, Choice HSA, and Premier EPO). Link to the Free Health Reimbursement Arrangement section.
Health Savings Account (HSA)
An HSA is a tax-advantaged account you can use to pay for qualified medical expenses. Link to Health Savings Account page.
Only those enrolled in a high-deductible health plan are eligible to contribute. Link to the Health Savings Account page.
Dental & Vision
Flexible Spending Accounts (FSA)
An FSA lets you contribute pre-tax dollars to pay for certain eligible health care or dependent care expenses. Link to the Flexible Spending Accounts page.
Yes — a Commuter Benefit Plan is offered that allows you to set aside pre-tax dollars to pay for eligible transit expenses. Link to Commuter Benefit Plan page.
Financial & Insurance
10 QuestionsLife & AD&D Insurance / Disability
Yes, basic life and AD&D insurance are provided; there are options for supplemental coverage as well. Link to Life & Disability page.
Long-term disability coverage is available under your benefit offerings. Link to Life & Disability page/disability section.
- Log onto Workday on a desktop or a computer.
- Click the “Benefits” icon.
- Under “Change”, you need to click “Beneficiaries”.
Voluntary Benefits
Options include voluntary group accident insurance, critical illness, hospital insurance, legal insurance (ARAG), cyber/identity theft protection, pet insurance, and auto/home discounts. Link to the Voluntary Benefits page and the Additional Perks page.
COBRA Continuation Coverage
Yes — you may continue coverage under COBRA, subject to federal rules and timelines. Link to COBRA page.
Medicare
You can still coordinate benefits with Medicare. Specific rules depend on your coverage and status. Link to SmartConnect.
401(k) & Financial Wellness
Yes, a 401(k) Retirement Savings Plan is available for eligible employees. Link to 401(k) Retirement Plan page.
Yes — you may be able to roll over money from another qualified 401(k) plan into My Employer's 401(k). Link to 401(k) Retirement Plan page.
- Log into NetBenefits.
- Click on “Profile,” then select “Beneficiaries” to make your choices.
All full-time and part-time employees, age 18 and above, are automatically eligible to participate on the first of the month following 90 calendar days of service. Fidelity, the plan administrator, will email you an enrollment packet after you’ve met your eligibility date. You can set up your contributions through Fidelity at http://www.netbenefits.com/. Link to 401(k) Retirement Plan page.
Work-Life & Support
1 QuestionA variety of benefits are available including tuition reimbursement, scholarships, child care assistance, perks and discounts (PerkSpot, Your Employer Discounts, Purchasing Power, and Active&Fit Direct), and employee assistance programs. Link to new Scholarship page and to Additional Perks page, and to the Active&Fit Direct section in Health Programs.
Leaves & Accommodations
3 QuestionsEligibility depends on federal and state laws. Under the federal Family and Medical Leave Act (FMLA), you are eligible if you have worked for an Ensign-affiliated company for at least 12 total months and completed at least 1,250 hours of service during the 12 months before your leave begins. FMLA provides up to 12 weeks of unpaid, job-protected leave for your own serious health condition, family care, military needs, or bonding with a new child. Depending on where you work, state leave laws may provide lower eligibility thresholds, longer leave durations, or paid benefits that run alongside or instead of FMLA.
A Leave of Absence (LOA) provides time away from work when you are unable to work due to a qualifying reason. A workplace accommodation is designed to help you continue working by removing barriers related to a medical condition, pregnancy-related limitation, or sincerely held religious belief. Accommodations may include schedule changes, modified duties, equipment adjustments, additional breaks, or, in some cases, a temporary leave of absence if no other accommodation is appropriate. Additionally, if you only need occasional time off rather than a continuous block, you may be approved for intermittent leave. This functions as both a leave protection and an accommodation by allowing you to take brief, periodic absences (such as a few hours for a medical appointment or a couple of days for a recurring symptom) while remaining actively employed.
While on an approved leave, you are responsible for paying your portion of benefit premiums, and the company will continue paying its regular share during a protected leave period. If your protected leave ends and you remain away from work, you may be eligible to continue coverage through COBRA. Employees who do not return to work after leave may be required to reimburse the company for benefit costs paid during the leave period.
