Income Protection

• Core STD coverage is provided to eligible part- and full-time employees at no cost to you.
• For all employees: The plan replaces up to 60% of your base pay when you are disabled for fewer than 180 days. There is a 14-day elimination period before STD payments begin. To be paid during the elimination period, you must elect to use available PTO.
• For new mothers: The plan replaces 100% of your base pay based on your medically certified disability time (following the 14-day elimination period, generally four weeks for a normal delivery and six weeks for a caesarian delivery). You will receive the 60% STD benefit while on leave and a 40% maternity benefit paid as a lump-sum within 30 days following your return to work.
• For physicians and executives: In lieu of Core STD, the Disability Salary Continuance (DSC) Plan replaces 100% of your base pay for up to six months of a disability. For maternity leave, the initial six weeks (for a normal delivery) or eight weeks (for a caesarian delivery) is paid at 100% of your base pay; any time out beyond the approved leave can be supplemented with the use of PTO, or may go unpaid.
• Visit The Intranet for more information.

• Core LTD coverage is provided to eligible full-time employees at no cost to you.
• The plan replaces up to 50% of your base pay when you’ve been disabled for more than 180 days.
• This benefit is offset by benefits you may receive from other sources, such as Social Security.
• You also have the opportunity to purchase supplemental LTD coverage that pays an additional 10% of your base pay — for a 60% level of income protection.
• The annual rate for supplemental LTD is $.0382 per $1.00 of coverage.
• Visit The Intranet for more information.

Piedmont provides up to 30 days of paid leave for full- and part-time employees to use in conjunction with any Paid Time Off (PTO) or accrued extended illness bank (EIB) to serve as an organ donor, and up to seven days of paid leave to serve as a bone marrow donor. If you exhaust the 30-day Living Donor Leave allowance and you are still unable to return to work, you must contact the Cigna STD Claim Center at 800-362-4462 to confirm the duration of the disability and STD payments.

Full- and part-time employees may take up to three days of paid, excused leave immediately following the death of an immediate family member. The same leave benefit applies for employees who experience the loss of a pregnancy.

• Basic Life and AD&D Insurance is provided at no cost to eligible full-time and part-time employees.
• The amount of coverage is 1.5 times your annual base salary for Basic Life Insurance and an additional 1.5 times your base salary for AD&D Insurance.
• The plan pays up to $500,000 each.
• There is also an accelerated death benefit where the plan will pay a portion of the benefit upon diagnosis of a terminal illness.
• Coverage values are reduced with age. When you are age 65 or older, your benefit will reduce to 65% of the coverage amount and at age 70 your benefit will reduce to 50% of the coverage amount.

• Physicians receive a death benefit equal to 2.5 times annual base salary, up to $2 million.
• Executives receive a death benefit equal to 2.5 times annual base salary, up to $2 million.

• If you purchase Supplemental Life Insurance, you have the option to buy up to four times your annual base pay for additional coverage.
• The maximum amount of optional coverage is $600,000.
• Coverage values are reduced with age. When you are age 65 or older, your benefit will reduce to 65% of the coverage amount and at age 70 your benefit will reduce to 50% of the coverage amount.
• There is also an accelerated death benefit where the plan will pay a portion of the benefit upon diagnosis of a terminal illness.
• The premium for Employee Supplemental Life Insurance is $0.11 per $1,000 of coverage, per pay period.
• Premiums are taken on an after-tax basis and are calculated based on the multiple of your base salary you elect as coverage.

• You can buy life insurance for eligible family members, including your spouse/domestic partner and child(ren) up to age 26.
• If you and your spouse/domestic partner are both Piedmont employees, you cannot be an insured person and a dependent.
• If your Supplemental Life coverage amount is changed due to the age reduction, you will see the same adjustment applied to any Spouse Life insurance election.
• Dependent Child Life Insurance can be elected as a stand-alone policy (you do not need to be enrolled in Employee Supplemental Life Insurance to enroll).
• Evidence of Insurability (EOI) is not required for Dependent Child Life Insurance.

• You may purchase $10,000 of coverage for each dependent child.
• Only one eligible employee may cover dependent children up to age 26.
• The premium is $1.18 per pay period for all of your eligible dependent children.
• The $10,000 per child applies to all children, and you cannot elect different amounts for different children.
• For example: If you have four eligible children, it will cost you a total of $1.18 per pay period for $10,000 of coverage on each child.
• Premiums are taken on an after-tax basis and are calculated based on the multiple of your base salary you elect as coverage.

• When you enroll in your benefits, you must record your life insurance beneficiaries in the PeopleSoft Employee Self-Service (ESS) electronic form.
• Your beneficiaries may be updated during Open Enrollment through PeopleSoft ESS.
• After your enrollment period ends, you must contact an HR representative at 678‑503‑1900 to make beneficiary changes. You are always the beneficiary for any dependent life coverage.

The IRS Code states that employer-provided Basic and Supplemental Employee Life Insurance benefits in excess of $50,000 may result in taxable income. This is known as “imputed income.” Imputed income must be reported on your W-2 and is included as earnings in your paycheck — subject to federal, state and FICA taxes each pay period.

The premium and coverage amount of Basic Life Insurance, Supplemental Life Insurance and Long-Term Disability is calculated from your base salary, and will adjust as you receive merit increases, bonuses and/or job changes throughout the year.

• Owned by you, so you can keep your coverage should you retire or change jobs
• Pays a $1,250 benefit when you’re admitted to a Piedmont hospital for a covered hospital stay
  • Pays a $1,000 benefit when you’re admitted to any other hospital for a covered stay
• $187.50 for each day of your covered Piedmont hospital stay, up to 31 days
  • $100 for each day of your covered stay at any other hospital, up to 10 days
• $187.50 for each day of covered Piedmont hospital intensive care confinement, up to 10 days
  • $150 each day of covered intensive care confinement at any other hospital, up to 10 days
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• Owned by you, so you can keep your coverage should you retire or change jobs
• Supplement to Piedmont’s health coverage
• Cash benefits paid for a wide variety of accidental injuries including $150 for emergency room visits, $200 for major diagnostic testing, up to $7,500 for fractures, up to $1,500 for torn knee cartilage, tendons or ligaments and many more
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• Owned by you, so you can keep your coverage should you retire or change jobs
• Cash value of policy is a guaranteed amount that is guaranteed to pay
• Your rate never changes, even as you age or as interest rates fluctuate
• Long-Term Care payout of 50% of policy amount or 4% of policy amount per month
• Up to $100,000 policy available without answering any medical questions
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• Owned by you, so you can keep your coverage should you retire or change jobs
• Cash benefit upon first diagnosis of a covered critical illness
• Up to $30,000 benefit available without answering any medical questions
• $100 Health Screening Benefit on one test per year
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The Group policy provides a basic monthly benefit of up to $15,000 and covers 60% of your W-2 earnings.

The individual policy offers an additional layer of up to $20,000 of monthly benefit (guarantee issue with no medical underwriting) and is a portable policy. Both policies deliver a non-taxable benefit to our physicians. For this reason, the premiums paid on your behalf are taxable income to you.

This voluntary individual policy offers an additional layer of up to $5,000 of monthly benefit (guarantee issue with no medical underwriting) and is a portable policy. An application is required within the initial 45 days of employment and coverage is effective upon election. Premiums are paid by the physician through an after-tax deduction.