2023 Benefits
for Piedmont Cartersville and Piedmont Macon employees
We are empowering you to be well and get the care you need, when you need it, in the ways you want it. By focusing on wellness and connecting you with health care plan choices, we can manage health care costs and help you, your family and Piedmont thrive.
There are specific criteria and rules for employees and dependents to receive benefits coverage from Piedmont. Benefits eligibility begins the first of the month following 30 days of service.*
Enrolling a dependent for the first time?
Full-time Employees
Scheduled to work at least 64 hours per pay period
Part-time Employees
Scheduled to work at least 32 hours per pay period
Dependents
Includes spouse/domestic partner and your children under age 26
*Medical residents are eligible for coverage beginning on the first day of employment.
Contact the Piedmont HR Service Center at 678-503-1900
You must report the event within 31 days of the event date to qualify for coverage changes
You may be required to provide supporting documentation
For more information, visit The Intranet.
Make an appointment with a Piedmont Benefits Counselor—available in-person or by phone—to discuss your benefits, review your core and voluntary options and get help with enrollment.
For more information, visit The Intranet.
You will need the Social Security numbers and dates of birth for any dependents you wish
to enroll or assign as a beneficiary.
Search for in-network providers in the Piedmont Transition Exclusive Plan
and the Piedmont Transition Choice Plan before you make your medical plan election.
Your benefit offerings make up PHC & Me—Piedmont’s one-of-a-kind total rewards program designed to ensure you and your family are making the most of what Piedmont offers. Click the icons below to see a streamlined list of the programs available in each category.
Benefits that help build security for my family and me
Compensation for my contributions to Piedmont’s success
Growth and success in my career, living the Piedmont Promise
Programs that make my life better because I work at Piedmont
Coverage is included for full-time employees scheduled to work at least 64 hours per pay period and part-time employees scheduled to work at least 32 hours per pay period.
In addition to enrolling yourself in Piedmont’s benefit plans, you also may choose to cover your eligible dependents. Eligible dependents include:
To contain health benefit costs for our employees and all eligible dependents, when you enroll your dependents in Piedmont’s medical plan for the first time, you will be required by an independent verifier (Alight) to provide documentation of your dependents’ eligibility. If you do not respond to the request, or if a dependent is determined ineligible for such coverage, then coverage will end on the last day of the month of cancellation and such dependent will be ineligible for COBRA coverage. If you are enrolling new dependents in medical coverage for the first time, please watch for a mailing from the Dependent Verification Center and be sure to respond timely.
If your spouse/domestic partner has medical coverage available through his/her employer, he/she is not eligible to enroll in Piedmont’s medical coverage. Domestic partner coverage is available for medical, dental and vision benefits. You will be required to complete a Domestic Partner Affidavit, and you will be taxed on the full cost of the benefit for your domestic partner.
When you enroll your dependents in our benefit programs, you will be required by an independent verifier to provide documentation of your dependents’ eligibility.
Your spouse/domestic partner is eligible for coverage under the Piedmont benefit plans if they are:
Piedmont benefits may be considered secondary. Please refer to your Summary Plan Description to determine which plan is primary.
This website is not inclusive of all situations and is provided for informational purposes only. It is not intended to be an official legal document. If there are conflicts between the website and IRS regulations, the member handbook, or the Summary Plan Description (SPD), IRS regulations, the member handbook, and the SPD will govern.
