Atrium Health cares about the health and well-being of parents, children and families. The Parental Benefits program is offered to parents who are welcoming a new child to their home through a birth, adoption or legal placement.
704-631-1500, choose Option 3
| Paid Leave of Absence |
Paid leave for parents to care for and bond with their child, up to age 18, who is a newly added member of the teammate’s family through birth, adoption or legal placement For all teammate parents:
For teammates who give birth:
Teammates should submit their request for leave in LeavePro to HR Leave Administration at least 30 days prior to leave (unless the leave is unforeseen, in which case submit the request as soon as practical). Visit the Leave of Absence web page for additional guidance |
| Compensation | Compensation is at 100% of the teammate’s base pay for the paid portion of the approved parental leave. Please see the details of the compensation calculation on page 4 of the Parental Benefits Plan Document. |
| Compensation in Conjunction with Short-Term Disability |
Compensation for bi-weekly teammates who are parents who give birth will be in conjunction with the Short-Term Disability benefit to provide 100% compensation. Teammates need to contact MetLife to initiate their claim for Short-Term Disability no earlier than 30 days before their anticipated first day of missed work by calling 1-800-421-7014 , and should have their healthcare provider contact information readily available |
| Financial Assistance for Adoption |
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| Post-Leave Transitional Child Care |
Up to 30 days of transitional child care through LifeCare, as parents return to work, to be utilized within six months of the child’s birth, adoption or legal placement. Register by calling 1-866-621-7687 or go to LifeCare online and schedule your child care up to 60 days in advance Registration code is ATRIUM Learn more in the Transitional Child Care Program Frequently Asked Questions |
| Dependent Back-Up Care |
Dependent Back-Up Care provides child and adult care services when the unexpected happens or when your regular caregiver is unavailable. Learn more in the Dependent Back-Up Care Program Frequently Asked Questions |
| Dependent Care FSA |
Consider adding the Dependent Care FSA option for the current calendar year child care expenses |
| Adding Your Child to Your Benefits |
Teammates can add their new family member to their LiveWELL Health Plan within 31 days of the birth, adoption or legal placement. Update your dependent information in CORE Connect. |
| SmartStarts |
Teammates who are parents, who will be giving birth and who participate in one of the LiveWELL Health Plans, may want to consider registering with MedCost SmartStarts program before 20 weeks by calling 1-800-722-2157, option 2. Enrolling may make you eligible to earn an incentive of $225 for Teammate-only coverage and $450 for Family coverage. |
| Classes and Tours |
Maternity Classes and Tours are available beginning in the first trimester and free for teammates. Class sizes are limited, and pre-registration is required for all classes and tours. |
| Maternity Center |
Atrium Health Maternity Centers are family-friendly and offer the birth parent and their family a memorable experience as they meet their newest family member and introduce them to the world. |
| Budgeting |
Teammates enrolled in one of the LiveWELL Health Plans can use the Cost-Estimator Tool powered by Castlight to help budget for their baby. |
| Short-Term Disability |
If you are a full-time teammate, 30 standard hours or more, you will need to contact MetLife to initiate your claim for your Short-Term Disability benefit no earlier than 30 days before your anticipated first day of missed work by calling (800) 421-7014. When you call, have your healthcare provider contact information available.
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| Breast Pump Reimbursement |
Teammates who are parents giving birth, who participate in one of the LiveWELL Health Plans and are within their third trimester, may purchase a breast pump at an Atrium Health gift shop and submit their receipt and breast pump reimbursement form to MedCost for reimbursement. They may also contact MedCost for available online DME service options or questions regarding breast pump rental reimbursement. To purchase a pump in Cleveland County, contact Lactation Services at 980-487-3887. Purchase is limited to one per pregnancy. Purchase from a retail store is not covered. |
| Revising Your Maternity Leave |
If the teammate’s first day of missed work differs from their Leave of Absence approval date, they should contact HR Leave Administration by calling 704-631-1500 to start the parental benefit accordingly. The teammate should request that their healthcare provider send a note to HRServiceCenter@AtriumHealth.org or by fax to 704-446-6624 to revise their Parental Leave. |
| Short-Term Disability |
Teammates should call MetLife for Short-Term Disability to confirm their date of delivery at (800) 421-7014. When the teammate’s Short-Term Disability ends, they should communicate their PTO preferences with their manager, including when PTO payments should begin. Short-Term Disability and PTO Payments cannot overlap. |
| Adding Your Child to Your Benefits |
Teammates can add their new family member to their LiveWELL Health Plan within 31 days of delivery. Update your dependent information in CORE Connect. |
| Returning to Work |
Teammates are to communicate with their leader regarding any requested accommodations they will need upon their return. For example, they may need to pump if they are breastfeeding their child. If a teammate is lactating, they can review the Lactation Room List to find a comfortable space to pump. If badge access is required, teammates should ensure an OSR is submitted timely for them to obtain access. If assistance is needed locating a place to pump, teammates can contact HR Leave Administration by calling 704-631-1500. Prior to returning to work, teammates should upload all required return to work documents in LeavePro or have their health care provider fax to HR Leave Administration. |
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Before Teammate Begins Parental Leave |
Leaders will receive communication from HR Leave Administration regarding the status of their requested leave. Leaders are to make sure the teammate is informed of their benefits by directing them to the Parental Benefits page on the Teammates Site and instruct them to contact the HR Service Center or HR Leave Administration by calling 704-631-1500. |
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While Teammate is on Parental Leave |
Contact the HR Leave Administration team with any questions on how to code your teammate’s time while they are on Parental Leave by calling the HR Service Center at 704-631-1500 or emailing HRServiceCenter@AtriumHealth.org. Before the teammate returns to work, schedule a time to talk with them to discuss the logistics of their return and any accommodations they may require (e.g., time to pump for breastfeeding). |
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Supporting Your Teammate |
Recognize your teammate’s needs and know that the frequency of doctor’s appointments will increase throughout the pregnancy. Be understanding and provide flexibility when possible. Know that transitioning back to work after Parental Leave is a process for new parents. Be sensitive and accommodating of lactating mother’s needs. |
Please refer to the Parental Benefits Frequently Asked Questions for additional information.
*To access the HSA Contribution Form outside the Atrium Health network, login to Go Remote to access PeopleConnect.
| Health & Well-Being |
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| Income Protection Benefits |
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| Retirement |
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| Time Away From Work |
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Atrium Health offers a robust suite of benefit programs that support the uniqueness of each teammate and their families. In addition to the host of benefits in place to support all families, Atrium Health is expanding financial support for families by offering Parental Benefits for parents and financial assistance for adoption.
What are the Parental Benefits offered by Atrium Health?
For teammate parents:
For teammates who give birth:
Who is eligible for the Parental Benefits?
Teammates with at least 30 standard hours per week and who are parents welcoming a new child to their home through a birth, adoption or legal placement are eligible for the Parental Benefits. Eligibility begins upon hire or effective date of standard hours of at least 30 per week and is for birth, adoption or legal placement events that take place during employment with Atrium Health; there is no waiting period. Temporary teammates and contract workers are ineligible.
How does the teammate request their paid parental leave?
The paperwork to request the paid parental leave will be submitted to HR Leave Administration. See the Parental Benefits page on the Teammate Site for more information or contact HR Leave Administration by email at HRServiceCenter@AtriumHealth.org.
When does the paid leave begin?
The paid parental leave begins as soon as the teammate’s approved leave begins. The parental leave can be taken immediately or at a later mutually agreed upon time, within six months of the birth, adoption or legal placement of the child. Note: teammates who qualify for FMLA can request FMLA leave within 12 months of the event to care for and bond with their child; however, the paid parental leave must be requested within 6 months of the event. FMLA leave will run concurrently with paid parental leave, as described in the response to question #10 below.
Do teammates have to take their approved paid leave consecutively or can they break it up?
Paid parental leave must be taken consecutively. Paid parental leave is continuous leave to support teammates as they care for and bond with their child.
If both parents are Atrium Health teammates who meet eligibility for the Parental Benefits, are both teammates allowed to take the paid parental leave?
Yes, if both parents are Atrium Health teammates and meet eligibility, each can take paid parental leave. They can take their paid parental leave at the same time, but it is not required. The leave time is a continuous leave and can be taken immediately or at a later mutually agreed upon time, within six months of the birth, adoption or legal placement of the child.
How does the teammate get paid for their leave?
Teammates will be paid 100% of their base pay while on an approved paid leave under the Parental Benefits program. Bi-weekly teammates who are birth mothers will be paid 100% of their base pay for six weeks through a combination of paid parental leave under the Parental Benefits program and the short-term disability benefit. Teammates who require longer leaves of absence due to medical complications or other qualifying disabilities should contact HR Leave Administration at 704-631-1500 (choose Option 3) to determine whether they may be eligible for additional benefits.
Does the teammate have a waiting period in which they will need to use PTO before the 100% compensation begins?
No, there is no waiting period before for the 100% compensation begins. The teammate will not use PTO during their paid parental leave. If, following paid parental leave, teammates have approved PTO, they will use PTO for the additional approved time away.
If the teammate is eligible and approved for FMLA leave of absence, when does that leave begin?
An approved continuous FMLA leave of absence for the purpose of caring for and bonding with a child due to birth, adoption or legal placement runs concurrently with the paid parental leave (and, if applicable, with short-term disability for bi-weekly teammates). The FMLA leave of absence usually has the same beginning date as the paid parental leave and can be up to a total of 12 weeks. For example, if a teammate who delivers a baby is approved for 12 weeks of FMLA leave, and 4-6 weeks of short-term disability, the recording of the leave time will be:
*In weeks 7-12, the teammate may elect to use PTO, provided the short-term disability
benefit has ended for this event.
If a teammate who adopts a child is approved for 12 weeks of FMLA leave, the recording of the leave time will be:
*In weeks 5-12, the teammate may elect to use PTO.
At what point does the teammate receive the financial assistance for adopting a child?
Teammates can request the $3,500 in adoption assistance upon notice of placement of adoption; the paperwork to request the benefit must be submitted to Benefits Administration no later than six months after the notice of placement of adoption or once the adoption is finalized. Payment will be made as soon as administratively possible.
Complete the Financial Assistance for Adoption Request Form.
Note: The Adoption Certificate or Adoption Placement Decree is required supporting documentation. You will be asked to upload this document before submitting the Financial Assistance for Adoption Request Form.
If a teammate adopts multiple children in the same year, are they eligible for the financial assistance for each adopted child?
The financial assistance of $3,500 is the maximum benefit payable per family per calendar year.
Is a teammate who is adopting a child eligible for both the paid parental leave and the financial assistance?
Yes, the adopting parent is eligible for four consecutive weeks of paid parental leave to care for and bond with their child, and $3,500 in financial assistance for adoption.
If both adopting parents are Atrium Health teammates who meet eligibility for the Parental Benefits, are both teammates eligible for the $3,500 financial assistance?
No, the financial assistance of $3,500 is payable once per family, per calendar year. However, both parents are eligible for the four weeks paid parental leave.
What is Transitional Child Care?
This benefit provides up to 30 days of transitional child care to eligible parents, who are returning to work following their leave for the arrival of a child to their home through a birth, adoption or legal placement. The benefit must be taken within six months of the child’s birth, adoption or legal placement.
How does the teammate utilize Transitional Child Care?
The post-leave transitional child care is available through LifeCare. Teammates register by calling 1-866-621-7687 or go to LifeCare online and schedule child care up to 60 days in advance. The registration code is ATRIUM.
Is the $3,500 adoption assistance taxable?
For most teammates, the $3,500 adoption assistance is not taxable. However, for certain highly paid teammates, the adoption assistance is taxable. If the adoption assistance is not taxable, it will not be included in the teammate’s wages that are subject to federal income tax withholding, but it is subject to FICA taxes. The payment will be reported on the teammate’s W-2.
Per the IRS (IRC section 137) if the adoption is of a teammate’s step-child, the $3,500 adoption assistance is taxable income.
Teammates are encouraged to consult with their tax advisor to determine how the financial assistance for adoption might impact their specific tax responsibilities.
If a teammate has a new addition of a child to their family, is that a Qualifying Event for the teammate to enroll/make changes to the Dependent Care Flexible Spending Account?
Yes, the birth, adoption or legal placement of a child is a Qualifying Event that allows a teammate to enroll or make changes to the Dependent Care Flexible Spending Account (DCFSA) within 31 days of the event. Teammates can contribute up to $5,000 pre-tax to a DCFSA and use the funds to pay for any work-related dependent daycare expenses they incur.
Please note, a teammate can contribute to a DCFSA and utilize up to 30 days Transitional Child Care; however, if the value of the days used for Transitional Child Care and their DCFSA contribution amount combined are more than $5,000 in the calendar year, any amount over $5,000 becomes taxable. The amount over $5,000 is known as imputed income meaning the value or dollar amount is added to the teammate’s taxable wages in order to properly withhold income taxes and employment taxes from wages. It is highly advisable to consult with a tax advisor.
If a teammate falls into the IRS definition of a “highly compensated employee”, is there a different maximum contribution to the Dependent Care Flexible Spending Account?
Yes, the IRS limits the pre-tax contributions to the DCFSA by “highly compensated employees”. The IRS currently defines a “highly compensated employee” as anyone with gross annual compensation greater than $130,000. For 2020, the contribution limit is $1,300. Additionally, the value of the days of Transitional Child Care the teammate may have used, when combined with the DCFSA contributions that are above, becomes imputed income.
Teammates are encouraged to consult with their tax advisor to determine what impact the benefits may have on their specific tax responsibilities. The limits for “highly compensated” may change each year, so it is advisable to consult a tax advisor.
If a teammate utilizes the Transitional Child Care but does not contribute to a Dependent Care Flexible Spending Account, is the value of the benefit considered imputed income?
It depends. If the teammate falls under the IRS definition of a “highly compensated employee”, which is currently anyone with gross annual compensation greater than $130,000, then the value of the days used for Transitional Child Care that is above will be imputed income. If the teammate is not considered by IRS definition to be a “highly compensated employee”, then the value of the days used for Transitional Child Care that is above $5,000 will be imputed income.
If the value of the days used for Transitional Child Care falls below the IRS limits ($1,300 and $5,000 respectively), then they will not experience imputed income in this situation.
What should teammates consider when utilizing Atrium Health benefits that support families?
If teammates are utilizing the financial assistance for adoption, up to 30 days of Transitional Child Care, and/or the Dependent Care Flexible Spending Account, there may be a tax event depending on the teammate’s situation. Teammates are encouraged to consult with their tax advisor to determine what impact the benefits may have on their specific tax responsibilities. The Fair Market Value of the transitional child care benefit is $3,750.
How does a teammate pay their benefits premiums while on a paid parental leave?
Premiums will be deducted from the teammate’s paycheck while on a paid parental leave, just as they are when the teammate is actively at work.
If the teammate is on an approved FMLA leave of absence, once the paid parental leave ends, benefits premiums will continue to be payroll deducted when teammates use PTO for income. If PTO is not used and there is no payroll generated for the teammate for the remainder of their FMLA, teammates are responsible for paying their portion of their benefits bi-weekly. Teammates will receive a Benefits Billing Statement for their core benefits and additional benefits. Contact Benefits Administration for specific questions regarding payment of premiums for all benefits at 704-631-1500, choose Option 1.
If the teammate chooses to enroll the child in their benefits, what is the process and what is the deadline to complete enrollment?
The birth, adoption or legal placement of a child is a Qualifying Event that allows the opportunity for teammates to make changes to their benefits, such as adding the child as a covered dependent. Requests for changes must be submitted within 31 days of the Qualifying Event, using the Benefits Enrollment Change form, along with supporting documentation.
What supporting documentation will the teammate need to submit when adding a child as a dependent to their health, dental and/or vision plans?
The required documentation is the child’s birth certificate or certification of adoption or legal placement.
For more information contact:
