Teammates

Maternity & Parental Benefits and Resources

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.

On this page: 

Eligibility

  • Teammates with 20 standard hours or more per week
  • No waiting period exists; eligibility begins upon hire or effective date of standard hours of at least 20 per week

Benefit Highlights

Who to Contact

 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:

  • Four consecutive weeks paid leave for parents

For teammates who give birth:

  • A combined total of six consecutive weeks of paid leave for birth parents (combining paid parental leave and additional time for recovery)

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
  • Financial assistance for adoption in the amount of $5,000, available for domestic and international adoptions that occurred on or after the teammate’s effective date, is to be requested within six months of the notice of placement of adoption
  • In the event both parents are eligible Atrium Health teammates, each are eligible for paid parental leave; however, the $5,000 for adoption assistance is payable once per family, per calendar year
  • 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.
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 unexpected circumstances disrupt regular care plans.

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
To ensure new children are covered by a LiveWELL Health Plan, teammates can add their new family member within 31 days of the birth, adoption or legal placement. Update your dependent information in CORE Connect. For more information, visit the Submit Enrollment Changes page.

 

Additional Information for Birth Mothers

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.   

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.
Choose a facility that is convenient for you.

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.

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, option 3, 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 leader or time approver, including when PTO payments should begin. 

Short-Term Disability and PTO Payments cannot overlap. 

Adding Your Child to Your Benefits

To ensure new children are covered by a LiveWELL Health Plan, teammates can add their new family member within 31 days of delivery. Update your dependent information in CORE Connect.  For more information, visit the Submit Enrollment Changes page. 

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.  

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.

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, option 3.

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, option 3 or the HR Service Center Online.

Leave of Absence will enter the parental pay code,  up to four weeks for non-birth parents and up to six weeks for birth parents starting from the date of delivery on an approved parental leave. During the parental leave, no work hours or PTO should be entered for the teammate. For exempt teammates, the leader or time approver should remove the auto-populated work hours in Kronos to ensure the teammate is not overpaid.  

Following the four or six weeks of paid leave, if the teammate has additional approved leave time, they may elect to use PTO.  Teammates should communicate with their leader or time approver regarding the PTO they plan to use.

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).

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.

 

Maternity and Parental Benefits Resources

Breast Pump Reimbursement Form
Parental Leave Checklist
Complete the Financial Assistance for Adoption Request Form.
Parental Leave of Absence Guide 
Healthcare Benefits Policy (HR-3.02)
Short-Term Disability Benefit Policy 
Medical and Family Medical Leave Act (FMLA) Policy (HR-4.09)
LifeCare Dependent Back-Up Care Benefit
Paid Time Off Benefit Policy (HR-3.05)
LifeCare Transitional Newborn Child Care Benefit
Paid Time Off (PTO) Accrual While on Leave FAQs
LifeCare Transitional Child Care Program Frequently Asked Questions
   

Additional Atrium Health Benefits for Families

Health & Well-Being
  • Health, dental and vision coverage
  • Fertility benefit
  • LiveWELL well-being program and incentives
  • Easy access to providers and services at discounted rates for eVisits, Virtual Visits and LiveWELL Care Clinics
  • Access to free, confidential short-term counseling services through Employee Assistance Program (EAP)
  • Access to group rates for additional benefits for life events, such as accidents, illness and hospitalization
Income Protection Benefits
  • Life Insurance and AD&D at 1 times salary
  • Access to Short-term and long-term disability insurance
  • Access to group rates for supplemental life insurance
  • Health Savings Account, Limited Purpose Flexible Spending Account, Flexible Spending Account and LiveWELL Incentive Account
  • Dependent Care Flexible Spending Account
  • Access to group rates for legal services and identity theft protection
  • Dependent Back-Up Care
  • Financial assistance for education
  • Access to group rates for pet insurance 
  • Access to group discounts through Perks Programs
Retirement
  • 401(k) Retirement Plan
  • 457b ADVANTAGE Savings Plan
  • Health Savings Account
Time Away From Work
  • Paid Time Off with option to cash in
  • Paid Parental Benefits and financial assistance for adoption
  • Time Out for Prevention: paid time to receive preventive care services
  • Up to thirty days of Transitional Child Care for new parents as they return to work
  • Paid time to participate in Atrium Health-sponsored volunteer activities

 

Parental Benefits Frequently Asked Questions

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.

General

What are the Parental Benefits offered by Atrium Health?
For teammate parents:

  • Four consecutive weeks of paid parental leave for parents
  • Financial assistance for adoption in the amount of $5,000
  • Up to 30 days transitional child care while new parents transition back to work

For teammates who give birth:

  • A combined total of six weeks of paid leave for birth parents (combining paid parental leave and additional time for recovery)

Who is eligible for the Parental Benefits?
Teammates with at least 20 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 20 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.

Paid Parental Leave

Paid Parental Leave for Non-Birth Parents

How does the teammate request their paid parental leave?
The paperwork to request the paid parental leave will be submitted 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 or contact the HR Service Center Online or contact HR Leave Administration at 704-631-1500, choose Option 3. 

When does the 100% compensation for up to four weeks of the parental benefit begin?
The paid parental leave for teammates who are non-birth parents 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 twelve months of the birth, adoption or legal placement of the child. Note: For teammates who qualify for FMLA, FMLA leave will run concurrently with paid parental leave, as described in the section titled "FMLA and Paid Parental Leave".

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 twelve 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 non-birth parents will be paid 100% of their base pay for up to four consecutive weeks by Atrium Health through the regular payroll cycle.

Weeks Atrium Health Parental Benefits program Payment Issued by
Week 1 100% Atrium Health Greater Charlotte
Week 2 100% Atrium Health Greater Charlotte
Week 3 100% Atrium Health Greater Charlotte
Week 4 100% Atrium Health Greater Charlotte

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 additional approved time away, they will use PTO for their compensation. 

Leader Action

What action should leaders take in Kronos for a non-birth parent who is out on parental leave? 
Leave of Absence will enter the parental pay code (up to four weeks) for non-birth parents starting from the date of delivery on an approved parental leave. During the parental leave, no work hours or PTO should be entered for the teammate. For exempt teammates, the leader or time approver should remove the auto-populated work hours in Kronos to ensure the teammate is not overpaid. 
 
Following the four weeks of paid leave, if the teammate has additional approved leave time beyond the four weeks, teammates may elect to use PTO.  Teammates should communicate with their leader or time approver regarding the PTO they plan to use.  

Paid Parental Leave for Birth Parents

How does the teammate request their paid parental leave? 
The paperwork to request the paid parental leave will be submitted 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 or contact the HR Service Center Online or contact HR Leave Administration at 704-631-1500, choose Option 3. 

The paid parental leave benefit for teammates who are birth parents is managed by the Disability carrier, MetLife. Teammates will contact MetLife prior to the leave start date by calling 1-800-421-7014. Teammates should have the information available when speaking with MetLife, such as:  their name, address and contact phone number; their expected due date; and their Provider’s name, office address and phone number.  

When does the 100% compensation for six weeks of the parental benefit begin? 
The paid parental leave for teammates who are birth parents begins at the date of birth and will extend to up to six weeks Note: for teammates who qualify for FMLA leave, their FMLA leave will run concurrently with paid parental leave, as described in the section titled “FMLA and Paid Parental Leave”. 

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, and to provide additional time for recovery. 

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. Teammates who are birth mothers parents will be paid 100% of their base pay for six consecutive weeks through a combination of paid parental leave under the Parental Benefits program and the short-term disability benefit. Teammates will be paid their benefit from the Disability carrier. 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. 

Paid parental benefit payments begin from date of birth, per the following scenarios: 

For teammates who are not enrolled in the Short-Term Disability Benefit
   Payment Through  
Weeks Atrium Health Parental
Benefits program
Short-Term Disability
Benefit
Payment Issued by
Week 1 100% n/a MetLife
Week 2 100% n/a MetLife
Week 3 100% n/a MetLife
Week 4 100% n/a MetLife
Week 5 100% n/a MetLife
Week 6 100% n/a MetLife

 

For teammates who are enrolled in the Voluntary Short-Term Disability Benefit Option 1 (30-day waiting period) 
   Payment Through  
Weeks Atrium Health Parental
Benefits program
Short-Term Disability
Benefit
Payment Issued by
Week 1 100% n/a MetLife
Week 2 100% n/a MetLife
Week 3 100% n/a MetLife
Week 4 100% n/a MetLife
Week 5 40% 60% MetLife
Week 6 40% 60% MetLife

 

For teammates who are enrolled in the Voluntary Short-Term Disability Benefit Option 2 (14-day waiting period) 
   Payment Through  
Weeks Atrium Health Parental
Benefits program
Short-Term Disability
Benefit
Payment Issued by
Week 1 100% n/a MetLife
Week 2 100% n/a MetLife
Week 3 40% 60% MetLife
Week 4 40% 60% MetLife
Week 5 40% 60% MetLife
Week 6 40% 60% MetLife

 

For teammates who are enrolled in the grandfathered Core Short-Term Disability Benefit (14-day waiting period)   
   Payment Through  
Weeks Atrium Health Parental
Benefits program
Short-Term Disability
Benefit
Payment Issued by
Week 1 100% n/a MetLife
Week 2 100% n/a MetLife
Week 3 40% 60% MetLife
Week 4 40% 60% MetLife
Week 5 40% 60% MetLife
Week 6 40% 60% MetLife

 

For teammates who are enrolled in the grandfathered Buy-Up Short-Term Disability Benefit (7-day waiting period) 
   Payment Through  
Weeks Atrium Health Parental
Benefits program
Short-Term Disability
Benefit
Payment Issued by
Week 1 100% n/a MetLife
Week 2 40% 60% MetLife
Week 3 40% 60% MetLife
Week 4 40% 60% MetLife
Week 5 40% 60% MetLife
Week 6 40% 60% MetLife

 

For teammates who are enrolled in the grandfathered Part-Time Voluntary Short-Term Disability Benefit (7-day waiting period) 
   Payment Through  
Weeks Atrium Health Parental
Benefits program
Short-Term Disability
Benefit
Payment Issued by
Week 1 100% n/a MetLife
Week 2 40% 60% MetLife
Week 3 40% 60% MetLife
Week 4 40% 60% MetLife
Week 5 40% 60% MetLife
Week 6 40% 60% MetLife

Please note, the scenarios outlined above for teammates who give birth, represent the source of the teammates’ 100% compensation under the Parental Benefits program. In the event a teammate has an approved Short-Term Disability claim that begins prior to the birth of the child and/or extends beyond the six weeks of 100% compensation through the Parental Benefits program, the STD benefit paid to the teammate will be based on the claim dates approved on the approved Short-Term Disability claim by MetLife. 

Leader Action 

What action should leaders take in Kronos for a birth parent who is out on parental leave? 
Parental leave for birth parents is up to six weeks of paid leave from the date of delivery, and the pay is issued by MetLife directly to the teammate. During the six weeks of paid leave, no work hours or PTO should be entered for the teammate. For exempt teammates, the leader or time approver should remove the auto-populated work hours in Kronos to ensure the teammate is not overpaid.  

Following the six weeks of paid leave, if the teammate has additional approved leave time, they may elect to use PTO.  Teammates should communicate with their leader or time approver regarding the PTO they plan to use.

FMLA and Paid Parental Leave

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). FMLA may have the same beginning date as the paid parental leave and can be up to a total of 12 weeks.

If the teammate is on an approved FMLA leave to care for and bond with their child due to birth, adoption or legal placement, can the teammate use PTO? 
Teammates cannot use PTO while receiving 100% compensation under the Parental Benefits program, or if applicable, when receiving a short-term disability benefit. For any unpaid portion of FMLA leave, teammates may elect to use available PTO. 

Adoption Assistance

At what point does the teammate receive the financial assistance for adopting a child?
Teammates can request the $5,000 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 prompted to upload this document as part of completing the Financial Assistance for Adoption Request Form.

Does the teammate applying for financial assistance for adoption have to provide proof of expenses incurred in the adoption process?  
No, the teammate does not have to provide documentation of expenses incurred in the adoption process. The Adoption Certificate or Adoption Placement Decree is required supporting documentation. 

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 $5,000 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 $5,000 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 $5,000 financial assistance?
No, the financial assistance of $5,000 is payable once per family, per calendar year. However, both parents are eligible for the four weeks paid parental leave.

Transitional Child Care

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 program is designed to help the teammate transition back to work and support them as they decide on a longer term care plan.

What options of care are available? 
There are several options for transitional child care: 

  • LifeCare has a nationwide network of child care centers and in-home agencies. When teammates use one of these providers, they will not have any out-of-pocket expense. 
  • Teammates can use a child care provider of their choice. They will simply contact LifeCare to arrange the dates of care. Once care has occurred, the teammate can request reimbursement for the full cost of care.  
  • Teammates can choose to have a friend or family member provide care for their child. They will need to contact LifeCare in advance to book the date of care. Then after the date of care, they will contact LifeCare to provide proof of payment to the caregiver in order to be reimbursed up to $60 per visit.

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.

How long does the teammate have to use this benefit? 
Teammates are to make at least one care request within the first 6 months of the child’s birth, adoption or legal placement and have up to one year to utilize the Transitional child care benefit. 

How can teammates get more information about the Transitional Child Care benefit? 
Specialists are available 24/7 to answer questions and help teammates schedule care. Call LifeCare at 1-866-621-7687. The registration code is ATRIUM. 

Tax Implications

Is the $5,000 adoption assistance taxable?
For most teammates, the $5,000 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 $5,000 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 $135,000: the contribution limit is $1,400. 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 $135,000, 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 ($1,400 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.

Benefits While on Leave

How does a teammate pay their benefits premiums while on a paid parental leave?

  • For teammates who are non-birth parents receiving paid parental leave through Atrium Health’s regular payroll cycle, 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 leave of absence that extends beyond the four weeks of paid parental leave, 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 leave, the benefits premiums owed per pay period will accrue for the remainder of the leave. Upon the teammate’s return from leave, the deduction of benefits premiums will resume on the first paycheck and accrued premiums will be deducted as follows:  
    • Accrued premiums for core benefits (medical, dental and vision) will be withheld over 4 pay periods  
    • The total of accrued premiums for voluntary benefits will be withheld on the first paycheck.  

  • For teammates who are birth parents receiving paid parental leave from MetLife, premiums will not be deducted from the teammate’s pay. Benefits premiums owed per pay period will accrue. If the teammate is on an approved leave of absence that extends beyond the six weeks of paid parental leave, and they use PTO for income, CORE Connect will resume premium withholdings and will “catch the teammate up” with accrued benefits premiums. The teammate’s paycheck will include the following withholdings:  
    • The teammate’s per pay period benefits premiums, plus 1/4 of the total accrued premiums for core benefits (medical, dental and vision) – CORE Connect deducts the owed core premiums over 4 pay periods, and  
    • The total of accrued premiums for voluntary benefits  

If the teammate does not have PTO available for all or a portion of the leave that is beyond six weeks, benefits premiums that are not collected through payroll will accrue and the accrued amounts will be withheld (as described above) starting on the first paycheck following the teammate’s return from leave.

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, in CORE Connect, along with supporting documentation. For more information, visit the Submit Enrollment Changes page. 

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, visit the Submit Enrollment Changes page.  


For more information contact the HR Service Center Online or contact HR Leave Administration at 704-631-1500, choose Option 3 

 

Last Updated on 02/21/2024
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