Citi Benefits Handbook
During Annual Enrollment
Ask ALEX, the fun, interactive virtual benefits guide, can help you choose the medical plan that's best for you and your family. You can access the tool during Annual Enrollment, if you have a qualified change in status or if you are a new hire.
If you want to enroll in Citi coverage, drop Citi coverage, change to a different medical, dental or vision option, enroll in a spending account, or change your coverage category — for example from single to family or vice versa — you must do so during your Annual Enrollment period. Outside of Annual Enrollment, generally you can only make changes to your coverage if you have a qualified change in status, such as getting married. Benefit changes must be made within 31 days of the qualified change in status.
Medical, Dental and/or Vision Coverage
If you previously enrolled in coverage and do not enroll during a subsequent Annual Enrollment period, you will be assigned the same coverage for the following year, or, if that coverage is no longer available, to comparable medical, dental and/or vision coverage.
If you do not complete the Tobacco Free Attestation on Your Benefits Resources™, available through TotalComp@Citi at www.totalcomponline.com, before your enrollment deadline, you will pay a $600 penalty on your Citi medical plan coverage.
Health Care Spending Account (HCSA)/Limited Purpose Health Care Spending Account (LPSA) and/or Dependent Day Care Spending Account (DCSA)
You must enroll each year to have coverage.
Health Savings Account (HSA)
You must enroll in the High Deductible Health Plan (HDHP) option under the medical plan to be potentially eligible to establish an HSA. To satisfy all the requirements to be eligible to establish an HSA, you must accept the Terms and Conditions of the program and satisfy Citi's policies and procedures required to establish an HSA to complete your enrollment. If you do not elect an annual contribution amount, you will only receive Citi's contribution; no additional contributions will be made to your HSA.
Basic Life and Basic Accidental Death & Dismemberment (AD&D) Coverage
If your benefits eligible pay, for benefits purposes, increases to $200,000 or above in connection with benefits coverage that will be effective on January 1 of any subsequent plan year, you'll be ineligible for company-paid Basic Life/Basic AD&D coverage. However, if you have not previously elected the maximum coverage under GUL insurance, during Annual Enrollment you'll have the opportunity to enroll in or increase your GUL insurance equal to one times your benefits eligible pay, not to exceed $500,000, without providing evidence of insurability.
If you become ineligible for Basic Life and Basic AD&D coverage due to an increase in your benefits eligible pay, you may convert your Basic Life and AD&D coverage to an individual insurance policy without providing evidence of insurability within 31 days of receipt of the loss of coverage notice.
Long-Term Disability (LTD) Coverage
If, as a newly hired employee, your benefits eligible pay exceeds $50,000.99, you may be automatically enrolled in LTD coverage with an option to decline coverage, described below. If your benefits eligible pay, for benefits purposes, increases above $50,000.99 in any plan year, you may be automatically enrolled in LTD coverage for the following year during Annual Enrollment with payroll deductions beginning January 1. (Evidence of insurability will not be required at this time.)
If you do not want LTD coverage, you may choose "no coverage" when you make your elections during Annual Enrollment (or enroll as a new hire). However, if you do not make an election, you will be automatically enrolled in LTD coverage. You may elect to retroactively decline coverage for up to 90 days after January 1 (or 90 days after enrollment as a new hire), and receive a refund of premiums paid. You may elect to decline coverage after the initial 90-day period passes; however, you will not receive a premium refund.
Company-paid LTD coverage is available only to eligible employees whose benefits eligible pay is less than or equal to $50,000.99.