FAQs

All full-time salaried and non-manual, hourly paid employees are eligible for health care benefits on their first day of employment. You will be automatically enrolled in the Traditional Medical Plan with employee-only coverage.  

You will be able to make changes, add beneficiaries and/or dependents to your plan within 31 days of your initial enrollment. After the initial 31 days, if no changes have been made, you will remain on the Traditional Medical Plan until the next open enrollment period.  

Eligible dependents include:

• Your lawful spouse (opposite or same sex) from either a licensed marriage, registered common-law marriage or registered domestic partner relationship.
  • Registered common-law marriage is defined by each state. For registered common-law spouse insurance under this plan, you will need to meet the definition of a common-law marriage for the state in which you reside. You must not be legally separated from your spouse and you must be registered with a state or local  government common-law registry.
  • Registered domestic partner relationship is defined as a relationship with an individual of the same or opposite sex where both partners must not be so closely related that marriage would otherwise be prohibited; not be legally married to, or the domestic partner of, another person under either statutory or common law; be at least 18 years old; live together and share the common necessities of life; be mentally competent to enter into a contract and be financially interdependent. You must be registered with a state or local government domestic partner registry.
• Your children from birth until the end of the month in which they turn age 26 (age 30 for international employees).
  • This includes a child (within the age requirements) for whom you have assumed guardianship responsibility as documented by a formal legal document or certified court order.
•  Your unmarried (never married) dependent children who are not able to be employed due to a mental or physical handicap.
  • These children are covered after reaching age 26, if they are dependent upon you for support and were incapacitated prior to the date on which insurance would have otherwise ended.
• Dependents that are designated as “Alternate Recipients” under the terms of a Qualified Medical Child Support Order (QMCSO).
•  Adopted children under age 26, or children placed for adoption with the employee in connection with adoption proceedings, if they are enrolled in the plan within 31 days of the adoption date.

Note: Your dependents may not enroll in the plan unless you are also enrolled. If you and your spouse are both covered under the Peter Kiewit Sons’, Inc. Health and Welfare Plan, you may each be enrolled as an employee or be covered as a dependent of the other person, but not both. In addition, if you and your spouse are both covered under the Peter Kiewit Sons’, Inc. Health and Welfare Plan, only one parent may enroll your child as a dependent.  

• You can add your domestic partner provided you and your domestic partner are registered with a state or local government domestic partner registry.
• The company cost for the benefits for your registered domestic partner may be considered imputed income, and you will be taxed on that amount.
• The weekly deduction for coverage is considered after tax.
• To understand that cost amount, contact the Benefits Department at [email protected] or 855-329-7907.  

You will be automatically enrolled in the Traditional Medical Plan and the Dental Plan with employee-only coverage, beginning on your first full day of work. You will not be auto-enrolled in vision.  

Only the employee will be automatically enrolled in the Traditional Medical Plan and the Dental Plan.

• If your dependents need coverage, you must complete the enrollment within 31 days of being eligible for benefits.
• Your dependents will NOT be added to the health plan unless they have been added to coverage through Employee Self-Service (ESS) or an enrollment form is received by the Benefits Department.  

Yes, you may change your plans within 31 days of eligibility date.  

You can make changes by accessing your health care plan through KiewitNetwork > Career & Life > Employee Self Service (English/French/Spanish) > Benefits. Follow the instructions on the screen. You must be connected to the company network to access Employee Self-Service.  

Your eligible dependents are eligible the same day you become eligible for benefits, or the date of when the qualifying event occurred. Employees have 31 days from the date they become eligible for benefits or 31 days from the qualifying event to make the necessary benefit changes.  

For employees with access to the KiewitNetwork and Employee Self-Service (ESS), navigate to: KiewitNetwork > Career & Life > Employee Self-Service (English/French/Spanish) > Benefits.

Use the links to view or make changes if you are eligible. You must use your company computer to enroll or have remote VPN access to enroll off-site and will need your network ID and corresponding password.  

Employees can make changes to their health benefits once a year during open enrollment or if there is a qualifying life event.  

• Open enrollment – The time scheduled each year, usually during the fall, to allow employees to make changes to their health, dental and vision insurance for the following year. Employees can switch plans, add or remove dependents, waive or elect coverage during open enrollment.  

• Qualifying life event – A change in life that can make the employee eligible for a special enrollment period to allow mid-year health, dental and vision insurance changes (i.e., outside of the open enrollment period). Changes must be made within 31 days of the date of the event and must be consistent with the change in status.  

A qualified life event is a life changing event that either changes the number of your eligible family members or that causes you or a family member to gain or lose other coverage.

You may make coverage changes during the year only if you experience a change in family status and are within 31 days from the date of the event. However, you are unable to change your medical plan deductible and the change in coverage must be consistent with the change in status (e.g., you cover your spouse following your marriage, your child following an adoption, etc.). The following are considered family status changes for purposes of the plan:  

• Your marriage, divorce, legal separation or annulment  
• Registering a domestic partner  
• The birth, adoption, placement for adoption or legal guardianship of a child  
• The death of a dependent  
• Your dependent child no longer qualifying as an eligible dependent  
• Termination of your or your dependent’s Medicaid or Children’s Health Insurance Program (CHIP) coverage due to loss of eligibility (you must contact the Benefits Department within 60 days of termination)  
• You or your dependent become eligible for a premium assistance subsidy under Medicaid or CHIP (you must contact the Benefits Department within 60 days of determination of subsidy eligibility.)  
• Loss of other group or individual insurance coverage  
• A court or administrative order 

Unless otherwise noted above, if you wish to change your elections, initiate a change through ESS, KiewitNetwork>Career & Life>Employee Self Service (English/French/Spanish)> Benefits>Family Status Change within 31 days of the change.  

No, a life event only allows you to add or remove dependents. You can not change your medical plan from traditional to health savings or from health savings to traditional. The IRS requires you to stay on the same medical plan for the entire plan year until the next open enrollment.

The change in coverage due to a life event must be consistent with the change in status (e.g., you cover your spouse following your marriage, your child following an adoption, etc.).  

If you have access to the KiewitNetwork, go to Employee Self-Service within 31 days to add coverage for your newborn and when the Social Security number is received, notify the Benefits Department by calling 855-329-7907.  

If you do not have online access, you must complete the Benefits Enrollment form and return it to the Benefits Department within 31 days from the date of birth to add your newborn to your benefits. 

Yes, you will receive a medical card in the mail. The card will have your name and a list of all covered dependents.  

Yes, you will receive a dental insurance card in the mail. The dental card will list only the employee’s name.  

No. Vision Service Plan (VSP) is a paperless company and does not issue ID cards. Just let your provider know that you have VSP for vision insurance or, if you prefer, you can print an ID card by visiting vsp.com. For more information on the vision plan, visit the Vision page.  

Medical Card – Visit myuhc.com and register on the site. Select the option “Print an ID Card” on the far right to receive your temporary card. You can also download the UnitedHealthcare app and download a copy of the insurance ID card to your phone. If you have trouble with registration, please contact UnitedHealthcare at 866-679-0948 for assistance.  

Dental Card – Visit DeltaDentalNE.org/Kiewit and register on the site. Select the option “Print an ID Card” on the far right to receive your temporary card. You can also download the Delta Dental app and download a copy of the insurance ID card to your phone. If you have trouble with registration, please contact Delta Dental of Nebraska at 866-827-3319 for assistance.  

Kiewit offers comprehensive health care plans for you and your family, including dental coverage. Dental insurance is a separate enrollment and can be declined if you choose not to participate. For more information, visit the Dental page.  

Kiewit offers comprehensive health care plans for you and your family, along with vision coverage through Vision Service Providers (VSP). Vision insurance is a separate enrollment and can be elected if you want coverage. For more information, visit the Vision page.  

Your medical, dental and vision benefits will end the last day of the month you separate from the company. All other benefits will end the last day worked, including your Flexible Savings Account (FSA).

COBRA paperwork will automatically be mailed to the address we have on file and, if you would like to keep your medical, dental and vision coverage, you will be responsible for electing the coverage and making the monthly premium payment to UnitedHealthcare.  

After termination, you have the option to convert your life and AD&D insurance to an individual policy. For more information, contact the Benefits Department at 855-329-7907.  

 Medical, dental and vision coverage will end on the last day of the month that your spouse/child is no longer considered an eligible dependent.  

• Child – when the child reaches the age of 26. 
• Spouse – when you are legally separated/divorced.  

Refer to the key benefit terms for the definition of a spouse or eligible dependent. 

 For more information, visit the Health Care page  and review  your benefits summary (staff, Hawaii or International). You can also get personalized benefits guidance with ALEX, the interactive virtual tool that helps you choose the best benefits for your needs.

By asking you a few questions about your health, finances and preferences, ALEX can suggest plans that offer the right coverage at the best price. You and your family can use ALEX anytime, on any device, and your information is kept private.  

• If the provider is in the network, you will not need to submit a claim manually as the provider will automatically do this on your behalf.
• If the provider is out-of-network, you will need to submit the claim manually. A claim form (located on the myuhc.com site) must be completed to receive reimbursement for any out-of-pocket expenses.
• If you need assistance in submitting a claim, please contact UnitedHealthcare at 866-679-0948.  

Yes, the medical plan has a deductible. Please visit the Health Care page and review the Benefits Summary and Enrollment Guide for more information.  

If you enroll in a qualified High Deductible Health Plan (HDHP) and meet other IRS criteria, you will be enrolled in a HSA.

• Kiewit will contribute to your HSA on a weekly basis and you also have the option to contribute to the account.
• Money you contribute is taken from your pay before taxes are deducted.
• The IRS sets annual contribution limits each year, which include the employer and employee contributions.  

If you choose, you may use your HSA funds to pay for any qualified medical expenses.

• Distributions used for unqualified medical expenses are subject to ordinary income taxes, plus a 20 percent penalty (if you are under age 65).
• The 20 percent penalty does not apply if the distribution occurs after you reach age 65, become disabled or die, however, ordinary income tax may still apply.  

Funds remaining in your account at the end of the year roll over for your future qualified medical expenses.

• You may choose not to spend your HSA dollars and instead use after-tax dollars for your qualified medical expenses, leaving your HSA dollars to grow for the future.
• Choosing which expenses to pay with out-of-pocket, after-tax dollars and which to pay with your HSA dollars is entirely up to you.  

There is a triple tax advantage:

• Contributions made to your HSA can be tax-free.
• Interest and investment earnings are not taxed.
• Withdrawals used to pay for qualified health care expenses are not taxed.  

Other advantages include:

• The money is yours to keep even if you leave the company or are no longer in an eligible plan.  
• The money will roll over year after year, earning tax-free interest.  
• The HDHP premiums are usually lower and savings can be used to fund the HSA  

Your HSA funds can be used tax free to pay for out-of-pocket qualified health care expenses, even if the expenses are not covered by your HDHP. This includes expenses incurred by your eligible spouse or dependents.  

There are hundreds of qualified medical expenses, including prescriptions, office visits, procedures/surgeries, dental visits, orthodontics and glasses. All these expenses may be paid for with distributions from your HSA, free from federal income tax or state income tax (for most states). A more comprehensive list of qualified medical expenses is available on the Fidelity website and in IRS Publication 502.  

You have full control over the assets in your HSA. You choose which fund to invest in from the available options. 

You are eligible to open and contribute to a HSA if you:  

• Are covered by a qualified high-deductible health plan (HDHP).  
• Are not covered by another health care plan, including FSA or an HRA (see Publication 969 for exceptions)  
• Are not enrolled in Medicare   
• Are not eligible to be claimed as a dependent on someone else’s tax return  

No, the IRS specifies that HSAs must be individual accounts.  

No. You are not eligible for a HSA if you are covered by any other health plan that is not a qualified HDHP. 

Yes. You are eligible to open and contribute to a HSA as long as you are not enrolled in benefits under Medicare and are covered by a qualified HDHP  

Yes. You may contribute for this year, provided you are covered by a qualified HDHP no later than December 1 and are eligible on that date.

If you enroll by December 1 of any year, you are eligible to contribute up to the IRS annual maximum to your HSA, as long as you continue to participate in a HDHP for the next 12 consecutive months (13 months in total).

During this time, you cannot have other non-qualifying health care coverage.  

Your HSA effective date is generally the later of:  

• The effective date of your qualifying HDHP coverage, or  
• The date you provide evidence of intent to open the account (e.g., completion of a form or application acknowledging your desire to open an HSA).  

You can only receive tax-free distributions from your HSA for qualified medical expenses incurred after the effective date. Because you are ultimately responsible for determining which expenses are reimbursable from your HSA, you should consult with your personal tax advisor to determine how tax guidance on this issue should be applied to your specific situation. 

Yes, you may request an additional card for your spouse through Fidelity at netbenefits.com.  

No. A general-purpose health FSA or HRA is other coverage that makes you ineligible to contribute to an HSA, because it is available to reimburse the qualified expenses of the employee and the employee’s spouse and dependents.  

Yes. If you are 55 or older and covered by a qualified HDHP, you can make catch-up contributions each year until you are enrolled in Medicare benefits. The maximum annual catch-up contribution is $1,000.  

If you  reach age 55 before the close of the calendar year, you may make a full year’s catch-up contribution, provided you are covered by a qualified HDHP no later than December 1.  

If you and your spouse are 55 or older, then you are each permitted to make the full catch-up contribution, provided you are both covered by a qualified HDHP for the entire year. You each must contribute the catch-up contribution to your own account.  

Yes, you may increase and/or decrease your HSA contributions at any time. Remember, you are still restricted by the maximum IRS annual contribution limit. To update your weekly contribution, go to ESS>Benefits>Anytime Plan Changes.  

If you contribute more than the maximum annual contribution to your HSA, you may withdraw the excess without penalty until the deadline (including extensions) for filing your tax return for the tax year for which the excess contribution was made. After that time, the funds are subject to both income taxes and an excise tax.  

Generally, you are not eligible for a HSA if you have other health care coverage, including coverage under a general-purpose FSA. However, you may have coverage under a limited-purpose FSA and be eligible for an HSA. A limited-purpose FSA may be used to reimburse yourself for expenses not covered by your HDHP, such as:  

• Vision expenses, including glasses, frames, contacts, prescription sunglasses, goggles, vision co-payments, optometrist or ophthalmologist fees, and corrective eye surgery.  
• Dental expenses, including dental care, deductibles and co-payments, braces, X-rays, fillings and dentures.  

Yes, you may use funds from your HSA to pay qualified medical expenses for you, your spouse or a tax dependent free from federal income tax and state income tax (for most states). This is one of the great advantages of HSAs.  

If the adult child is not a tax dependent for the parent/primary account holder, then the adult child would have to establish his/her own HSA.  

• When the child is still a tax dependent (up to age 19 or, if full-time student, age 24), then the child’s out-of-pocket medical expenses can be paid with the primary account holder’s HSA. In other words, the parent can use their own HSA to pay for the child’s medical expenses.  
• When the child is no longer a tax dependent but on the parent’s HDHP (through age 26), then the child’s out-of-pocket medical expenses cannot be paid with the primary account holder’s HSA.  
• There is no age limit for children who are totally and permanently disabled . 

 As regulated by IRS tax code, the federal tax rules governing HSAs and domestic partners vary depending on whether the domestic partner is a tax dependent or not. You should consult a tax advisor to determine whether your domestic partner is a tax dependent.  

• If your domestic partner is a tax dependent, HSA disbursements from your HSA account for your domestic partner’s qualified medical expenses are tax-free.  
• If your domestic partner is not a tax dependent, HSA disbursements from your HSA account for your domestic partner’s medical expenses are not allowed.  

Any withdrawals associated with a domestic partner’s expenses would be included in taxable income and be subject to the 20 percent excise tax. (The 20 percent penalty doesn’t apply to distributions made after death or disability, or after you reach age 65). 

 If you take a non-qualified distribution, you are subject to ordinary income tax and a 20% penalty tax. If you are age 65 or older, disabled or your estate pays medical expenses after your death, the 20% penalty may not apply.  

You are required to confirm that your distributions are for qualified medical expenses. It is your responsibility to keep all documents (such as receipts) that show how you used your HSA, including any distributions used for non-qualified transactions and self-report distributions on your annual tax return.  

Just like a checking account, you can only access funds that are available in your account. However, as additional funds are deposited to your account, you can reimburse yourself for qualified medical expenses paid out of pocket, as long as those expenses occur after the effective date of the HSA.  

Yes, provided the services are qualified medical expenses, the distribution would be free from federal income tax and state income tax (for most states).  

No, a single expense can only be reimbursed by a single account. However, you may use both accounts to reimburse yourselves for different expenses. For example, you may use your spouse’s HSA to reimburse the entire family’s dental expenses; yourself included and use your HSA to cover expenses incurred prior to reaching the deductible.  

Your HSA is portable and the money belongs to you. This means your HSA money can remain in the account you had with Kiewit or you can roll it over to your new employer’s HSA and continue to use the funds and any earnings you have accumulated.  

There is no time limit on using the funds; you can leave the money in the account until you need it. Your HSA funds can be used for qualified expenses even if you are no longer eligible to contribute to your HSA.  

HFSAs are administered by Fidelity, and all account details and transactions can be fully managed online at netbenefits.com. Once you register and create a username and password, you can access your account online and see all transactions and balances. You will receive a debit card for HSA transactions.  

A Health Care Flexible Spending Account (FSA) is an account you put money into that you use to pay for certain out-of-pocket health care costs. You don’t pay taxes on this money, which means you’ll save an amount equal to the taxes you would have paid on the money you set aside.  

A dependent care FSA reimburses you for qualified dependent care expenses for children under 13 years old, including expenses for child care services while you or your spouse are at work or attending school full time. You can also use the account to pay for care for a physically or mentally disabled parent, child or other relative you claim as a tax dependent. 

You don’t pay taxes on this money, which means you’ll save an amount equal to the taxes you would have paid on the money you set aside.  

The Health Care FSAs and the Dependent Care FSA are completely separate accounts for different uses. Money from one FSA cannot be used for the other account’s purpose.  

• Sample Health Care FSA expenses include doctor visits, hospital care, prescriptions, dental or vision expenses. 
• Sample Limited Purpose Health Care FSA expenses include vision, dental (including orthodontia) and post-deductible medical and prescription expenses.   
• Sample Dependent Care FSA expenses include licensed day care, elder care, preschool programs, etc.  

Here’s how the flexible spending account works:  

• Estimate your eligible medical expenses for the upcoming year (health care and/or dependent care).  
• Determine how much you want to have set aside from your pay to go into your FSA to pay for your eligible expenses for the coming year (this amount is called your “annual contribution”).  
• The annual contribution amount you elect to put into your FSA will be divided by how many pay periods are remaining in the plan year.  

FSAs are administered by Fidelity, and all account details and transactions can be fully managed online at netbenefits.com. Once you register and create a username and password, you can access your account online and see all transactions and balances. You will receive a debit card for FSA transactions.  

Accessing your Flexible Spending Account is easy.  

• NetBenefits Access Card – Use your Visa debit card to pay for eligible health care expenses. Note: Itemized receipts should be saved for all FSA purchases made with the NetBenefits Access Card. You may be asked to submit receipts to verify that your expenses comply with IRS guidelines.  
• File a claim – Log into your account at NetBenefits.com and click on “File a Claim.”  

For Health Care FSA claims, you can be reimbursed even if your FSA balance is not enough to cover your claim (up to your annual contribution amount).  

The IRS has a “use or lose” rule for FSAs. This rule states that you’ll lose any unused money still in your health care or dependent care FSA at the end of the plan year — so estimate what you want to direct to your FSA carefully.  

No. The IRS guidelines that govern this program do not allow this. Your FSA should only be used to pay for services/expenses incurred in your current plan year. The plan year begins on your insurance effective date through Dec. 31 of the current plan year. Any changes in the annual contribution, due to a life event, can only be used from the life event date to Dec. 31 of the current plan year.  

Accessing your Flexible Spending Account is easy.  

• NetBenefits Access Card – Use your Visa debit card to pay for eligible health care expenses. Note: Itemized receipts should be saved for all FSA purchases made with the NetBenefits Access Card. You may be asked to submit receipts to verify that your expenses comply with IRS guidelines.  
• File a claim – Log into your account at NetBenefits.com and click on “File a Claim.”  

For Health Care FSA claims, you can be reimbursed even if your FSA balance is not enough to cover your claim (up to your annual contribution amount).  

Yes. Due to IRS regulations, your Health Care and Dependent Care FSA elections are only effective for one plan year. In other words, you must enroll each year that you choose to participate.  

Your Health Care FSA can be used to pay for a variety of health care expenses incurred by you, your spouse and your eligible dependents. Doctor visits, chiropractor fees, prescription drugs, deductibles, coinsurance, dental care and vision care not otherwise covered by a health plan are eligible health care expenses.  

If you are already enrolled in the Health Care FSA, you can find a comprehensive list of eligible expenses at netbenefits.com. If you are not enrolled, guidance regarding what constitute eligible medical expenses is provided in IRS Publication 502, which is available at irs.gov. You can also refer to the FSA Summary Plan Description available under 
Resources & Forms.  

 Yes, provided you meet the eligibility requirements for an FSA. 

You can submit your eligible expenses online for faster reimbursement through netbenefits.com. Claim forms are also available online at netbenefits.com or by calling Fidelity at 800-835-5095. Be sure to send your documentation with your claim form.  

Reminder: You must have the money in your account before you can submit a claim for reimbursement. You will receive a check for the reimbursement amount, or you have the option to have your reimbursement directly deposited into your bank account. Go to netbenefits.com to sign up for direct deposit.  

• Visit the Medical Coverage page of myjobbenefits.com  
• Visit netbenefits.com to find more information or to manage your FSAs  
• Call Fidelity at 800-835-5095  

Eligible employees can participate on the first day of the month following one month of continuous employment. When you become eligible to participate, you will receive an enrollment packet from Fidelity. You will be enrolled automatically, when eligible, with a 6% pretax contribution.  

You can make changes to the automatic enrollment by calling 800-835-5095 or by  registering at netbenefits.com. If you have an existing account with Fidelity, log in with your username and password. If not, click “Register as a new user” and follow the instructions. You can access your account 24 hours a day.

For more information, visit the Financial Benefits page.  

You can view your balance or make changes to your contribution by visiting netbenefits.com or calling Fidelity at 800-835-5095.  

You can contribute from 1% to 75% of your eligible weekly base earnings, up to a maximum amount set yearly by the IRS. You may select pretax, Roth 401(k) or after-tax deferrals, or a combination of each. Your pretax contributions are deducted from your weekly base pay and are not subject to federal or state income tax.

If you select a Roth deferral, that portion of your contribution is taxed immediately. Roth contributions grow tax free for future distribution. An annually adjusted Internal Revenue Service (IRS) dollar limit also applies, and the dollar limit is $23,500 for 2025 (maximum for combined pretax and Roth 401(k) employee deferrals).  

If you are 50 years old or older, you can make additional catch-up contributions of up to $7,500, for an annual contribution total of $31,000 for 2025.  

Reminder to those eligible for the company match:

• To take full advantage of company matching contributions, elect a contribution percentage that allows you to contribute throughout the year.
• Reaching the IRS limit too early in the year will forfeit company matching contributions after the IRS limit is reached.
• There is no true-up with matching contributions.
• There is no match for after-tax deferrals.  

This feature automatically increases participant contributions by 1% each year until the deferral percentage reaches 10% of eligible weekly base pay. You may elect at any time to opt out of the automatic escalation option or change the date or percentage of the automatic increase at netbenefits.com.  

The company has the discretion to make a contribution to employee 401(k) accounts each year, depending on its overall performance. The discretionary contribution is a way to share the company’s success with employees and can range from 0% to 4% of eligible base pay. When the company achieves its performance goals, the contribution can be as high as 4%. When it doesn’t, the expectation is it should be less.  

You are automatically enrolled in the company contribution on the first of the month following one month of continuous employment and must be on the payroll as of Dec. 31 of that calendar year, in an eligible classification, to receive the contribution. This type of contribution is not pro-rated. 

Kiewit stockholders are not eligible for the company contribution program and it is not pro-rated.  

Your years of service determine the amount you are vested.  

*One year of service consists of at least 1,000 hours worked in that calendar year.  

You can roll over a previous employer’s plan into your Kiewit account.  Qualified funds that the plan will accept are below: 

• 401(a)/401(k) Plans 
• Roth 401(a)/401(k) Plans 
• 403(b) Plans 
• Roth 403(b) Plans 
• 457(b) Governmental Plans 
• After Tax Accounts 
• Conduit IRA (rollover IRA) 
• Nonconduit IRA 

Contact Fidelity at 800-835-5095 for more information on the roll-over process.  

You can log in to the Fidelity website to view information about your 401(k) or call Fidelity at 800-835-5095. To log in, use your Social Security number and date of birth to create a user ID and password.  

Yes, basic life and accidental death and dismemberment (AD&D) insurance is offered by the company. The amount offered is two times your annual base salary, with a cap maximum of $300,000. Life Insurance and AD&D have a Benefit Reduction Schedule.  

Coverage is reduced to 65% starting at age 65, 45% at age 70, 30% at age 75 and 20% at age 80.

Visit the Additional Insurance page for more information. 

Kiewit offers the option to purchase supplemental life insurance plans through payroll deduction. Visit the Additional Insurance page for more information.  

Yes. However, you will be considered a late enrollee and will be required to submit Evidence of Insurability. During your new hire enrollment period, or qualifying life event, you can enroll without showing Evidence of Insurability if you elect a coverage amount up to five times your annual base hourly wage, to a maximum of $200,000.  

The amount of supplemental life insurance varies:  

• Employee – The maximum coverage is $1 million, in increments of $10,000 not to exceed eight (8) times your annual base hourly wage. During the new hire enrollment period, employees can enroll without showing Evidence of Insurability for a coverage amount up to five (5) times the annual base hourly wage, to a maximum of $200,000. Anything over that amount would require Evidence of Insurability.  
• Spouse – The maximum coverage is $250,000 in increments of $5,000, not to exceed one-half of the employee’s coverage. Upon initial offering, spouse can be enrolled without showing Evidence of Insurability for coverage up to $50,000; anything over that amount would require Evidence of Insurability.  
• Dependent Child(ren) – The maximum coverage is $10,000 in increments of $2,000. The coverage amount elected will represent the amount for each child.

No. You are required to enroll yourself in supplemental life insurance coverage in order for your dependents to be covered.  

Note: Your dependents may not be enrolled in Supplemental Life Insurance unless you are also enrolled. You and your spouse may each be enrolled as an employee or be covered as a dependent of the other person, but not both. In addition, if you and your spouse are both covered under Supplemental Life Insurance, only one parent may enroll your child as a dependent. 

Employees are eligible for the short-term disability plan on their first day of employment. The plan covers pregnancy and other short-term surgical or medical leaves that are non-work related. If approved, the employee will be paid 100% of base salary and cost-of-living adjustments (COLA) through the third month of an approved disability, after an elimination period of seven days. Months four through six of disability are paid at 70% of base salary and COLA.  

After the sixth month, you may be eligible for the long-term disability (LTD) plan, if approved. This benefit pays up to 60% of your base salary, up to a maximum of $6,000 per month. Disability earnings will be reduced by the amount of other income benefits you receive. Once approved for LTD, you are no longer considered an active employee. Your medical, dental and vision coverage will remain in effect for six months and basic life insurance coverage will continue through the duration of your approved LTD. All other benefits will end on the date LTD becomes effective.  

Visit the Additional Insurance  page for more information.  

No. The disability plans are for employees only.  

AD&D insurance provides a lump sum payment if death or dismemberment is the direct result of an accident. An employee enrolled in AD&D insurance who becomes dismembered because of an accident will be paid according to the schedule of indemnities listed in the summary plan description. The employee is the beneficiary of any dependent claims. AD&D coverage does not require proof of good health and can be added or dropped at any time.  

The minimum amount is $10,000, and you can add up to a maximum of $500,000 in increments of $10,000. You can elect coverage for yourself only or for you and your family.  

Yes, employees are eligible to enroll in accident, critical illness and/or hospital insurance. Enrollment must be made within 31 days of hire or of a qualified family status change. After 31 days, employees must wait until the next annual open enrollment period to enroll.  

For more information, visit the Voluntary Protection Plans page.

Yes. New York Life and Lyra provide help to employees and their dependents who become victims of identity theft. Visit the Financial Benefits page for more information. 

Kiewit offers programs to help employees with writing a will and other legal documents. The programs are offered through New York Life Insurance Company and Lyra.  

To learn more about these programs, visit the Financial Benefits page.   

To learn more about the benefits offered to U.S. employees working outside of the country, visit the International Health Care page. The international plan provides coverage both in and outside of the U.S. for health, vision, dental and pharmacy.  

The UnitedHealthcare Global Solutions plan will become effective on the date of your transfer. You will receive new cards in approximately 10 business days from your transfer date.  

• If you live and work in Australia, you will also receive a NIB card. NIB is the UHC health care partner in Australia that will handle medical claims.  
• Cowan Insurance Group provides the insurance for employees working in Canada.  
• MAPFRE is the insurance network in Puerto Rico.  

Go to myuhc.com and navigate with instructions below:  

• Click on “login myuhc.com” 
• Click on “Register Now”   
• Fill in first and last name  
•  Fill in date of birth  
• Member ID is the 9-digit number located on the new medical and dental cards  
• The group/account number is 0744542  
• The group/account number for Puerto Rico is 0933276  

Once registered, you will have access to print off a card, request a card to be mailed to you, view providers in the network and claims information.  

In most cases you will be able to use your same doctor. If you are seeing a doctor in the U.S, you should register on myuhc.com to verify that your doctor is in the network. UnitedHealthcare Global Solutions uses the same U.S network of providers as the current domestic U.S. plan.  

Premiums for the Global Solutions plan are based on your coverage level (employee-only, employee + spouse, employee + children or family). You can find these rates in the International Benefits Summary   

For those on a U.S. payroll, your life, short-term and long-term disability and AD&D benefit coverages will remain the same, as well as your Retirement Savings Plan. If you are enrolled in the Voluntary Hospital, Accident or Critical Illness plans, you are unable to participate in these plans while out of the country.  

Any deductible and out-of-pocket expenses satisfied under the domestic U.S. plan will be honored with UnitedHealthcare Global Solutions Plan. You can send an email request to [email protected] for this purpose only so that the adjustment can be made.  

If you currently cover yourself and your family on the U.S. domestic health plan, you and your family will be transferred to the UnitedHealthcare Global Solutions Plan, NIB if living/working in Australia and MAPFRE in Puerto Rico.  

The UnitedHealthcare Global Solutions plan offers a 31-day supply through local pharmacies. It is a three tier plan with coinsurance and minimum/maximum copays.  

Mail order is not available through the UnitedHealthcare Global Solutions plan. However, if you need to take a prescription with you outside the U.S., you can obtain a 365-day supply by contacting OptumRX directly for instructions (some exclusions apply). You will be subject to the applicable copay for each month that the prescription is allowed.  

If you currently have an active prescription through OptumRX under the U.S. domestic plan, the prescription will transition to the UnitedHealthcare Global Solutions plan. However, you will only be able to fill this on a monthly basis as the mail order plan is not an option under the UnitedHealthcare Global Solutions plan.  

If the prescription is being filled in the U.S., the prescription needs to be written by a physician licensed to practice in the U.S. If the prescription is being filled internationally, the prescription will need to be written by a physician in that specific country.  

At the time of your transfer, you will automatically become eligible for the U.S. domestic plan. The Benefits Department will contact you with additional information, along with your district Human Resources Department. Any deductibles will be honored and transferred over upon request.  

 This type of medical plan is not an option internationally and not part of the UnitedHealthcare Global Solutions plan.

Any money in the Health Savings Account can be used for any future payments or reimbursements on eligible medical/dental/pharmacy or vision expenses incurred in the U.S.

All employee and employer contributions to this plan will cease upon transfer date to the UnitedHealthcare Global Solutions plan  

If you are currently enrolled in a FSA, you will remain in these accounts. You will need to submit the Explanation of Benefit (EOB) and the FSA claim form to netbenefits.com for any claims incurred.

Please note: the FSA debit card will not work internationally for health care expenses.  

Yes, this is still recommended to improve access to care in areas where the network is not as strong.  

You can have the provider contact UnitedHealthcare Global Solutions member service to discuss the “direct pay” option with the provider. This is a 24/7 service.

Please note: These eligible expenses will still be covered by the UnitedHealthcare Global Solutions plan but will require a claim form to be submitted for any out-of-pocket expense reimbursements.  

You will continue to have services through SOS for emergency medical and security evacuations if needed. There will be no changes to this membership.