Benefits-eligible employees working 30+ hours per week are eligible for benefits on the date of hire, transfer date into a benefits eligible position, or other qualifying event date. You are eligible for medical, dental, vision, HSA, FSA, life, and disability coverage. 

There is no auto-enrollment, so you must complete and finalize your benefits enrollment within 30 days of your eligibility date. If you do not submit your enrollment within 30 days, you will not be enrolled in any of the Meazure Learning health and welfare insurance plans and will not be able to enroll until the next Open Enrollment period or if you experience a qualified life event.

See below for additional information and instructions regarding your Meazure Learning benefit options! If you have questions or need assistance, reach out to our broker consultants at Vita Benefits Group at meazurelearning@vitamail.com.

Once logged in to ADP, go to Myself/Benefits/Enrollments to begin your enrollment process. 

Locked out of your account? Contact Meazure Learning's People Success Team at peoplesuccess@meazurelearning.com!  

Eligible Dependents

Health Plan Options

Health Savings Account (HSA)

Dental

Vision

Life and Disability 

Flexible Spending Accounts (FSA) - Healthcare

Limited Purpose FSA - Healthcare

FSA - Dependent Care

Voluntary Benefits

Life Event

Additional Perks & Benefits

Cost of Your Healthcare 

Documents and Resources

Questions

You may enroll spouses and domestic partners to your medical, dental and vision plans, as well as optional buy-up life insurance. Dependent children up to age 26, including children of a domestic partner, are also eligible for medical, dental and vision coverage. If enrolling a non-registered domestic partner, you must meet the criteria in the Affidavit as well as complete the Affidavit. 

Meazure Learning offers you the choice of a Blue Cross Blue Shield of Alabama (BCBSAL) PPO plan and a BCBSAL High Deductible Health Plan (HDHP). Live outside of Alabama? The BlueCard has a nationwide network of in-network providers and facilities. Please refer to your Summary of Benefits for more details.

If you choose to enroll in the HDHP, you will automatically be provided with a Health Savings Account, managed through Vita Flex. Meazure Learning will contribute to employees' HSA on a per pay period basis based on the enrollment tier (e.g. employee only vs. family coverage). You may choose to also contribute your own money via pre-tax payroll deductions. Your personal contributions may be updated at any time throughout the year. Meazure Learning's funding and your personal contributions are limited to the 2025 IRS annual maximum of $4,300 for self-only coverage or $8,550 for family coverage, plus a catch-up contribution of $1,000 for those age 55 or older. 

HSA Per-Pay-Period Employer Funding: 

Just You -$46.15

You + Dependent(s) - $92.31

Note: In order to contribute to an HSA, you cannot be enrolled in any disqualifying coverage. Disqualifying coverage includes, but is not limited to, being covered by a non-HSA qualified HDHP, Medicare (including Part A), or regular Flexible Spending Account (FSA). 

Meazure Learning offers dental coverage through BCBSAL. You will receive an ID card separate from your medical ID card for dental. Additional details can be found in the Summary of Benefits.

Meazure Learning offers vision coverage through VSP. You will not receive ID cards for vision coverage. If you enroll in the vision plan, your optometrist will verify coverage for you and your covered dependents using your name, date of birth and social security number. Additional details can be found in the Summary of Benefits.

Meazure Learning provides all full-time benefits-eligible employees with life insurance equal to one (1) times your annual salary up to $250,000. Be sure to designate a personal beneficiary in ADP as part of your enrollment process. You may update your beneficiary at any time.

We understand that growing families may need or want more protection for their loved ones. As a newly benefits-eligible employee, you may purchase additional life insurance coverage for yourself in $10,000 increments to a maximum of $150,000 - no health questionnaire or medical underwriting required! Rates are based on your age and premiums will be deducted via payroll. You may also purchase coverage for your spouse and/or children (up to age 26). See the Summary of Benefits for more information and ADP for your cost to enroll.

Meazure Learning also provides short-term disability (STD) and long-term disability (LTD) to all benefits-eligible employees! These plans provide valuable income replacement for you and your family should you become disabled while an employee at Meazure Learning. Please refer to the Summary of Benefits for more information.

The Healthcare FSA allows you to use pre-tax funds to pay for healthcare expenses for you, your spouse, and/or your children, regardless of enrollment in Meazure Learning's medical plans. You make an annual election up to $3,300 that is then deducted pre-tax in equal amounts from each remaining pay period in 2025. Your full election will be loaded onto debit card to be used at healthcare merchants to pay for qualified expenses. You may also submit expenses paid out-of-pocket for reimbursement, which are issued weekly. Keep your receipts as itemized statements are required, even for some debit card charges, to substantiate the expense. 

Important: Your election is irrevocable and is "use-it-or-lose-it", so plan and elect carefully. Once your new hire window is complete, you may not reduce, terminate or change your FSA election without a qualified life event. Unused funds between $50 - $660 will rollover into the next plan year. If you are enrolled in an HDHP, your Healthcare FSA will be deemed "limited purpose." See your Summary of Benefits for additional details.

If you are enrolled in the Meazure Learning HDHP and elect an FSA, your FSA will be deemed "limited purpose." Your Limited Purpose FSA (LPFSA) will be restricted to use for dental and vision expenses. You may use your LPFSA for qualified medical expenses only after you've met at least $1,650 of your deductible for self-only coverage or $3,300 of the family deductible. Note that this deductible is not the same as your medical plan deductible. You will need to submit documentation showing you have met these deductible amounts so future qualified medical claims can be reimbursed. The LPFSA is subject to all the same rules as the regular FSA. See your Summary of Benefits for additional details.

The Dependent Care FSA allows you to use pre-tax funds to pay for childcare expenses (daycare, preschool, nanny, after-school) for children through age 12 so you and your spouse may work. It may also be used to pay for custodial care of adults that are tax-dependents, such as children with disabilities. You make an annual election up to $5,000 that is then deducted in equal amounts from each remaining pay period in 2025. Note that the $5,000 is an annual household limit, so you will need to consider contributions made under any other plan for the year such as a spouse's plan or a prior employer's plan.  This plan does not include a rollover feature. Funds are available for reimbursement as they are contributed to your account. Your election is irrevocable and is "use-it-or-lose-it", so plan and elect carefully. Once your new hire window is complete, you may not reduce, terminate or change your FSA election without a qualified life event. See your Summary of Benefits for additional details.

You have the option to purchase voluntary benefits such as Accident, Hospital Indemnity, and Critical Illness for you and your eligible dependents. These plans pay you a cash benefit if you qualify under one of the plan provisions. The lump-sum benefit can help with out-of-pocket medical and living expenses and do not replace medical insurance. In addition, you may receive a $50 cash benefit for certain health screenings each year. See the plan documents for additional details. 

If you experience a qualifying life event such as marriage/divorce, birth/adoption of a child, or loss of other coverage, you have 30 days from the date of the event to add your new dependent to the plan. If you miss this deadline, your dependent will not be able to enroll until the next Open Enrollment period. Be sure to contact the People Success team at peoplesuccess@meazurelearning.com right away if you experience a life event.

Meazure Learning sponsors 75% of the premium for you and 60% of the premium for your eligible dependents for medical coverage. Meazure Learning covers the majority of the cost for you and your eligible dependents to be enrolled in dental and vision. Below is your cost for the Meazure Learning healthcare plans, based on the plan type and who is covered. These contributions will be deducted from each paycheck on a pre-tax basis. These contributions are effective from July 1, 2025 - June 30, 2026.

Important documents that disclose information regarding your benefit plans are posted below.

Welfare Summary Plan Description: The Welfare Summary Plan Description (SPD) is an important document that describes your legal rights under our welfare benefit plan. The SPD, in combination with the insurance carriers’ Certificates of Coverage, or Evidence of Coverage, comprise the full SPD for our plan, as required by ERISA. These documents are designed to provide you with a comprehensive guide to understanding the laws and regulations that govern our health benefit plan. In addition to general plan information, the document includes important disclosure notices in various areas related to your plan. It is an important document that should be read and kept for future reference.

Pre-Tax Flexible Benefits Plan Summary Plan Description: The Pre-Tax Flexible Benefits Plan Summary Plan Description (SPD) document describes the basic features of the Pre-Tax Flexible Benefit Plan (FSA plan), how it operates, how to get the maximum advantage from the Plan, and the rules and restrictions under the Plan. The SPD is only a summary of the key elements of the Plan. It contains a brief description of your rights as a Participant, but it is not the official Plan Document. The SPD is not meant to interpret, extend or change the official Plan Document in any way. We suggest you read the SPD carefully so that you may understand the Plan's operation and its benefit to you. In the event of any inconsistencies or conflict between the Plan Document and the SPD document the provisions of the Plan Document will govern.

Please see your Summary of Benefits for more information on the plans, or you may reach out to our the Vita Team at (650) 966-1492 or meazurelearning@vitamail.com.