Open Enrollment Project Submission Recommendations

This article includes a list of scenarios which Namely recommends you submit an Open Enrollment project if this applies to the offered benefit plans.

While the Benefit Setup Assistant allows you to manage your benefits, we know you may not consider yourself an Open Enrollment expert. Additionally some requirements can be complex and need a specific configuration to work best for your needs. We’re here to help. We have a team dedicated to benefit and open enrollment set up. We always recommend our clients work with our Open Enrollment team. Working with one of our consultants ensures everything is set up and tested according to best practice providing a smooth Open Enrollment experience for your employees.

If your benefits configuration has been fully migrated (i.e., you now access it via the Manage Benefits link in HRIS), you have the option of self-configuration for Open Enrollment. 

Please review the following list of scenarios for which we recommend you submit an Open Enrollment request for our Project Services team to assist with your configuration.  Situations where PS assistance is recommended include, but are not limited to:

Scenarios	Examples (if applicable)
If you are newly offering or updating an existing Critical Illness plan.
If you offer a Pet Insurance.
If you offer a 401k plan.
If you offer a tax-choice Disability plan where one option is employer paid and the other is voluntary.
If you offer an HSA employer contribution that differs based on the medical plan the employee chose.
If you offer an employer contribution that differs based on the employees class or branch.
If you offer a Commuter/Parking employer contribution that is split between the two if employees choose both.	The commuter employer contribution is $100 if the employee does not elect parking, but $50 to each account if an employee elects both.
If you offer a quarterly HSA employer contribution.
If you offer a post-tax HSA.
If you offer a Limited Purpose FSA without an HSA.
If you offer a STD plan that has a maximum benefit by month instead of by week.	Employees can elect a $ amount up to a X% of their monthly salary.
If you offer a salary based plan (life or disability) that needs to be calculated using a salary not based on 2,080 hours.	You offer benefits to employees who don't work 40 hours and their benefit should be based on a different hours calculation i.e. 37.5 hours a week (1,950 hours a year).
If you offer a Child Voluntary Life/AD&D plan where the rate cannot be broken down to one consistent cost per $1000.	If a Child Life Volume is at $2,000, then it costs $2 ($1 per 1,000). If it is set at $4,000, then it costs $5 ($1.25 per 1,000).
If you offer a child voluntary life/AD&D plan where each child is charged an individual rate.	Covering 1 child costs $X and covering 2 children costs $Y.
If you offer a life/AD&D plan where rates differ by class.
If you offer a 'Family' Life/AD&D plan.	Spouse and Child have a combined rate.
Payroll is biweekly but you want deductions to come out semi-monthly.
Spousal Surcharge	This is an additional fee or premium that an employee is required to pay if his or her spouse has an alternative source for healthcare coverage through their own employer, yet elects to be added to the employee's plan.

  Please be advised that this is not a definitive list, and these are only examples of scenarios where we suggest a project should be submitted. If you find that your benefit plans may be more complex and are not comfortable with self-configuration, we recommend submitting your project to Namely so that a consultant can configure your Open Enrollment.