2025 Benefits
for out-of-region remote team members
for out-of-region remote team members
There are specific criteria and rules for team members and dependents to receive benefits coverage from Piedmont. Benefits eligibility begins the first of the month following 30 days of service.*
Enrolling a dependent for the first time?
Full-time team members
Scheduled to work at least 64 hours per pay period
Part-time team members
Scheduled to work at least 32 hours per pay period
Dependents
Includes spouse/domestic partner and your children under age 26
*Medical residents are eligible for coverage beginning on the first day of employment.
You must report the event within 31 days of the event date to qualify for coverage changes
You may be required to provide supporting documentation
For more information, visit the Piedmont Empowered intranet.
Onsite:
Log in to PeopleSoft Employee Self-Service (ESS) using your (1) Employee/Network ID and (2) Password.
Forgot your PeopleSoft ESS password or need technical assistance? Call 404-605-3000.
From home:
While on Piedmont’s network, visit the Piedmont Empowered intranet and search “ESS Job Aid” for instructions on accessing PeopleSoft ESS from home using secure remote access.
Be prepared:
You’ll need the Social Security numbers and dates of birth for any dependents you wish to enroll. In addition to enrolling in benefits, please provide your personal email address, phone number, home/mailing address and emergency contacts.
Confirmation and cards:
A final confirmation statement will be emailed to you after Open Enrollment ends if you successfully submitted benefit elections in PeopleSoft ESS.
A new Cigna ID card for medical and prescription drug coverage will be mailed to homes about six weeks after enrollment ends. You will not receive a new ID card for dental or vision coverage unless you’re enrolling for the first time or you changed plans.
Existing HSA cards are loaded with 2025 employer-funding and are good until the expiration date. If your enrollment into the Piedmont HDHP with HSA is new for 2025, you can expect to receive a HealthEquity Visa card in the mail about six weeks after enrollment ends.
Your benefit offerings make up PHC & Me—Piedmont’s one-of-a-kind total rewards program designed to ensure you and your family are making the most of what Piedmont offers. Click the icons below to see a streamlined list of the programs available in each category.
Coverage is included for full-time team members scheduled to work at least 64 hours per pay period and part-time team members scheduled to work at least 32 hours per pay period.
In addition to enrolling yourself in Piedmont’s benefit plans, you also may choose to cover your eligible dependents. Eligible dependents include:
To contain health benefit costs for our team members and all eligible dependents, when you enroll your dependents in Piedmont’s medical plan for the first time, you will be required by an independent verifier (Alight) to provide documentation of your dependents’ eligibility. If you do not respond to the request, or if a dependent is determined ineligible for such coverage, then coverage will end on the last day of the month of cancellation and such dependent will be ineligible for COBRA coverage. If you are enrolling new dependents in medical coverage for the first time, please watch for a mailing from the Dependent Verification Center and be sure to respond timely.
If your spouse/domestic partner has medical coverage available through his/her employer, he/she is not eligible to enroll in Piedmont’s medical coverage. Domestic partner coverage is available for medical, dental and vision benefits. You will be required to complete a Domestic Partner Affidavit, and you will be taxed on the full cost of the benefit for your domestic partner.
When you enroll your dependents in our benefit programs, you will be required by an independent verifier to provide documentation of your dependents’ eligibility.
Your spouse/domestic partner is eligible for coverage under the Piedmont benefit plans if they are:
Piedmont benefits may be considered secondary. Please refer to your Summary Plan Description to determine which plan is primary.
This website is not inclusive of all situations and is provided for informational purposes only. It is not intended to be an official legal document. If there are conflicts between the website and IRS regulations, the member handbook, or the Summary Plan Description (SPD), IRS regulations, the member handbook, and the SPD will govern.
