| In-Network | Out-of-Network | In-Network | Out-of-Network | In-Network | Out-of-Network | |
| Annual Deductible |
||||||
| Individual | $3,000 | $6,000 | $6,350 | $19,050 | $2,000 | $4,500 |
| Family | $6,000 | $16,500 | $12,700 | $38,100 | $4,000 | $13,500 |
|
Coinsurance (what you pay) |
20% | 50% | 0% | 50% | 20% | 40% |
| Out-of-Pocket Max (includes deductible) | ||||||
| Individual | $6,000 | $16,500 | $6,350 | $19,050 | $6,000 | $13,500 |
| Family | $12,000 | $33,000 | $12,700 | $38,100 | $12,000 | $40,500 |
| Physician Services | ||||||
| Office Visit | 20% After deductible | 50% After deductible |
0% After deductible | 50% After deductible | $30 copay | 40% After deductible |
| Preventive Care | 100% Covered | 50% After deductible | 100% Covered | 50% After deductible | $0 copay | 40% After deductible |
| Hospital Services | ||||||
|
Inpatient/ Outpatient |
20% After deductible | 50% After deductible | 0% After deductible | 50% After deductible | 20% After deductible | Plan pays 60% |
| Emergency Room | 20% After deductible | 50% After deductible | 0% After deductible | 50% After deductible | $200 copay; then plan pays 100% | $200 copay; then plan pays 100% |
Welcome to Epiq
Benefits
Your benefits, all in one place.
RightwayRx Member Engagement Webinar Recording
Welcome!
Welcome to the Epiq Benefits e-Guide. We are excited to provide you with a wide variety of benefits options that enable you to select a comprehensive set of coverages that can help protect your health, your family, and your future.
At the center of your benefit options, you’ll find a set of competitive healthcare options through Cigna. At Epiq, our medical plans are self-insured. This means our company pays for all the claims. Because we are a self-insured group health plan, the overall cost and ultimately your paycheck contributions are impacted by your health care decisions. Choosing the ER when an Urgent Care facility is more appropriate or taking a brand name medication when a generic version is available not only costs you more money out of pocket, but costs Epiq and all enrolled employees more in the long run.
Being a smart consumer now will help keep costs more manageable in the future. Maintaining that behavior will benefit you and all enrolled employees by containing claims and therefore controlling the increase to your biweekly contributions. The information and resources included throughout this e-guide are designed to help us all make "healthy" choices.
Remember, we’re all in this together.
••••
Click Below to Get Started
Jump to the desired section using the buttons below
When & How to Enroll
Enroll before it's too late.
Effective Dates
New Hires
Benefits are effective the first of the month following 30 days of continuous employment. Benefit elections must be made within a
21-day enrollment period from your date of hire through Workday.
If you do not elect benefits during the initial eligibility window, you will be required to wait until the next open enrollment period to enroll unless you experience a qualifying event.
Annual Enrollment
Benefits are effective on June 1, 2025. Benefit elections must be made within the annual enrollment process, April 16, 2025- April 30, 2025.
Qualifying Life Event
Benefits are effective based on the type of life event you are experiencing.
Examples: the birth of a child or marriage, coverage would be effective the day of the life event. Please see below for additional information.
Please click the appropriate Quick Start Guide to the right for detailed enrollment instructions.
Who is eligible for benefits?
You can enroll in our benefit programs if you are a full-time employee regularly working at least 30 hours a week. Temporary employees, part-time employees working fewer than 30 hours a week, and contractors are not eligible for benefits. Benefit deductions will be removed per paycheck on a 26 paycheck schedule annual basis.
In addition, you can enroll the following eligible dependents in most of our benefits plans:
- Spouse or domestic partner (see below for additional spouse/domestic partner eligibility information)
- Children up to age 26.
- Unmarried children of any age with a mental or physical disability that requires them to depend on you for support.
Upon completion of your enrollment task in Workday, you will be required to complete an e-signature to submit your elections. This will serve as your attestation that all dependents you have added to your plan meet the eligibility requirements.
Enrollment Quick Guides
Enroll within 21 days from your date of hire.
Enroll within 30 days of your life event.
Spouse/Domestic Partner Eligibility
If your spouse/domestic partner is eligible for healthcare coverage through their employer they will not be eligible for coverage through Epiq.
An eligible spouse/DP must meet one of the following:
-
Spouse/DP does not have access to health care through their employer
-
Spouse/DP is not employed
-
Spouse/DP is self-employed
-
Spouse/DP is employed in an Epiq benefits eligible position. If the employee and spouse both work for Epiq in a benefits eligible position they may choose to enroll in single, spouse or family coverage.
Domestic Partner Affidavit forms can be found under MyHR in Workday.
Qualifying Event Changes
The IRS limits the benefit changes you can make during the year for pre-tax benefit elections on medical, dental, vision, and FSA. Changes can be made outside the open enrollment period only if you and/or your family experiences a qualifying event. Please note, when experiencing a QLE to add a dependent, a plan change is not permitted, only adding that dependent to your current plan is allowed.
All changes must be requested through Workday within 30 calendar days of experiencing a qualifying life event.
Please note: You must complete the entire process in Workday within 30 days. Simply uploading documentation is not sufficient. Supporting documentation must be submitted, and changes must be made in your Workday benefit event within the 30 day period. If you have questions or need assistance with this process, please create a Workday Ticket
If you fail to submit the request and supporting documentation through Workday within 30 days, you will not be allowed to make benefit changes until the next open enrollment period.
If you are unaware of the documentation you need to submit, click the grid to the right.
CHOOSING A HEALTH PLAN JUST GOT EASIER
The Cigna Easy Choice tool helps you find the plan thats right for you and your family.
The Cigna Easy Choice tool gives you personalized guidance to help you find your best fit medical plan.
You can use it from just about anywhere. All you have to do is answer a few quick questions about your needs and preferences. Then, you’ll see available plans, ranked by what matters most to you. Compare your options side-by-side. Then print, save or email a handy checklist to use when you enroll.
Access code to get started:
4NWRHSRC
Want more information?
Need help enrolling?
We are excited to provide our employees an enhanced, more personal way to understand the full range of all benefits offered at Epiq. Our Benefit Communication Specialists (BCS) are here to help you better understand our valuable core and voluntary benefits as well as assist you in the enrollment process. If you would like to speak with a BCS today, please call 844-600-7072 or create a ticket on Workday Help
Medical Benefits
We offer choices to help meet your needs.
Cigna Health Care
Epiq offers Cigna medical plans for you to choose from. All plans offer the convenience of referral-free access to doctors and the option (not requirement) to select a personal primary care physician. Keep in mind, you will have lower costs for services provided by in-network physicians.
Each plan's summary that highlights plan provisions may be found by clicking the buttons below.
2025 - 2026 Group Health Plan Details
Biweekly Payroll Deductions (Based on 26 Pay Deduction Calendar)
Cigna Open Access Plus Network
| Plan Tier | Consumer-Driven Plan | Value Plan | Copay Plan |
| Employee Only | $80.27 | $44.58 | $156.14 |
| Employee + Spouse (DP) | $163.57 | $104.08 | $312.27 |
| Employee + Child(ren) | $158.25 | $100.74 | $301.34 |
| Employee + Family | $242.96 | $154.11 | $473.99 |
Cigna LocalPlus Network
| Consumer-Driven Plan | Value Plan | Copay Plan |
| $56.12 | $29.40 | $122.92 |
| $114.35 | $70.79 | $250.48 |
| $111.08 | $68.07 | $241.77 |
| $173.16 | $106.19 | $356.67 |
Cigna Local Plus Network
Employees who reside within the Cigna Local Plus Network will be placed in this network when enrolling in an Epiq medical plan.
Employees who reside outside these areas, will remain in the broader OAP Network.
Our three Local Plus medical plans provide access to high quality care and can save up to 35% on payroll deductions when moving from the broad network!
Watch this video to learn more about the Local Plus networks
Participants living in the Local Plus markets who wish to opt-out of this network during Open Enrollment and enroll in the Open Access Plus network, with the corresponding payroll deductions must:
-
Contact EpiqBenefits@epiqglobal.com within 30 days of your Qualifying Event Date or within 21 days of your New Hire Date to request the change. Once you receive a confirmation email from the benefits team confirming that your Workday task has been reset, you will need to complete your new Workday enrollment task prior to Open Enrollment closing. If you have already emailed benefits in previous years, there is no need to email again, you will see both network options on your Workday benefit event.
-
NOTE: If you've already completed the enrollment you will be required to re-enter your elections.
-
Consumer Driven HSA & Value HSA Plans
These two high deductible health plans (HDHP) use in-network or out-of-network physicians with deductibles and coinsurances for services. Pharmacy benefits are subject to the deductible.
On both plans, all participants must meet the deductible before the coinsurance rate applies for medical services or pharmacy expenses.
On the Consumer Driven plan, there is one combined family deductible for the family tier coverage. Participants enrolled in the family tier coverage must satisfy the family deductible before the coinsurance will pay.
On the Value plan, if you have family members on the plan, each family member must meet their own individual deductible until the total amount of expenses meets the overall family deductible.
Traditional Copay Plan
This Plan uses in-network or out-of-network physicians with copays, deductibles, and coinsurances for services. Pharmacy benefits are not subject to the deductible. The pharmacy coinsurance rate is applicable from the first prescription filled.
Watch a helpful video on the difference between HDHP and Copay Plans
Introducing Latasha Sunley, your dedicated Cigna Service Partner
Understanding and using your health plan can be challenging at times and we are here to assist. Latasha is here to help you to navigate your Cigna benefits and achieve the best possible outcomes.
Latasha can help you:
- Understand your plan benefits.
- Find in-network healthcare providers and arrange care.
- investigate and answer questions regarding claims and authorizations.
- Resolve billing discrepancies.
- Provide education on Cigna Healthcare programs, services, and benefits available to you.
- Ensure you get the most from your health plan.
Phone: (804) 904-4564
24/7 Customer Service: (800) 244-6224
CHOOSING A HEALTH PLAN JUST GOT EASIER
The Cigna Easy Choice tool helps you find the plan thats right for you and your family.
The Cigna Easy Choice tool gives you personalized guidance to help you find your best fit medical plan.
You can use it from just about anywhere. All you have to do is answer a few quick questions about your needs and preferences. Then, you’ll see available plans, ranked by what matters most to you. Compare your options side-by-side. Then print, save or email a handy checklist to use when you enroll.
Access code to get started:
4NWRHSRC
Want more information?
A Few Notes About Epiq Health Plans and Health Care Reform
All of the Cigna plans satisfy the minimum essential coverage requirement of the individual mandate. By enrolling in an Epiq plan, you are satisfying your requirement to have insurance coverage under the individual mandate. The plans are compliant with the provisions of the Affordable Care Act. Each plan year, the medical plans are reviewed to ensure they remain compliant with the ever-changing legislation.
These plans meet the Minimum Creditable Coverage provisions of the Massachusetts Health Insurance Requirements.
Prescription Benefits
We offer choices to help meet your needs.
Rightway Rx
Epiq’s pharmacy benefits are through Rightway. The pharmacy costs are built into your medical plan costs and deductibles, coinsurance and out-of-pocket maximums are all tied to the medical plan you enroll in.
|
|
Consumer-Driven |
HSA Value Plan |
Traditional |
| 30-day Supply Retail Pharmacy |
|||
| Generic |
20%
after deductible
|
0% after deductible
|
20%
($15 min; $50 max)
|
| Preferred |
20%
after deductible
|
0% after deductible
|
20%
($35 min; $100 max)
|
|
Non-Preferred |
35%
after deductible
|
0% after deductible
|
20%
($75 min; $200 max)
|
|
Specialty |
20%
after deductible
|
0% after deductible
|
20%
($50min; $200 max)
|
| 90-day Supply Retail and Mail Order Pharmacy | |||
| Generic |
20%
after deductible
|
0% after deductible
|
20%
($15 min; $100 max)
|
| Preferred |
20%
after deductible
|
0% after deductible
|
20%
($75 min; $200 max)
|
| Non-Preferred |
35%
after deductible
|
0 % after deductible
|
20%
($125 min; $400 max)
|
| Specialty | Not Covered | Not Covered | Not Covered |
Pharmacy Benefits shown here are for In-Network coverage only, all out of network benefits are not covered.
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Health Savings
Account
The intersection of health & wealth.
What is a Health Savings Account?
A health savings account (HSA) is a savings account used in conjunction with a high deductible health plan. It allows users to save money on a pre-tax basis to use for qualified health expenses. Simply decide how much to contribute during enrollment, and funds are deducted from your paycheck on a pre-tax basis.**
The Health Savings Account is managed by Cigna’s banking partner, HSA Bank. If you enroll in the Consumer-Driven or Value HSA plans, an account will be opened with HSA Bank on your behalf and you’ll receive a debit card in the mail.
What are the advantages?
You're in charge - Employees can decide how much they want to contribute to their HSA, to spend or save the funds in the account, and even invest the funds similar to a 401(k) retirement account.
You own it & you keep it - Remember, you own this account, which means the account and the funds go with you beyond your employment with Epiq. When you turn age 65, the account can then be used toward retirement expenses such as medicare premiums and long-term care.
Triple Tax Savings - Deposits into the account, payments or reimbursements for eligible expenses, and interest or earnings on investments are all TAX FREE.
Don't leave money on the table!
Epiq will contribute to your HSA! Once the plan starts, Epiq will match $1 for $1 each pay period up to the below limits:
-
Employee Only - $750 per year
-
Employee + 1 (or more) - $1,250 per year
** You will make your election based on the Epiq plan year June 1-May 31. Please note that the IRS limits the HSA contributions on a calendar year basis. It is each employee’s responsibility to ensure they do not over-contribute to the HSA. Consult your tax advisor as appropriate.
Watch a short video to get familiar with an HSA.
2025 IRS Contribution Limits
Individual - $4,300*
Family - $8,550*
*Limits include employer contributions
Did you know...
A couple aged 65 retiring today can reasonably expect to spend up to $400,000 on just healthcare during retirement.
A health savings account can be a great resource to save now for the healthcare expenses down the road!
How Before-Tax Dollars Save You Money
Using the following example, an Epiq employee and spouse have a combined household income of $40,000 a year. They estimate that they will spend $2,000 in out-of-pocket healthcare expenses this year. Their total contribution to the health savings account is $3,000. Here is how they save on taxes. (The below example assumes the couple files a married/joint tax return).
|
|
With Before-Tax Dollars | With After-Tax Dollars |
| Annual Gross Salary | $40,000 | $40,000 |
| HSA Contributions | ($3,000) | $0 |
| Taxable Income | $37,000 | $40,000 |
| Estimated Federal Income Tax | ($4,684) | ($5,134) |
| Social Security (FICA) Tax | ($2,830) | ($3,060) |
| Income After Taxes | $29,486 | $31,806 |
| After-Tax Payments for Health Care | $0 | ($3,000) |
| Spendable Income | $29,486 | $28,806 |
This example is only an estimate of possible savings. It does not include any state or local tax savings. Your actual savings will vary based on your annual income, your income tax filing status, and your contributions to the health savings account. Please note that some states still impose state income tax on health savings account contributions. Check with your tax advisor.
Watch a short video on how to optimize your HSA.
Wellness Incentive
Program
Wellness is a state of mind and being.
Join Epiq's Wellness Incentive Program, WellRight!
Epiq is happy to partner with WellRight to bring you a wellness program designed to fit your individual needs and wellness goals!
Who is eligible?
All employees are eligible to participate in the WellRight program.
What's in it for me?
In addition to building healthy habits and accomplishing your wellbeing goals, you can earn the Wellness Credit and save up to $600 ($50 per month) on your medical deductions.
Point Structure
25,000 Points - You will receive the premium wellness credit for the rest of the 2025-2026 Plan Year
60,000 Points - You will receive the premium wellness credit until the end of the 2027 Plan Year
Watch this short overview video and learn more!
FAQs
When is the WellRight change effective?
July 1, 2025
Is WellRight replacing Personify?
Yes, effective July 1, 2025 WellRight will be our new wellness partner.
Will I lose my current discount or earned points?
No points will be lost! Those who have already earned the 2025-2026 plan year discount will continue to receive the discount on their pay slips. Any points earned from June 1, 2025- June 30, 2025 will be carried over to the new platform with WellRight
What do I need to do to earn points?
The structure will not change. Once you earn 25,000 points, you will earn a medical premium discount of $23.07 per paycheck ($600 annually) for the rest of the plan year (ending May 31,2026). If you earn 60,000 points prior to May 31, 2026, you will also earn the credit for the 2026-2027 plan year (ending May 31, 2027).
How can I confirm if I am receiving the discount?
Your wellness credit will automatically appear on your paycheck once you earn the points.
Is participation mandatory?
Participation in this program is completely voluntary. However, enrolling is the only way to earn the premium credit. Beyond that, the program is designed to support your personal wellness goals—helping you track progress, stay motivated, and build healthy habits over time.
Dental & Vision Benefits
Dental & Eye care are a peak into your overall health.
Cigna Dental
Epiq offers two Cigna dental plans from which to choose: Dental PPO and Dental DHMO.
Dental PPO
This plan offers the convenience of visiting any dentist you wish without designating a primary care dentist or obtaining a referral for a specialist visit. Coverage levels are not reduced if you choose to visit a non-network dentist; however, because the dentists in the DPPO Core Network have agreed to provide services at guaranteed rates, you may save money when using an in-network dentist. Dentists outside of the Cigna network may bill you for the difference between Cigna’s allowed charge and the dentist’s rate for service.
Dental DHMO
This plan includes coverage for many procedures that may not be available on other dental plans. There are no deductibles to pay before coverage begins, no annual dollar maximums on covered services, no claim forms, and no waiting periods.
Cigna Dental Cards
Cigna does NOT issue dental identification cards. Your provider should be able to verify your coverage directly with Cigna. If they are unable to do so, you can print a dental card after registering at www.myCigna.com.
|
|
DPPO |
DHMO |
| Deductible |
||
| Individual | $50 | Refer To Summary of Benefits |
| Family | $150 | Refer To Summary of Benefits |
| Preventive covered without deductible? | Yes | Refer To Summary of Benefits |
| Coinsurance (portion you pay) | ||
| Preventive Services I (subject to deductible for Low Plan) | 0% (covered 100%) | Refer To Summary of Benefits |
| Basic Services II (subject to deductible) | 20% | Refer To Summary of Benefits |
| Major Services III (subject to deductible) | 50% | Refer To Summary of Benefits |
| Orthodontic (no deductible & dependent child(ren) to age 19 only) | 50% | Refer To Summary of Benefits |
| Benefit Maximum | ||
| Calendar Year Maximum | $1,500 | Refer To Summary of Benefits |
| Lifetime Orthodontia Maximum | $1,500 | Refer To Summary of Benefits |
What you will pay bi-weekly for each plan:
| DPPO | DHMO | |
| Employee Only | $11.47 | $6.60 |
| Employee + Spouse or Domestic Partner | $20.76 | $12.75 |
| Employee + Child(ren) | $29.02 | $17.65 |
| Employee + Family | $39.39 | $22.72 |
EyeMed Vision
Epiq’s vision benefit through EyeMed Insight Vision Care Network offers discounts for exams, lenses, and contacts at in-network and out-of-network coverage levels. The plan also provides a 15% savings off the retail price for LASIK and PRK procedures performed at all US Laser network centers.
EyeMed has a network of over 30,000 providers that include private optometrists, opticians and the nation’s leading retailers, including Target Optical, LensCrafters and Pearle Vision locations.
Out-of-network benefits offer more flexibility; however, there are lower coverage levels for using an out-of-network provider.
Keep in Mind! If a provider is in the PLUS Network, there is a $0 copay on eye exams + an extra $50 frame allowance can be applied.
What you will pay bi-weekly:
| Employee Only | $3.02 |
| Employee + Spouse or Domestic Partner | $5.72 |
| Employee + Child(ren) | $5.76 |
| Employee + Family | $9.12 |
Flexible Spending
Accounts & Commuter
Tax-favored accounts.
Flexible Spending Accounts
HealthEquity Flexible Spending Accounts
Epiq offers four Flexible Spending Account (FSA) options with HealthEquity. An FSA is a program that permits benefits-eligible employees to pay for eligible expenses with pre-tax dollars through payroll deduction.
The money deposited into these accounts is not taxed at the time of contribution and remains tax-free when it is withdrawn as reimbursement or payment for eligible expenses. The qualified expenses and contribution limits for each plan are regulated by the IRS.
Healthcare FSA
Funds in the healthcare FSA can be used to pay for eligible medical, dental, and vision expenses, including deductibles and copayments that are not covered under any other plan. You will also receive a debit card linked to your account, which can be used to pay for services rather than submitting a claim for reimbursement. Remember, if you elect the Epiq HSA plans, you are not eligible to contribute to the healthcare FSA.
-
The maximum annual healthcare contribution for 2025 is $3,300
Dependent Care FSA
Funds in the dependent care FSA can be used to pay for dependent or elder care expenses that enable you to work. The IRS states that dependent care flexible spending account (FSA) elections are irrevocable and cannot be changed during the period of coverage unless there is a permitted change in election based on a qualified life event.
-
The maximum annual dependent care contribution for 2025 is $5,000 per household or $2,500 if married, filing separately.
Watch a short video on how to optimize your FSA.
More helpful information:
Commuter Transit and Parking
You can make monthly elections for transit and parking at www.healthequity.com. Deadlines for placing your order are included on their website.
- The 2025 maximum monthly pre-tax transit contribution is $325.
Commuter contributions are regulated by the IRS on a monthly basis; therefore, your payroll deductions will be withheld only from the first and second paychecks of each month. In months where there are three paydays, the third check will not have a deduction for pre-tax transit and/or parking elections.
Watch a short video on commuter benefits.
Eligible Mass Transit Expenses
- Buses
- Trains and subways
- Ferries
- Vanpools
Eligible Parking Expenses
- Parking at or near your place of employment
- Parking at a location from which you commute to work
Ineligible Transportation Expenses
- Gas
- Mileage
- Bridge or highway tolls
- Expenses for someone other than you
- Carpool or taxi (unless the vehicle meets the requirements for vanpooling)
More helpful information:
How Before-Tax Dollars Save You Money
Using the following example, an Epiq employee and spouse have a combined household income of $40,000 a year. They estimate that they will spend about $1,000 in eligible day care expenses for their child and $2,000 in out-of-pocket healthcare expenses this year. Their total contribution to the flexible spending account is $3,000. Here’s how they save on taxes. (The below example assumes the couple files a married/joint tax return.)
|
|
With Before-Tax Dollars | With After-Tax Dollars |
| Annual Gross Salary | $40,000 | $40,000 |
| FSA Contributions | ($3,000) | $0 |
| Taxable Income | $37,000 | $40,000 |
| Estimated Federal Income Tax | ($4,684) | ($5,134) |
| Social Security (FICA) Tax | ($2,830) | ($3,060) |
| Income After Taxes | $29,486 | $31,806 |
| After-Tax Payments for Health Care | $0 | ($3,000) |
| Spendable Income | $29,486 | $28,806 |
This example is only an estimate of possible savings. It does not include any state or local tax savings. Your actual savings will vary based on your annual income, your income tax filing status, and your contributions to the spending accounts. Please note that some states still impose state income tax on spending account contributions. Check with your tax advisor.
Use It or Lose It Rule — Plan Regulation
IRS regulations require that expenses must be incurred in the current plan year in order to receive reimbursement. Therefore, it is important to budget carefully when you set up your FSA so that you do not contribute more than you will spend. If your employment should terminate, eligible expenses must be incurred prior to the end of your employment. Healthcare FSA participants will be allowed to carry over up to $640 of unreimbursed FSA funds to the following plan year. If your employment should terminate, either voluntary or involuntary, eligible expenses must be incurred prior to your last day of employment. Any funds unused in your FSA account will be forfeited and, per IRS regulation, cannot be reimbursed back to you.
All healthcare and dependent care FSA claims must be submitted by Oct 08, 2025, for the 2025/2026 plan year for eligible services rendered on or before May 31, 2025.
Life & Disability
Financial protection for yourself and your loved ones.
Voya Disability Insurance
Epiq provides an employer-paid basic short-term disability (STD) plan and an employee-paid long-term disability (LTD) insurance to eligible employees at group insurance rates. Employees will be automatically enrolled in the basic STD plan but must elect coverage for the LTD plans.
For information regarding state- funded disability programs please contact epiqbenefits@epiqglobal.com
Watch a short video about disability insurance.
Short-Term Disability
Company provided short-term disability benefits are designed to replace a portion of your income for a non-work-related short-term injury or illness.
What am I eligible for?
Hourly GBTS Employees (non-manager): After 12 months of service, participants are eligible to receive 60% of weekly covered earnings to a maximum of $1,500 per week, beginning on the first day of an accident or after 7 calendar days from a sickness and will continue for up to 13 weeks.
All other eligible full-time employees: On the first of the month following 30 days of service, participants are eligible to receive 60% of weekly covered earnings to a maximum of $1,500 per week, beginning 14 calendar days following the accident or illness, for up to 11 weeks.
Supplemental Maternity Leave
Epiq's maternity leave policy provides paid leave for employees who give birth to recover from childbirth and to care for their newborn.
All full-time US employees working 30 or more hours per week that have been employed for 12 consecutive months and are on an approved disability claim for maternity leave through Voya, are eligible to receive this benefit. In some cases, you may be auto approved for coverage. If not, Voya will review your application and contact you if more information is required. In all cases, they will notify you of your application outcome.
Through a combination of short-term disability benefits and supplemental pay, eligible employees will receive 100% of their regular weekly earnings for 6 to 8 weeks, (depending on type of birth) following the delivery. Voya will facilitate the maternity leave pay to supplement short-term disability benefit pay.
Watch a short video about short-term disability.
Long-Term Disability
If you are still disabled after your short-term disability benefits have ended and you have elected long-term disability, your claim will automatically transition to the long-term disability program. Long-term disability insurance supplements your income in the event you are unable to work due to a covered disability that lasts longer than 90 days. Voya must review and approve your LTD claim before benefits are payable.
The long-term disability benefit pays 60% of your covered monthly earnings, up to a monthly maximum of $10,000. Because you pay the premiums for your disability insurance with after-tax dollars, amounts paid out under the long-term disability plan are not subject to taxes. Benefits are payable until the earliest of: (1) the date on which the covered participant is no longer totally disabled, (2) the end of the maximum benefit period, (3) the participant reaches Social Security Normal Retirement Age (SSNRA), or (4) the date of the participant’s death.
Long-term disability benefits are reduced if you are receiving income from other sources during your disability. The plan may limit benefits or disabilities caused or contributed to by mental/nervous conditions or drug/alcohol abuse. Benefits are not payable under certain circumstances such as commission of a felony, attempted suicide, self-inflicted injury, or war.
How to File a Claim
To request a leave of absence and report a claim, you will contact Voya at 888‑305‑0602 or CLICK HERE
Watch a short video about long-term disability.
For additional information on Epiq's disability plans click here to visit Voya's Guide
Paid Parental Leave
Who is eligible?
All full-time US employees working 30 or more hours per week that have been employed for 12 consecutive months.
In addition, employees must meet one of the following criteria:
- Have given birth to a child.
- Be the parent of a child who was born or adopted or be the foster parent of a foster child who has been placed (the child must be age 17 or younger).
To apply, an employee will contact their supervisor and HRBP with notice of the request for leave at least 30 days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible).
The process, like other leave claims, must be initiated by the employee through Epiq’s leave administrator Voya online by CLICKING HERE or call 877-236-7564 to speak with an Intake Specialist.
Voya Life Insurance
Epiq provides a variety of term life insurance plan options. These plans provide individuals and their families with financial protection and peace of mind.
Basic Life and AD&D Insurance
Epiq provides an employer-paid Basic Employee Life and Accidental Death & Dismemberment (AD&D) insurance equal to 1x your salary, up to a maximum of $150,000.
Basic Life & AD&D coverage over $50,000 will have imputed income on the paycheck.
NOTE: Employee supplemental life insurance coverage must be elected in order to be eligible to purchase spouse/domestic partner and/or child(ren) life coverage.
Supplemental Life Insurance
In addition to the employer-paid coverage, you have the opportunity to elect supplemental life insurance for yourself, your spouse/domestic partner, and children.
Employee Coverage
Minimum: $10,000
Maximum: Lesser of 5x annual compensation OR $500,000
Increments of: $10,000
Guaranteed Issue* : $250,000
Spouse/Domestic Partner Coverage
Minimum: $5,000
Maximum: $500,000
Increments of: $5,000
Guaranteed Issue* : $50,000
Child(ren) Coverage
Benefit Amount: $10,000 ($1,000 < six months)
Guaranteed Issue* : $10,000
*Guaranteed Issue amounts are only available upon initial offer of coverage as a new hire or newly eligible employee.
Evidence of Insurability
Submitting evidence of insurability (EOI) is an important step in applying for the right amount of life and disability insurance to protect the future of your loved ones. The EOI is a health questionnaire that helps us determine whether you and other dependent applicants qualify for new insurance or an increase in coverage.
What happens next?
In some cases, you may be auto-approved for coverage. If not, we’ll review your application and contact you if more information is required. In all cases, we’ll notify you of your application outcome.
Premier Whole Life Insurance
Whole life insurance is a portable form of life insurance that is designed to provide long-term insurance protection for you during your working years and beyond. The coverage amount that is chosen and the policy premiums are guaranteed to be fixed for the life of the policy as long as the required premium payments are met.
Also available as a rider to your life insurance policy, long-term care coverage provides monthly payments in the event that you require assistance with activities of daily living. Qualifying care includes home healthcare, adult day care, or confinement to a long-term care facility.
For these programs rates are determined upon several factors. For questions on rates and plan designs, please contact your Benefit Communication Specialists.
401(k) Retirement
Plan for retirement with ease.
It's never too late to get started!
At Epiq, we are committed to supporting our employees’ total wellbeing by offering meaningful and competitive benefit options. When it comes to your financial wellness, Epiq offers a 401(k) plan with Fidelity that can help you stay on the path towards reaching your retirement goals.
Eligibility
All Epiq employees are eligible to participate in the 401(k) retirement plan following the completion of one month of service. Once becoming eligible, participants must enroll directly with Fidelity at www.401k.com or by calling 800-835-5097
401(k) Employer Match
On a bi-weekly basis, Epiq will match 2.5% of an employees contribution for ALL participants who are actively contributing to their 401(k). The Epiq match will be 100% vested after three years of vesting service.
Don't leave money on the table!
Epiq's discretionary match represents an investment by Epiq to help you reach your retirement goals. Don't miss out by leaving this money that Epiq has already allocated on the table.
To take full advantage of the company match, update your contributions with Fidelity today by logging in to www.401k.com or calling the Fidelity Customer Service Center at 800-835-5097.
More helpful information:
Get the financial help you’re looking for—all in one place
No matter what is happening in your life right now, one thing is certain—Fidelity can help. Fidelity can help answer your questions and explore opportunities on topics ranging from getting back on track with your retirement savings to dealing with market changes to managing day-to-day budgeting concerns.
Visit NetBenefits.com/GetHelp and explore a broad range of current topics, all in one place.
Fidelity Financial Wellness Resources
Learn how Fidelity can help you in your financial wellness journey by watching this short video.
Voluntary Benefits
More benefits to give you peace of mind.
Critical illness
Critical illness insurance provides lump sum payments for specific serious illnesses such as heart attack, stroke, coronary artery bypass, major organ transplant, kidney failure and cancer. Payments are made directly to you, not to the doctors, hospitals or other health care providers. The payment is yours to spend as you see fit and may be used to cover high deductibles or even ongoing household expenses such as mortgage or car payments.
Click on the link below to see bi-weekly contributions.
Accident Insurance
Accident insurance is designed to provide you cash payments if you experience covered injuries such as dislocations, fractures, loss of limbs, death, or disability. It can help you with out-of-pocket costs that your medical plan doesn’t cover, like deductibles and coinsurance. It covers accidents that occur off the job. Also included are benefits for accident-related expenses such as hospital admission and ER care.
Your Bi-Weekly Contributions
Employee Only = $4.56
Employee + Spouse/DP = $7.39
Employee + Child(ren) = $8.75
Employee + Family = $11.58
NY & RI GBTS Weekly Contributions
Employee Only = $2.28
Employee + Spouse/DP = $3.70
Employee + Child(ren) = $4.38
Employee + Family = $5.79
Hospital Indemnity Insurance
Hospital indemnity insurance helps covered employees and their families cope with the financial impacts of a hospitalization. You can receive benefits when you’re admitted to the hospital for a covered accident, illness, or childbirth. The money is paid directly to you — not to a hospital or care provider. The money can also help you pay the out-of-pocket expenses your medical plan may not cover, such as coinsurance and deductibles.
Your Bi-Weekly Contributions
Employee Only = $10.59
Employee + Spouse/DP = $22.32
Employee + Child(ren) = $16.75
Employee + Family = $28.48
NY & RI GBTS Weekly Contributions
Employee Only = $5.30
Employee + Spouse/DP = $11.16
Employee + Child(ren) = $8.38
Employee + Family = $14.24
Pet Insurance
Pet insurance is an insurance policy pet owners buy to help cover their pet’s health care expenses. Policyholders pay a monthly fee and can be reimbursed for certain medical expenses. Some of the things a policy with MetLife Pet can typically cover are:
- Accidents and illnesses
- Vet-prescribed medication
- Surgeries, hospitalization, and emergency care
- Diagnostic testing, including blood tests, X-rays, and more
- Alternative therapies
MetLife Pet also offers an optional preventive care plan that can help cover costs related to things like vaccinations, parasite treatment and prevention, teeth cleaning, and more.
Essentially, pet insurance can help you give your furry family members the care they need without worrying as much about unexpected expenses.
Click on the links below to see cost information and to enroll
Please Note: Employer is listed under Epiq Systems
Legal Insurance
Reduce the out-of-pocket cost of legal services with MetLife Legal Plans. With network attorneys available in person, by phone or by email and online tools to do-it-yourself — MetLife makes it easy to get legal help. And, you will always have a choice in which attorney to use
Your Bi-Weekly Contributions
Employee = $9.69
NY & RI GBTS Weekly Contributions
Employee = $4.85
Digital Wellness Benefit
Make the internet a safe place for you and your loved ones with DigitalGuard Complete plan through Aura
Aura protects your personal info, finances, and devices from fraud. They will detect and resolve online threats before they happen.
Do you shop online, connect to WiFi, or own a smartphone or tablet? If so, you need Aura to protect the things that matter to you the most: your identity, money & assets, family & reputation, and privacy. Aura provides you and your loved ones with a digital security benefit that’s simple, so it’s easy to stay safe online.
Meet Aura, the new standard in digital security.
Aura will let you know if your online accounts and passwords are at risk, and work with you to keep them safe. If changes to your credit or bank accounts are detected - or if there is suspicious spending activity on your accounts - you'll receive real-time alerts and have a dedicated Case Manager to work with you to resolve it. Aura also gives you the confidence to stream, shop, and bank online privately and securely with military-grade encryption and powerful antivirus protection. Plus, every member is backed by $1M insurance* to cover eligible losses and fees due to identity theft and fraud.
Identity
The fastest alerts with direct 3 bureau integation and AI-driven technology.
Network/WiFi Security
Fast connection speeds and broad coverage
Privacy
Aura provides automated, proactive list removal and masked data for additional protection
How To Use The Plan
After enrolling on Workday, you can access your account at www.my.aura.com/start to get started!
Lifestyle Benefits
How to Apply
Create a request in Workday: Complete the Adoption Assistance Request Form and/or Surrogacy Assistance Request Form and provide supporting documentation (receipts, invoices, legal documents) to the Benefits department.
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Enter Create Request in the search bar on Workday
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Search either: Adoption Assistance Request Form or Surrogacy Assistance Request Form
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complete and submit
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Approval Process: The Benefits department will review your application and notify you of approval within 30 days.
Receive Reimbursement: Approved reimbursements will be processed through payroll and included in your next paycheck.
Surrogacy & Adoption
We are proud to announce the launch of Epiq’s new Family Forming Benefits program on July 16th 2025—an initiative designed to support employees on their journey to parenthood through adoption or surrogacy. This benefit reflects our commitment to inclusive, compassionate support for all employees and their families.
Medicare Support
We have partnered with SmartConnect to provide all employees year-round access to free Medicare resources, personalized guidance, and enrollment services. SmartConnect makes the transition to Medicare easier than ever by offering free Medicare resources and one-on-one consultations with licensed insurance agents. This service is beneficial to anyone 64 ½ or older (or otherwise eligible for Medicare), including your family members and friends
How does it work?
- Learn about Medicare from a trusted industry professional.
- Understand what affects your health care costs and coverage options.
- Compare your current health coverage (whether it’s employer coverage or another plan) to multiple Medicare options.
- If you find a Medicare plan that meets your needs, SmartConnect helps you enroll immediately.
PerkSpot is a FREE, one-stop-shop for exclusive discounts to hundreds of your favorite national and local merchants. Use PerkSpot to find deals on everything from household essentials to once-in-a-lifetime vacations!
How to gain access:
All employees will have an email from PerkSpot in their Epiq inbox that will include a personal link to get set up.
Troubleshooting:
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Double check your Junk Inbox
- If you need the email resent, please reach out to:
- 1-866-606-6057 or
- cs@perkspot.com
What kinds of discounts can I get from PerkSpot?
- Restaurants
- Tickets & Entertainment
- Computers & Electronics
- Travel & Hotels
- Apparel
- Home, Garden & Pets
- Cell Phones
- Flowers & Gifts
Active & Fit Direct
The Active & Fit Direct program offers fitness center memberships for $28 a month with access to thousands of gyms and studios, including standard gyms and premium options with discounts, and also includes on-demand workout videos. All employees are eligible regardless of medical plan enrollment status.
Get started today by signing up HERE! The Active&Fit link will be listed under Additional Benefits on the Epiq Benefits Workday portal.
Employee Support
Program
Added protection for you and your family.
Employee Support Program
At some point in our lives, each of us face difficult situations. When these instances arise, Epiq’s new SupportLinc employee support program will be there to help.
This program is a confidential resource designed to help you deal with life’s challenges and the demands that come with balancing home and work; it provides you access to professional counseling as well as expert referrals to address a wide array of concerns.
SupportLinc upholds strict confidentiality standards. No one, including Epiq, will know who accesses the program unless participants specifically grant permission or express a concern that presents a legal obligation to release information.
Watch this orientation video about your EAP.
Anxiety | Depression | Marriage and Relationships | Grief & Loss | Substance Abuse
Anger Management | Work Related Pressures | Stress
Anger Management | Work Related Pressures | Stress
Expert Referrals and Consultation
The SupportLinc program extends beyond professional counselling. Are you a new parent, a caregiver, selling your home, or looking for budgeting advice? SupportLinc and provide guidance and referrals to expert resources.
Legal Consultation
By phone or in-person with a local attorney.
Financial Expertise
Planning and consultation with a licensed financial counselor.
Convenience Resources
Referrals for childcare, elder care, home repair, housing needs, education, pet care, adoption and much more.
CODE: epiq
Assistance the way you choose
IN-THE-MOMENT SUPPORT Licensed clinicians available via phone 24/7/365.
WEB PORTAL Your one-stop shop for access resources, referrals, expert consultations, discounts and much more, with content in English and Spanish.
eCONNECT MOBILE APP Program support and resources at your fingertips ingluding live chat with a counselor and searchable content.
TEXT THERAPY Exchange text messages, voicenotes and resources with a licensed counselor through Textcoach mobile and desktop app.
ANIMO Self-guided content to strengthen mental health and overall wellbeing with practical resources and daily inspiration to foster meaningful and lasting change.
NAVIGATOR No more guessing with your emotional fitness. The Navigator icon in the web portal or mobile app, complete a quick survey and receive personalized guidance for accessing program resources.
More helpful information:
Carrier Contacts
Carrier resources to help you with any questions.
Medical Plan - Cigna
Account #: 2471098
Phone: 800-244-6224
Website: www.mycigna.com
Claims Mailing Address:
Medical Claims, P.O. Box 182223, Chattanooga, TN 37422
Life and AD&D/Disability and Leave of Absence -Voya
Account # 710920
Phone: 888‑238‑4840
Website: Voya Homepage
Claims Mailing Address:
Voya Claims, P.O. Box 320, Minneapolis, MN 55440
Dental Plan - Cigna
Account #: 2471098
Phone: 800-244-6224
Website: www.mycigna.com
Claims Mailing Address:
Dental Claims, P.O. Box 1-8037, Chattanooga, TN 37422
Rightway Rx - Pharmacy
Phone: 833-742-0298
Email: rwrx@rightwayhealthcare.com
Website: www.member.rightwayhealthcare.com
Vision Plan - EyeMed
Account #: 9811639
Phone: 866-800-5457
Website: www.eyemedvisioncare.com
Claims Mailing Address:
EyeMed Vision Care, Attn: OON Claims, P.O. Box 8504, Mason, OH 45040
Critical Illness, Accident, Hospital Indemnity, and Whole Life Insurance - Voya
Account #: 71092-0
Phone: 800-537-5024
Phone Whole Life: 800‑537‑5024
Website: https://presents.voya.com/EBRC/Epiq
Claims Mailing Address:
Voya Claims, P.O. Box 320, Minneapolis, MN 55440
SmartConnect: Medicare Assistance
Phone: 833-998-5324
Flexible Spending Accounts
Commuter/Transit - WageWorks/HealthEquity
Account #: 29726
Phone: 866-346-5800
Website: www.healthequity.com
Claims Mailing Address:
P.O. Box 14053, Lexington, KY, 40512
Health Savings Account - HSA Bank
Account #: 2471098
Phone: 800-244-6224
Website: www.mycigna.com
Claims Mailing Address:
HSA Bank, P.O. Box 939, Sheboygan, WI 53082-0939
COBRA Administration - Taben
Account #: 5921
Phone: 800-675-7341
Website: www.taben.com
Claims Mailing Address:
Taben Group (COBRA), P.O. BOX 7330, Shawnee Mission, KS 66207
Employee Support Program - SupportLinc
Phone: 888-881-LINC (5462)
Text SUPPORT to 51230
Website: www.supportlinc.com
Pet Insurance - MetLife
Account #:
Phone: 866-937-7387
Website: MetOnline - Common Access (metlife.com)
Legal Insurance - MetLife
Account #: 990-7977
Phone: 800-821-6400
Website: www.members.legalplans.com
Active&Fit Direct
Phone: 1-844-646-2746
PerkSpot
Phone: 1-866-606-6057
Email: cs@perkspot.com
