Chris CarterFull Time (non-Union) employees are eligible for Sodexo Live! Health & Welfare benefits. Benefits begin immediately on DAY 1 for any Full Time new hires. As such, Full Time employees wishing to enroll in H&W benefits should enroll immediately at www.sodexobenefitscenter.com or by calling the Sodexo Benefits Center at (855)668-5040. A benefits package will also be mailed to the employee, but it is recommended to not wait on that to enroll as the employee only has a 30 day window from their hire date (or newly benefit eligible date) to enroll. Benefits will then be retroactive back to the hire date (or newly benefit eligible date) and employees may be retro deducted for their insurance elections. Benefits also end on day of termination.
2024 Sodexo Live! Enrollment Guide
2024 Sodexo Live! Enrollment Guide – Spanish
- Employees enrolling in a Aetna medical plan are eligible to receive a $600 wellness credit by completing an annual physical: Wellness Credit Form
- The $600 wellness credit will be applied to the next calendar year and will be spaced out over each pay period throughout the year.
- Only one $600 wellness credit per Aetna plan is applied (and the wellness credit applies to the employee). For example, if you enroll in Family coverage, you will not receive separate $600 credits for yourself, your spouse, and your three children. You will only receive one $600 wellness credit by completing your annual physical.
*Please note:
- In general, Sodexo Live! employees do not have access to Sodexo LINK. Any references to Sodexo LINK within the enrollment guide may not be accessible by Sodexo Live! employees.
- For 401(k) information, please click here.
The Affordable Care Act (ACA) and determining Full Time and Part Time eligibility:
Sodexo Live! observes the rules of the Affordable Care Act (ACA) in determining Full Time eligibility. When an employee is determined Full Time, Sodexo Live! Corporate Human Resources will update the status of the employee to Full Time in all systems.
- Employees are first measured based on an Initial Measurement Period (IMP) which looks at the average hours an employee works from their hire date to 1 year later.
- If the employee has averaged 30 hours or more/week during this IMP and if the employee is not already in a Full Time status, the employee will then be considered Full Time and benefit eligibility will begin on the 1st day of the next month, following 30 days from the 1 year date.
- For example, if the 1 year date is March 5th and the employee has now averaged 30 hours or more/week, H&W benefits would become effective May 1st, if the employee wished to enroll.
- If the employee has averaged 30 hours or more/week during this IMP and if the employee is not already in a Full Time status, the employee will then be considered Full Time and benefit eligibility will begin on the 1st day of the next month, following 30 days from the 1 year date.
- After the IMP has completed, an employee will always be measured based on the Standard Measurement Period (SMP) going forward. This is a 1 year look-back period that measures average hours worked from October to October each year (although the exact dates vary from year to year depending on when payroll cycles start and end).
- If the employee has averaged 30 hours or more/week during the SMP and if the employee is not already in a Full Time status, the employee will then be considered Full Time and benefit eligibility will begin on January 1st of the following year.
Likewise, current Full Time employees are also measured based on the above rules to see if they will retain their Full Time eligibility from year to year.
- If an employee has not averaged 30 hours or more/week during their 1 year look-back period, they would then be considered Part Time.
- In this case, Corporate Human Resources will automatically change the employee to Part Time as of January 1st of the following year.
- Corporate HR will notify the GM in advance of this status change, in the event the employee has had a recent promotion, job change, etc. that would require their Full Time status to remain in force.
- In this case, Corporate Human Resources will automatically change the employee to Part Time as of January 1st of the following year.
If an employee has not worked for 13 or more weeks in a row (either due to termination or inactivity), the employee will be considered “inactive” under the rules of the ACA and if/when the employee works again, they will be treated as a new hire for measurement purposes. As such, all of the measurement periods begin anew and the employee may be placed into either a Full Time or Part Time status at this time (if you wish to change the status of the employee).
- If an employee has obtained Full Time status, is terminated, and is subsequently rehired and works again within the 13 week window, they must be rehired into a Full Time status, per the ACA.