Income Protection

• Core STD coverage is provided to eligible part- and full-time team members at no cost to you.
• For all team members: The plan replaces up to 60% of your base pay when you are disabled for fewer than 180 days. There is a 14-day elimination period before STD payments begin. To be paid during the elimination period, you must elect to use available PTO.
• For new mothers: The plan replaces 100% of your base pay based on your medically certified disability time (following the 14-day elimination period, generally four weeks for a normal delivery and six weeks for a caesarian delivery). You will receive the 60% STD benefit while on leave and a 40% maternity benefit paid as a lump-sum within 30 days following your return to work.
• For physicians and executives: In lieu of Core STD, the Disability Salary Continuance (DSC) Plan replaces 100% of your base pay for up to six months of a disability. For maternity leave, the initial six weeks (for a normal delivery) or eight weeks (for a caesarian delivery) is paid at 100% of your base pay; any time out beyond the approved leave can be supplemented with the use of PTO, or may go unpaid.

• Core LTD coverage is provided to eligible full-time team members at no cost to you.
• The plan replaces up to 50% of your base pay when you’ve been disabled for more than 180 days.
• This benefit is offset by benefits you may receive from other sources, such as Social Security.
• You also have the opportunity to purchase supplemental LTD coverage that pays an additional 10% of your base pay — for a 60% level of income protection.
• The annual rate for supplemental LTD is $.0382 per $1.00 of coverage.

• Basic Life and AD&D Insurance is provided at no cost to eligible full-time and part-time team members.
• The amount of coverage is 1.5 times your annual base salary for Basic Life Insurance and an additional 1.5 times your base salary for AD&D Insurance.
• The plan pays up to $500,000 each.
• There is also an accelerated death benefit where the plan will pay a portion of the benefit upon diagnosis of a terminal illness.
• Coverage values are reduced with age. When you are age 65 or older, your benefit will reduce to 65% of the coverage amount and at age 70 your benefit will reduce to 50% of the coverage amount.

• Physicians receive a death benefit equal to 2.5 times annual base salary, up to $2 million.
• Executives receive a death benefit equal to 2.5 times annual base salary, up to $2 million.

• If you purchase Supplemental Life Insurance, you have the option to buy up to four times your annual base pay for additional coverage.
• The maximum amount of optional coverage is $600,000.
• Coverage values are reduced with age. When you are age 65 or older, your benefit will reduce to 65% of the coverage amount and at age 70 your benefit will reduce to 50% of the coverage amount.
• There is also an accelerated death benefit where the plan will pay a portion of the benefit upon diagnosis of a terminal illness.
• The premium for Employee Supplemental Life Insurance is $0.11 per $1,000 of coverage, per pay period.
• Premiums are taken on an after-tax basis and are calculated based on the multiple of your base salary you elect as coverage.

• You can buy life insurance for eligible family members, including your spouse/domestic partner and child(ren) up to age 26 (or older than age 26 if your child is disabled).
• Domestic partners are required to submit a Domestic Partner Affidavit and comply with New York Life’s requirements. If your child is disabled and older than age 26, you are required to submit a Disabled Dependent Child Affidavit and comply with New York Life’s requirements. See the Summary Plan Description for more details.
• If you and your spouse/domestic partner are both Piedmont team members, you can cover each other through our Spouse Life Insurance benefit.

• Dependent Child Life Insurance can be elected as a stand-alone policy (you do not need to be enrolled in Employee Supplemental Life Insurance for yourself to enroll).
• Evidence of Insurability (EOI) is not required for Dependent Child Life Insurance.
• You may purchase $10,000 of coverage for each dependent child (with a $1,000 maximum payment for children age six months and younger). The $10,000 per child applies to all children, and you cannot elect different amounts for different children.
• Only one eligible team member may cover dependent children up to age 26.
• The premium is $1.18 per pay period for all of your eligible dependent children.
• For example: If you have four eligible children, it will cost you a total of $1.18 per pay period for $10,000 of coverage on each child.
• Premiums are taken on an after-tax basis and are calculated based on the multiple of your base salary you elect as coverage.

• When you enroll in your benefits, you must record your life insurance beneficiaries electronically within PeopleSoft Employee Self-Service (ESS).
• You can make changes to current beneficiary allocations or add new beneficiaries within PeopleSoft ESS at any time. For a Job Aid on Updating Beneficiaries, visit the Piedmont Empowered Intranet and search for “Updating Beneficiaries.”
• For additional assistance or questions about updating your beneficiaries, you may contact the Piedmont HR Service Center at 678-503-1900. You are always the beneficiary for any dependent life coverage.

The IRS Code states that employer-provided Basic and Supplemental Employee Life Insurance benefits in excess of $50,000 may result in taxable income. This is known as “imputed income.” Imputed income must be reported on your W-2 and is included as earnings in your paycheck — subject to federal, state and FICA taxes each pay period.

The premium and coverage amount of Basic Life Insurance, Supplemental Life Insurance and Long-Term Disability is calculated from your base salary, and will adjust as you receive merit increases, bonuses and/or job changes throughout the year.

To enroll in this benefit, you must contact your local benefits counselor.

• Owned by you, so you can keep your coverage should you retire or change jobs
• Pays a $1,250 benefit when you’re admitted to a Piedmont hospital for a covered hospital stay
  • Pays a $1,000 benefit when you’re admitted to any other hospital for a covered stay
• $187.50 for each day of your covered Piedmont hospital stay, up to 31 days
  • $100 for each day of your covered stay at any other hospital, up to 10 days
• $187.50 for each day of covered Piedmont hospital intensive care confinement, up to 10 days
  • $150 each day of covered intensive care confinement at any other hospital, up to 10 days
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To enroll in this benefit, you must contact your local benefits counselor.

• Owned by you, so you can keep your coverage should you retire or change jobs
• Supplement to Piedmont’s health coverage
• Cash benefits paid for a wide variety of accidental injuries including $150 for emergency room visits, $200 for major diagnostic testing, up to $7,500 for fractures, up to $1,500 for torn knee cartilage, tendons or ligaments and many more
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To enroll in this benefit, you must contact your local benefits counselor.

• Owned by you, so you can keep your coverage should you retire or change jobs
• Cash value of policy is a guaranteed amount that is guaranteed to pay
• Your rate never changes, even as you age or as interest rates fluctuate
• Long-Term Care payout of 50% of policy amount or 4% of policy amount per month
• Up to $100,000 policy available without answering any medical questions
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To enroll in this benefit, you must contact your local benefits counselor.

• Owned by you, so you can keep your coverage should you retire or change jobs
• Cash benefit upon first diagnosis of a covered critical illness
• Up to $30,000 benefit available without answering any medical questions
• $100 Health Screening Benefit on one test per year
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The Group policy provides a basic monthly benefit of up to $15,000 and covers 60% of your base salary.

The individual policy offers an additional layer of up to $10,000 of monthly benefit (guarantee issue with no medical underwriting; not to exceed 60% of your replacement income) and is an employer-paid, portable policy that supplements your Group LTD coverage. Both policies deliver a non-taxable benefit to eligible full-time physicians. For this reason, the premiums paid on your behalf are taxable income to you.

To be eligible for IDI, your base annual compensation should be a minimum of $300,000. If you become eligible at a later time, you will have an opportunity to elect coverage.

This voluntary individual policy offers an additional layer of up to $5,000 of monthly benefit (guarantee issue with no medical underwriting) and is a portable policy. An application is required within the initial 45 days of employment and coverage is effective upon election. Premiums are paid by the physician through an after-tax deduction.