This guide is always subject to change and updates. Please check back again in the future for further updates. Send your questions and comments about this guide using the feedback link below.
What You Will Learn
- How to understand and use our employee benefits to your best advantage.
- Tips for choosing a health insurance plan.
Our goal is to use as much of our revenue as is reasonably and affordably possible for staff wages and benefits. This section explains our benefits and provides guidance on using them effectively.
Accend uses and Inital Measurement Period and a Standard Lookback Period to determine eligibility for all benefits. This works as follows:
Initial Measurement Period (new employees): Some new employees have a ramp-up schedule for work hours as they build and establish stable client caseloads. For this reason, for the purpose of benefits, we use the last two full pay periods preceding the 90th day of employment to determine initial FTE. The employee starts with benefits, matches on benefits, and accruals at the FTE achieved by the end of the first 90 days and these continue until the end of the calendar quarter in which the benefits started. At the start of the first full calendar quarter a new employee works, that employee becomes an ongoing employee, subject to look back.
Look Back Period (ongoing employees): The lookback period for FTE is a calendar quarter. All ongoing employees are reviewed each quarter for FTE, matching, and eligiblity. Adjustments are made as needed.
Lookback for Hourly Employees
All employees must accept client work equivalent to the productivity expectations for their position. Because client cancellations can become a factor for employees at 0.6 and 1.0 FTE we make the exceptions described below for staff who provide client services. Work hours for purposes of the lookback include PTO.
0.6 FTE: Has accepted work equivalent to at least 24 hours per week and averaged at least 22 hours per week during the lookback period and is meeting productivity expectations for hours worked.
0.7 FTE: Averages at least 28 hours per week.
0.8 FTE: Averages at least 32 hours per week.
0.9 FTE: Averages at least 36 hours per week.
1.0 FTE: Has accepted work equivalent to 40 hours per week and averaged at least 38 hours per week during the lookback period and is meeting productivity expectations for hours worked.
Authorized Family and Medical Leave During the Lookback Period
Accend's family and emergency medical leave policy allows approved leaves at any time during employment, including the first 90 days. For this reason, any approved family and medical leave time is excluded from the lookback period for any employee when determining FTE.
For example, during a 12-week lookback period an employee takes 5 days of unpaid medical leave. FTE is calculated based on total hours worked divided by 11, rather than 12 weeks.
Learn about our Employee Assistance program here including how to log on and make an appointment. This is offered through Principal.
In addition, Principal provides an Emotional Health Support Line
Employees and their dependents can call this free, confidential support line 24 hours a day, 7 days a week to reach licensed behavioral health clinicians who can provide emotional support, tips for healthy coping, and referrals to local resources.
800-424-4612
Accend currently offers family dental insurance with matches on the premiums as follows:
| Employee Monthly Rate | $36.37 | $36.37 | $36.37 | $36.37 | $36.37 |
| FTE | 1 | 0.9 | 0.8 | 0.7 | 0.6 |
| Employer Cost Share Percentage | 90.00% | 80.00% | 70.00% | 60.00% | 50.00% |
| Employer's Monthly Contribution | $32.73 | $29.10 | $25.46 | $21.82 | $18.19 |
| Employee's Monthly Cost | $3.64 | $7.27 | $10.91 | $14.55 | $18.19 |
| Accend Per Paycheck | $15.11 | $13.43 | $11.75 | $10.07 | $8.39 |
| Employee Per Paycheck | $1.68 | $3.36 | $5.04 | $6.71 | $8.39 |
| Employee Plus Spouse Monthly Rate |
$67.02 | $67.02 | $67.02 | $67.02 | $67.02 |
| FTE | 1 | 0.9 | 0.8 | 0.7 | 0.6 |
| Employer Cost Share Percentage | 90.00% | 80.00% | 70.00% | 60.00% | 50.00% |
| Employer's Monthly Contribution | $60.32 | $53.62 | $46.91 | $40.21 | $33.51 |
| Employee's Monthly Cost | $6.70 | $13.40 | $20.11 | $26.81 | $33.51 |
| Accend Per Paycheck | $27.84 | $24.75 | $21.65 | $18.56 | $15.47 |
| Employee Per Paycheck | $3.09 | $6.19 | $9.28 | $12.37 | $15.47 |
| Employee Plus Child Monthly Rate |
$88.61 | $88.61 | $88.61 | $88.61 | $88.61 |
| FTE | 1 | 0.9 | 0.8 | 0.7 | 0.6 |
| Employer Cost Share Percentage | 90.00% | 80.00% | 70.00% | 60.00% | 50.00% |
| Employer's Monthly Contribution | $79.75 | $70.89 | $62.03 | $53.17 | $44.31 |
| Employee's Monthly Cost | $8.86 | $17.72 | $26.58 | $35.44 | $44.31 |
| Accend Per Paycheck | $36.81 | $32.72 | $28.63 | $24.54 | $20.45 |
| Employee Per Paycheck | $4.09 | $8.18 | $12.27 | $16.36 | $20.45 |
| Full Family Monthly Rate |
$125.52 | $125.52 | $125.52 | $125.52 | $125.52 |
| FTE | 1 | 0.9 | 0.8 | 0.7 | 0.6 |
| Employer Cost Share Percentage | 90.00% | 80.00% | 70.00% | 60.00% | 50.00% |
| Employer's Monthly Contribution | $112.97 | $100.42 | $87.86 | $75.31 | $62.76 |
| Employee's Monthly Cost | $12.55 | $25.10 | $37.66 | $50.21 | $62.76 |
| Accend Per Paycheck | $52.14 | $46.35 | $40.55 | $34.76 | $28.97 |
| Employee Per Paycheck | $5.79 | $11.59 | $17.38 | $23.17 | $28.97 |
All 0.6 FTE employees of Accend, are offered short-term disability insurance that offers salary-replacement benefits of 60% of your wages earned previous to a disability-related leave for 90 days, after you have used PTO as described in our Paid Time Off and Leaves Policy, here.
You are also offered long-term disability insurance that will pay for a portion of your wages until retirement if you become permanently disabled and unable to work until retirement.
This benefit is at no cost to you. We pay the premiums.
In June, 2019, Accend adopted a self-insured plan for health insurance. The method works like this:
Each month, we deposit employee premiums (your share and ours) into a health insurance fund, kept seperate from our general operating account. We use this account to pay for:
- preventative healthcare costs included in all of our insurance plans;
- post-deductible employee healthcare costs;
- management of the plans (currently by HealthEZ); and
- premiums for catastrophic coverage that pays for health care after a certain maximum cost is reached by a single individual, and by the agency as a whole.
Since the inception of this method, we have been able to accomplish the following:
- keep participant premiums at the same rates (no increases);
- add an optional annual preventative mental health care (face-to-face visit) to the preventative care paid for by each plan;
- add benefits for certain preventive medications that are covered at 100% (no cost to you);
- add Teladoc services (starting July 1, 2021) that pay for general consulation for many condidtions and virtual mental health therapy at no, or little cost to you, and pychiatry and dermatology with fixed costs;
- add a match on HSA contributions;
- grow the fund slowly but surely to the point where we have enhanced benefits without premium increases; and
- add a premium match for family health care coverage starting at 50% of the 6350 plan cost for full-time employees;
- FTE 1.0 = 50%
- FTE 0.9 = 40%
- FTE 0.8 = 30%
- FTE 0.7 = 20%
- FTE 0.6 = 10%
Teladoc
Teladoc is a service available to all enrolled in our Health Insurance Plans, including enrolled family members. Through Teladoc, you may contact a licensed Healthcare professional via phone and get immediate help with many non-emergency care issues and free mental health therapy. Follow the links below for information on how to contact Teladoc.
The flyer below is a static informational document. The links are not interactive.
Teladoc Flyer
The free Teladoc app is available here, along with links to access the Teladoc service:
Teladoc Website
Summary Plan Document
The following document explains the Health Insurance Plan in detail.
HealthEZ/Accend Summary Plan Document
Overview of Plans
HSA 6350 (HSA2)
Monthly Premium: $409.31/month
Annual Deductible (Employee): $6350
Copays: Never
HSA: Contributions Matched
| FTE |
Accend Match Individual % |
Accend Match/Paycheck |
Employee Cost/Paycheck |
Max HSA Match Per Month/Paycheck |
| 1.0 |
90% |
$170.02 |
$18.89 |
$100/$46.15 |
| 0.9 |
80% |
$151.53 |
$37.78 |
$90/$41.54 |
| 0.8 |
70% |
$132.24 |
$56.67 |
$80/$36.52 |
| 0.7 |
60% |
$113.35 |
$75.56 |
$70/$32.31 |
| 0.6 |
50% |
$94.46 |
$94.95 |
$60/$27.69 |
HSA 6350 (HSA 2) Family Coverages
Monthly Premiums:
Employee +1: $920.93
Employee + Family: $1227.92
Annual Deductible (Employee): $12,700
Copays: Never
HSA: Contributions Matched
| Family Coverage |
1.0 |
0.9 |
0.8 |
0.7 |
0.6 |
Employee + 1
Accend Contribution
(Per pay period) |
$212.52 |
$170.02 |
$127.51 |
$85.01 |
$42.50 |
Employee Cost
(Per pay period) |
$212.52 |
$255.03 |
$297.53 |
$340.04 |
$382.54 |
Employee + Family
Accend Contribution
(Per pay period) |
$283.37 |
$226.69 |
$170.02 |
$113.34 |
$56.67 |
Employee Cost
(Per pay period) |
$283.37 |
$340.04 |
$396.71 |
$453.39 |
$510.06 |
HSA 3000 (HSA1)
Monthly Premium: $528.84/month
Annual Deductible (Employee): $3200
Copays: Never
HSA: Contributions Matched
| FTE |
Accend Match Individual % |
Accend Match/Paycheck |
Employee Cost/Paycheck |
Max HSA Match Per Month/Paycheck |
| 1.0 |
90% of 6350 plan premium |
$170.02 |
$74.06 |
$50/$23.08 |
| 0.9 |
80% of 6350 plan premium |
$151.13 |
$92.95 |
$45/$20.77 |
| 0.8 |
70% of 6350 plan premium |
$132.24 |
$111.84 |
$40/$18.46 |
| 0.7 |
60% of 6350 plan premium |
$113.35 |
$130.73 |
$35/$16.15 |
| 0.6 |
50% of 6350 plan premium |
$94.96 |
$149.62 |
$30/$13.85 |
HSA 3000 (HSA 1) Family Coverages
Monthly Premiums:
Employee +1: $1189.88
Employee + Family: $1586.51
Annual Deductible (Employee): $6,000
Copays: Never
HSA: Contributions Matched
| Family Coverage |
1.0 |
0.9 |
0.8 |
0.7 |
0.6 |
Employee + 1
Accend Contribution
(Per pay period) |
$212.52 |
$170.02 |
$127.51 |
$85.01 |
$42.50 |
Employee Cost
(Per pay period) |
$336.65 |
$379.16 |
$421.66 |
$464.17 |
$506.67 |
Employee + Family
Accend Contribution
(Per pay period) |
$283.37 |
$226.69 |
$170.02 |
$113.34 |
$56.67 |
Employee Cost
(Per pay period) |
$448.87 |
$505.54 |
$562.22 |
$618.89 |
$675.56 |
Three for Free
Monthly Premium: $558.80/month
Deductible: $1500.00
Annual Out-of-Pocket Maximum (Employee): $4500.00
Copays: Generally 25% up to maximum annual out-of-pocket. $15-100 on prescription drugs.
HSA: No HSA
| FTE |
Accend Match % |
Accend Match/Paycheck |
Employee Cost/Paycheck |
| 1.0 |
90% of 6350 plan premium |
$170.02 |
$87.89 |
| 0.9 |
80% of 6350 plan premium |
$151.13 |
$106.78 |
| 0.8 |
70% of 6350 plan premium |
$132.24 |
$125.67 |
| 0.7 |
60% of 6350 plan premium |
$113.35 |
$144.56 |
| 0.6 |
50% of 6350 plan premium |
$94.96 |
$163.45 |
Three for Free Family Coverages
Monthly Premiums:
Employee +1: $1257.28
Employee + Family: $1676.39
Annual Out-of-Pocket Maximum (Employee): $9,000
Copays: Generally 25% up to maximum annual out-of-pocket. $15-100 on prescription drugs.
HSA: No HSA
| Family Coverage |
1.0 |
0.9 |
0.8 |
0.7 |
0.6 |
Employee + 1
Accend Contribution
(Per pay period) |
$212.52 |
$170.02 |
$127.51 |
$85.01 |
$42.50 |
Employee Cost
(Per pay period) |
$367.76 |
$410.27 |
$452.77 |
$495.27 |
$537.78 |
Employee + Family
Accend Contribution
(Per pay period) |
$283.37 |
$226.69 |
$170.02 |
$113.34 |
$56.67 |
Employee Cost
(Per pay period) |
$490.35 |
$547.03 |
$603.70 |
$660.37 |
$717.05 |
Choose Wisely
We encourage you to choose wisely when it comes to health insurance. High-deductible HSA plans look scary on the surface, but are designed for healthy people. And all still pay for preventative care pre-deductible. Our matches on your contributions to your HSA reduce your potential out-of-pocket costs in the worst possible year by $600-$1200. And, what you put into your HSA, plus what we put into your HSA is your money indefinitely. If you don't use it, it rolls over and grows year-after-year. It's yours to use for future health care costs forever.
And finally, what you contribute to your HSA is not taxed, creating another savings, depending on your tax bracket.
Three simple tips:
- Be an informed healthcare and insurance recipient.
- Participate in preventative care - it is no cost to you. All of our plans cover it at 100%.
- If deciding to move to a lower-premium, higher-deductible plan, plan, put the savings in premium into your HSA to earn the match we offer. Eventually, you may get to a point where you are covered at 100% by your insurance + HSA - pretty good insurance!
As 0.6 FTE employee of Accend, you are offered life insurance with the premium paid by us. You are insured for 100% of your annual salary. You may purchase up to $100,000 additional life insurance at your expense.
All employees (any FTE) earn paid time off. Paid Time Off accrual rates, policies and procedures are explained in the Paid Time Off and Leaves Guide
Paid Time for Snow Days, Office Closures and Other Emergencies, introduced in late 2022, is also described in this guide.
Accend currently matches up to 4% of your gross annual income on deposits you make into your 401K savings account. Neither your contributions, nor our match are taxed, unless you withdraw from your account early. If you leave, your 401K account, including our match, is yours and you may transfer or convert it to any other retirement savings account on the advice of your financial advisor.
You may begin depositing and receiving matches on your 401K when you have completed 6 months of employment.
Far too few of our employees parcipate in our 401K retirment plan. When deciding on wehether or not to participate, keep these things in mind:
- We match 100% of your contributions up to 3% of your gross annual income, and 50% of your contributions between 3% and 5% of your gross annual income.
- Your contrbutions are pre-tax. You will not pay taxes on your contributions if you leave them in this, or another retirment account until your reach retirement age. You save money on taxes by the reduced annual income of your contributions.
While no investments are certain, what is certain in a 401K is that you earn 100% interest on the first 4% of your gross annual income on the day you make the contribution. Learn about what your contributions could do at.
On the caculator, enter the amount you think you can invest + our match (up to 4% of your annual gross income). Pick a number of years and an interest rate between 5% and 8% (or more if you're feeling lucky.)
Once you have been employed successfully for at least 3 months and want to purchase a laptop or tablet for use at work, we will match 1/2 if the purchase price up to $500.00.
You are eligible for this benefit for new purchases of equipment every two years as long as you remain in good standing and have no significant performance problems.“Good standing” for the purpose of this policy means meeting core competencies and meeting full productivity targets.
This program is a forgivable loan program. Our match will be considered a one year forgiveable loan. To participate, you will sign an agreement that if you leave us during one year following your completed purchase (final payment), you agree to pay back the match portion in a deduction from your final paycheck.
As of November 1, 2020, all staff who need laptops or tablets for work and who may work away from the office, including all direct-service staff who do assessment and planning are eligible for this benefit. Additionally, no new devices will be issued to these same staff for long-term use - they will be asked to purchase or replace their own technology, even if their current technology is issued by Accend.
Temporary loaner devices are available to anyone who qualifies for this benefit during the first three months of employment and for up to two weeks when replacing or repairing a damaged device.
This benefit may not be exercised by staff who are on leave, but if they do purchase new technology, they may be eligible upon return for reimbursement of the match amount.
Use the Expense Reimbursement Request form to request technology matches.
Financing Technology Purchases
Financing technology purchases through a payroll deduction program is also offered as a benefit. Accend will finance up to $1500.00 of a purchase of technology necessary for job duties (typically a laptop or tablet).
Financing plans may last for up to one year of employment (26 pay periods). If the employee resisgns prior to the end of the financing program, they must pay the balance in full.
In the case of financing where an employee would be eligible for a match, but at the time is not meeting core, the individual may achieve the match during the financing period by immediately meeting core and sustaining it through the financing period. If, by the time, the employees balance on the financing reaches the matching about, the employee has been meeting core, they may be eligible for the match at that time. If not, they must continue making payments for the full purchase.
The date of a match that is earned during financing is the date the balance was canceled. Our policy above that states, "if you leave us during one year following your completed purchase (final payment), you agree to pay back the match portion in a deduction from your final paycheck" would appy for one year following the date on which the balance was canceled.
** As of December 11, 2024 this financing program is on hold until further notice due to budget constraints.
Applicability Limited to Apple Products
Financing and matching only applies to Apple products. Accend does not realize a financial gain for this policy. Rather it is because of the stability, durabilty, far less vulnerability to viruses, and our abiliity to support these prodcuts.
FTE %Match Max Match
| FTE |
Match % |
Match Max
Mac Laptop |
Match Max
iPad or iPhone |
| 0.6 |
10% |
$100 |
$60 |
| 0.7 |
20% |
$200 |
$120 |
| 0.8 |
30% |
$300 |
$180 |
| 0.9 |
40% |
$400 |
$240 |
| 1.0 |
50% |
$500 |
$300 |
Voluntary Accident and Critical Illness coverage will be a new benefit offered in 2023. This insurance pays cash benefits to employees for certain injuries and illness. Check back later for more information on this benefit.
Your routine annual eye exams are covered by our health insurance preventative care coverage. If you wear glasses or contact lenses, we offer a vision reimbursement plan you can purchase through payroll withholding that will reimburse you for a portion of eyeglasses or contact lens expenses. We do not offer a match on this benefit.
Consider this option thoughtfully: it only benefits you if you use it.
After opening these forms on your laptop browser, if you cannot edit them there, tap the download button to complete them. (You can also right click (or two-finger click to download them directly). On some newer iPads, tap the elipsis button (
) and choose "save as" to edit a local copy. It is essential you do this, as depending on your level of access to the form, you may be editing the original form.
After completing and signing them them, tap the send button to email them to Human Resources. Depending on your device and softward you are using, these buttons are located on the top or bottom of the window and may look like one of the following:
For alternative instructions on how to edit and send pdf documents, visit our Technology Guide, here.
| Benefit |
Eligibility |
Enrollment Form |
| Health Insurance |
All employees at 0.6 FTE and higher
At 90 days from employment |
HealthEZ Enrollment |
| Health Savings Account (and Match) |
All employees in either HSA Health Plan
At 90 days from employment |
Employee HSA Contribution Agreement |
| Individual or Family Dental |
All employees at 0.6 or higher
At 90 days from employment |
Tabs General Benefits Enrollment Form
home > my assessments and forms > personnel forms > benefits |
Voluntary Vision
Life Insurance
Long- and Short-Term Disability |
All employees at 0.6 FTE and higher
at 90 days from employment |
Principal Benefits Enrollment Forms |
| 401K |
Employees who have worked at least 6 months. |
See these documents for enrollment and ask for help if you need it:
Enrollment Kit |
The following table uses an example of an full-time employee making $20/hour who participates in the 401K, 6350 HSA (contributing at least $100/month), and in the indivdual dental plan (getting 2 checkups annually). Potential increases (our match) are higher for the 401K to employees with higher salaries, or to any employee enrolling in family dental.
Keep in mind as well that:
- Dental Care savings* are immediate each year if you get the preventative care you should, and that
- 401K and HSA contributions + our match are yours to keep until/when you need them. Participating in these bnefits is paying your future self.
*Dental rates in this table are based on average out-of-network (private-pay) dental costs in Duluth, MN using the tools at deltaldental.com found here. Your experience or costs may be different. Our plan covers basic preventative care at 100%.
| Line Item |
401K |
HSA 63501 |
Dental |
Total (Your Cost , Our Match, or Your Salary/Wage Increase) |
| Your Annual Contribution |
$2080 |
$1200 |
$43.68 |
$3323.68 (your contributions + dental premiums) |
| Our Match |
$1664 |
$1200 |
$367.822 |
$3231.82+ (our match) |
| Your Hourly Raise (our match) |
$0.80 |
$0.58 |
$0.18+2 |
$1.55+ (gross earnnings per hour) |
| Your Annual Raise |
$1664.00 |
$1200.00 |
$367.82+2 |
$3231.82+ (gross earnings annually) |
| Your net savings (vountary contributions + our match) with no catastrophic healthcare needs (yours to keep): |
Up to $3228 |
Up to $2400 |
Depends on dental care needs.2 |
Up to or over $5628+ annually |
1 Employees choosing the HSA 3000 plan are eligible for a $50/month ($600 annual) match on HSA contributions, reducing their potential annual salary increase by use of the benfits plan by $600. There is no HSA option for the Three-For-Free Health Plan.
2 Based on average rates. Keep in mind also that you'll have an additional $600+ to spend each year on restorative work and other dental procedures (after copays or deductibles) in any given plan year, with copay/deductibles applying to each enrolled family member equally up to $1000/year in total benefits paid per participant.
This guide is a living document. We want to improve it with your help. Do you have questions? Found a typo? Find yourself wanting more information? Please send us your thoughts about anything in this chapter by tapping on the link below.
Oct 6, 2023
Language on Technology Purchases matching fine-tuned and financing policy added.
May 7, 2023
Voluntary Accident and Critical Illness Insurance added. Check back later for more information on this new benefit offered in 2023.
Reference to the new Paid Time for Snow Days, Office Closures and Other Emergencies benefit added.
September 28, 2022
Link to information about the Employee Assistance Program added.
April 15 28, 2024
Link to information about and links to Teladoc added.
