Remote Employee Benefits
United States (Basic Tier)
Remote supports global teams with local benefits that help employees thrive. 🙌
Below are the details of your health insurance and other benefits options with our partners Cigna and bSwift, facilitated through Remote as the Employer of Record. You will be able to shop for the benefits that work best for your unique needs and circumstances, all at competitive group rates, using the stipend provided by your company. This page provides an overview of what is covered under each plan, how to enroll, and how to use your benefits!
Understanding the New Benefits Structure at Remote (Effective March 1, 2024)
As an employee in the United States, it is important to understand how the new benefits structure works to make the most of your healthcare coverage. Here's an overview:
Your Company's Benefit Tier Selection
Your company has the flexibility to choose from one of the seven benefit tiers Remote offers in the United States. The benefit tier your company selects determines the percentage of healthcare premiums they'll cover for both you and your dependents. For instance, if your company offers you a tier where they contribute 60% towards employee premiums and 40% towards employee + dependents' premiums, they are responsible for paying these specific percentages of the total premium costs for you and any dependents you enroll.
Your Benefit Plan Enrollment
As you enroll in your benefits, you'll have access to multiple medical, dental, and vision plan options ranging from HDHP 3000, PPO 1200, PPO 250, and PPO 0 for Medical, as well as premium and basic options for Dental and Vision. The tier offered by your company specifies a base plan (one of the available plan options) on which the company's percentage contribution is calculated. This base plan serves as the benchmark for both the company and your contributions.
If you choose a plan lower than the base plan, you may contribute less. Conversely, if you opt for a plan higher than the base plan (known as a "Buy-Up Option"), you may pay more for it, as explained below.
Employee Contributions
You are responsible for paying the remainder of the premium after the company contributes their percentage. If you enroll in a plan higher than the base plan (a "Buy-Up Option"), you will incur additional costs. Buy-Up Options offer more comprehensive coverage than the base plan but at a higher price. Your contribution increases to cover the extra cost of these premium plans.
Example:
Company A has chosen a benefit tier where they contribute 60% towards employee-only premiums and 40% for premiums that include dependents. Here's what that means for the employee:
Employee-Only Coverage: If the employee's monthly premium on the base plan is $500, Company A pays $300 (60% of $500). The employee would be responsible for the remaining $200.
Employee + Dependent Coverage: If the employee enrolls a spouse and the total monthly premium is $800, Company A's contribution is $320 (40% of $800). The employee covers the remaining $480.
Buy-Up Plan (Employee-Only): If the employee opts for a "Buy-Up" plan (any plan higher than the base plan) with a total premium of $700 per month, Company A's contribution remains based on the Base plan amount. They will pay $300 (60% of the base $500 premium), while the employee pays the difference, totaling $400.
Find an illustrative scenario in the following section.
Tier: Covers 60% "Employee Only" or
40% "Employee + Dependents"
Total Premium
Employer Contribution
Employee Contribution
Base Plan (Employee Only)
$500
$300 (60% x $500)
$200 (40% x $500)
Base Plan (Employee + Dependent)
$800
$320 (40% x $800)
$480 (60% x $800)
Buy-Up Plan (Employee Only)
$700
$300 (60% of Base Plan)
$400 (Difference between Base Plan & Buy-Up Plan)
Tier: Covers 60% "Employee Only" or
40% "Employee + Dependents"
Base Plan (Employee Only)
Total Premium
$500
Employer Contribution
$300 (60% x $500)
Employee Contribution
$200 (40% x $500)
Tier: Covers 60% "Employee Only" or
40% "Employee + Dependents"
Base Plan (Employee + Dependent)
Total Premium
$800
Employer Contribution
$320 (40% x $800)
Employee Contribution
$480 (60% x $800)
Tier: Covers 60% "Employee Only" or
40% "Employee + Dependents"
Buy-Up Plan (Employee Only)
Total Premium
$700
Employer Contribution
$300 (60% of Base Plan)
Employee Contribution
$400 (Difference between Base Plan & Buy-Up Plan)
Your Benefit: Basic Tier
This section outlines your benefit for the current policy year, which spans from March 1, 2024, to February 28, 2025. Your company has chosen the Basic Tier for your benefits package. Below are the detailed contribution rates associated with this tier.
TIER
This is the tier you have been offered by your company.
EMPLOYER CONTRIBUTION - EMPLOYEE (%)
The percentage your company contributes for your coverage (without dependents).
EMPLOYEE + DEPENDENTS (%)
The percentage your company contributes for the coverage of you and your dependents (if you choose to enroll dependents).
COST RANGES (USD)
The range you and your company may need to pay depending on the plans you opt for, which may include individual coverage, family coverage, and the impact of opting for a Buy-Up plan.
View detailed pricing.
Basic Tier
- Medical: 50%
- Dental & Vision: 50%
- Medical: 0%
- Dental & Vision: 0%
Company pays: Approx. $350Â - $360 (Depending on the specific plan you enrol in)
You pay: Approx. $180Â - $2,100 (Includes the impact of Buy-Up options)
TIER
This is the tier you have been offered by your company.
Basic Tier
EMPLOYER CONTRIBUTION - EMPLOYEE (%)
The percentage your company contributes for your coverage (without dependents).
- Medical: 50%
- Dental & Vision: 50%
EMPLOYEE + DEPENDENTS (%)
The percentage your company contributes for the coverage of you and your dependents (if you choose to enroll dependents).
- Medical: 0%
- Dental & Vision: 0%
COST RANGES (USD)
The range you and your company may need to pay depending on the plans you opt for, which may include individual coverage, family coverage, and the impact of opting for a Buy-Up plan.
View detailed pricing.
Company pays: Approx. $350Â - $360 (Depending on the specific plan you enrol in)
You pay: Approx. $180Â - $2,100 (Includes the impact of Buy-Up options)
Utilizing your Benefits
Explore a variety of health, dental, and vision benefits through our partnerships with Cigna and Guardian. Make use of your company-provided benefits on the bSwift marketplace, selecting from Cigna's flexible health plans (HDHP 3000, PPO 1200, PPO 250, PPO 0) and Guardian's basic or premium dental and vision plans. Each option is designed to cater to your unique needs.
Learn more about the range of benefit plans available to you and understand the comprehensive coverage each option provides.
401(K) Retirement Plan
Every US employee will be automatically enrolled in a 401(K) retirement plan with our partner, Guideline. You can select the % of your pre-tax salary you wish to contribute (if any). The employer matches 100% of employee contributions up to the first 3% of pay and 50% of employee contributions on the next 2% of pay. Enrollment instructions are available in the section below.
How to Enroll in Your US Benefits
Select and access your benefits!
Health, Dental & Vision Insurance (bSwift)
We make enrolling in benefits, reporting life events, and more easy with our enrollment platform bSwift. Within the first few weeks of your employment start date you will receive an email from bSwift inviting you to enroll in benefits. Remote also has a company-wide open enrollment period that occurs annually in February. Open enrollment is the time to confirm or make changes to your benefits selections.
Existing Employees: As a Remote employee, you can use your bSwift user credentials to easily access your benefits anytime. If you don't know your credentials, you can use the password reset (Forgot Password) feature on bSwift to retrieve your password using your email address.
New Employees: As a new Remote hire, you will gain access within the first few weeks of your start date and be able to make your selections once you receive an email invite from bSwift.
Instructions:
- Login to bSwift here:Â https://remote.bswift.com (Note: You will not be able to login until you receive an email invite from bSwift)
- Username: Your personal email (the email bSwift sent an invite to)
- Password: The last four digits of your Social Security Number
- When you login for the first time, you will be asked to create a new password
- Once logged in, click on START YOUR ENROLLMENT on the Welcome Page
Note:
- You have 30 days from your date of hire or becoming benefit eligible to make your benefit elections. Once you finish, you won’t be able to make any changes until the next open enrollment period, barring a qualifying life event.
- Open Enrollment (OE) is the one time per year you can enroll or make changes to your benefits. Outside of OE, you can opt to enroll or modify your benefits for two reasons: if you are a mid-year new employee or within 30 days of a qualifying life event (QLE). Examples of QLEs are listed on the following page.
- If you are a new hire, the benefits you elect now will become effective the first of month following your date of hire.
401(K) (Guideline)
- After your start date, you will receive an invitation from Guideline to enroll. This will walk you through how to set up an account and get started.
- After receiving the invitation, you will have 30 days to enroll or waive your 401(K) benefits. You must do so in the Guideline platform. If you do not enroll or waive during that timeframe, you will be automatically enrolled with a default contribution of 3%.
- You may choose to contribute up to the IRS maximum contribution limit per year (respective of any other outside retirement plans in which they participate), however, only the first 5% of salary will be eligible for employer matching.
- You can adjust your contribution amount at any time.
Learn more about Remote benefits
How do benefits work when hiring through an EOR?
Watch this quick explainer video to understand how offering benefits works when you hire team members through an employer of record like Remote.