OPEN ENROLLMENT:
NOVEMBER 2 - NOVEMBER 13
Watch to learn more about your 2027 benefits!
We would like to welcome you to the 2027 annual benefits summary package for POLYWOOD!
This Digital Benefits Guide contains detailed summaries of the benefits offered to you by POLYWOOD. We encourage you to take the time to educate yourself about your options and choose the best coverage for you and your family.
Whether you are a newly hired employee or a current employee enrolling during Open Enrollment, elections you make at this time will remain in effect until POLYWOOD's next Open Enrollment period, unless you have a qualifying event that allows a plan change.
VISION STATEMENT
Our goal is to deliver a quality product our customers want in a timely fashion. To achieve this vision, we developed state-of-the-art technology and lean manufacturing processes that have minimized our waste stream and ensured our products are built quickly and accurately. Our products are assembled, packaged and delivered all within days of receiving an order, satisfying the customer while saving warehouse space.
Our continual growth and success is fueled by a highly collaborative culture. We support a cross-departmental atmosphere where employees are encouraged to utilize all of their skills to their full potential. Together, we keep a constant focus on the future and promise to create and deliver thoughtfully designed products made in the USA.
POLYWOOD is pleased to offer employees a competitive benefits package. We are proud of our employees and the products and services they produce. We are equally proud of our commitment to provide quality benefit options. The benefit package includes, but is not limited to, medical, dental, vision, life, short-term and long-term disability insurance plans along with a retirement plan that is an asset to you and your family. We also offer a wellness program that has many rewards and incentives. We pledge to review and update our benefits package so that it provides the services you need to enhance the quality of your life.
Who is eligible?
Once full-time, non-exempt (hourly) employees have worked 60 days of continuous employment and at least 30 or more regularly scheduled hours per week, they may be eligible to participate in our voluntary benefit plans. Benefits are effective the first of the month following 60 days of full-time employment.
Once full-time, exempt (salary) employees have worked 30 days of continuous employment and at least 30 or more regularly scheduled hours per week, they may be eligible to participate in our voluntary benefit plans. Benefits are effective the first of the month following 30 days of full-time employment.
Dependent coverage is available for your spouse and your children to age 26. You and your eligible dependents must be enrolled within 31 days of becoming eligible.
If you do not enroll for coverage during this time, you will not be able to enroll until the next Open Enrollment period unless you have a Qualifying Event.
How do I make changes?
Open Enrollment is the one time a year that you can make changes to your elections without a qualifying life event (QLE). Employees enrolling due to a QLE must enroll or waive coverage within 31 days from the date of the QLE. (Eligible QLEs include marriage, divorce, birth of a child, etc.) Notify Human Resources right away if you have a qualifying life event and need to make a change to your elections.
3 WAYS TO MAKE ENROLLMENT COUNT!
1. Prepare
- Review your benefit options throughout this site.
2. Enroll
- If you elect benefits, you can do so by logging into Paylocity here.
- If you ALREADY have other insurance, you STILL NEED to complete the benefits enrollment in Paylocity to waive your benefits. If this is not completed, you alone will be auto-enrolled in the Silver Medical plan, which does not include Vision or Dental
3. Confirm
- Check your first pay stub after your enrollment effective date to make sure your elections are reflected correctly.
- Contact Human Resources if you have any issues.
This Digital Benefits Guide only summarizes your benefit plans. If there is a discrepancy between the information in this document and the carrier plan document, the carrier plan documents will always govern.