Open Enrollment FAQs

We're moving to new benefits partners in a few areas. Your medical plans are moving to a new administrator, AmeriBen (the Anthem BlueCard PPO provider network is not changing), and pharmacy benefits are moving to Navitus. Dental, Accident, Hospital Indemnity and Critical Illness are moving to Sun Life, and Life, AD&D, Short- and Long-Term Disability and the Employee Assistance Program are moving from New York Life and Anthem to Sun Life. Pet insurance through Nationwide is a new voluntary benefit. Your HSA, FSA and 401(k) administrators are not changing.

Yes. We are hosting two live presentations: Wednesday, November 4 at 11:00 AM PST and Wednesday, November 11 at 9:00 AM PST. You can also call, text or email the BSH Human Resources, RNA US Benefit Department anytime.

Open Enrollment for the 2027 plan year runs November 9 – November 20, 2026, for coverage effective January 1, 2027. Review and confirm your elections at bsh.bswift.com. You must re-elect your HSA contributions, Healthcare and/or Dependent Care FSA each year.

Log on to the BSH Employee Benefits portal at bsh.bswift.com, verify your personal information, add your dependents, select your benefits, choose your beneficiaries, then review, confirm and save your confirmation statement. You can revise your elections until Open Enrollment closes on November 20, 2026. Review, confirm and save an updated confirmation statement after making changes. See the “How to Enroll” section of the 2027 Benefit Guide for details.

If you are a new hire or newly benefits-eligible, you must enroll within 31 days of your hire (or eligibility) date. If you experience a qualifying life event (e.g., marriage, birth of a child, divorce), you generally have 31 days from the event to make changes consistent with the event, and you must provide supporting documentation. If you gain or lose Medicaid or CHIP coverage, you have 60 days. Otherwise, you can update your benefits once a year during Open Enrollment.

The 2027 Benefit Guide and plan information are available at MyBSHbenefits.com and in the enrollment portal. The guide shows the plan summaries and your bi-weekly (and weekly) costs. Plan documents, Summaries of Benefits and Coverage and required notices are also available on MyBSHbenefits.com.

Contact the BSH Human Resources, RNA US Benefit Department at (866) 324-8772, text (949) 297-2382, or email BSHService@cbcins.com.

Employees scheduled to work at least 20 hours per week are eligible for the Health & Welfare benefits in the guide. Leased employees are not eligible. Voluntary Life insurance requires at least 20 scheduled hours per week. Eligible dependents are your legally married spouse or domestic partner, children up to age 26, and disabled children with no age limit.

You must complete a Declaration of Domestic Partnership before coverage is approved. Contact RNABenefitsMailbox@bshg.com to get the declaration and to discuss your situation.

Just like all other qualified dependents, you need a qualifying life event to add your domestic partner (within 31 days), or you can add them during annual Open Enrollment.

Imputed income is the fair market value of a non-cash benefit that is added to your taxable wages. If you cover a domestic partner (or their child) on your medical, dental or vision plan, the IRS requires you to pay for that coverage with post-tax dollars and to pay tax on BSH's share of the cost, unless your partner is your tax dependent. California registered domestic partnerships have a state-tax exception. See the Taxes section of the guide.

A person can be covered on a BSH plan as an employee or as a dependent, but not both. You also cannot be covered as an employee while your spouse covers you as a dependent in a BSH plan.

Your medical plan designs are carried forward for 2027. Refer to the 2027 Summary of Benefits and Coverage (SBC) for details.

Yes. In-network preventive care continues to be covered at no charge on your medical plans. Out-of-network preventive services are not covered.

The Traditional PPO and HDHP do not require referrals to see a specialist. The Kaiser HMO (California only) requires a referral from your Kaiser primary care physician.

No. Your Traditional PPO and HDHP continue to use the Anthem National BlueCard PPO network, so your doctors, specialists, hospitals and facilities stay the same. What's changing is the plan administrator: AmeriBen replaces Anthem, and you'll receive a new ID card. The Kaiser HMO is for California employees only and is unchanged.

AmeriBen administers your PPO and HDHP medical plans beginning January 1, 2027. They process your claims and provide member service. Your ID card will have the AmeriBen contact information.

Call: 844-353-0267

The Anthem National BlueCard PPO network will remain the same. Most employees should be able to continue seeing their current in-network providers, although we encourage you to verify participation before receiving services.

Yes. The Traditional PPO and HDHP continue to cover out-of-network providers at a higher cost to you. Refer to your SBC for details. Kaiser HMO members must use Kaiser providers except in an emergency.

Plan designs are carried forward from 2026. For example, the Traditional PPO deductible is $1,300 individual / $2,600 family in-network, the HDHP deductible is $2,000 individual / $4,000 family, and Kaiser has no deductible.

Your cost depends on your plan, coverage tier and wellness status. Wellness contributions are unchanged from 2026 and non-wellness contributions are higher. For example, Employee-only wellness is $127.54 bi-weekly ($63.77 weekly) for the Traditional PPO, $84.30 bi-weekly ($42.15 weekly) for the HDHP, and $112.70 bi-weekly ($56.35 weekly) for Kaiser. See the What's New page for every tier.

The out-of-pocket (OOP) maximum is the most you will pay in a plan year before the plan begins to cover 100% of eligible in-network expenses. It includes your deductible, coinsurance, copays and other eligible expenses, but excludes your contributions and any non-covered expenses (e.g., balance-billing charges, penalties).

The Benefit Guide and the What's New page show the Traditional PPO, the HDHP and the Kaiser HMO (California only) side by side. The enrollment portal also includes Ask Emma, a tool that estimates your total out-of-pocket cost for each medical plan based on how you expect to use care.

No, both plans use the same Anthem BlueCard PPO network and facilities.

You may change your elections in a way consistent with the qualifying event (for example, adding a spouse after marriage).

No. The Kaiser HMO is for California employees only.

The Wellness Program is a voluntary, confidential program that lets you earn reduced medical premiums by completing two simple steps each Wellness Program year (October 1 through September 30): get an annual physical examination and complete a biometric screening / lipid panel / blood draw.

Kaiser HMO participants must complete, sign and submit a Kaiser Wellness Affidavit to receive credit. If your medical provider deems an annual exam or screening unnecessary, complete the Wellness Plan Affidavit Exception form. Contact RNABenefitsMailbox@bshg.com to get either form, then upload it in the enrollment portal.

Newly eligible employees receive the discounted wellness rate for the plan year in which they become eligible. Employees whose eligibility date is on or after June 1 also receive it for the following plan year.

Yes, you can keep BSH medical coverage and enroll in Medicare at the same time; review the coordination of coverage details. If you are enrolled in the HDHP, you can no longer contribute to an HSA once you are enrolled in any part of Medicare.

Contact the BSH Human Resources, RNA US Benefit Department as soon as possible. Your providers are not changing, but your plan administrator is, so the sooner we hear from you, the more time we have to confirm your authorizations and care-management needs before your effective date.

Yes. The BSH Human Resources, RNA US Benefit Department can work with AmeriBen on your behalf to confirm that open authorizations, planned procedures and care-management services move over smoothly.

• Reach out before January 1: contact us by phone or text and let us know you're in active treatment or have a procedure coming up.
• Share a few details: we'll ask about your condition, your current provider and where you are in your treatment plan. There's no paperwork required to start.
• We follow it through: we work directly with AmeriBen on your behalf and follow up until it's resolved.

Common situations include pregnancy at any trimester, cancer treatment or a recent surgery, behavioral health or substance use treatment, ongoing treatment for a chronic condition, an already-approved planned procedure, and specialty or infused medications. If you're not sure whether your situation applies, reach out anyway; there's no wrong reason to ask.

Your care team does not change. Contact us as soon as possible so we can confirm any authorizations with AmeriBen, and use your new AmeriBen ID card for care beginning January 1.

Contact us before the transition date so we can confirm whether the procedure needs a new authorization with AmeriBen.

We will confirm this with AmeriBen for your specific situation.

Contact the BSH Human Resources, RNA US Benefit Department so we can identify your case to AmeriBen's care management team.

We will confirm with AmeriBen whether your specific authorization carries over. Please contact us before you need the service so we can check.

Contact the BSH Human Resources, RNA US Benefit Department before the transition date so we can confirm whether that authorization carries over or needs to be resubmitted to AmeriBen.

In most cases, your provider's office submits the request on your behalf, but it's a good idea to confirm with your provider before your appointment.

Coverage may be reduced or delayed if a required authorization isn't in place. Contact us right away if this happens so we can help resolve it with AmeriBen.

Yes, pharmacy benefits are moving to Navitus beginning January 1, 2027.

Medications you already take are protected by a 90-day grandfathering period while you transition. Check the 2027 formulary once it's posted, or call us and we can help you look it up.

No. Your pharmacy plan will be on the back of your medical ID card.

Check the 2027 formulary once it's posted on MyBSHbenefits.com, or contact the BSH Human Resources, RNA US Benefit Department and we can help you look it up.

You'll be able to search participating pharmacies through Navitus once the site is live. If your pharmacy isn't in the network, you'll need to transfer your prescriptions to an in-network pharmacy; most pharmacies can do this for you with a quick phone call.

In most cases your current prescriptions should carry over without a new prescription. Present your new ID card when you pick up your first prescription in January.

Yes existing prior authorizations will be transferred to Navitus.

Some medications may be subject to different utilization rules under the Navitus formulary. Check the formulary or call us to confirm your specific medications.

Talk to your prescriber about formulary alternatives, and contact the BSH Human Resources, RNA US Benefit Department to understand your options and any appeal process.

Yes, there is a 90-day grandfathering period. If your medication is not covered under the new formulary or will need to change, you can continue to fill your current medication during the grandfathering period while you and your doctor review options.

Refill your prescriptions before the effective date where possible, use the 90-day grandfathering period, and contact us early if you take a specialty or maintenance medication.

Yes. The mail-order pharmacy will now be Costco Health Solutions. You will need to register and begin your mail-order prescriptions with the new vendor. You do not need a Costco membership to use the mail-order service.

Contact the BSH Human Resources, RNA US Benefit Department as soon as possible. Specialty medications often need extra coordination to avoid a gap in therapy during a transition.

Anthem will continue to process claims for dates of service before January 1, 2027, even if the claim is submitted afterward. Run-out will continue for 12-months. Please make sure historical claims are submitted.

AmeriBen will process claims for any dates of service on or after January 1, 2027.

Most providers submit claims automatically once they have your new plan information. Once you receive your new medical ID card, send it to your providers' offices to update your record on file.

Contact the BSH Human Resources, RNA US Benefit Department; we can help redirect the claim to the correct administrator based on the date of service.

If you are not getting the attention you need on an outstanding claim or appeal, contact us and we will help escalate.

You can submit a manual claim form directly to the applicable administrator; the BSH Human Resources, RNA US Benefit Department can send you the right form and mailing address.

You can view claims within your AmeriBen member portal and the mobile app.

Yes. With AmeriBen as your new medical administrator you will receive a new medical ID card. Your provider network is unchanged. Sun Life will provide information for your dental coverage. Other coverages with Sun Life do not have a card.

Your coverage is active even if your physical card hasn't arrived. Contact the BSH Human Resources, RNA US Benefit Department and we can help you get an electronic copy.

No, dependents will not receive a separate ID card.

Yes, keep using your current Anthem card for any care received through December 31, 2026.

Once you receive it, give your provider's office and pharmacy your new AmeriBen member ID, group number and effective date so they can update their records.

Yes you can access the digital ID card after January 1st online with AmeriBen.

Yes. You will receive a new member ID and group number under AmeriBen. Your current Anthem ID remains valid for care received through December 31, 2026.

Yes, dental moves from MetLife to Sun Life on January 1, 2027. Your plan design is very similar: a $50 individual / $150 family deductible on basic and major services, a $2,000 annual maximum and orthodontia for adults and children. Check that your dentist participates in the Sun Life Dental Network.

Preventive Rewards is a Sun Life feature that adds to your annual maximum for the next year based on the preventive services Sun Life paid for during the prior year, up to $1,500. The earned dollars can be used toward preventive, basic or major services, but not orthodontia.

Yes, up to $1,500 can be added to your annual maximum for the following year, on top of the $2,000 base annual maximum.

In-network, you pay 0% of preventive services (cleanings, exams, x-rays), 10% of basic services after the deductible and 40% of major services after the deductible. Orthodontia is covered at 50% up to a $1,500 lifetime maximum for children and adults.

Out-of-network payments are based on the 90th percentile of the usual and customary charge, so you may owe the difference. The plan pays 90% / 70% / 50% for preventive / basic / major services (Texas, Louisiana, Kentucky and Tennessee: 100% / 90% / 60%).

No, orthodontia coverage applies to both adults and children, subject to a $1,500 lifetime maximum.

No. Procedures that are not listed as covered dental expenses are not covered, and veneers and whitening are not listed. The closest covered services are crowns and inlays/onlays, which are covered only when a tooth cannot be restored with a filling or other means (once per tooth in five years). Ask Sun Life for a pre-treatment estimate before any major work.

Yes, eligible children are covered to age 26.

Employee contributions remain unchanged from 2026. Bi-weekly contributions are $5.34 (Employee only), $10.89 (Employee + 1) and $15.36 (Employee + 2 or more); weekly contributions are $2.67, $5.45 and $7.68.

No you will remain with EyeMed for 2027.

Core is provided at no cost to you (exam $10 copay, lenses covered in full, frames up to $105, contacts up to $105; exam every 12 months and lenses/frames/contacts every 24). Buy-Up shares the cost with you for richer benefits (frames up to $180, contacts up to $150, all benefits every 12 months). Both include 40% off an extra pair of glasses and 20% off non-covered items.

Employee contributions remain unchanged from 2026. Bi-weekly contributions are $2.33 / $3.30 / $5.93 (Employee / Employee + 1 / Employee + 2 or more), or $1.17 / $1.65 / $2.97 weekly.

You must be enrolled in the BSH High-Deductible Health Plan, not have a full-purpose Healthcare FSA (a limited-purpose FSA is allowed), not have other medical coverage, not be claimed as someone else's tax dependent, and not be enrolled in Medicare (Part A or B), TRICARE, a VA or Indian Health Services plan.

No there is no minimum contribution for HSA.

The 2027 IRS limits are $4,500 for self-only coverage and $9,000 for self with dependents. If you are age 55 or older and not enrolled in Medicare you can contribute an additional $1,000.

Highly compensated employees are restricted on their contributions. Contact the BSH Human Resources, RNA US Benefit Department if you have questions about your limit.

No, HSA contributions can be changed throughout the year and are not subject to qualifying life event rules.

Contributions are pre-tax, funds grow tax-free and withdrawals for qualified expenses are tax-free. You own the account, there is no “use it or lose it” rule, and it stays with you if you change jobs or retire. State tax applies to HSA contributions for residents of California and New Jersey.

HSA funds are not forfeited at the end of the year; they are yours to keep, like a personal bank account.

Qualified medical expenses are tax-free. Non-medical withdrawals are generally subject to income tax plus a 20% penalty if you are under 65. See the IRS website or your HSA Bank materials for details.

HSA Bank. Questions: 800-357-6246 or www.hsabank.com.

No, once you are enrolled in any part of Medicare you can no longer contribute to an HSA, though you keep access to existing funds for eligible expenses.

A Full-Purpose Healthcare FSA (for employees on a non-HSA medical plan), a Limited-Purpose Healthcare FSA (dental and vision expenses, for employees on the HDHP with an HSA) and a Dependent Care FSA.

The Healthcare FSA limit is up to $3,500 (projected not yet released) The Dependent Care FSA limit is up to $7,500 ($3,750 if married filing separately). Highly compensated employees are restricted on their contributions.

Yes, Healthcare FSA funds can be used for eligible medical, dental and vision expenses for you and your tax dependents, even if they're not covered under your BSH medical plan.

Yes, you can use Dependent Care FSA funds for qualified dependents as defined by the IRS, even if they aren't covered under your medical plan.

Unused funds are generally forfeited under the IRS “use it or lose it” rules. As an exception, active employees can carry over up to $500 of Healthcare FSA funds into the next plan year.

Yes, you must re-elect your Healthcare and/or Dependent Care FSA each year to keep participating.

Navia Benefit Solutions, 800-669-3539

You can submit your FSA claims online or use your card.

Yes, Basic Life, AD&D and Voluntary Life/AD&D are moving from New York Life to Sun Life, effective January 1, 2027. Benefit levels are unchanged, and Voluntary Life and AD&D rates are unchanged.

BSH provides Basic Life and AD&D at no cost to you: 2x your annual base salary up to $750,000. Coverage reduces by 50% when an active employee reaches age 70.

Yes, review and confirm your beneficiary designations as part of Open Enrollment, since coverage is moving to a new carrier.

You can update your beneficiaries in the enrollment portal at bsh.bswift.com.

Employee Life: 1–5x annual pay up to $750,000 and AD&D 1–10x up to $750,000. Spouse Life: $5,000 increments up to $150,000. Child Life: $10,000, $15,000 or $20,000. You pay 100% with after-tax dollars.

Guaranteed issue is the amount you can elect without health questions: the lesser of 2x annual pay or $750,000 for employees, and $30,000 for spouses. Amounts above that require Evidence of Insurability (EOI), as do late entrants and increases. Voluntary AD&D never requires EOI.

Yes, because BSH is moving carriers, Open Enrollment lets you elect Voluntary Life up to the guaranteed issue amount without EOI.

Yes domestic partners can enroll in spouse life.

No. You will need to elect Voluntary Life for yourself to enroll in any dependent life insurance.

Wellthy is included with Basic and Voluntary Life. It provides care coordination and resources for end-of-life planning, navigating care, managing a loss and support afterward, with a personal Care Coordinator and a secure digital portal. Wellthy is not available in New York or Vermont.

You may be able to port or convert your coverage when you leave BSH. See the “When You Leave BSH” section of the guide.

Yes, STD and LTD move from New York Life to Sun Life, effective January 1, 2027. Benefit levels are unchanged.

60% of your weekly earnings up to $1,500 per week, beginning on day 8, for up to 26 weeks. BSH pays 100% of the cost. There is no buy-up option.

60% of your monthly earnings up to $15,000 per month after 180 days, for as long as you remain totally disabled, up to Social Security normal retirement age. BSH pays 100% of the cost.

Earnings are gross earnings: base pay including pre-tax contributions to the 401(k), Section 125 plan or FSA, and excluding commissions, bonuses and overtime.

Because BSH pays the full cost of STD and LTD, benefits are generally taxable income. Consult your tax advisor for your situation.

STD benefits are offset by other benefits you may receive, such as state disability benefits. Contact the BSH Human Resources, RNA US Benefit Department for details about your state.

Benefits-eligible exempt employees receiving disability payments are eligible for BSH salary continuation for up to six weeks, up to 100% of salary less disability payments and other income.

Yes, Accident, Hospital Indemnity and Critical Illness move from MetLife to Sun Life. Plan designs and rates are different, so review your options during Open Enrollment.

Enroll in the enrollment portal at bsh.bswift.com during Open Enrollment (or within 31 days of becoming eligible). All three are employee-paid on a post-tax basis.

No, no health questions are required for Accident, Hospital Indemnity or Critical Illness.

For newly hired employees: Accident begins the first of the month following 30 days of employment, Critical Illness begins after 6 months of employment, and Hospital Indemnity has no waiting period.

The Critical Illness plan has no pre-existing condition limitation.

No you can elect supplemental plans without being enrolled in the Medical plan.

Rates are age-based. For example, a $20,000 benefit at age 30–34 costs $3.88 bi-weekly ($1.94 weekly). See the What's New page for all age bands.

Critical Illness elections are made in $10,000 increments. Employees enrolled in $15,000 of coverage have been moved to $10,000. If you want to increase your coverage, log in to the enrollment portal and update your election.

A new voluntary benefit through Nationwide with preferred pricing for BSH employees.

• Go to BSH's dedicated page at BSH’s Nationwide pet insurance page
• Call 877-738-7874 and mention that you work for BSH Home Appliances Corporation to receive preferred pricing
• Visit PetsNationwide.com and enter your company name

Nationwide provides separate materials for New York and Washington. Contact the BSH Human Resources, RNA US Benefit Department for help.

EAP by Design, provided through Sun Life by ComPsych, helps you and your family address personal life challenges. It comes with your life and disability coverage.

Yes, your EAP moves from Anthem to Sun Life (ComPsych) on January 1, 2027.

No, the 401(k) Savings and Retirement Plan remains with Vanguard.

BSH matches 100% of your contributions up to 4% of your compensation. The company may also make a discretionary profit-sharing contribution.

You can begin making contributions on the first day of the calendar month following one month of employment. After you meet eligibility you are automatically enrolled at a 4% pre-tax rate, increasing 1% each year until you reach 10%. You can change or stop your contributions at any time.

Roth contributions are made after tax; qualified Roth distributions are tax-free. Roth and pre-tax contributions together count toward the annual IRS limit.

Call 800-523-1188 or visit www.vanguard.com/retirementplans.

Medical, dental and vision end on the last day of the month in which you terminate employment or lose eligibility. FSA and Life/AD&D end on your date of termination. You may be able to continue medical, dental, vision and flexible spending through COBRA by paying 102% of the full cost.

You can continue life insurance by converting or porting the policy directly with Sun Life. See the guide for details.

The BSH Human Resources, RNA US Benefit Department is your one team for medical, pharmacy, dental, vision, 401(k) and more:

• (866) 324-8772
• (949) 297-2382
• BSHService@cbcins.com
• MyBSHbenefits.com

Hours: Mon – Fri 6am – 5pm PST

These will be posted on MyBSHbenefits.com and in your Benefit Guide, and will appear on your new ID cards.

Your member ID or date of birth and a brief description of your question or the service involved.

Reach back out to the BSH Human Resources, RNA US Benefit Department; we can help advocate on your behalf with the administrator if your issue isn't resolved on the first call.

Call us directly and flag the issue as urgent for the fastest response.

Plan documents, SBCs, directories, formularies and required notices will be available on MyBSHbenefits.com.

In a medical emergency, call 911; this team supports benefits and coverage questions only.