Eligibility & Coverage
Who Is Eligible For Benefits?
All full-time employees working 30 or more hours per week are eligible for benefits on the first of the month following 30 days of employment.
When Does My Coverage Start?
Coverage begins the first of the month following 30 days of continuous employment.
Who Are My Legal Dependents?
- Legal spouse or domestic partner
- Natural, adopted, step-children, and children under legal guardianship up to age 26
- Disabled dependents with no age limit
- Dependent children up to age 26
Qualifying Life Events (QLE)
A qualifying life event allows you to make changes to your benefits outside of open enrollment. Common examples include:
- Marriage, divorce, or legal separation
- Birth or adoption of a child
- Loss of other coverage
- A dependent gaining or losing eligibility
Have a qualifying event? Reach out to HR — you typically have 30 days from the event to make changes.
How to Enroll
15 days left to enrollOpen enrollment runs Aug 24, 2026–Sep 16, 2026. Here’s exactly what to do — it takes most people about 15 minutes.
- Log into Ben Admin Portal with your employee ID.
- Add or confirm your dependents — have their Social Security numbers and birthdates ready.
- Make your elections and submit by Sep 16, 2026.
- Save or print your confirmation statement — that’s your proof of enrollment.
If you skip enrollment: your current medical, dental, and vision elections roll over, but any HSA or FSA contributions reset to $0 and must be re-elected each year. New hires who don’t enroll will have no coverage.
Enrollment closes Sep 16, 2026.
Health Coverage
Medical, dental, and vision — the plans you and your family will use all year.
Medical Plans
Two plans, one honest tradeoff
The Aetna PPO costs more each paycheck and less when you use care, with predictable copays and no referrals. The Aetna HDHP flips that, pairing the lowest premiums with an employer-funded savings account. Use the cost calculator below with a typical year of care for your household. Most people are surprised which plan wins.
Coverage Tier
Aetna PPO Choice
$85.38
Employee Only
Bi-weekly premium (26/yr)
Prescriptions
*Subject to deductible · Percentages show the plan’s share of costs
Aetna HDHP
$39.23
Employee Only
Bi-weekly premium (26/yr)
Prescriptions
*Subject to deductible · Percentages show the plan’s share of costs
Plan Cost Calculator
Find Your Best Plan
Coverage tier
Expected healthcare usage this year
Estimated annual cost — Average year
Assumes PCP visit, specialty visit, standard ER visit, and 12 months preferred brand drug for the year. Preventive care is free.
Estimates are for comparison purposes only. Actual costs depend on providers, network status, and specific services.
Build My Custom Estimate
Step 1 of 4
Who needs coverage?
Your tier affects your premium and how deductibles are shared.
Savings & Spending Accounts
Pre-tax accounts your employer helps fund. Select one to learn how it works.
Dental Plans
Preventive visits are covered at 100 percent on the PPO, so schedule two cleanings a year at no cost. Your $2,000 annual maximum resets every January.
Coverage Tier
Delta Dental PPO Plus
$12.92
Employee Only
Bi-weekly premium (26/yr)
| Service | In-Network | Out-of-Network | Waiting Period |
|---|---|---|---|
| Preventive (cleanings, exams, x-rays) | 0% | 20% | None |
| Basic (fillings, extractions) | 20% | 40% | None |
| Major (crowns, root canals, dentures) | 50% | 60% | None |
| Orthodontics | 50% | 60% | 12 months |
Percentages show your share of the cost.
Cigna Dental Care DHMO
$6.46
Employee Only
Bi-weekly premium (26/yr)
Deductible
None
Annual Maximum
None
Ortho Lifetime Max
$1,800
| Service | Your Copay | Waiting Period |
|---|---|---|
| Preventive (exams, cleanings, x-rays) | $0 | None |
| Basic (fillings, extractions) | $12 – $310 | None |
| Major (crowns, root canals, dentures) | $330 | None |
Copays shown are per visit / procedure. See your plan summary for the complete schedule.
Vision Plan
Coverage Tier
VSP Choice Plan
Alto Robotics covers 100% of vision premiums for employees and their dependents.
You can use the allowance for frames OR contacts — not both in the same benefit period.
Benefits shown are for in-network providers. Out-of-network reimbursement amounts shown where available.
The $200 frame allowance plus exam coverage typically returns three to four times the annual premium if anyone in your family wears glasses.
On this card, in plain English
- Allowance —
- A set amount the plan contributes toward frames or contacts; you pay the difference.
- Copay —
- The flat fee you pay at the visit — the plan covers the rest of the exam or lenses.
- Frequency —
- How often each service is covered — exams and lenses are commonly yearly, frames less often.
Life Insurance
Company-paid protection for your family, plus optional extra coverage you can add.
Basic Life & AD&D
Basic Life & AD&D
Basic Life & AD&D
$50,000Coverage reduces with age
Employer contribution: 100% employer-paid
Plan Features
Portability: Available upon termination
Conversion: May convert to an individual policy within 31 days of termination
Accelerated death benefit: Up to 75% of benefit for terminal illness
Protecting the paycheck itself
Health coverage protects you from medical bills. These plans protect your income when illness or injury keeps you out of work, and your family if the worst happens. Basic life and disability are 100 percent company paid.
On this card, in plain English
- AD&D —
- Accidental Death & Dismemberment — an extra payout if death or a serious injury (like loss of a limb or sight) results from an accident.
- Beneficiary —
- The person who receives the money. Name one when you enroll — and update it after marriages, divorces, or new kids.
- Portability —
- If you change jobs, you can often take this coverage with you and pay the premium yourself.
Voluntary Life & AD&D
Voluntary Life & AD&D
Voluntary Life & AD&D
Increments
$10,000 incrementsMaximum
$500,000 or 5.00x salary, whichever is lessGuaranteed Issue
$200,000No medical exam required up to this amount
Increments
$5,000 incrementsMaximum
$250,000Guaranteed Issue
$50,000No medical exam required up to this amount
Increments
$2,000 or $5,000 or $10,000Maximum
$10,000Guaranteed Issue
$10,000No medical exam required up to this amount
Rates based on age. Enroll up to $200,000 with no health questions during Open Enrollment.
Plan Features
Portability: Portable up to $500,000
Conversion: Available within 31 days of a qualifying event
Accelerated death benefit: Up to 75% for terminal illness
Add coverage for your family
Beyond the company-paid basic life benefit, you can elect additional voluntary life insurance during Open Enrollment, up to the guaranteed-issue amount with no medical questions. Premiums are age-banded and payroll-deducted.
Extra Protection, Paid to You
Voluntary plans that pay cash directly to you when the unexpected happens.
Hospital Indemnity
Hospital Indemnity Plan
Pays fixed cash amounts straight to you for hospital stays — on top of what your medical plan covers.
Hospital Indemnity is 100% employee-paid.
Hospital indemnity pays you directly. Use the cash for medical bills, your mortgage, childcare, or anything else while you recover.
On this card, in plain English
- Indemnity —
- Pays a fixed cash amount directly to you — not the hospital. Spend it on anything.
- No network —
- Use any hospital; the benefit is the same everywhere.
- On top of medical —
- Pays in addition to your health plan, not instead of it.
Accident Insurance
Accident Insurance
Pays cash straight to you after an injury — broken bones, ER visits, ambulance rides — whatever the cause.
Accident is 100% employee-paid.
Extra cash when an accident happens
Accidents rarely wait for a convenient time. Voluntary accident insurance pays fixed cash benefits directly to you, not the doctor, for things like ER visits, fractures, dislocations, and ambulance rides, whether they happen on or off the job.
Because the money lands in your account, you decide how to use it. It pairs especially well with the HDHP, where a single injury can put you on the hook for the full deductible before coverage kicks in.
On this card, in plain English
- Scheduled benefit —
- Each injury or treatment pays a fixed cash amount from a set schedule — the same for everyone.
- On & off the job —
- Covers accidents anywhere, not just workplace injuries.
- On top of medical —
- Pays in addition to your health plan, not instead of it.
Critical Illness
Critical Illness Plan
Pays a lump sum straight to you if you’re diagnosed with a covered serious illness — spend it however you need.
Get $75 back each year just for a routine screening or physical.
Critical is 100% employee-paid.
Critical illness insurance pays a lump sum directly to you upon diagnosis. Use it for treatment, travel, or living expenses, plus a $75 annual benefit just for getting a screening.
On this card, in plain English
- Lump sum —
- One cash payment made directly to you on diagnosis — use it for treatment, travel, rent, anything.
- Covered condition —
- The specific diagnoses (like heart attack, stroke, or cancer) that trigger a payment — listed in the plan summary.
- Recurrence —
- Some conditions can pay again if diagnosed a second time — check your plan summary.
Income Protection
If illness or injury keeps you out of work, these benefits replace part of your paycheck.
Short-Term Disability
Group Short-Term Disability
Employer-paid. Protects your income during a short-term illness or injury.
Short-term disability replaces 60 percent of your income if a covered illness or injury keeps you out of work. Accident coverage starts on day one, and the benefit is 100 percent company paid.
On this card, in plain English
- Elimination period —
- The wait before payments begin — often shorter for accidents than for illness.
- Benefit duration —
- How long payments can continue while you’re unable to work.
- Percent of salary —
- Based on your base pay, not bonuses or overtime. Enter your salary on the card to see your number.
Long-Term Disability
Group Long-Term Disability
Employer-paid. Long-term income protection if a serious disability prevents you from working.
LTD benefits begin after the 90 days elimination period. Short-term disability or accrued leave typically covers this waiting period.
A serious illness or injury can keep you out of work for months or years, long after short-term disability runs out. Long-term disability replaces a portion of your income so a lengthy recovery does not put your home, savings, or family at risk. It is 100 percent company paid, so the protection is already yours.
On this card, in plain English
- Elimination period —
- The wait before long-term benefits begin — short-term disability or sick leave typically covers this stretch.
- Benefit duration —
- How long payments can continue — long-term plans often pay until retirement age.
- Percent of salary —
- Based on your base pay, not bonuses or overtime. Enter your salary on the card to see your number.
Additional Perks & Resources
Every employee has access to our wellness platform: fitness reimbursements up to $600 a year, mental health support through Spring Health, and a $200 annual wellness stipend for whatever keeps you well.
Confidential counseling and support, available 24/7 at no cost through ComPsych. Short-term counseling, legal consultation, financial planning, and work-life referrals for you and everyone in your household.
Alto Robotics matches 100 percent of the first 5 percent of salary you contribute to the 401(k) through Fidelity, immediately vested. Traditional and Roth contributions are both available.
Deductible, coinsurance, out-of-pocket max. We keep the jargon to a minimum, but this glossary explains every term in plain English.
