Work-Life Benefits

Be sure to scroll all the way down to get the most of your benefits!

Accident Plan

Group accident coverage from Chubb pays cash benefits for expenses associated with an accidental injury and can help protect your finances should an accidental injury occur.

Our benefits correspond with treatment for accidental injuries including hospitalization, emergency treatment, intensive care, ambulance, fractures, medical expenses, plus more.

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Hospital Indemnity Plan

The Hospital Indemnity through Chubb pays a $1,000 benefit when you are admitted to the hospital for a covered hospital stay.

You will receive an additional $100 per day for days 2-30 of a standard confinement or an additional $200 per day for an ICU confinement.

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Critical Illness Plan

The Chubb Critical Illness Plan can be elected at either a $10,000 or $20,000 benefit and provides cash benefits for out-of-pocket expenses related to covered critical illnesses. This coverage also offers a $50 benefit for certain preventive screenings. There is also a recurrence benefit of up to 100% for cancer, heart attacks or strokes

Note: Rates vary based upon age, coverage amount and tobacco usage.

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Term Life Plan

You work hard to provide a good life for your family. However, what if something happens to you?

Chubb LifeTime Benefit Term provides the help you and your family needs to help pay for things like:
• Mortgage and Rent
• College and Education Expenses
• Retirement
• Household Expenses
• Long-Term Care
• Childcare
• Family Debt
• Burial

Click the "+" in the upper right corner to learn more.

Spouse and Child Life

If you enroll in the Term Life plan as an employee, you may enroll your Spouse for coverage at 50% of what you elect for yourself, up to a maximum of $25,000

A maximum $10,000 child benefit is offered as well. This can be elected in $1,000 increments.

Short-Term Disability Plan

Disability insurance helps replace your income when you lose your paycheck due to a covered disability.

Chubb’s Short-Term Disability plan will replace a portion of your income to help pay for important expenses like:
• Car Payments
• Credit Card Debt
• Student Loans
• Household Costs
• College Tuition
• Saving for Retirement

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401(k) Plan

The maximum contribution a team member can make to their account is $19,000. If you are age 50 and over, an additional $6,000 may be contributed. You can actually make the catch up contributions while you are 49 and if you are turning 50 during the year.

Eligibility Requirements
To become eligible for the plan, you must meet all criteria:
• Be at least 21 years of age
• Have 12 months of service with at least 1,000 hours worked

Enrollment opportunities for newly eligible team members are held after one year of service. Once eligible, you will be informed of how to enroll online through Empower’s Retirement website. Once enrolled, you can manage your investments and deferral percentage online and change them anytime.

Employer Match
CraftWorks will match 25% up to 6% of your salary. To receive the full match, you must be contributing at least 6%. The match is calculated each pay period and applied to participant accounts following each quarter

CraftWorks Holdings permits Piper Jordan to offer employees of CraftWorks Holdings certain voluntary insurance programs. Whether you choose to enroll in any of these programs is completely optional and voluntary. CraftWorks Holdings does not make a contribution towards the cost of these programs and employees pay the full cost of premiums on an after-tax basis. CraftWorks Holdings does not sponsor, maintain, endorse, recommend, or promote these voluntary programs. CraftWorks Holdings’ involvement regarding these voluntary insurance programs is strictly limited to allowing the insurer access to employees to publicize these programs and CraftWorks Holdings may perform certain ministerial functions such as payroll deduction and forwarding employee premium payments to the insurer. CraftWorks Holdings does not receive any consideration in the form of cash or otherwise in connection with the program, other than reasonable compensation, excluding any profit, for administrative services actually rendered in connection with payroll deductions. Accordingly, these voluntary insurance programs are not subject to ERISA and related regulations. All questions or claims regarding these programs should be directed to the insurer.

In the event of any conflict between the content contained herein and the Summary Plan Description (SPD), the provisions of the Summary Plan Description (SPD) shall prevail.
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