Enroll
How to Enroll
Enrollment Checklist
Not sure how to start the benefit enrollment process? Just complete the steps on this checklist and you’ll be ready to select your benefits:
LEARN about your benefits options on this site.
DECIDE about your coverage needs and which options will best meet those needs.
ENROLL at FranklinCovey ADP Benefit Portal
If you are a new hire enrolling in benefits with Franklin Covey for the first time, you will need to create an online account with ADP WorkforceNow.
Eligibility
See below for benefits eligibility.
Most of your benefits are effective on the first of the month following your date of hire. You may also enroll your eligible dependents for coverage. Eligible dependents could be:
- Your legal spouse or qualified domestic partner
- Children under the age of 26, regardless of student, dependency or marital status
- Children who are past the age of 26 and are fully dependent on you for support due to a mental or physical disability and who are indicated as such on your federal tax return
If you need help with the login process or the ADP enrollment system, please call: FC Benefits Center 855-547-8508
Monday–Friday 8:00am–11:30pm EDT.
To contact SmartConnect (Medicare support)
visit https://gps.smartmatch.com/mercer or call 877-374-2705 (Mon. to Fri., 6:30 am –4 pm MST)
Your Contributions / Pay Deductions
The Franklin Covey pay cycle is biweekly (26 pay periods per year) for your medical, dental, vision, life, voluntary benefits and flexible spending contributions. 401(k) and ESPP contributions are deducted each time you are paid.
Pre-Tax Contributions
Your contributions for medical, dental, vision, health savings account, flexible spending account and 401(k) are deducted from your paycheck before taxes. As a result, you pay less in taxes, so your take-home pay is higher than if you were to pay for the same benefits after taxes.
After-Tax Contributions
Insurance coverages like Supplemental Term Life, Accident, Critical Illness, Hospital Indemnity, Legal Plan, Pet Insurance and any contributions to a Roth 401(k) and an After-Tax 401(k) are taken on an after-tax basis.
Contributions for a Domestic Partner
If you cover a domestic partner, the cost paid by Franklin Covey for medical, dental and vision coverage for that partner is taxable as imputed income for both federal and state taxes (unless you reside in a state that recognizes domestic partnerships, and you and your domestic partner are registered under state law). Additionally, some of the cost you pay is applied on an after-tax basis.
For more details on taxations, consult a licensed professional.
Click here to see the 2025 premiums or pay deduction amounts by each benefit coverage.
| Benefit | Eligibility | Benefit Effective Date |
|---|---|---|
| Medical Insurance | Employees who work 30+ hours (including temporary employees) | 1st of the month following date of hire |
| Health Savings Account (HSA) | If enrolled in our HDHP | 1st of month following date of hire; requires enrollment in HDHP medical plan |
| Flexible Spending Account (FSA) | Full time | 1st of the month following date of hire |
| Dental Insurance | Full time | 1st of the month following date of hire |
| Vision Insurance | Full time | 1st of the month following date of hire |
| Basic Term Life and AD&D Insurance | Full time | 1st of the month following date of hire |
| Supplemental Term Life | Full time | 1st of the month following date of hire |
| Salary Continuance Program | Full time and part time employees who qualify (FMLA or 6-week medical leave) | 1st of the month following date of hire |
| Long-Term Disability | Full time | 1st of the month following date of hire |
| Supplemental Medical (Accident, Critical Illness, Hospital Indemnity) | Full time | 1st of the month following date of hire |
| ID Theft & Cyber Protection | Full time | 1st of the month following date of hire |
| Pre-Paid Legal | Full time | 1st of the month following date of hire |
| Pet Insurance | Full time | Date of hire |
| Personal Time Off (PTO) | Full time and part time | Date of hire |
| Holidays | Full time and part time | Date of hire |
| Employee Assistance Program | Full time | Date of hire |
| 401(k) | All employees | Automatic enrollment at 3% within 45 days of date of hire |
| Roth 401(k) | All employees | Within 45 days of hire date |
| Employee Stock Purchase Plan (ESPP) | Full time and part time | Beginning of any fiscal quarter – enrollment must be received prior to start of fiscal quarter. |
| *Part time Temporary associates (less than 30 hours a week) and On-Call associates are ineligible for benefits, with exception of the 401(k) offering. | ||
COBRA Continuation Coverage
Overview
COBRA Continuation Coverage allows you and your family to keep your health care coverage if something happens that would normally make you lose it. This could include events like job loss or reduced work hours. The people who can keep their coverage include you, your spouse, and your dependent children. The coverage you keep will be the same as what other employees have. If you choose to continue your coverage, you will have the same rights as other people in the plan.
This means you can continue your current Medical, Dental, Vision and Flexible Spending Account coverage(s) you have as an active employee if you experienced some qualified loss of coverage (i.e. termination, reduced working hours, etc.).
How to Elect COBRA Coverage
To keep your coverage (known as COBRA), you need to fill out a COBRA Election Form that iSOLVED sends by the deadline listed on the form, if you qualify for COBRA coverage. If your spouse lives at a different address, they might get a separate notice, but only one of you needs to choose to keep coverage for both of you and any dependent children. You can also choose to keep coverage for just yourself, your spouse, or any of your children who want it, even if others in your family do not. For example, your spouse can keep their coverage even if you decide not to. You can choose to keep coverage for any number of your dependent children who qualify.
Cost of COBRA Continuation Coverage
If you choose to keep your COBRA coverage, you will need to pay the full cost of that coverage, plus a small administrative fee if applicable.
Instead of choosing COBRA coverage, you might find other, cheaper health insurance options for you and your family. These options could be available through the Health Insurance Marketplace, Medicaid, or a spouse’s health plan during a “special enrollment period.” Some of these alternatives may cost less than COBRA.
It’s a good idea to compare these options with COBRA to see which one is best for you. Keep in mind that switching to a new plan might mean higher out-of-pocket costs.
Additional Information
Learn more about your COBRA rights here or contact iSOLVED with any questions you have at (800) 594-6957.
SmartConnect
FranklinCovey has partnered with SmartConnect to support you and your family members when the time comes to begin thinking about Medicare enrollment. SmartConnect is an exclusive program created specifically for active employees and those who are nearing retirement, who are Medicare-eligible and may not havefully explored the benefits of Medicare coverage.
Hidden Accordion
Who is eligible to use SmartConnect?
Employees who are 64 ½ years of age or older, as well as any family members of that age, are eligible to contact SmartConnect online or over the phone for Medicare support and guidance.
What does it cost?
SmartConnect is FREE to you and your family members.
Do I have to enroll in Medicare if I speak to SmartConnect?
No! You do not have to make any decisions or enroll in Medicare; there is no obligation whatsoever. SmartConnect is designed to be a resource for you and your family members in making the best decision, which may not always be Medicare. If you do decide to enroll, SmartConnect can help you do so.
How do I learn more?
Click here to review the SmartConnect flyer. Plus, you can visit the SmartConnect website and select Learn More to access downloadable resources.