FAQs

All full-time, hourly-paid (30 hours) non-union craft employees are eligible. Eligibility depends on your employment status:  

• New employees are eligible for health benefits the first day of the month following 60 days of continuous employment (first day of employment if you are a non-union mining craft employee).  
• Rehired employees are eligible for health benefits the first day of the month from their rehire date, only if the employee is rehired within 12 months of termination date and met the original benefit waiting period during that time. If the rehire date is more than 12 months, the eligibility date will be the same as a new employee, the first of the month following 60 days of continuous employment (first day of employment if you are a non-union mining craft employee).  

Pinnacle offers comprehensive health care plans for you and your family, including dental coverage. Dental insurance is a separate enrollment and can be declined if you choose not to participate. For more information, visit the Dental page.  

Pinnacle offers comprehensive health care plans for you and your family, along with vision coverage through Vision Service Providers (VSP). Vision insurance is a separate enrollment and can be elected if you want coverage. For more information, visit the Vision page.  

You will be automatically enrolled in the medical and dental plans with employee-only coverage, beginning on your first full day of work. You will not be auto enrolled in the vision plan.  

If you have access to the KiewitNetwork and Employee Self-Service (ESS), you can make changes or add dependents to your benefits by going to the KiewitNetwork > Career & Life > Employee Self Service (English/French/Spanish) > Benefits and following the instructions on the screen.  

If you do not have online access, you must complete the Benefits Enrollment Form and return it to the Benefits Department within 31 days of your eligibility date to make changes. 

Only the employee will be automatically covered in the medical and dental plans. If your dependents need coverage, you must complete the enrollment within 31 days of being eligible for benefits. Your dependents will NOT be added to the health, dental or vision plans, unless an enrollment form is received by the Benefits Department.

Yes, you may change your plans within 31 days of the eligibility date.  

Employees can make changes to their health benefits once a year during open enrollment or if there is a qualifying life event.

• Open enrollment – The time scheduled each year, usually during the fall, to allow employees to make changes to their health, dental and vision insurance for the following year. Employees can switch plans, add or remove dependents, waive or elect coverage during open enrollment.
• Qualifying life event – A change in life that can make the employee eligible for a special enrollment period to allow mid-year health, dental and vision insurance changes (i.e., outside of the open enrollment period). Changes must be made within 31 days of the date of the event and must be consistent with the change in status.

A qualified life event is a life changing event that either changes the number of your eligible family members or that causes you or a family member to gain or lose other coverage.

You may make coverage changes during the year only if you experience a change in family status and are within 31 days from the date of the event.

The change in coverage must be consistent with the change in status (e.g., you cover your spouse following your marriage, your child following an adoption, etc.).

The following are considered family status changes for purposes of the plan:

• Your marriage, divorce, legal separation or annulment
• Registering a domestic partner
• The birth, adoption, placement for adoption or legal guardianship of a child
• The death of a dependent
• Your dependent child no longer qualifying as an eligible dependent
• Termination of your or your dependent’s Medicaid or Children’s Health Insurance Program (CHIP) coverage due to loss of eligibility (you must contact the Benefits Department within 60 days of termination)
• You or your dependent become eligible for a premium assistance subsidy under Medicaid or CHIP (you must contact the Benefits Department within 60 days of determination of subsidy eligibility)
• Loss of other group or individual insurance coverage
• A court or administrative order

Unless otherwise noted above, if you wish to change your elections, an enrollment form must be submitted to the Benefits Department within 31 days of the change.

Eligible dependents include:

• Your lawful spouse (opposite or same sex) from either a licensed marriage, registered common-law marriage or registered domestic partner relationship.
  • Registered common-law marriage is defined by each state. For registered common-law spouse insurance under this plan, you will need to meet the definition of a common-law marriage for the state in which you reside. You must not be legally separated from your spouse and you must be registered with a state or local  government common-law registry.
  • Registered domestic partner relationship is defined as a relationship with an individual of the same or opposite sex where both partners must not be so closely related that marriage would otherwise be prohibited; not be legally married to, or the domestic partner of, another person under either statutory or common law; be at least 18 years old; live together and share the common necessities of life; be mentally competent to enter into a contract and be financially interdependent. You must be registered with a state or local government domestic partner registry.
• Your children from birth until the end of the month in which they turn age 26.
  • This includes a child (within the age requirements) for whom you have assumed guardianship responsibility as documented by a formal legal document or certified court order.
•  Your unmarried (never married) dependent children who are not able to be employed due to a mental or physical handicap.
  • These children are covered after reaching age 26, if they are dependent upon you for support and were incapacitated prior to the date on which insurance would have otherwise ended.
• Dependents that are designated as “Alternate Recipients” under the terms of a Qualified Medical Child Support Order (QMCSO).
•  Adopted children under age 26, or children placed for adoption with the employee in connection with adoption proceedings, if they are enrolled in the plan within 31 days of the adoption date.

Note: Your dependents may not enroll in the plan unless you are also enrolled. If you and your spouse are both covered under the Peter Kiewit Sons’, Inc. Health and Welfare Plan, you may each be enrolled as an employee or be covered as a dependent of the other person, but not both. In addition, if you and your spouse are both covered under the Peter Kiewit Sons’, Inc. Health and Welfare Plan, only one parent may enroll your child as a dependent.  

For employees with access to the KiewitNetwork and Employee Self-Service (ESS), navigate to: KiewitNetwork > Career & Life > Employee Self Service (English/French/Spanish) > Benefits. Follow the instructions on the screen. You must be connected to the company network to access Employee Self-Service. You will need your network ID and corresponding password.

If you do not have online access, you must complete the Benefits Enrollment Form and return it to the Benefits Department within 31 days of your eligibility date to make changes. 

Your eligible dependents are eligible on the same day you become eligible for benefits, or the date of when the qualifying event occurred. Employees have 31 days from the date they become eligible for benefits, or 31 days from the qualifying event to make the necessary benefit changes.  

No, benefits cannot be reinstated. You must complete an enrollment form every time you are rehired unless you do not want to make changes to your auto enrollment coverage.

If online enrollment is not submitted or an enrollment form is not received by the Benefits Department, you will remain in the plan you are eligible to participate in with employee-only coverage for medical and dental. You will not be auto enrolled in vision coverage.  

Yes, however, you and your domestic partner must be registered with a state or local government domestic partner registry.

In addition, the company cost for the benefits for your registered domestic partner may be considered imputed income, and you will be taxed on that amount. The weekly deduction for coverage is considered after tax.

To understand that cost amount, contact the Benefits Department at [email protected] or 855-329-7907.  

If the provider is in the network, you will not need to submit a claim manually as the provider will automatically do this on your behalf.

If the provider is out-of-network, you will need to submit the claim manually. A claim form (located on the myuhc.com site) must be completed to receive reimbursement for any out-of-pocket expenses.

If you need assistance in submitting a claim, please contact UHC at 866-679-0948.  

On-site access – For employees with access to the KiewitNetwork and Employee Self-Service (ESS), navigate to: KiewitNetwork > Career & Life > Employee Self-Service (English/French/Spanish) > Benefits. Use the links to view or make changes if you are eligible. You must use your company computer to enroll or have remote VPN access to enroll off-site and will need your network ID and corresponding password.  

If you have access to the KiewitNetwork, go to Employee Self-Service within 31 days to add coverage for your newborn and when the Social Security number is received, notify the Benefits Department by calling 855-329-7907.  

If you do not have online access, you must complete the Benefits Enrollment form and return it to the Benefits Department within 31 days from the date of birth to add your newborn to your benefits. 

Yes, the medical plan has a deductible. Please visit the Medical page and review the Benefits Summary and Enrollment Guide for more information.  

Your medical, dental and vision benefits will end the last day of the month you separate from the company. All other benefits will end the last day worked, including your Flexible Savings Account (FSA).

COBRA paperwork will automatically be mailed to the address we have on file and, if you would like to keep your medical, dental and vision coverage, you will be responsible for electing the coverage and making the monthly premium payment to UnitedHealthcare.  

After termination, you have the option to convert your life and AD&D insurance to an individual policy. For more information, contact the Benefits Department at [email protected] or 855-329-7907.  

Medical, dental and vision coverage will end on the last day of the month that your spouse/child is no longer considered an eligible dependent.  

• Child – when the child reaches the age of 26. 
• Spouse – when you are legally separated/divorced.  

Refer to the key benefit terms for the definition of a spouse or eligible dependent. 

For more information, visit the Medical page and review the Benefits Summary and Enrollment Guide. You can also get personalized benefits guidance with ALEX, the interactive virtual tool that helps you choose the best benefits for your needs.

By asking you a few questions about your health, finances and preferences, ALEX can suggest plans that offer the right coverage at the best price. You and your family can use ALEX anytime, on any device, and your information is kept private.  

Yes, you will receive a medical card in the mail. The card will have your name and a list of all covered dependents.  

Yes, you will receive a dental insurance card in the mail. The dental card will list only the employee’s name.  

No. Vision Service Plan (VSP) is a paperless company and does not issue ID cards. Just let your provider know that you have VSP for vision insurance or, if you prefer, you can print an ID card by visiting vsp.com. For more information on the vision plan, visit the Vision page.  

Medical Card – Visit myuhc.com and register on the site. Select the option “Print an ID Card” on the far right to receive your temporary card. You can also download the UnitedHealthcare app and download a copy of the insurance ID card to your phone. If you have trouble with registration, please contact UnitedHealthcare at 866-679-0948 for assistance.  

Dental Card – Visit DeltaDentalNE.org/Kiewit and register on the site. Select the option “Print an ID Card” on the far right to receive your temporary card. You can also download the Delta Dental app and download a copy of the insurance ID card to your phone. If you have trouble with registration, please contact Delta Dental of Nebraska at 866-827-3319 for assistance.  

A Health Care Flexible Spending Account (FSA) is an account you put money into that you use to pay for certain out-of-pocket health care costs. You don’t pay taxes on this money, which means you’ll save an amount equal to the taxes you would have paid on the money you set aside.  

A Dependent Care FSA reimburses you for qualified dependent care expenses for children under 13 years old, such as childcare services while you or your spouse are at work or attending school full time. You can also use the account to pay for care for a physically or mentally disabled parent, child or other relative you claim as a tax dependent. 

You don’t pay taxes on this money, which means you’ll save an amount equal to the taxes you would have paid on the money you set aside. 

The Health Care FSA and the Dependent Care FSA are completely separate accounts for different uses. Money from one FSA cannot be used for the other account’s purpose.  

• Sample Health Care FSA expenses: doctor visits, hospital care, prescriptions, dental or vision expenses, etc.  

• Sample Dependent Care FSA expenses: licensed day care, elder care, preschool programs, etc.  

Here’s how the flexible spending account works:  

• Estimate your eligible medical expenses for the upcoming year (health care and/or dependent care).  
• Determine how much you want to have set aside from your pay to go into your FSA to pay for your eligible expenses for the coming year (this amount is called your “annual contribution”).  
• The annual contribution amount you elect to put into your FSA will be divided by the number of pay periods remaining in the plan year.  

FSAs are administered by Fidelity, and all account details and transactions can be fully managed online at netbenefits.com. Once you register and create a username and password, you can access your account online and see all transactions and balances. You will receive a debit card for FSA transactions.  

The IRS has a “use or lose” rule for FSAs. This rule states that you’ll lose any unused money still in your health care or dependent care FSA at the end of the plan year — so estimate what you want to direct to your FSA carefully.  

No. The IRS guidelines that govern this program do not allow this. Your FSA should only be used to pay for services/expenses incurred in your current plan year.

The plan year begins on your insurance effective date through Dec. 31 of the current plan year. Any changes in the annual contribution, due to a life event, can only be used from the life event date to Dec. 31 of the current plan year.  

Accessing your Flexible Spending Account is easy.  

• NetBenefits Access Card – Use your Visa debit card to pay for eligible health care expenses. Note: Itemized receipts should be saved for all FSA purchases made with the NetBenefits Access Card. You may be asked to submit receipts to verify that your expenses comply with IRS guidelines.  
• File a claim – Log into your account at NetBenefits.com and click on “File a Claim.”  

For Health Care FSA claims, you can be reimbursed even if your FSA balance is not enough to cover your claim (up to your annual contribution amount).  

Yes. Due to IRS regulations, your Health Care and Dependent Care FSA elections are only effective for one plan year. In other words, you must enroll each year that you choose to participate.  

Your Health Care FSA can be used to pay for a variety of health care expenses incurred by you, your spouse and your eligible dependents. Doctor visits, chiropractor fees, prescription drugs, deductibles, coinsurance, dental care and vision care not otherwise covered by a health plan are eligible health care expenses.  

If you are already enrolled in the Health Care FSA, you can find a comprehensive list of eligible expenses at netbenefits.com. If you are not enrolled, guidance regarding what constitute eligible medical expenses is provided in IRS Publication 502, which is available at www.irs.gov. You can also refer to the FSA Summary Plan Description available under 
Resources & Forms.  

 Yes, provided you meet the eligibility requirements for an FSA. 

You can submit your eligible expenses online for faster reimbursement through netbenefits.com. Claim forms are also available online at netbenefits.com or by calling Fidelity at 800-835-5095. Be sure to send your documentation with your claim form.  

Reminder: You must have the money in your account before you can submit a claim for reimbursement. You will receive a check for the reimbursement amount, or you have the option to have your reimbursement directly deposited into your bank account. Go to netbenefits.com to sign up for direct deposit.  

• Visit the Medical page of myjobbenefits.com  
• Visit netbenefits.com to find more information or to manage your FSAs  
• Call Fidelity at 800-835-5095  

• Eligible employees can make contributions to their 401(k) account on the first day of the month following 60 days of continuous employment.
• Rehired employees are eligible to make contributions to their 401(k) on the first day of the month from their rehire date, only if the employee is rehired within 12 months of termination date and met the original benefit waiting period during that time.
• If the rehire date is more than 12 months, the eligibility date will be the same as a new employee, the first day of the month following 60 days of continuous employment. 

Automatic Enrollment

• You will be automatically enrolled, contributing 4% of your pretax eligible weekly base pay.
• If you do not want to participate, you may waive your deferral amount by contacting Fidelity at 800-835-5095.
• If you have an existing account with Fidelity, log in with your username and password. If not, click Register as a new user and follow the instructions. You can access your account 24 hours a day.   
• When you become eligible to participate, you will receive an enrollment packet from Fidelity.  

For more information, visit the Financial Benefits page.  

You can view your balance or make changes to your contribution by visiting netbenefits.com or calling Fidelity at 800-835-5095.  

• You can contribute from 1% to 75% of your eligible weekly base earnings, up to a maximum amount set yearly by the IRS.
• You may select pretax, Roth 401(k) or after-tax deferrals, or a combination of each.
• Your pretax contributions are deducted from your weekly base pay and are not subject to federal or state income tax.

Roth Contributions

• If you select a Roth deferral, that portion of your contribution is taxed immediately.
• Roth contributions grow tax free for future distribution.
• An annually adjusted Internal Revenue Service (IRS) dollar limit also applies, and the dollar limit is $23,500 for 2025 (maximum for combined pretax and Roth 401(k) employee deferrals).  
• If you are 50 years old or older, you can make additional catch-up contributions of up to $7,500, for an annual contribution total of $31,000 for 2025.  

Reminder to those eligible for the company match: To take full advantage of company matching contributions, elect a contribution percentage that allows you to contribute throughout the year. Reaching the IRS limit too early in the year will forfeit company matching contributions after the IRS limit is reached. There is no true-up with matching contributions. There is no match for after-tax deferrals.  

This feature automatically increases participant contributions by 1% each year until the deferral percentage reaches 10% of eligible weekly base pay. You may elect at any time to opt out of the automatic escalation option or change the date or percentage of the automatic increase at netbenefits.com.  

Your years of service determine the amount you are vested.  

*One year of service consists of at least 1,000 hours worked in that calendar year.  

You can roll over a previous employer’s plan into your Pinnacle account. Qualified funds that the plan will accept are below: 

• 401(a)/401(k) Plans 
• Roth 401(a)/401(k) Plans 
• 403(b) Plans 
• Roth 403(b) Plans 
• 457(b) Governmental Plans 
• After Tax Accounts 
• Conduit IRA (rollover IRA) 
• Nonconduit IRA 

Contact Fidelity at 800-835-5095 for more information on the roll-over process.  

You can log in to the Fidelity website to view information about your 401(k) or call Fidelity at 800-835-5095. To log in, use your Social Security number and date of birth to create a user ID and password.  

Yes, basic life and accidental death and dismemberment (AD&D) insurance is offered by the company. The amount offered is $50,000. Life Insurance and AD&D have a Benefit Reduction Schedule, which means coverage is reduced to 65% starting at age 65, 45% at age 70, 30% at age 75 and 20% at age 80.  

Visit the Additional Insurance page for more information. 

Yes. However, you will be considered a late enrollee and will be required to submit Evidence of Insurability. During your new hire enrollment period, or qualifying life event, you can enroll without showing Evidence of Insurability if you elect a coverage amount up to five times your annual base hourly wage, to a maximum of $200,000.  

The amount of supplemental life insurance varies:  

• Employee – The maximum coverage is $1 million, in increments of $10,000 not to exceed eight (8) times your annual base hourly wage. During the new hire enrollment period, employees can enroll without showing Evidence of Insurability for a coverage amount up to five (5) times the annual base hourly wage, to a maximum of $200,000. Anything over that amount would require Evidence of Insurability.  
• Spouse – The maximum coverage is $250,000 in increments of $5,000, not to exceed one-half of the employee’s coverage. Upon initial offering, spouse can be enrolled without showing Evidence of Insurability for coverage up to $50,000; anything over that amount would require Evidence of Insurability.  
• Dependent Child(ren) – The maximum coverage is $10,000 in increments of $2,000. The coverage amount elected will represent the amount for each child.

No. You are required to enroll yourself in supplemental life insurance coverage in order for your dependents to be covered.  

Note: Your dependents may not be enrolled in Supplemental Life Insurance unless you are also enrolled. You and your spouse may each be enrolled as an employee or be covered as a dependent of the other person, but not both. In addition, if you and your spouse are both covered under Supplemental Life Insurance, only one parent may enroll your child as a dependent. 

Yes. You are automatically enrolled in short-term disability insurance at no cost to you. You also have the option to buy voluntary long-term disability insurance. Voluntary long-term disability coverage is a one-time offering available when you become eligible for benefits. You can still enroll after the 31-day enrollment period, but your application will be subject to Evidence of Insurability.  

Visit the Additional Insurance  page for more information.  

No. The disability plans are for employees only.  

AD&D insurance provides a lump sum payment if death or dismemberment is the direct result of an accident. An employee enrolled in AD&D insurance who becomes dismembered because of an accident will be paid according to the schedule of indemnities listed in the summary plan description. The employee is the beneficiary of any dependent claims. AD&D coverage does not require proof of good health and can be added or dropped at any time.  

The minimum amount is $10,000, and you can add up to a maximum of $500,000 in increments of $10,000. You can elect coverage for yourself only or for you and your family.  

Pinnacle offers programs to help employees with writing a will and other legal documents. The programs are offered through New York Life Insurance Company and Lyra.  

To learn more about these programs, visit the Financial Benefits page.   

Yes. New York Life and Lyra provide help to employees and their dependents who become victims of identity theft. Visit the Financial Benefits page for more information.