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Aspen offers basic and voluntary life and accidental death and dismemberment (AD&D) coverage.
Group Basic Life and AD&D Insurance
Group basic life insurance provides financial protection for your family in case of your death or dismemberment. This benefit doesn’t earn interest and has no cash value, but can help protect the financial future of your loved ones.
You have four basic life insurance plans to choose from. You can refer to the plan summaries in the Documents section for full plan details.
Note: Life insurance coverage over $50,000 is considered “imputed income” and will be added to your taxable earnings. Life and AD&D benefits are not taxable to the beneficiary.
Voluntary Life and AD&D Insurance
Voluntary life and AD&D insurance provides an extra layer of protection in the case of your death or if you become dismembered in an accident. Coverage is also available for eligible spouses and children.
Additional Resources
Contact MetLife
To learn more about life and AD&D insurance, please visit the Forms and Files Guide.
Basic Group Term Life Insurance
Voluntary Life Insurance
Lively administers our LSA, a lifestyle benefit that allows you to get reimbursed for a wide-range of expenses that aren’t typically related to your medical needs.
Lively covers activities and equipment for every interest—you can use your LSA to fund items like:
After you purchase your LSA-eligible expense out of pocket, you can submit a reimbursement request through your account. Your request will be reviewed within two business days, and once approved the money will be sent to your linked bank account!
Getting Started
How to Use Your LSA
If you have any questions, please contact Lively at:
Aspen offers employers both short-term and long-term disability benefit plans for their eligible employees.
Short-Term Disability (STD) and Long-Term Disability (LTD)
The STD plan is designed to provide income replacement if you are unable to work due to a non-work related injury.
The LTD plan is designed to provide income replacement if you are unable to work for a period longer than 180 days, due to injury or illness.
These employer-funded options require 100% participation and come with a gross-up feature that will tax employees on the employer-paid premiums. By paying the tax up front, any benefits you receive will become tax free.
Please reach out to AspenHR if you have further questions.
Supplemental Disability Coverage
The STD and LTD plans offer additional supplemental/voluntary coverage if you feel you need additional protection. The new voluntary option is now available for employers who want to offer disability plans, but on a voluntary basis to their employees.
Additional Resources
Contact MetLife
To learn more about short-term and long-term disability, please visit the Forms and Files Guide or review the STD and LTD Claim Process.
Employer-Paid Options
Short-Term Disability (STD):
Long-Term Disability (LTD):
Voluntary Options
Statutory Disability
For more information about the state programs click here.
Value Add Benefits
HSA and FSA options are not a part of this Open Enrollment. If you are changing medical plan types, a benefits representative will reach out to you on a one-on-one basis to discuss your options for the remainder of 2026.
You will have the opportunity to enroll in flexible spending accounts with Inspira later this year.
An FSA is a pre-tax account used to pay for eligible out-of-pocket medical, dental, vision and hearing expenses not covered by the medical plan. We offer several types of FSA plans.
The Health Care Reimbursement Account is for out-of-pocket medical, dental, vision and hearing expenses incurred by the employee and their qualifying eligible dependents.*
The Dependent Care FSA can be used to pay employee expenses related to the cost of dependent care while the employee is at work or school. This includes care of a dependent child under the age of 13 (e.g., babysitters, nursery schools, pre-school and daycare) or care of household members who are physically or mentally incapable of caring for themselves and qualify as federal tax dependents.
The Limited-Purpose FSA only reimburses eligible dental and vision expenses. This plan is most frequently used when the employer offers a health savings account (HSA).
Note: For the 2025 plan year, all FSA accounts will have a grace period through March 15, with no rollover of funds into the next year.
*IRS regulations do not allow anyone to make or receive HSA contributions if they are enrolled in the health care FSA.
Commuter Spending Account
Employees can reduce their work-related transportation expenses when they enroll in a commuter spending account.
To enroll, employees should calculate how much money they need for work-related transit and/or parking each month. This amount can then be deducted from their paycheck pre-tax, and put into their commuter account. These pre-tax dollars can be used to pay for train tickets, bus passes, etc.
Note: This account defines a monthly maximum for eligible mass transit and parking expenses.
Non-discrimination Testing Rules
Non-discrimination testing rules were created by the IRS to prevent employers from discriminating in favor of individuals who are either highly compensated or otherwise key to the business. Testing shows whether or not the FSA plan is discriminating in favor of these employees. Aspen HR is required to test this FSA plan on an annual basis and if the plan is found to be discriminating, annual elections for the FSA may need to be changed or terminated. Aspen HR will send out a notification if this applies to your elections.
If you are new to Engage, review this information to avoid exceeding the annual contribution limit.
The 2027 Health Savings Account (HSA) contribution limits are $4,500 for self-only coverage and $9,000 for family coverage, with an additional $1,000 catch-up contribution allowed for individuals aged 55 or older. [1]
Key 2027 Contribution and Plan Limits
Why Overcontributing is Risky
Additional Resources
AspenHR offers three additional voluntary benefits for employees through MetLife: hospital indemnity insurance, accident insurance and critical illness insurance. Each plan is paid 100% by employees.
Despite having medical and disability insurance, many people are simply not prepared to pay the expenses that come with their injuries after an accident. Accident coverage rounds out medical and disability insurance with a direct cash benefit to help you pay for any unexpected costs. Review the plan summary for full details and costs.
Critical illness insurance complements your medical and disability benefits. It can ease the financial impact of certain critical illnesses by helping to pay for some of the expenses left uncovered, such as medical copays, transportation to treatment centers, childcare and more. Critical illness insurance does not replace your medical insurance; rather, it provides a lump-sum payment when you become ill with certain covered conditions.
Life can be unexpected, and this policy is designed to pay for the costs of a hospital or ICU admission for a covered sickness or injury. It provides a lump-sum cash payment, in addition to any other payments you may receive from your medical plan. Review the plan summary for full details and costs.
Contact MetLife Ancillary Insurance
For More Information
AspenHR offers an HSA, which is a medical savings account that lets employees pay for out-of-pocket health care expenses with pre-tax dollars. Note: Employees are only eligible to participate in the HSA if they are enrolled in an HSA-qualified high-deductible health plan (HDHP).
An HSA is an individual account, fully owned by the account holder in the same manner as a personal bank account. Once funds are contributed, whether by the employee, employer or anyone else, the employee immediately becomes the owner of the funds in their account. Any interest or earnings on the HSA funds belong to the employee. There is no deadline to spend these funds.
An HSA offers employees a triple-tax advantage as well as a method to save for future health care expenses. Contributions, interest and investment earnings, and payments from their HSA (for qualified medical expenses) are all tax free.
Additional Resources
Slavic401k is one of the fastest growing 401(k) providers in the U.S., specializing in multiple employer 401(k) plans. Slavic401k provides a powerful, integrated 401(k) solution tailored to meet the unique needs of plan sponsors, PEOs, service bureaus, worksites and participant-investors alike.
Slavic401k Benefits and Features
Custody and trading platform provided by Fidelity Investments: Each invested dollar placed under our care is backed by one of the most trusted names in the financial business: Fidelity. Other trading platforms include Mid-Atlantic and Matrix.
Registered investment advisors: With a team of seasoned, licensed investment advisors in house, participants can receive personalized investment advice completely free of charge.
Advanced plan administration: From top-heavy testing to Safe Harbor, ADP, ACP and everything in between, our laser focus on compliance keeps your relationship with your clients free from 401(k)-related problems.
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Personal financial worries can be a distraction at work, and in turn can have an impact on employee productivity.
That’s why financial wellness has become an essential component of today’s benefits package, offering financial education that goes beyond 401(k). PlanSmart provides ready-to-use communications and user-friendly online registration to help employees get started.
Pave is a personalized investment advisor that builds and manages a custom investment portfolio just for you. You’ll receive regular updates on your portfolio, which is built for you from scratch.
All you need to get started is $50! You can download the Pave mobile app through the Apple App Store or Google Play (access code: ASPEN8).
We offer specialized executive benefits to meet the individual needs of your company, with no underwriting. From disability insurance to income protection, you can ensure your top talent have the security they need.
This annual enrollment period is the only opportunity to enroll in benefits until the next open enrollment period unless you experience a qualifying life event and request a change to your benefits within 30 days of the life event.
