Transparency in Coverage
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Subsection Title
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Flexible Spending Account (FSA)
Budget & Pay for Anticipated ExpensesPay for Expenses with an FSA
FSA Options & Eligibility
Flexible Spending Accounts (FSAs) are a convenient way to budget and pay anticipated expenses pretax. Bloomin’ Brands offers you two types of FSAs, administered by Wex:
- Healthcare FSA: For eligible healthcare expenses for you and your dependents.
- Dependent Care FSA: For eligible dependent day care expenses.
If you enroll in a Bloomin’ Benefits HSA medical plan, the Healthcare FSA is not available to you. Instead, you can contribute to your Health Savings Account (HSA).
Account Highlights
Healthcare FSA Overview
The Healthcare FSA is a way to pay for healthcare expenses for you and your tax dependents, including dependents who are not enrolled in your Bloomin’ Brands medical plan.
Use the Healthcare FSA to pay for:
- Medical, dental, and vision deductibles, copays, and coinsurance.
- Qualified health expenses not covered by your health plan, such as Lasik eye surgery.
For more details, refer to Wex’s Healthcare FSA Information Sheet.
| 2024 | 2025 | |
|---|---|---|
| Annual contribution | $130 minimum $3,050 maximum | $130 minimum $3,200 maximum |
| For services incurred | Jan. 1 - Dec. 31 | Jan. 1 - Dec. 31 |
| Claims must be received by | March 31 of the following year | March 31 of the following year |
| Unused funds | Forfeited | Forfeited |
Dependent Care FSA Overview
The Dependent Care FSA enables you to pay with pre-tax dollars for daycare expenses for your children and mentally or physically disabled dependents of any age.
Use the Dependent Care FSA to pay for:
- Babysitters or companions, including relatives over age 19 whom you do not claim as tax exemptions who care for your dependents so you can work.
- Education expenses, such as nursery school for children not yet in kindergarten.
- Daycare expenses for children under 13.
For more details, refer to Wex’s Dependent Care FSA Information Sheet.
| Annual contribution | $130 min; $5,000 max per household (or $2,500 if you’re married and file separate federal tax returns) |
| For services incurred | Jan. 1 - Dec. 31 |
| Claims must be received by | March 31 of the following year |
| Unused funds | Forfeited |
For a complete list of FSA-eligible healthcare and dependent care expenses, review Wex’s eligible expenses chart linked below.
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Using Your FSA Benefits Debit Card
Use your Wex Benefits debit card to pay for eligible services and products. Payments are automatically withdrawn from your account, so there are fewer out-of-pocket costs, and no waiting for reimbursement.
Out-of-Pocket Expense Reimbursements
Submit a request for reimbursement for out-of-pocket expenses where your Wex Benefits debit card was not used. For more details, refer to the Claim Form.
All claims incurred during the time you are eligible in that calendar year must be submitted for reimbursement no later than March 31. For example, if you were eligible for the entire year, from Jan. 1 – Dec. 31, you would have until March 31 of the following year to make sure you have submitted to Wex all prior year claims for reimbursement.
Required Documentation
To show that expenses incurred are eligible, the IRS requires certain purchases made with an FSA to be substantiated.
Be sure to provide substantiation to Wex for any claims you submit to them or use your FSA debit card throughout the year to prove your claim was an eligible expense as defined by the IRS. If you do not provide substantiation, Bloomin’ Brands will be required to deduct the unsubstantiated claim amount from a future paycheck on a post-tax basis.
- Not every claim will require substantiation.
- Review Wex’s Employee FSA Guide for details on what purchases require documentation, and how to submit.
- In addition to more traditional claim submission options (mail and fax), you can enter your claim online and via the Wex Discovery Benefits mobile app available for Apple and Android devices.
If you still have questions, read through Wex’s Substantiation FAQs.
Use-It-or-Lose-It Rule
Don’t forget to spend your FSA dollars. You will forfeit any money left in your account if you have not used all of your FSA dollars before a) the end of the plan year on Dec. 31, b) the date you are no longer eligible for benefits, and/or c) your last day of employment; whichever comes first.
Wex Benefits
Flexible Spending Accounts (FSAs) & COBRA Continuation Coverage
Contact Information
Available Monday through Friday from 6 a.m. to 9 p.m. CT.
Phone: 1-866-451-3399
Fax: 1-866-451-3245
Quick Links
Vision
Get the Most From Your Vision BenefitsVision Coverage
Plan Highlights
The vision plan includes coverage for vision exams, eyeglass frames, and lenses (including contacts). Coverage is best when you use a provider in the vision network.
- You enroll in vision separately from medical coverage and dental coverage.
- Coverage is offered through VSP to help pay for routine vision services and supplies.
- When you use a VSP network provider, you will pay less than if you use a provider not in the VSP network.
Plan Overview
| Coverage Feature | In Network | Out of Network |
|---|---|---|
| Eye exam (once every calendar year) | Covered 100% after $15 copay | Up to $35 allowance |
| Eyeglass lenses (once every calendar year) | ||
| Single vision | Covered 100% after $15 copay | Up to $25 allowance |
| Lined bifocal | Covered 100% after $15 copay | Up to $40 allowance |
| Lined trifocal | Covered 100% after $15 copay | Up to $55 allowance |
| Eyeglass frames (every other calendar year) | Up to $130 allowance | Up to $45 allowance |
| Contact lenses (once every calendar year, in lieu of eyeglass lenses and frames) | Up to $130 allowance | Up to $105 allowance |
| Progressive lens enhancements (Standard/Custom/Premium) | Up to $50 - $160 | Up to $40 allowance |
| Other lens enhancements (Coatings, Tinting, Polycarbonate, etc.) | Ask VSP | N/A |
| Filing a claim | Your VSP provider will submit your claim for you | You pay upfront and are reimbursed after filing your claim |
Biweekly Rates
| 2023-2024 | VSP |
|---|---|
| Team Member only | $2.21 |
| Team Member and spouse | $4.41 |
| Team Member and child(ren) | $4.73 |
| Team Member and spouse and child(ren) | $7.56 |
VSP Vision Care
Vision Coverage
Plan Information
The vision plan includes coverage for vision exams, eyeglass frames, and lenses (including contacts). Coverage is best when you use a provider in the vision network.
- You enroll in vision separately from medical coverage and dental coverage.
- Coverage is offered through VSP to help pay for routine vision services and supplies.
- When you use a VSP network provider, you will pay less than if you use a provider not in the VSP network.
Vision Plan Overview
| In-Network Coverage | Out-of-Network Coverage | |
|---|---|---|
| Eye exam (once every calendar year) | Covered 100% after $15 copay | Up to $35 allowance |
| Eyeglass lenses (once every calendar year) | Covered 100% after $15 copay | Single vision: Up to $25 allowance Lined bifocal: Up to $40 allowance Lined trifocal: Up to $55 allowance |
| Eyeglass frames (every other calendar year) | Up to $180 allowance | Up to $45 allowance |
| Contact lenses (once every calendar year, in lieu of eyeglass lenses and frames) | Up to $130 allowance | Up to $105 allowance |
| Filing a claim | Your VSP provider will submit your claim for you | You pay upfront and are reimbursed after filing your claim |
Dental Plan Costs Per Paycheck
| VSP | |
|---|---|
| You | $2.21 |
| You + Spouse | $4.41 |
| You + Child(ren) | $4.73 |
| Family | $7.56 |
Helpful Resources
VSP Vision Care
Dental Coverage
Keep Your Pearly Whites Bright with Dental CoverageDental Insurance Plans
Bloomin’ Brands offers two dental coverage options administered by Cigna: the DPPO and the DHMO. Review the plan information below to decide which coverage is best for you.
For a detailed list of services and charges under the Cigna DHMO plan, refer to the Patient Charge Schedule.
Key Differences Between the DPPO & DHMO
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| DPPO | DHMO | |
|---|---|---|
| Deductible | A low deductible | No deductible |
| Out-of-Network Coverage | Covers out-of-network services | Does not cover out-of-network services |
| Copays | You pay a percentage of the cost for basic and major care | You pay a fixed copay for basic and major care |
| Benefit Maximum | Annual benefit maximum | No annual benefit maximum |
| Preventative Care | Preventive care covered 100% in Cigna network | Preventive care covered 100% in Cigna network |
| What You Pay | Higher paycheck contributions | Lower paycheck contributions |
| Your Provider | Designated primary dentist is not required | You must select a primary dentist to coordinate benefits |
Plan Comparison & Rates
For a detailed list of services and charges under the Cigna DHMO plan, refer to the Patient Charge Schedule.
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| Coverage Feature | DPPO In Network | DPPO Out of Network | DHMO |
|---|---|---|---|
| Deductible per calendar year | |||
| Per individual | $50 | $100 | $0 |
| Family maximum | $150 | $300 | $0 |
| Preventive care (exams, cleanings) | Plan pays 100% | Plan pays 80% of MRC* | Plan pays 100% |
| Basic care (fillings, extractions, root canals, and denture repairs) | Plan pays 80% after deductible | Plan pays 50% of MRC* after deductible | Refer to your Patient Charge Schedule for costs and covered services |
| Major care (bridges, crowns, dentures) | Plan pays 50% after deductible | Plan pays 40% of MRC* after deductible | Refer to your Patient Charge Schedule for costs and covered services |
| Benefit maximum per calendar year | $1,500 per person** (combined in- and out-of-network coverage) | No benefit maximum | |
| Orthodontia (available for dependent children under age 19) | Plan pays 50% (no deductible required) | Refer to your Patient Charge Schedule for costs and covered services | |
| Lifetime maximum orthodontia benefit maximum | $1,000 per person (combined in- and out-of-network coverage) | No benefit maximum | |
| Coverage for pediatric dentist | No age limit | Eligible until age 13 |
*Cigna’s Maximum Reimbursable Charge (MRC) is based on the 90th percentile, which means that 9 out of 10 dentists’ fees (for the same service in the same geographical area) are within Cigna’s MRC. If your provider charges more than Cigna’s MRC, you are responsible for paying the difference.
**If you were enrolled in the Bloomin’ Brands DPPO dental plan and received preventive care in a prior year, your annual maximum benefit will increase to $1,750 for the following year. Each of your covered dependents must also obtain preventive care to receive an increase in their own annual maximum benefit. When you or your dependents remain enrolled in the DPPO dental plan and continue to receive preventive care, the annual maximum benefit will continue to increase the following year, up to a maximum of $2,000.
The Cigna Dental Oral Health Integration Program offers additional dental care for employees who are being treated by a physician for certain illnesses and are enrolled in either of BBI’s Dental plans (DPPO or DHMO).
Biweekly Rates
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| 2023-2024 | DPPO | DHMO |
|---|---|---|
| Team Member only | $12.91 | $6.84 |
| Team Member and spouse | $27.11 | $12.39 |
| Team Member and child(ren) | $23.21 | $18.77 |
| Team Member and spouse and child(ren) | $37.45 | $25.98 |
Once you’ve enrolled in a dental plan, you’ll want to register for myCigna so that you can access your plan details, manage claims, and review treatment estimates.
Get the myCigna App
The myCigna app is available for Apple and Android devices. With the app, you can:
- View digital ID cards for you and your enrolled dependents.
- Find a dental provider in the Cigna network.
- Find out if you’ve met your deductible.
- Determine how much of your dental benefits you have used for the current plan year.
Helpful Resources
Cigna
Dental Insurance Plans
Bloomin’ Brands offers two dental coverage options administered by Cigna: the DPPO and the DHMO. Review the plan information below to decide which coverage is best for you.
For a detailed list of services and charges under the Cigna DHMO plan, refer to the Patient Charge Schedule.
Dental Plan Coverage Comparison
| DPPO (In-Network) | DPPO (Out-of-Network) | DHMO (In-Network Only) |
|
|---|---|---|---|
| Calendar-year deductible (per individual) | $50 | $100 | $0 |
| Calendar-year deductible (family maximum) | $150 | $300 | $0 |
| Preventive care (exams, cleanings) | Plan pays 100% | Plan pays 80% | Plan pays 100% |
| Basic care (fillings, extractions, root canals, and denture repairs) | Plan pays 80% after deductible | Plan pays 50% after deductible | Refer to your Patient Charge Schedule for costs and covered services |
| Major care (bridges, crowns, dentures) | Plan pays 50% after deductible | Plan pays 40% after deductible | Refer to your Patient Charge Schedule for costs and covered services |
| Benefit maximum (per calendar year) | $1,500 per person — first year (combined in-network and out-of-network coverage) | $1,500 per person — first year (combined in-network and out-of-network coverage) | No benefit maximum |
| Orthodontia (available for dependent children under age 19) | Plan pays 50% (no deductible required) | Plan pays 50% (no deductible required) | Refer to your Patient Charge Schedule for costs and covered services |
| Lifetime orthodontia (benefit maximum) | $1,500 per person (combined in-network and out-of-network coverage) | $1,500 per person (combined in-network and out-of-network coverage) | No benefit maximum |
**If you were enrolled in the Bloomin’ Brands DPPO dental plan and received preventive care in a prior year, your annual maximum benefit will increase to $1,750 for the following year. Each of your covered dependents must also obtain preventive care to receive an increase in their own annual maximum benefit. When you or your dependents remain enrolled in the DPPO dental plan and continue to receive preventive care, the annual maximum benefit will continue to increase the following year, up to a maximum of $2,000.
The Cigna Dental Oral Health Integration Program offers additional dental care for employees who are being treated by a physician for certain illnesses and are enrolled in either of BBI’s Dental plans (DPPO or DHMO).
Dental Plan Costs Per Paycheck
| DPPO | DHMO | |
|---|---|---|
| You | $13.04​ | $6.98​ |
| You + Spouse | $27.38​ | $12.65 |
| You + Child(ren)​ | $23.44​ | $19.15 |
| Family​ | $37.83 | $26.50​ |
Key Differences Between the DPPO & DHMO
| DPPO | DHMO | |
|---|---|---|
| Deductible | A low deductible | No deductible |
| Out-of-Network Coverage | Covers out-of-network services | Does not cover out-of-network services |
| Copays | You pay a percentage of the cost for basic and major care | You pay a fixed copay for basic and major care |
| Benefit Maximum | Annual benefit maximum | No annual benefit maximum |
| Preventative Care | Preventive care covered 100% in Cigna network | Preventive care covered 100% in Cigna network |
| What You Pay | Higher paycheck contributions | Lower paycheck contributions |
| Your Provider | Designated primary dentist is not required | You must select a primary dentist to coordinate benefits |
Helpful Resources
Once you’ve enrolled in a dental plan, you’ll want to register for myCigna so that you can access your plan details, manage claims, and review treatment estimates.
Get the myCigna App
The myCigna app is available for Apple and Android devices. With the app, you can:
- View digital ID cards for you and your enrolled dependents.
- Find a dental provider in the Cigna network.
- Find out if you’ve met your deductible.
- Determine how much of your dental benefits you have used for the current plan year.
Cigna
Life Events & Changing Your Benefits
When & How You Can Change Your BenefitsOutside of initial enrollment or the annual open enrollment period, you cannot change your benefit elections unless you experience a qualifying life event. Benefit changes will take effect on the first day of the calendar month following the date of your qualifying life event, with the exception of birth or adoption, which are effective as of the date of birth or adoption.
Qualifying Life Events
If you experience a change in your situation – such as getting married, having a baby, or losing health coverage – this may be considered a qualifying life event, giving you the opportunity to enroll in or update your existing benefits.
This list of qualifying life events details the following for each situation:
- An explanation of the life event.
- Which Team Members are eligible to make changes.
- The amount of time you have to make changes (i.e. the special enrollment period).
- What coverage you can elect or change.
Are you new to Bloomin’ Brands? Visit our information page for New Hires.
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Adding a Dependent Resulting from Birth, Adoption or Guardianship
- Birth of a child: when a Team Member is the biological mother or father of a child (60-day special enrollment period)
- New dependent (not a birth): if a Team Member has adopted a child or has been identified as a legal guardian (31-day special enrollment period)
Who is eligible to make this change: All benefits-eligible Team Members
Coverage you can elect or change: Medical, Dental, Vision, and/or HSA
If you have a baby and/or adopt a child and notify BBI of the change within 31 days (60 days for the birth of a child), your child’s coverage will take effect on the birth and/or adoption date.
Removing a Dependent
- When a dependent obtains coverage elsewhere (31-day special enrollment period)
- When a child reaches 26 years of age and is no longer eligible under their parent or guardian’s plan (31-day special enrollment period)
- When a child is no longer a dependent of the Team Member (31-day special enrollment period)
Who is eligible to make this change: All Team Members enrolled in benefits
Coverage you can elect or change: Medical, Dental, Vision, and/or HSA
Change in Marital Status
- When a Team Member wants to add or remove a spouse due to a marriage, divorce, legal separation, or annulment (31-day special enrollment period)
Who is eligible to make this change: All benefits-eligible and Team Members
Coverage you can elect or change: Medical, Dental, Vision, and/or HSA
Change in Non-Bloomin' Spousal Coverage
- If you or your spouse has lost or gained coverage outside of Bloomin’ Brands benefits coverage (31-day special enrollment period)
Who is eligible to make this change: All benefits-eligible Team Members
Coverage you can elect or change: Medical, Dental, Vision, and/or HSA
Change in HSA Contribution
- If a Team Member wishes to change their payroll contribution toward their Health Savings Account (HSA), not their health coverage
Who is eligible to make this change: All Team Members who have a Health Savings Account (HSA)
Coverage you can elect or change: HSA
This does not apply to or initiate a change in coverage already elected.
Change in Beneficiary
- If a Team Member wishes to change their beneficiary for their Group Term Life/AD&D
Who is eligible to make this change: All enrolled Team Members
Coverage you can elect or change: Beneficiary Designation(s) for Group Term Life and AD&D
This does not apply to or initiate a change in coverage already elected.
Job Change with Bloomin' Brands
- When a Team Member has been promoted from an hourly to a salaried position, or to an hourly position with salaried benefits, becoming eligible for additional benefits (45-day special enrollment period)
Who is eligible to make this change: Hourly Team Members promoted to a salaried position (i.e. Salaried, MIT, Sous Chefs, PDD, GEDM, or Flex Manager)
Coverage you can elect or change: Medical, Dental, Vision, Medical FSA, Dependent Care FSA, HSA, Employee and Spousal Supplemental Life, Employee and Spousal Supplemental AD&D, Child Life Insurance, Short-Term Disability Buy-Up Insurance, and/or Long-Term Disability Buy-Up Insurance
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Adding a Dependent Resulting from Birth, Adoption or Guardianship
- Birth of a child: when a Team Member is the biological mother or father of a child (60-day special enrollment period)
- New dependent (not a birth): if a Team Member has adopted a child or has been identified as a legal guardian (31-day special enrollment period)
Who is eligible to make this change: All benefits-eligible Team Members
Coverage you can elect or change: Medical, Dental, Vision, Medical FSA, Dependent Care FSA, HSA, and/or Child Life Insurance
If you have a baby and/or adopt a child and notify BBI of the change within 31 days (60 days for the birth of a child), your child’s coverage will take effect on the birth and/or adoption date.
Removing a Dependent
- When a dependent obtains coverage elsewhere (31-day special enrollment period)
- When a child reaches 26 years of age and is no longer eligible under their parent or guardian’s plan (31-day special enrollment period)
- When a child is no longer a dependent of the Team Member (31-day special enrollment period)
Who is eligible to make this change: All Team Members enrolled in benefits
Coverage you can elect or change: Medical, Dental, Vision, Medical FSA, Dependent Care FSA, HSA, and/or Child Life Insurance
Change in Marital Status
- When a Team Member wants to add or remove a spouse due to a marriage, divorce, legal separation, or annulment (31-day special enrollment period)
Who is eligible to make this change: All benefits-eligible and Team Members
Coverage you can elect or change: Medical, Dental, Vision, Medical FSA, Dependent Care FSA, HSA, Dependent Life Insurance, and/or Spouse AD&D
Change in Non-Bloomin' Spousal Coverage
- If you or your spouse has lost or gained coverage outside of Bloomin’ Brands benefits coverage (31-day special enrollment period)
Who is eligible to make this change: All benefits-eligible Team Members
Coverage you can elect or change: Medical, Dental, Vision, Medical FSA, Dependent Care FSA, and/or HSA
Change in HSA Contribution
- If a Team Member wishes to change their payroll contribution toward their Health Savings Account (HSA), not their health coverage
Who is eligible to make this change: All Team Members who have a Health Savings Account (HSA)
Coverage you can elect or change: HSA
This does not apply to or initiate a change in coverage already elected.
Change in Beneficiary
- If a Team Member wishes to change their beneficiary for their Group Term Life/AD&D, Supplemental AD&D, or Supplemental Life
Who is eligible to make this change: All enrolled Team Members
Coverage you can elect or change: Beneficiary Designation(s) for Group Term Life and AD&D, Supplemental Life Insurance, and/or Supplemental AD&D
This does not apply to or initiate a change in coverage already elected.
Job Change with Bloomin' Brands
- When a Team Member has been promoted from an hourly to a salaried position, or to an hourly position with salaried benefits, becoming eligible for additional benefits (45-day special enrollment period)
Who is eligible to make this change: Hourly Team Members promoted to a salaried position (i.e. Salaried, MIT, Sous Chefs, PDD, GEDM, or Flex Manager)
Coverage you can elect or change: Medical, Dental, Vision, Medical FSA, Dependent Care FSA, HSA, Employee and Spousal Supplemental Life, Employee and Spousal Supplemental AD&D, Child Life Insurance, Short-Term Disability Buy-Up Insurance, and/or Long-Term Disability Buy-Up Insurance
How to Make Changes
Submit Your Change in BBI Connect
Make sure you have the Social Security number and date of birth for each dependent or beneficiary, if applicable.
- Log into BBI Connect.
- Locate the Myself tab and select Life Events
- Select which life event applies.
- Submit your change.
- Email your supporting documentation to bbiconnect@bloominbrands.com.
Supporting Documentation
Any changes that you make must be consistent with your qualifying life event. Supporting documentation is required within 31 days of the qualifying life event date, or within 60 days when adding a newborn child to your coverage.
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| Life Event | Documentation Needed |
|---|---|
| Gain of other coverage | Document showing the new coverage and the effective date of this coverage, making sure that each dependent for whom you are removing coverage is listed on the documentation. |
| Loss of other coverage | Document showing the loss of coverage and the termination date of coverage, making sure that each dependent for whom you are adding coverage is listed on the documentation. |
| Divorce, annulment, or legal separation | A copy of your divorce, annulment or legal separation papers. For a marriage: A copy of your marriage certificate. |
| Adding a dependent as a result of birth, adoption, etc. | A copy of the birth certificate or hospital records, adoption paperwork, court order, etc. |
Change in Status
Section Title
Subsection Title
Text.
Medical Coverage
Medical Insurance
Benefits-eligible Team Members have a choice of four medical insurance plans administered by Blue Cross and Blue Shield of Florida (BCBSFL).
Get Started
- First, use the information below to compare the coverage offered and what you would pay for each plan.
- Then, learn how to choose and use your plan and your health savings or reimbursement account (HSA or HRA).
- Once you’re a member, activate your account in My Health Toolkit to take advantage of services, programs, and resources from BCBSFL.
Helpful Terms & Definitions
Deductible
This is the amount you must pay for your eligible medical and prescription drug claims before your health plan starts to share in the cost. If you receive non-covered services (such as cosmetic surgery), or are balance billed by an out-of-network provider, these expenses will not count toward your deductible.
Coinsurance
It is a percentage amount that you are responsible for paying after you have met your deductible but before you have met your out-of-pocket maximum. This is when the plan starts to share in the cost of eligible claims.
Out-of-Pocket Maximum
The out-of-pocket maximum is the maximum amount you are responsible to pay for eligible, covered expenses during a calendar year. If you receive non-covered services (such as cosmetic surgery), or are balance billed by an out-of-network provider, these expenses will not count toward your out-of-pocket maximum.
Blue Cross & Blue Shield of Florida (BCBSFL)
Medical
Contact Information
Medical: 1-833-578-1132
Quit for Life: 1-866-784-8454
Quick Links
Plan Information
There are four BCBSFL medical plan options for you to choose from: Choice HSA, Value HSA, Choice HRA, and Value HRA.
- Under the BCBSFL medical plans, you can see any doctor (including specialists) or use any hospital in the network: no referrals are required and you don’t need to choose a primary care physician (PCP).
- When you receive care outside of the network, you are covered by insurance, but your costs will be higher.
- Preventive care is covered 100% with in-network providers.
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Medical Plan Coverage Comparison
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| Benefit | Choice HSA | Value HSA | Choice HRA | Value HRA |
|---|---|---|---|---|
| Health Rewards you can earn | Up to $400/individual coverage; Up to $800/family coverage; Up to $150 additional for spouse | Up to $400/individual coverage; Up to $800/family coverage; Up to $150 additional for spouse | Up to $400/individual coverage; Up to $800/family coverage; Up to $150 additional for spouse | Up to $400/individual coverage; Up to $800/family coverage; Up to $150 additional for spouse |
| Wellness/preventive care | Covered in full (eligible office visits, labs, screenings, and contraceptives) | Covered in full (eligible office visits, labs, screenings, and contraceptives) | Covered in full (eligible office visits, labs, screenings, and contraceptives) | Covered in full (eligible office visits, labs, screenings, and contraceptives) |
| Calendar year deductible (medical and prescription drugs) | $2,500/individual; $5,000/family | $4,300/individual; $8,600/family | $5,000/individual; $10,000/family | $6,550/individual; $13,100/family |
| Office and urgent care visits | 20% after deductible | 20% after deductible | 30% after deductible | 0% after deductible |
| Teladoc visits | $55 (general visits) $85 (dermatology) Varies for mental health services | $55 (general visits) $85 (dermatology) Varies for mental health services | $55 (general visits) $85 (dermatology) Varies for mental health services | $55 (general visits) $85 (dermatology) Varies for mental health services |
| Emergency room | $300 copay after deductible | $300 copay after deductible | $300 copay after deductible | 0% after deductible |
| Hospital care | 20% after deductible | 20% after deductible | 30% after deductible | 0% after deductible |
| Generic prescription drugs | 20% after medical deductible | 20% after medical deductible | 20% after medical deductible | 0% after medical deductible |
| Preferred brand prescription drugs | 20% after medical deductible | 20% after medical deductible | 20% after medical deductible | 0% after medical deductible |
| Non-preferred brand prescription drugs | 40% after medical deductible | 40% after medical deductible | 40% after medical deductible | 0% after medical deductible |
| Calendar year out-of-pocket maximum | $5,000/individual; $8,200/family | $6,500/individual; $9,000/family | $7,000/individual; $14,000/family | $6,550/individual; $13,100/family |
Plan Costs Per Paycheck
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| Salary for 2023-2024 | Plan Type | Team Member only | Team Member and spouse | Team Member and child(ren) | Team Member and spouse and child(ren) |
|---|---|---|---|---|---|
| Annual salary less than $45,000 | Choice HSA | $62.17 | $150.03 | $123.73 | $205.25 |
| Value HSA | $51.80 | $127.22 | $104.03 | $174.15 | |
| Choice HRA | $43.71 | $109.41 | $88.65 | $149.87 | |
| Value HRA | $43.13 | $108.14 | $87.55 | $148.14 | |
| Annual salary greater than $45,000 but less than $150,000 | Choice HSA | $86.54 | $208.30 | $170.90 | $285.88 |
| Value HSA | $76.17 | $185.49 | $151.20 | $254.78 | |
| Choice HRA | $68.08 | $167.69 | $135.82 | $230.50 | |
| Value HRA | $67.50 | $166.42 | $134.72 | $228.76 | |
| Annual salary of $150,000 or more | Choice HSA | $90.66 | $218.23 | $179.05 | $299.52 |
| Value HSA | $80.29 | $195.42 | $159.35 | $268.42 | |
| Choice HRA | $72.20 | $177.62 | $143.97 | $244.14 | |
| Value HRA | $71.62 | $176.35 | $142.87 | $242.40 |
Transparency in Coverage
The link below leads to the machine-readable files (MRFs) from our health plan provider that Bloomin’ Brands is making available in response to the federal Transparency in Coverage Rule.
- Health Plan Provider: Blue Cross and Blue Shield of Florida (BCBSFL)
- Bloomin’ Brands Plans Covered: BCBSFL Choice HSA, BCBSFL Value HSA, BCBSFL Choice HRA, BCBSFL Value HRA
- Machine-Readable Files (MRFs): Access the MRFs (Available July 1, 2022)
The MRFs include negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine-readable files are formatted to allow researchers, regulators and application developers to more easily access and analyze data. If you are an employee looking for cost information about your plan, it’s recommended that you visit the Find Care section of your My Health Toolkit account.
Plan Information
For the 2025 plan year, there are two new BCBSFL medical plan options for you to choose from – the Value PPO and the Choice PPO – in addition to the existing Choice HSA medical plan.
The existing Value HRA, Choice HRA, and Value HSA medical plans will be frozen to new participants and no longer offered after 2025. If you are currently enrolled in one of these three plans you can keep your current plan for one more year, or you may change your election to the new Value or Choice PPO or the Choice HSA plan.
- Under all BCBSFL medical plans, you can see any doctor (including specialists) or use any hospital in the network: no referrals are required and you don’t need to choose a primary care physician (PCP).
- When you receive care outside of the network, you are covered by insurance, but your costs will be higher.
- Preventive care is covered 100% with in-network providers.
Some plan highlights are outlined below. Make sure to review the updated plan comparison and biweekly rates in the next section for detailed cost and coverage information.
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Value PPO & Choice PPO
We are adding two new medical plan options that have set copays for office visits and some prescription drugs: the Value PPO plan and the Choice PPO plan.
Who can enroll? All benefits-eligible employees will be able to enroll.
Deductibles:
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The Value PPO plan has a $6,550 deductible for individual coverage or a $13,100 deductible for family coverage.
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The Choice PPO plan has a $2,500 deductible per person with a $5,000 family maximum.
FSAs and HSAs: If you choose the Value PPO plan or the Choice PPO plan, you will be able to set aside pretax dollars in the Health Care Flexible Spending Account (FSA) to help pay for eligible expenses.
What you’ll pay: Your per-paycheck deduction will depend on your salary and the medical plan you choose.
Choice HSA
In addition to the new Value PPO and Choice PPO plans, you’ll have the option to enroll the existing Choice HSA plan.
Who can enroll? All benefits-eligible employees will be able to enroll.
Deductible: The Choice HSA plan has a $2,500 deductible for individual coverage or a $5,000 deductible for family coverage.
FSAs and HSAs: The Choice HSA plan still has a Health Savings Account (HSA) available.
What you’ll pay: Your per-paycheck deduction will depend on your salary and the medical plan you choose.
Value HRA, Choice HRA & Value HSA
The existing Value HRA, Choice HRA, and Value HSA plans will be frozen to new participants and no longer offered after 2025.
Who can enroll: If you are currently enrolled in one of these plans, you can choose to stay in your current plan for one more year. If you want to change your plan, you can choose the Value PPO, Choice PPO, or Choice HSA.
What you’ll pay: Your per-paycheck deduction will depend on your salary and the medical plan you choose.
Using your existing HRA funds:
- If you are currently enrolled in the Value HRA or the Choice HRA, you’ll have until the end of 2025 to spend any funds that remain in your HRA.
- Your HRA funds will no longer be available after Dec. 31, 2025.
- No new contributions will be made to your HRA in 2025.
- You can check your HRA balance by logging in to your account with Accrue Health.
Medical Plan Coverage Comparison
| New Value PPO | New Choice PPO | Choice HSA | Value HRA2 | Choice HRA2 | Value HSA2 | |
|---|---|---|---|---|---|---|
| Calendar Year Deductibles1 | ||||||
| Individual Coverage | $6,550 individual | $2,500 per person | $2,500 individual | $6,550 per person | $4,300 per person | $4,300 individual |
| Family Coverage | $13,100 family | $5,000 family max | $5,000 family | $13,100 family max | $8,600 family max | $8,600 family |
| Calendar Year Out-of-Pocket Maximums1 | ||||||
| Individual Coverage | $7,500 individual | $5,000 per person | $5,000 individual | $6,550 per person | $6,300 per person | $6,500 individual |
| Family Coverage | $15,000 family | $10,000 family max | $8,200 family | $13,100 family max | $9,000 family max | $9,000 family |
| What You Pay for In-Network Care | ||||||
| Wellness, Preventive Care & Labs | Eligible office visits, screenings, contraceptives, labs, and preventive medications are covered in full by all plans. | |||||
| Primary Care Office Visit | $30 copay | $25 copay | 20% after deductible | 0% after deductible | 30% after deductible | 20% after deductible |
| Specialist Office Visit | $70 copay | $50 copay | 20% after deductible | 0% after deductible | 30% after deductible | 20% after deductible |
| Teladoc General Visit | $30 copay | $25 copay | $55 or less | $55 or less | $55 or less | $55 or less |
| Teladoc Dermatology Visit | $70 copay | $25 copay | $85 or less | $85 or less | $85 or less | $85 or less |
| Teladoc Therapist/ Psychologist Visit | $70 copay | $50 copay | $90 or less | $90 or less | $90 or less | $90 or less |
| Teladoc Psychiatrist Visit | $70 copay | $50 copay | $220 or less initial visit; $100 or less ongoing visit | $220 or less initial visit; $100 or less ongoing visit | $220 or less initial visit; $100 or less ongoing visit | $220 or less initial visit; $100 or less ongoing visit |
| Urgent Care | 20% after deductible | $60 copay | 20% after deductible | 0% after deductible | 30% after deductible | 20% after deductible |
| Emergency Room | 20% after deductible | $350 copay | $300 copay after deductible | 0% after deductible | $300 copay after deductible | $300 copay after deductible |
| Most Other Services | 20% after deductible | 20% after deductible | 20% after deductible | 0% after deductible | 30% after deductible | 20% after deductible |
| What You Pay for Pharmacy Services | ||||||
| Generic Prescription Drugs: 30-Day Supply | $10 copay | $10 copay | 20% after deductible | 0% after deductible | 20% after deductible | 20% after deductible |
| Preferred Brand Prescription Drugs: 30-Day Supply | 20% after deductible | $30 copay | 20% after deductible | 0% after deductible | 20% after deductible | 20% after deductible |
| Non-Preferred Brand Prescription Drugs: 30-Day Supply | 40% after deductible | $50 copay | 40% after deductible | 0% after deductible | 40% after deductible | 40% after deductible |
| Generic Maintenance Medications: 90-Day Supply | $10 copay | $25 copay | 20% after deductible | 0% after deductible | 20% after deductible | 20% after deductible |
| Preferred Brand Maintenance Medications: 90-Day Supply | 20% after deductible | $75 copay | 20% after deductible | 0% after deductible | 20% after deductible | 20% after deductible |
| Non-Preferred Brand Maintenance Medications: 90-Day Supply | 40% after deductible | $125 copay | 40% after deductible | 0% after deductible | 40% after deductible | 40% after deductible |
2The Value HRA, Choice HRA, and Value HSA plans will be discontinued after 2025. Any remaining HRA account balances will be forfeited. No new enrollments will be accepted into the Value HRA, Choice HRA and Value HSA plans for the 2025 plan year."
Medical Plan Costs Per Paycheck
| New Value PPO | New Choice PPO | Choice HSA​ | Value HRA | Choice HRA | Value HSA | |
|---|---|---|---|---|---|---|
| Annual salary less than $45,000 | ||||||
| You | $45.29 | $71.81 | $65.28 | $45.29 | $45.90 | $54.39 |
| You + Spouse | $113.56 | $173.29 | $157.54 | $113.56 | $114.89 | $133.58 |
| You + Child(ren) | $91.94 | $142.92 | $129.93 | $91.94 | $93.09 | $109.23 |
| Family | $155.55 | $237.07 | $215.52 | $155.55 | $157.37 | $182.86 |
| Annual salary $45,000 to $150,000 | ||||||
| You | $70.88 | $99.96 | $90.88 | $70.88 | $71.49 | $79.99 |
| You + Spouse | $174.74 | $240.59 | $218.72 | $174.74 | $176.08 | $194.77 |
| You + Child(ren) | $141.46 | $197.39 | $179.45 | $141.46 | $142.61 | $158.76 |
| Family | $240.20 | $330.20 | $300.18 | $240.20 | $242.03 | $267.52 |
| Annual salary more than $150,000 | ||||||
| You | $75.21 | $104.72 | $95.20 | $75.21 | $75.81 | $84.31 |
| You + Spouse | $185.17 | $252.07 | $229.15 | $185.17 | $186.50 | $205.20 |
| You + Child(ren) | $150.02 | $206.81 | $188.01 | $150.02 | $151.17 | $167.32 |
| Family | $254.53 | $345.95 | $314.50 | $254.53 | $256.35 | $281.84 |
My Health Toolkit
After you’ve enrolled in a BCBSFL medical plan, your My Health Toolkit account so that you have easy access to your member ID card, plan coverage details, in-network care locator, and claims.
Find an In-Network Doctor
You can use the Find Care section of your My Health Toolkit account to find a provider that is covered by your plan.
Benefits
Select a Benefit Type from the Menu AboveNew Hires
Get Started with Bloomin' BenefitsWelcome
Welcome to Bloomin’ Brands! We’re delighted to have you on board and look forward to helping you set up your employee benefits. Using the tools on the Bloomin’ Brands Benefits website, you’ll have the opportunity to evaluate all coverage options and resources available to you, and design a benefits package that meets your needs.
Once you become benefits-eligible, you’ll automatically be enrolled in company-paid benefits. You’ll need to elect other benefits if you choose to have that coverage.
Explore Your Benefit Options
Use the navigation menu at the top of the website to learn more about the benefit options you can elect and what they’ll cost. You’ll also find additional resources to support you in all areas of life.
Need to review your options all in one place? Your Benefits Guidebook offers a comprehensive overview of all Bloomin’ Brands benefits and resources in a downloadable, print-ready format.
Confirm Eligibility & Enroll by the Deadline
You will have 45 days from when you become eligible for benefits to enroll in coverage. For example, if you become eligible on June 1, you will have until July 15 to complete your enrollment. Follow the link below to confirm the benefits eligibility date, effective date, and enrollment deadline for you and your dependents.
Benefits eligibility for field hourly team members is determined by the number of service hours the team member earns over a specified time frame. Follow the link below to confirm your initial measurement period, benefits eligibility date, enrollment deadline, and effective date.
HR Resource Center
General Questions About Benefits & Eligibility
Contact Information
Available Monday through Friday from 9 a.m. to 6 p.m. ET.
Phone: 1-800-555-5808 (Option 3)
Use the navigation menu to learn more about the benefit options you can elect and what they’ll cost. You’ll also find additional resources to support you in all areas of life. Make sure your employment type is reflected at the top of the page to ensure that you are accessing the correct information.
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