Your Veolia Benefits

Transparency in Coverage Requirement

The links below leads to the machine readable files that are made available in response to the federal Transparency in Coverage Rule and includes 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.

Veolia North America Employees





Suez North America Employees

Legacy Suez

Advanced Solutions

Paid Parental Leave

Effective July 1, 2023, the company has updated the paid parental leave plan for employees who are benefits eligible and not part of a collective bargaining agreement.  The plan allows employees to take time off to bond with a newly born or newly adopted child.  To be eligible for Veolia Paid Parental Leave under this policy, Veolia employees must be Regular Employees. Initial eligibility will occur upon date of hire.

Eligible employees will be entitled to up to 10 weeks of parental leave in any 12-month rolling period paid at 100% of regular straight-time weekly pay.


  • You must be benefits eligible (scheduled to work 30 hours or more per week) and not part of a collectively bargained agreement.
  • The qualified event (newly born or newly adopted child) must occur after 7/1/2023 and after you are eligible for coverage.
  • You must notify your manager as soon as possible that you will taking this leave.
  • If used intermittently, parental leave must be used in weekly (i.e., up to 5 business day) intervals and must be completed within the 12 month period following the qualified event.
  • Payments will be paid through payroll.
  • Leave request must be submitted to and approved by Lincoln Financial otherwise you will not get paid.
  • You will be required to provide documentation to substantiate the event.
  • This leave will be offset by any other payment i.e. state
  • Runs concurrently with FMLA but cannot be taken with STD.

Please review the paid parental leave plan HERE.

We are excited to share with you that Veolia has a new mobile app from benefitexpress, our benefits administration provider. The mobile app will provide you with all your benefits information on-the-go, click HERE (more…)

Important Information about Fidelity Transition

Helping you be prepared for the transition to Fidelity.

Reminder, the Veolia 401(k) Plans will move to Fidelity effective July 1, 2020.

As you have heard, the HR and benefits team is always looking for new ways to add value to VNA employees’ compensation packages. We strive to work with our partners and vendors to offer VNA employees best in class benefits, support and programs. We recently completed a review of retirement plan providers and are excited to share that we have selected Fidelity Investments® effective July 1, 2020. (This does not affect Canadian employees.)

Veolia is committed to offering you resources to help you map out your retirement goals — and along with Fidelity, we’re here to help you at every step in your journey.  You received initial information from us here and in the U.S. Mail directly from Fidelity. 

We wanted to give you an opportunity to preview the information that you will be receiving from Fidelity. 

Start with this checklist (link to transition checklist previously provided) to make the most out of the transition to Fidelity:

In response to numerous requests, UHG has received for recorded content related to the COVID-19 coronavirus, a 2-minute video has been developed.  This educational video was created in partnership with internal UHG physicians and subject matter experts from UnitedHealthcare and UHC Global and provides basic information about COVID-19, how to protect yourself from the virus, and where to seek ongoing updates. The content, sourced from the World Health Organization and the U.S. CDC, is appropriate for audiences worldwide.


Information on Coronavirus

Informational Flyer

Veolia Employee Assistance Program:

Up-To-Date Magellan Coronavirus Resources

COVID-19: Moving Forward

COVID-19: Webinar Series

COVID-19: Supporting At-Home Children

Feeling Worried About Coronavirus (COVID-19)?

Coping with Stress and Trauma

Supporting Employees During Traumatic Events

How to Cope after a Traumatic Events

Helping Children Cope After Traumatic Events

COVID-19 Supporting a Loved One

Loss of Normalcy

COVID-19: Coping Tips For Adults

Essential Workers: Safety at Work and Home

COVID-19 and Workplace Mental Health

COVID-19 Leadership and Return to Work

COVID-19: Financial Resilience

The Chubb Life Insurance with Long-Term Care (LTC) Benefits program offers life insurance coverage for you and your family and LTC benefits if you need them. Building a plan is simple and the coverage options below are available with guarantee issue for eligible employees.

Life Insurance Benefit:

You can select a life insurance benefit of $25,000, $50,000, $100,000, or $150,000. You can elect coverage for your spouse up to your benefit amount with a maximum benefit of $75,000*.

*Note: Employee issue ages 71 – 80; maximum amount allowed is $50,000 and additional underwriting required. Spouse maximum issue age through 70. Employee must participate in order to enroll for spouse coverage.

Monthly LTC Benefit:

If you need LTC, you can access 4% of your death benefit while you are living for home health care, assisted living, adult day care, and nursing facility care.

Total LTC Benefit:

Your total LTC benefit is 3x the death benefit amount selected which will provide 75 months of LTC coverage.

Example: If your life insurance benefit is $100,000, your monthly LTC benefit would be $4,000 and your total LTC benefit $300,000.

Want More Information?

Visit the Life Insurance with Long-Term Care benefits website at to learn more, run a no obligation quote, and enroll online. For questions or a one-on-one consultation, call (844) 733-0283. You’ll need your Employee ID and PIN to login to the system, get a quote and enroll.

PIN: Last 4 digits of your SSN + Last 2 digits of your birth year

Beginning today, Veolia is launching a new benefit for all employees:

Student Loan Refinancing

Here at Veolia, we know that many of our employees struggle with student loan debt. We are excited to announce that Veolia has partnered with CommonBond to help you manage your student loans!

Interested in learning more then please review the attached brochure.

The IRS recently announced the following new limits that are effective January 1, 2023.


2023 Annual Limit for Flexible Spending Accounts (FSA):

The annual maximum amount you can contribute on a pre-tax basis to a Health Care Flexible Spending Account or a Limited Purpose Flexible Spending Account in 2022 will increase to $3,050.    The 2023 benefits enrollment system has been updated to reflect the new limit for elections made during annual enrollment.


2023 Monthly Pre-Tax Commuter Benefit Limits:

The monthly pre-tax limit for  parking and transit benefits will remain at  $300 per month effective January 1, 2023.

Here is a printable version of these Useful Tips.

How To Report A Claim!

Short Term Disability (STD) Tips

  1. Contact your supervisor.
  2. Contact Lincoln Financial Group at (844) 247-4446 or file your claim online at If you have not registered online before, you will need to register as a new user using Company Code VEOLIA
  3. There is a one week elimination period (based on your reason for disability and disability class) in which benefits are not paid.
  4. Most STD policies do not pay 100%.
  5. Contact Payroll Shared Service if you would like to use PTO (Vacation/Sick/Floating Holiday) to supplement your pay email: or phone: (800) 646-4601
  6. Your treating physician’s office may require you to sign an authorization form to allow Lincoln Financial Group to request your medical records directly from your physician. If they do not provide the form, click HERE to print out a generic form to take to your physician’s office.
  7. Follow up with your physician’s office to make sure they are sending all of the information requested by Lincoln Financial Group in order to avoid delays in your short term disability being approved.
  8. Make sure your home address and phone number(s) are up to date in One Hub. If they are not, please reach out to the Shared Services Center at: (800) 646-4601 (Option 5) to get your personal information updated.
  9. When you return to work, you will need to notify Lincoln Financial Group of your return to work date along with a physician’s release to Lincoln Financial Group and your supervisor.

Long Term Disability (LTD) Tips

  1. Make sure you return the LTD application to Lincoln Financial Group in a timely manner. If you have any questions in regards to your LTD, you will need to contact Lincoln Financial Group directly as Veolia does not make any determinations or LTD payments.
  2. Make sure your physician is communicating the proper information to Lincoln Financial Group.
  3. Once you are on Long Term Disability, your health and welfare benefits will be billed to you through Veolia’s direct bill vendor, Optum Financial. You will receive a letter from Optum Financial indicating your monthly insurance amounts due and instructions on paying your bill. Failure to pay your monthly insurance premiums will result in termination of your benefits.
  4. Once you are on leave for total of 12 months from your Short Term Disability start date, your group life insurance through Veolia ends. You have the option to convert it to an individual policy through Lincoln Financial Group.
  5. Your life insurance conversion letter will be mailed from Lincoln Financial Group to your home address. You have 31 days to elect the individual policy through Lincoln Financial Group; if you do not elect to convert the policy, your life and AD&D insurance coverage will end.

Family Medical Leave Act (FMLA) Tips

  1. Notify your supervisor that you will be filing for FMLA.
  2. Contact Lincoln Financial Group at (844) 247-4446 or file your claim online at If you have not registered online before, you will need to register as a new user using Company Code VEOLIA
  3. PTO time may be used for FMLA unless you have a Collective Bargaining Agreement (CBA) with more specific guidelines.
  4. For intermittent leave, you must report the time to Lincoln Financial Group. (Failure to do so could result in disciplinary action determined by your HRBP.)
  5. During intermittent leave, PTO is requested as you normally would at your location.
  6. If it is long term (more than 2 weeks) FMLA leave, please contact to administer PTO time.