Opportunities To Enroll

New Hire Enrollment

As a new employee, you are eligible for coverage on your first day of employment. You must enroll in benefits within 30 days of your date of hire to have coverage for you and your eligible dependents.

Open Enrollment

Open enrollment is your once-a-year opportunity to review your current benefits and make updates for the upcoming plan year. During open enrollment, which usually occurs during fall each year, you can add, change or decline coverage. In addition, you can add and/or drop dependents. Any added dependents will go through a dependent audit verification process. Visit the Open Enrollment page to learn more about what to expect in 2026.

Qualifying Life Event

Once you make your elections, you will not be able to make changes until the next open enrollment period unless you experience a qualifying life event (QLE). A qualifying life event is a change in your personal life that may impact your eligibility or a dependent’s eligibility for benefits. Examples of qualifying events include:

• Change of legal marital status (e.g., marriage, divorce, death of spouse, legal separation)
• Change in number of dependents (e.g., birth, adoption, death of dependent, ineligibility due to age)
• Change in employment or job status (e.g., you or your working spouse has a change in eligibility)
• Change in coverage status (e.g. you or your dependents gain other coverage or lose access to coverage)

You must make a QLE change and enroll on Workday within 30 days of the change event effective date.

Benefits Eligibility

Eligible Employees

You may enroll in the benefits program if you are a regular full-time employee who is actively working a minimum of 30 hours per week.

Eligible Dependents

Eligible dependents generally include your legally married spouse and children up to age 26. Children may include natural, adopted, stepchildren, or children obtained through court-appointed legal guardianship.

Working Spouse Coverage

If you have a spouse who works full-time and is offered benefits through their employer, your spouse must elect coverage through that employer. If your spouse later loses eligibility under their employer’s plan, this is considered a qualifying event. Your spouse would be eligible to enroll in the Nidec plan as long as an application is made within 30 days of the loss of coverage. Complete this Working Spouse Verification Form and upload to your worker documents in Workday. Then send a confirmation email to Nidecbenefits@nidec-motor.com.

For additional details relating to eligibility, including dependent verification requirements, visit the Eligibility page.

2025 Benefits Highlights

Medical CHP deductibles increasing to align with IRS guidelines:

• In-network individual deductible from $3,200 to $3,300
• In-network family deductible from $6,400 to $6,600
• Out-of-network individual deductible from $6,400 to $6,600
• Out-of-network family deductible from $12,800 to $13,200

Health Savings Account (HSA) Maximum amounts are increasing to $4,300 for individuals and $8,550 for families.

2025 Flexible Spending Accounts (FSAs) For the taxable years beginning in 2025, the IRS released that the Health Care FSA maximum amount will increase to $3,300 (up from $3,200 in tax year 2024). Note: Dependent Care FSA maximums are not adjusted for inflation and will remain at $5,000 for married filing jointly, single or head of household OR $2,500 if married and filing separately in 2025.

Paid Parental Leave Policy (new for 2025!) Effective Jan. 1, 2025, Nidec Motor Corporation will provide paid parental leave to employees following the birth of an employee’s child OR the placement of a child with an employee in connection with adoption or foster care. The purpose of paid parental leave is to enable employees to bond with their newborn, newly adopted or newly placed child. The company will provide the mother or the father one week payable at 100% regular rate following the birth of the child. And, for placement of a child for adoption or foster care, the company will provide the mother or the father one week payable at 100% regular rate. This benefit is administrated by New York Life (NYL). Contact New York Life for information about the approval process.