If you’re a regular full-time employee, you will be eligible for REI benefits on the first of the month following your date of hire or on your date of hire if hired on the first of the month.

If you are a part-time employee, your eligibility is determined by your average hours over a measurement period. You will be eligible for REI Benefits if you average 20 or more hours per week over the course of a 12-month evaluation period. Once eligible, you will receive coverage for 12 months. Use the Benefits Eligibility Estimator Tool to find out more information about your eligibility status based on your hire date. You can also watch this video to learn about the details and rules for becoming eligible for REI Benefit Plans.

If you are enrolled in coverage, your spouse/life partner and children are eligible for coverage under REI’s Benefit Plans.

If you’re a part-time employee, your hours are evaluated every year so that hours worked during busier times are included in your evaluation period. This helps to minimize the seasonal impact of hours on your benefits eligibility. If you average 20 hours or more per week each year during the evaluation period, you will be eligible for 12 months of REI Benefits. If you average below 20 hours per week when your evaluation period ends, you have options through the government. Take a look at the Health Coverage Decision Tool to learn more. Another option you have is to continue coverage through COBRA.

An evaluation period is a defined 12-month period during which hours are tracked to determine benefits eligibility for part-time employees. An employee’s evaluation of hours is determined based on how long an employee has been with REI:

  • Initial Evaluation Period: Corresponds with an employee’s date of hire (or rehire date if the employee has been separated from REI for more than three months). For example, if an employee was hired/rehired on April 15, 2021, he/she will have an initial evaluation period between May 1, 2021–April 30, 2022. Typically, employees will only have one initial evaluation period, which will catch them up to the ongoing evaluation period that is reviewed in October of each year.
  • Ongoing Evaluation Period: Always occurs from October 4–October 3 of each year and applies to employees who have been with REI longer than 12 months.

AWH is hours tracked over a defined 12-month evaluation period to determine eligibity for benefits for part-time employees. AWH is also used to determine leave of absence and sabbatical pay. AWH provides a reliable snapshot of an employee’s average hours and is updated every pay period.

The AWH calculation includes the following hours: regular, overtime, vacation, paid sick time, Way Day, holiday, sabbatical and paid parental leave.

You may view your AWH in Employee Self Service (ESS) by going to Menu > Myself > Personal > Status/Key Dates. Managers can view Employee AWH by going to Menu > My team > My employees > Search > Personal > Status/Key Dates.

Your benefit eligibility will depend on if you have a benefit guarantee coverage period. 

If your status changes from full-time to part-time during the year and you do not have a benefit guarantee coverage period, you will lose your benefit eligibility at the end of the following month of your status change. For example, if you changed to part-time status on 8/14/21 and did not have a guarantee coverage period, you lost benefit eligibility as of 9/30/21.

If your status changes from full-time to part-time during the year and you do have a guarantee coverage period, you will remain eligible for benefits through the end of your benefit guarantee coverage period. Visit the Benefits Eligibility page to learn more about the benefits eligibility process and check out your specific eligibility in Employee Self-Service > Myself > Personal > Status/Key Dates.

Employees who have averaged 20 or more hours worked during their evaluation period will be covered under the REI Benefits Plan for 12 months, which is the guaranteed coverage period.

Benefits Enrollment

Once you have reviewed your benefit options, you will need to make your elections in UKG. Visit the Enroll in Benefits page for detailed instructions on enrolling or making changes to your benefits.

You can make changes during the year if you have a qualified life event. Examples of qualified life events include family changes (such as a marriage, divorce, birth, adoption or death) or a change in residence or jobs that affects benefits eligibility or coverage. You have 30 days following a qualified event to make changes.

If you do not take action to elect or decline benefits when you are first eligible for coverage, you will be enrolled in the REI Saver Medical Plan for You Only coverage and will be responsible, through payroll deductions, for your cost of this coverage. You will remain in the REI Saver Medical Plan for the entire year. You will not have dental or vision coverage, and any eligible family members will not be enrolled in coverage through REI. You will not be able to contribute to a Health Care or Dependent Care Flexible Spending Account, and you will not receive REI’s contribution to the Health Savings Account (HSA). You won’t be able to elect Supplemental Life or Voluntary Long Term Disability for you or your eligible family members until the next Benefits Open Enrollment period.


All of REI’s medical plans cover the same kinds of core services, but some plans offer enhanced benefits for certain conditions or medical needs.

One medical plan might meet your health care needs better than another. For a high-level view of what’s covered, see the Medical page. For details, call the medical plan administrator (see Vendor Contacts for contact info), or check out the Plan documents.

You save money by going to an in-network provider or facility.

To find an Aetna network provider, use the REI Provider directory. The provider search tool is customized for participants enrolled in the REI Saver and Choice Medical Plans.

If you are enrolled in a Kaiser (HMO) plan, use the provider search tools to find in-network doctors in California, Colorado or Washington.

Each of your medical plan options has different bi-weekly payroll contributions, deductibles, copays, coinsurance and benefit limits. Comparing these costs can help you make the right decision.

Use the Medical Cost Estimator Tool to estimate your total costs under each medical plan option based on the medical care you expect to use this year.

If your spouse/life partner is offered medical coverage through his or her employer but is not enrolled in this coverage, and you enroll him or her in an REI medical plan, you will pay a surcharge of approximately $100 per month ($46.15 per pay period). If your spouse/life partner is an REI employee, you do not have to pay this surcharge if you enroll him or her in the REI Benefits Plan.

“CDHP” stands for Consumer-Directed Health Plan and describes an important feature of this type of medical plan—that you, the consumer, control your health care costs. This plan has a higher deductible, so it takes longer for the plan to start paying, but you have the option to own a special tax-advantaged bank account, called a Health Savings Account (an HSA), to help you pay for certain health care expenses not covered by the plan. The name “CDHP” focuses on the fact that in this plan, you can control your costs by making smart choices about the medical care you receive.

The REI Saver Medical Plan is similar to your other medical plan options in a lot of ways. You pay for coverage with bi-weekly payroll contributions; the plan shares some of the costs of services with you; and the plan protects you financially if you have large medical bills. And, you get 100% coverage for in-network preventive care.

The REI Saver Medical Plan allows you to own a Health Savings Account (HSA), which is funded by REI and your own contributions. This account helps you pay for certain eligible medical, prescription, dental and vision out-of-pocket expenses.

Any money you spend on health care covered by the plan (including non-preventive prescription drugs) counts toward your deductible. If you have family coverage, the plan will not start sharing costs with you until the $3,600 family deductible is met (even if one family member meets the $1,800 individual deductible). In addition, the $1,800 employee and $3,600 family deductibles include medical care and prescription drugs. This is different from how the deductible works in most other medical plans (like the REI Choice Medical Plan). Keep in mind that you have a separate deductible for dental costs, and your dental expenses don’t apply toward your REI Saver Medical Plan deductible or out-of-pocket maximum.

For prescription drugs, you’ll pay the full cost of non-preventive drugs until you meet the plan deductible. Like the REI Choice Medical Plan, only preventive drugs purchased at in-network pharmacies apply toward the deductible and out-of-pocket maximum. The deductible doesn’t apply to preventive drugs (drugs intended to prevent disease or manage a condition, such as cholesterol-lowering medications).

Similarly, the money you spend on health care that is covered by the plan, including costs that apply to your deductible, counts toward your out-of-pocket maximum. If you have family coverage, the plan will not start paying 100% of the cost of care until the entire $7,200 family out-of-pocket maximum is met (even if one family member meets the $3,600 individual out-of-pocket maximum). In addition, the out-of-pocket maximums include both medical care and prescription drugs.

The IRS requires Consumer-Directed Health Plans (CDHPs) to have high deductibles as one of the requirements of owning an HSA. You’ll pay less in bi-weekly payroll contributions, and you have the option of using a Health Savings Account, or HSA, to help pay for health care costs and meet your deductible. Remember, with all the plans, you get free in-network preventive care.

Yes and no. You may see any provider, but you’ll pay significantly less if you use an in-network provider because Aetna negotiates discounted rates with its network providers and facilities. So, even if you’re paying the full cost, you’ll get a discount by staying in the network. Similar to the REI Choice Medical Plan, you must obtain your prescriptions from an Express Scripts-contracted pharmacy to have the cost of those prescriptions apply to your deductible and out-of-pocket maximum. You should always present your medical and prescription drug ID cards when you need care so the cost of these services can be applied to your deductible and out-of-pocket maximum.

Employees enrolled in the REI Saver or Choice Medical Plan can find a copy of your plan number by visiting aetna.com > View Member ID cards.

Employees enrolled in a Kaiser Permanente Medical Plan can find their Member ID/group number by visiting my.kp.org/rei/.

If you are enrolled in the REI Saver or Choice Medical Plan, you can view or request a copy of your insurance card in the following ways:

  • To print a copy of your ID card, register or sign into your account using your member ID or Social Security number at aetna.com
  • To access your digital insurance card and plan benefits, download the Aetna Health Navigator App and register using your member ID or Social Security number.
  • Contact the REI Health Guide at 1-800-451-2967 to have a new insurance card mailed to your home address.

If you are enrolled in Kaiser coverage (WA, CA, CO), you can view or request a copy of your insurance card in the following ways:

  • Download the Kaiser Permanente mobile app and register or sign in to access your digital insurance card and plan benefits as you need them.
  • For Kaiser WA:
    • Register or sign in to your account at kp.org/wa; or
    • Contact Kaiser WA member service at 1-888-901-4636 to have a new card mailed.
  • For Kaiser CA or CO:

If you are enrolled in the REI Saver or Choice Medical Plan, prescription coverage is administered by Express Scripts. To view or print your prescription card:

  • Register of sign into your account at express-scripts.com.
  • Download the Express Scripts mobile app to view your ID card, order and track refills and view your plan benefits.
  • Call Express Scripts at 1-800-462-5916 to request a new ID card.

For those employees enrolled in the REI Saver or Choice Medical Plan, prescription coverage is administered by Express Scripts. You can find the group numbers by Visiting express-scripts.com/REI > Benefits > Forms & Cards.

Life Insurance/Voluntary LTD

Certain types of insurance require you or your family members to show proof of good health if you don’t enroll when you are initially eligible or you want to increase your coverage. If you don’t enroll during Benefits Open Enrollment or when you have a qualified life event, you may have to provide EOI:

  • To enroll in Supplemental Life Insurance or Supplemental LTD for the first time;
  • To increase your Supplemental Life Insurance coverage by more than one level; or
  • To enroll in or increase your supplemental spouse/life partner amount by more than one level.

REI’s enrollment system will help you determine if EOI is required while you are electing coverage or making changes.

If EOI is required for Employee Supplemental or Spouse Life Insurance, The Hartford will send you or your spouse/life partner an EOI form in the mail. Complete and mail the form or submit it through The Hartford’s online system within 31 days. If the form is late, your coverage may be delayed.

If EOI is required for Voluntary Long Term Disability, Lincoln Financial Group will email you a link to complete the health questionnaire online. If you have questions, contact Lincoln Financial Group at 1-888-287-8494, option 2.

For Life Insurance: Call The Hartford at 1-800-331-7234 to check the status of your application. Once The Hartford has approved your EOI, they will notify the Employee Service Center and the appropriate payroll contributions will be made.

For Voluntary Long Term Disability: Call Lincoln Financial Group at 1-888-287-8494, option 2.

You can update your beneficiary at any time during the year through hr.rei.com. Navigate to Myself > Life Events > Life Events. Select Life Event “LE12 Update Beneficiary”.

GTL stands for Group Term Life Insurance. This is the REI employer-paid basic life insurance benefit that you receive. The IRS considers insurance provided by employers to be a tax-free benefit as long as the basic life benefit, also called plan volume, is less than $50,000. The IRS taxes basic life plan volume that is greater than $50,000 by calculating imputed income and adding that amount to your gross income.

Leaves of Absence (LOA)

To initiate a leave of absence you can:

  1. Contact the REI Health Guide at 1-800-451-2967 and select option “3” for Leave and Disability. An intake specialist will walk you through initiating a leave of absence and provide you with documentation needed to ceritfy your leave.
  2. Initiate a claim online through Lincoln Financial Group at mylincolnportal.com (company code REI1938). Once your claim has been initiated Lincoln Financial will follow-up via email and phone to confirm next steps and any documentation needed to certify your leave of absence.

Review the Leaves of Absence Tool to see what time you may be eligible for and if disability pay would be applicable to your situation.

Once you initiate your leave of absence Lincoln Financial will confirm your available leave time and pay benefits, if applicable.

Parental leave promotes family bonding. It is paid time away for every benefits-eligible employee when a child joins the family through birth, placement for adoption or foster care. It often follows a paid disability leave (typically six weeks) for the birth parent. Taken together, disability leave and parental leave provide 12 weeks of income replacement for eligible employees.

During a leave of absence, regular hours should be not submitted in your timesheet for paid or unpaid leave. If you are on an unpaid leave (i.e. personal leave, extended medical, or bonding) please reference the leave of absence tool to confirm if sick or vacation hours can be used, or are required for your leave scenario. Work with your manager, admin, or operation lead to ensure your timesheet is submitted with the “Leave of Absence” timecode, or sick or vacation hours if applicable.

You will need to provide personal information: name, address, telephone number and job title.

Physicial information: name address, fax/telephone numbers for each treating physician related to the illness or injury.

Illness/Injury information: detailed information of your illness/injury, symptoms and/or diagnosis.

Job information: your last day worked, first day absent from work and anticipated return to work date.

  1. Once you report your claim, a case manager will call you within 2 business days to discuss the details of your medical condition – including how it impacts your ability to do your job – and your treatment plan. Your case manager will be responsible for your claim and will be your main contact at Lincoln Financial Group.
  2. Your case manager will call your physician to obtain as much detailed medical information as needed and request copies of your medical records. To expedite this process, please provide your physician or medical care provider with a copy of the Authorization to Release Information at your next visit. This form gives your doctor permission to release your medical information to Lincoln Financial Group. The authorization form can be found on MyLincolnPortal.com.
  3. Your supervisor will also be contacted by your case manager to discuss the details of your job duties and hours worked. Lincoln will not share any confidential supervisor. Lincoln will only discuss any physical limitations and/or restrictions as they relate to your job requirements.

Once Lincoln Financial receives all of the relevant information from your physician, Lincoln Financial Group will typically make its initial decision regarding your claim within 10 business days.

Your case manager will call you about your approval to discuss how frequently your case will be re-evaluated and when to expect follow-up calls. If you need to be out of work longer then the approved through date, additional medical information may be required to support any extension of your leave or disability claim.

If your claim is not approved, your case manager will call you to explain the reason for the claim denial and tell you how to appeal the decision. You will also receive a letter explaining why your claim was denied and the appeal process.


All employees who are in our payroll system are eligible to participate in the Plan.

You can enroll online or by calling Schwab directly at 1-800-724-7526. You will also receive an enrollment packet from Schwab, the Retirement Plan record-keeper, which will provide instructions on how and when you can enroll.

If you don’t elect to make contributions from your pay after 90 days from your date of hire, you will be automatically enrolled in the Retirement Plan at a 3% contribution rate from your paycheck on a pre-tax basis. This contribution will increase by 1% each year until it reaches 15%.

However, you can always opt out of the automatic enrollment. Just go to your Schwab account online and elect to contribute 0% at any time. The Schwab Target Date Fund is the default fund if you do not select an investment fund before your first contribution is deposited in the Plan. You can select your investments by going to your online Schwab account or by calling Schwab directly.

Yes. You can roll over your account from a prior employer if it’s considered to be a “qualified Plan.” Contact Schwab directly at 1-800-724-7526 to find out if you qualify.

You are eligible to start contributing from your pay on the 30th day from your date of hire.

You can make elections at Schwab online at or by calling Schwab directly at 1-800-724-7526. You can elect to contribute pre-tax and/or post-tax Roth contributions.

You can contribute from 1% and up to 75% of your eligible pay. The IRS caps the maximum amount you can contribute each year. For 2019, the maximum contribution is $19,000, but if you are at least 50 years old, your maximum contribution is $25,000. You can make changes on the amount of your contributions at any time.

The Plan offers a variety of investment fund options, including brokerage accounts. You can invest in as many funds as you want, in 1% increments, as well as change your investment elections as often as once per day.

The Schwab Target Date Fund is the default fund if you do not select an investment fund before your first contribution is deposited in the Plan. You can select your investments by going to your online Schwab account or calling Schwab directly at 1-800-724-7526.

Once you have met the one-year waiting period, you must also work at least 1,000 hours and be an active employee on December 31 of the Plan year to qualify for the REI profit sharing contribution for each year.

If you meet all the requirements to qualify for the REI profit sharing contribution, you are guaranteed 5% of your eligible pay.

You are always 100% vested in contributions you make from your paycheck. However, REI profit sharing contributions are subject to a vesting schedule based on your years of service with REI.

For REI contributions deposited into your account beginning 2022, you earn 33% vesting for each full year that you are with REI. For REI contributions deposited into your account before 2022, you earn 20% vesting for each full year that you are with REI.

Withdrawals while still working at REI:

  • Age 60 or olderYou can make a withdrawal for any reason.
  • Under age 60You can make a withdrawal if you have a qualified financial hardship or if you have a rollover account.
  • At any ageYou may qualify for a loan from your Plan account.

Withdrawals while not working at REI:

  • Your vested account balance becomes available for distribution if you leave REI for any reason, including termination, retirement, disability or death. (Death benefits are paid to your beneficiary.)

You can view and make changes to your account information by going to workplace.schwab.com or by calling Schwab directly at 1-800-724-7526.

It is important to have a beneficiary designated for your retirement account. You can assign or make changes to your beneficiary information through your Schwab online account or by calling Schwab directly at 1-800-724-7526.

If you are designating a beneficiary other than your spouse, you will need your spouse to approve the designation.

To learn more about the Plan and access the different learning and modeling tools available, go to the Retirement page.


  • Step-by-step videos showing how to teach hundreds of skills
  • Written lesson plans and printable materials
  • Data and progress tracking
  • Behavioral support planning tools
  • Child activity center
  • Peer support forums
  • Remote consultations with a clinician (up to 7 hours)
  • Live and archived webinars

No, there is no diagnosis or age range to use Rethink. While the program is best suited for children or young adults with developmental disabilities (e.g., autism spectrum disorder, ADHD, intellectual or learning disabilities, etc.), anyone who needs support with learning could benefit from Rethink.

No, Rethink does not require medical insurance or health benefits from REI, and you do not need to apply for Rethink through Benefits Open Enrollment. The program is also completely free to employees. (All costs are covered by REI.)

No, you can add multiple dependent children to Rethink and create profiles for each of them. Also, you may grant anyone access to your child’s profiles (i.e., grandparents, aunts/uncles, teacher, babysitter, therapist, etc.). All you need to do is make them a team and give them their own login.

While in-home ABA services directly impact your child’s learning, Rethink is an online tool you can use as a parent/caregiver to learn how to better address behavioral challenges and communicate and interact with your child when the in-home provider is not there. Rethink also supports you in collaborating with the in-home provider. Since your in-home provider can use Rethink too, you both can communicate more efficiently through the Rethink program, work on the same skills and even share data.


For employees enrolled in the Core or Core + Orthodontia Plan, the group number is 09340. Your member ID is located on your dental insurance card. Older cards will not have the member ID, so call Delta Dental at 1-800-554-1907 for your member ID or log into your account at deltadentalwa.com/group/rei.

A dental insurance card can be requested the following ways:

  • Register or sign in to your account at deltadentalwa.com. To print a copy of your ID card:
    • Group number 09340
  • Download the Delta Dental app:
    • Access your member ID and plan benefits as you need them.
    • Register using group number 09340.


For employees and eligible dependents enrolled in the VSP vision plan, the group number is 12149216. The member ID for you and any enrolled family members is your Social Security number.

VSP does not provide a mailed insurance card. To view a copy of your vision insurance:

  • Register or sign in to your account at vsp.com to print a copy of your ID card.
    • Group number 12149216
  • Download the VSP Vision Care app
    • Access your member ID and plan benefits.
    • Register using group number 12149216.


COBRA is a federal law that gives you and your dependents the right to continue health care coverage through REI at your own cost. It applies after certain life events (like employment ending) that would otherwise cause you or your dependents to lose health care coverage.

If you are no longer eligible for REI’s coverage or have recently ended your employment with REI, you have the option to continue your coverage through COBRA. An enrollment packet will be mailed to your home address from WEX, formerly Discovery Benefits. You can elect coverage in one of two ways:

  • Mail the election form: Complete and sign the COBRA continuation election form by the due date and mail to: WEX Health, Inc., P.O. Box 2079, Omaha, NE 68103-2079.
  • Elect online or through COBRA Mobile App: Visit cobralogin.wexhealth.com or download the WEX COBRA Mobile App and register as a new user to elect COBRA coverage by the due date. Online registration will require a Social Security number and a unique registration code, included in the COBRA enrollment packet.