New Update: Rising Oil Costs are Affecting Retirement Plans. Will you be impacted?
Exelon Employer Open Enrollment: Make Benefit Choices That Work for You
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The sustained volatility in crude oil markets, with prices ranging from $50 to $120 and annualized swings near 80%, creates economic effects that extend far beyond energy companies. Fleet diesel costs and inflation-driven rate case pressures create indirect but meaningful exposure to sustained crude price swings. For Exelon employees making healthcare decisions, understanding how energy-driven economic pressures affect employer plan sustainability and cost-sharing can inform enrollment and supplemental coverage choices. Consulting with a financial advisor can help you understand how energy conditions affect your specific situation and build a plan that adapts accordingly.
This article is pertinent to all age groups, however those entering their retirement years will find the information particularly important. Open enrollment is the window of time when employers introduce changes to their benefit offerings for the upcoming plan year. If you're employed with Exelon, this is your annual chance to make important decisions that will affect your health-care choices and your finances.
Even if you are satisfied with your current health plan, it may no longer be the most cost-effective option. Before you make any benefit elections, take plenty of time to review the information provided by Exelon. You should also consider how your life has changed over the last year and any plans or potential developments for .
Decipher Your Health Plan Options
The details matter when it comes to selecting a suitable health plan. One of your options could be a better fit for you (or your family) and might even help reduce your overall health-care costs. But you will have to look beyond the monthly premiums. Policies with lower premiums tend to have more restrictions or higher out-of-pocket costs (such as copays, coinsurance, and deductibles) when you do seek care for a health issue.
To help you weigh the tradeoffs, here is a comparison of the five main types of health plans. It should also help demystify some of the terminology and acronyms used so often across the health insurance landscape.
Health maintenance organization (HMO). Coverage is limited to care from physicians, other medical providers, and facilities within the HMO network (except in an emergency). You choose a primary-care physician (PCP) who will decide whether to approve or deny any request for a referral to a specialist.
Point of service (POS) plan. Out-of-network care is available, but you will pay more than you would for in-network services. As with an HMO, you must have a referral from a PCP to see a specialist. POS premiums tend to be a little bit higher than HMO premiums.
Exclusive provider organization (EPO). Services are covered only if you use medical providers and facilities in the plan's network, but you do not need a referral to see a specialist. Premiums are typically higher than an HMO, but lower than a PPO.
Preferred provider organization (PPO). You have the freedom to see any health providers you choose without a referral, but there are financial incentives to seek care from PPO physicians and hospitals (a larger percentage of the cost will be covered by the plan). A PPO usually has a higher premium than an HMO, EPO, or POS plan and often has a deductible.
A deductible is the amount you must pay before insurance payments kick in. Preventive care (such as annual visits and recommended screenings) is typically covered free of charge, regardless of whether the deductible has been met.
High-deductible health plan (HDHP). In return for significantly lower premiums, you'll pay more out-of-pocket for medical services until you reach the annual deductible. HDHP deductibles start at $1,400 for an individual and $2,800 for family coverage in , and can be much higher. Care will be less expensive if you use providers in the plan's network, and your upfront cost could be reduced through the insurer's negotiated rate.
An HDHP is designed to be paired with a health savings account (HSA), to which your employer may contribute funds toward the deductible. You can also elect to contribute to your HSA through pre-tax payroll deductions or make tax-deductible contributions directly to the HSA provider, up to the annual limit ($3,650 for an individual or $7,300 for family coverage in , plus $1,000 for those 55+).
HSA funds, including any earnings if the account has an investment option, can be withdrawn free of federal income tax and penalties if the money is spent on qualified health-care expenses. (Some states do not follow federal tax rules on HSAs.) Unspent balances can be retained in the account indefinitely and used to pay future medical expenses, whether you are enrolled in an HDHP or not. If you change employers or retire, the funds can be rolled over to a new HSA.
Three Steps to a Sound Decision
Start by adding up your total expenses (premiums, copays, coinsurance, deductibles) under each plan offered by Exelon based on last year's usage. Exelon's benefit materials may include an online calculator to help you compare plans by taking factors such as your chronic health conditions and regular medications into account.
If you are married, you may need to coordinate two sets of workplace benefits. Many companies apply a surcharge to encourage a worker's spouse to use other available coverage, so look at the costs and benefits of having both of you on the same plan versus individual coverage from each employer. If you have children, compare what it would cost to cover them under each spouse's plan.
Before enrolling in a plan, check to see if your preferred health-care providers are included in the network.
Tame Taxes with a Flexible Spending Account
If you elect to open a Exelon-provided health and/or dependent-care flexible spending account (FSA), the money you contribute via payroll deduction is not subject to federal income and Social Security taxes (nor generally to state and local income taxes). Using these tax-free dollars to pay for health-care costs not covered by insurance or for dependent-care expenses could save you about 30% or more, depending on your tax bracket.
The federal limit for contributions to a health FSA was $2,750 in and should be similar for . Some employers set lower limits. (The official limit has not been announced by the IRS). You can use the funds for a broad range of qualified medical, dental, and vision expenses.
With a dependent-care FSA, you can set aside up to $5,000 a year (per household) to cover eligible child-care costs for qualifying children age 12 or younger. The tax savings could help offset some of the costs paid for a nanny, babysitter, day care, preschool, or day camp, but only if the services are used so you (or a spouse) can work.
One drawback of health and dependent-care FSAs is that they are typically subject to the use-it-or-lose-it rule, which requires you to spend everything in your account by the end of the calendar year or risk losing the money. Some employers allow certain amounts (up to $550) to be carried over to the following plan year or offer a grace period up to 2½ months. Still, you must estimate your expenses in advance, and your predictions could turn out to be way off base.
As you plan your financial future, understanding the full scope of Exelon's retirement benefits gives you the strongest foundation. According to publicly available information, Exelon maintains an active defined benefit pension plan, which provides retirement income based on factors such as years of service and compensation history. Exelon also offers retiree healthcare benefits to eligible employees, which can provide meaningful coverage for those who retire before reaching Medicare eligibility at age 65. Putting your Exelon benefits into the framework of a holistic retirement income plan reveals how each piece supports the others.
Legislation passed in the post-pandemic economy,allows workers to carry over any unused FSA funds from 2021 into 2026, as long as the employer opts in to this temporary change. If you have leftover money in an FSA, you should consider your account balance Exelon's carryover policies when deciding on your contribution election for .
Take Advantage of Valuable Perks
A change in the tax code enacted at the end of made it possible for employers to offer student debt assistance as a tax-free employee benefit through 2026, spurring more companies to add it to their menu of benefit options. A survey found that 17% of employers now offer student debt assistance, and 31% are planning to do so in the future. Many employers target a student debt assistance benefit of $100 per month, which doesn't sound like much, but it adds up.1 For example, an employee with $31,000 in student loans who is paying them off over 10 years at a 6% interest rate would save about $3,000 in interest and get out of debt 2½ years faster.
Many employers provide access to voluntary benefits such as dental coverage, vision coverage, disability insurance, life insurance, and long-term care insurance. Even if Exelon doesn't contribute toward the premium cost, you may be able to pay premiums conveniently through payroll deduction. Exelon may also offer discounts on health-related products and services, such as fitness equipment or gym memberships, and other wellness incentives, like a monetary reward for completing a health assessment.
1) CNBC, September 28,
How does Exelon's separation process into RemainCo and SpinCo impact the retirement benefits for employees in both segments, and what should employees at Exelon consider regarding their retirement planning in light of this structural change?
Exelon’s Separation into RemainCo and SpinCo: The separation into RemainCo and SpinCo may result in different benefits structures for employees, with RemainCo focusing on regulated utilities and SpinCo on competitive energy generation. Employees should evaluate how their specific retirement benefits, such as pensions and 401(k) plans, may change or be restructured under the new entities. Employees need to consider the impact of this change on their long-term retirement planning, especially with regard to how the corporate shift may affect contributions, vesting, and retirement payouts.
In what ways can Exelon employees leverage the Employee Savings Plan to maximize their retirement savings, and what specific features of the plan should employees be aware of to ensure they are making the most of their contributions?
Maximizing Retirement Savings through the Employee Savings Plan: Exelon’s Employee Savings Plan offers tax-advantaged retirement savings with employer matching contributions. Employees should be aware of contribution limits, matching percentages, and vesting schedules to make the most of the plan. Additionally, employees should consider automatic enrollment features, target-date funds, and the availability of Roth contributions, ensuring they optimize their retirement savings through strategic contribution increases over time.
What retirement resources does Exelon provide to assist employees in understanding their pension options, and how does the company's support aim to facilitate a smooth transition into retirement?
Pension Options Resources: Exelon provides resources like retirement planning tools, financial counseling, and access to benefits specialists to help employees understand their pension options. These resources are designed to assist employees in making informed decisions regarding payout options such as lump sums versus annuities. The company’s goal is to help employees transition smoothly into retirement by offering educational sessions and personalized guidance on maximizing their benefits.
Can you elaborate on the diversity, equity, and inclusion efforts at Exelon, particularly how these initiatives impact the workplace environment for employees approaching retirement, and what specific policies or programs are in place to support them?
Diversity, Equity, and Inclusion (DEI) Efforts: Exelon's DEI initiatives positively impact employees approaching retirement by fostering an inclusive environment where employees from diverse backgrounds are supported in planning for their future. Policies such as anti-age discrimination and flexible working arrangements help ensure that older employees can transition smoothly into retirement while still contributing meaningfully in their final working years(Exelon_Corporation_Febr…).
How can Exelon employees evaluate their nonqualified deferred compensation options as they near retirement, and what implications should they consider regarding taxes and withdrawal strategies?
Evaluating Nonqualified Deferred Compensation: Exelon employees nearing retirement should carefully evaluate their nonqualified deferred compensation options, focusing on timing withdrawals to minimize tax liabilities. These plans are often subject to different tax treatments, and employees should consider potential penalties for early withdrawal and strategize around deferral and distribution schedules to optimize their retirement income.
What role does Exelon’s commitment to ESG principles play in its employee benefits structure, and how might changes in this area influence retirement planning for employees at Exelon?
ESG Principles and Employee Benefits: Exelon’s commitment to Environmental, Social, and Governance (ESG) principles influences its benefits structure by promoting sustainable and responsible practices. Employees may see continued enhancements in green investment options in their retirement plans, and changes to benefits programs may reflect a stronger focus on social responsibility and long-term sustainability, which could affect their retirement planning strategies(Exelon_Corporation_Febr…).
How can employees at Exelon access information about their total compensation packages, including retirement benefits, and what steps should they take to ensure they are maximizing their overall compensation as they approach retirement?
Accessing Total Compensation Information: Exelon employees can access information about their total compensation packages, including retirement benefits, through the company’s HR portal and benefits department. To ensure they are maximizing their compensation as they approach retirement, employees should regularly review their pension, 401(k) contributions, and healthcare benefits, seeking advice from the company’s financial planners or HR representatives(Exelon_Corporation_Febr…).
What constitutes the normal retirement age at Exelon, and how do retirement benefits adjust for employees who retire earlier or later than this age?
Normal Retirement Age and Early/Late Retirement: Exelon’s normal retirement age typically aligns with the age for full pension eligibility, which could be 65 or 67 depending on the plan. Employees who retire earlier may face reduced pension benefits, while those who delay retirement could receive enhanced payouts. It’s crucial for employees to understand how their specific retirement age affects their pension formula(Exelon_Corporation_Febr…).
How can Exelon employees provide feedback on employee benefits during the consultation process, especially those related to retirement, and what channels are available for them to voice their concerns or suggestions?
Providing Feedback on Retirement Benefits: Exelon encourages employees to provide feedback on benefits through regular surveys, town hall meetings, and direct consultations with the HR department. Employees can voice their concerns or suggestions regarding retirement plans during open enrollment periods or scheduled consultations with benefits specialists(Exelon_Corporation_Febr…).
What is the best way for employees to contact Exelon regarding questions about their retirement benefits and other related topics, and which resources or personnel should they turn to for the most accurate and reliable information?
Contacting Exelon for Retirement Questions: Employees with questions about retirement benefits can contact Exelon’s HR department, use the company’s dedicated benefits hotline, or access retirement planning resources on the company’s internal portal. For specific inquiries, employees may also reach out to benefits counselors or attend company-provided retirement planning seminars(Exelon_Corporation_Febr…).
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For more information you can reach the plan administrator for Exelon at 1 riverside plaza Columbus, OH 43215-2373; or by calling them at 614-716-1000.
https://www.exeloncorp.com/Documents/2022-annual-report.pdf - Page 8, https://www.exeloncorp.com/Documents/2023-annual-report.pdf - Page 15, https://www.exeloncorp.com/Documents/2024-annual-report.pdf - Page 22, https://www.exeloncorp.com/Documents/employee-pension-plan-2022.pdf - Page 5, https://www.exeloncorp.com/Documents/employee-pension-plan-2023.pdf - Page 12, https://www.exeloncorp.com/Documents/employee-pension-plan-2024.pdf - Page 15, https://www.exeloncorp.com/Documents/401k-plan-2022.pdf - Page 8, https://www.exeloncorp.com/Documents/401k-plan-2023.pdf - Page 22, https://www.exeloncorp.com/Documents/401k-plan-2024.pdf - Page 28, https://www.exeloncorp.com/Documents/healthcare-plan-2022.pdf - Page 20
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