FAQs

Why is the integration delayed? Delaying integration allows us more time to finalize important details to ensure a smooth and accurate transition. Our priority is to keep you well informed and supported throughout this process.

How long will the delay be? Updated timing will be shared as soon as it is available.

Will we still move forward with the integration? Yes, the integration is still moving forward. The timing is simply being adjusted to finalize important details to ensure a smooth and accurate transition.

How is my PTO going to be handled? The PTO transition will be delayed. More information regarding the transition of your Holston Medical Group PTO and any applicable sick time will be shared once the updated integration timeline is determined.

Is the PTO transition on March 22 still happening? No, the transition to PTO accrual will be delayed. Additional details regarding how your Holston Medical Group PTO and any applicable sick time will be handled will be shared once the integration timeline is determined.

How will my pay be affected? Your pay will continue as it does today. Any changes that were planned as part of the integration will be delayed until a new timeline is determined.

Will my current benefits change while the integration is delayed? No, your current benefits will remain the same. Any future changes will be shared once a new integration timeline is determined.

Does this delay affect my eligibility for benefits later? Eligibility will be determined and aligned with the updated integration timeline once a new date is determined.

Will transition letters and provider memos be delayed? Yes, you will not be receiving a transition letter/provider memo on March 2 as originally communicated.

Will we still be enrolling in benefits during March 23–April 21? No, benefits enrollment has also been delayed and will be rescheduled once the integration timeline is determined.

Will we still attend benefit education sessions in February and March? No, those sessions have been canceled and will be rescheduled when the integration timeline is determined.

Will our current Holston Medical Group benefits end on March 31? No, your current benefits will not end on March 31. Your benefits will stay the same until the integration timeline is determined.

Will I still receive my first UnitedHealth Group paycheck on April 10?  No, you will not receive your first UnitedHealth Group-administered paycheck on April 10.  For now, you will continue receiving your Holston Medical Group-administered paycheck on Holston Medical Group’s current pay period and payroll schedule. Payroll transition timing will be communicated once the integration timeline is determined.

Will the welcome website information be updated? Yes, the website will be updated once the integration timeline is determined. Until then, please note that previously shared dates are no longer current.

Who can I talk to if I have specific questions? If you have questions, please reach out to your leader or HR partner. They can help you get the information you need. Additionally, you can continue to submit questions through the form.

Why did Optum choose to invest in Holston Medical Group? Optum and Holston Medical Group share common goals around providing patients with high-quality, local care in ways that make health care simpler, more effective and more affordable.

How does being part of Optum benefit Holston Medical Group? This combination will strengthen Holston Medical Group by positioning the organization for continued success in the ever-changing and challenging health care industry, including its ability to expand, recruit top talent, and develop innovative services for patients. Additionally, UnitedHealth Group is committed to a culture focused on learning, growth and development. Post-integration, you'll have access to several career development resources, opportunities and a larger network and you'll be able to map your own career journey with support from your manager. You can also check out Careers at UHG for more information.

How does being part of Optum benefit Holston Medical Group’s patients? Patients will continue to enjoy the excellent services they’ve come to expect from Holston Medical Group, and in the future, will benefit from enhanced services resulting from our collective investments in technology, added resources, and health care expertise.

Organizationally, where will I fit into the UnitedHealth Group enterprise? Holston Medical Group is part of the Optum Health Mid-Atlantic region within Optum, the care delivery arm of UnitedHealth Group. Optum Health supports care providers with the data, technology, and business solutions needed to enhance the patient experience, improve clinical quality and streamline care coordination. The Mid-Atlantic region is a growth-focused area within Optum Health that uses a provider network model, with contributions from Holston Medical Group, Colonial Healthcare and the Optum Health Network (OHN). This model is designed to deliver high-quality, local care while leveraging the scale and capabilities of the broader Optum and UnitedHealth Group enterprise.

Will this change how Holston Medical Group operates? While you may experience operational changes over time as Holston Medical Group and Optum come together, your day-to-day work will continue, and our focus will remain on providing quality care to those we serve. Representatives from Holston Medical Group and Optum are working closely together to learn more about each other, understand our respective organizational cultures, look for opportunities to share best practices, and improve our tools and processes now that we have the capabilities and strengths of both organizations.

When will we find out about any changes in benefits, including 401(k)? We understand how important this information is as you plan for the months ahead. While we’re still finalizing some of the specifics, we’re committed to transparency and will continue to share updates as soon as they become available.

Will this change my role and responsibilities? Roles and responsibilities are anticipated to remain the same. Over time, they may evolve with the needs of the organization as part of our normal course of business.

Are there plans to eliminate jobs? Your day-to-day work will continue and our focus on providing excellent patient care will remain undisturbed.

Will there be more opportunities for advancement in the company? UnitedHealth Group is committed to fostering a culture of growth and development among employees. Post-integration, you'll have access to several career development resources, opportunities, and a larger network, and you'll be able to map your own career journey with support from your manager.

Will I receive credit for my years of service with Holston Medical Group? And, if I previously worked at a UnitedHealth Group company, will I receive credit for that service? Yes, to both. You will receive credit for your combined years of employment at Holston Medical Group and any prior years of employment with UnitedHealth Group and any of its affiliates.

How many hours of PTO can I carry over into 2026? Based on the current HMG policy, employees may carry over up to 80 hours of unused PTO into 2026.

Can I still request a PTO payout at the end of 2025? Yes, under the current HMG policy, employees with more than 80 hours of unused PTO at year-end may request a payout of up to 40 hours in November. Any PTO over 80 hours that is not carried over or requested for payout must be used by Dec. 31, 2025, or it will be forfeited.

Will the Holston Medical Group leadership team remain in place? Yes, the Holston Medical Group will continue to operate as a physician-led organization under its current leadership.

When will Holston Medical Group be fully integrated and what does that mean? Integration is a multi-step process and Holston Medical Group and Optum leadership are already working together to identify opportunities for alignment and collaboration. Integration does not occur all at once – it is completed in phases (e.g., HR/people, clinical programs, technology) and varies based on business needs. You will be updated as the timing for additional phases are defined.

How are integration decisions made? Holston Medical Group and Optum leadership are working collaboratively to make decisions on priorities and activities. To ensure good partnership, representatives from Holston Medical Group are included in the various workstreams, which includes an Oversight Team and an Executive Steering Committee. In addition, UnitedHealth Group has an established governance model to guide the relationship, define priorities, and make critical decisions.

What happens to the Holston Medical Group brand? For now, the Holston Medical Group brand will remain intact as we begin the planning process for how we will move forward together.  

How will joining UnitedHealth Group change our culture? Holston Medical Group and Optum share common goals around providing patients with high-quality, cost-effective care with a focus on value and innovation, and have a like-minded passion to make a positive, fundamental change in health care for the people and communities served.

What is the UnitedHealth Group culture like? The UnitedHealth Group enterprise is committed to building a culture where we are fueled by our Mission, living our Values and delivering Quality to each other and every person we serve. The Mission across the UnitedHealth Group enterprise is to help people live healthier lives and help make the health system work better for everyone. Our six core Values — Integrity, Compassion, Inclusion, Relationships, Innovation and Performance — give us a shared understanding and a set of expectations around how we can fulfill our purpose and deliver a quality experience in service of our Mission. To learn more, visit the Connecting to Culture page.

Where is UnitedHealth Group headquartered? UnitedHealth Group is headquartered in Minnetonka, Minnesota, near Minneapolis. Team members are based in company facilities and work remotely around the world.

Will I need to relocate? No. There are no current plans to change where you work and/or move or consolidate offices.

Will there be a change to our dress code? No. Local leadership will continue to establish dress code guidelines.

Will my current work schedule change? No. Work schedules will continue to be set by your local leaders.

Will my email address and/or phone number change? For most team members, no, although you may receive a new email and/or phone number at some point in the future.

What is people integration and when is it happening? People integration is scheduled for March 22, 2026. This is when you’ll transition to UnitedHealth Group people (HR) and payroll systems. It’s also referred to as the payroll integration date or simply the transition date. Integration and transition are used interchangeably.

When will I know more about people integration and what I need to do? You’ll receive regular email updates from Optum as the integration approaches, keeping you informed about any actions you need to take. In addition, you’ll be invited to live virtual sessions focused on benefits education and orientation in the months leading up to integration. These sessions will help you learn about the benefits, systems, and tools you’ll have access to after integration. You can expect to learn more about benefits starting in January, with additional benefits education sessions scheduled for February.

What are some tasks I’ll need to complete as part of people integration? You will need to consent to a background check, submit a new Form I-9, enroll in elected benefits, and complete several other onboarding tasks, including enrolling in direct deposit and completing new tax withholding forms. Throughout the people integration period, you will receive regular email communications that will update the tasks you’ll need to complete and outline important deadlines. Please be sure to check your email often.

Do I have to complete a background check? One of the steps the UnitedHealth Group enterprise takes to maintain our reputation for honesty and integrity and keep our workplaces safe is to conduct background investigations on all new team members and providers, including those in acquired companies who are integrating, like Holston Medical Group. Your background check will be completed in partnership with our third-party vendor, HireRight. It will include a criminal search, verification of your Social Security Number, a national sex offender registry check, a healthcare sanctions check and any other necessary screens, such as a licensure check if your role requires a professional license or certification.

What happens if something is flagged in my background check? Any adverse reports (criminal hits, etc.) on a background check are reviewed by an internal team to determine next steps. If any action is required, someone from the integration team will contact you directly.

Do I have to complete a new Form I-9? Company policy — in alignment with federal law — requires all U.S. team members who transition to new employment to complete a new Form I-9. We will share more via email about the completion process before you need to take action. To prepare, review the Lists of Acceptable Documents and begin to gather your original and unexpired documentation.

How will UnitedHealth Group onboard HMG team members into the enterprise? You will receive an email invitation to log in to New Employee Connect (NEC), a self-service onboarding tool, to securely access employee information and complete certain tasks prior to the March 22 integration. You’ll receive an email invitation to a virtual orientation session so you can learn more about the systems and tools used across the enterprise.

What is the People Integration survey? The survey provides an opportunity for you and your colleagues to share your thoughts about your integration experience to date. Listening to our employees is one of the best ways we drive quality throughout our organization and continue to care, connect, and grow together. The survey is a critical component of our employee listening strategy because it helps us better understand what you need throughout this experience so we can better support you through your integration journey and improve the process going forward.

Where can I locate my survey invitation? The invitation will be emailed to you through the Medallia survey tool (UHGSurveys@feedback.uhg.com). You and your colleagues will receive an individualized link to access the survey, so please don’t forward or share your invitation. If you can’t find the email in your inbox, please be sure to check your spam/junk folder.

What’s my role? Your role is simple and critical: share your opinion. We value your feedback and ideas on how we can make our organization a company you're proud to be a part of. Your feedback helps drive positive change — not only on your team, but throughout the enterprise.

How is my feedback used? Your responses are confidential. The results will be summarized into high level themes to drive leader discussion and action planning. No identifiable data will be shared.

Who do I contact if I have questions? Contact the Mergers & Acquisitions (M&A) Culture and Experience team for additional support. 

What is the UnitedHealth Group approach to paid time away from work? We offer team members a Paid Time Off (PTO) program that combines vacation and sick leave into a single bank of time to use when you’re away from work, with your manager's approval and in consideration of business needs.

Are sick days offered? We combine vacation time, personal time and sick time into our PTO bank.

I already received approval to take time away from work, but it’s scheduled for after integration. Can I still that time away? Yes, as long as it’s in accordance with the UnitedHealth Group/Optum PTO policy and your manager approves. You'll have access to the full policy after integration.

What holidays does UnitedHealth Group observe? We observe the following eight holidays. Generally, holidays that fall on a Saturday will be observed on the preceding Friday, and holidays that fall on a Sunday will be observed on the following Monday, as outlined on the holiday calendar.
 

Because integration takes place on March 22, 2026, Holston Medical Group will not recognize Martin Luther King Jr. Day in 2026.

Does UnitedHealth Group offer floating holidays? Yes, you will be granted one floating holiday each calendar year to take paid time off to celebrate a day that’s meaningful to you. This means you will receive one floating holiday after integration to be used by Dec. 31, 2026. The number of hours you receive is equivalent to 1/5 of the number of your standard weekly hours. For example, if your standard workweek is 40 hours, you’ll receive 8 hours of holiday pay. If your standard workweek is 32 hours, you’ll receive 6.4 hours of holiday pay.

In what increments can I take PTO after transition? In general, non-exempt team members can take PTO in one-hour increments and exempt team members can take PTO in full- or half-day increments. There are some exceptions for those on approved intermittent Family and Medical Leave, or if required by law. You'll have access to the full policy after integration.

Can I borrow PTO before it’s been granted within the UnitedHealth Group enterprise? Yes. You can borrow up to one week’s worth of your standard hours (up to 40) from your future PTO with your leader’s approval.  This does not apply to providers, who should refer to their contracts.

When can I expect my unused PTO at Holston Medical Group to transition to my new PTO bank within the UnitedHealth Group enterprise? You will be able to take PTO immediately upon integration, but transferring hours may not be visible until your second UnitedHealth Group-administered payslip on April 24.

(Not applicable to providers) When will I begin receiving PTO with the UnitedHealth Group enterprise? If you are a team member, you will receive your first PTO grant on April 10, the date of your first UnitedHealth Group-administered payslip, and every biweekly pay period thereafter. This does not apply to providers, who should refer to their contracts.

(Not applicable to providers) If I work less than 40 hours per week, am I eligible for PTO with the UnitedHealth Group enterprise? If you work 20 to 39 hours per week, you’re eligible for PTO on a prorated basis. If you work less than 20 hours per week or are a temporary employee, you are not eligible for PTO. This does not apply to providers, who should refer to their contracts.

(Not applicable to providers) How much PTO may I carry over from one calendar year to the next under the new policy? You can carry over up to one week’s worth of your standard hours (up to 40 hours) from year to year, unless otherwise required by state law. Any unused PTO that exceeds these limits will be forfeited at year-end. You'll have access to the full policy after integration.  This does not apply to providers, who should refer to their contracts.

How can I view my PTO balance after integration?  You can access our HR system after integration on March 22. Any PTO that transitions from your current organization will be visible starting with your second UnitedHealth Group-administered payslip on April 24.

What happens to my current coverage with Holston Medical Group? Your benefits – including medical, dental and vision – will end on March 31.

What are my new benefit options and when can I enroll? Upon integration, you are eligible for new benefits with the UnitedHealth Group enterprise and will have an opportunity to enroll between March 23-April 21.

Will there be a gap in my coverage? No. Your current coverage will end on March 31, and your new coverage (if elected between March 23-April 21) will take effect on April 1.

When will I learn more about the new benefit offerings? You will have access to several resources that will help you explore the new benefits so you can better understand what’s available to you and your family. You’ll also be invited to benefits education, which will take place in late February.

What happens if I do not enroll in benefits during the initial enrollment period? If you don’t enroll during your initial enrollment period, you will not have coverage under a medical, dental or vision plan, or most other voluntary benefits you need to elect (i.e., Critical Illness or Accident Insurance). Unless you have a qualified status change such as marriage, divorce or birth/adoption of a child, your next opportunity to enroll will be during the enterprise-wide Open Enrollment period, which typically takes place late fall, for coverage starting January 1, 2027.

What if I’d rather have coverage under my spouse or domestic partner’s benefits and their open enrollment period has already ended? Ordinarily, you may not change elections mid-year. However, the IRS allows, and most plans permit, exceptions to this rule for certain qualifying life events, including a “change in coverage under another employer plan.” The March 22 integration date is typically considered a qualifying event by other employer-sponsored plans. Please contact your spouse or domestic partner’s benefits administrator to confirm.

Is there benefits coverage for spouses and domestic partners? Yes. Spouses and domestic partners are eligible to enroll in the health benefits, even if they have access to health coverage through their own employer. We also offer domestic partner (same and opposite gender) coverage for most health, life and voluntary benefits. There are no spousal surcharges.

Will I need to provide dependent verification documentation for my enrolled dependents? Yes. Dependent verification documentation is required to confirm dependent eligibility for coverage. Once you submit the documentation, it takes up to three business days for a determination if you upload your documents to the benefits site when enrolling, seven business days if you fax it, and up to 21 business days if you mail it. You'll receive a letter at your home address explaining the process after you enroll at least one dependent in medical, dental or vision.

How will I know when it’s time to enroll? The day after integration, you will receive a benefits enrollment message to your work email address announcing your 30-day enrollment period. The email will include a link to the benefits site, which is where you’ll go to make your elections, and contact information if you have questions.

How do I enroll in benefits if I go out on a leave of absence before, or during the initial enrollment period? You enroll March 23-April 21, which is the same timeframe as your colleagues. If you don’t enroll during your initial enrollment period, you won’t have medical, dental or vision coverage, or most other elected benefits such as Critical Illness or Accident Insurance, for the remainder of the calendar year. You won’t be able to enroll in benefits until the 2027 Open Enrollment period, unless you have a qualified status change such as marriage, divorce, or birth/adoption of a child.

Will my current beneficiaries automatically transfer? No, none of this information transfers automatically. 

When do deductions for elected benefits (medical, dental, vision, etc.) start? The date you enroll in benefits affects when premiums start being deducted from your paycheck. Premiums are owed for each paycheck in the month your coverage begins, regardless of when during the enrollment period you enroll. No more than two deductions will be taken from a single paycheck.

Besides premiums, will I see any other benefits deductions on my paycheck? You might. Because you automatically receive Basic Life Insurance and AD&D coverage effective on your transition date, you are taxed on the value of the company-paid premiums above $50,000. This is called imputed income. If applicable, you will start to see imputed income deductions on your first UnitedHealth Group-administered paycheck. Depending on your integration date, you may see a double deduction on your first check and a single deduction going forward.

After I enroll, when can providers verify my insurance coverage? After you enroll, network providers will typically be able to verify your insurance coverage within three business days. ID cards are not required to receive services.

When will I receive my medical, dental, and/or vision ID cards? You should receive your medical and dental member ID cards at your home address approximately two weeks after you enroll. A vision ID card will not be issued. You can also access your medical and dental member ID cards on the myuhc.com website or UnitedHealthcare app several days after you complete your enrollment.  

What if I need care before my new benefits can be verified? You will be reimbursed according to your new plan’s provisions. You’ll pay out-of-pocket (or the non-discounted amount for pharmacy) and submit your receipt(s) for reimbursement once your medical coverage is verified. If a true emergency occurs and you are taken to the nearest hospital, you will be admitted even if the hospital cannot verify your medical coverage. Even if the facility is not in the network, services will be covered at the network level until you can be relocated to a network facility. You can ask the facility to submit the claim after you’ve enrolled in benefits.

I have an upcoming procedure that is scheduled for after integration. How does integration impact that? After you enroll in an OptumCare (OCI)-sponsored medical plan, you will need to notify your provider of your new medical plan and work with them to reestablish any prior authorizations. The cost share will be based on the provisions of your newly elected medical plan. If your provider is no longer in-network under your newly elected plan, you can request and submit a Transition of Care application, if eligible, to see if they will extend your coverage at network rates for a limited time.

How do I access the United Well-being site? Visit unitedwellbeing.uhg.com. Keep in mind the site is intended to show a summary of what’s offered, so certain benefits and plans may not be available to you. Additionally, you will not be able to access certain links until you complete the first-time login process after integration. 

I have a prescription. How does integration impact that? Prescription coverage is through Optum Rx and most plans utilize the Standard Select network (Please note that CVS is out-of-network.).

After you enroll in a new medical plan, you will need to reestablish any prior authorizations. The cost share will be based on the provisions of your newly elected medical plan. For details on pharmacy coverage under the new plans, please refer to the pharmacy locator tool.

I will be turning 65 soon. Do I need to enroll and start paying for Medicare? You will want to compare coverage between Medicare and your current health care coverage when you turn 65. If you defer your Social Security benefits, you will NOT automatically be enrolled in Medicare Parts A & B and can choose to defer enrollment until later. You can also wait to enroll in Medicare Part B until you leave the UnitedHealth Group enterprise without having to pay a penalty.   

If I have Medicare Part A coverage, does my medical coverage through the UnitedHealth Group enterprise pay first or Medicare? If you are employed (regardless of how old you are), your employer-sponsored medical coverage is primary, and Medicare Part A is secondary until you leave the company.

My spouse, who is 67, is enrolling in a Medicare Supplemental Plan and planning to enroll in Medicare Part B. Medicare needs a “L564-Request for Employment Information” form, so my spouse can avoid a penalty and enroll now. Who do I contact? After integration and once you have enrolled in a medical plan, you can call the respective call center and request they complete a CMS_L564 Form for your spouse. The representative will complete the form and mail the original to your home address in approximately 10 business days. If you need the form before integration, please contact your current benefits administrator.
 

• If you are eligible for OptumCare benefits, call the Benefits Service Center at 844-755-2844.

The Travel & Expense policy will be shared on Feb. 12.

Is the company legally required to reimburse my personal mobile use or remote working internet costs? Yes, if you work in a state or municipality that requires reimbursement, as outlined in the policy. Refer to the Travel & Expense (T&E) Policy for specific details and requirements.

I purchased a separate cellular phone to use exclusively for business because I do not want to co-mingle my personal and business cellular phones. Can I be reimbursed for the costs? Unless otherwise required by state or federal law, the cost of the second personal device and data plan are not reimbursable because there is not a business requirement to separate your work phone from your business phone. The company provides secure mobile productivity applications that can be loaded on a personal device and generally do not result in additional data costs to use on personal devices. The Travel & Expense (T&E) Policy outlines by state, the criteria for reimbursement of business use of a personal device. Field-based employees may be issued company devices as outlined in the Company Liable section of the Travel & Expense (T&E) Policy.

How do I find out if I am listed as a telecommuter or field-based employee? Beginning March 22, go to Sparq and enter your name in the search field, then select the search icon. When your name appears, click See Profile. In the Contact Information section, you’ll find your office location, which determines whether you are classified as a telecommuter or field‑based employee:

• Telecommuter: Your address location will appear as XX950 (with XX representing your state, such as MN950).
• Field‑based employee: Your address location will appear as XX999 (such as MN999).

I’m not a field‑based employee or telecommuter, but I travel for business and purchased a personal wireless hot spot (MiFi) to connect to the company network while traveling. Can I be reimbursed for the costs? Unless required by state or federal law, the cost of a personal wireless hot spot and its associated data plan is not reimbursable for employees who are not designated as field‑based or telecommuters. A personal hot spot is not a business requirement for standard business travel, as travelers can typically connect using Wi‑Fi available in hotels, offices or other public locations.

If you prefer to use a dedicated personal hot spot for convenience — or when home Wi‑Fi is available — the device and its data plan are considered secondary and are not reimbursable because they are not required for business purposes.

Field‑based employees may qualify for company‑issued devices as described in the Company Liable section of the Travel & Expense (T&E) Policy. Telecommuters should refer to the Telecommuter and Internet policies for guidance at integration.

Who may request a personal device or internet cost reimbursement exception? International business travelers who have a business need to procure a supplemental global voice and data mobile plan. Note: These plans must be inactivated if not used and will not be reimbursed if not used in conjunction with monthly international travel.

Employees whose work home is one of the states or municipalities listed in the policy. Refer to the Travel & Expense (T&E) Policy for reimbursement criteria and for instructions on submitting reimbursement requests through Concur Expense starting March 22.

How does the exception request system determine my location? Your location is determined by the mail route in your Human Capital profile.

How can I submit a reimbursement exception if my home residence is in a state where reimbursement is legally required and is different than the state in my Mail Route work location? At integration, submit a help ticket to Payment Services Request and a payment services associate can assist you.

How do I request a personal mobile device or internet cost reimbursement exception? Employees who meet the criteria for an exception may submit a request using the online Mobile and Internet Reimbursement Exception Request tool. Only exceptions approved through this web tool will be recognized by Concur Expense when submitted for reimbursement. Expenses submitted for reimbursement are not considered fully approved until reviewed for policy compliance by Payment Services.

Who approves exception requests? Exception requests are approved by the employee’s Concur expense‑approving manager, provided that the manager is job grade 29 or above. When an employee creates an exception request, the system will automatically display the name of the designated approver.

How long will it take for an exception request to be approved? Approval time depends on how quickly the appropriate manager — grade 29 or above — reviews and approves the request. The tool displays the request’s approval status. Once approved, Concur Expense receives the exception immediately.

Note: Employees have up to 60 days from the mobile carrier billing date to submit mobile expenses before they become taxable income. Expenses submitted within the 60‑day window will be reimbursed as non‑taxable, even if they are approved after 60 days, in accordance with the Mobile Device and Global Travel policies.

Can I be reimbursed for cellular or internet costs while I wait to receive my exception approval? Concur Expense will not allow reimbursement until the exception has been approved. Once your exception is approved, you may submit the accumulated costs through Concur Expense, as long as they meet company policy requirements.

How do I determine the reimbursable business-use portion of my home internet? To estimate the reimbursable portion of your home internet costs:
 

• Calculate the total hours in the billing month.
  For example, a 30‑day month has 720 hours (24 × 30).
• Determine the number of hours you used your home internet for business during that month.
• Divide business‑use hours by the total hours in the month (e.g., business hours ÷ 720) to determine your business‑use percentage.
• Multiply your total monthly internet cost by that percentage to determine the reimbursable amount.
• Refer to the policy for additional guidance on submitting expenses through Concur Expense.

How do I determine the reimbursable business use portion of my mobile service
 

• Calculate the total hours in the billing month.
  For example, a 30‑day month has 720 hours (24 × 30).
• Determine the number of hours you worked for business during that month.
• Divide your total business hours by the total hours in the month (e.g., business hours ÷ 720) to determine your business‑use percentage.
• Multiply the business‑use percentage by your total monthly mobile service cost to calculate the reimbursable amount.
• Refer to the policy for additional guidance on submitting mobile service expenses through Concur Expense.

How do I request reimbursement outside the criteria or process outlined in the policy? Reimbursement exceptions are not available beyond those defined in the Travel & Expense (T&E) Policy. However, if you believe you meet the criteria for a company‑liable phone, refer to the Company Liable section of the Mobile Devices Policy for more information.

How do I set up and manage my international voice and data plan with my carrier? Most carriers allow you to manage international plan features through your online account or by contacting the carrier’s customer service center. In many cases, you can request a future deactivation date at the same time you add an international feature. Your carrier can provide additional details and recommendations for using and managing global mobile services.

What are the requirements for submitting mobile and remote working internet reimbursement? Refer to the Travel & Expense (T&E) Policy for detailed instructions.

How do I request a company-issued device? Company‑issued devices are available to employees whose roles meet the criteria outlined in the Travel & Expense (T&E) Policy. To request a company‑issued device, first confirm that your role aligns with the policy requirements. Then refer to the policy to locate the request form for your business segment.