UZIO Product Updates, June 2025 Additional Enhancements

In this release, we made some important improvements based on your feedback. If you have any questions or feedback regarding these new features or improvements, please feel free to email us at support@uzio.com.

To learn more about our last release from June 2025, click here.

Platform Access to Employees after Termination

Terminated employees can now log into the UZIO web platform with limited access rights to view essential employment-related information. This includes:

• Personal details
• Pay stubs
• W-2 forms

The Mobile app access remains disabled post-termination. Any manager-level access held by the employee before termination will be fully revoked to maintain data security and compliance.

Additional Enhancements to the Termination Workflow

1. Email Address Update at Termination:
   While terminating an employee, admins now have the option to update the employee’s email address if the existing one will no longer be accessible. This ensures continued access to the web platform after termination.
2. Granting Access to Previously Terminated Employees:
   For employees who were terminated before this feature was introduced, employer admins can now send a registration link to grant them web platform access.
   In line with our security compliance standards, these terminated employees will also be required to set up two-factor authentication, similar to active users.

Enhancements in Benefits Contribution Strategies

Reference Plan Contribution Strategy

Previously, the Reference Plan Contribution Strategy had the following limitations:

• The platform supported only one method for configuring the reference plan contribution, by defining a fixed employer contribution percentage. There was no flexibility to determine the employer’s share by specifying a fixed employee cost.

• Under the reference plan contribution strategy, the system only allowed contributions to be configured as a percentage of the plan cost. There was no option to define contributions using flat dollar amounts.

• Under the employee contribution strategy, the system supports only flat dollar amounts for defining employee contributions. Percentage-based contributions were not permitted.

• It was not possible to assign different reference plans for different employee classes.

The platform has been enhanced to offer greater flexibility in configuring the Reference Plan Contribution Strategy. Below is a summary of the key updates:

• Flexible Contribution Basis: You can now choose whether the contribution is based on the employer’s or the employee’s share, using the new “Contribution By” option.
• Reference Plan Checkbox: A new checkbox, “Select to choose a reference plan for contribution calculation”, lets you control how buy-up plans are handled:
  • If selected, the employer’s contribution for any buy-up plan will match the contribution amount for the reference plan. The employee pays the remaining cost.
  • If not selected, the cost split for both the reference and buy-up plans will follow the defined percentage or flat dollar contribution.
• Class-Level Reference Plan Assignment: You can now assign different reference plans to different employee classes. After adding plans to the cart on the plan listing page, you can designate a specific plan as the reference for the classes it is offered to.

How to set this up

On the Health Contribution Page, select whose share employer wants to fix and the others will be derived. Also, select the checkbox if the contribution is based on the reference plan.

On the plan listing page, begin by adding the plan to the cart that you intend to designate as the reference plan, then select the applicable classes for which this plan will serve as the reference.

Example- 

1. Contributions for Reference Plan Enrollment - For Employee Only coverage under the reference Plan, the Employee cost is fixed at $101.94/month, regardless of age. The employer will cover the remaining cost of Employee only coverage for the reference plan. If an employee enrolls dependents under the reference plan, the employee pays the full cost of dependent coverage.
2. Contributions for Buy Up Plan Enrollment -  Employee contribution will be Employee cost in Reference Plan + Difference between Buy Up Plan and Reference Plan total costs. The employer’s contribution remains the same as in the Reference Plan scenario.

Example Scenarios

Scenario A: Employee enrolls in Reference Plan with Spouse and Child 

Here is how the cost in Scenario A should be calculated.

Employee Cost:

• • Fixed Employee: $101.94
  • Spouse: $400
  • Child: $100
  • Total Employee Cost: $601.94

Employer Cost:

• • Total Employer Cost: $1,000 – $601.94 = $398.06

Scenario B: Employee enrolls in Buy Up Plan with Spouse and Child

Here is how the cost in Scenario B should be calculated.

Employee Cost

• • Reference Plan Employee Cost: $601.94
  • Reference Plan Total Cost: $1,000
  • Buy Up Plan Cost: $1,500
  • Total Employee Cost in Buy-Up Plan = Reference Plan Employee Cost + (Reference Plan Total Cost - Reference Plan Total Cost) = $601.94 + ($1,500 - $1,000) = $1,101.94

Employer Cost

• • Total Employer Cost in Buy Up Plan = $1,500 - $1,101.94 = $398.06

Employee Contribution Strategy

Under the employee contribution strategy, the system supports only flat dollar amounts for defining employee contributions. Percentage-based contributions were not permitted. Now the system is enhanced with the feature to provide employee’s share as a percentage. When the “Contribution By” is set as “Employee”, it can be defined as either a flat amount or a fixed percentage.