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Provider: Principal
Coverage Period: February 1, 2026 – January 31, 2027
JBPro offers dental insurance through Principal Dental to support preventive care and overall oral health. Two PPO plan options are available for 2026, allowing employees to choose coverage that best fits their needs.
JBPro covers 75% of the employee-only premium for both dental plan options. Employees may elect coverage for eligible dependents at their own cost. All dental elections, changes, and payroll deductions are managed through Rippling.
All dental plan enrollment, changes, and payroll deductions are managed through the Rippling Benefits Portal.
Eligibility & Coverage Information
Eligibility & Coverage Information
Who Is Eligible
All regular U.S. full-time employees who work an average of 30 or more hours per week are eligible to enroll in JBPro benefits.
New hires must submit benefit elections within 15 days of becoming eligible
Enrollment is completed through the Rippling Benefits Portal
Eligibility Dependents
You may elect coverage for the following qualified dependents:
Your spouse or domestic partner
Dependent children up to age 26 (married or unmarried)
When Coverage Begins
Coverage becomes effective on the first day of the month following your date of hire
Example: If you are hired on March 10, coverage begins April 1
When Coverage Ends
Coverage ends on the last day of the month in which employment ends
Depending on the circumstances of your termination, you may be eligible to continue coverage through COBRA
COBRA Continuation Coverage
Administered through Rippling
COBRA election materials will be mailed within 30 days of coverage ending
Employees are responsible for the full cost of COBRA premiums
Rippling Help Article: Enroll in COBRA coverage
Enrollment Period & Making Changes
Enrollment Period & Making Changes
Initial Enrollment
New hires have 15 days from their eligibility date to enroll
If enrollment is not completed within this window, you must wait until the next Open Enrollment unless you experience a Qualifying Life Event (QLE)
Open Enrollment
Open Enrollment occurs annually in January
Changes made during Open Enrollment take effect on February 1, 2026
During Open Enrollment, you may:
Enroll in benefits
Change medical plans
Add or remove dependents
Waive coverage
Making Changes During the Plan Year (QLE)
Outside of initial enrollment and Open Enrollment, benefit changes are not permitted unless you experience a Qualifying Life Event (QLE).
Employees are responsible for notifying HR and submitting changes in Rippling within 30 days of the qualifying event.
Common Qualifying Life Events include:
Marriage or divorce
Birth or adoption of a child
A dependent child reaching age 26
Change in child custody
Loss of coverage under a spouse’s or domestic partner’s plan
Moving to a different state
Failure to submit changes within 30 days of the event may result in waiting until the next Open Enrollment period.
Rippling Help Article: Update your coverage as a US employee following a Qualifying Life Event (QLE)
Waiving Coverage
To opt out of medical, dental, or vision coverage, you must actively waive coverage in Rippling
Benefits do not automatically enroll or waive
Waivers must be completed during:
Initial eligibility
Open Enrollment
A Qualifying Life Event window
Rippling Help Article: Enroll in benefits or waive coverage as a new hire
Plan Options
Plan Options
Low Plan: $1,500 annual maximum
High Plan: $3,000 annual maximum
Both plans provide access to a broad PPO dental provider network and include coverage for preventive, basic, and major dental services, subject to plan provisions.
Plan Features Comparison
Plan Features Comparison
Feature
Feature
Deductible
Low Plan
Low Plan
Network: $50Individual / $150 Family
Network: $50Individual / $150 Family
Annual Max Benefit: $1,500 Per Person Per Year
High Plan
High Plan
Network: $50 Individual / $150 Family
Network: $50 Individual / $150 Family
Annual Max Benefit: $3,000 Per Person Per Year
Are there services covered before you meet your deductible?
Yes. Preventive Care Services and categories with a copay are covered before you meet your deductible.
Yes. Preventive Care Services and categories with a copay are covered before you meet your deductible.
Plan Type
PPO
PPO
Network
Principal
Principal
Referrals Required
No
No
In-Network Preventive Care
Covered at no cost
Covered at no cost
Basic Services
Copay
Copay
Major Services
Copay
Copay
Out-of-Network Coverage
In-Network Fee Schedule
90th Percentile
Max Benefit Rollover
Unused portion of annual max benefit may be available for future benefit periods.
Unused portion of annual max benefit may be available for future benefit periods.
Employee Cost
(Monthly Rates)
Low Plan
Low Plan
High Plan
High Plan
Employee Only
$4.93
$7.25
Employee + Spouse
$26.01
$36.65
Employee + Child(ren)
$39.29
$53.13
Employee + Family
$64.50
$88.04
Resources & Support
Resources & Support
Member Portal (principal.com)
Online account for claims, coverage details, and provider search.
CrossCoast Advisors Support
For enrollment, eligibility, or benefit questions: support@crosscoast.co
Important Reminder
Important Reminder
This overview is for informational purposes only. Full plan details, limitations, and exclusions are outlined in the official Evidence of Coverage (EOC) documents available through UnitedHealthcare and Rippling.
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