Presentation on theme: "Amdocs A Place to Grow US Benefit Review 2011"— Presentation transcript:
1 Amdocs A Place to Grow US Benefit Review 2011 Open Enrollment for 2011 will be held from Monday, October 25th through Tuesday, November 23rd.US Benefit Review 2011
2 Benefit EligibilityIf you are a full-time, active Amdocs employee who is regularly scheduled to work at least 30 hours per week, you are eligible for coverage under the Amdocs’ group benefits program.You have 31-days from your date of hire to enroll into the benefit programs. Enrollment is not automatic.Amdocs is claiming Grandfathered Status under the Healthcare Reform Act.Grandfathered means that the plan was in place on 3/23/10 and will remain in place. Changes are allowed within established guidelines.Amdocs chose to retain the grandfathered status because it will allow Amdocs-Some flexibility to control the impact of the changes legislated by Health Care Reform.-Will provide Amdocs some control on the cost impacts to both Amdocs and to its employees
3 Dependent Eligibility You can also choose coverage for your eligible dependents. Eligible members of your family include:Your spouseYour eligible childrenYour children who are physically or mentally disabledYour domestic partner and their eligible dependentsChildren are eligible up to the age of 26 regardless of student or marital statusChild cannot be eligible for another employer sponsored planIt does not apply to dependents of the child (spouse or child)Cost – will not be treated differently than other eligible dependent childrenYou must provide the Social Security Number (SSN) for all eligible dependant enrolled in the Amdocs benefit plans
4 Domestic Partner Coverage Amdocs offers insurance coverage for Domestic Partners and eligible children of the domestic partnerA Declaration will need to be completed by both the employee and Partner, confirming that eligibility criteria has been met. The form will be sent once elections have been updates in Benefits Self ServiceEligible Domestic Partners include:Same sex partnersOpposite sex partners when one partner is at least over the age of 62Eligible Domestic Partner ChildrenEmployee contribution rates for the additional coverage will be taken from each paycheck on a post-tax basis. This deduction will be in addition to current pre- tax deductions for each coverage type that is selected.For tax reasons, the dollar value for the health, dental and vision coverage will be treated as taxable income for the taxable income for these benefits is subject to withholdings for Federal income tax, State income tax as well as FICA. Payroll will withhold the appropriate POST-Tax deduction for each pay period. The taxable income will be reported on the W2 issued to the employee for the years in which the coverage is provided-Will include medical, dental and vision (Amdocs is only required to provide medical coverage)-Dependent children that are married are eligible for coverage – but spouse and child of that dependent are not eligible-Dependent child does not have to live with employee-coverage from university not considered “eligible plan” – can be enrolled with Amdocs-child currently on COBRA; can reinstate under Employee Plan as of 1/1/11-Coverage will end at the end of the month in which the child turns 26-”Child” definition – son, daughter, adopted child, stepson, stepdaughter, eligible foster child of employee or spouse. Domestic partner children will be eligible for coverage, however will continue to be subject to after-tax charges
5 Impact of Health Care Reform Grandfathered Status Statement The Amdocs Medical Plan believes the Amdocs Medical Plan is a “grandfathered health plan” under the Patient Protection and Affordable Care Act (the Affordable Care Act). As permitted by the Affordable Care Act, a grandfathered health plan can preserve certain basic health coverage that was already in effect when that law was enacted. Being a grandfathered health plan means that your plan may not include certain consumer protections of the Affordable Care Act that apply to other plans, for example, the requirement for the provision of preventive health services without any cost sharing. However, grandfathered health plans must comply with certain other consumer protections in the Affordable Care Act, for example, the elimination of lifetime limits on benefitsQuestions regarding which protections apply and which protections do not apply to a grandfathered health plan and what might cause a plan to change from grandfathered health plan status can be directed to the plan administrator at St. Louis Benefits Department at You may also contact the Employee Benefits Security Administration, U.S. Department of Labor at or This website has a table summarizing which protections do and do not apply to grandfathered health plans
6 Medical Plan OptionsThe administrator is CIGNA HealthCare (www.cigna.com)Eligibility begins on date of hireTwo Options for coveragePOS - Point of ServicePPO - Preferred Provider Organization-1/1/11 no OTC reimbursement except for diabetic supplies and prescribed medications-Co-pays and Deductibles will continue to be eligible for reimbursement-”Reportable” line item on W2-Any OTC medication purchases on or after 1/1/1011 will require substantiation. Benefit Card will not work on these purchases. Paper claim will be required.
7 Point of Service (POS) Plan No Annual Deductible for In-Network ServicesMust select Primary Care Physician (PCP)Doctor’s Visit - $15 co-payUrgent Care Facility - $30 co-payEmergency Room - $75 co-pay, which is waived if admittedOutpatient Surgical Facility – $40 co-payOther outpatient services – paid at 100%Inpatient Hospital Service – $150 co-pay per admissionLifetime maximum benefit is unlimited
8 Preferred Provider Organization (PPO) No need to select Primary Care PhysicianMUST meet annual deductible before plan will pay any expensesAnnual Deductible Annual Out of Pocket In Network Limit In NetworkEmployee $ $600Employee $ $900Family $ $1,200Preventive Services including annual physicals, mammograms, PSAs – In-network - paid at 100% - no deductibleDoctor’s Visit (non-preventive services)In Network - Pays 80% after deductibleHospital Services (inpatient or outpatient) and Emergency Room
9 Prescription and Out of Network Coverage Prescription Coverage under both the POS and PPO PlansIn Network (30 day supply)Plan pays 100% after $5 co-pay for generic, or $20 preferred brand, or 30% for non-preferred brand (minimum co-pay $35, maximum $70) (subject to limitations)Mail Order (90-day supply)Plan pays 100% after $10 co-pay for generic, $40 preferred brand, or 30% for non-preferred (minimum co-pay $70, maximum $140)Out of NetworkPlan pays 70% after deductible has been metPOS and PPO Out of Network Benefits - Plan pays 70% after employee deductible and is subject to usual and customary ratesAnnual Deductible Annual Out of Pocket LimitOut of Network Out of NetworkEmployee $ $1,200Employee $ $2,400Family $1, $3,600Basic plan still offered at no cost to employee.REMINDER: Dates of open enrolment are Monday, October 25th through Tuesday, November 23rd!
10 What’s the difference between POS & PPO? ServicePOSPPOSelect a Primary Care Physician (PCP)YesNoReferral to SpecialistIn POS, the doctor works directly with CIGNA to get referral/authorizationDoctor’s visit$15 co-pay80% after deductibleInpatient Hospital Services$150 co-payper admissionOutpatient Surgery$40 co-payEmergency Room$75 co-payPreventive ServicesOffice Co-pay - $15Preventive screenings covered at 100%Office visits and preventive screenings covered at 100%-Co-pay on Basic – lowered to $10 from $25-Fee Schedule for frame, lenses and additional features such as scratch resistant coating and transition lenses.-Cost of classes will be easier to estimate.
11 Dental Plan Administered by CIGNA Dental Eligibility begins date of hireEmployee may choose a provider from:CIGNA Core NetworkCIGNA Radius NetworkNon-Contracted (Out of Network) ProviderAnnual Deductible$50 for individual$150 for familyWaived for preventive care
12 Dental Plan (cont.) Benefit CIGNA Core or Radius Networks Out-of-NetworkPreventative100%Basic Services85%Major Services50%OrthodonticsUCR ProtectionProtection from amounts over usual and customary chargesNO protection from amounts over usual and customary chargesMore information will be available during open enrollment for 2011Examples of Preventive Services are:Oral Exam (limit to 2x per year)Bitewing X-rays (not more than 2x per year)Prophylaxis (limited to 2 treatments per year)If you choose a Non-Contracted provider employee may have to file claim for reimbursement. Claims will be subject to usual & customary rates.
13 Dental Plan (cont.) Orthodontic Treatment Plan pays 50% after deductible$1,000 Maximum lifetime benefitCovers children up to age 19Treatment in progress will not be covered$1,500 annual maximum benefit for other than orthodontic treatmentWellness Plus Program – If participants get 2 routine exams/cleanings per year their annual maximum benefit will increase by $100 for the following calendar year, up to a maximum of $1800.-increases to EE contributions required-Amdocs’ costs increased, but at less than market trend (8-10%). Amdocs trend (2-3% overall)
14 Vision Plan Options Administered by Davis Vision Davis Vision Member Services:Davis Vision Website:Eligibility begins date of hireTwo options for coverage are availableBasic Vision Plan – no cost to employeeVoluntary Vision Plan – employee pays cost of planFrequency of visitsOnce every 12 months (from last date of service)Plan pays for either lenses & frames or contacts once in a 12 month periodOut of network coverage is available. Benefits are paid at a lesser rate-Increase in EE contributions due to increase in medical costs.
15 Vision Plan Options (cont.) Basic Vision Plan In-Network BenefitsServicesCo-payPatient PriceEye Exam$10$0.00 after co-payGlassesStandard Frames-Priced up to $70 Retail-Priced above $70 RetailFee based on cost of frameVaries by cost of frameStandard LensesVaries by type of lensContact LensesContact Lens Evaluationn/a15% off Usual & Customary chargesConventional20% off Usual & Customary chargesDisposable/Planned Replacement10% off Usual & Customary charges
16 Vision Plan Options (cont.) Voluntary Vision Plan In-Network BenefitsServicesCo-payPatient PriceEye Exam$10$0.00 after co-payGlassesFrame Allowancen/aUp to $130 PLUS 20% discount for amount over $130Standard Lenses$25$0.00Contact LensesContact Lens Evaluation$25.00ConventionalUp to $130 PLUS 15% discount for amount over $130Disposable/Planned Replacement$0.00 (up to 4 boxes)
17 Addition Benefits Programs Life Insurance - Administered by MetLifeEligibility begins date of hireBasic (employer provided)Employee only coverage equal to 1.5x annual base salary, up to $1 millionOptional (employee paid) – can elect coverage for employee, spouse or children. *Guarantee issue applies only when coverage is first offeredEmployee - may choose from $75,000 to $1,000,000 in additional coverage. Guaranteed issue of $300,000*. If you elect over $300,000 in additional coverage, evidence of insurability will be required. Maximum level of coverage - $1 Million.Spouse - may choose $10,000 increments up to $100,000. Guaranteed issue of $30,000*. If elect over $30,000, evidence of insurability will be required.Child(ren) - may elect $5,000 or $10,000 coverage per child age 2 weeks to 19 years (age 25 if full time student). Child coverage covers all children.The cost of employee and spousal optional life coverage will increase as the employee ages. Additional information can be found in the appendix.Rates are available at the North American HR Portal.This presentation will also be posted by end of day on Friday, October 15th for employee review.Life insurance is not part of the Healthcare Reform Act and therefore full-time student status applies for Life Insurance coverage. Age limit is 25.Please note that if your spouse also works for Amdocs you may not carry spousal Optional Life Insurance on each other. Children of Amdocs employees may only be covered by one parent for Optional Life Insurance.
18 Addition Benefits Programs (Cont.) Amdocs provides coverage at 1.5x your annual salaryYou may elect Optional Accidental Death & Dismemberment (employee paid)Employee – can elect from 1 to 10x salary, up to a maximum of $2 MillionFamily – Employee elects from 1 to 10x salary. Spousal benefit is equal to 50% of employee election. Each child has a benefit of $10,000 (children age 2 weeks to 19 years - age 25 if full-time student)No evidence of insurability requiredLife insurance is not part of the Healthcare Reform Act and therefore we can enforce full-time student status for AD&D coverage. Age limit is 25!Please note that if your spouse also works for Amdocs you may not carry Optional Accidental Death & Dismemberment Insurance on each other. Children of Amdocs employees may only be covered by one parent for Optional Accidental Death & Dismemberment Insurance.
19 Additional Benefit Programs (Cont.) Additional benefits provided by Amdocs at no cost – noenrollment requiredDisability – Administered by CIGNA Leave SolutionsShort Term Disability – up to 26 weeksStarts on 8th calendar day of illness – 2nd day for injury related to an accidentPays 100% of base earnings for the first 11 weeks, following elimination periodPays 70% of base earnings for weeks 13 through 26Long Term Disability – Disability that exceeds 26 weeksFor employees in bands 1-3: pays 60% of base monthly earnings to a maximum benefit of $5,000 per monthFor employees in bands 4 & up: pays 60% of base monthly earnings to a maximum benefit of $10,000 per monthOffered through Continental AmericanApplication is required!CI – may require additional medical information
20 Additional Benefit Programs (Cont.) Employee Assistance ProgramAdministered by Ceridian LifeBalance®Free, confidential assistance to support you with all the issues of daily livingCounseling (including addiction and recovery)Eldercare, childcareinfo on “how to” – lease cars, apartment listings, general tax information, etc.FinancialLegalHealth and WellnessContact LifeBalance® at or go online to user ID: amdocs password: usVoluntary Home and Auto Discount ProgramAdministered by MetLifeMay be eligible for discounts on your home or auto insuranceIf interested in a free, no obligation quote contact MetLife at 800-GET MET 8 ( )
21 Flexible Spending Account (FSA) Claims Administrator is ConexisMember services:Account Options: 1) Health Care FSA ) Dependent Care FSAEnrollment for these plans will start the 1st of the month following your enrollment. Example: You enroll through Benefits Self Service on January 15th, your benefits are effective the 1st of February.Employee Contribution AmountsMinimum MaximumHealth Care $240/year $5,000/yearDependent Care $240/year $5,000/year per familyFor EEs joining Amdocs between April 1 and September 30th – simplified underwriting
22 Flexible Spending Account (FSA) Health Care FSABenefit – Eligible contributions are deducted from paycheck on pre-tax basis – placed into a separate accountEligible Expenses – Medical, dental and vision expenses not covered by existing insuranceConexis Elite Card – Can be used at point of service to pay for eligible health care expenses - no need to file paper claims for reimbursementDependant Care FSATo Qualify – both spouses must be working full time; or 1 spouse working full-time & 1 spouse a full-time student; or single parent with primary custodyEligible Expenses – those that enable you and your spouse to work, or enable your spouse to attend school full timeThis includes daycare and before and after school care for children up to age 13
23 Flexible Spending Account Grace Period The Flexible Spending Accounts through Conexis have a grace period for the filing of previous year claimsEmployees will have until March 15th of the following year to use the Healthcare & Dependent care funds remaining in their current year’s account with Conexis. This grace period extends the amount of time in which eligible expenses can be reimbursed to the employee“Use it or Lose it” Feature – Employees will have until March 31st of the following year to file claims. Unused funds will not be returned to the employee and may will NOT be carried forwardEligible if enrolled with CIGNA Medical Plan OR the CIGNA Dental plan
24 Transit Reimbursement Account Claims Administrator is ConexisMember services:Options:Parking Plan –Maximum Monthly Reimbursement: $230.00Parking claims must be submitted for reimbursement within 180 days of the expenseTransit Plan – includes, but not limited to subway and bus fare. Does not include tolls.Transit passes MUST be ordered through Conexis’ on-line systemTransit passes not purchased through on-line system will NOT be reimbursedAdditional information on eligible expenses is available from ConexisEligible if enrolled with CIGNA Medical Plan
25 Voluntary Benefit Programs – Continental American Critical IllnessCash benefit paid in a lump sum upon first diagnosisCovered conditions include: Heart Attack, Stroke, Cancer, Major Organ Transplant, End Stage Renal Failure and Coronary By-pass SurgeryHas a wellness benefit for annual health screeningsFamily coverage availableAccidentNo medical questions – guarantee issueBenefit payment based on injuryWellness benefit for annual health screeningsFamily coverage is availablePre-existing limitations may applyHospital IndemnityCovers hospital admission for sickness or injuryEligible if enrolled with CIGNA Medical Plan
26 Retirement Savings 401(k) Plan Plan AdministratorPrudential Retirement ServicesEligibilityBegins after receipt of first paycheck and you will be able to enroll approximately 3-5 business days after you have received itEnrollmentContact Prudential Retirement at PRU-2100 or go on- line at to enroll or make changesBeneficiary Designation formsLocated on the new hire websiteParticipants must complete and return to the St. Louis office
27 Retirement Savings (401k) Plan (cont’d.) ContributionsUp to 50% of your pay (subject to tax law limits)2011 employee contribution limit is $16,500 and the employee compensation limit is $245,000Company Matching Contribution0.50 per dollar contributed, up to 6% of your total eligible compensation . (i.e. If you are putting in 6% or more into the Amdocs 401k plan the company will contribute 3%)Vesting – 20% per full year of employment100% vested after 5 years of serviceNote: For 2011, if you have contributed to other 401(k) plans during the calendar year, you are responsible for monitoring your total annual contributions to ensure you do not exceed contribution limits.
28 Retirement Savings (401k) Plan (cont’d.) Catch Up ProvisionMust be at least 50 years of age (or will turn 50 in the calendar year) to be eligibleMay elect to contribute up to an additional $5,500 for 2011Can make Catch Elections online at or by calling Prudential atYour catch-up contributions will rollover from year to year and will be taken at the same time as your regular employee contributionCompany will not match Catch Up contributionsNote: If you will not be contributing over $16,500 through the Amdocs payroll in 2011 you will not qualify for Catch up contributions under the Amdocs 401k plan. If you are eligible for Catch up you will need to make sure that you do not contribute more than $22,000 between your previous employer’s 401k plan and the Amdocs 401k for the 2011 plan year.
29 Retirement Savings (401k) Plan (cont’d.) Recognition of Worldwide Service with AmdocsAmdocs is recognizing world wide service with all Amdocs business groups for vesting purposes in the 401k plan.Example, an employee worked for Amdocs Israel for 2 years then transferred to Amdocs US. This employee would be 40% vested in the 401k plan.Amdocs will immediately vest an employee at 100% upon transfer to another Amdocs business group even if they do not have 5 years of service with Amdocs.As long as an employee is actively employed in any business group of Amdocs they can not take a distribution of their 401k plan or rollover the money into an IRA of their choice. This means, for example, if any employee transfers from the US BG to Israel BG their money must remain in the Amdocs 401k plan.A distribution or rollover can only be taken if the employee terminates with ALL Amdocs business groups or reaches age 59 ½.
30 Amdocs – Benefits Self Service What is Benefits Self Service?A tool that will allow employees to view their benefit information on-lineAccessible through the Amdocs Portal or through WebgateWill eliminate the need to complete paper forms to enroll or make changes to benefit choicesWhat can employees do in Benefits Self Service?Allows employees toView their current benefit choices at any timeMake updates during open enrollmentMake updates if you have a qualifying eventExamples aremarriagedivorcebirth of a childchange of employment status for spouse
31 Accessing Instructional Manuals for Benefits Self Service Complete Instructional manuals are available through the Portal or through Webgate on the US Benefits website under Human ResourcesSteps to take to get to Benefits Self Service Instructional manualsVisit North American Human ResourcesSelect “Benefits United States and Canada”Select “United States Benefits”Select “Benefits Self Service Info”Review “New Hire Manual”Portal User section is for employees at Amdocs sitesWebgate User section is for employees logging in through:Web-Based Services or VPN Access
32 To Access Benefits Self Service Through Portal Employee Self ServiceInstructional Manuals:Human Resources North AmericaEmployee Self Service
33 To Access Benefits Self Service Through Webgate Instructional Manuals:Human Resources USAHuman ResourcesNorth AmericaEmployee Self Service
34 How Do I Access Benefits Self Service? To update dependentsunder your profileMy Personal DetailsBenefits for US
35 Questions? Thank you for your time! Please go to Employee Self Service (https://selfservice/)to enroll in the Amdocs Benefit Plans. Remember youmust enter the SSN for any dependants that arecovered under the Amdocs Medical Plans.St. Louis Benefits DepartmentToll Free:Fax:
36 Rates are based on pre-tax deductions taken each pay period. Appendix RatesRates are based on pre-tax deductions taken each pay period.PlanOption2011 Rate CIGNA POS PlanEmployee Only$35.00Employee + 1$70.74Employee + Family$110.00 CIGNA PPO Plan$57.50$125.00$197.50 CIGNA Dental Plan$3.00$6.50$10.50 Basic Vision Plan$0.00 Voluntary Vision Plan$3.13$5.63$8.75
37 Appendix - 2011 Domestic Partner Rates CoverageCIGNA POSCIGNA PPOCIGNA High PPOCIGNA DentalVoluntary VisionPre-taxPost-taxEmployee and Domestic Partner or Domestic Partner child35.7435.0067.5057.5037.5032.503.503.002.503.13Employee + Domestic Partner and 1 Domestic Partner child40.0070.0082.50115.0050.0065.004.506.002.496.26Employee + Domestic Partner and 2 Domestic Partner Children5.00105.0025.00172.5017.5097.501.509.000.008.75Employee + Domestic Partner and 3 or more Domestic Partner Children110.00197.5010.50Employee + 1 and Domestic Partner or Domestic Partner child75.00140.007.505.62Employee + 1 and Domestic Partner and 1 Domestic Partner ChildEmployee + 1 and Domestic Partner and 2 Domestic Partner ChildrenEmployee + 1 and Domestic Partner and 3 Domestic Partner Children or moreEmployee + Family and Domestic Partner or Domestic Partner child(ren)Employee + Family and Domestic Partner and 1 Domestic Partner childEmployee + Family and Domestic Partner and 2 Domestic Partner childrenEmployee + Family and Domestic Partner and 3 Domestic Partner children or more
38 Appendix - Optional Life Insurance Optional Life Insurances rates for both Employee and Spouse will increase as the employee crosses into the next age band in the chart. The increase will take effect as of January 1st of the following calendar year after crossing into the next age band , or if a qualifying event occurs prior to January 1st. Examples of a qualifying event would include a salary change, marriage, divorce, or birth of a child. In which case, the increase would take effect as of the date of the qualifying event.The Optional Life Insurance offered through MetLife is a Term Life Policy. Term life insurance, as an employee benefit ,works differently than in the individual life insurance market. In the individual market a person will pay premium for a set term and at the end of the term the insurance typically goes away. In the group world, the "term" would be as long as the employee is employed at this employer and is electing to pay premium. Since the rates are presented in 5 year age bands, the premium increases as a person ages.Rates per $1000 of coverageRates based on employee’s date of birthDivide by 2 to get cost each paycheckChild coverage is $1.00 permonth for each $5,000 of coverageAgeRate< 300.0630 to 340.0735 to 390.1140 to 440.1740 to 490.2750 to 540.4454 to 590.7260 to 640.9565 to 691.4770 +2.63
39 Appendix – Optional AD&D Rates Rates per $1000 of coverageDivide by 2 to get per paycheck amountCoverageRateEmployee Only0.023 per $1000 of coverage electedFamily0.038 per $1000 of coverage elected
40 Appendix – Voluntary Plan Rates Rates based on each pay periodCoverageRateCritical IllnessBased on age and amount of coverageAccidentEmployeeEmp + SpouseEmp + Child(ren)Family$6.48$9.97$13.46$16.94Hospital Indemnity$15.30$31.57$21.06$37.31