AMDOCS > CUSTOMER EXPERIENCE SYSTEMS INNOVATION
Amdocs
A Place to Grow
US Benefit Review 2011
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Benefit Eligibility
> If 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.
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Dependent Eligibility
>
>
>
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You can also choose coverage for your eligible dependents.
Eligible members of your family include:
>
Your spouse
>
Your eligible children
>
Your children who are physically or mentally disabled
>
Your domestic partner and their eligible dependents
Children are eligible up to the age of 26 regardless of student or
marital status
>
Child cannot be eligible for another employer sponsored plan
>
It does not apply to dependents of the child (spouse or child)
>
Cost – will not be treated differently than other eligible dependent
children
You must provide the Social Security Number (SSN) for all eligible
dependant enrolled in the Amdocs benefit plans
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Domestic Partner Coverage
>
Amdocs offers insurance coverage for Domestic Partners and
eligible children of the domestic partner
>
>
A 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 Service
Eligible Domestic Partners include:
>
>
>
Same sex partners
Opposite sex partners when one partner is at least over the age of 62
Eligible Domestic Partner Children
>
Employee 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 pretax 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
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Impact of Health Care Reform Grandfathered
Status Statement
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>
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
benefits
>
Questions 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 1-866-426-8003. You may also contact the Employee Benefits Security
Administration, U.S. Department of Labor at 1-866-444-3272 or
www.dol.gov/ebsa/healthreform. This website has a table summarizing which
protections do and do not apply to grandfathered health plans
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Medical Plan Options
> The administrator is CIGNA HealthCare
(www.cigna.com)
> Eligibility begins on date of hire
> Two Options for coverage
> POS - Point of Service
> PPO - Preferred Provider Organization
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Point of Service (POS) Plan
> No Annual Deductible for In-Network Services
> Must select Primary Care Physician (PCP)
>
>
>
>
>
>
>
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Doctor’s Visit - $15 co-pay
Urgent Care Facility - $30 co-pay
Emergency Room - $75 co-pay, which is waived if admitted
Outpatient Surgical Facility – $40 co-pay
Other outpatient services – paid at 100%
Inpatient Hospital Service – $150 co-pay per admission
Lifetime maximum benefit is unlimited
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Preferred Provider Organization (PPO)
>
No need to select Primary Care Physician
>
MUST meet annual deductible before plan will pay any expenses
Annual Deductible
In Network
Annual Out of Pocket
Limit In Network
Employee
$300
$600
Employee + 1
$600
$900
Family
$900
$1,200
>
Preventive Services including annual physicals, mammograms,
PSAs – In-network - paid at 100% - no deductible
>
Doctor’s Visit (non-preventive services)
> In Network - Pays 80% after deductible
>
Hospital Services (inpatient or outpatient) and Emergency Room
> In Network - Pays 80% after deductible
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Prescription and Out of Network Coverage
>
Prescription Coverage under both the POS and PPO Plans
>
>
>
>
In Network (30 day supply)
> Plan pays 100% after $5 co-pay for generic, or $20 preferred brand, or 30% for nonpreferred 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 nonpreferred (minimum co-pay $70, maximum $140)
Out of Network
> Plan pays 70% after deductible has been met
POS and PPO Out of Network Benefits - Plan pays 70% after employee
deductible and is subject to usual and customary rates
Annual Deductible
Out of Network
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Annual Out of Pocket Limit
Out of Network
>
Employee
$ 600
$1,200
>
Employee + 1
$ 900
$2,400
>
Family
$1,200
$3,600
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What’s the difference between POS & PPO?
Service
POS
PPO
Select a Primary Care
Physician (PCP)
Yes
No
Referral to Specialist
Yes
No
$15 co-pay
80% after deductible
$150 co-pay
per admission
80% after deductible
Outpatient Surgery
$40 co-pay
80% after deductible
Emergency Room
$75 co-pay
80% after deductible
Office Co-pay - $15
Preventive screenings
covered at 100%
Office visits and
preventive screenings
covered at 100%
Doctor’s visit
Inpatient Hospital Services
Preventive Services
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In POS, the doctor
works directly with
CIGNA to get
referral/authorization
AMDOCS > CUSTOMER EXPERIENCE SYSTEMS INNOVATION
Dental Plan
>
Administered by CIGNA Dental
>
www.cigna.com
>
Eligibility begins date of hire
>
Employee may choose a provider from:
>
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>
CIGNA Core Network
>
CIGNA Radius Network
>
Non-Contracted (Out of Network) Provider
Annual Deductible
>
$50 for individual
>
$150 for family
>
Waived for preventive care
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Dental Plan (cont.)
>
>
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Benefit
CIGNA Core or
Radius Networks
Out-of-Network
Preventative
100%
100%
Basic Services
85%
85%
Major Services
50%
50%
Orthodontics
50%
50%
UCR Protection
Protection from
amounts over usual
and customary charges
NO protection from
amounts over usual
and customary charges
Examples 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.
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Dental Plan (cont.)
> Orthodontic Treatment
>
>
>
>
Plan pays 50% after deductible
$1,000 Maximum lifetime benefit
Covers children up to age 19
Treatment in progress will not be covered
>
$1,500 annual maximum benefit for other than orthodontic
treatment
>
Wellness 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.
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Vision Plan Options
>
Administered by Davis Vision
>
>
Davis Vision Member Services: 1-800-999-5431
Davis Vision Website: www.davisvision.com
>
Eligibility begins date of hire
>
Two options for coverage are available
>
>
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>
Basic Vision Plan – no cost to employee
>
Voluntary Vision Plan – employee pays cost of plan
Frequency of visits
>
Once every 12 months (from last date of service)
>
Plan pays for either lenses & frames or contacts once in a 12 month
period
Out of network coverage is available. Benefits are paid at
a lesser rate
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Vision Plan Options (cont.)
Basic Vision Plan In-Network Benefits
Services
Eye Exam
Glasses
Standard Frames
-Priced up to $70 Retail
-Priced above $70 Retail
Standard Lenses
Contact Lenses
Contact Lens Evaluation
Conventional
Disposable/Planned Replacement
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Co-pay
Patient Price
$10
$0.00 after co-pay
Co-pay
Patient Price
Fee based on cost of
frame
Varies by cost of frame
Fee based on cost of
frame
Varies by type of lens
Co-pay
Patient Price
n/a
15% off Usual & Customary charges
n/a
20% off Usual & Customary charges
n/a
10% off Usual & Customary charges
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Vision Plan Options (cont.)
Voluntary Vision Plan In-Network Benefits
Services
Eye Exam
Glasses
Co-pay
Patient Price
$10
$0.00 after co-pay
Co-pay
Patient Price
n/a
Up to $130 PLUS 20% discount for amount over
$130
$25
$0.00
Co-pay
Patient Price
$25.00
n/a
n/a
Up to $130 PLUS 15% discount for amount over
$130
n/a
$0.00 (up to 4 boxes)
Frame Allowance
Standard Lenses
Contact Lenses
Contact Lens Evaluation
Conventional
Disposable/Planned Replacement
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Addition Benefits Programs
>
Life Insurance - Administered by MetLife
>
>
Eligibility begins date of hire
Basic (employer provided)
>
>
Employee only coverage equal to 1.5x annual base salary, up to $1 million
Optional (employee paid) – can elect coverage for employee, spouse or
children. *Guarantee issue applies only when coverage is first offered
>
Employee - 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.
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.
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Addition Benefits Programs (Cont.)
> Amdocs provides coverage at 1.5x your annual salary
> You may elect Optional Accidental Death &
Dismemberment (employee paid)
>
Employee – can elect from 1 to 10x salary, up to a maximum of $2 Million
>
Family – 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 required
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.
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Additional Benefit Programs (Cont.)
Additional benefits provided by Amdocs at no cost – no
enrollment required
>
Disability – Administered by CIGNA Leave Solutions
>
Short Term Disability – up to 26 weeks
>
>
>
>
Long Term Disability – Disability that exceeds 26 weeks
>
>
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Starts on 8th calendar day of illness – 2nd day for injury related to an accident
Pays 100% of base earnings for the first 11 weeks, following elimination
period
Pays 70% of base earnings for weeks 13 through 26
For employees in bands 1-3: pays 60% of base monthly earnings to a
maximum benefit of $5,000 per month
For employees in bands 4 & up: pays 60% of base monthly earnings to a
maximum benefit of $10,000 per month
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Additional Benefit Programs (Cont.)
>
Employee Assistance Program
>
Administered by Ceridian LifeBalance®
>
Free, confidential assistance to support you with all the issues of daily living
>
>
>
>
>
>
>
>
Contact LifeBalance® at 1-877-510-0556 or go online to www.lifebalance.net
user ID: amdocs password: us
Voluntary Home and Auto Discount Program
>
Administered by MetLife
>
>
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Counseling (including addiction and recovery)
Eldercare, childcare
info on “how to” – lease cars, apartment listings, general tax information, etc.
Financial
Legal
Health and Wellness
May be eligible for discounts on your home or auto insurance
If interested in a free, no obligation quote contact MetLife at 800-GET MET 8
(438-6388)
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Flexible Spending Account (FSA)
>
Claims Administrator is Conexis
> www.conexis.org
> Member services: 866-279-8385
>
Account Options:
>
Enrollment 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 Amounts
1) Health Care FSA
2) Dependent Care FSA
Minimum Maximum
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>
Health Care
$240/year $5,000/year
>
Dependent Care
$240/year $5,000/year per family
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Flexible Spending Account (FSA)
>
Health Care FSA
>
>
>
>
Dependant Care FSA
>
>
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Benefit – Eligible contributions are deducted from paycheck on pre-tax
basis – placed into a separate account
Eligible Expenses – Medical, dental and vision expenses not covered
by existing insurance
Conexis Elite Card – Can be used at point of service to pay for eligible
health care expenses - no need to file paper claims for reimbursement
To 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 custody
Eligible Expenses – those that enable you and your spouse to work, or
enable your spouse to attend school full time
> This includes daycare and before and after school care for children
up to age 13
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Flexible Spending Account
Grace Period
>
The Flexible Spending Accounts through Conexis have a grace
period for the filing of previous year claims
>
Employees 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 forward
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Transit Reimbursement Account
>
>
Claims Administrator is Conexis
>
www.conexis.org
>
Member services: 866-279-8385
Options:
>
Parking Plan –
>
>
>
Transit Plan – includes, but not limited to subway and bus fare.
Does not include tolls.
>
>
>
>
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Maximum Monthly Reimbursement: $230.00
Parking claims must be submitted for reimbursement within 180 days of
the expense
Maximum Monthly Reimbursement: $230.00
Transit passes MUST be ordered through Conexis’ on-line system
Transit passes not purchased through on-line system will NOT be
reimbursed
Additional information on eligible expenses is available from Conexis
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Voluntary Benefit Programs –
Continental American
>
Critical Illness
>
>
>
>
>
Accident
>
>
>
>
>
>
No medical questions – guarantee issue
Benefit payment based on injury
Wellness benefit for annual health screenings
Family coverage is available
Pre-existing limitations may apply
Hospital Indemnity
>
>
>
>
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Cash benefit paid in a lump sum upon first diagnosis
Covered conditions include: Heart Attack, Stroke, Cancer,
Major Organ Transplant, End Stage Renal Failure and
Coronary By-pass Surgery
Has a wellness benefit for annual health screenings
Family coverage available
No medical questions – guarantee issue
Covers hospital admission for sickness or injury
Family coverage is available
Pre-existing limitations may apply
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AMDOCS > CUSTOMER EXPERIENCE SYSTEMS INNOVATION
Retirement Savings 401(k) Plan
> Plan Administrator
>
Prudential Retirement Services
> Eligibility
>
Begins after receipt of first paycheck and you will be able to
enroll approximately 3-5 business days after you have
received it
> Enrollment
>
Contact Prudential Retirement at 1-877-PRU-2100 or go online at www.prudential.com/online/retirement to enroll or
make changes
> Beneficiary Designation forms
>
>
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Located on the new hire website
Participants must complete and return to the St. Louis office
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Retirement Savings (401k) Plan (cont’d.)
> Contributions
>
>
Up to 50% of your pay (subject to tax law limits)
2011 employee contribution limit is $16,500 and the
employee compensation limit is $245,000
> Company Matching Contribution
>
0.50 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 employment
>
100% vested after 5 years of service
Note: 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.
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Retirement Savings (401k) Plan (cont’d.)
> Catch Up Provision
> Must be at least 50 years of age (or will turn 50 in the
calendar year) to be eligible
> May elect to contribute up to an additional $5,500 for 2011
> Can make Catch Elections online at
www.prudential/retirement/online or by calling Prudential at
1-877-778-2100
> Your catch-up contributions will rollover from year to year and
will be taken at the same time as your regular employee
contribution
> Company will not match Catch Up contributions
Note: 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.
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AMDOCS > CUSTOMER EXPERIENCE SYSTEMS INNOVATION
Retirement Savings (401k) Plan
(cont’d.)
Recognition of Worldwide Service with Amdocs
>
Amdocs 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.
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AMDOCS > CUSTOMER EXPERIENCE SYSTEMS INNOVATION
Amdocs – Benefits Self Service
>
>
What is Benefits Self Service?
>
A tool that will allow employees to view their benefit information on-line
>
Accessible through the Amdocs Portal or through Webgate
>
Will eliminate the need to complete paper forms to enroll or make
changes to benefit choices
What can employees do in Benefits Self Service?
>
>
>
View their current benefit choices at any time
>
Make updates during open enrollment
Make updates if you have a qualifying event
>
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Allows employees to
Examples are
>
marriage
>
divorce
>
birth of a child
>
change of employment status for spouse
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AMDOCS > CUSTOMER EXPERIENCE SYSTEMS INNOVATION
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
Resources
> Steps to take to get to Benefits Self Service Instructional
manuals
>
>
>
>
>
Visit North American Human Resources
Select “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 sites
>
Webgate User section is for employees logging in through:
>
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Web-Based Services or VPN Access
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AMDOCS > CUSTOMER EXPERIENCE SYSTEMS INNOVATION
To Access Benefits Self Service Through Portal
Employee Self
Service
Instructional
Manuals:
Human Resources
Employee
Self Service
North America
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AMDOCS > CUSTOMER EXPERIENCE SYSTEMS INNOVATION
To Access Benefits Self Service Through Webgate
http://webgate.amdocs.com/
Instructional Manuals:
Human Resources
USA
Employee Self
Service
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Human Resources
North America
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AMDOCS > CUSTOMER EXPERIENCE SYSTEMS INNOVATION
How Do I Access Benefits Self Service?
To update
dependents
under your profile
My Personal Details
Benefits for US
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Thank you for your time!
Questions?
Please go to Employee Self Service (https://selfservice/)
to enroll in the Amdocs Benefit Plans. Remember you
must enter the SSN for any dependants that are
covered under the Amdocs Medical Plans.
St. Louis Benefits Department
Email: stlbenefits@amdocs.com
Toll Free: 1-866-406-8003
Fax: 314-212-8359
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Appendix - 2011 Rates
Rates are based on pre-tax deductions taken each pay period.
Plan
CIGNA POS Plan
CIGNA PPO Plan
CIGNA Dental Plan
Basic Vision Plan
Voluntary Vision Plan
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Option
2011 Rate
Employee Only
$35.00
Employee + 1
$70.74
Employee + Family
$110.00
Employee Only
Employee + 1
$57.50
$125.00
Employee + Family
$197.50
Employee Only
$3.00
Employee + 1
$6.50
Employee + Family
$10.50
Employee Only
$0.00
Employee + 1
$0.00
Employee + Family
$0.00
Employee Only
$3.13
Employee + 1
$5.63
Employee + Family
$8.75
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AMDOCS > CUSTOMER EXPERIENCE SYSTEMS INNOVATION
Appendix - 2011 Domestic Partner Rates
Coverage
CIGNA POS
CIGNA PPO
CIGNA High PPO
CIGNA Dental
Voluntary Vision
Pre-tax
Post-tax
Pre-tax
Post-tax
Pre-tax
Post-tax
Pre-tax
Post-tax
Pre-tax
Employee and Domestic Partner or Domestic Partner child
35.74
35.00
67.50
57.50
37.50
32.50
3.50
3.00
2.50
3.13
Employee + Domestic Partner and 1 Domestic Partner child
40.00
70.00
82.50
115.00
50.00
65.00
4.50
6.00
2.49
6.26
Employee + Domestic Partner and 2 Domestic Partner Children
5.00
105.00
25.00
172.50
17.50
97.50
1.50
9.00
0.00
8.75
Employee + Domestic Partner and 3 or more Domestic Partner
Children
0.00
110.00
0.00
197.50
0.00
115.00
0.00
10.50
0.00
8.75
Employee + 1 and Domestic Partner or Domestic Partner child
75.00
35.00
140.00
57.50
82.50
32.50
7.50
3.00
5.62
3.13
Employee + 1 and Domestic Partner and 1 Domestic Partner Child
40.00
70.00
82.50
115.00
50.00
65.00
4.50
6.00
2.49
6.26
Employee + 1 and Domestic Partner and 2 Domestic Partner
Children
5.00
105.00
25.00
172.50
17.50
97.50
1.50
9.00
0.00
8.75
Employee + 1 and Domestic Partner and 3 Domestic Partner
Children or more
0.00
110.00
0.00
197.50
0.00
115.00
0.00
10.50
0.00
8.75
Employee + Family and Domestic Partner or Domestic Partner
child(ren)
75.00
35.00
140.00
57.50
82.50
32.50
7.50
3.00
5.62
3.13
Employee + Family and Domestic Partner and 1 Domestic Partner
child
40.00
70.00
82.50
115.00
50.00
65.00
4.50
6.00
2.49
6.26
Employee + Family and Domestic Partner and 2 Domestic Partner
children
5.00
105.00
25.00
172.50
17.50
97.50
1.50
9.00
0.00
8.75
Employee + Family and Domestic Partner and 3 Domestic Partner
children or more
0.00
110.00
0.00
197.50
0.00
115.00
0.00
10.50
0.00
8.75
37
Information Security Level 2 – Sensitive
© 2010 – Proprietary and Confidential Information of Amdocs
Post-tax
AMDOCS > CUSTOMER EXPERIENCE SYSTEMS INNOVATION
Appendix - Optional Life Insurance




Rates per $1000 of coverage
Rates based on employee’s date of birth
Divide by 2 to get cost each paycheck
Child coverage is $1.00 per
month for each $5,000 of coverage
Age
Rate
Age
Rate
< 30
0.06
30 to 34
0.07
35 to 39
0.11
40 to 44
0.17
40 to 49
0.27
50 to 54
0.44
54 to 59
0.72
60 to 64
0.95
65 to 69
1.47
70 +
2.63
38
Information Security Level 2 – Sensitive
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.
© 2010 – Proprietary and Confidential Information of Amdocs
AMDOCS > CUSTOMER EXPERIENCE SYSTEMS INNOVATION
Appendix – Optional AD&D Rates
>
>
39
Rates per $1000 of coverage
Coverage
Rate
Employee Only
0.023 per $1000 of coverage elected
Family
0.038 per $1000 of coverage elected
Divide by 2 to get per paycheck amount
Information Security Level 2 – Sensitive
© 2010 – Proprietary and Confidential Information of Amdocs
AMDOCS > CUSTOMER EXPERIENCE SYSTEMS INNOVATION
Appendix – Voluntary Plan Rates
Rates based on each pay period
Coverage
Rate
Critical Illness
Based on age and amount of coverage
Accident
Employee
$6.48
Emp + Spouse
$9.97
Emp + Child(ren)
$13.46
Family
$16.94
Employee
$15.30
Emp + Spouse
$31.57
Emp + Child(ren)
$21.06
Family
$37.31
Hospital Indemnity
40
Information Security Level 2 – Sensitive
© 2010 – Proprietary and Confidential Information of Amdocs