2018 Employee Benefits - My Health. My Choice - VMware Benefits
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2018 Employee Benefits
My Health. My Choice.
Christopher Campbell,
Product Marketing, Atlanta
1
2018 Open Enrollment Guide: VMware, Inc.
Make your elections October 23 - November 3, 2017 TABLE OF CONTENTS
This guide contains basic information about your 2018 My Health. My Choice...........................................................................................3
VMware Benefits. For more details about your VMware Benefit Enhancements for 2018.......................................................................4
Benefits, check the Summary Plan Descriptions (SPDs)
Health Plan Highlights and Changes for 2018...........................................5
available online. If there is any difference between the
Employee Contributions for 2018...................................................................7
information in this document and the plan documents, the
plan documents will govern. VMware reserves the right More about the Health Savings Account (HSA)......................................9
to amend or terminate VMware Benefits and any of its Medical Plan Comparisons................................................................................11
component plans at any time, including specific benefits and Medical Out-of-Pocket Comparison............................................................ 13
the amount of any employee costs. This guide, together with Decision Support Tools......................................................................................15
your other enrollment communications, serves as a summary
Flexible Spending Accounts (FSAs)............................................................16
of material modifications (SMM) to the VMware Benefits
Health Savings and Spending Account Comparison.......................... 17
SPDs for 2018. Please keep this information with your SPDs
for future reference. Dental..........................................................................................................................18
Vision...........................................................................................................................19
Basic Life and Accidental Death and
Dismemberment (AD&D) Insurance...........................................................20
DID YOU KNOW? Supplemental Life Insurance........................................................................... 21
Benefits.VMware.com is your one stop Short and Long Term Disability.................................................................... 22
for benefit details, costs, and Work/Life Benefits.............................................................................................. 23
documents. Open Enrollment and HSA
My Enrollment Checklist................................................................................... 25
recordings will also be posted if you
were not able to attend. Tools & Resources................................................................................................ 27
Qualified Life Events........................................................................................... 28
Key Benefits Terms..............................................................................................30
Benefits Contacts................................................................................................. 32
2
My Health. My Choice.
We realize that the most helpful thing we DON’T FORGET!
could do when it comes to your health is
This is your once-a-year opportunity to DID YOU KNOW?
give you choices. When you can control
make changes to your medical, dental, Many employees forget to update their
how much you spend on healthcare, you
vision, life, supplemental life, disability, beneficiaries each year. Click here to
get the chance to make the choices that
FSA, and voluntary legal plan elections. learn how to make updates.
are right for you and your family. To help
Information about all of your 2018
provide tax incentives and cost savings,
benefit options can be found on
we are continuing to focus efforts on the
benefits.VMware.com.
HSA PPO for 2018 and into the future. The
HSA PPO is a combination of a traditional
PPO plan with a Health Savings Account DO I NEED TO ENROLL? Kasey Linden,
Professional Services,
(HSA). This tax-advantaged plan lets you We recommend that you take the time to Nebraska
save ahead of time for medical as well review your elections for accuracy, make
as other eligible healthcare expenses. It sure your eligible dependents are enrolled
gives you the coverage you need while and your beneficiary designations are
letting you choose how much you spend current.
on healthcare. By enrolling in this plan,
you can qualify for a generous VMware If you do not submit any elections during
contribution into your personal HSA! Be the enrollment period, your current 2017
sure to learn more about this plan and all elections will automatically roll over to
the tax savings you can achieve. 2018 but you will not be enrolled in FSA or
HSA. If you waived enrollment in 2017 these
Please review this guide for complete will also default to “no coverage” in 2018.
details on all of the benefits available for
2018. There are some exciting benefit
enhancements! We are proud to deliver
quality competitive benefits that give our
employees the great choices they deserve.
3
Benefit Enhancements for 2018
Laura Douglas,
Facilities, Colorado Springs Health Plan
Telemedicine through Aetna
Enhancements
Employees who enroll in an Aetna medical plan
will now be able to access U.S board certified
doctors through the convenience of phone,
video or mobile using the Teladoc app. For those
enrolled in the HSA PPO, the cost of a consult will
be less than an office visit. HSA PPO members
will pay $40 per consult until you reach your
deductible after which coinsurance applies.
You can use your HSA debit card to pay for the
consult.
Traditional PPO members will pay the same $20
office visit copay.
Teladoc doctors can treat many medical conditions
that are non urgent such as allergies, respiratory
infections, pink eye, sore throats, ear infections,
sinus and skin problems and more!
Visit benefits.VMware.com for details on the
Did you know the Bright Horizons Back-Up
program. After January 1, 2018 a Welcome Packet
Care uses have increased from 10 to 12 uses per will be mailed to Aetna members with instructions
employee per plan year? on how to enroll.
Bright Horizons provides back-up child care and
elder care for VMware employees when their regular
care-giving arrangements fall through. There is no Dental Plan Annual Dental Maximum (Non Orthodontic)
Enhancements
cost to register, and you will pay a small co-payment The annual dental maximum will increase from
as you use the services. Also, starting January 1, 2018, $1,500 to $2,000 per member.
employee usage will be based on a calendar year so
you can easily manage your 12 back-up care uses along Child Life Supplemental Child Life — Dependent
with all our other great VMware programs. For more Enhancement Coverage
information, visit Back-Up DayCare Program page on
our US Benefits website. Dependent children will be covered up to age 26,
regardless of student status or marital status.
4
Health Plan Highlights and Changes for 2018
Please be sure to review the following changes to the health plans for 2018 before making your benefit elections.
HSA PPO Plan
HSA PPO Plan No change to HSA PPO plan design for 2018. Review plan compare on Page 11 for details.
Prescription Drugs
No change to premium contributions.
Employee Only coverage is still free ($0).
Remember that certain preventive drugs are not subject to the deductible and are covered under the Rx coinsurance tiers.
For a full list of covered preventive drugs visit http://aetna.com/formulary.
VMware’s annual If you enroll in the HSA PPO for the 2018 calendar year, VMware will contribute a lump sum to your HSA1:
contribution to your • $750 (individual)
HSA • $1,500 (family)
• Funding will occur during the first pay period in January 2018.
HSA Contribution Limits
HSA Increase to For 2018, you can contribute up to $3,450 for an individual and $6,900 for family, less any contributions made by VMware.
Contribution Limits
$750 (VMware contribution) + $2,700 (individual employee contribution) = $3,450 (annual maximum contribution)2
$1,500 (VMware contribution) + $5,400 (family contribution) = $6,900 (annual maximum contribution)2
Credit for employes Employees who are not eligible to contribute to an HSA in 2018 and who submit proof of ineligibility within 60 days of enrollment,
who wish to enroll will receive a one-time taxable bonus. Refer to HSA Proof of Other Medical Coverage Form on the Benefits website.
in the HSA PPO but • $750 (individual)
are not eligible for • $1,500 (family)
an HSA • Taxable bonus will be occur during the first pay period in January 2018, provided documentation is submitted timely.
1
Interns are eligible for the HSA PPO plan but will not receive the VMware HSA contributions. Interns may contribute their own funds to the HSA if they choose.
2
Catch up contributions remain the same at $1,000 for employees turning age 55 and over in 2018.
3
The employee contribution is not required order to receive the contribution from VMware.
5
Health Plan Highlights and Changes for 2018 (continued)
Traditional PPO Plan
DID YOU KNOW?
Traditional PPO Plan No plan design changes for 2018. The pharmacy benefit and
Prescription Drugs services subject to coinsurance
Premium contribution rates will increase for 2018. See the comparison chart on Page 7
for details. must satisfy the medical plan
deductible under the Traditional
Kaiser PPO plan. If you cover one of
more family members in this
plan, you must meet the full
Kaiser Hawaii To comply with new state regulations, the Kaiser HI plan will have the following
family deductible (known as an
mandated changes, effective January 1, 2018:
aggregate deductible) before
Annual Out-of-Pocket Maximum (OOPM): traditional coinsurance applies.
The out-of-pocket maximum is increasing to $2,500 for individual coverage and to There are certain preventive
$7,500 for family coverage. drugs that are not subject to
Hospitalization: the deductible and are covered
under the coinsurance tiers. For
Inpatient hospital care will be covered at 10% coinsurance. a full list of covered preventive
Prescription Drugs: drugs visit http://aetna.com/
formulary
Beginning in 2018, there will be an additional pharmacy tier for specialty drugs. Specialty
drugs will be covered at $200 copay per prescription.
See the comparison chart on Page 12 for details.
DID YOU KNOW?
Premium contribution rates will increase for 2018. See the comparison chart on Page 7
for details. Rethink provides assistance for
employees and their families
Kaiser N. CA No change to plan design and Rx for 2018. needing support for neurodiver-
sity disabilities, including Autism
Premium contribution rates will increase for 2018. See the comparison chart on Page 7 Spectrum Disabilities, ADHD, and
for details. Down Syndrome. Rethink also
provides parents with 14 hours of
free consultations with a behav-
ioral therapist each year.
6
Employee Contributions for 2018
Great news! Employee only coverage will continue to be free for the HSA PPO, Dental and the Core
Vision plans. DID YOU KNOW?
VMware contributes
There will be no employee contribution changes for the HSA PPO, dental, and vision plans in 2018. money to your Health
Savings Account if you
There will be an increase in contributions for the Traditional PPO, Kaiser N. CA, and HI plans.
enroll in the HSA PPO
plan. Click here to learn
For those covering a domestic partner in 2018, all domestic partner elections will be considered post- about the HSA funding.
tax. Review the Domestic Partner Imputed Income Rates on the benefits site and consult with your
financial planner/tax attorney when filing your 2018 tax return.
Per Paycheck Contributions *
Employee + Spouse/
Plan Employee Only Employee + Child(ren) Employee + Family
Domestic Partner
HSA PPO $0 $54.02 $38.90 $97.24
Traditional PPO $89.35 $201.04 $170.82 $290.39
Kaiser N. CA HMO $72.38 $159.23 $137.52 $231.61
Kaiser HI HMO $65.43 $130.86 $117.77 $196.29
Delta Dental PPO $0 $7.20 $12.68 $20.21
VSP Vision — Core $0 $0.37 $0.39 $1.07
VSP Vision — Buy-Up $3.13 $5.00 $5.10 $8.55
*Per paycheck contributions are 24 times per year. Contributions are pre-tax (except for domestic partner coverage).
7
Mimi Finkel Schulz,
WE ALL SHARE THE COST OF
Global On-Site Events, COVERAGE
Palo Alto
Managing healthcare costs is a shared responsibility and we
appreciate your continued efforts to take care of your health
and wellness, and to use healthcare resources wisely and
cost-effectively. In 2018, VMware will continue to pay for a
significant portion of your benefits.
You Pay WMware Pays
HSA PPO
Individual 0% 100%
Dependent(s) 19% 81%
Traditional PPO, Kaiser N. CA, & Kaiser HI
Individual 30% 70%
Dependent(s) 30% 70%
Vision (Core)
Individual 0% 100%
Dependent(s) 22% 78%
Dental
Individual 0% 100%
Dependent(s) 33% 67%
Before you make your health plan election, consider the
benefits of the HSA PPO, and review the medical plan
comparison chart and scenarios on the next few pages. Also
check out Alex and the Aetna Cost Comparison tool! Learn
more about these tools on Page 15.
8
More about the Health Savings Account (HSA)
The HSA is administered by HealthEquity and may be used to offset your deductible as well as pay for
eligible out-of-pocket healthcare expenses. Here are several reasons why you might choose to take
DID YOU KNOW?
advantage of the HSA:
The employee cost
• Triple-tax advantaged. The money you contribute goes in tax-free*, grows with interest tax-free,
for Employee Only
and comes out tax-free (as long as you use it to pay for eligible health care expenses). coverage on the
• Watch it grow. Your unused funds roll over from year-to-year and grow with interest — tax-free. HSA PPO plan is $0.
Think of your HSA as your long-term healthcare savings plan to pay for expenses as they come Consider contributing
this premium savings
up or in the future.
into your HSA.
• You own it. VMware’s contribution and your own HSA contributions are yours. You can take your
account with you when you retire or leave VMware for any reason.
MAKING CONTRIBUTIONS TO THE HSA
In addition to the contributions from VMware, you can make your own pre-tax contributions to your HSA. Making contributions is easy:
• Make pre-tax contributions through payroll deductions (simply elect the amount you want to contribute during Open Enrollment).
• Change your payroll contributions at any time.
• Make post-tax contributions directly to HealthEquity online or by sending a check.
• Make contributions any time after your HSA is open and until April 15 of the following calendar year.
• HealthEquity makes it easy to manage your account. You will receive a debit card and can access and manage your balance
online at www.healthequity.com/ed/VMware.
• Remember, VMware’s HSA contribution counts towards the 2018 maximum IRS HSA limit of $3,450 (individual) or $6,900 (family).
If you are 55 years old or turning 55 in 2018 this limit is increased by $1,000.
YOU ARE ELIGIBLE TO ENROLL IN THE HSA IF YOU ARE:
• Not covered under any other traditional health plan or Health Care FSA.
• Not enrolled in Medicare or Tricare.
• If you have a disability rating under a VA plan or are not currently receiving any health benefits from the Veterans Administration
(or have received any in the last three months).
* Employer and employee contributions to the HSA are tax-free for federal and most state taxes. However, HSA contributions are not tax deductible for AL, CA and NJ.
9
More about the Health Savings Account (HSA) (continued)
YOURS TO KEEP
Your HSA is a personal savings account — you own your contributions and the contributions from VMware. If you leave VMware for
any reason, you take the account with you. You can use this money to pay for eligible medical expenses for your lifetime.
NOT ELIGIBLE FOR THE HSA? WE’VE GOT YOU
COVERED!
If you are not eligible for an HSA, you can still enroll in the HSA PPO.
When enrolling in your 2018 benefits, select “HSA PPO non-HSA Eligible”.
For employees who enroll in the HSA PPO and are not HSA eligible,
VMware will provide a taxable bonus equal to the HSA contribution
($750 individual / $1,500 family) for the same tier of coverage. In order
to qualify for the taxable bonus, you will need to submit timely proof of
coverage within 60 days. Examples of proof of coverage include:
• Medicare enrollment card
• Your spouse’s medical plan enrollment information (health plan and/
or FSA)
• Tricare coverage/enrollment card
DID YOU KNOW? Cali Chin,
DID YOU KNOW?
Alex and the Aetna Cost Human Resources, Austin
The funds in your HSA roll over
Comparison tool can assist in
year to year and is not a “use it or
making the best plan selection
lose it” account.
for you and your family.
10Medical Plan Comparisons
HSA PPO1 Traditional PPO1 Kaiser HMO Kaiser HMO
(N. CA only) (HI only)
In-Network Out-of-Network In-Network Out-of-Network
VMware HSA Individual: $750 / Family: $1,500 N/A N/A N/A
Contribution2
Annual Deductible Individual: $1,500 / Family: $3,000 Individual: $500 / Family: $1,500 None None
Out-of-Pocket Individual: $2,500 Individual: $6,000 Individual: $2,350 Individual: $6,250 Individual: $1,500 Individual: $2,500
(OOP) Maximum3 Family: $5,000 Family: $12,000 Family: $7,050 Family: $18,750 Family: $3,000 Family: $7,500
Employee 10% after deductible 30% of UCR4, after 10% after deductible 30% of UCR4, after Applies to certain Applies to certain
Coinsurance deductible deductible medical procedures medical procedures
only only
Preventive Care 100% covered, not 30% of UCR4,after 100% covered, not 30% of UCR4, after 100% covered, not 100% covered, not
(Annual Physicals, subject to deductible deductible subject to deductible deductible subject to co-pay subject to co-pay
Well Care Exams)
Physician Visit 10% after deductible 30% of UCR4, after Primary Care: $20/visit 30% of UCR4, after $15/visit $15/visit
deductible Specialist: $30/visit deductible
Lab and X-Ray 10% after deductible 30% of UCR4, after 10% after deductible 30% of UCR4, after None if part of office $10/day; 10% coin-
deductible deductible visit surance for complex
imaging
Emergency Room5 10% after deductible 10% of UCR4, after $100 co-pay, then $100 co-pay, then $50/visit $50/visit
deductible 10% 10% of UCR4
Ambulance 10% after deductible 30% of UCR4, after 10% after deductible 30% of UCR4, after $50/trip 20% coinsurance
deductible deductible
Hospitalization 10% after deductible 30% of UCR4, after 10% after deductible 30% of UCR4, after $250 co-pay/admit 10%
deductible deductible; $500/
confinement
deductible
Chiropractic Care 10% after deductible 30% after deductible $30 co-pay/visit 30% after deductible $15 co-pay/visit; up
to 30 visits/year
Up to 20 visits/year Up to 20 visits/year $20 co-pay/visit; up
to a combined 30
Acupuncture 10% after deductible 30% after deductible $30 co-pay 30% after deductible $15 co-pay/visit; visits/year
referral is required
Up to 12 visits/year Up to 12 visits/year
11Medical Plan Comparisons (continued)
HSA PPO1 Traditional PPO1 Kaiser HMO Kaiser HMO
(N. CA only) (HI only)
In-Network Out-of-Network In-Network Out-of-Network
Speech Therapy5 10% after deductible 30% after deductible $30 co-pay/visit 30% after deductible $15 co-pay/visit; for $15 co-pay/visit; for
covered cases covered cases
Infertility/Fertility 50% after deduct- Not covered 50% after deduct- Not covered 50% coinsurance/ $15/visit; 20%
Preservation ible up to $10,000 ible up to $10,000 visit (does not in- IVF (1 cycle/lifetime)
lifetime max lifetime max clude GIFT, ZIFT, or
($7,000/$3,000 for ($7,000/$3,000 for IVF)7
med/Rx) med/Rx)
Prescription Drugs (Rx)
Retail (30-day 10%/15%/20% after 50% after deductible 10%/25%/40% after 50% after deductible $10/$20/$20 co-pay $10/$35/$35/$200
supply)6 Generic/ deductible deductible co-pay
Brand/ Non
Formulary
Mail Order (90-day 10%/15%/20% after Not covered 10%/25%/40% after Not covered 100-day supply $20/$70/$70 co-
supply)6 Generic/ deductible deductible $20/$40/$40 co-pay pay/Not covered
Brand/ Non
Formulary
1
Individual deductible and OOP maximum only apply to employees enrolled in employee only tier. Members in dependent tiers must satisfy the family deductibles
and OOP maximums.
2
All existing employees who switch from another health plan and enroll in the HSA PPO as of January 1, 2018 will receive employer contributions of $750/1,500
(Individual/Family). All new hires will receive employer contributions funded on a quarterly basis (divided by 4) based on coverage at end of each quarter and must
be actively employed at end of each quarter. Interns are not eligible for VMware HSA contributions.
3
Out-of-pocket maximum includes Prescription Rx for all plans.
4
Usual, customary and reasonable charges.
5
Available to those with conditions of medical necessity.
6
Deductible waived for preventive medications.
7
GIFT is a gamete intrafallopian transfer; ZIFT is a zygote intrafallopian transfer; IVF is in-vitro fertilization.
12Medical Out-of-Pocket Comparison
1 EMPLOYEE ONLY,
LOW UTILIZER 2 EMPLOYEE ONLY,
HIGH UTILIZER
An employee who uses network providers and has An employee who uses network providers and has
low utilization of services: high utilization of services:
• 3 Primary Care Physician visits (non-preventive) • Reaches out-of-pocket max
• 4 Generic prescriptions Once Out of Pocket is met all expenses including Rx are
• 2 Specialty prescriptions covered at 100% in network.
Aetna Aetna
Aetna HSA Kaiser HMO Aetna HSA Kaiser HMO
Traditional Traditional
PPO1 (CA) PPO (CA)
PPO2 PPO
Annual Paycheck Annual Paycheck
$0 $2,144 $1,377 $0 $2,144 $1,377
Contribution Contribution
Primary Care Visits (3) $450 $60 $45 Total Cost of Services $2,500 $2,350 $1,500
Generic Rx (4) $100 $100 $40
Specialty Rx (2) $200 $200 $40 VMware Contribution to HSA $750 $0 $0
Total Cost of Services $750 $360 $125
Total Annual Net Cost to You $1,750 $4,494 $2,877
VMware Contribution to HSA $750 $0 $0
Total Annual Net Cost to You $0 $2,504 $1,502
1
HSA low utilization cost assumption based on: $150 per PCP visit, $25 per
Generic Rx, $100 per Specialty Rx
2
PPO low utilization prescription cost based on: $25 per Generic Rx, $100 per
Specialty Rx
* Examples based on In-Network pricing and actual costs may vary
13Medical Out-of-Pocket Comparison (continued)
3 FAMILY,
LOW UTILIZER 4 FAMILY,
HIGH UTILIZER
A fa m i l y t h a t u s e s i n n e t wo r k c a re a n d has A fa m i l y t h a t u s e s i n n e t wo r k c a re and has
low utilization of services high utilization of services
• 10 Primary Care Physician visits (non-preventive) • Reaches out-of-pocket max
• 12 Generic prescriptions Once Out of Pocket is met all expenses including Rx are
• 8 Specialty prescriptions covered at 100% in network.
Aetna Aetna
Aetna HSA Kaiser HMO Aetna HSA Kaiser HMO
Traditional Traditional
PPO1 (CA) PPO (CA)
PPO2 PPO
Annual Paycheck Annual Paycheck
$2,334 $6,969 $5,559 $2,334 $6,969 $5,559
Contribution Contribution
Primary Care Visits (10) $1,500 $200 $150
Total Cost of Services $5,000 $7,050 $3,000
Generic Rx (12) $300 $300 $120
Specialty Rx (8) $800 $800 $160
VMware Contribution to HSA $1,500 $0 $0
Total Cost of Services $2,600 $1,300 $430
VMware Contribution to HSA $1,500 $0 $0 Total Annual Net Cost to You $5,834 $14,019 $8,559
Total Annual Net Cost to You $3,434 $8,269 $5,989
1
HSA low utilization cost assumption based on: $150 per PCP visit, $25 per DID YOU KNOW?
Generic Rx, $100 per Specialty Rx Coinsurance coverage for prescription drugs on the HSA
2
PPO low utilization prescription cost based on: $25 per Generic Rx, $100 per PPO are lower than the Traditional PPO for brand and
Specialty Rx specialty drugs? See Page 12
* Examples based on In-Network pricing and actual costs may vary
14Decision Support Tools
ONLINE DECISION SUPPORT
If you want to see your own real-life scenario, Aetna offers an
interactive tool that allows you to estimate your cost of coverage and out-of
pocket costs. Using your total claims for 2017 as a starting point simply insert
your expected healthcare needs and services for 2018. The tool will compare
Rebecca McCathern’s dog Brody,
your costs between the HSA PPO and the Traditional PPO. You can use the
Human Resources, Palo Alto
tool regardless of your current health plan — even Kaiser participants can
use it.
Go to: Aetna Decision Support
NEED MORE HELP?
Meet Alex, your virtual benefits advisor. Alex will ask you questions about
your personal situation, compare options and help you make decisions. You
can meet Alex at www.myalex.com/VMware/2018
DID YOU KNOW?
VMware Perks grants you access to discounts on auto, home, pet
insurance and much, much more.
DID YOU KNOW?
With the Limited Purpose FSA you can still benefit from tax savings
on dental and vision expenses, even if enrolled in the HSA plan!
15Flexible Spending Accounts (FSAs)
VMware provides General Purpose, Limited Purpose and DEPENDENT COVERAGE FSA (DCFSA)
Dependent Care FSAs, which allow you to save money by
The Dependent Care FSA allows you to use tax free dollars to
setting aside pre-tax dollars to pay for qualified medical
reimburse yourself for eligible expenses so that you and your
expenses. All FSAs are administered by TRI-AD. If you have a
spouse can work or go to school full-time. Eligible expenses
FSA balance at the end of the calendar year in your General
include care for your child up to age 13 and adult daycare for
Purpose or Limited Purpose FSA, your balance, up to $500,
elderly parent or disabled dependent incapable of self-care. You
will be rolled over into an FSA for next year. For a complete
can contribute between $25 and $5,000 per plan year to the
list of eligible and ineligible expenses set by the IRS see
Dependent Care FSA. There is no rollover for the DCFSA; any
www.irs.gov/publications/p502.
funds left at the end of the year are forfeited.
GENERAL PURPOSE HEALTHCARE FSA
FSA DEADLINES
(GPFSA)
For your claims to be reimbursed for the 2018 VMware plan year,
You can use the money in your GPFSA to pay for most healthcare here are the required dates for the Healthcare and the Dependent
expenses for you and your eligible dependents, including eligible Care FSAs:
services and supplies not covered by your medical, dental, or vision
plans. When you receive care or fill a prescription, you can use your
Expenses Must Be Expenses Must
debit card. Or you can just pay out of pocket and file a claim online. Incurred Through: Be Submitted For
You can contribute between $25 and $2,600 per plan year. Reimbursement By:
GPFSA, LPFSA and
Dependent Care FSA December 31, 2018 March 31, 2019
LIMITED PURPOSE HEALTHCARE FSA
(LPFSA — FOR HSA ENROLLEES)
If you were previously enrolled in the Aetna PPO and/or Kaiser
This plan allows you to pay for qualified out-of-pocket dental plans and enroll in the HSA PPO plan in 2018, your FSA funds
and/or vision expenses. Due to IRS regulations, out-of-pocket (up to $500) will rollover into a Limited Purpose FSA which covers
medical and prescription drug healthcare expenses are not dental and vision expenses.
qualified expenses under the Limited Purpose FSA and can be
reimbursed through your HSA only. You can contribute between
$25 and $2,600 per plan year to the LPFSA.
16Health Savings and Spending Account Comparison
HSA Health FSA COMPARE SAVINGS AND
Eligibility You must enroll in the HSA PPO to be eligible General Purpose FSA (GPFSA) SPENDING ACCOUNT
for the HSA. eligibility: If you enroll in the
Traditional PPO, the Kaiser
OPTIONS
N. CA or HI HMO, or the HSA VMware offers two types of health saving/
PPO non-HSA Eligible plan.
spending account options: Health Savings
Limited Purpose FSA (LPFSA): If
you enroll in the HSA PPO. Account (HSA) and Flexible Spending Account
VMware Individual: $750 / Family: $1,500. No employer contributions.
(FSA). Both help you pay for eligible medical,
Contributions1 dental, vision and prescription drug expenses
Your You may contribute any amount up to GPFSA and LPFSA: You using pre-tax dollars. The type of health
Contributions the maximum allowed by the IRS ($3,450 can contribute any amount account you are eligible for depends on the
employee only, $6,900 for family)2. If you are between $25 and $2,600
medical plan that you elect. If you enroll in
age 55 or older, you can contribute up to an annually.
additional $1,000 per year. the HSA PPO, you can participate in the HSA
Paying for The HSA can be used to pay for eligible GPFSA: Reimburses you for and the Limited Purpose FSA (LPFSA). If you
Care medical, prescription drug, dental and vision eligible medical, prescription enroll in one of the other medical plans, you
expenses. Or you can save the money in your drug, dental, and vision
account for future healthcare expenses. expenses.
can participate in the General Purpose FSA
LPFSA: Reimburses you for (GPFSA).
eligible dental and vision
expenses.
1
All current employees who enroll in the HSA PPO as of
January 1, 2018 will receive employer contributions of
Tax Savings No taxes on contributions. 3
No taxes on contributions.
$750/$1,500 (Individual/Family). All 2018 new hires will
No taxes on withdrawals for eligible expenses. No taxes on withdrawals for receive quarterly contributions based on the first day of
No taxes on earnings from interest or eligible expenses. employment. Please visit the HSA page of the benefits site
investments. for more information on the funding schedule.
Do funds roll Yes. Any funds left over in your HSA will roll GPFSA and LPFSA: Unused 2
IRS maximums include employer and employee
over? over year-to-year. VMware’s contribution and funds will roll over but only up contributions combined for the entire calendar year.
your own HSA contributions are yours. You to $500. 3
Employer and employee contributions to the HSA are
can take your account with you when you
retire or leave VMware for any reason. tax-free for federal and most state taxes. However, HSA
contributions are not tax deductible for AL, CA and NJ.
Account HealthEquity is the account administrator. TRI-AD is the account
Administration administrator.
17Dental
VMware offers dental coverage through Delta Dental. Effective January 1, 2018 the annual
dental maximum will increase from $1,500 to $2,000. There are two networks available:
Delta Preferred Provider Organization (PPO) and Delta Premier. You may use any dental
provider you choose, but you save when you use dentists within Delta Dental’s PPO
network. Visit www.deltadentalins.com to see if your dentist is in-network.
Scott Tilney’s dog Coco,
Delta PPO Delta Premier Out-of-Network Engineering, Palo Alto
Annual Deductible Individual: $50 / Family: $150
Annual Maximum Non-Orthodontic Services per Individual: $2,000
Benefit Orthodontia Lifetime Maximum per Individual: $2,000
Preventive/
Diagnostic (exams, 100% (no deductible), up 100% (no deductible), up
100% (no deductible)
cleanings, fluoride, to MPA1 to MPA1
X-rays and sealants)
Basic Restorative
(fillings, root canal, 80% after deductible, up 80% after deductible, up
90% after deductible
periodontics and to MPA1 to MPA1
oral surgery)
Major Restorative
(crowns, bridges, 50% after deductible, up 50% after deductible, up
60% after deductible
dentures, partials, to MPA1 to MPA1
implants, etc.)
Orthodontia (for
60% 50% of MPA1 50% of MPA1
adults and children)
1
Maximum Plan Allowance
DID YOU KNOW?
Dental premiums for Employee
Only coverage are free.
18Vision
VMware offers vision coverage through Vision Service Plan (VSP). There are two plans to choose from: Core and Buy-Up. The Buy-Up
Plan offers a higher level of benefits for lenses, contacts, and frames. To see if your vision provider is in-network, visit VSP.com.
VSP Core1 VSP Buy-Up Out-of-Network
Vision Exam (once every calendar $10 co-pay, then plan reimburses up
$10 co-pay, then 100% $10 co-pay, then 100%
year) to $50
Lenses (once every calendar year) $25 co-pay for Core Plan2, then plan
$25 co-pay, then plan pays:
reimburses up to:
Single Vision 100% 100% for all types (no co-pay) $50
Lined Bifocal 100% $75
Lined Trifocal 100% $100
Contact Lenses (once every
calendar year, in lieu of lenses and Covered up to $120 allowance Covered up to $200 allowance Reimburses up to $105
frame)
Frames Covered up to $120 (once every 2 Covered up to $200 (once every cal-
calendar years) endar year) Reimburses up to $70
Covered up to $65 for Costco frames Covered up to $110 for Costco frames
Diabetic Eyecare Plus Program $20 for services related to diabetic eye $20 for services related to diabetic eye
Not covered
disease disease
1
Interns are only eligible for Core Vision.
2
No co-pay for Buy-Up Plan.
GREAT NEWS!
DID YOU KNOW?
Employee Only paycheck contributions are free for Core Vision plans. There are no increases in
US Benefits has its very own
premium contributions for other tiers of coverage. See Page 7 for all paycheck contributions. SocialCast page. Follow us to
learn about benefit updates,
notices, webinars, and discounts.
19Basic Life and
Accidental Death
and Dismemberment
(AD&D) Insurance
VMware provides you with Basic Life and AD&D insurance at
no cost. You are automatically enrolled if you are a regular
part time or regular full time employee and work a minimum
of 30 hours per week.
This insurance, underwritten by Cigna, pays your designated
beneficiary two times your annual base salary (to a maximum
Tasha Easton, benefit of $1,000,000) upon your death. If you are a sales
Global People Development, Palo Alto employee, the benefit pays two times your On Target
Earnings (OTE) (to a maximum of $1,000,000)1. AD&D pays
an additional benefit (two times your annual base salary to
a maximum benefit of $1,000,000) to your beneficiary if you
die, or pays a benefit to you if you suffer an injury due to a
covered accident. Benefits for Life and AD&D are reduced to
65% at age 70 and to 50% at age 75.
Company paid insurance over $50,000 is subject to imputed income
1
DON’T FORGET TO DESIGNATE YOUR BENEFICIARIES!
Your beneficiary is the person who receives the Life Insurance and AD&D benefits if you die. Naming your beneficiary ensures the money
will go to the right person. You can split up your benefit among more than one beneficiary, and you can change your beneficiaries at any
time. You can also name a trust, charity or estate to receive your benefit. Designate your beneficiary at login.VMware.com/adp.
20Supplemental Life Insurance
You can purchase additional life insurance coverage for yourself, your spouse/domestic partner and your Employee and Spouse/
dependent children up to age 26. Supplemental Life Insurance premiums are taken from your paycheck Domestic Partner
Supplemental Life
on an after-tax basis. Insurance
Cost per $1,000 of
If you and your dependents apply during the initial enrollment period, or within 30 days after you coverage
are eligible to elect coverage, you can elect coverage up to the guaranteed issue amount without Age as of Per Paycheck
providing evidence of good health. Elected amounts over the guaranteed issue will require evidence birthday Premium
of good health. Under 30 $0.038
30 – 34 $0.054
If you apply for coverage for yourself or your spouse more than 30 days from the date you become a
35 – 39 $0.074
VMware employee, the guaranteed issue amounts will not apply and you will be
40 – 44 $0.091
required to provide evidence of good health.
45 – 49 $0.140
Supplemental Life Insurance for yourself: Purchase up to a maximum of $1,500,000 or five times 50 – 54 $0.252
your basic annual earnings (whichever is less) in $10,000 increments. If enrolling during your initial
55 – 59 $0.483
enrollment period, Evidence of Insurability (EOI) is required for amounts over $500,000 (guaranteed
60 – 64 $0.630
issue amount). If enrolling for coverage after your initial enrollment period then EOI is required on all
Supplemental Life amounts. 65 – 69 $1.165
70+ $1.890
Supplemental Life Insurance for your spouse or domestic partner: Purchase in $5,000 increments up to
$250,000 or 50% of your Supplemental Life (whichever is less). If enrolling during the initial enrollment Child(ren) Supplemental
period, Evidence of Insurability (EOI) is required for amounts over $100,000 (guaranteed issue amount). Life Insurance
If enrolling for coverage after your initial enrollment period then EOI is required on all supplemental life Per Paycheck
Option
amounts. You will automatically be the beneficiary on your spouse or domestic partner’s supplemental Premium
life insurance. $ 1,000 $0.099
$ 2,000 $0.198
Supplemental Life Insurance for your dependent children: Purchase in increments of $1,000, $2,000, $ 5,000 $0.495
$5,000 or $10,000. $10,000 $0.990
21Short and Long Term Disability
VMware provides Short Term and Long Term Disability insurance coverage to you at no cost to you. Short Term and Long Term Disability
benefits replace a portion of your base pay or On Target Earnings (OTE) for sales employees, if you become ill, injured or disabled and
are unable to work. These plans provide you valuable income protection and can help you and your dependents when you truly need it.
SHORT TERM DISABILITY (STD)
Short Term Disability (STD) provides wage replacement benefits of 70% of pay per week, offset by any state mandated disability plans
or Workers’ Compensation, for your certified medical disability. Benefits begin after seven days following your injury or illness. During
the waiting period, five business days of accrued Sick Time must be used. STD covers a maximum payment period of 25 weeks. The
disability benefits you receive under the plan are taxable.
LONG TERM DISABILITY (LTD)
The Long Term Disability (LTD) benefit is provided through Cigna and coverage begins on the date your STD payments end, or 180
days following your injury or illness. LTD provides a benefit equal to 60% of your monthly income. The minimum monthly benefit is
$100 or 10% of your gross disability payment, whichever is more. The maximum monthly benefit is $15,000. The disability benefits you
receive under the LTD plan are taxable. If you choose, you can pay taxes on the company paid premiums, so that disability benefits
you receive are tax-free.
DID YOU KNOW?
You can pay the taxes on the company paid premiums, so that the STD and/or LTD benefits you receive will be
tax free. For this option, select the appropriate box during the enrollment process.
CA VMware employees automatically receive a tax free benefit under the VMware Voluntary Disability plan.
CA Nicira employees automatically receive a tax free benefit under the CA State Disability plan.
22Work/Life Benefits
ARAG GROUP LEGAL
ARAG Group Legal is a voluntary plan which provides legal representation through a network of DID YOU KNOW?
attorneys for a variety of services including: will preparation, neighbor disputes, buying a home, traffic
You must update your
tickets, and much more. You have access to online legal tools and resources as well. elections for the FSA
and HSA every year.
When using an attorney in the ARAG network, benefits are paid at 100%. Please review eligible services
as some may be limited or excluded. For more information, go to www.ARAGLegalCenter.com.
You can purchase the ARAG Group Legal Plan for $6.53 per paycheck on an after-tax basis.
EMPLOYEE ASSISTANCE PROGRAM (EAP)
EAP services are provided at no cost to you. CONCERN provides up to five free confidential counseling visits per incident for you and
your immediate family members. Counseling services include a broad range of issues, including:
• Marital and family problems • Financial consultations
• Emotional distress • Legal consultations
• Parenting and childcare referrals • Eldercare resources
CONCERN also provides up to ten free counseling sessions for substance and alcohol abuse.
You can contact CONCERN 24 hours a day, seven days a week at 1-800-344-4222. CONCERN 24 also has a website where you have
access to work-life resources and referral information. Visit the EAP CONCERN website.
RETHINK
VMware offers employees access to Rethink’s award-winning, research-based program which provides support to parents raising
children with learning or behavior challenges, or developmental disabilities. Parents receive free, live tele-consultations with behavioral
health experts to answer questions, and provide guidance and resources. Common tele-consultation topics include:
• Teaching new skills • Collaborating with school and other providers
• Addressing problem behaviors at home Visit: VMware.rethinkbenefits.com
• Troubleshooting lack of progress
23“When most people would be going back to work, I was actually just getting
home and learning how to be a mom! Once she was home I was able to spend
the remainder of my Paid Parental Leave with her and take her to all of her
follow-up doctor appointments. I am so fortunate for this leave and the bond it
allowed me to build with my daughter. ”
Betsy Marshall,
Accounting, Florida
24My Enrollment Checklist
Step 1: Prepare — This is your once a year opportunity to coverage in the HSA PPO,
make changes to your benefit elections. All changes take dental, and vision plans are DID YOU KNOW?
effect January 1, 2018 and are binding for the 2018 plan year free ($0 cost to you), you still
If you have a Life event in
unless you experience a qualified life event. need to enroll in the plan to 2017 during or after Open
• Read this guide and understand the changes for 2018. be covered. Enrollment has ended,
• Print out a summary PDF you must complete your
• Consider how your health and coverage needs may be
Life Event change first,
different for 2018. and review your changes to and and then complete
make sure they reflect your your Open Enrollment.
Step 2: Decide — There are plenty of tools and resources to elections for 2018. Your initial Open
Enrollment elections will
help you (see the next page for links). • No changes will be allowed
not carry over.
• Talk to Alex (your virtual benefit advisor) for decision- after November 3, 2017 5:00
making support. p.m. PST or 8:00 p.m. EST
• Use Aetna’s interactive Cost Comparison Tool to see
the cost of coverage across medical plans. Step 4: Manage your health and benefit dollars year-round
• Learn how the HSA PPO works. • You will receive a new ID card in January if you select a
new medical plan and enroll new dependents. Use the
• Plan to attend an Open Enrollment webinar and a
Aetna mobile app to download a copy of your card to
webinar on Health Savings Accounts (HSA). Watch for
your smartphone.
email invites. A recorded version will be available on the
Benefits website. • You will not receive ID cards for dental or vision
coverage. Visit the Delta Dental & VSP sites to search
• Visit HealthEquity’s website for information and
in-network providers
resources for managing your HSA account.
• Bookmark the US Benefits website at benefits.VMware.
Step 3: Enroll com on your web browser so it’s handy—and make the
most of your VMware benefits.
• To enroll in benefits, visit login.VMware.com/adp and
click on the Benefits Enrollment icon on the right side • Bookmark Benefits: US Socialcast to keep up-to-date
of the page. Enrollment begins October 23, 2017. on benefit updates throughout the year.
• Remember: Even though premiums for employee only
25My Enrollment Checklist (Continued)
NEED HELP ALONG THE WAY?
Visit the US Benefits website at benefits.VMware.com for detailed information, contacts, and resources to ensure you make the most
out of your VMware benefits.
Contact hrbenefitadmin@VMware.com or 1-888-VMware8, option “US Benefits”, Monday through Friday, from 5 a.m. to 5 p.m. PST
or 8 a.m to 8 p.m. EST.
DON’T FORGET!
Open Enrollment will go from October 23 – November 3, 2017. After November 3, you will NOT be able to enroll or change your
elections unless you have a qualified life event (such as a birth or marriage). Elections made during this Open Enrollment will be
effective on January 1, 2018.
If you do not enroll by 5 p.m. PST or 8 p.m. EST, November 3, 2017, your current benefit elections will carry over to the next plan year
except for your FSA and HSA contribution elections.
26Tools & Resources
Choosing a medical plan is an important decision—and sometimes it’s hard to know which plan is the best for your personal situation.
The following tools can help:
Provides detailed information, contacts and resources to
VMware Benefits Website benefits.VMware.com
ensure you make the most out of your VMware benefits.
An interactive educational and decision-support tool that
Benefits Advisor Tool provides easy-to-understand guidance on selecting a www.myAlex.com/VMware/2018
medical plan option.
One-stop resource for information about the HSA PPO.
HSA PPO www.aetnaVMware.com
Learn how the plan works.
Aetna Plan Selection and Cost An interactive decision-support tool that helps you esti-
https://mobile.aetna.com/planSelect/kdw?id=871#_frmStart
Comparison Tool mate the cost of coverage and your out-of-pocket costs.
HealthEquity Health Savings
Information and resources for managing your HSA. www.healthequity.com/ed/VMware/
Account (HSA)
27Qualified Life Events
You may enroll in or make changes to your VMware benefit
plans only during Open Enrollment. If you experience a
qualified life event (e.g. marriage, divorce, birth, or adoption)
you may be allowed to change your elections outside of the
Open Enrollment period. If you experience a qualified life
event, you must report the change to the VMware Benefits
team within 30 days of the event in order to make changes
to your current elections.
Alaree Malone,
WHAT HAPPENS IF I DON’T ENROLL? Quality Engineer, Atlanta
If you do not enroll by November 3, 2017, your current
benefit plan elections and coverage will carry over to next
year. However, your FSA and HSA annual elections will
NOT carry over unless you actively make new FSA and
HSA elections.
DID YOU KNOW?
The Adoption Assistance Program also includes surrogacy coverage which reimburses 100%
of eligible expenses associated with carrying and giving birth using a surrogate, up to a to-
tal maximum of $5,000 per child. Visit the Benefits Site for additional information on eligible
expenses and lifetime maximums.
28“I have very much enjoyed
my parental leave and
found it convenient to
be able to split it up for
different times of the year.
This made it easier to
schedule care for the little
one between my wife, my
in-laws, and myself Also,
our provider, Sedgwick,
made it super easy to set
Richard Capatosto, up my second leave period
Information Technology, Palo Alto
via just a quick email to
their customer rep.”
29Key Benefits Terms
Annual Deductible — The amount you must pay each year before Family Coverage — Family coverage is defined as employee + one
the Plan begins to pay for covered healthcare expenses you use. or more dependents (e.g., employee + spouse/domestic partner,
With an aggregate family deductible, the health plan doesn’t employee + child (ren), employee + family).
begin paying for the healthcare expenses of anyone in the family
until the entire family deductible has been met. Formulary — A list of prescription medications, usually brand-
name, that an insurer will allow you to access. These medications
Aggregate Deductible — The health plan doesn't begin paying are usually not as inexpensive as generic but will cost less than
benefits until the entire family deductible has been met. Once the non-formulary medications.
entirety of the family deductible has been met, by one family member
or a combination of family members, then the cost sharing begins. Guaranteed Issue (GI) — Life insurance coverage that is guaranteed
to be issued to applicants regardless of health status. Evidence of
Appeal — Notifying an insurer of your disagreement with how they insurability (EOI) is not required.
have/will cover your claim. An appeal most typically involves denials
and payments after a procedure is complete, but an appeal can also Health Maintenance Organization (HMO) — A health insurance
be made during a pre-certification for a procedure or prescription. plan that limits coverage to care from doctors who work for or
Insurers have an internal procedure to conduct an appeals process. contract with the HMO. It generally won’t cover out-of-network
You have the right to be informed of that process. care except in an emergency. An HMO usually requires you to
live or work in its service area to be eligible for coverage. With
Coinsurance — The percentage of eligible health care expenses an HMO plan, you must choose a Primary Care Physician (PCP)
the Plan pays after you meet any required annual deductible. You from a network of local healthcare providers who will refer you to
are responsible for paying the remaining difference. in-network specialists or hospitals when necessary. All your care
is coordinated through the PCP.
Copayments (Co-pay) — The fixed dollar amount you pay for
certain services. Health Savings Account (HSA) — A savings account used in
conjunction with a high deductible health insurance policy that
Evidence of Insurability (EOI) — An application process where allows users to save money tax-free against medical expenses.
you provide information on the condition of your health or your HSAs can be used for out-of-pocket medical, dental, and vision
dependent’s health in order to be considered for life insurance expenses. HSA funds roll over and accumulate year to year if they
coverage. are not spent.
30Key Benefits Terms (continued)
High Deductible Health Plan (HDHP) — A type of health plan with providers who have agreed with an insurer to provide health care
a deductible larger than what’s found in a traditional health plan. at reduced rates to the insurer’s clients. You generally do not need
HDHP’s typically access the same PPO network as a traditional a referral from a primary care physician to see a specialist and
plan. In order to make contributions into an HSA, the IRS requires some coverage is available for out-of-network care.
election into a plan with a deductible large enough to meet their
requirements. Preventive Care — Measures taken for disease prevention, as
compared to a diagnosis or disease treatment. In most cases,
In-Network Provider — A provider who contracts with a health in-network preventive care (e.g., screenings, immunizations,
care plan to offer certain services at a discounted rate. preventive medications) are covered at 100%.
Out-of-Network Provider — A provider who does not have a Qualified Life Event — Open Enrollment is your once-a-year
contract with the health plan and can charge you over and above opportunity to update dependents unless you have a qualified
what is considered reasonable and customary. life event, such as marriage, divorce, birth, adoption, death,
court order (Qualified Medical Child Support Order), change to
Out-of-Pocket Maximum (OOPM) — The most you will pay out dependent coverage, or the loss or gain of benefits eligibility.
of your pocket in a year before the Plan begins paying 100% of
eligible expenses including prescription drugs. If you experience a qualified family status change you must report
it to the VMware Benefits team within 30 days following the
Premium Contributions — The amount deducted from your qualifying event.
pay for the cost of benefits coverage. The amount deducted is
based on which benefit plan and coverage level (employee only, Step Therapy — A process where an insurer requires a member
employee + family, etc.) you elect. The amount is deducted on a try certain medications before agreeing to cover a medication
semi-monthly basis (24 times a year). that the member’s physician is trying to prescribe.
PCP — Primary Care Physician Usual, Customary and Reasonable (UCR) — The amount paid for
a medical service in a geographic area based on what providers
Preferred Provider Organization (PPO) — A managed care in the area usually charge for the same or similar medical service.
organization of medical doctors, hospitals, and other health care The UCR amount is used to determine the allowed amount.
31Benefits Contacts
To access VMware Benefits, please go to benefits.VMware.com.
Benefit Plan Insurance Carrier Policy # Contact
HSA PPO Aetna 307138 1-855-521-6853
(Aetna Choice POS II) www.aetna.com
(All States)
24-Hour Nurseline: 1-800-556-1555
Health Equity HSA HealthEquity 29020 1-866-296-2857
(All States) www.healthequity.com/ed/VMware/
Traditional PPO Aetna 307138 1-855-521-6853
(Aetna Choice POS ll) www.aetna.com
(All States)
24-Hour Nurseline: 1-800-556-1555
Telemedicine Teladoc 307138 1-855-Teladoc (835-2362)
www.teladoc.com/Aetna
Kaiser N. CA HMO Kaiser 39501-0000 1-800-464-4000
Permanente www.kp.org
Kaiser HI HMO Kaiser Foundation Health Plan Inc. 09549-001-10 1-808-432-5955
www.kp.org
PRESCRIPTIONS
Retail (Aetna plans only) Aetna Pharmacy Management 307138 1-888-792-3862
Mail (Aetna plans only) Aetna Rx Home Delivery 307138 1-888-792-3862
TDD: 1-800-823-6373
Specialty Pharmacy
Aetna Specialty Pharmacy 307138 1-866-782-2779
Support for Neurodiversity Rethink N/A 1-877-988-8871
Disabilities http://VMware.rethinkbenefits.com
Dental Delta Dental PPO 0422 1-800-765-6003
www.deltadentalins.com
32Benefits Contacts (continued)
Benefit Plan Insurance Carrier Policy # Contact
Vision Vision Service Plan (VSP) 12122074 1-800-877-7195
www.vsp.com
Short Term Disability Sedgwick CMS N/A 1-866-251-1749
Long Term Disability Cigna Group Insurance LK 961804 1-800-362-4462
www.cigna.com
Basic Life Cigna Group Insurance FLX 962455 1-800-423-1282
www.cigna.com
AD&D Cigna Group Insurance OK 964094 1-800-362-4462
www.cigna.com
Supplemental Life Cigna Group Insurance FLX 962456 1-800-423-1282
www.cigna.com
EAP CONCERN 988 1-800-344-4222
www.concern-eap.com
FSA TRI-AD VMware 1-888-844-1372
https://benefitscentral.tri-ad.com
Legal Plan ARAG 16121 1-800-247-4184
http://members.ARAGgroup.com/advisor
401(k) Retirement Fidelity Investments 75472 1-800-835-5095
www.401k.com
Back-up Care Program Bright Horizons Username: 1-877-242-2737
VMware www.backup.brighthorizons.com
Password:
backup12
VMware Perks Beneplace N/A 1-800-683-2886
www.beneplace.com/VMwareus
QUESTIONS?
Contact your VMware Benefits team at 1-888-VMware8, option “US Benefits”, Monday through Friday, from 5 a.m. to 5 p.m. PST or 8
a.m. to 8 p.m EST.
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