2018 IBM Benefits and Programs Summary - IBM.com
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2018 IBM Benefits and Programs Summary
TABLE OF CONTENTS
BUSINESS TRAVEL ACCIDENT INSURANCE PLAN 12
2018 IBM BENEFITS SUMMARY 3
ELIGIBILITY 3 MEDICAL COVERAGE (AFTER YOU LEAVE IBM) 12
ABOUT YOUR HEALTH, LIFE AND DISABILITY BENEFITS 3 TRANSITIONAL MEDICAL PROGRAM (TMP) 12
RETIREE MEDICAL COVERAGE 12
MEDICAL CHOICES 3
MEDICARE 13
IBM PREFERRED PROVIDER ORGANIZATION (PPO) 3
SURVIVOR HEALTH BENEFIT 13
IBM PPO PLUS 3
IBM PPO OR IBM ENHANCED PPO WITH HEALTH SAVINGS CAPITAL ACCUMULATION AND INVESTMENT 13
ACCOUNT (HSA) 3 IBM 401(K) PLUS PLAN 13
HEALTH MAINTENANCE ORGANIZATION (HMO) 4 401(K) PLUS PLAN INVESTMENT OPTIONS 14
IBM EXCLUSIVE PROVIDER ORGANIZATION (EPO) 4 EMPLOYEES STOCK PURCHASE PLAN (ESPP) 14
TOBACCO SURCHARGE 4
TIME OFF 14
PRIMARY CARE 4
HOLIDAY PLAN 14
CARE MANAGEMENT 5
VACATION PLAN 14
CENTERS OF EXCELLENCE 5
PERSONAL TIME OFF 15
BEST DOCTORS 5
IBM LEAVES OF ABSENCE PROGRAM (LOA) 15
2018 MEDICAL BENEFITS: COMPARING PLAN FEATURES 6
IBM PARENTAL BONDING LEAVE 15
IBM’S LIVE WELL. LIVE BETTER. REWARDS
FAMILY AND PERSONAL SERVICES 15
PROGRAM 7
THOMAS J. WATSON MEMORIAL SCHOLARSHIP 15
WELLNESS DEVICE VOUCHER 7
ADOPTION AND SURROGACY ASSISTANCE PLAN 16
QUARTERLY WELLNESS DRAWINGS 7
SPECIAL CARE FOR CHILDREN ASSISTANCE PLAN (SCCAP)16
HEALTH SAVINGS ACCOUNT (HSA) INCENTIVES 7
COLLEGE COACH PROGRAM 16
PRESCRIPTION DRUG BENEFITS 8 GLOBAL WORK/LIFE FUND (GWLF) 16
MAINTENANCE CHOICE® 8 IBM MONEYSMART 16
GENERICSADVANTAGE 8 SOFI STUDENT LOAN REFINANCING 16
SPECIALTY MEDICATIONS 9 EXPRESSLY SERVICE FOR TRAVELING MOTHERS 16
PRESCRIPTION DRUG COVERAGE 9
OTHER IBM BENEFIT PROGRAMS 17
MENTAL HEALTH BENEFITS 9 EMPLOYEE REFERRAL BONUS PROGRAM 17
MANAGED MENTAL HEALTH CARE PROGRAM 9 IBM CLUB 17
EMPLOYEE ASSISTANCE PROGRAM (EAP) 9 DISCOUNTS FOR IBMERS 17
EMPLOYEE PURCHASE PROGRAM 17
DENTAL CHOICES 10
IBM DENTAL BASIC 10 CAREER DEVELOPMENT PROGRAMS 17
IBM DENTAL PLUS 10 NEW2BLUE ESSENTIALS 17
ACADEMIC LEARNING ASSISTANCE PROGRAM (ALAP) 17
VISION CHOICES 11
YOURLEARNING 17
IBM VISION PLAN 11
THINK40 17
EYEMED VISION DISCOUNT PLAN 11
CAREERS@IBM 18
FLEXIBLE SPENDING ACCOUNTS 11
IBM CORPORATE CITIZENSHIP & CORPORATE
HEALTH CARE SPENDING ACCOUNT (HCSA) 11
AFFAIRS 18
DEPENDENT CARE SPENDING ACCOUNT (DCSA) 11
CORPORATE SERVICE CORPS 18
COMMUTER BENEFITS PROGRAM 11
ON DEMAND COMMUNITY 18
LIFE AND DISABILITY BENEFITS 12 IBM COMMUNITY GRANTS 18
SHORT-TERM DISABILITY (STD) INCOME PLAN 12 IBM MATCHING GRANTS PROGRAM 18
LONG-TERM DISABILITY (LTD) PLAN 12 EMPLOYEE CHARITABLE CONTRIBUTION CAMPAIGN 18
GROUP LIFE INSURANCE (GLI) 12
IMPORTANT LEGAL INFORMATION 19
GROUP UNIVERSAL LIFE (GUL) INSURANCE PROGRAM 12
2IBM has implemented policies and practices to appropriately protect the privacy of your personal health information. Personal health
information you provide will be handled in accordance with IBM Corporate Instruction HR113 98/11: Protection of Employee Information and
the IBM Guidelines for the Protection of Employee Information. To obtain a copy of these documents, please contact the IBM Employee Services
Center. The benefits and programs described in this brochure are for IBM regular employees.
2018 IBM Benefits Summary services before the plan pays for non-routine
preventive care. In addition, care provided by your
IBM offers a competitive benefits program, designed to
in-network primary care physician is covered at
support employees and their families across all dimensions
100%. You may see any provider you choose without
of health: physical, mental, social, financial, and purpose.
obtaining a referral. If you reach the annual in-
Key features: network out-of-pocket maximum, the plan will pay
• Health Benefits Portfolio that provides strong 100% of your in-network medical, mental health and
support for employee well-being and preventive pharmacy expenses for the remainder of the year.
care, comprehensive coverage to meet a range of This plan option has a lower monthly cost for employees
medical situations, and solid protection against the and dependents, but has a higher deductible and out-of-
cost of serious injury or illness. pocket maximum than the IBM PPO Plus.
• Retirement Program that helps build future
financial security through a leading-edge 401(k) IBM PPO Plus
plan and other capital accumulation programs. The IBM PPO Plus offers the same broad network of
providers available through the IBM PPO, along with the
• Income Protection in case of serious illness, injury flexibility to seek care out-of-network at a higher cost (a
or death, including life insurance and disability deductible may apply to medical and mental health
benefits. services). You may see any provider you choose without
• Opportunity to follow leisure pursuits through obtaining a referral.
vacation, personal leave and holiday plans. Under PPO Plus, you'll pay a higher monthly contribution
for coverage and — with a lower in-network deductible —
Eligibility potentially lower overall costs for care. If you reach the
You are eligible for all applicable benefit programs, except annual in-network out-of-pocket maximum, the plan will
the IBM Employees Stock Purchase Plan, beginning with pay 100% of your eligible medical, mental health and
your first day of employment. Health care coverage pharmacy expenses for the remainder of the plan year. It
(medical, dental and vision) is available for you, your also offers the same strong coverage for prevention,
spouse or eligible domestic partner, eligible children and wellness and routine medical care. There is no charge for
other eligible dependents. in-network eligible, routine preventive services. Care
provided by your in-network primary care physician will be
covered at 100%.
About your Health, Life and Disability Benefits
IBM provides a range of options, to allow employees to
design a program that meets their personal or family IBM PPO or IBM Enhanced PPO with Health Savings
circumstances. You can enroll in benefits when you first Account (HSA)
join IBM, and you’ll have the opportunity to review and The IBM PPO and IBM Enhanced PPO with HSA are high-
change your benefits each year during the enrollment deductible options that feature a health savings account,
period, usually held in the fall. Employees pay for their which can be used to pay for eligible current out-of-pocket
share of benefit coverage through payroll deductions. medical costs or to save for future health care expenses.
For participants who enroll in the HSA, IBM will contribute
$250 for self-only/$500 for family (pro-rated based on
Medical Choices
date of hire). Also, again in 2018, IBM will also contribute
IBM Preferred Provider Organization (PPO) $250 in a Jump Start contribution for self-only or family
The IBM PPO has a broad nationwide network of elections. Participants may also earn additional Live Well.
providers that provide care at discounted rates and Live Better. Rewards Program incentives, ranging from
offers the flexibility to receive care out-of-network at $300 for self-only coverage to $850 for family coverage
higher costs. It offers strong coverage for prevention, which will be deposited into employees’ HSA.
wellness and routine medical care, including in- Employees may contribute up to the IRS annual limit of
network eligible, routine preventive screenings and $3,450 for single coverage and $6,850 for a couple or
preventive office visits at no cost. Employees need to family. Like the other IBM PPO options, there is no charge
meet the deductible for Medical and/or mental health for in-network eligible, routine preventive services.
3However, to comply with IRS regulations for HSAs, all IBM Exclusive Provider Organization (EPO)
other services, including pharmacy (with the exception of The IBM EPO offers the same broad network of providers
certain preventive prescription drugs) are subject to the that is available through the IBM PPO and IBM PPO Plus
deductible. The IBM PPO with HSA and IBM Enhanced PPO options, along with the same coverage for routine preventive
with HSA features other provisions that conform with care, routine screenings and primary care provider services, all at
recent IRS HSA guidelines—for example, the deductible no cost to you. The EPO option is similar to an HMO in that it is an
amount itself meets the IRS requirement for a “high “in-network-only” option which means that (except for true
deductible” plan. The deductible also works differently emergency situations) you must use in-network doctors, hospitals
under the IBM PPO with HSA and IBM Enhanced PPO with and other facilities to receive benefits. The EPO option has a
HSA, particularly if you enroll dependents in these options. copay-based cost structure for high cost services such as inpatient
hospital stays and ER visits along with along with the
If you enroll in one of the IBM HSA plan options, an
coinsurance-based cost structure found in most Preferred
aggregate deductible applies when you enroll one or more
Provider Organizations (PPOs) for most other services. You
dependents – that is, the family deductible must be met
may see any network provider that you choose without a
before the plan pays medical, mental health or pharmacy
referral, but many high cost services do require prior
benefits for any covered individual. The family deductible
authorization to be covered.
must be met even if one person is incurring all of the
expenses.
Tobacco Surcharge
If you enroll in self only coverage, you have to satisfy the
A $50 per month surcharge will apply if you and/or your
Individual deductible for medical, mental health and non-
enrolled spouse/domestic partner have used any tobacco
preventative medications before the plan pays benefits.
products within six months of the date your IBM medical
coverage begins. The $50 monthly surcharge will apply for
each individual indicating tobacco use. This surcharge
The out-of-pocket maximums are “embedded”
helps offset the additional healthcare costs typically
accumulators so they work differently than the HSA
incurred by tobacco users. For purposes of this surcharge,
deductibles, which are “aggregate” accumulators. If one
a tobacco product is defined as “any product derived from
individual meets their out-of-pocket maximum, the plan
tobacco that is intended for human consumption” and
will start to pay at 100% for that individual. Each family
includes cigarettes, cigars, pipe tobacco, smokeless
member’s out-of-pocket costs are applied to the family
tobacco and e-cigarettes.
out-of-pocket maximum. Once the family out-of-pocket
maximum is met, the plan will pay 100% for all eligible covered However, you will have an opportunity to earn a refund of
services. the surcharges you pay if you satisfy the requirements of
your health plan administrator’s tobacco cessation
An HSA is different from a Health Care Spending Account
program within six months or by December 31, 2018,
in that it is your own personal account and you do not forfeit
whichever comes first. (Note: Although you may choose to
unused contributions and you can invest your HSA savings.
participate in other tobacco cessation programs, you will
It is important to note that you may not enroll in the IBM
not be eligible to receive a refund unless you complete the
Health Care Spending Account if you are enrolled in one of
program offered by your IBM health plan).
the Health Savings Account plan options.
Note that anyone with Medicare, or coverage from other
Primary Care
health plans that don’t offer qualifying high deductibles,
Care provided by your in-network primary care physician
may not contribute to an HSA. Please consult your tax
will be covered at 100% under the IBM PPO, IBM PPO Plus
advisor if you or your spouse has other coverage and you
and IBM EPO options. Under the IBM PPO with HSA and
wish to enroll in a medical option with an HSA.
IBM Enhanced PPO with HSA, primary care will be covered
at 100% after the appropriate deductible has been
Health Maintenance Organization (HMO) satisfied. A primary care physician is a physician (MD or
A HMO provides comprehensive, coordinated health care DO), nurse practitioner*, or physician assistant* who has a
services for a fixed prepaid fee through a network of primary designation of family medicine, internal medicine,
providers. Participants are typically responsible for or pediatric medicine. Keep in mind the doctor may
copayments and/or coinsurance for physician visits and perform tests or request other services (e.g. lab) that will
other services. have a separate charge that may be subject to the
deductible and applicable coinsurance. *Please note:
Generally, you aren’t covered for services outside the Nurse practitioners or physician assistants billing under
network, except for emergencies. When you enroll in an physicians will be designated as a PCP or specialist based
HMO, you select a primary care physician (PCP) to on the designation of the physician.
coordinate your care.
4Care Management • Orthopedic surgery, including, but not limited to,
Each of the regional health plan administrators have Care knee or hip replacement or spinal fusion
Management and Disease Management programs,
• Bariatric surgery
designed to provide expert help in managing employees’
(and their family’s) health conditions and risks. • If you are currently undergoing any of these
These programs include one-on-one outreach and support services, you may qualify for transition of care.
to those with serious illness and other complex medical
situations. These care coordinators are registered nurses
employed by each of the regional health plans and will Best Doctors
assist with precertification for inpatient hospital When it comes to medical decisions, making informed
admissions and high cost medical procedures (listed decisions is key to maintaining good health and wellbeing.
below), medical consulting services and support to IBM Best Doctors can help you by providing expert medical
medical plan participants and their families. Access to advice, at no cost to you. All IBMers enrolled in one of the
expert assistance in managing chronic conditions is also IBM medical plan options will have access to Best Doctors
available through the program. in 2018.
Precertification is required for major diagnostic services in Services are provided confidentially and from the comfort
non-emergency situations or the service will not be of your own home over the phone or online. Reach out to:
covered include: CT Scans, PET Scans, MRIs, nuclear
medicine, sleep studies, cardiac catheterization,
• Confirm a diagnosis or treatment plan through
an expert review of your medical records
echocardiogram (including stress echocardiogram),
electrophysiology implants, Arterial ultrasound, • Receive support when making treatment
Percutaneous coronary intervention (Stents, Balloon decisions
angioplasty, Atherectomy). Contact your health plan for • Ask an expert about a diagnosis or health
details regarding precertification. condition
• Find a local leading physician or specialist
Centers of Excellence • Get help collecting and organizing your medical
IBM's health plan administrators have Centers of records
Excellence (COEs), facilities and providers that meet
certain quality standards of care. In general, these Oncology services available through Best Doctors include
providers' outcomes are better than others. Contact your access to Watson technology including:
health plan if you are seeking care for any of the following • Watson for Oncology
services or you may receive lower (or no) coverage for the
• Watson for Clinical Trials Matching
service. These services include:
• Watson for Genomics
• Transplants
• Infertility services, including but not limited to, IBMers in HMOs or other medical plans are not eligible
artificial insemination or in vitro fertilization because those plans evaluate and contract for these types
(enrollment in a care management program is of services separately.
also required.)
52018 Medical Benefits: Comparing Plan Features
Plan Features IBM PPO IBM PPO Plus IBM PPO with HSA IBM Enhanced PPO IBM EPO Typical HMO
with HSA
Plan type Preferred Provider Preferred Provider High Deductible Preferred High Deductible Preferred Exclusive Provider Health
Organization Organization Provider Organization Provider Organization with Organization Maintenance
with HSA HSA Organization
Key features You may obtain care Same structure and You may obtain care from Same structure and flexibility as You may obtain You may obtain
from in- and out-of- flexibility as IBM PPO, In- and Out-of-network IBM PPO with HSA. You pay higher care through a care through a
network providers; higher cost for providers; HSA lets you cost for coverage in exchange for network of network of
you’ll receive the coverage in exchange use tax-free dollars to pay lower in-network deductible. providers; no providers to
highest level of benefits for lower in-network for current or save for coverage if you go receive benefits;
if you use network deductible. No charge future health care needs; out of network no coverage if you
providers. No charge for eligible in-network IBM will contribute $500 (except for true go out of network.
for eligible in-network routine preventive self-only coverage or $750 emergencies) No Primary Care
routine preventive services or in-network family coverage (pro- charge for eligible Physician Referral
services or in-network primary care office rated based on date of In-Network routine required to
primary care office visits. Specialty care hire) in 2018. No charge preventive services coordinate all care.
visits. Specialty care office visits “deductible for eligible In-Network or primary care
office visits “deductible free” for in-network routine preventive office visits.
free” for in-network care. services. No charge for
care. primary care office visits
after deductible is
satisfied.
Filing claims You file claims for out- You file claims for out- You file claims for out-of- You file claims for out-of- No claim form to No claim form to
of-network care only of-network care only network care only network care only file file
Annual deductible In-network: In-network: $2,700 / $5,800 $1,500 / $3,000 $100/$300 None
(individual/family) $1,500 / $4,500 $375 / $1,125 (combined in- and out-of- (combined in- and out-of-
Out-of-network: Out-of-network: network) Deductible network) Deductible applies to
$2,650 / $7,950 $2,650 / $7,950 applies to pharmacy pharmacy coverage (except
coverage (except preventive medications)
preventive medications)
Routine Preventive In-network: In-network: In-network: In-network: No charge Varies by HMO
Services No charge No charge No charge No charge
Out-of-network: Out-of-network: Out-of-network: Out-of-network:
45%, no deductible 45%, no deductible 45%, no deductible 45%, no deductible
Other Office Visits In-network: In-network: In-Network: No charge for In-Network: No charge for PCP No charge for PCP Varies by HMO
No charge for PCP; No charge for PCP; PCP after deductible; You after deductible; You pay 25% for
You pay 25% for SCP; You pay 25% for SCP; pay 25% for SCP after You pay 25% for SCP after SCP after
Deductible free Deductible free deductible deductible deductible
Out-of-Network: Out-of Network: Out-of-Network: Out-of-Network:
6You pay 45% after You pay 45% after You pay 45% after You pay 45% after deductible
deductible deductible deductible
Urgent Care In-Network: You pay In-Network: You pay In-Network: You pay 25% In-Network: You pay 25% You pay 25% after Varies by HMO
25% after deductible 25% after deductible after deductible after deductible deductible
Out-of-Network: You Out-of-Network: You Out-of-Network: You pay Out-of-Network: You pay 45%
pay 45% after pay 45% after 45% after deductible after deductible
deductible deductible
Inpatient Hospital In-network: In-network: In-network: In-network: Inpatient: $1,000 Varies by HMO
and Surgery You pay 20% after You pay 20% after You pay 25% after You pay 25% after deductible Copay after
deductible deductible deductible Out-of-network: deductible
PCP: 20% after PCP: 20% after Out-of-network: You pay 45% after deductible
deductible deductible You pay 45% after
SCP: 25% after SCP: 25% after deductible
deductible deductible
Out-of-network: Out-of-network:
You pay 45% after You pay 45% after
deductible deductible
Emergency Room 20%, after in-network 20%, after in-network 30%, after deductible plus 30%, after deductible plus $210 copay + $150 Varies by HMO
(copay(s) waived if deductible plus $150 deductible plus $150 $150 copay (copay waived $150 copay copay (both copays
admitted) copay (copay waived if copay (copay waived if if admitted) waived if
admitted) admitted) admitted),
after deductible
Other Services & In-network: You pay In-network: You pay In-network: You pay 30% In-network: You pay 30% after After deductible: Varies by HMO
Outpatient Surgery 20% after deductible 20% after deductible after deductible deductible $0 for X-rays,
Out-of-network: Out-of-network: Out-of-network: Out-of-network: DME and
You pay 45% after You pay 45% after You pay 45% after You pay 45% after deductible prosthetics; 20%
deductible deductible deductible for other imaging
services; 25% after
deductible for
Outpatient Surgery
Annual out-of- In-network: In-network: In-network: In-network: $7,150 / $14,300 Varies by HMO
pocket maximum $7,150 / $14,300 $7,150 / $14,300 $6,550 / $13,100 $6,550 / $13,100
(includes deductible) Out-of-network: Out-of-network: Out-of-network: $15,750 Out-of-network: $15,750 /
$16,700 / $30,050 $16,700 / $30,050 / $28,350 $28,350
IBM’s Live Well. Live Better. Rewards Program Quarterly Wellness Drawings
Eligible employees can enter quarterly wellness drawings
IBM wants you to be as healthy as you can be across all 5 to win 12,000 BluePoints (approximately a $3,000 value).
dimensions of health: Physical, Mind, Social, Financial and For each Live Well. Live Better. Rewards Program
Purpose. We take health and wellbeing support to completed per quarter, your name will be entered into the
another level with our Live Well. Live Better. Rewards quarterly drawing; each program can be completed up to
Program. To enhance your personal health management, four times. In addition, employees will earn additional
we offer program options to support physical activity, entries for programs covered spouses and partners
healthy eating, mindfulness, and more through CaféWell, complete each quarter. Employees can only be entered
our one-stop health and wellness platform. Once you’re into the drawing 1 time per program per quarter.
registered on CaféWell, you can create (and update) your Employees can choose from a wide variety of programs,
health profile, order your personal health devices, earn including some new program options, to best meet their
BluePoints entries, complete your HSA financial incentives personal health and wellbeing goals across all five
(if applicable) and locate valuable benefits resources. The dimensions of health. A full list of program options is
programs are made available to you at no cost. available on CaféWell.
Wellness Device Voucher Health Savings Account (HSA) Incentives
All IBMers will have the opportunity to earn a $100 device If you choose a medical plan option with an HSA, you will
voucher in 2018 by joining a Live Well. Live Better. be eligible to earn up to $300 in tax-free HSA contributions
Rewards Program on CaféWell. Device choices include a for self-only coverage or $850 for family coverage in
variety of fitness devices, such as Apple Watch and FitBit. addition to the automatic company contribution ($500 for
In addition to a sit-stand desk accessory or other exciting self-only or $750 for family, prorated based on date of
choices to support your health and well-being. Plus, take hire). If you participate in an HSA medical plan option, you
advantage of quarterly wellness drawings for program will earn your financial incentive by completing the Ready,
completions. Set, Go! Program. This program allows you to earn your
tax-free HSA contributions by completing three easy steps.
Make sure your covered spouse/domestic partner does
7the same, so you earn the maximum reward. so we know what is most important to you.
Step 1 – Ready: Register on CaféWell and enter your
spouse or partner’s email address.
Step 2 – Set: Select a primary care provider (PCP) for each
To receive these financial incentives, employees must
covered family member when you enroll and set up your
complete the incentive requirements by December 1, st,
HSA account on NetBenefits (one account per family).
2018. HSA Incentives will take approximately four to six
Then, set up your account for Telemedicine and Cost and
weeks to be processed and deposited into your HSA
Quality Comparison Tool with your medical plan.
account once CaféWell confirms completion.
Step 3 – Go!: Complete the 5 Dimensions Priority Survey
Be Rewarded!
If you enroll in the IBM PPO with HSA or IBM
Enhanced PPO with HSA
Individual Family
Automatic HSA Seed from IBM (*Prorated
based on date of hire)
$250* $500*
HSA Jump-Start Contribution $250 $250
Complete IBM's Ready-Set-Go Program
via CaféWell by December 1st
$300 $850
Total Available HSA Incentives $800 $1,600
Payments will be processed after you certify that you have completed all program
requirements and will be deposited in your HSA; payments are not subject to taxes.
How incentives are paid *Both the employee and spouse / partner, if applicable, must complete the Ready,
Set, Go! Program to earn the family coverage contribution. If you only have covered
child dependents, you will be able to earn all of the incentives on behalf of the family.
Prescription Drug Benefits brand retail pharmacies and no other retail pharmacies in
the CVS Caremark retail pharmacy network.
Under IBM PPO, IBM PPO Plus, IBM EPO, IBM PPO with
HSA and the IBM Enhanced PPO with HSA, prescription
drug services are provided by CVS Caremark through the GenericsAdvantage
IBM Managed Pharmacy Program. Employees can save The GenericsAdvantage component of the IBM
money on retail and home-delivery prescription drugs Managed Pharmacy Program reduces your out-of-
when a prescription is filled through a CVS Caremark pocket costs when you buy generic instead of
participating pharmacy or via the CVS Caremark Mail brand name prescription drugs. If a generic
Service pharmacy. equivalent (identical active ingredient) is available
and you choose a brand name drug instead, you
You may obtain up to a 30-day supply (plus up to two refills) of will pay the generic coinsurance plus the
a (non-specialty medication) prescription from a retail difference in cost between the generic and brand
pharmacy; you’ll save money if you use a CVS Caremark name drug. The per-prescription maximum will
network pharmacy. After the third fill, you must obtain your not apply as it usually would for CVS Caremark
medication, up to 90-day supplies, through CVS Caremark mail participating pharmacies and mail order
order or Maintenance Choice® or you will be responsible for prescriptions. The amount that applies to your
the full cost of the medication at a retail pharmacy. out-of-pocket maximum is the amount of
coinsurance for the generic equivalent. The
Maintenance Choice® difference in cost between the generic equivalent
You can obtain your long-term medications through the and the brand drug does not accumulate to your
CVS Caremark Mail Service Pharmacy and have them out-of-pocket maximum.
shipped directly to your home or you can pick them up at
your local CVS retail pharmacy for the same coinsurance. However, if your physician validates it is clinically indicated
Please note, Maintenance® Choice is only available at CVS for you to use the brand name drug, you will only pay the
8brand name coinsurance (and not the difference in cost). In doctor will first need to contact a CVS Caremark
those few cases where a particular brand name drug is pharmacist for authorization to confirm that the treatment
comparably priced with a generic in the same class of drugs, complies with standard clinical guidelines. This
prior authorization will not be required for that drug. Prior requirement will help ensure that you receive proper drug,
authorization will still be required for other brand name dose and treatment based on your diagnosis.
drugs in that class; otherwise they will not be covered.
There are certain infused medications (not chemotherapy)
which must be purchased through the CVS Caremark
Specialty Medications Specialty Pharmacy if they are received in an outpatient
If you need covered prescription medication that requires setting. The CVS Caremark Specialty Pharmacy will work
special handling or administration — such as chemotherapy — with you and your doctor to obtain the medication and
and are currently receiving it through your doctor’s office or coordinate where the infusion will be administered.
other treatment center, you can order it through the CVS
Note: For participants in fully insured HMOs, prescription
Caremark Specialty Pharmacy. Ordering it this way may save
drug benefits are provided through the HMO and vary by
you money, and you may be able to have it shipped directly to
plan. See your Health Plan Detail Sheets for details.
you or your doctor’s office at no additional charge. Your
Prescription Drug Coverage
The chart below shows what you pay per prescription under the IBM Managed Pharmacy Program. Please refer to Your Medical
Plan Options At-A-Glance for the applicable out-of-pocket maximum for each plan option. Additionally:
• Under both the IBM PPO with HSA and the IBM Enhanced PPO with HSA plan options, benefits are not payable until
the annual deductible is met; however, preventive drugs are not subject to the deductible. If more than one individual
is enrolled, the family deductible must be met; individual deductibles do not apply.
• For all IBM PPO plan options and the EPO plan option, the amount you pay out-of-pocket for eligible prescription
drugs counts toward your out-of-pocket maximum except the difference you pay between the cost of a brand drug
and its generic equivalent when you choose to purchase the brand name medication (as described under the Generics
Advantage description).
CVS Caremark Mail Order, Specialty Pharmacy1
Participating Pharmacies Non-Participating Pharmacies
and Pharmacy Maintenance Choice
(up to 30-day supply) (up to 30-day supply)
(up to 90-day supply)
Traditional and specialty medications for the IBM PPO with HSA and IBM Enhanced PPO with HSA1
10% of discounted cost after 30% of actual cost after 10% of discounted cost after deductible, up
Generic
deductible, up to $20 deductible to $40
Brand name – formulary 30% of discounted cost after 40% of actual cost after 30% of discounted cost after deductible, up
(preferred) deductible, up to $1102 deductible to $2752
Brand name – non-formulary (non- 50% of discounted cost after 55% of actual cost after 50% of discounted cost after deductible, up
preferred) deductible, up to $2102 deductible to $5002
Traditional and specialty medications for the IBM PPO, IBM PPO Plus, and IBM EPO1
Generic 10% of discounted cost, up to $20 30% of actual cost 10% of discounted cost, up to $40
Brand name – formulary
30% of discounted cost, up to $1102 40% of actual cost 30% of discounted cost, up to $2752
(preferred)
Brand name – non-formulary (non-
50% of discounted cost, up to $2102 55% of actual cost 50% of discounted cost, up to $5002
preferred)
1Refer to www.caremark.com/ibmactives for a full list of specialty drugs available through the CVS Caremark Specialty Pharmacy for January 2018.
2Ifa generic drug with the identical active ingredient is available, and you choose the equivalent brand name drug instead, you will pay the generic drug coinsurance
plus the difference between the generic and the applicable brand name drug; per prescription maximums will not apply.
Mental Health Benefits IBM Enhanced PPO with HSA.
Managed Mental Health Care Program
The IBM Managed Mental Health Care Program provides Employee Assistance Program (EAP)
comprehensive inpatient and outpatient treatment for The IBM Employee Assistance Program (EAP) provides
emotional and psychological problems, substance abuse short-term counseling for a variety of life events and
and related conditions. Participants have access to a everyday challenges including Work Stress; Coping with
network of licensed psychiatrists, psychologists, social Change; Family/Parenting Issues; Grief or Bereavement;
workers, psychiatric nurses, and mental health and Anxiety or Depression; and Communicating Effectively. A
substance-abuse facilities. Pre-certification is required to Clinical Referral Line (CRL) is the entry point for the EAP,
receive the highest level of reimbursement. Services are which also offers up to eight free counseling visits with a
available to employees and their dependents enrolled in licensed mental health or substance-abuse professional.
IBM PPO, IBM PPO Plus, IBM EPO, and IBM PPO HSA and The EAP is available to all benefit-eligible employees and
9their dependents, including HMO participants and those
who opt out of benefits. EAP services are provided by
Optum by United Behavioral Health. This program is not
intended for treatment of long term problems or mental
illness.
Required EAP notification for employees living in the state
of California detailing: 1) time limits on how quickly your
Employee Assistance Program (EAP) must provide certain
services to you and 2) requirements on receiving services in
your preferred language can be found on Optum
Behavioral Health's web site. Visit
www.liveandworkwell.com and use access code IBM to
sign in anonymously (or use your own ID and password).
Scroll to the bottom of the page and click the link for
"State-specific notices" to view the California notification
details.
Dental Choices
IBM Dental Plus
Not everyone’s dental needs are the same. Some This option covers a broad range of dental services,
employees may visit the dentist only twice a year for including preventive, diagnostic, basic and major
checkups; others may require more extensive work every restorative care, and orthodontia. Although employees
year. The IBM Personal Benefits Program offers up to have the flexibility to use any eligible dentist, they can
three different dental coverage options to meet these receive a higher level of benefits if they use a network
varying needs. provider. If employees use a dentist in the network, the
plan covers preventive care at 100% (including up to two
IBM Dental Basic routine exams per year). For all other eligible expenses,
This option covers preventive, diagnostic and basic employees pay a percentage of specially negotiated fees,
restorative dental care. There is no coverage for major with no deductible, as follows:
restorative care or orthodontia. Employees have the • 20% for minor restorative care
flexibility to use any eligible dentist. However, employees • 35% for major restorative care
can receive a higher level of benefits if they use a network • 50% for orthodontia treatment up to a lifetime
provider. If employees use an in-network dentist, the plan maximum of $2,500
covers preventive care at 100% (including up to two
routine exams per year). If employees use an out-of-network dentist or live in an
For minor restorative care, employees will pay 20% of a area where a network dentist is not available, they will pay
specially negotiated fee, with no deductible. If employees a percentage of the usual and prevailing (U&P) rate, plus
use an out-of-network dentist or live in an area where a any amount above the U&P rate.
network dentist is not available, they pay 20% of the U&P IBM Dental Plus pays benefits up to an annual maximum of
rate plus any amount above the U&P rate for covered $2,000 per covered individual. There is no lifetime
preventive and minor restorative care expenses. There is maximum benefit except for orthodontic treatment
no annual deductible. IBM Dental Basic pays benefits up to benefits—up to $2,500 per covered individual—which is
an annual benefit maximum of $500 per covered not counted toward the annual maximum.
individual. There is no lifetime benefit maximum.
10Vision Choices EyeMed Vision Discount Plan
Employees can enroll in the free vision discount plan,
IBM Vision Plan which allows them to save money each time they buy
The IBM Vision Plan, administered by Anthem Blue View frames, lenses, contact lenses, or other eyewear
Vision, provides coverage for standard eye exams at 100% purchased through specific vision care centers. Employees
coverage if employees use an eye doctor who participates pay no monthly contributions for the card, but must enroll
in the network. Or they can go out-of-network to the to receive it.
provider of their choice. With out-of-network care,
reimbursement is based on a schedule of benefits. Employees can choose to enroll in the IBM Vision Plan or
EyeMed Vision Discount Plan, but not both.
Flexible Spending Accounts Based on federal tax legislation, the plan is an alternative
to the tax credit allowed for child and dependent care
Health Care Spending Account (HCSA) expenses. Highlights of the plan are as follows:
The HCSA lets employees allocate pre-tax dollars to an
account to help pay for eligible health care expenses per • Before each plan year, employees can elect to set
IRS regulations. Highlights of the plan are as follows: aside an amount of money based on their estimated
• An annual maximum of $2,600 can be set aside for dependent care expenses.
health care expenses. Any unused money set aside • Participation is allowed if employees need
during the plan year is forfeited if it is not used. dependent care to enable themselves and their
• These expenses can include deductibles, spouses to work, or attend school full-time.
copayments and other unreimbursed medical, • The amount elected is deducted from their
dental, vision and hearing expenses. paychecks before taxes.
• Expenses for eligible family members can also be • An annual maximum of $5,000 can be set aside for
reimbursed, even if they are not covered under the dependent care. Any unused money set aside is
employee’s benefits. forfeited.
• Employees who participate in the HCSA and are also
enrolled in the IBM PPO, IBM PPO Plus, IBM EPO or Commuter Benefits Program
certain HMOs will receive a Health Debit Card, a The IBM Commuter Benefits Program helps you save
stored value card that will enable them to pay money on mass transit and qualified parking expenses on
eligible expenses through automatic deduction from commuting to work by paying for eligible expenses pre-
their HCSA. tax. A nationwide program, administered by WageWorks®,
that helps you save on public transportation and qualified
Reminder: You may enroll in either the Health Care parking expenses.
Spending Account or the IBM PPO with Health Savings
Account, but not both. You save on commuting costs because your payroll
deductions are made pre-tax, before FICA, federal, state,
and city income taxes (for most states and cities), up to a
Dependent Care Spending Account (DCSA) monthly amount of $255 for transit and $255 for parking.
The DCSA lets employees allocate pre-tax dollars to an Any payroll deduction above these limits will be taken on
account to help pay for eligible dependent care expenses. an after-tax basis.
11Life and Disability Benefits accidental death, is available for employees and their
spouses. Employees must apply for GUL.
Short-Term Disability (STD) Income Plan
IBM’s Short-Term Disability (STD) Benefit Plan provides Eligible employees who apply within the first 90 days of
employees with salary continuation for each day they are hire may receive coverage of two times their annual base
absent due to illness or injury, up to a maximum of 26 pay, not to exceed $750,000, with no medical evidence
weeks in a period of 12 consecutive months depending on and coverage of greater than two times annual base pay
your date of hire and hiring division. You are eligible for with simplified evidence of good health. For financial-
this coverage on your first day of employment. planning purposes, GUL has a capital accumulation feature
that offers an opportunity to earn tax-deferred interest on
The benefits provided under this plan are offset with any cash contributions made while insured. Based on age and
Social Security Disability Income or Workers Compensation each $1,000 of life insurance coverage, employees are
payments, or both. To receive STD benefits, employees allowed to deposit cash in the form of an additional
may be asked to provide supporting documentation. In the premium, which then earns tax-deferred interest. The GUL
event employees become totally disabled, they receive program is administered and underwritten by The
maximum benefits under this plan before benefits begin Prudential Insurance Company of America. This program is
under the Long-Term Disability (LTD) Plan. not endorsed by IBM.
Long-Term Disability (LTD) Plan Business Travel Accident Insurance Plan
IBM’s Long-Term Disability (LTD) Plan provides employees This program provides insurance benefits if employees are
with important income protection if they become sick or traveling away from their job locations or homes on
injured for an extended period of time. The plan offers the authorized company business. Eligibility starts with the
following options: first day of employment. The plan provides benefits up to
• No coverage five time’s annual compensation ($50,000 minimum) for
• 50% of pay, employee-paid with before-tax dollars accidental bodily injuries that result in death,
• 66 2/3% of pay, employee-paid, with before- tax dismemberment or loss of sight, hearing or speech.
dollars
Coverage is offset with other sources of disability income,
such as Social Security Disability Income or Workers’ Medical Coverage (after you leave IBM)
Compensation, or both. The LTD period begins on the date
When you retire or leave from IBM, you’ll want to know
immediately following the expiration of the STD Income
how the company helps support your future health care
Plan coverage.
needs. If you are not yet Medicare-eligible, in most cases,
when you leave IBM, you will be able to continue your
Group Life Insurance (GLI) coverage under an IBM-sponsored health benefits plan, at
The IBM Group Life Insurance (GLI) benefit equals one least for some period of time.
times an employee’s annual salary, up to a maximum of $1
million. The IBM GLI plan includes a feature that allows
Transitional Medical Program (TMP)
terminally ill employees to have access to one-half of their
The Transitional Medical Program (TMP) is a health care
benefits (up to $50,000), with the remaining benefit paid
continuation of coverage program available to participants
to the beneficiary either as a lump sum or in annuity
of the IBM plans when eligibility for IBM health care
payments. Additionally, a check-writing feature is available
benefits ceases. TMP satisfies the requirements of federal
to the beneficiary. Although the GLI plan is offered to all
legislation (COBRA), which gives continuation rights to
IBM employees at no cost, the value of the premiums for
employees and their dependents who lose coverage due
coverage above $50,000 is viewed by the IRS as taxable
to certain qualifying events (for example, termination,
income (referred to as imputed income) and employees
divorce, death, loss of dependent eligibility). Under TMP,
are responsible for the associated taxes.
for a limited time, employees can continue coverage
equivalent to that which they had been receiving as an
Group Universal Life (GUL) Insurance Program IBM benefits recipient or covered dependent. Employees
Employees have the opportunity to apply for term-life pay for coverage at 102% of the group rate.
coverage for themselves or their eligible family members,
or both, under the Group Universal Life (GUL) Insurance
Retiree Medical Coverage
Program. Employees enrolled in this program may receive
Newly hired employees will have access to post-retirement
coverage up to eight times their annual salaries. Coverage
IBM health care coverage if certain age and service
for a spouse is available up to $200,000 and child rider
requirements are met. Employees will be eligible for
coverage for $10,000 is available for each eligible child.
access if they leave IBM at age 55 or above with at least
Optional Accidental Death and Dismemberment (AD&D)
five years of service, and their age plus service equals 65
coverage, which doubles the basic coverage in the event of
(“Rule of 65”).
12Those who are eligible for access can continue IBM health Capital Accumulation and Investment
care coverage for themselves and eligible dependents by
paying full retiree rates. There is no time limit or maximum IBM 401(k) Plus Plan
coverage period; however, election of coverage is a one- With IBM 401(k) Plus, eligible employees have at least
time enrollment opportunity. If coverage is not elected three ways to save: before-tax, after-tax, or through a
within the specified enrollment period immediately Roth 401(k) option – or all three. Each option has different
following retirement from IBM, employees are considered advantages for you and different tax consequences.
to have declined access coverage and they waive the right Savings are automatically deducted from your paycheck,
to any future election of coverage. and you decide how to invest them.
Save before-tax: Subject to an IRS annual contribution
Medicare limit that can change each year, eligible employees can
Once retired IBMers, and those on IBM’s MDIP/LTD plans, save up to 80% of your eligible pay before taxes are
those on bridge leaves of absence and surviving spouses deducted. When you use this savings feature, IBM
become eligible for Medicare, you will no longer be eligible matches your savings; plus, you lower your taxable
for coverage under the IBM Retiree Benefits Plan. Instead, income. You will pay income tax on this savings and any
you and any eligible Medicare eligible dependents will investment growth when you withdraw the money.
need to enroll in Medicare Part A and Part B and obtain Save after-tax: Eligible employees can also save up to 10%
your coverage through the Towers Watson OneExchange. of your eligible pay on an after-tax basis, to provide
OneExchange is a private Medicare exchange that offers further flexibility. You do not have to first reach the IRS
individual coverage for medical, prescription drug, dental savings limit to use this option. With this feature, you
and vision plans. contribute funds after taxes have been deducted, while
any investment growth on those amounts is tax deferred.
That means you will not owe taxes on any investment
Survivor Health Benefit growth until you withdraw the money, when it’s taxed as
When an eligible employee dies, coverage for eligible ordinary income.
survivors can continue under the Transitional Medical
Program (TMP) for up to 36 months from the date Roth 401(k): This feature allows eligible employees to
coverage ends under IBM, should the survivor elect to save on an after-tax basis now – but any investment
enroll in TMP. Coverage and contributions for a surviving growth on your contribution is completely tax-free when
spouse and eligible dependents are determined by the you withdraw the money at a later date, assuming certain
plan in effect at the time of the employee’s death, and requirements are met. (Your Roth 401(k) account must be
may be modified thereafter. at least five years old when you withdraw it, and you must
take the money after you reach age 59½ to qualify for this
tax treatment).
Together, the sum of your Roth 401(k) and before-tax
401(k) contributions may not exceed the maximum IRS
annual contribution. Key features of IBM 401(k) Plus Plan
are:
• Eligible employees can defer their own pay from
date of hire
• Automatically enrolled into the before-tax 401(k) at
5% of eligible earnings after approximately one
month on payroll, if no action taken
• May increase contribution up to 80% of pre-tax
earnings (subject to IRS limits) or may stop
participation at any time
• Generally, after one year of service, IBM will:
o Contribute 1% to employee’s account
regardless of their savings levels
o Match 100% of the first 5% of employee’s
Pre-tax or Roth contributions
o The IBM match will be deposited on Dec. 31
(or the last business day of the year) for
employees on active payroll as of Dec. 15.
• Rollovers from former employer’s qualified plan
are allowed
• Loan provision is available
13January 1 and July 1. More details on the plan can be
found in the plan prospectus, which employees can access
on the IBM intranet @ w3.ibm.com/hr/global/espp once
Key provisions include: you have access to IBM Systems.
• 33 primary investment options to select from,
Time Off
along with access to approximately 165 brand-
name mutual funds through a Mutual Fund Holiday Plan
Window IBM provides 12 holidays each year; six days are observed
• Several distribution methods nationally:
• Disability protection insurance (enrollment only
• New Year’s Day
during Fall Annual Enrollment Period)
• Memorial Day
• Account access via NetBenefits.com/ibm
• Independence Day
• Labor Day
401(k) Plus Plan Investment Options
• Thanksgiving Day
Tier 1: Target Date:2055, 2050, 2045, 2040, 2035,
Life Cycle Funds 2030, 2025, 2020, 2015, 2010 • Christmas Day
Life Strategy:
• Income Plus
The other six holidays vary by location based on operating
• Conservative
• Moderate requirements or local custom. At least one of these days is
• Aggressive considered a Personal Choice Holiday.
Tier 2: • Interest Income
Vacation Plan
Core Funds • Inflation-Protected Bond
IBM offers a competitive vacation plan to all regular full-
• Total Bond Market
• Total US Stock Market Index time employees and regular IBM employees who work
• Total International Stock Market alternative work schedules. The Vacation Plan is based on
Index years of service. Scheduling is based on business and
• Global Real Estate Stock personal preference. Employees can take vacation any
• High Yield & Emerging Market Bond time during the year in weeks, days or half-days. For most
Tier 3: • Long-Term Corporate Bond employees:
Expanded Choice Fund
Funds • Large Company Index
• Large-Cap Value Index
• Large-Cap Growth Index IBM service Weeks of vacation
• Small/Mid-Company Stock Index
Less than 10 years 3
• Small-Cap Value Index
• Small-Cap Growth Index 10 or more years 4
• European Stock Index
• Pacific Stock Index
• IBM Stock
• Emerging Markets Stock Index Most employees in the year of hire will earn vacation
• Real Estate Investment Trust Index based on the number of full months worked during the
• International Real Estate Index year.
Tier 4: Mutual Fund Window – 6 Families, about
Full Months Number of Days Number of Days
165 funds
Worked Earned Earned
Please refer to plan document, IBM 401(k) Plus Plan Summary
(0-9 yrs of service) (10+ yrs of service)
Plan Description and the Summary of Material Modifications, SPD
and w3 (upon joining IBM) for information on the 401(k) Plan. 12 15.0 20.0
11 14.0 18.5
10 12.5 16.5
Employees Stock Purchase Plan (ESPP)
9 11.5 15.0
The IBM Employees Stock Purchase Plan (ESPP) provides
8 10.0 13.5
eligible employees with opportunity to purchase IBM stock
7 8.5 11.5
at a 5% discount off the market price on the date the
6 7.5 10
shares are purchased. Employees may elect to purchase
5 6.5 8.5
up to 10% of their eligible compensation, up to certain
plan and regulatory limits, for the purchase of IBM stock 4 5.0 6.5
through payroll deductions. 3 4.0 5.0
2 2.5 3.5
As a general rule, individuals who are active employees of 1 1.0 1.5
IBM or any of its eligible subsidiaries will be eligible to
participate at the beginning of the offering period
following their date of hire. Dates of offering are normally For additional plan details and to determine how much
14vacation you are eligible to accrue, please read the About
Your Benefits: Work & Personal Life Integration and
Supplement documents.
Personal Time Off Family and Personal Services
IBM understands that there will be circumstances that will IBM has demonstrated a long history of commitment to
require time off from work for personal reasons other than developing and enhancing programs to help employees
illness or injury. If the absence is to be a short one, your better manage their work, family, and personal
manager may arrange for you to take time off with or responsibilities and achieve enhanced productivity. Our
without pay, depending on the circumstances. If you need global programs offer innovative solutions to address
to be away for longer than ten days on personal matters, workload, dependent care, collaboration, and connecting
you should apply for a personal leave of absence without with our clients - both inside and outside of IBM.
pay. Such leaves may be granted according to need and
business circumstance.
IBM Leaves of Absence Program (LOA)
The IBM Leaves of Absence (LOA) Program provides
employees unpaid time away from work for an extended
period. Employees can request an LOA for a variety of
circumstances such as dependent care or continuing
education. Eligibility for voluntary LOAs (for example,
personal leaves, Peace Corps leaves or continuing
education) is based on business needs and satisfactory job
performance. Voluntary LOAs are granted based on
management approval.
In some situations, time off is required by law, such as
military leave or Family and Medical Leave Act time off. Thomas J. Watson Memorial Scholarship
While they are participating in the LOA Program, in most The Thomas J. Watson Memorial Scholarship Program is a
cases, employees will be eligible for similar benefit plans program that recognizes academic excellence among high
and programs as other regular employees. The cost for school students planning to pursue a traditional
coverage will remain the same unless changes are made to baccalaureate degree at an accredited four-year college,
existing coverage. university or military academy in the United States.
International Scholarship & Tuition Services selects
IBM Parental Bonding Leave winners based on their SAT scores, demonstrated
IBM's paid Parental Bonding Leave helps you bond in the leadership, and junior year academic performance.
important weeks after you bring your child home. All Financial need is not a factor in determining winners. Once
parents (mothers, fathers or adoptive parents, including winners have been selected, the amount given to each
domestic partner parents) of a newborn or newly adopted takes into account the cost of the institution and financial
child will receive 12 weeks of paid parental bonding leave need. Awards for colleges or universities range from
within 12 months of the child's birth or adoption. At $2,000 to $8,000 per year. The amount for military
manager discretion, paid parental bonding leave can be academies is fixed as a one-time award of $2,000.
flexible and intermittent. Your child may be eligible to submit an application if you
are:
• A regular full-time or regular part-time employee
in the U.S., its territories or Puerto Rico
• On international assignment (but scholarships
are awarded only to U.S.-based institutions)
• On approved leave of absence (but scholarships
are awarded only to U.S.-based institutions)
• Receiving regular benefits under the IBM Long-
Term Disability Plan
Surviving dependents of deceased employees are also
eligible as long as the children continue to be eligible for
IBM health benefits coverage. Certain other children may
15be eligible if they meet specific criteria; call the IBM Desk.
Benefits Center – Provided by Fidelity for details.
College Coach experts provide interested employees with
personalized assistance that is customized to the needs
and grade of the child.
Adoption and Surrogacy Assistance Plan
The Adoption and Surrogacy Assistance Plan provides
some financial assistance toward expenses incurred in the Global Work/Life Fund (GWLF)
adoption of minor children, including surrogate The Global Work/Life Fund (GWLF) is a multi-year, $50
arrangements. The plan covers 100% of eligible expenses million fund designed to address strategic work/life
up to a lifetime maximum of $20,000 per family. Eligible challenges for IBM employees worldwide, focusing on
expenses include: dependent care. IBM created the Global Work/Life Fund to
develop and support child care and elder care programs
• Application fees
benefiting working families. The first of its kind to address
• Adoption or surrogacy agency fees
this issue worldwide, the IBM Global Work/Life Fund:
• Placement fees
• Lawyer’s fees and other required legal fees • Increases the supply of services in communities
• Medical expenses of the surrogate, including In where IBMers live and work.
Vitro Fertilization (IVF), whether or not the IVF • Creates global initiatives to improve the quality of
attempt results in birth dependent care.
• Hospital expenses while both birth mother and • Supports the development of new and innovative
infant are in the hospital child care programs.
• Temporary foster care charges (immediately • Invests in more than 300 child care centers
preceding placement with adopting family) throughout the world where IBMers receive
priority.
IBM considers dependent care serious business and views
Special Care for Children Assistance Plan (SCCAP) the fund as an investment in the future of its employees.
The Special Care for Children Assistance Plan (SCCAP)
provides financial assistance outside the scope of the
IBM MoneySmart
medical and dental plans for the care of a child with a
IBM MoneySmart is a comprehensive program providing
mental or physical disability, or both, or a child with a
financial education and planning for U.S. employees. The
developmental or learning disorder. Each case is
program includes one-on-one phone counseling with
individually reviewed to determine eligibility for
MoneySmart coaches – credentialed financial
assistance.
representatives who are specially trained in IBM programs
Upon approval, reimbursement is provided for a portion of and benefits.
the eligible charges incurred, up to a lifetime maximum of
IBM has partnered with two leading financial firms - The
$50,000 per child or until the child attains the age of 26, or
Ayco Company, L.P., a Goldman Sachs Company, and
until the child is no longer eligible under the IBM Medical
Fidelity Investments – to help employees with financial
and Dental Benefits Plans, whichever comes first. The
decision making on a range of issues, including retirement
following types of treatment and services may be eligible
and estate planning, debt management, college savings,
for coverage under SCCAP:
tax strategies and others.
• Special education facilities
• Independent practitioners and services
SoFi Student Loan Refinancing
• Academic remediation
SoFi’s refinancing loans let you combine existing private
• Evaluation and testing
and federal loans into one loan, with one monthly
• Special devices
payment at lower rates. Refinancing is available to IBMers,
their spouses or domestic partners, children,
College Coach Program
grandchildren and other family members and friends at a
IBM knows that educating your child can be a very
0.25% discount.
stressful and time-consuming task for you and your whole
family. We are pleased to continue our partnership with Expressly Service for Traveling Mothers
College Coach, an organization with an expertise in IBM supports working mothers’ personal choice to nurse
assisting families through important educational their baby. A recent addition to our family friendly
challenges, including selecting and applying to college. This programs includes a breast milk delivery program for
benefit is available free of charge to all IBM employees nursing mothers returning to work who are away from
and their families. The program is comprised of the home on business. Mothers are able to express milk and
following services: live and on demand training workshops, ship it refrigerated back home overnight to their baby –
personalized counseling sessions and an Education Help and IBM covers the cost.
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