Untitled - T-Mobile Jobs

2016
Benefits Guide
Health Plan Options
There are three plan packages from which to choose. Dental and vision coverage can be elected separately.
See below for level of coverage available.
Bi-Weekly Employee Contributions for Medical Plans (non-Hawaii)
Plan Year: 01/01/2016 – 12/31/2016
Health Reimbursement
Account (HRA) Plan
Coverage Election
1
2
Health Savings
Account (HSA) Plan
Plan A
Employee
Employer
Employee
Employer
Employee
Employer
Employee Only
$20.00
$189.53
$31.00
$176.13
$38.00
$197.98
Employee plus Spouse
$51.00
$368.06
$72.00
$342.28
$86.00
$385.97
Employee plus Children
$38.00
$340.41
$58.00
$316.64
$70.00
$354.76
Employee plus Family
$67.00
$555.28
$97.00
$515.42
$123.00
$584.93
Domestic Partner1
$31.00
$178.53
$41.00
$166.14
$48.00
$187.99
Domestic Partner Child1
$18.00
$150.88
$27.00
$140.51
$32.00
$156.78
Additional Working Partner Premium2
$46.15
$46.15
$46.15
Domestic Partner deductions are taken on a post-tax basis, and employee pays tax on the employer portion of the contribution.
The Working Partner Premium amount is in addition to the employee contributions shown in the table above.
Bi-Weekly Employee Contributions for Dental and Vision Plans (non-Hawaii)
Plan Year: 01/01/2016 – 12/31/2016
Dental
Coverage Election
1
Vision
PPO Network
Open Network
Employee
Employer
Employee
Employer
Employee
Employer
Employee Only
$4.00
$9.39
$13.00
$3.56
$3.00
$0.00
Employee plus Spouse
$8.00
$16.74
$24.00
$6.58
$5.00
$0.00
Employee plus Children
$10.00
$19.59
$29.00
$7.57
$5.00
$0.00
Employee plus Family
$14.00
$26.96
$40.00
$10.62
$8.00
$0.00
Domestic Partner1
$4.00
$7.35
$11.00
$3.02
$2.00
$0.00
Domestic Partner Child1
$6.00
$10.20
$16.00
$4.01
$2.00
$0.00
Domestic Partner deductions are taken on a post-tax basis, and employee pays tax on the employer portion of the contribution.
Our Benefits 1
Hawaii Employees Only
HMSA Bi-Weekly Employee Contributions for Medical Plans
Plan Year: 01/01/2016 – 12/31/2016
Plan A
Plan B
Coverage Election
Employee
Employer
Employee
Employer
Employee Only
$6.00
$186.98
$12.00
$187.82
Employee plus Spouse
$70.00
$370.88
$95.00
$361.54
Employee plus Children
$50.00
$315.21
$80.00
$298.20
Employee plus Family
$90.00
$524.55
$130.00
$506.37
Domestic Partner1
$64.00
$183.90
$83.00
$173.72
Domestic Partner Child1
$44.00
$128.23
$68.00
$110.13
Additional Working
Partner Premium2
1
2
$46.15
$46.15
Domestic Partner deductions are taken on a post-tax basis, and employee pays tax on the employer portion of the contribution.
The Working Partner Premium amount is in addition to the employee contributions shown in the table above.
Hawaii Employees Only
HMSA Bi-Weekly Employee Contributions for Dental and Vision Plans
Plan Year: 01/01/2016 – 12/31/2016
Dental
Coverage Election
1
Vision
PPO Network
Open Network
Employee
Employer
Employee
Employer
Employee
Employer
Employee Only
$4.00
$9.39
$13.00
$3.56
$3.00
$0.00
Employee plus Spouse
$8.00
$16.74
$24.00
$6.58
$5.00
$0.00
Employee plus Children
$10.00
$19.59
$29.00
$7.57
$5.00
$0.00
Employee plus Family
$14.00
$26.96
$40.00
$10.62
$8.00
$0.00
Domestic Partner1
$4.00
$7.35
$11.00
$3.02
$2.00
$0.00
Domestic Partner Child1
$6.00
$10.20
$16.00
$4.01
$2.00
$0.00
Domestic Partner deductions are taken on a post-tax basis, and employee pays tax on the employer portion of the contribution.
Eligibility and Enrollment
Employees working 20 or more hours per week (regular full-time employees and regular part-time employees) are eligible to
participate in our medical, dental, vision, life/AD&D, childcare subsidy, and FSA plans. Eligibility for all other plans are outlined
on this page or provided upon hire.
Eligible employees must enroll or waive coverage within 31 days of initial eligibility date, which is the first of the month following
30 days of hire. (Example: if hire date is August 15, eligibility date is October 1 and you have until October 31 to enroll in our
health and welfare plans.) The next opportunity to enroll will be during the T-Mobile Annual Enrollment Period.
The information included on this page is a condensed outline of our benefit plans and is to be used as a quick reference tool;
it is not a legal contract. For specific information about these benefits and plan benefit limits, please refer to your Summary
Plan Description. This summary of employee benefits is in all cases superseded by the actual plan document that you will have
access to upon hire.
Our Benefits 2
Our Benefits
UHC Medical Benefits Overview
Plan Year
01/1/2016 – 12/31/2016
Health Reimbursement
Account (HRA) Plan
Health
Savings Account
(HSA) Plan
Plan A
(Please note—
No out-of-network
benefits are available)
Plan Year Deductible
The amount you must pay before the Plan
begins to pay for most services
$1,500/person and $3,000/family
$1,500/person and $3,000/family
$100/person and
$200/family
Plan Year Out-of-pocket Maximum
(includes deductible)
The most that you will pay in coinsurance in
one plan year, after which the Plan pays 100%
$3,000/person and $6,000/family
$3,000/person and $6,000/family
$1,600/person and
$3,200/family
$500 Individual
$1,000 Enrolled Dependents
Entire T-Mobile funding is available on first day
of coverage.
$500 Individual
$1,000 Enrolled Dependents
T-Mobile contributions are prorated and
funded each pay date.
N/A
$41.66/month Individual
$83.33/month Enrolled Dependents
Entire T-Mobile funding is available on first day
of coverage.
$19.23/pay period Individual
$83.33/pay period Enrolled Dependents
T-Mobile contributions are prorated and
funded each pay date.
N/A
Primary care (PCP) office visit
$35 copay
Plan pays
80% in-network/
60% out-of-network up to R&C1
$20 copay
Specialist office visit
$50 copay
Plan pays
80% in-network/
60% out-of-network up to R&C1
$30 copay
Retail (30-day supply)
Participating pharmacies only
Tier 1: 10% ($5 copay min.–$20 copay max.)
Tier 2: 20% ($25 copay min.–$50 copay max.)
Tier 3: 30% ($45 copay min.–$70 copay max.)
Plan pays
80% in-network/
60% out-of-network up to R&C1
Tier 1: $5 copay
Tier 2: $25 copay
Tier 3: $45 copay
Mail order (90-day supply)
Tier 1: 10% ($10 copay min.–$40 copay max.)
Tier 2: 20% ($50 copay min.–$100 copay max.)
Tier 3: 30% ($90 copay min.–$140 copay max.)
Plan pays
80% in-network/
60% out-of-network up to R&C1
Tier 1: $10 copay
Tier 2: $50 copay
Tier 3: $90 copay
Inpatient services
Plan pays 80% in-network/
60% out-of-network up to R&C1
Plan pays
80% in-network/
60% out-of-network up to R&C1
Plan pays 80%1
Outpatient surgery
Plan pays 80% in-network/
60% out-of-network up to R&C1
Plan pays
80% in-network/
60% out-of-network up to R&C1
Plan pays 80%1
Outpatient lab and X-ray
Plan pays 80% in-network/
60% out-of-network up to R&C1
Plan pays
80% in-network/
60% out-of-network up to R&C1
Plan pays 80%
80% after deductible and $150 co-pay
Plan pays
80% in-network/
60% out-of-network up to R&C1
80% after
deductible
and $150 co-pay
T-Mobile Account funding
(for coverage effective on Jan. 1)
T-Mobile Account funding
(for coverage effective on Feb. 1 or after)
Physician services
Prescriptions
Hospital services
Emergency room
Emergency
Co-pays waived if admitted
1
R&C is reasonable and customary, the amount a provider in your area would typically charge. You are responsible for any charges from your provider that are
above the R&C amount.
Our Benefits 3
Our Benefits
Dental Benefits Overview
Plan Year: 01/01/2016 – 12/31/2016
T-Mobile offers two dental options through Delta Dental of Washington. Both plans provide the same level of benefit and cover
the same services. There’s no deductible for preventive care. For other services, you must meet an annual individual deductible
of $50, with a maximum of $150 per family.
•P
PO Network Dental Plan: This option covers care through the Delta Dental PPO network only. That means you need to select
a dentist in the Delta Dental PPO network and services from a non-PPO dentist are not covered.
•O
pen Network Dental Plan: This option provides the same reimbursement levels and annual plan maximums as the PPO
Network Dental Plan, but gives you the option to seek dental treatment from the dentist of your choice.
What’s Covered
Percentage Paid
Benefit Maximum
Preventive care (cleanings, bitewing X-rays)
100%, no deductible
Two cleanings per year.
Costs apply to the annual $2,000 per person maximum
Basic services (fillings, routine extractions)
80%, after deductible
Plan pays an annual maximum of $2,000 per person
Major services (crowns, bridges, dentures)
50%, after deductible
No Coverage or Benefits Provided
Orthodontia (for children and adults)
50%, no deductible
Separate lifetime maximum of $2,000 per person
Vision Benefits Overview
Plan Year: 01/01/2016 – 12/31/2016
Participating Providers
and Affiliate Providers
Non-Participating Providers
Your provider submits your claim to VSP and
bills you for the difference
You pay 100% at the time of
service, then submit a claim to VSP
for reimbursement
Plan pays 100% after $15 copay
Plan reimburses you up to $45 after
your $15 copay
One pair allowed every plan year. Contact lenses
covered in lieu of eyeglass lenses and frames.
One $25 copay applies to both lenses
and frames
One $25 copay applies to both
lenses and frames
Single vision
Plan pays 100% after $25 copay
Plan reimburses you up to $30 after
your $25 copay
Bifocal
Plan pays 100% after $25 copay
Plan reimburses you up to $50 after
your $25 copay
Trifocal
Plan pays 100% after $25 copay
Plan reimburses you up to $65 after
your $25 copay
Elective contact lenses
Plan pays 100% up to $150 for contacts and
contact lens exam (fitting and evaluation)
(no copay)
Plan reimburses you up to $105
Medically necessary contact lenses
Plan pays 100% after $25 copay
Plan reimburses you up to $210/pair
after your $25 copay
100% up to $150 after copay (if you choose a
frame valued at more than the plan allowance,
you will receive a 20% discount on the amount
over the allowance).
$80 allowance at Costco
Plan reimburses you up to $70 after
$25 copay
Benefits Coverage
When you pay for services
Vision exam
One routine eye exam allowed per plan year
Lenses
Frames
One pair of frames covered every plan year
Our Benefits 4
Our Benefits
Free Money for Childcare! The Childcare Subsidy
Employees can receive up to $200 a month to help with
childcare bills. Eligibility is met if the employee:
n Is working 20 or more hours per week (regular
full-time and regular part-time employees)
n Has a gross annual household income of $96,300 or less
Flexible Spending Accounts (FSA)
This convenient option helps you pay for eligible health and
dependent care expenses with pre-tax dollars, and allows you
to save money by reducing taxable income.
Health Care Spending Account
(per plan year)
n W
ith the Affordable Care Act, the healthcare FSA
contribution limit changed to $2,550.
n N
on-reimbursed health care expenses qualify
(e.g.) copays, deductibles, orthodontia)
n V
isa Card available for convenient payment of eligible
FSA health expenses
n P
articipants enrolled in the HSA Plan cannot elect a
Health Care FSA per IRS guidelines.
Dependent Care Spending Account
(per plan year)
n Up to $5,000 per family may be contributed
n Child or adult care expenses qualify
n C
hildcare subsidy program available to qualifying
employees
Employee Assistance Program (EAP)
Confidential help is available 24 hours a day, seven days a
week to all T-Mobile employees and their families. Available
assistance includes counseling for personal or job-related
concerns, substance abuse, legal or financial advice, and
referrals for child or elder care.
Educational Assistance
T-Mobile employees who have completed 90 days of
employment (one year for part-time employees) may be eligible
for financial assistance for classes directly related to their
position. Classes must be approved in advance. Reimbursement
is based on the successful completion of the course (C or
better = 100%); up to $5,250 for full-time employees, $2,500 for
part-time employees (as defined in the Employee Handbook)
annually.
Adoption and Surrogacy Assistance
Life is full of big steps. First prom. Graduating from school.
Getting an awesome job at T-Mobile. Maybe bigger than any
of that is becoming a parent. But some people may need help
to achieve that goal, such as adopting or using a surrogate to
deliver the baby. That’s not cheap — costing anywhere from
$20,000 to $80,000 or more.
To help reduce the burden of that expense, T-Mobile offers up
to $13,400 per child in Adoption and/or Surrogacy Assistance
for eligible employees. Regular full-time and part-time
employees are eligible for this benefit on the first day of the
month following 30 days of employment and must be employed
at the time that adoption/surrogacy expenses are incurred.
Back-Up Advantage Care
We have partnered with Bright Horizons Family Solutions
to offer T-Mobile employees the Back-Up Care Advantage
Program. It gives employees access to a national network of
high-quality care solutions for both children and adult/elderly
family members when regular care arrangements cannot
be made. This program provides employees a measure of
assurance that their family members are being cared for by a
knowledgeable and licensed caregiver. Programs available are
center-based Back-Up Child Care, in-home care for well and
mildly ill children, and in-home care for adult or elder care.
Employee Life Insurance and AD&D
Life insurance provides benefits to your beneficiary in the event
of your death. Accidental Death and Dismemberment (AD&D)
insurance supplies benefits if you die or become dismembered
in an accident. Regular full-time and regular part-time
employees are eligible for both types of coverage.
n C
overage: for regular full-time and part-time employees,
1.5 times your annual base salary and commissions up to
$1,000,000 maximum
n C
overage is provided to eligible employees and
is paid for by T-Mobile
Compass Health Pro Consultant
The U.S. healthcare system can be frustrating! But your
Compass Health Pro consultant can help. Your Health Pro will
be your personal healthcare advocate to help save you time,
money and angst when dealing with healthcare matters.
Your dedicated Health Pro consultant offers independent and
unbiased guidance to ensure you get the most from T-Mobile’s
health plans, including:
n F
inding great doctors, dentists, and eye care
professionals
n Comparing prices to save money on medical care
n R
eviewing your claims to ensure they are processed
properly
n Getting help with medical, dental and vision bills
n Researching alternatives to pay less for prescriptions
n Scheduling
your appointments and transferring your
medical records
n Understanding your benefits and plan details
You have direct access to your Health Pro via email or phone.
Your Health Pro can do the heavy lifting for you — with access
to all of our healthcare vendors they can work behind the
scenes to solve your problems.
Our Benefits 5
Our Benefits
Voluntary Life Insurance
Employee Discounts & Perks
For T-Mobile employees who have dependents, we offer the
option to purchase dependent life insurance coverage for
your spouse/domestic partner and/or dependent children, as
shown:
T-Mobile employees and their families have access to
exclusive discounts and other conveniences provided by
thousands of vendors. Enjoy special savings on retail items,
travel, entertainment, dining, and much more.
Employee Coverage*:
Voluntary Benefits
n Option 1: 1 times your annual base pay and commissions
n Option 2: 2 times your annual base pay and commissions
n Option 3: 3 times your annual base pay and commissions
n Option 4: 4 times your annual base pay and commissions
n Option 5: 5 times your annual base pay and commissions
n Option 6: 6 times your annual base pay and commissions
n Option 7: 7 times your annual base pay and commissions
n Option 8: 8 times your annual base pay and commissions
*The maximum employee voluntary life insurance benefit amount is $2,000,000
Spouse/Partner Coverage:
n Option 1: $10,000 coverage
n Option 2: $50,000 coverage
n Option 3: $100,000 coverage
n Option 4: $150,000 coverage
n Option 5: $200,000 coverage
n Option 6: $250,000 coverage
Dependent Child Coverage:
n $10,000 of coverage per child
Employee Stock Grant
Annual stock grants, in the form of Restricted Stock Units
(RSUs), are awarded at T-Mobile to eligible employees
in November (if you are employed on October 31). RSUs
become shares of T-Mobile stock after a waiting period,
known as vesting. RSUs take two or three years to vest
based on your job, with a portion vesting each year. RSUs are
awarded to you at no cost and you don’t have to enroll. With
Employee Stock Grants, you share in T-Mobile’s performance.
Short-Term and Long-Term Disability
Full-time and Part-time employees are eligible for disability
insurance on the first of the month following six months of
continuous-active employment. Short-Term Disability benefits
will replace up to 60% of your base income (includes average
commissions if applicable) for up to 26 weeks. If you are still
unable to return to work on or before Short Term Disability
exhausts, if you qualify, you may be eligible for Long-Term
Disability benefits. Long Term Disability provides salary
replacement up to 50% of your base salary (includes average
commissions if applicable). T-Mobile provides this benefit at
no cost to eligible employees.
As a T-Mobile employee you have the opportunity to enroll
for voluntary benefits coverage, including AFLAC, Legal
Insurance, Pet Insurance, Auto/Home Insurance, and Identity
Theft Monitoring. These programs are offered at discounted
group rates and you can pay for them via payroll deduction.
Paid Parental Leave
To make sure parents get off to a great start, T-Mobile offers
paid parental leave. Eligibility begins the first of the month
after completing six months of service.
n Birth moms: Covers up to seven weeks of 100% paid
leave for the birth of a child (maternity leave)
n Dads and non-birth moms: Covers up to three weeks
of 100% paid leave for dads or non-birth moms who
adopt, use a surrogate or whose domestic partner has
a baby (called Family Bonding Time)
Employee Mobile Service Discount
The T-Mobile Employee Mobile Service Discount offers
great service at fantastic rates. Eligible employees may
take advantage of steeply discounted pricing on our premier
consumer rate plans, which offer up to twelve lines of service
with Talk + Text + Web, plus up to five Mobile Internet lines.
In addition, employees may enroll in our retail device
purchase plans, participate in customer promotional offers
and buy accessories at 25% off.
Employee Stock Purchase Plan (ESPP)
T-Mobile’s Employee Stock Purchase Plan (ESPP) is an
opportunity to share in company performance by purchasing
T-Mobile (TMUS) stock at a 15% discount through payroll
deduction. All employees who are paid by T-Mobile are
eligible to enroll and participate. ESPP is part of your Total
Rewards package.
Enrollment Periods
Offering Periods
February 15 –
April 1 –
March 15
September 30
August 15 –
October 1 –
September 15
March 31
Purchase Dates
September 30
March 31
Our Benefits 6
Our Benefits
T-Mobile 401(k) Savings Plan
This retirement savings plan is funded by a combination
of employee contributions and matching contributions by
T-Mobile.
n You are eligible to participate in our 401(k) plan
immediately upon hire.
nYou can contribute up to 75% of your regular earnings,
and up to 85% of your bonus earnings
n You have two ways to contribute: pre-tax or
Roth after-tax
n Employer match begins after 1 year of employment
Teladoc won’t replace your regular doc. But when you need
non-emergency medical help right now, it’s a fast and no- or
low-cost alternative. Get a diagnosis, treatment suggestions,
have a prescription phoned in to your pharmacy, and even
advice on whether you need a specialist. All without leaving
your bed!
Paid Time-Off Programs
Taking time away from our jobs to re-charge, to be with loved
ones, or to run those essential errands is important to us all.
With the T-Mobile PTO program, our employees get more
flexibility, convenience, and control over how they want to
manage their time off for life’s experiences.
n Employer match: first 3% at 100%, next 2% at 50%
n Employer match is immediately vested
n No age requirement
n Several investment options
Part-Time
Employees
1-3
152 hours/year
88 hours/year
4-7
192 hours/year
108 hours/year
8+
232 hours/year
128 hours/year
Employee Referral Program
Earn bonus rewards for referring exceptionally talented
people to T-Mobile. After all, who better to bring on fresh new
talent than our own T-Mobile team members?
Full-Time
Employees
Year
Regular Full-Time employees and Regular Part-Time employees
begin accruing PTO from their first day on the job. Hours are awarded
Community Outreach Program
biweekly. The amount of PTO depends on status and years of service.
At T-Mobile, we know that you are part of a community, just as
much as our business is also part of many local communities.
In recognition of this, we offer employees a chance to take
a day away from work, with full pay, to participate in the
company’s national employee volunteer program when an
event is held in their area. T-Mobile Huddle Up is our national
community outreach program that connects kids in highneed urban communities with positive people, places and
programs, and helps address the critical need for high-quality
afterschool programs by providing a safe, fun place for kids to
go to after school.
which they have completed 3 and 7 years of service. For example, an
Teladoc
Sick happens. The flu. An ear infection. A finger caught in a
door. Who has time to deal with all that?
No worries -- help for those everyday medical misadventures
is a call away. With Teladoc, you can talk to a real, live, U.S.
board-certified doctor or pediatrician on the phone or video
chat 365 days a year, any time of the day or night. It’s free
for T-Mobile Plan A and HRA medical plan members ($40 for
HSA – still a good deal!).
Employees will begin accruing a higher PTO rate in the pay period in
employee hired 04/01/2015 will begin to accrue at a higher PTO accrual
rate on 04/01/2018 and again on 04/01/2022.
In addition, there are nine paid holidays per year. Regular
full-time employees will be paid based on their regularly
scheduled shift. Regular part-time employees are paid up to
six hours for each holiday. Temporary employees are not
eligible. Employees may roll over up to 80 hours of PTO from
one calendar year to the next.
n New Year’s Day
n Labor Day
n Presidents’ Day
n Veterans Day
n Memorial Day
n Thanksgiving (2 days)
n Independence Day
n Christmas Day
T-Mobile is an equal opportunity employer (EOE) and strongly supports diversity in the workforce.
T-Mobile is a federally registered mark, and the magenta color is a trademark of Deutsche Telekom AG.
© 2016 T-Mobile USA, Inc.
Our Benefits 7