SS&C Benefits Guide

SS&C Benefits Program

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2024 Enrollment Resources:
2024 SS&C Benefits Enrollment Guide
What’s New What’s Changing Email
2024 Benefits Enrollment Video
Click on the Resources tab for Benefit Summaries and SBCs

                                

2023 Enrollment Resources:
2023 SS&C Benefits Enrollment Guide
What’s New What’s Changing Email
2023 Benefits Enrollment Video
Click on the Resources tab for Benefit Summaries and SBCs

2024 Open Enroll

 

When it comes to benefits, one size does not fit all.  To best meet your needs, the SS&C Benefit Plans offer choices, flexibility, financial protection and ways to achieve optimal well-being.


Getting Enrolled

Ready to enroll? We'll walk you through it. Before enrolling for the first time, create a list of eligible family members you want to enroll (or include as beneficiaries), including their birth dates and Social Security numbers.

New Hire Orientation Presentation

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In order to enroll, please log into SS&C Workday

Questions?

Contact the PeopleCenter at PeopleCenter@sscinc.com
Or call 1.800.874.0174

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Benefits Eligibility


Who is Eligible?

Full-time employees working 30 or more hours per week are eligible to participate in the SS&C Employee Benefits plans.

Your enrollment in the benefits plans is effective the first of the month following your date of hire. Your eligible dependents can also participate in the medical, dental, vision and life insurance plans.

Eligible dependents include your:

  • Spouse
  • Domestic Partners/(DP)
  • Children, including step-child(ren) up to age 26*

Your share of the expense for medical, dental, vision and life insurance coverage will be based partly on who you cover and the level of coverage/plan selected, for example:

  • Employee only
  • Employee + legally married spouse/DP
  • Employee + child(ren)
  • Employee + family/DP

*Covered until the end of the year in which your child(ren) turns age 26. This includes your step-chidren. See Supplemental Life section for age limits for Child Life


Do I need to Enroll?

There are many good reasons to enroll. For starters, there are probably changes to your benefits plans, including what you pay for coverage. Also, you may have experienced changes in the past year, so it's a good idea to make sure your benefits still fit you and the needs of your eligible family members.

If you're a newly hired employee, you'll want to take a close look at all the benefits and options SS&C has to offer.

You must enroll if you want to:

  • Change your medical, dental or vision coverage for next year.
  • Contribute to the Health Savings Account (HSA). Re-enrollment in the plan is required each year.
  • Contribute to the Health Care (including Limited Purpose) and/ or Dependent Care Flexible Spending Account (FSAs).
  • Contribute to a Transit and/ or Parking FSA.
  • Change your supplemental employee, spouse or child life insurance, and/or enroll in the supplemental accidental death and dismemberment (AD&D) insurance.
  • Enrollment required in order to waive coverage.
What If I'm Not Making Any Changes?

Employees are encouraged to log on to the benefits portal, review their benefit elections and print a copy of their confirmation annually.


Reminder: If you are enrolling in a FSA or HSA, you must make an annual election each year.



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Know How to Compare

Be sure to compare SS&C's benefits with any other coverage you may have, such as through your spouse's employer.


Life Events – What If Things Change?

The benefits you choose will be effective through the end of the plan year. You cannot make changes to your coverage during the year unless you have a qualifying life event, which includes:

  • Marriage, legal separation, or divorce
  • Birth, legal adoption of a child, or placement of a stepchild with you
  • Death of your spouse or dependent child
  • Change in residence (only if your current coverage isn't available in the new location or if you are offered an option that you were not previously offered)
  • Loss/gain of coverage

After a qualifying life event occurs, you have 30 days to make any changes to your benefits consistent with that life event. Coverage changes are effective the date of the life event, or the first of the following month, depending on your division.

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Cheat Sheet

Before enrolling for the first time, create a list of your eligible family members you want to enroll (or include as beneficiaries), including their birth dates and Social Security numbers.

Name Birth Date Social Security Number
     
     
     
     

Plan Enhancements

Plan Enhancement Highlights

One Guide

Call a CIGNA Guide representative during pre-enrollment to get personalized, useful guidance.

Your personal guide will help you:
  • Easily understand the basics of health coverage
  • Identify the types of health plans available to you that best meet the needs of you and your family
  • Check if your doctors are in-network to help you avoid unnecessary costs
  • Get answers to any other questions you may have about the plans or provider networks available to you

After enrollment, the support continues for Cigna customers. Cigna's One Guide service provides personalized assistance to help you:

  • Resolve health care issues
  • Save time and money
  • Get the most out of your plan
  • Find the right hospitals, dentists and other health care providers in your plan's network
  • Get cost estimates
  • Understand your bills
  • Navigate the health care system 

The best part is, during the enrollment period, your personal guide is just a call away. For any pre-enrollment questions or concerns, call 877.235.1757. Should you forget to ask something and need to call back, simply ask for your guide by name and they will reconnect you, so you can pick up where you left off.

Don't wait until the last minute to enroll.

Call 877.235.1757 to speak with a CIGNA One Guide representative today.

Easy Choice Tool

The Cigna Easy Choice tool gives you personalized guidance to help you find your best fit medical plan.

You can use it from just about anywhere. All you have to do is answer a few quick questions about your needs and preferences. Then, you'll see available plans, ranked by what matters most to you. Compare your options side-by-side. Then print, save or email a handy checklist to use when you enroll.

To take advantage of the Easy Choice tool, go to
https://decisionsupport.cigna.com.

Easy Choice Codes
Division Employee Type Code
All Divisions All RTBSXT3U

 

Integrated Medical and Rx

When you enroll in any medical plan, you'll also get prescription drug coverage. That means you don't need to make a separate prescription drug election. If you enroll in a Cigna CDHP with HSA plan, you'll have to meet a combined annual deductible for medical and prescription drugs before the plan will begin to share in the cost of prescription drugs.

Cigna Telehealth Connection
  • Complementing your medical plan is Cigna Telehealth Connection, another benefit at no additional cost to you.
  • Cigna Telehealth Connection lets you get the care you need, including most prescriptions, for a wide range of minor conditions 24/7/365. You can connect with a board-certified doctor via secure video chat or phone without leaving your office or home.
  • A Televisit with MDLIVE (1.888.726.3171) can be a cost effective alternative to a walk-in clinic, urgent care center or emergency room. Please check MyCigna.com for more details.
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Choosing Which Medical Plan is Right for You?

  • When you think about your health care costs, the first thing that comes to mind is probably your payroll deduction. However, you also have to consider what you're likely to pay out-of-pocket, such as when you go to the doctor or get a prescription.
  • Determine what you'll pay for the different coverage options and then add what you think you'll pay for health care services during the year. Estimating your health care costs could give you an idea of which option will be the best total value for you and your eligible family members.

As you weigh your options, also consider the following:

  • If you prefer paying less out of your paycheck, and you like having the security of the HSA to help pay current or future out-of-pocket expenses, one of the CIGNA CDHP with HSA plans could be the right option for you.
  • If your doctor is in- network, and you don't mind paying more out of your paycheck in exchange for predictable out-of-pocket expenses, you might want to consider CIGNA OAP/Copay Plan.

Want to see how other people like you made their decision? Jump to the Finding Your Fit section.

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Easy Choice Tool

The Cigna Easy Choice tool gives you personalized guidance to help you find your best fit medical plan. You can use it from just about anywhere. All you have to do is answer a few quick questions about your needs and preferences. Then, you'll see available plans, ranked by what matters most to you. Compare your options side-by-side. Then print, save or email a handy checklist to use when you enroll.
Employee Access Code:
RTBSXT3U

2024 EasyChoice Tool Info Sheet


Finding Your Fit

Choosing benefits can be like picking between apples and oranges. After all, no two options (or accounts) are alike. That's why it pays to carefully evaluate your options by reviewing their different features and advantages, then selecting the options that best meet the needs of you and your eligible family members.

See What Others Decided

Still not sure which medical option to choose? Take a look at how others made their choices.*

*These examples are for illustrative purposes only. To make a smart medical choice for you and your eligible family members, carefully review each option.

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Meet Lisa

age 28
Single
Employee only coverage

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Meet Brian

age 54
Married with two children
Employee and family coverage

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Health Situation

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Financial Situation

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Health Situation

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Financial Situation

  • In good health, has no immediate health concerns
  • Sees a doctor three times a year, including an annual preventive checkup
  • Takes over-the-counter allergy medication
  • Doesn't want to pay for more coverage than she really needs
  • Has enough savings to meet the annual deductible and cover any unexpected out-of-pocket medical costs
  • Brian has migraines, his son may need knee surgery, and his daughter is having orthodontia treatment
  • His family sees a doctor 15-30 times a year – including annual preventive checkups
  • Brian takes regular medication for migraines, and the family fills 5-6 prescriptions per year
  • Prefers having less taken out of his paycheck
  • Already has a balance in his HSA that he can use to pay a portion of the family annual deductible

Medical Option Choices

After comparing her options, Lisa picks Cigna CDHP-2 with HSA because it features the lowest paycheck deductions. Lisa decides to contribute $50 per paycheck to the HSA with the money she will save. Even though she has enough personal savings to pay the annual deductible, she prefers to pay any expenses from her HSA. Lisa lives a very healthy lifestyle and participates in the Wellness activities, earning her an additional $250 in her HSA. Plus, if she doesn't require health care this year, the money in her HSA will roll over and give her a head start the following year.

Medical Option Choices

After comparing his options, Brian picks CIGNA CDHP-1 with HSA because it features a lower paycheck deduction than the OAP/ Copay Plan, and he expects to pay part of the family deductible using his existing HSA savings. Brian decides to max out his HSA, contributing $133.33 per paycheck to the HSA so that he can build an investment for future savings in healthcare. By contributing more than he expects to pay in out-of-pocket expenses this year, he'll be in even better shape next year, when he could have enough HSA savings to cover the entire family deductible. Lastly, Brian decides to contribute $1,000 in the Limited Purpose Health Care FSA to help pay his daughter's orthodontia services (or any other dental and vision expenses the family incurs).


How do CDHPs work?

The Consumer Driven Health Plan (CDHP) options give you the convenience and flexibility to manage your health care dollars in a way that works for you. With the CDHP options, you pay a lower premium than you would for the OAP/Copay Plan. In exchange, you pay a higher deductible when you need care. However, when you add it all up, the total cost of the CDHP is often less than what you'd pay under the OAP/Copay Plan.

Protection You Need, Savings You'll Love

There are two unique parts of the CIGNA CDHP with HSA:

  • Medical Coverage gives you the protection you and your eligible family members need and the flexibility to choose where you want to receive care. You'll receive a higher level of benefits if you choose to see an in-network provider, but that choice is up to you.
  • A Health Savings Account (HSA) gives you a way to help pay for your out-of-pocket medical expenses (like your deductible) or save for future expenses. The HSA also offers you a triple tax advantage.
    • Your contributions are automatically deducted from your paycheck tax-free;
    • You can invest your HSA and your earnings can grow tax-free; and
    • You can use tax-free money to pay for eligible medical, dental or vision expenses.

SS&C will contribute an annual amount of $750 for individual coverage or $1,500 for family coverage towards an employee's HSA. For new employees, annual contributions are pro-rated and made each pay period.

In addition, if you choose to participate in Wellness activities, SS&C will contribute an additional $250 for single coverage and $500 for family coverage to your HSA once all activities are completed. You cannot receive these wellness credits if you are in the OAP/ Copay Plan.

If you elect a CDHP with HSA, you will receive SS&C's contribution to your established HSA, regardless if you choose to contribute or not. Money in your account is yours to keep, even if you leave the company.

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Digital ID Cards

Medical ID cards can be obtained by logging in to myCigna.com. You can show your provider your digital card or print a hard copy online if you prefer.


For 2024, the IRS maximums are $4,150 for single coverage and $8,300 for family coverage. If you are age 55 or older, the annual IRS catch-up contribution is set at $1,000.


Using Your CDHP and HSA Together: Who Pays for What?

Remember, with a CDHP with HSA, in-network preventive care and generic preventive drugs are 100% covered - you pay nothing. For other expenses:

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You Pay




Annual deductible*
You pay the full cost for services and prescription drugs until you reach your plan's deductible.

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You And The Insurance Carrier Pay

 

Copay/Coinsurance
Once you reach your deductible, you will be responsible for prescription copays until you reach your out-of-pocket maximum. In addition, you will be responsible for a coinsurance based on the plan you choose.

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Insurance Carrier Pays



Annual out-of-pocket maximum
Once you reach your out-of-pocket maximum for the year, the insurance carrier pays 100% of eligible expenses.

Health Savings Account(HSA)

You can use the money in your HSA to help pay the deductible and coinsurance, or you can save it and pay for your expenses out-of-pocket. You will receive a HSA debit card from HSA Bank if you are enrolled in the HSA. This card gives you instant access to the pre-tax dollars in your HSA. You can use your health care debit card for everyday medical expenses at most retail, pharmacies, doctors' and dentists' offices, hospitals and vision centers. Eligible expenses include deductibles, copays, coinsurance, prescription, vision and dental services. You can also have a Limited Purpose Flexible Spending Account (FSA) with your HSA to also help cover eligible dental and vision costs.

Eligible and Ineligible Expenses

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Know Your Terms

Coinsurance - A percentage of costs you pay "out-of-pocket" for covered expenses after you meet the deductible.


Copay (Copayment)
- A fee you have to pay "out-of-pocket" for certain services, such as a doctor's office visit or prescription drug.


Deductible
- The amount you pay "out-of-pocket" before the health plan will start to pay its share of covered expenses.


Network
- Doctors, pharmacists, and other health care providers who make up the plan's preferred providers. When you use in-network providers, you pay less because they have agreed to a negotiated pricing.


Out-of-Pocket Maximum
- The most you pay each year "out-of-pocket" for covered expenses. Once you've reached the out-of-pocket maximum, the health plan pays 100% of covered expenses.


Preventive Care
- Services you receive when you are not sick or injured—to help you stay healthy. Preventive care services include annual physicals, wellness screenings, and well-baby care.

Important: With the CDHP with HSA options, the deductible is considered a "true family deductible". This means, if you cover anyone other than yourself, the entire family deductible must be met before the plan will pay benefits for anyone. Even if only one family member has expenses, you will have to meet the entire family deductible before coinsurance pays for medical or prescription drugs. For example, using the CDHP-2 Plan, if you cover your family under an option that has an in-network deductible of $3,000 single/$6,000 family and your spouse has a $4,000 expense at the beginning of the year, you'll owe the full negotiated fee, even though the single deductible is $3,000. This is because the family deductible has not been met.


Flexible Spending Accounts (FSAs)

SS&C offers FSAs that can help you save for out-of-pocket expenses:

  • Health Care FSA
    • You can use the Health Care FSA for eligible health care expenses such as deductibles, copays, dental, and vision expenses. If you enroll in a CDHP with HSA and want to enroll in the Health Care FSA, the designated account allowable for you is the Limited Purpose FSA, which you can use for dental and vision expenses only. You do not need to be enrolled in an SS&C medical plan to enroll in a FSA.
    • Maximum Annual Contributions: $3,200
    • You can roll over up to $640 into the new year. (see exception below)
  • Dependent Care FSA
    • You can use the Dependent Care FSA for eligible child and elder care expenses so you (and your spouse) can work or go to school. Participation in a CDHP with HSA has no impact on your Dependent Care FSA.
    • Maximum Annual Contributions: $5,000
    • Any remaining balance will be forfeited if not used by plan year end. (see exception below)
  • Transit and Parking FSAs*
    • You can use the Transit FSA for public transit expenses you incur when commuting to work.
    • You can use the Parking FSA for parking expenses related to your work location.
    • Maximum Monthly Contributions: $315 each
    • Active employee account balances roll over into the new year.

    *Not available for DST Division employees

Note: You must re-elect the above benefits during open enrollment in order to continue participation from year-to-year.

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Save Taxes with FSAs

FSAs offer tax savings because contributions go from your paycheck into your FSA before taxes are calculated. This lowers your taxable income, so you pay less in taxes. Plus, when you have eligible expenses, you pay for them with tax-free money.

Decide How Much to Contribute

If you're trying a FSA for the first time, be aware of the rollover provisions. For example, the Health Care FSA allows you to roll over up to $640 into the new year. The Dependent Care FSA has no rollover provision. The Transit and Parking FSA balances rollover year-to-year as long as you are an active employee.

Here are some tips to making your FSA elections:

  • If you're not participating in a CDHP with HSA medical plan option and you will be using a provider out of network, consider contributing an amount equal to a portion of your deductible, perhaps 25% to 50%. Contribute 100% only if you're sure you'll meet your deductible.
  • If you've already participated in a FSA and you used all of the money in your account, you could contribute the same amount, or a little more if you exhausted your funds early in the year.
  • Remember, even if you have money in your FSA toward the end of the year, you can always use it for health care expenses you may have put off, such as dental work, glasses, or contact lenses.
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HSA vs. FSA

If you enroll in a medical plan that offers a HSA, your FSA-eligible expenses are limited. Refer to How They Stack Up.

See How Easy It Can Be

WEX manages the FSAs. Payroll deductions are deposited tax-fee into the account(s). A debit card is issued to you 7 to 10 days after enrollment. You can visit www.wexinc.com to manage your FSA and to find claims and reimbursement information.


See How They Stack Up

Wondering which account is right for you? Get a breakdown of each account type in the table below. Just remember, the HSA is only available if you enroll in one of the Cigna CDHP with HSA plans.

HEALTHCARE FLEXIBLE SPENDING
ACCOUNT (FSA)
HEALTH SAVINGS ACCOUNT
(HSA)
Who contributes? You You and SS&C
How much? You decide how much to contribute—
up to $3,200 per year
You decide how much to contribute:
Up to $4,150 annually for single coverage, and up to $8,300 family annually. If you are age 55 or older, you can contribute an additional $1,000 in your account.
What's eligible?
Note: Enrolling in more than one account could affect which expenses are eligible within each account
Current eligible medical, prescription drug, dental, and vision expenses Current and future eligible medical, prescription drug, dental, and vision expenses Go to www.irs.gov and see Publication 502 for a complete list of eligible expenses each year
Do I have to enroll? Yes, you must enroll each year Yes, you must enroll in one of the CDHP with HSA plans and designate how much to contribute each year
Do I get a debit card? Yes Yes
Does money roll over? Yes, a balance of up to $640 rolls over year-to-year. Yes
Can I keep unused money? No Yes


*Maximum employee can contribute is reduced by SS&C annual contributions and wellness credits: Single: $750/annual contribution/$250 earned wellness credit or Family: $1,500 annual contribution/$500 earned wellness credit (eligible spouse must complete wellness credit to get $250 of the $500)

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Can I Enroll in more than one account?

Yes. You can enroll in the Health Care FSA and the HSA, depending on the medical option you elect. However, if you have a HSA and Health Care FSA, your Health Care FSA will be a Limited Purpose FSA, which can only be used to pay your dental and vision expenses. If you are in the FSA today and enroll in the CDHP for 2024, your FSA account will be reclassified to a Limited Purpose FSA, for dental, vision and out of pocket preventative care expenses only.


Wellness: Health

Healthy employees are an essential part of SS&C's high-performance work environment. In choosing to engage in healthy behaviors, our people take personal accountability for creating a healthier SS&C.
SS&C voluntary wellness program partners with CIGNA to provide information and services to support your physical health and well-being needs with tools such as:

  • Lifestyle coaching
  • Condition management with registered nurses
  • Diabetes prevention program
  • Online health assessments
  • Biometric screenings
  • Healthy trackers
  • Healthy pregnancy and healthy baby program
  • Educational resources
  • Flu shots
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Increase Your HSA Balance with Wellness Credits

In addition to providing resources to help you improve your personal health, SS&C offers wellness credits when you complete specific activities throughout the year. CIGNA offers different online and personalized tools to help employees embark on a healthy lifestyle. All employees and spouses enrolled in an SS&C Cigna medical plan can participate in wellness activities, however, in order to earn wellness credits, you, and your spouse (if applicable), must be enrolled in one of the CDHP plans. The company will be funding employees' HSA accounts through participating in these programs:

  • An employee must be enrolled in a CDHP plan in order to receive the credits
  • After completing specific wellness activities, SS&C will contribute wellness credits to your HSA account. This includes completing an online health assessment, participating in a biometric event and meeting a health goal of either healthy body mass, blood pressure, blood sugar, or total cholesterol.
Activity/Goal (Earn 3 points to receive wellness credit) Points Earned

Complete www.myCigna.com personalized Health Assessment

1 point

Get a personalized biometric health screening (by your healthcare provider)

Download Wellness Screening Form on www.myCigna.com and take to your Drs. appt.

1 point

Meet 1 of the 4 goals listed below:

  • Achieve a healthy Body Mass Index of less than 30
  • Achieve a healthy blood pressure level of less than or equal to 139/89
  • Achieve a healthy total cholesterol level of less than or equal to 4.4 for women and 5.0 for men
  • Achieve a fasting blood sugar level less than 100 mg/dl or non-fasting level of 140 mg/dl

Download Wellness Screening Form on www.myCigna.com and take to your Drs. appt.

1 point

Get your annual physical (preventative exam)

Note: You and/or your spouse will automatically be rewarded 1 point once the preventative claim is processed through Cigna.

1 point

Work with a health coach and make progress towards or achieve a personal health goal

2 points

WELLNESS CREDITS

Coverage Level

Employee

Spouse

Employee Only

$250

-

Employee + Spouse(DP)

$250

$250

Employee + Spouse + Family

$250

$250

Employee + Children

$500

-

Health

Medical and Prescription Drugs

Review this section for a summary of your SS&C health and group benefit plan options. You can choose from three different medical plan designs through Cigna's Open Access Plus (OAP) National Network. There are two Consumer Driven Health Plan ( CDHP-1 & CDHP-2) with Health Savings Account (HSA) or a OAP/Copay Plan.

Benefit

CIGNA CDHP-1 PLAN CIGNA CDHP-2 PLAN CIGNA OAP/COPAY PLAN
IN-NETWORK OUT-OF-NETWORK IN-NETWORK OUT-OF-NETWORK IN-NETWORK OUT-OF-NETWORK

Medical

Employer Seed Money $750 Single/$1,500 Family $750 Single/$1,500 Family None
Wellness Credits
Single $250 $250 N/A
Family $500 $500 N/A
Annual Calendar Year Deductible
Single $1,750 $5,000 $3,000 $5,000 None $250
Family $3,500 $10,000 $6,000 $10,000 None $750
Out-of-Pocket Maximum
Single $2,250 $10,000 $6,000 $10,000 $6,600 $13,200
Family $4,500 $20,000 $12,000 $20,000 $13,200 $26,400
Lifetime Maximum Unlimited Unlimited Unlimited
Coinsurance (After Deductible) 100% 80% 80% 60% N/A N/A
Physician Services
Doctor's Office Visit 100% 80% 80% 60% $25 PCP Copay 80% After Deductible
Specialist Office Visit 100% 80% 80% 60% $35 Specialist
Copay
80% After Deductible
Preventive Care 100% 80% 100% 60% 100% Covered 80% After Deductible
Lab and X-ray Services 100% 80% 80% 60% 100% Covered,
if performed
at lab facilities
80% After Deductible
Hospital Services
Inpatient 100% 80% 80% 60% $50 per day up
to $750 max
80% After Deductible
Outpatient 100% 80% 80% 60% $50 copay per day 80% After Deductible
Emergency Care 100% 80% 80% 60% $150 copay - waived
if admitted
80% After Deductible
Pregnancy and Maternity Care (prenatal) 100% 80% 80% 60% 100% Covered 80% After Deductible
Summary Plan Descriptions (SPDs)
  2022 Cigna CDHP1 w/HSA plan
2022 Cigna CDHP1 plan
2023 Certificate Rider CDHP1 Plan
2023 AC Rider Medical
2024 MA Rider
2022 Cigna CDHP2 w/HSA plan
2022 Cigna CDHP2 plan
2023 Certificate Rider CDHP2 Plan
2024 MA Rider
2022 Cigna OAP/Copay plan
2023 Certificate Rider OAP1
2024 MA Rider
SS&C Welfare Benefit Plan Wrap

 

Benefit

CIGNA CDHP-1 PLAN CIGNA CDHP-2 PLAN CIGNA OAP/COPAY PLAN
IN-NETWORK OUT-OF-NETWORK IN-NETWORK OUT-OF-NETWORK IN-NETWORK OUT-OF-NETWORK

Prescription Drugs

Retail (30-day supply)
Generic You Pay:
$10 copay after
deductible
50% coinsurance You Pay:
$10 copay after
deductible
50% coinsurance You Pay: $10 copay 50% coinsurance
Preferred Brand You Pay:
$25 copay after
deductible
50% coinsurance You Pay:
$25 copay after
deductible
50% coinsurance You Pay: $25 copay 50% coinsurance
Non-preferred Brand You Pay:
$45 copay after
deductible
50% coinsurance You Pay:
$45 copay after
deductible
50% coinsurance You Pay: $40 copay 50% coinsurance
Mail-Order (90-day supply)
Generic You Pay:
$20 copay after
deductible
Not Covered You Pay:
$20 copay after
deductible
Not Covered You Pay: $20 copay Not Covered
Preferred Brand You Pay:
$50 copay after
deductible
Not Covered You Pay:
$50 copay after
deductible
Not Covered You Pay: $50 copay Not Covered
Non-preferred Brand You Pay:
$90 copay after
deductible
Not Covered You Pay:
$90 copay after
deductible
Not Covered You Pay: $80 copay Not Covered
2024 CIGNA Value 3-Tier Prescription Drug List


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2023 CIGNA Value 3-Tier Prescription Drug List


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2024 CIGNA Preventive Generics and Preferred Brands Drug List


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2023 CIGNA Preventive Generics and Preferred Brands Drug List


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Dental

You can enroll in dental benefits through Cigna for yourself and your eligible family members. There are two options, each of which features a network of dentists and specialists who have agreed to provide services at a discounted price. If you use these in-network providers, you'll pay less. You can still receive care from any providers out of the network, but you'll pay more.

  SILVER OPTION PLATINUM OPTION
DEDUCTIBLES AND COVERAGE
Deductible (Individual/Family) $50/$100 $50/$100
Preventive Services 100%, no deductible 100%, no deductible
Basic Services (after deductible) In-Network: 80%, Out-of-Network: 80% In-Network: 100%
Out-of-Network: 80%
Major Services (after deductible) Not covered In-Network: 60%
Out-of-Network: 50%
Annual Maximum (after deductible) In-Network: $750
Out-of-Network: $750
In-Network: $2000
Out-of-Network: $1,500
Implants (after deductible) Not covered In-Network: 80%, $1,500 max
Out-of-Network:60%, $1,000 max
Orthodontia (Adult/Child) Not covered In-Network: 50%, lifetime max $2,000
Out-of-Network: 50%, lifetime max $1,500
Summary Plan Descriptions (SPDs)
2024 Cigna Platinum Plan 2024 Cigna Silver Plan
2024 Cigna TX Dental Silver 2024 Cigna MS/LA Dental
2023 Cigna Basic Option 2023 Cigna High Option
2023 Amendment Dental 2023 Amendment Dental
2022 Cigna Basic Option (Texas) 2022 Cigna High Option (Texas)
2023 Amendment TX Dental 2023 Amendment TX Dental
2023 ET Rider Basic DPPO 2023 ET Rider DPPO
2023 AC Rider Dental High Option

Be Ready for the Unexpected

Will you need dental services, such as a filling, root canal, or crown, in the next year? Do you wear glasses or contact lenses? If you answered "yes" to either of these questions, consider the HSA or Health Care Flexible Spending Account (FSA). Both accounts can help soften the impact of unexpected dental and vision expenses—even if you don't enroll in dental or vision coverage. Learn more about FSAs.

Choosing what's right for you


As you weigh your options, consider the following:


  • If you and/or your eligible family members generally only see a dentist for preventive cleanings and you don't know of any additional dental work that will be needed, the CIGNA Silver Option could save you from paying for more coverage than you need.
  • If you and/or your eligible family members often require dental services and you know additional dental work is needed, the extra annual cost of the CIGNA Platinum Option can offset what you expect to pay out-of-pocket. If you or your family member will need orthodontia services, the CIGNA Platinum Option could be right for you.
Cigna Dental WellnessPlus rewards you and your family for getting preventive dental care.

How Cigna Dental WellnessPlus works:

  • When you get preventive care, your annual dollar maximum increases an additional $100 the next plan year. This lets you build your annual dollar maximum for other future needs.
  • Your annual dollar maximum will grow each year. As long as you stay enrolled in the plan and keep getting preventive care.
  • Members of the same family could have different annual dollar maximums in future years. Why? Because family members who get preventive care also see an increase in their annual dollar maximum in the next year(s).
  • If you don't get preventive care, your annual dollar maximum stays the same. This is also true for your family members.

Dental WellnessPlus flyer


Vision

You can enroll in vision coverage through VSP for yourself and your eligible family members. It features a network of eye doctors and specialists who have agreed to provide services at a discounted price. If you use in-network providers, you'll pay less. You can still get care from any out-of-network providers, but you'll pay more. Employees pay for the full cost of the vision plan at the coverage tier of their choice. Eligible dependents include legally married spouses and children up to age 26.

COVERAGE IN-NETWORK OUT-OF-NETWORK
Routine Vision Exam
(one every 12 months)
$10 copay $45 allowance
Standard Lens
(per pair)
$25 copay
(included with glasses)
$30 - $65 allowance
Frames
(one every 24 months)
$120 allowance then 20% off
the balance
$70 allowance
Additional Pairs* 20% discount N/A
Elective Contact Lenses
(once every 12 months)
$120 materials allowance
$60 fitting and evaluation deductible,
then covered at 100%
$105 materials, fitting and evaluation
allowance
Lasik 15% off retail or 5% off promotional

*From any VSP provider within 12 months of your last Well Vision Exam

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Know Your Vision Risks

Virtually no one knows that signs of serious diseases and conditions like high blood pressure, autoimmune disorders, thyroid diseases and certain types of cancers can be detected through an eye exam. Don't lose sight of what matters. Get an eye exam to find out your vision risks. If you enroll in vision coverage, your eye exam is covered. If you don't enroll in vision coverage, consider enrolling in the HSA or Health Care FSA and using it to pay for the exam.


California Benefits

Here is a summary of information for employees living in California.

Kaiser
  • The HMO option will be available to Northern California-based employees.
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California Medical and Prescription Drug Options

 

  CIGNA OAP/COPAY PLAN CIGNA CDHP-1 W/HSA CIGNA CDHP-2 W/HSA KAISER HMO
MEDICAL
HSA employer seed
(single/family)
N/A $750/$1,500 $750/$1,500 N/A
Deductible
(single/family)
$0/$0 $1,750/$3,500 $3,000/$6,000 $0 /$0
Out of Pocket Max
(single/family)
$6,600/$13,200 $2,250/$4,500 $6,000/$12,000 $1,500/$3,000
Preventive Care 100% 100% 100% 100%
Office Visit
(primary care/specialist)
$25/$35 100% after deductible 100% after deductible $20/$20
Urgent Care $50 100% after deductible 80% after deductible $20
Emergency Room $150 after copay- waived if
admitted
100% after deductible 80% after deductible $50
Inpatient Hospital $50/day to max. $750 100% after deductible 80% after deductible $250/admit
Outpatient Surgery $50 per day 100% after deductible 80% after deductible $100
Out of Network Covered with greater
member cost sharing
Covered with greater
member cost sharing
Covered with greater
member cost sharing
Not covered, except
emergency care
PRESCRIPTION DRUGS
Retail (Tier 1/2/3) $10/$25/$40 $10/$25/$45 $10/$25/$45 $10/$30
Mail (Tier 1/2/3) $20/$50/$80 $20/$50/$90 $20/$50/$90 $20/$60

New for 2024 - Voluntary Benefits Come to SS&C!

Supplemental Health Insurance

In 2024, SS&C is offering employees the option to purchase Supplemental Health Insurance that will provide you and your family with additional financial protection for expenses associated with an unplanned covered Accident, Critical Illness or Hospitalization. This plan is not intended to be selected in place of your traditional medical insurance, it is offered as a supplement that will provide you payments based on the type of medical condition that you are diagnosed.  

Eligible employees working 30 or more hours per week are eligible to enroll in Supplemental Health benefits. Eligible family members includes spouse/domestic partner and dependent children.

Supplemental Health Insurance provides three program types for you to enroll:

1. Accidental Injury Insurance

 Accidental Injury insurance can provide payment for expenses not covered by traditional medical insurance to help pay for expenses associated with a covered accident or injury. Accidental Injury coverage provides a fixed cash benefit when a covered person suffers certain injuries or undergoes a broad range of medical treatments or care resulting from a covered accident. It provides a lump sum payment to you, unless otherwise assigned, based on a schedule of covered injuries.

The money can be used as you see fit. There are no co-pays, deductibles, coinsurance, restrictions or network requirements to satisfy. And, the coverage continues even after the first accident to provide additional protection for future accident events. You can select coverage for yourself and eligible family members.

Benefit Percentage Initial Benefit Amount %
Employee 100% of benefit amount
Spouse 100% of benefit amount
Child(ren) 100% of benefit amount

To find out more details, including reviewing the Accidental Injury Benefit Summary and monthly cost click here.

2. Critical Illness Insurance

Provides insurance as additional protection to help you and your family when you need it most. The insurance provides a cash benefit when a covered person is diagnosed with a covered critical illness or event after coverage is in effect.

Employees can choose between 5 benefit levels and depending on the diagnosed covered condition, the benefit can payout anywhere between 25% - 100% of the covered amount.

Covered Person Benefit Amount Guaranteed Issue Amount
Employee $10,000, $20,000, $30,000, $40,000, $50,000 Up to $50,000
Spouse 100% of employee amount Up to $50,000
Children 50% of employee amount, including Childhood Conditions All guaranteed issue
     
Rates: Rates are calculated based on the Benefit Amount enrolled, age of the employee and family coverage level selected.

To find out more details, including reviewing the Critical Illness Benefit Summary and monthly cost click here.

3. Hospital Care Coverage

A hospital stay can happen at any time, and it can be costly.  This benefit provides a benefit based on  a schedule of services when a covered person incurs a Hospital stay or undergoes a broad range of medical treatments or care resulting from a covered injury or covered illness.

There are no copays, deductibles, coinsurance, or network requirements to meet for benefits to pay out, and coverage continues after the first hospital stay to help you have additional protection for future care. 

To find out more details, including reviewing the Hospital Care Benefit Summary click here.

Note: This is the first out of several Voluntary benefits that will be offered to employees and their families in 2024. You will be notified during the year as we introduce others.

Retirement/401k

SS&C offers all eligible employees the option to defer a portion of their annual compensation into a 401(k) Savings Plan to save for their retirement. If you are a regular SS&C employee and not classified as an intern you are eligible to participate in the plan upon hire.

Fidelity

Employees may make contributions to the plan up to the lesser of the annual IRS contribution limits or 50% of their pay. SS&C makes a discretionary annual employer matching contribution of 100% up to 6% of employee contributions with an annual maximum of $8,000. Employees become immediately vested in SS&C's contributions. The plan offers more than 20 core investment options, as well as a self-directed Brokerage Window, to allow plan participants to appropriately diversify and pursue objectives of capital appreciation, income generation and capital preservation. If you aren’t contributing to your 401(k) yet, consider starting today.
There are many important decisions when it comes to saving for your future. Fidelity, offers a number of tools and resources to help provide support every step of the way. For more information, visit the links below:

  • 401k.com: Visit Fidelity NetBenefits to manage your accounts, including making or changing your contribution, investment decisions and beneficiary designation elections. You’ll also find a library of tools and resources on financial wellbeing, from savings basics to wealth-planning strategies for you and your family.
  • 401(k) Beneficiary Election Page: A beneficiary is an individual or entity that will receive all or a portion of your assets if you die. Beneficiary designations take precedence over many legal documents, including wills, so it's important to keep both your primary and secondary beneficiaries up-to-date and in accordance with your wishes.
  • Financial Wellness Money Checkup: When it comes to your financial well-being, knowing where to start or how to manage your savings at different stages of life can be a challenge. Using this interactive tool, you can get a snapshot of your current financial situation and see where—and how—you can improve.
  • Learn Hub: Your financial journey is unique to you, which means you need help tailored to your situation. The Learn hub on Fidelity NetBenefits® offers quick and easy access to resources such as checklists, calculators, and workshops on the financial topics that are important to you.
  • Online Workshop Registration Page: Join Fidelity for a complimentary workshop to help you make more informed decisions on a variety of topics, including saving for retirement and managing healthcare expenses.
  • Planning & Guidance Center: There’s plenty here to help you calculate how much you’ll need to retire and live the life you envision. You can also run real numbers with a financial advisor.
UBS

UBS, the 401(k) Savings Plan advisor, is available to assist participants and can provide educational resources on the plan's investment options, asset allocation and broad financial planning discussions. Additionally, UBS's Financial Wellness portal is available to all plan participants at www.ubs.com/

If you would like to: Contact Fidelity at
(877) 833-9900
Contact UBS at
(888) 435-6930
Check account balances  
Execute transactions  
Enroll in the plan  
Change your contribution amount  
Access your retirement account online  
Obtain information about the plan and its provisions
Obtain information about the investment options in the plan
Receive investment education
Receive financial planning or investment services  
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Group Benefits

Basic Life and AD&D

SS&C provides Basic Life insurance and Accidental Death and Dismemberment (AD&D) one times annual base salary up to a maximum of $1.3 million through MetLife. AD&D coverage is payable if your death is accidental or you suffer a severe injury due to an accident. You will be taxed on coverage over $50,000.

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Disability

SS&C provides basic Short-term and Long-term Disability insurance at no cost to you through MetLife.

  • Short-term Disability coverage provides 100% of covered earnings for the first 6 weeks following an elimination period of 7 days, then 60% for the remainder of the 26 week period.
  • Long-term Disability coverage provides 60% monthly income replacement up to a maximum of $10,000 per month after a 26 week (180 days) waiting period.
  • Short-term Disability benefits will be reduced or offset where statutory benefits are applicable: California, Colorado, Connecticut, Delaware, Hawaii, Messachusetts, Maryland, New Jersey, New York, Oregon, Rhode Island, and Washington.
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Protecting Your Loved Ones

Please be sure to designate beneficiaries so your life insurance can be paid out per your intentions. You'll need to have the beneficiaries' names, birth dates, and Social Security numbers when you enroll. See the useful Cheat Sheet in the Eligibility section of this guide.


Supplemental Life

Employees can purchase Supplemental Life for themselves, their spouse and their dependent children. Remember, life insurance isn't just about paying for memorial services. It's also about making sure your family can maintain its standard of living over the long term. How much your family would need depends on your situation (debts, expenses, etc.).

2024 Special Enrollment: During open enrollment, employees can enroll in or increase Supplemental Employee Life or Spouse Life, up to the guaranteed issue amount, without the requirement of completing Evidence of Insurability. Any enrollment elections over the guaranteed issue amount will require approval through underwriting. See below for coverage limitations and guaranteed issue amounts.

Rates are determined by coverage amount and age. Employee and Spouse rates are 5-year age banded and increase at each new age band. The benefit amount reduces at age 70 and 75.

Supplemental Employee Life

If you're eligible for Basic Life insurance, you can also purchase Supplemental Employee Life insurance coverage 1-5x your annual base salary up to $1 million. For new hires and life events only, there is a guaranteed issue of $300,000, and any amount elected over this requires Evidence of Insurability.

Spouse Life

You can purchase supplemental life insurance coverage for your spouse. Spouse coverage can be purchased in $10,000 increments up to the lessor of $500,000 or 100% of the Employee Supplemental Life Insurance amount. There is a guaranteed issue of $30,000 and any amount over this requires an EOI Certification. (For new hires and life events only). Employee must be enrolled in Supplemental Life insurance to purchase spouse coverage.

Child Life

You can purchase supplemental life insurance coverage for your child(ren). Rates depend on the amount of insurance you purchase. Coverage can be purchased in $2,500 increments up to $20,000. Employees must be enrolled in supplemental life insurance to purchase coverage for a child(ren). EOI Certification will not be required. Children can be covered from 6 months to age 20/under age 24 if a full time student.

Supplemental AD&D

Supplemental AD&D pays a benefit in addition to the basic AD&D benefit. You can also purchase Supplemental AD&D insurance for yourself, your spouse, and child(ren). MetLife will pay the benefit for any one of the covered losses, if the participant suffers a loss resulting directly and independently of all other causes from an accident within the applicable time period. If the participant sustains more than one loss as a result of the same accident, MetLife will pay the benefits for the loss which is the largest available benefit payable. If the loss results in death, benefits will only be paid under the Loss of Life benefit provision (Covered Losses and Accidents in the Schedule of Benefits). Therefore, consider it a supplement to your Life insurance , not a replacement.

Employee Supplemental AD&D

You can purchase between one to eight times your base annual earnings, rounded to the next highest $5,000, to a maximum of $1 million. EOI Certification will not be required.

Spouse Supplemental AD&D

You can purchase up to a maximum of $500,000, rounded to the next highest $10,000 increment, not to exceed 50% of employee's elected Supplemental AD&D coverage amount. Employee must be enrolled in Supplemental AD&D to purchase spouse Supplemental AD&D. EOI Certification will not be required.

Child(ren) Supplemental AD&D

You can purchase up to $20,000 in increments of $2,500. EOI Certification will not be required.  Employee must be enrolled in Supplemental AD&D to purchase child(ren) Supplemental AD&D.


Value Added Benefits

Cigna

As part of your Cigna plan, we give you a variety of programs and services to help make your life easier and healthier.

  • Chronic health condition support
  • Cigna Lifestyle Management Programs
  • 24-hour Health Information Line
  • CIGNA Healthy Babies
  • Health and wellness discounts (Cigna Healthy Rewards Program)

Want to learn more about these programs and services as well as the many other benefits in your Cigna health plan? Call 1.800.Cigna24 (1.800.244.6224) or visit myCigna.com.

GLOBAL Employee Assistance Program (EAP) - Lifeworks

SS&C Global EAP through Lifeworks, provides you and your family with immediate and confidential help for the following support, 24/7 days a week, 365 days of the year. SS&C employees can invite up to five eligible dependents to join LifeWorks. Eligible dependents are those family members who live with you in your home. Once you are logged in to the LifeWorks platform, go to Profile/Family, list email addresses of your dependents to receive invitation.

  • Counseling – up to 6 counselling sessions
  • Family Support
  • Legal and Financial Services including will preparation & estate planning
  • Direct EAP Support

Want to learn more about what this program offers? Call Lifeworks at 800-433-7916 (US residents) or visit login.Lifeworks.com.

LifeWorks (EAP Services)

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Tickets at Work/Plum Benefits-Travel and Entertainment discount deals

As we look for innovative ways for our employees to enjoy their time out of the office we wanted to remind you that you have access to TicketsAtWork/Plum Benefits. TicketsAtWork/Plum Benefits gives you access to 20-60% off on theme parks, movies, hotels, shows, concerts, sporting events, and so much more. Take a few minutes to sign up for these perks. Click the link below and fill out the information to become a member (use your work or personal email address).

TicketsAtWork Company Code: SSCEMPL https://www.ticketsatwork.com/tickets/account.php?sub=enroll

Plum Benefits Company Code: SSCEMPL  https://www.plumbenefits.com/account.php?sub=enroll

Tickets at Work Promotion

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Plum Benefits Promotion

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Bright Horizons Additional Family Supports

With Bright Horizons additional family supports, your free membership gives you access to:

  • Jump ahead on the waitlist at select Bright Horizons Centers
  • Tuition Discounts at participating childcare centers
  • Resources to find sitters, nannies, pet sitters and housekeepers
  • Senior care solutions including needs assessment tools referrals and more

Access Support Now: Visit Brighthorizons

Business Travel Accident through AIG

SS&C offers to all SS&C employees, spouses and dependents (when traveling with the employee) 100% employer paid travel accident plan through AIG. AIG's travel global service centers respond to medical, travel and security needs 24/7, 365 days a year. AIG offers a medical limit up to $250,000, spouse coverage up to $100,000 and child coverage up to $50,000. Helpful information to have while traveling includes policy number (9153212), passport information, secondary point of contact and a contact number.

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NEW: SS&C Discounts & Rewards Center

Check out SS&C’s new employee discount site. Your place to save on thousands of items through an easy-to-use discount marketplace. Check out flyer here.

SS&C Discounts & Rewards Center Referral Code: UC7RX9 https://ssctech.benefithub.com

Rewards center

Leave of Absence

Leaves of absence are granted in compliance with federal, state, and local law to protect regular full-time and part-time employees who under certain circumstances might otherwise have to terminate employment. Such leaves have the effect of preserving continuity of service and continuation of certain benefits.

SS&C has partnered with MetLife for leave of absence administration. MetLife is the primary first point of contact for our associates with leave of absence needs. SS&C will continue to have a Leave Team to handle activities MetLife does not perform.

If you are requesting a leave of absence and/or a disability claim, you will begin the process by contacting MetLife at 833.622.0135. The MetLife representative will take your request for leave over the phone and will work with you to obtain any additional paperwork needed.

Types of Leave
LEAVE TYPE OVERVIEW
Family and Medical Leave (FMLA) FMLA provides eligible employees the opportunity to take unpaid, job-protected leave for certain specified reasons.  The maximum amount of leave an employee may use is 12 work weeks within 12-month period.
USERRA/Military Leave

The company is committed to supporting members of the uniformed services and to ensuring that you are protected from unlawful discrimination on the basis of your military affiliation or veteran status.

In accordance with the Uniformed Services Employment and Reemployment Act (USERRA), we will provide members of the uniformed services a military leave of absence for obligations such as active duty, training, fitness examinations, or funeral honors duty.
Americans with Disabilities Amendments Act (ADA)

Pursuant to its state and federal law obligations, if an employee is not eligible for FMLA or is unable to return to work at the end of their FMLA leave, the Company will provide a leave of absence to disabled employees for their known physical or mental limitations, and to Employees with a temporary medical condition that prevents them from performing their jobs.
Requests will be evaluated on an individual basis and are granted at the discretion of management and Human Resources.


General Standards for All Leaves of Absence (FMLA and non-FMLA)

The following general standards apply to all leaves of absence:

  • Employees are required to notify SS&C of a need for any type of leave. Employees should contact the Leave Administrator, MetLife, for assistance at 833.622.0135.
  • Employees must provide 30 days advance notice for all foreseeable leaves. If the employee is unable to give 30 days notice, he or she must give notice as soon as practical and in compliance with SS&C’s normal call-in procedures.
  • Employees will be required to use available Paid Sick Leave balances towards time requested for approved medical leave which will include disability elimination period.
  • During periods of all leaves under this policy, SS&C will continue the employee's group health insurance coverage under the same terms as if the employee were actively working. You will be required to pay the deductions that have been collecting in arrears upon your return to work.
  • Failure to comply with the conditions of the leave, or failure to provide timely and truthful information or documentation regarding reasons for the leave, activities while on leave, or request for leave or extension of leave, may result in denial or delay of leave or termination of employment.
  • Prior to returning from leave SS&C Human Resources will require a completed Return to Work Release from your attending physician.
 
FAQs:

Parental Leaves

In order to assist and support new parent relationships, including bonding with a new child, and to assist with balancing work and family matters, we will be implementing our updated paid parental leave policies, which are effective January 1, 2020.  For details, please review the full policies attached to this communication. The updated policies are effective for parental leaves beginning on or after January 1, 2020. Further, these policies apply only to leaves pertaining to children born or placed on or after that date. Finally, employees are entitled to take either Primary Caregiver Parental Leave or Paid Parental Leave, but not both, in connection with the birth or placement of a child.

Primary Caregiver Parental Leave
All full-time, active employees regularly working 30 or more hours per week are eligible for paid leave under this Policy. Primary caregivers are eligible to take up to twelve (12) weeks of Primary Caregiver Parental Leave following the birth or placement for adoption or foster care of a child. This leave runs concurrently with state and federal leave laws.  Employees may only take one Primary Caregiver Parental Leave during each 12-month period. To qualify for paid parental leave as a primary caregiver, the employee must certify that he/she will be the child's primary caregiver for the entire period of the leave. For avoidance of doubt, an employee also cannot take a Primary Caregiver Parental Leave and a Paid Parental Leave within the same 12-month period, whether for the same or two different children.

Paid Parental Leave
All full-time, active employees regularly working 30 or more hours per week are eligible for paid leave under this Policy. Employees are entitled to take up to one (1) week of paid parental leave following the birth or placement for adoption or foster care of a child. This leave runs concurrently with state and federal leave laws. Employees may only take one Paid Parental Leave during each 12-month period. For avoidance of doubt, an employee also cannot take a Primary Caregiver Parental Leave and a Paid Parental Leave within the same 12-month period, whether for the same or two different children.

Resources

If you have any questions regarding your coverage, eligibility or benefits, listed below are SS&C vendor phone numbers and website addresses. Be sure to have your identification information, such as your benefits I.D. card number and/or Social Security number, ready for the customer service representative.

BENEFIT WHO TO CALL WEBSITE PHONE
Medical/
Prescription
Cigna mycigna.com Medical:
1.800.244.6224
Rx (Home Delivery):
1.800.285.4812
Medicare AON retiree.aon.com 1-800-350-1470
Dental Cigna mycigna.com 1.800.244.6224
Vision VSP vsp.com 1.800.877.7195
Life and AD&D MetLife metlife.com/mybenefits 1.833.622.0135
Supplemental
Life and AD&D
MetLife metlife.com/mybenefits 1.833.622.0135
Short-Term
Disability Claims
MetLife metlife.com/mybenefits 1.833.622.0135
Long-Term
Disability
MetLife metlife.com/mybenefits 1.833.622.0135
Family Medical
Leave
MetLife metlife.com/mybenefits 1.833.622.0135
BENEFIT WHO TO CALL WEBSITE PHONE
Flexible
Spending
Account (FSA)
Wex/Discovery
Benefits
wexinc.com 1.866.451.3399
Telehealth MDLIVE – Cigna MDLIVEforCigna.com 1.888.726.3171
Health Savings
Account (HSA)
Cigna – HSA Bank mycigna.com 1.800.244.6224
Toll free number on
your Cigna ID card
Retirement
Savings 401(k)
Plan
Fidelity 401k.com 1.800.890.4015
Financial
Advisors
UBS ubs.com 1.888.435.6930
EAP LifeWorks login.lifeworks.com 1.800.433.7916
Travel Accident AIG Aig.com/us/
travelguardassistance
1.877.244.6871

Resources

2024 Open Enrollment Resources
2024 Summary of Benefits and Coverage
Medical
2024 Benefit Summaries
Medical Dental
2023 Open Enrollment Resources
2023 Summary of Benefits and Coverage
Medical
2023 Benefit Summaries
Medical Dental
2022 Open Enrollment Resources
2022 Summary of Benefits and Coverage
Medical
2022 Benefit Summaries
Medical Dental
HSA Other
WEX
Pharmacy Wellness
Voluntary Benefits VSP
401k MetLife
  • Voluntary Life Rate Sheet
  • Hawaii STD Certificate - TBD
  • Group Life Insurance Certificate - TBD
  • Group Accident Insurance Certificate - TBD
  • LTD Policy - TBD
  • STD Policy - TBD
Bright Horizons Miscellaneous
Medicare GLOBAL Employee Assistance Program - LifeWorks