U.S. Employee Benefit Highlights Effective January 1, 2015 Altera takes pride in offering a comprehensive benefits program. All regular U.S. employees working at least 20 hours per week (full-time) are eligible to participate. Coverage in most benefit plans begins on your date of hire. You may cover eligible dependents in the medical, dental, and vision plans. Medical Altera offers four medical plan options to provide you and your family with comprehensive care. Kaiser is available to California based employees only. Dental and vision coverage are not bundled with medical coverage and require a separate election and contribution. Aetna HDHP* Coinsurance In-Network Out-of-Network Aetna PPO Kaiser HDHP* Kaiser HMO 80% Coverage** 60% Coverage** 85% Coverage** 60% Coverage** 90% Coverage** Emergency Svcs Only 100% Coverage Emergency Svcs Only $1,500 Individual $3,000 Family $2,000 Individual $4,000 Family $500 Individual $1,500 Family $1,000 Individual $3,000 Family $1,500 Individual $3,000 Family N/A None $2,500 Individual $5,000 Family $2,250*Individual $6,750* Family $3,000 Individual $6,000 Family $1,500 Individual $3,000 Family Out-of-Network $3,500 Individual $7,000 Family $4,500 Individual $13,500 Family N/A N/A HSA – Employer Contribution $500 Individual $1,000 Family N/A $500 Individual $1,000 Family N/A 80% Office Visit** 80% Specialist Visit** $20 Office Visit $30 Specialist Visit 90%** Office Visit 90%** Specialist Visit $20 Office Visit $30 Specialist Visit 100% Coverage $0-waived 100% Coverage $0-waived 100% Coverage $0-waived 100% Coverage $0-waived $10/20/35 Pharmacy $75 Specialty (after deductible) $15/30/50 Pharmacy $75 Specialty $10/30 Pharmacy (after deductible) $15/30 Pharmacy Calendar Year Deductible In-Network Out-of-Network Calendar Year Out of Pocket Maximum In-Network Copayments In-Network Routine adult physicals Prescription Drug In-Network Dental / Vision N/A Monthly Premium*** Aetna HDHP* Kaiser HDHP* Aetna PPO Kaiser HMO Employee Only $57.00 $121.00 $49.00 $134.00 Employee + Spouse**** $123.00 $260.00 $106.00 $287.00 Employee + Children $95.00 $201.00 $82.00 $223.00 Employee + Family $170.00 $360.00 $147.00 $399.00 *Altera will contribute $500 to your HSA if you have single coverage and $1,000 if you have employee plus dependent coverage. **Coinsurance paid after deductible is met. ***Your monthly contributions are a pre-tax deduction. ****”Spouse” can also refer to your same and opposite sex Domestic Partner. Dental /Vision $15.00 $28.00 $29.00 $45.00 Delta Dental Calendar Year Deductible $ 50 Individual $150 Family Coverage Preventive Care (Deductible Not Required) Basic Services Major Services Child Orthodontia Services (Per Lifetime Maximum $1,500) *$1,500 per person combined annual coverage maximum. PPO In-Network Dentist 100%* 90%* 60%* 50% Non-PPO Delta Dentist 100%* 80%* 50%* 50% Vision Service Plan* Coverage Copayment $20 for annual exam Annual exam and contacts every 12 months/frames every 24 months $25 for Prescription glasses *Reduced benefits are available if you are not treated by a VSP-participating provider. Allowance $150 Frame ($70 at Costco) $120 Contacts Altera Savings and Retirement Plan – 401(k) All eligible employees may participate in the Altera Savings and Retirement Plan upon date of hire (subject to administrative processing). You may save on a pre-tax basis and/or utilize the Roth 401(k) after tax option. You may contribute from a minimum of 1% to a maximum of 50% of your gross pay per pay period (to the indexed maximum amount allowable by the IRS for the tax year in which deposits are made). Participants in the 401(k) plan will receive an employer matching contribution of $1 for every $1 of eligible pay per pay period contributed, to a maximum of $4,500 annually. Employer match is 100% vested at time of contribution. Restricted Stock Units (RSU’s) Altera’s equity incentive program is intended to attract, motivate and retain talented employees, as well as align stockholder and employee interests. Certain new hire employees may receive RSU awards. RSU’s generally vest and are released in four equal annual installments measured from the date of grant, subject to continued employment. RSU’s are granted once per quarter, and the timing of any particular grant depends on when all approvals necessary for a grant are received, as well as eligibility cut-off dates established by the company. All RSU awards are subject to approval by the Stock Option Plan Committee of the Board of Directors of Altera Corporation. Employee Stock Purchase Plan (ESPP) The ESPP provides eligible employees to share in the ownership of the company they help build with the opportunity to acquire Altera common stock at discounted prices through systematic payroll deductions. Employees may elect to participate in the plan during the first open enrollment period following their date of hire. The ESPP offers consecutive and overlapping twelve-month offering periods. Each offering period generally includes two six-month purchase periods. The offering periods generally start on the first trading day on or after May 1st and November 1st of each year. The Open Enrollment periods begin on March 15th and September 15th and close after 30 days. The purchase periods generally end on the last trading day on or before April 30th and October 31st. Payroll deductions can be up to 10% of the employee’s eligible compensation. The purchase price will be equal to 85% of the lower of either: i) The closing fair market value on the first day of the offering period or ii) The closing fair market value on the last day of the purchase period. The “look back” period provides participants an “upside” benefits when the stock price increases, and retains the “downside” protection when the stock price falls. Paid Time Off In addition to accrued vacation, full-time employees receive eleven holidays per year. Vacation* Years of Service Up to 6 6 but less than 7 7 but less than 8 Service Awards Days 15 16 17 Years of Service 8 but less than 9 9 but less than 10 10+ Days 18 19 20 Years of Service 5 Years Service 10 Years Service 15 & 20 Years Service 25 Years of Service Additional Vacation Days 5 10 15 20 *Employees who are regularly scheduled to work fewer than 40 hours per week receive pro-rated holiday and vacation allowances. Directors and above are not eligible to accrue, but instead have the flexibility to take time off with pay at their discretion and subject to manager approval. Non-exempt employees accrue 16 hours of paid personal time off (PTO) annually. The accrual rate for PTO caps at 24 hours and employees cannot cash out accrued PTO hours. Non-exempt employees also accrue 64 hours of paid sick time annually. The accrual rate for Sick Time caps at 120 hours and employees cannot cash out accrued Sick Time. Flexible Spending Account (FSA) The Flexible Spending Account offers a tremendous opportunity to reduce your taxes by paying for health care and dependent day care expenses with pre-tax dollars. FSA plans allow you to pay for health care and dependent care expenses (e.g. co-payments & child care) with pre-tax dollars. Altera offers an FSA roll over of up to $500 of any unused funds annually. Additional information is available at www.irs.gov. Health Savings Account (HSA) Altera offers a Health Savings Account option through Wells Fargo. A Health Savings Account is a tax-advantaged medical savings account available to those enrolled in our Aetna and Kaiser High Deductible Health Plan. Funds may be used to pay for qualified health expenses at any time without federal tax liability, similar to a Flexible Spending Account. Unlike a Flexible Spending Account, funds roll over year over year if not spent. Also, Altera will contribute $500 for employee only coverage and $1,000 for employees covering dependents. Additional information is available at www.wellsfargo.com/investing/hsa/. (State tax may apply, please consult with your tax advisor for more information) Educational Reimbursement (up to $7500 for Undergraduate courses or up $10,000 for Graduate courses) Regular full-time employees are eligible to receive reimbursement of costs for tuition, registration, required books, and lab fees for qualified courses. Altera has also made arrangements with the Stanford Instructional Television Network (SITN) allowing engineers to continue their education while employed. Courses for SITN credit may be attended during working hours. In some circumstances, the educational reimbursement benefit may be treated as taxable income. If an employee terminates employment within one year of receiving an educational reimbursement, the employee will be responsible for 100% repayment to Altera. Graduate level courses have a two year commitment. For more detailed benefits information, please visit our website at www.altera.com/jobs. The information presented here is a brief explanation of Altera Corporation’s benefit plans. It is not intended to replace the plan documents or insurance contracts which govern the actual rights and benefits to which you may be entitled, or the Summary Plan Descriptions which more fully explain the terms of the various benefit plans. Please refer to the Summary Plan Descriptions or call Altera’s Benefits Department if you have any questions. Because future conditions affecting the company cannot be foreseen, the company reserves the right to amend, modify, or terminate the plans at any time. Although any change or termination of a plan will not affect the benefits paid to plan members before the date the plan was changed or terminated, such change may result in reduced levels of benefits or benefit coverage, or increased employee contributions, after the effective date of any such change.
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