amazing people. amazing beneﬁts. - centurylink · 2020. 12. 17. · amazing people. amazing...

Amazing People.Amazing Benefits.

2021 Program Highlights GuideFor prospective new hires (U.S. employees)

About Lumen, The Platform for Amazing ThingsWhat is the purpose, vision and mission of Lumen?

•�The core purpose of Lumen is to further human progress through technology, and nowhere is this opportunity more apparent than in the 4th Industrial Revolution.

•�We believe humanity is always at its best when it produces innovative technologies that advance the ways we live and work.

•�In support of this platform and our purpose of furthering human progress through technology, the mission of Lumen is to deliver the world’s best customer experience for networking, edge cloud, security, and collaboration solutions that will power business applications.

32021 Highlights Guide | Issued December 17, 2020

We o�er a wide range of benefits that provide value, choice, and protection against the unexpected.

Employee Classifications

An “employee,” for purposes of all Company benefit programs and policies is an individual who is directly employed by Lumen and is treated and classified as a Company employee for payroll and benefit purposes.

Union represented employees should refer to their Collective Bargaining Agreement.

Based on workweek:

•�Full-time - Positions which normally are scheduled to work a minimum of 30 hours per week can be classified as full-time status with management and budgetary approvals. Employees in a Full-Time status category are eligible for all employee benefits, subject to eligibility requirements of the particular benefit plan and satisfaction of relevant waiting periods. The Full-Time or Part-Time status assigned to your employment, not scheduled or actual hours worked, determines benefit eligibility.

•�Part-time - Employees in a Part-Time status category who are regularly scheduled to work at least 20 hours per weekare eligible for the following benefits, subject to eligibility requirements of the particular benefit plan and satisfaction of relevant waiting periods: prorated holiday (4 hours), PTO (50% of eligible accrual) and leave policies (such as bereavement) (4 hours); Company-sponsored activities; and participation in the applicable 401(k) plan. The status assigned to your employment (i.e. full-time or part-time), not scheduled or actual hours worked, determine benefit eligibility.

Based on planned duration of position:

•�Regular - Positions approved for an indefinite period of time are classified as regular. •�Temporary - Positions approved for a finite period of time to fill temporary and/or occasional needs, generally less

than six months duration are classified as temporary. Employees in this category are eligible for Medical benefits as required by the ACA but are not eligible for any other Company benefits, PTO, or holidays. Temporary employment should not exceed six continuous months without review by Human Resources, division management and approval by the Vice President, Benefits.

U.S. Reserved Rights:

Lumen reserves the right to amend or terminate any employee policy – with respect to any or all classes of employees – without prior consultation with any employee, subject to any applicable laws and collective bargaining agreements. Lumen has the sole right and discretion to interpret and administer the terms of this Policy, including resolution of any questions regarding its scope, application or meaning. The decision of the Company shall be conclusive and binding on all persons.

Health care benefits

Coverage begins on your 31st day of employment for all Non-Union and Union Represented employees except Temporary Part-time, Temporary Full-time or Incidental employees. If you are temporary or an incidental employee, coverage begins on your 91st day of employment. If you fail to enroll by the deadline, you will only receive the Company paid benefit plans; Basic Life Insurance, Basic Accidental Death and Dismemberment (AD&D) and Business Travel Accident, if eligible.

If you are a rehired retiree, your retiree coverage ends at the end of the month you are rehired, and your active coverage is e�ective the first of the month following your rehire date, unless you are hired on the first of the month, then the active coverage is e�ective on the first. Once your active employment ends, your applicable retiree coverage will resume the first of the month following your termination date.

4 2021 Highlights Guide | Issued December 17, 2020

Eligibility

Please refer to the below employee classifications to determine your eligibility in the below benefit plan options/programs. Union Represented employees should refer to their Collective Bargaining Agreement:

Option/Program •�Regular Full-Time•�Term Full-Time

•�Regular Part-Time (at least 20 hours per week)

•�Term Part-Time•�Seasonal

•�Temporary Full-Time (generally less than 6 months in duration)

•�Temporary Part-Time (generally less than 6 months in duration)

•�Incidental

401K Refer to the applicable 401(k) Summary Plan Description to determine your eligibility in the 401(k) Plan on lumenbenefits.com.

Commuter •Dental •Disability (Short-Term or Long-Term after one year of service)

•

Fitness Programs (Fitness Reimbursement, Active & Fit Gym Discounts, Onsite Gym/Fitness Locations)

•

Flexible Spending Accounts (Health Care and Dependent Day Care)

• •Health Savings Account (HSA) when enrolled in the Savings High Deductible Health Plan (HDHP)

• •

Life Insurance •Medical/prescription drug coverage (including the Employee Assistance Plan (EAP))

• • •Note: You pay the total cost, 100%, for medical/prescription drug coverage.

Pension (Qwest Union Represented employees who complete a one-year period of service (12 consecutive months) beginning on the date your employment starts.)

Refer to the Qwest Pension Plan Summary Plan Description to determine your eligibility in the Pension Plan on lumenbenefits.com.

Vision •Well Connected Wellness Program (employees do not need to be enrolled in the medical/prescription drug plan to participate in the Wellness Program)

• • •

These benefits are not Company-sponsored ERISA benefits. The Company makes a number of voluntary programs and services available that you may purchase.

Voluntary Lifestyle Benefits •

http://lumenbenefits.com



Medical planWe o�er you and your eligible dependents the Bind Medical Plan – one High Deductible Health Plan (HDHP) with the option to enroll in an employee-funded Health Savings Account (HSA), and two consumer driven health plans (CDHPs), the Standard CDHP and the Premium CDHP – each with a Company-funded Health Reimbursement Account (HRA). You have the option to waive this coverage. If you waive medical, you are automatically waiving prescription drug coverage. There is one prescription drug plan, OptumRx.

Account Descriptions

The Health Savings Account (HSA) can only be elected if you choose to enroll in the Savings HDHP Plan. Annual contribution limits are determined by the IRS and for 2021 are set at $3,600 for Employee Only coverage and $7,200 for Employee + One or More. The company doesn’t o�er an HSA but works with Optum Bank to allow you to have contributions deducted directly from your paycheck. However, you can open an HSA with any financial institution, but there is no direct contribution arrangement with Lumen. You can generally enroll in an HSA anytime throughout the year. Wherever you choose to open your HSA, this is your account, and it can be used to pair with the Savings HDHP or to save towards your retiree medical expenses.

For those enrolled in the Standard or Premium Consumer Driven Health Plans (CDHPs), we include a Company-funded Health Reimbursement Account (HRA). Company contributions to the HRA are impacted by the plan and level of coverage, (i.e., employee only, Employee + Spouse/Domestic Partner, etc.) you choose and will be prorated based on your benefits e�ective date under the Plan.

Bind Health Plan High Deductible Health Plan

Consumer Driven Health Plan

Consumer Driven Health Plan

clear prices, no deductible or coinsurance

with the option to enroll in an employee-funded Health Savings Account (HSA)

with a Company-fundedHealth Reimbursement Account (HRA)

with a Company-fundedHealth Reimbursement Account (HRA)

BIND


Medical and prescription drug overview - Bind Medical Plan optionThis chart is only a snapshot summary of Bind benefits.

Clear prices. No deductible or coinsurance.Bind is health coverage designed like the other useful services of our daily lives. Choices and costs are clear—designed to be easy to understand. And you have personal control over how your benefit works for you.

Fewer barriers

With the Bind Medical Plan, there is no deductible and you don’t chip away at anything before your plan starts to pay benefits. Without a deductible, the plan starts paying whenever you use it.

An easy, intuitive experience

The MyBind app and website were built to answer your coverage and cost questions with clarity and ease. Like the other useful services in our daily lives, the MyBind app shows your full cost of a visit before you see the doctor.

Opportunities to save

When and where you look for services, we let you know when lower-cost options are around the corner or across town. And you can easily compare provider quality ratings for many providers.

How Bind prices work

Bind provides you with simple, straightforward prices that vary by provider. That means you can know what it’s going to cost before you enter the doctor’s o�ce. If that sounds di�erent, well, it is—and it’s a powerful way to make health care choices.

Some tips:•�People can easily compare provider quality ratings for many providers. And they can map-view prices of lower-cost

pharmacies across the street or across town.•�When a price says $0, that means no additional out-of-pocket cost to you.•�Treatment prices include all the services needed to complete the treatment.•�A subset of 45 plannable treatments few people need can be activated during the year--if you need it. Inactive

coverage must be activated at least three business days prior to the covered procedure. The additional paycheck deductions for the activated coverage will not count toward the out-of-pocket maximum.

Provider Visits

Procedures

*Indicates coverage that requires activation, the price noted above does not include associated paycheck deductions.

Virtual Visit Primary Care Visit Specialist Visit

$10 $90

Wound Care *Carpal Tunnel Surgery *Lumbar Spine Fusion

$45 $3,050Biopsy Labor & Delivery


Bind PricingDrugs

Prescription Drugs 30-day 90-day

Tier 1 $10 $25

Tier 2 $70 $175

Tier 3 $100 $250

Medical Infusions $425 to $1,350

Mental Health and Substance Use Disorder

Virtual Visit $10

O�ce Visit $20

Partial Day Treatment $175

Inpatient Setting $1,400

Preventative

Annual Physical $0

Vaccinations $0

Mammograms $0

Parental Care $0

Testing and Diagnostics

Basic Lab Tests, X-Rays and Ultrasounds $0

Sleep Study $75 to 240

MRI, CT Scan $150 to $575

Therapies and Rehab

Acupuncture $20

Chiropractic $20

Physical Therapy $10 to $30

Occupational Therapy $10 to $30

Speech Therapy $10 to $30

Urgent and Emergency Care

Urgent Care Visit $65

Emergency Room Visit $500

Ambulance $600

Emergency Hospitalization $1,400

Out-of-Pocket Max*

The most you will pay out of your wallet:

Employee $5,000

Employee + Spouse/Domestic Partner or Employee + Child/ren $7,500

Employee + Family $10,000


This chart is only a snapshot summary of UHC options.

Savings HDHP Standard CDHP Premium CDHPWith Employee-Funded HSA (maximum contribution):

•�$3,600 Employee•�$7,200 Employee + One or more

enrolled

Note: If you are 55 or older, you can contribute an extra $1,000 “catch-up” contribution.

With Company-Funded HRA Contribution:

•�$500 Employee•�$750 Employee + Spouse/Domestic

partner •�$750 Employee + Children •�$1,000 Family

With Company-Funded HRA Contribution:

•�$1,000 Employee•�$1,500 Employee + Spouse/Domestic

partner •�$1,500 Employee + Children •�$2,000 Family

You

Pay

In-Network Out-of-Network In-Network Out-of-Network In-Network Out-of-Network

Annual Deductible (The Deductibles are separate for In-Network and Out-of-Network providers and are not combined)

Employee Employee Employee

$1,500 $3,000 $1,500 $3,000 $1,500 $3,000

Employee + Spouse/Domestic Partner Employee + Spouse/Domestic Partner

$2,250 $4,500 $2,250 $4,500

Employee + One or more enrolled Employee + Children Employee + Children

$3,000 $6,000 $2,250 $4,500 $2,250 $4,500

Family Family

$3,000 $6,000 $3,000 $6,000

Annual Out-of-Pocket Maximum (The Out-of-Pocket Maximums are separate for In-Network and Out-of-Network providers and are not combined)

Employee Employee Employee

$3,600 $7,200 $3,600 $7,200 $3,200 $6,400

Employee + Spouse/Domestic Partner Employee + Spouse/Domestic Partner

$5,400 $10,800 $4,800 $9,600

Employee + One or more enrolled Employee + Children Employee + Children

$6,850 $14,400 (Charges in excess of the Plan’s allowable amount are not covered by the Plan.)

$5,400 $10,800 $4,800 $9,600

Family Family



Pla

n P

ays

(Aft

er D

educ

tib

le) In-Network Out-of-Network In-Network Out-of-Network In-Network Out-of-Network

Preventive Care: (No Deductible)

100% Not Covered 100% Not Covered 100% Not Covered

Inpatient (Facility), O�ce Visit, Outpatient (Facility), Prescriptions, Urgent Care

80% 50% of allowable amount



Note: When accessing Network Premium Providers or certain Freestanding Facilities, the Plan pays 85% rather than the 80% where available for services such as: Family Practice, General Surgery, OB-GYN and Pediatrics. See www.myuhc.com for these designations on providers/facilities. A freestanding symbol helps you identify opportunities to save money when you need care at an out-patient facility, diagnostic or ambulatory center, physician office or independent laboratory.

Prescription drug expenses are paid the same as any other medical expense. You will be responsible for the cost of the prescription drugs until you have met or satisfied the deductible under the Savings HDHP or the Standard or Premium CDHP. Any maintenance prescription, after two (2) retail fills, will require future fills through the mail order program through OptumRx. There is only one prescription drug administrator, OptumRx, available for enrollment in the Savings HDHP, Standard CDHP or Premium CDHP. Eligible expenses are determined solely in accordance with UnitedHealthcare’s reimbursement policy guidelines.

Medical and prescription drug overview - UnitedHealthcare Medical plan options

http://www.myuhc.com


DentalYou can choose between two dental plan options; a Basic Option and an Enhanced Option or, you have the option to waive dental coverage. These plan options di�er in terms of the amount of the annual benefit maximum, annual deductibles, orthodontia coverage and your share of the cost of coverage. Both of the Dental Plan options are administered by MetLife.

This chart is only a snapshot summary of dental benefits.

Basic option Enhanced option (includes orthodontia)

Passive PPO In and Out-of-Network (Your Dental PPO plan is passive, meaning that you will pay the same coinsurance levels, have the same deductible requirements and be allotted the same Annual Maximum value regardless of going In or Out-of- Network. In-Network services are subject to MetLife’s negotiated PDP Plus network rates. Out-of- Network services will be subject to the reasonable and customary charges. You may have additional out of pocket costs for services received from Out-of-Network providers.)

Annual Benefit Maximum (per person)

$1,000 (does not include oral surgery) $2,000 (does not include oral surgery or orthodontia)

Orthodontia Lifetime Benefit Maximum

N/A $1,500 (separate from annual individual benefit maximum)

Annual Deductible (per person)

$25 for general care and major and restorative; no deductible for diagnostic, preventive or oral surgery

$50 for general care and major and restorative (does not include orthodontia); no deductible for diagnostic, preventive or oral surgery

Lifetime Orthodontia Deductible (per person)

N/A $50

Plan Pays (after deductible) Plan Pays (after deductible)

Diagnostic and Preventive (cleanings and exams) — No deductible

100%* up to maximum allowable amount; two visits per year

100%* up to maximum allowable amount; two visits per year

X-rays

Full mouth X-rays covered once every 60 months; bitewing X-rays covered once per year, except for dependent children under age 26. Children are eligible for bitewing X-rays twice per year.

Full mouth X-rays covered once every 60 months; bitewing X-rays covered once per year, except for dependent children under age 26. Children are eligible for bitewing X-rays twice per year.

General Care (fillings, root canals and periodontics)

50%* up to maximum allowable amount 80%* up to maximum allowable amount

Major and Restorative (crowns, dentures and bridges)

50%* up to maximum allowable amount 50%* up to maximum allowable amount

Oral Surgery — No deductible

80%* no limit 80%* no limit

Orthodontia (adult and children)

Not covered50%* up to the maximum allowable amount after the $50 lifetime orthodontia deductible, per person (separate from annual deductible)

*Up to the plan maximum allowable amount. Subject to MetLife Preferred Dental Provider pre-negotiated fees or reasonable and customary charges if you see an out-of-network provider.


The vision care benefit option is administered by EyeMed. Note: You also have the option to waive vision coverage. Staying in-network (Insight-Walmart Network) helps you save money on eye exams, frames and lenses. Visiting a PLUS Provider is designed to help save you even more. Since PLUS Providers are already in our network, the additional perks are built right into your vision benefits. No promo codes, no coupons, no paperwork.

This chart is only a snapshot summary of vision benefits.

SUMMARY OF BENEFITSVISION CARESERVICES

IN-NETWORK MEMBER COST AT PLUS PROVIDERS

IN-NETWORKMEMBER COST

OUT-OF-NETWORKMEMBER REIMBURSEMENT

EXAM SERVICES

Exam $0 copay $10 copay Up to $40

Retinal Imaging Up to $39 Up to $39 Not covered

CONTACT LENS FIT AND FOLLOW-UP

Fit and Follow-Up - Standard Up to $40 Up to $40 Not covered

Fit and Follow-Up - Premium 10% o� retail price 10% o� retail price Not covered

FRAME

Frame $0 copay; 20% o� balance over $185 allowance

$0 copay; 20% o� balance over $160 allowance

Up to $112

STANDARD PLASTIC LENSES

Single Vision $25 copay $25 copay Up to $30

Bifocal $25 copay $25 copay Up to $50

Trifocal $25 copay $25 copay Up to $70

Lenticular $25 copay $25 copay Up to $70

Progressive - Standard $25 copay $25 copay Up to $50

Progressive - Premium Tier 1 $110 copay $110 copay Up to $50




LENS OPTIONS

Anti Reflective Coating - Standard $45 $45 Up to $5

Anti Reflective Coating – Premium Tier 1 $57 $57 Up to $5



Photochromic – Non-Glass $0 copay $0 copay Up to $5

Polycarbonate – Standard $40 $40 Not covered

Polycarbonate – Standard – < 19 years of age

$0 copay $0 copay Up to $5

Scratch Coating – Standard Plastic $15 $15 Not covered

Tint – Solid or Gradient $0 copay $0 copay Up to $5

UV Treatment $15 $15 Not covered

All Other Lens Options 20% o� retail price 20% o� retail price Not covered

Vision


SUMMARY OF BENEFITSVISION CARESERVICES

IN-NETWORK MEMBER COST AT PLUS PROVIDERS

IN-NETWORKMEMBER COST

OUT-OF-NETWORKMEMBER REIMBURSEMENT

CONTACT LENSES

Contacts – Conventional $0 copay; 15% o� balance over $150 allowance

$0 copay; 20% o� balance over $150 allowance

Up to $105

Contacts – Disposable $0 copay; 100% of balance over $150 allowance

$0 copay; 100% of balance over $150 allowance

Up to $105

Contacts – Medically Necessary $0 copay; paid in full $0 copay; paid in full Up to $210

OTHER

Hearing Care from Amplifon Network Discounts on hearing exam and aids; call 877-203-0675

Discounts on hearing exam and aids; call 877-203-0675

Not covered

LASIK or PRK from U.S. Laser Network 15% o� retail or 5% o� promo price; call 800-988-4221

15% o� retail or 5% o� promo price; call 800-988-4221

Not covered

FREQUENCY

Exam Once every plan year

Frame Once every plan year

Lenses Once every plan year

Contact Lenses

(Plan allows member to receive either contacts and frame, or frames and lens services)

Once every plan year


Health care benefits

Questions About Health Care Benefits?

Detailed plan information and costs can be found on lumenbenefits.com.

Commuter Spending AccountWe o�er a pre-tax benefit account that can be used to pay for public transit — including passes, fare cards or vouchers for the bus, train, subway, or vanpool — and parking expenses — including parking vouchers, direct pay parking and pre-tax cash reimbursement as part of your daily commute to and from work. You can contribute up to $270 per month on a pre-tax basis during the calendar year and then reimburse yourself for expenses incurred throughout the calendar year. Note: IRS determines the contribution amounts on an annual basis.

Employee Assistance Plan (EAP)The Employee Assistance Plan (EAP) provides confidential information, counseling and referral services to you and your family for a variety of family and personal problems. Eight visits per family member, per calendar year are covered at 100%. The EAP is provided through Optum and o�ers video counseling to ensure broad access for our employees. Callers to the EAP will have the option to speak with a counselor in person, by phone or via secure video.

Flexible Spending Accounts (FSAs) – Health Care and Dependent Day CareThe Company benefits program o�ers two types of flexible spending accounts — a Health Care FSA and a Dependent Day Care FSA. Note: If you enroll in the HDHP medical plan and enroll in the Healthcare FSA, your Healthcare FSA will be automatically set up as a Limited Purpose FSA. Medical and prescription drug expenses are not eligible for reimbursement. Instead, only dental and vision expenses are eligible for reimbursement from a Limited Purpose FSA. These optional pre-tax accounts are funded by you and can help you pay for certain expenses tax-free not covered by other benefit plans.

Employees may contribute from $150 to $2,750 annually to the health care FSA and from $150 to $5,000 annually for the dependent day care FSA. Note: IRS determines the contribution amounts on an annual basis.

WellnessOur wellness program, Well Connected, provides you with the tools and resources you need to take your health to the next level.

The program includes:

You can move toward better health and earn wellness rewards while doing so!

You and your covered spouse/domestic partner have the opportunity to earn up to $600 each ($1,200 combined) in wellness rewards annually. Your spouse/domestic partner must be enrolled in a Lumen medical plan.

•�wellness tips•�nutritional advice•�exercise goals•�guidance on how to reduce stress

•�access to tobacco cessation programs

•�maternity support programs, and more.



Life, Accidental Death and Dismemberment, and Survivor Benefit PlanOur benefit program includes life insurance and accident coverage that can provide financial protection if you or a covered family member should pass away or sustain certain serious accidental injuries.

Note: Eligible pay is the employee’s annual base pay plus anticipated target incentive (Short-Term Incentive (STI)), pay and annualized commissions for Employee Basic Life, Employee Basic Accidental Death & Dismemberment (AD&D), Employee Supplemental AD&D and Business Travel Accident. If you are a sales-related employee, as determined by the Company, eligible pay is the employee’s annual base pay plus target incentive pay and annualized commissions, excluding other compensation, such as shift di�erentials, overtime, and special allowances as determined by the Company.

Employee Basic Life Insurance Plan Employee Supplemental Life Insurance Plan

Company-paid basic life insurance is equal to 1x eligible pay rounded up to the next higher $1,000 up to $2,000,000 maximum and is payable to your beneficiaries in the event of your death. Coverage is automatic.

You may purchase coverage for yourself in an amount equal to 1x, 2x, 3x, 4x, 5x, 6x, 7x or 8x Base Pay (not eligible pay) rounded up to next higher $1,000 up to $2,000,000 maximum. You may also purchase coverage for your spouse/domestic partner equal to $5,000, $10,000, $25,000, $50,000, $75,000, $100,000 or $200,000 (cannot be more than 100% of Employee Basic Life + Employee Supplemental Life coverage). You also may purchase Child Supplemental Life Insurance equal to $3,000, $5,000, $10,000 or $20,000 for each eligible child (cannot be more than 100% of the Employee Basic Life + Employee Supplemental Life coverage).

Employee Basic Accidental Death &Dismemberment Insurance (AD&D)

Employee Supplemental Accidental Death & Dismemberment Insurance

Company-paid basic AD&D is equal to 1x eligible pay rounded up to the next higher $1,000 up to $2,000,000 maximum and is payable to your beneficiaries in the event of your death or sustain if certain physical losses as the result of an accident. Coverage is automatic.

You may purchase coverage for yourself in an amount equal to 1x, 2x, 3x, 4x, 5x, 6x, 7x or 8x eligible pay rounded up to next higher $1,000 up to $2,000,000 maximum. You may also purchase coverage for your spouse/domestic partner equal to 50% of the amount you choose for yourself up to $750,000 and 25% of the amount you choose for yourself for each eligible child up to $100,000.

Business Travel Accident Insurance (BTA)

The Business Travel Accident plan provides additional financial protection in case of accidental death or injury while you are traveling on Company business. Benefits equal 3x your eligible pay rounded up to the next higher $1,000 up to a maximum of $500,000. Coverage is automatic, and there is no cost to you.

Survivor Benefit Plan

Regular full-time active employees (Non-Union employees only) who pass away while in an active status can assign an eligible designee who will receive six months of your base salary (paid in a lump sum) based on the Survivor Benefit Policy.

Additional Life Insurance is available where you pay the cost: Employee Supplemental Life, Employee Supplemental AD&D, Spouse/Domestic Partner Supplemental Life Insurance, Spouse/Domestic Partner (AD&D) Child Supplemental and Child (AD&D).

Questions About The Life And Accident Plans?

Detailed plan information and costs can be found on lumenbenefits.com.



Voluntary lifestyle benefitsThe voluntary benefits listed below are not company sponsored and are not covered under the federal law known as “ERISA”. The company has simply chosen to allow these vendors to make these programs available to eligible employees. Your participation is your decision, completely voluntary and at your own experience.

A variety of voluntary benefit programs (employee-paid) is available to full-time employees. When enrolling you have access to group purchasing discounts and underwriting advantages that may not be available to you in the individual market.

The voluntary programs include:• Accident Insurance • Auto and Home Insurance• Cancer Program • Critical Illness Insurance• Employee Perks – A free one-stop-shop program

for exclusive discounts to may national and local merchants.

• Group Legal Plan• Hospital Indemnity Insurance• Identity Protection• Pet Insurance• Purchasing Power (Eligible after six months of

employment — no need to purchase)• SmartPath Financial Coaching

Retirement program401(k) Plan – Non-Union EmployeesWe o�er a savings program designed to help you build for your future and save for your retirement. You will become a participant on the first day of the month following 30 calendar days of employment. Your contributions will begin on the first full payroll following the first day of the month. The 401(k) plan has automatic enrollment at 3%. You may also change your deferral election to any whole percentage from 1% to 80%. Deferral elections can be changed at any time.

401(k) Plan – Union Represented EmployeesThe Company matches your 401(k) contributions at 100% of the first 1% you contribute and 60% of the next 5%, for a total maximum matching contribution of 4%. You contribute 6% to receive a 4% company matching contribution. The company matching contributions are 100% vested after two years of service with the Company.

A variety of investment funds are available for you to choose from. Investment options include three di�erent levels of investment choices to meet your individual investment needs and goals. These three levels include: Target Date Funds, Core Funds (both passive and actively managed fund options available) and a Self-Directed Brokerage Account through the Personal Choice Retirement Account (PCRA) provided through Charles Schwab. You may direct the investment of your Plan Account into one or any combination of these investment options. Each of the Plan’s investment funds o�ers di�erent opportunities and levels of risk. Choices should be made carefully on

the basis of your personal financial situation and goals.

401(k) Plan – Qwest Union Represented EmployeesWe o�er a savings program designed to help you build for your future and save for your retirement. You are eligible to participate in the Plan as soon as administratively practicable following the date of your employment. You will need to proactively enroll in the Plan. You may also change your deferral election to any whole percentage from 1% to 80%. Deferral elections can be changed at any time.

The Company matches your 401(k) contributions at 100% of the first 1% you contribute and 50% of the next 5%, for a total maximum matching contribution of 3.5%. The company matching contributions are 100% vested after one year of service with the Company.

A variety of investment funds are available for you to choose from. Investment options include three di�erent levels of investment choices to meet your individual investment needs and goals. These three levels include: Target Date Funds, Core Funds (both passive and actively managed fund options available) and a Self-Directed Brokerage Account through the Personal Choice Retirement Account (PCRA) provided through Charles Schwab. You may direct the investment of your Plan Account into one or any combination of these investment options. Each of the Plan’s investment funds o�ers di�erent opportunities and levels of risk. Choices should be made carefully on the basis of your personal financial situation and goals.


Time o� and leave programsThe Company recognizes that it’s important to balance your time at work and away from work. That’s why we o�er time o� benefits with the flexibility to help ensure that you can take time o� from work when you need it.

The time o� programs include a variety of plans intended to meet your needs for time o� for rest and relaxation, short-term illness or injury, doctor or dentist appointments, to care for a family member, or other personal time o�. The programs include:

Paid Time O� Plan - Non-Union and Union Represented EmployeesThe Paid Time O� (PTO) Plan gives you the flexibility to decide how to use your time away from work. Under this plan you have a bank of hours, accrued each pay period, that you can use for vacation, short-duration illness or injury, family illness or other personal time o�. As a new employee, you will receive a PTO accrual every pay period, which will increase with your length of service with the Company.

Note: Select Non-Union employees have access to the Flexible Time O� program, which gives you the flexibility to take time o� or shift schedules as needed with your manager’s approval. Payroll does not track time o� for those positions. Exceptions are short-term disability, extended maternity coverage, and time o� scheduled through the Family Medical Leave Act. In addition, any absence in excess of ten consecutive business days will require approval from your second level manager.

Vacation and Personal Days – Qwest Union Represented EmployeesAt the beginning of each year you will be provided a set number of vacation and personal days. The exact amount of vacation and personal time you will receive is based upon your Years of Service and employee status.

Short-Term Disability (STD) PlanShort-Term Disability Benefits provide financial support in cases of Disability lasting longer than seven (7) consecutive full or partial days, but generally not more than 182 days (6 months), which excludes the 7-day wait period.

You are automatically enrolled after one year of service and satisfy all other Plan eligibility requirements.

If you are a Union Represented Employee, refer to your respective Collective Bargaining Agreement to determine the appropriate STD waiting period (or such similar term describing the required period before payments of STD Benefits commence) and the amount of benefit available.

You may elect to have STD paid on a before-tax basis, which means STD benefits are taxed. If an election is not made, you will default to an after-tax premium basis which means STD benefits are not taxed. Changes between before-tax to after-tax or vice versa can only be made during Annual Enrollment.

Long-Term Disability (LTD) Plan

LTD insurance is designed to pay a monthly benefit to you in the event you cannot work because of a covered illness or injury. This benefit replaces a portion of your income, helping you to meet your financial commitments in a time of need. Supplemental insurance o�ers you the opportunity to choose a higher amount of LTD coverage.

The Basic LTD policy is Company paid and provides a basic level of LTD coverage. The Supplemental LTD option is paid for by you and provides a higher level of LTD coverage.

You are eligible for Basic LTD after completion of one year of service. You are eligible to enroll in the Supplemental LTD the first Annual Enrollment after completing one year of service.

Note: Union Represented employees should refer to their collective bargaining agreement for details on paid time o� and leave management programs.

Services not available everywhere. Business customers only. Lumen may change, cancel or substitute products and services, or vary them by service area at its sole discretion without notice. ©2020 Lumen Technologies. All Rights Reserved.

877-453-8353 | lumen.com | [email protected]

A Great Place to Work and Live WellIn addition to what is listed in this Guide, the Company o�ers the additional benefits and programs below:

Important Note: Union Represented employees may not be eligible for all the benefits listed below.

Executive Wellness•�Executive Exam Program•�Executive Cardiovascular Screening Program

Financial Wellness:•�Allstate Identity Protection Plan•�Annual 401(k) Day and Financial Fitness Week•�ARAG Will preparation•�Bright Horizon’s college Coaching•�Employee Assistance Program financial counseling•�MetLife Legal Plan services•�Principal Milestone financial wellness resources•�Quarterly Financial Fitness checkups•�SmartPath Financial Coaching program

Mental Wellness:•�Employee Assistance Program (EAP)•�Healthy Minds•�Rethink•�Sanvello•�Talkspace

On-site Programs:•�Biometric Screenings•�Cor Medical Clinics•�Flu Shot Programs•�Health Fairs•�Mobile Mammography•�Wellness Champions

Quit Tobacco:•�Tobacco Cessation•�Tobacco Free Medical Premium Deduction Discount

Resources While at Work:•�Corporate Social Responsibility•�Diversity & Inclusion•�Milk Stork•�Workplace Possibilities Program (WPP)

Time Away from Work:•�Bereavement•�Civic Duties•�Family and Medical Leave•�Flexible Time O� (FTO)•�Holidays•�Inclement Weather•�Military Leave•�Maternity Leave•�Paid Time O� (PTO)•�Parental Leave•�Religious Observances•�Your Own Disability

Total Population Health Management:•�2nd MD•�24-Hour Nurse Line•�ABA Therapy•�Advocacy Services•�Cancer Resource Services•�Condition Management•�Diabetes Support Programs•�Gender Identity Dysphoria•�Healthy Pregnancy Program•�Nurse Team•�Neonatal Resource Services (NRS)•�Premium Providers•�Preventive Screenings•�Transplant Resource Services

Voluntary & Additional Benefits:•�Bridging of Service•�Care@Work•�Celebrate Successes•�College Coach Program•�Discounts on Products & Services•�Employee Concessions•�Employee Referral Rewards Program•�Solutions for Caregivers•�Tuition Assistance•�Voluntary Lifestyle Benefits

Weight Loss:•�Annual Challenges•�Immersion Program•�Real Appeal•�Weight Watchers

mailto:info%40lumen.com?subject=

amazing people. amazing beneﬁts. - centurylink · 2020. 12. 17. · amazing people. amazing...

Documents