Leidos Proprietary
Disability Plans
Leidos Benefits Summary Plan Description
The Leidos Disability Program is designed to provide income in the event a participant becomes ill
or disabled and is unable to work for an extended period of time. There are two components of the
Disability Program:
Short-Term Disability
(STD)
Long-Term Disability
(LTD)
Important:
This document provides only a summary of general plan provisions. Separate Plan
Documents and Insurance Certificates are available from the Plan Administrators, which serve as
the legal documents that govern these plans.
Short-Term Disability (STD)
If a participant is sick or injured and unable to work, he may receive benefits through Short-Term
Disability (STD). Visit the How Short-Term Disability Works (STD) section to learn more.
Disability Sick Leave(DSL)
Voluntary Short-Term Disability Insurance (VSDI)
Leidos California Voluntary Disability Plan (Leidos CA VDP)
Other State-Mandated Short-Term Disability Plans and Medical Leave Programs:
o
California State Disability Insurance (CA SDI)*
o
Hawaii Temporary Disability Insurance (HI TDI)
o
Massachusetts Paid Family and Medical Leave (MA PFML)
o
New Jersey Temporary Disability Insurance (NJ TDI)
o
New York Disability Benefit Law (NY DBL)
o
Puerto Rico Temporary Disability Insurance
o
Rhode Island State Temporary Disability Insurance (RI TDI)
o
Washington State Paid Family and Medical Leave (WA PFML)
o
Washington, DC Universal Paid Family Leave (DC PFL)
* All Leidos, Inc. employees living in California are automatically covered by the Leidos California Voluntary Disability
Plan (Leidos CA VDP). Employees working at Varec, Leidos Security Detection and Automation, and Leidos
Engineering are covered by the State of California SDI program. If you are unsure which plan you participate in,
contact Employee Services at 855-553-4367, option 3 or email AskHR@leidos.com.
STD benefits may be paid for up to 180 days of continuous disability. The benefit that is paid is determined by
the length of the disability, the participant's elected disability coverage and any state disability benefits.
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Below are some important terms used in describing how a participant is eligible to receive benefits through the
disability plans:
Active Pay Status
— Employee receives pay for a normal scheduled day of work, including
regular pay, comprehensive leave, bereavement, or jury duty benefits. Active pay status does not
include employees who are on leave of absence, on whole-week voluntary or involuntary LWOP, or
receiving disability benefits (DSL, CA VDP, VSDI, or LTD).
Claims Administrator
— The organization that is accountable for receiving the participant’s
application, determining which benefits are payable and ensuring that payments are made:
o
For DSL, VSDI and Leidos CAVDP, Sedgwick administers the plans.
o
For the Hawaii state disability plan, Life Insurance Company of North America (LINA), a
New York Life company, administers the plan.
For the New Jersey, Massachusetts, New York, Rhode Island,
Hawaii,
Washington State
, Puerto
Rico
and Washington
, DC state disability and medical leave programs, the respective states
administer the plans.
Hospital Confinement
— any 24-hour period of time, or any part thereof, for which a claimant is
properly charged a full day's rate for room and board as a registered bed patient in a hospital, or
in a nursing home as defined in Section 1395X of Title 42 of the United States Code. This
includes hospital admission under inpatient status or observation status. Emergency Room Visit
and Outpatient Surgery are excluded.
Physician
– Includes physicians and surgeons holding an M.D. or D.O. degree, physician’s
assistants (PA’s), nurse practitioner’s (NP’s), psychologists, optometrists, dentists, podiatrists,
and chiropractic practitioners licensed by state law and acting within the scope of their practice
as defined by state law. For disability related to normal pregnancy or childbirth, medical certification
may be provided by a midwife or nurse practitioner.
Psychologist
– a licensed psychologist with a doctoral degree in psychology, or a doctoral
degree deemed equivalent for licensure by the Board of Psychology pursuant to Section 2914 of
the Business and Professions Code, and who either has at least two (2) years of clinical experience in
a recognized health setting or has met the standards of the National Register of the Health Service
Providers in Psychology.
Qualified Disability
— A disability that has been certified by a physician or other health care provider,
based on objective medical evidence, and subsequently reviewed and approved by the claims
administrator. Each plan may have different definitions as to what types of conditions are disabling (for
example, some state plans differ from the private insurance plans). Keep in mind that not all
disabilities will be approved.
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In general, under most short-term disability plans, a participant is considered disabled when the
participant:
o
Is physically or mentally ill, or is injured and the condition prevents him or her from performing
his or her regular work;
o
Is under the regular and continuous care of a physician or other health care provider; and
o
Is not performing work for any other employer, including self-employment.
Regardless of the plan, the participant maybe required to provide objective medical evidence to
qualify for benefits. The claims administrator will determine the types of medical documentation
needed and how frequently the documentation must be updated.
Recurring Disability
— Recurring Disability shall mean two or more intervals of disability, due to the
same cause or condition, separated by less than31 days of continuous active work with the
Company, shall be considered the same disability. Anew waiting period will not be required. The
period of time worked will count against the total leave duration approved in the initial claim. For
purposes of calculating the claimant's amount of benefits under the Plan, regular wages as of the
date of the original onset of disability shall be used.
Regular Wages
o
With respect to Regular, Full-time Employees, regular wages shall mean the scheduled
base salary amount of compensation prior to any voluntary salary reduction, excluding
overtime, shift differential pay, bonuses, commissions, stock transactions, expense
reimbursements and moving expenses in effect during the last completed payroll period
immediately prior to the date of commencement of the employee’s disability.
o
With respect to all Part-time Employees, regular wages shall mean the average weekly
compensation paid by the Company excluding overtime, shift differential pay, bonuses,
commissions, and stock transactions during the previously completed 12-week period prior
to the date of commencement of the employee's disability.
Important:
This document provides only a summary of general plan provisions. Separate documents are
available from the plan administrators, which serve as the legal documents that govern these plans.
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Overview of the Short-Term Disability (STD) Plans
Leidos' Short-Term Disability (STD) Program is made up of four components:
Disability Sick Leave (
DSL) hours, which are provided by Leidos at no cost to eligible employees;
Voluntary Short-Term Disability Insurance (VSDI)
, which is elected and paid for by the
participant;
Leidos California Voluntary Disability Plan (Leidos CAVDP),
which is paid for by
the participant; and
Other state-mandated disability or medical leave programs
in California, Hawaii, New
Jersey, Washington, Massachusetts, New York, Puerto Rico, Rhode Island and Washington, DC
If a participant becomes disabled, these STD benefits are designed to work together to replace a percentage
of a participant's regular wages prior to the disability. After a participant is certified as having a qualified
disability, STD benefits are generally payable for up to 180 days, based on the length of disability and
the program components available.
Under some circumstances, separate absences might be defined as the same disability if there were two
consecutive periods of qualified disability due to the same or a related cause or condition that are separated
by less than 31 consecutive days.
STD Program Components
PLAN
WHO PAYS FOR
COVERAGE?
WHEN DOES IT
BEGIN?
HOW LONG DOES IT LAST?
DSL
Leidos
On the 8th calendar
day, except when
hospitalized
For a maximum of 180 days or
upon exhaustion of benefits in
accordance with plan limits
VSDI
The participant
On the 8th calendar
day, except when
hospitalized
Until the end of the qualified
disability, to a maximum of 180
days
Leidos
CAVDP
The participant
On the 8th calendar
day of disability
Until the end of the 52nd week of a
qualified disability; or after the
participant has exhausted his or
her 52-week
benefit amount, if part-time
OTHER
STATE
LAWS
Varies by state;
usually both the
participant and
the employer
Varies by state
Varies by state
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How Short-Term Disability Works
How to File a Claim
If a participant becomes disabled, as defined by the Disability Program, the participant must take the
following steps to apply for benefits:
Notify supervisor and HR POC.
If enrolled in the
DSL
,
VSDI
or Leidos
CAVDP
, the participant should call Sedgwick, Leidos'
disability claims administrator, at 1-877-399-6443. Participants can contact Sedgwick to file a
claim 7 days a week/24 hours a day. The participant will need to provide Sedgwick with the
following information:
o
The participant's personal information(including name, address, phone
number and employee number);
o
The participant's health care provider's name, mailing address, phone number and fax
number; and
o
The participant's anticipated length of time away from work due to the qualified disability.
Supporting medical documentation must be provided to Sedgwick within 30 days of receiving
the initial packet or within 30 days of date of disability, whichever is later
If the participant lives in Hawaii, New Jersey, New York, Washington State, Massachusetts,
Rhode Island, Puerto Rico or Washington, DC, or if the participant lives in California and is not
eligible to enroll in the Leidos CAVDP, the participant will also need to file for state disability or
medical leave benefits. See the Other State-Mandated Short-Term Disability Plans section
for more information.
The payment of a disability claim is not automatic - the participant must take the appropriate steps or
disability benefits may be delayed or denied. Under most circumstances, if the participant is not able to contact
the claims administrator(s), a family member or other designee can initiate the appropriate steps on the
participant's behalf. The claims administrator will begin evaluating the participant's condition after receiving
notification of the disability.
How STD Benefits Are Paid
After certification of qualified disability, the participant receives STD benefits based on the length of disability,
elected coverage (VSDI), DSL balance and any state benefits.
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A participant will receive disability benefits, not to exceed 180 days, based on the following schedule:*
Week 1:
7 calendar day waiting period unless hospitalized as defined;
Weeks 2 — 10:
Up to 100% of weekly wages to a maximum plan benefit;
Weeks 11 — 19:
Up to 80% of weekly wages to a maximum plan benefit;
Weeks 20 — 26:
Up to 66 2/3% of weekly wages to a maximum plan benefit.
*If hospitalized as defined, the participant will receive:
Weeks 1-9:
Up to 100% of weekly wages to a maximum plan benefit
Weeks 10-18:
Up to 80% of weekly wages to a maximum plan benefit
Weeks 19-26:
Up to 66 2/3 of weekly wages to a maximum plan benefit
If the participant is receiving benefits from the DSL, VSDI and/or Leidos CAVDP plans:
Disability benefits will be paid through the Leidos payroll system;
The benefit amount will be reduced proportionately if a benefit is payable for less than a full week;
Benefits are paid through the participant's paychecks, through direct deposit, if applicable, as long
as the check is processed as part of the regular payroll cycle;
DSL and VSDI payments are taxable income. The Leidos CAVDP benefit payments are not
taxable.
Payroll deductions will continue to be made for medical, dental, vision, VSDI, the Group
Universal Life (GUL) Insurance Plan, and the Voluntary AD&D Insurance Plan.
Participants on part-time disability will have a one pay period delay in receiving their benefit payment.
If the participant is receiving benefits from a state-mandated STD plan:
Benefit payment schedules and taxability vary by plan;
The plan determines eligibility for benefits;
The employee will receive a separate check directly from the state plan;
Contact the state agency for specific information.
Each STD claims administrator determines eligibility for the plan it administers and makes a determination of
benefits eligibility.
Each STD plan may require, at the Plan’s expense, an independent medical evaluation. The participant
may be required to go to a doctor of the plan's choice to be examined or to have medical records sent to a
third party for review.
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In each plan, there is a formal appeal process if the participant disagrees with the determination of the
claims administrator.
For the DSL and VSDI plans, refer to "Claims Appeal and Review Procedures Under ERISA" in the
Plan Information section for more information on relevant procedures.
For all other plans, contact the claims administrator for information on the appeal process.
Pregnancy
Pregnancy is treated as a disability. Participants who are considered to be disabled due to pregnancy must
follow the same process that apply to all other disabilities. However, the 7-day waiting period for non-
hospitalization will not apply to participants who give birth at home or at birthing centers.
Participants on Rotation
A participant on a rotational work schedule (e.g. 90 days on/90 days off) who has a qualifying disability,
will be paid disability benefits even if the disability falls on a period the participant is scheduled to be off.
Home Confinement
Illnesses or disabilities that involve home confinement and that have been certified by a physician or
other health care provider qualify employees for disability benefits as of the 8th calendar day, based on
approval from the claims administrator.
Hospice
A disabled participant admitted to hospice care will not be required to complete the 7-day waiting period.
Public Health Emergencies and Pandemics
The Plan reserves the right to waive the 7-day waiting period in the event of a pandemic or public health
emergencies.
Confidentiality
All medical information that a participant and his or her physician or health care provider supply to the
disability plans is kept confidential and will be protected from unauthorized use. Certain claims may
require the use of a special, written authorization form. The participant will need to sign and return the
form as soon as possible so there is no delay in processing the claims.
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STD Claims Management
All STD plans require that the participant cooperate in collecting the medical information necessary to
review the claims and make a benefit determination. The most common reason that claim payments are
delayed is the failure of the participant's health care provider to return calls, return forms or otherwise
provide requested medical documentation.
A participant can help the claims administrators make more timely decisions by:
Explaining to the health care provider that the administrator will be contacting them;
Following up with the health care provider's office after a request for information has been made to
ensure that the information is being collected and sent to the administrator; and
Notifying the claims administrator immediately if the participant's return-to-work plans change, or
if the health condition significantly changes (for example, if a surgery is needed). This will allow the
plan administrator to help the employee file for an extension of benefits, if appropriate.
Some state plans insist that the documentation be provided only on specific forms. The health care provider
should be aware of these requirements. However, a participant who receives a letter from the state
indicating that the documentation was not provided in the appropriate format should contact his or her
health care provider immediately.
For the DSL, VSDI and Leidos CAVDP, Sedgwick will contact the participant's physician or healthcare
provider to request the appropriate documentation. In addition, Sedgwick will make a determination as to
the expected return-to-work date based on objective medical evidence provided by the participant's
physician or health care provider. If a participant's qualified disability extends beyond the original
estimated return-to-work date, the participant should have his or her physician or health care provider
complete the extension form provided by Sedgwick. Failure to provide disability extension
documentation could result in delayed or denied benefits.
Coordination Among the STD Plans
The STD Program is designed to provide a certain degree of income protection if a participant is unable to
work. The individual STD plans coordinate with each other so that participants do not receive duplicate
benefits. In addition, some offsets or deductions may be made for other plans for which the participant might
be eligible. In general, STD benefits will be offset by:
Social Security benefits (except family Social Security benefits) for any period of time during which
disability benefits are paid. Once disability benefits begin, however, they will not be further reduced by
any statutory increase in Social Security benefits. If the receipt of Social Security retirement benefits
commenced prior to the Participant's disability such benefits will not be offset;
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Any benefits based on wages payable to the participant under any worker's compensation law;
Disability benefits payable to the participant under any employer-sponsored group policy other
than the Leidos disability plans;
Disability/medical leave benefits for employee’s own serious health condition payable under any federal
or state law;
Any salary (excluding vacation pay), income or sick pay from any employer or from self-employment.
Any plan, fund or other arrangement, by whatever name called, providing disability benefits pursuant
to any Compulsory Benefit Act or law of any government.
Any government retirement or disability plan that is initiated or increased as a result of a
participant's disability.
Some portion of income or wages earned during rehabilitation employment;
Any financial settlement, award, benefit or other monetary recovery the participant receives
— through litigation or otherwise — attributable in whole or in part to the negligence, the wrongful
act or any other civil or criminal incident that resulted, in whole or in part, in the disease, illness,
incapacity or injury that substantiates the disability claim. (This offset can be made for the entire amount
of the third party recovery, regardless of whether it is attributable to lost wages, incurred medical
expenses or punitive damages.)
Although the coordination of benefits may reduce the amount received from the STD plans, all benefits
together will still equal the total amount the participant is eligible for under the STD plan(s) that he is enrolled
in.
Medical Record Fees
The participant is responsible for any fees associated with obtaining medical records and medical
certification forms related to the disability claim. However, the Plan will pay for document
translation services if necessary.
Acts of Third Parties
In the event that a participant is injured through the acts of a third party (e.g. auto accidents), the
Plan will provide benefits only under the condition that the participant agrees in writing that the
Plan will be subrogated to all rights of recovery that the participant may have as a result of the
injury. The participant must sign the Reimbursement Agreement prior to receiving claim
payments from the Plan. If the participant is incapacitated and unable to sign the agreement, the
Plan will pay the claim and pursue reimbursement at a later time.
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STD Participation and Benefit Payment Duration
When Participation in the STD Plan Ends
Participation in the STD Plans generally ends on the earliest of the following:
On the end date of the pay period which marks the termination of employment
On the end date of the pay period in which an approved leave of absence without pay commences,
except as required by law
At 12:00 midnight when a protected leave ends, if the participant fails to return to work
On the end date of the pay period in which an employee ceases to be eligible
On the end date of the pay period in which a strike occurs
On the date of termination of the Plan
When STD Benefit Payments End
STD benefits generally end when the participant:
Returns to work as cleared by the participant’s physician
Is no longer disabled as defined by the particular disability plan
Reaches the maximum duration payable under that plan
Refuses to submit to an independent medical examination (arranged and paid for by the claims
administrator) or fails to comply with any request, by the claims administrator, to help substantiate
that the participant is disabled
Is no longer under the regular and continuous care and treatment of a qualified Physician
Dies
If a participant’s disability started prior to termination of employment, disability benefits will continue to be
paid up to the maximum duration approved under the plan.
For collectively bargained participants, disability benefits will continue to be paid if a strike occurs and the
disability started prior to the strike. Benefits will be paid up to the maximum duration approved under the
plan.
For more information on when participation or benefit payments end for all disability plans, refer to the
Plan Document or Certificate of Insurance for each plan.
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Returning to Work
Leidos requires that all participants returning from a disability leave provide a “fitness for duty" or "doctor's
release" clearly stating the date he is no longer considered to be disabled, as well as the date he is able
to return to work. This document is usually a note from the health care provider stating that the
participant may return to full duty. If the healthcare provider is requesting modified duty or limited hours,
this should be discussed with the claims administrator and the workplace in advance of the participant's
return to work. A participant who does not present a release may not be allowed to work until the release
is presented.
If the Participant Becomes Disabled Again
If a participant recovers from an illness or injury and returns to full active employment with Leidos (other
than in rehabilitation employment), the participant may again be eligible for disability benefits if, within 31
days, the participant suffers another period of disability caused by, related to, and based on the same
diagnosis as the prior period of disability. If these conditions are met, the participant will not be required to
satisfy another waiting period.
However, should the participant go out on an approved disability again related to the initial claim within
31 days, the period of time worked will count against the total leave duration for the initial claim. For
example, if a participant is on approved disability for eight weeks, returns to work for two weeks and
then takes disability leave again for the same issue within 31 days, the participant is considered to
have been disabled for a total of ten weeks. Therefore, disability benefits will reflect the benefits level
payable for that week. In this example, benefits payable at week eleven will decrease to 80% of weekly
wages. Successive disability benefits will begin on the most recent date the participant was unable to
work.
The participant must notify Sedgwick within five days of the successive disability. Participants in a
state-mandated plan must also notify the appropriate state claims administrator.
For more information about what happens when a participant becomes disabled again, refer to the Plan
Document or Certificate of Insurance for each Plan.
Important:
State-mandated plans have different maximum benefit durations.
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STD Limitations and Exclusions
In general, benefits may be limited or not available at all, if:
The participant is not in an employment status that is eligible for disability benefits
The disability leave is not supported by objective medical evidence from a treating physician or other
health care provider and approved by the claims administrator
The participant is confined, pursuant to commitment, court order, or certification, in an institution, or other
place, as a dipsomaniac, drug addict or sexual psychopath
The participant has reached the maximum benefits or duration allowed under the plan
The participant receives benefits or is eligible for benefits payable under any Unemployment
Compensation Act of the United States or of any state during any period of disability leave
The participant receives wages from Leidos (excluding Paid Time Off pay) for any day. However,
benefits will be paid for any seven-day week or partial week, in an amount that does not exceed the
participant's maximum weekly benefit amount and which, when added to the wages received, does
not exceed the participant's weekly wages, exclusive of the wages paid for overtime immediately
prior to the commencement of the participant’s qualified disability.
The participant, for any day of unemployment or disability, receives or is entitled to receive benefits or
cash payments for:
o
Temporary or permanent disability under a workers' compensation or employer
liability law of
this state or any other state, or of the federal government; or
o
If the cash payments for temporary or permanent disability or a maintenance allowance,
combined with permanent disability benefits, are less than the amount of disability benefit the
participant would have received, the participant will be entitled to receive disability benefits,
reduced by the amount of such cash payments, if otherwise eligible
The participant:
o
Is incarcerated in any federal, state, or municipal penal institution, jail, medical facility, public or
private hospital, or in any other place because of a criminal conviction of a federal, state or
municipal law or ordinance; or
o
Commits a crime and is disabled due to an illness or injury, caused by, or arising out of the
commission of, arrest, investigation, or prosecution of any crime that results in a felony
conviction.
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For any period of disability the participant records uncompensated time, overtime, bereavement,
jury duty, voting, or holiday on his or her timecard.
The employer can provide alternative employment that is within the capabilities of the employee,
and that has status and compensation comparable to the employee’s regular occupation as
determined solely by the employer.
The participant has willfully, for the purpose of obtaining benefits, either made a false statement or
representation, with actual knowledge of the falsity thereof, or withheld a material fact, in order to
obtain any benefits from the Plan.
The disability is:
o
Not disabling (i.e., do not prevent the employee from doing his or her job)
o
Incurred during, or as a result of, engaging in a criminal act
o
Incurred while on layoff or leave of absence (FMLA and similar protected leaves),
severance, military leave, or any other status where the participant was not engaged in
active employment with Leidos
o
Incurred while on full-time or part-time long-term disability
o
Incurred while the employee was on unauthorized absence, or was not an employee
o
Incurred as a result of service in any armed forces, except as required by law
o
Intentionally self-inflicted
o
Incurred because the participant was not receiving care or following the prescribed
treatment plan that is:
From a healthcare provider whose training and clinical experience are suitable for
treating the disease, illness, incapacity or injury
Consistent in type, frequency and duration of treatment with relevant guidelines of
national medical, research, and health coverage organizations and governmental
agencies
Consistent with the diagnosis of the condition
For the purpose of maximizing medical improvement
The participant is not under the continuous care and treatment of a duly qualified physician
The illness or injury is caused by any act of war, declared or undeclared, or insurrection, except
while traveling overseas on company business.
The disability is filed more than 60 days after the qualified disability began.
For more information on limitations and exclusions, refer to the Plan Document or Certificate of Insurance for
each plan.
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Disability Sick Leave (DSL)
Disability Sick Leave (DSL), which is company provided and administered by Sedgwick, provides
participants with paid time off for short-term illness or injury (maximum of 180 days). If a participant becomes
sick or is injured, DSL can be used to replace income or augment other short- term disability payments to the
maximum level of DSL benefits available, based on the length of disability leave.
A participant receives DSL hours on the first day of hire or transfer date into a benefit-eligible status.
Thereafter, a participant receives DSL hours on each employment anniversary. A participant receives up to 80
hours of DSL each year. Participants can accumulate up to 1,560 hours of DSL. Unused DSL hours are not
payable upon termination. Employees scheduled to work less than 40 hours per week will receive a prorated
number of DSL hours equivalent to two times their scheduled work week on their DSL anniversary date.
The commencement of DSL benefits depends on the circumstances of the participant's disability. DSL is
payable:
On the first day of a qualified disability if the participant is hospitalized as
defined
;
On the eighth calendar day of a qualified disability.
Should it be medically necessary for the participant to reduce work hours by 25% or more, but not cease work
entirely, the reduced workday will be applied to serve the waiting period consecutively for seven (7) calendar
days.
DSL benefits are payable for up to 180 days for any one period of disability. DSL may not be used to
supplement Long-Term Disability (LTD) benefits, even if the participant has DSL available.
Any DSL benefits participants receive are taxable, and payroll deductions for elected benefits will continue to
be made while a participant receives DSL benefits.
Based on the length of disability and the DSL hours available:
A participant who is unable to work due to a qualified disability may receive a weekly benefit of up to
100% of his regular wages after satisfying the waiting period. These benefits are available for
weeks two (2) through ten (10) of disability.
If eligibility continued, after 10 weeks of disability, a participant may receive up to a maximum of 80% of
his regular wages. These benefits are available through the 19th week of disability.
If the participant remains eligible after the 19th week of disability, he may receive up to 66 2/3% of his
regular wages. These benefits are available through the 26th week of disability not to exceed 180
days.
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Voluntary Short-Term Disability Insurance (VSDI)
Eligible employees can purchase additional STD coverage through Voluntary Short-Term Disability
Insurance (VSDI). This plan is intended to integrate with other Leidos plans such as DSL, Leidos CAVDP
and state-mandated programs. Contributions are made on a pre-tax basis. VSDI is administered by
Sedgwick.
VSDI benefits begin:
On the first day of a qualified disability if the participant is hospitalized as defined; or
On the eighth calendar day of a qualified disability.
Should it be medically necessary for the participant to reduce his or her hours by 25% (minimum two
hours for an eight hour workday) or more, but not cease work entirely, the reduced workday will be applied
to serve the waiting period consecutively for seven calendar days.
A participant who elects VSDI will be eligible to receive up to 80% of his or her total disability benefit (not to
exceed plan maximums) from the VSDI plan.
The VSDI schedule illustrates the integration of VSDI with other disability plans such as DSL and other state
plans for periods of up to 26 weeks, not to exceed 180 days.
VSDI Schedule
PERIOD OF
DISABILITY
TOTAL PAY
(From all sources)
VSDI
(Integrated with state plan, if
applicable)
DSL PORTION
WEEK 1
0
(7-day waiting period)
0
(7-day waiting period)
0
(7-day waiting
period)
WEEKS 2 – 10
100% of regular weekly
wages
80%
(maximum weekly benefit of $4,808)
20%, as available
WEEKS 11 – 19
80% of regular weekly wages
80%
(maximum weekly benefit of $3,846)
20%, as available
WEEKS 20 – 26*
66 2/3% of regular weekly
wages
80%
(maximum weekly benefit of $3,202)
20%, as available
* Not to exceed 180 days
Example:
For a participant who does not live in a state with a mandated plan, has enrolled in VSDI and is
making $1,000 per week, he or she would be eligible for the following disability benefits:
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Example VSDI Payment Schedule
LENGTH OF
DISABILITY
TOTAL BENEFIT
(From all
sources)
VSDI
(Integrated with state plan, if
applicable)
DSL BENEFIT
WEEK 1
0
0
0
WEEKS 2 – 10
$1,000
$800
$200**
WEEKS 11 – 19
$800
$640
$160**
WEEKS 20 – 26*
$667
$534
$133**
* Not to exceed 180 days
** Based on DSL balance
If hospitalized as defined, the participant will receive:
Weeks 1-9:
Up to 100% of weekly wages to a maximum plan benefit
Weeks 10-18:
Up to 80% of weekly wages to a maximum plan benefit
Weeks 19-26:
Up to 66 2/3 of weekly wages to a maximum plan benefit
For the same participant who has elected not to enroll in VSDI, all benefits would be paid from the DSL plan and
state plan where applicable.
Any VSDI benefits participants receive are taxable, and payroll deductions for elected benefits will continue to
be made while a participant receives VSDI benefits.
Leidos California Voluntary Disability Plan (Leidos CA VDP)
Employees who work for a covered California Leidos organization are automatically enrolled in a special short-
term disability insurance plan, the Leidos California Voluntary Disability Plan (Leidos CA VDP). This
excludes employees working for subsidiaries who are covered by the State of California Short-Term Disability
Insurance (CA SDI) program.
The Leidos CA VDP is administered by Sedgwick and meets or exceeds the requirements of the state of
California.
Participants pay for coverage through contributions that are no higher than the contribution rate for the
California State Disability Insurance Plan. These rates are established each year by the California
Employment Development Department. For the 2021 plan year, the contribution rate has been set at 1.2
percent of taxable wages. The maximum salary subject to this contribution is $128,298. The maximum
contribution is $1,539.58 in 2021.
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If a participant is enrolled in Leidos CA VDP and is unable to work due to a qualified disability, the
plan pays benefits equal to 60% to 70% of a participant's regular base wages. The current weekly
maximum is $1,357 per week (as of January 1, 2021). The weekly benefit maximum is set each year by
the State of California. This is a calendar-day plan, so each day's benefit during a qualified disability is
one-seventh of a participant's weekly benefit.
The Leidos CAVDP will pay benefits after a mandatory seven-calendar-day waiting period, but for no
more than 52 weeks (or 52 times the weekly amount). If a participant does not cease work entirely,
but there is a medical necessity to reduce his or her hours by 25% or more because of a disabling
condition, the waiting period may be satisfied with seven consecutive days of partial disability.
Participants who also work for employers other than Leidos are entitled to receive a prorated benefit
from those employers' disability plans in addition to any Leidos CA VDP benefit payments. Payments
from each plan depend on the number of plans involved. The total amount a participant can receive from
each disability plan will equal the portion payable under the California State Disability Insurance Plan. If
the participant's employer has a private disability plan (as Leidos does) additional benefits may be
payable.
Leidos CAVDP benefit payments are non-taxable, and certain payroll deductions will continue to be made
while a participant is receiving Leidos CA VDP benefits.
If you have any questions about this Voluntary Plan or wish to withdraw from the Leidos CA VDP, contact HR
Employee Services at 855-553-4367, option 3 or email AskHR@leidos.com.
To report a claim, contact Sedgwick, Leidos' disability claims administrator, at 1-877-399-6443.
Leidos CA VDP Benefit Limitations
Leidos CA VDP benefits may be limited or not available at all, if:
The participant is not an employee as defined in the plan;
The participant did not meet the seven-day consecutive waiting period;
The participant does not work for a Leidos organization that participates in this program;
The disability is not supported by a certificate from a physician or health care provider stating a
diagnosis, the medical facts within his or her knowledge, a conclusion with respect to the disability and
an opinion with respect to the probable duration of the disability:
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o
Physicians or other health care providers are required to submit an ICD diagnostic code or a
detailed description of symptoms. The physician's or other healthcare provider's certificate
must be based on a physical examination;
o
If the participant has been referred or recommended by a competent medical authority to
participate as a resident in an alcoholism recovery program or drug residential program, the
participant need not show actual disability;
o
Certification of disability may also be accepted from any duly authorized medical officer of any
medical facility of the United States government; the registrar of a county hospital in this state;
the duly authorized or accredited practitioner of any bona fide church sect, denomination,
or organization, which depends for healing entirely upon prayer and spiritual means;
o
Certification is not required if the participant submits evidence of receipts of temporary or
permanent benefits under a workers' compensation law for any day for which he or she is
entitled to receive disability benefits reduced by such temporary or permanent worker's
compensation benefits;
The participant is receiving unemployment benefits;
The participant is receiving wages or regular wages from any employer, except that benefits will be
paid for any week or partial week not to exceed the maximum weekly benefit amount which, when
added to the wages or regular wages, does not exceed the participant's weekly regular wages prior
to the beginning of the disability;
The participant is confined by court order or certification as a dipsomaniac, drug addict or sexual
psychopath;
The participant has knowingly made a false statement or representation in order to receive any
benefits under this plan;
The participant is incarcerated because of a criminal conviction or he or she commits a crime and
becomes disabled due to an illness or injury in any way caused by, or arising out of the commission
of, arrest, investigation, or prosecution of any crime that results in a felony conviction; or
The participant is receiving or is entitled to receive benefits or cash payments for temporary
disability, vocational rehabilitation maintenance allowance or permanent disability benefits under
workers' compensation law. However, if these benefits are less than the amount the participant
would otherwise receive as benefits under this plan, he or she will be entitled to receive disability
benefits reduced by the amount of these workers' compensation payments. Benefits will be limited to
the state plan rate for disabilities occurring during the extended coverage period following the
beginning of a layoff without pay or a leave of absence without pay.
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Other State-Mandated Short-Term Disability Plans and Medical Leave Programs
In certain states, other short-term disability plans or medical leave programs will pay benefits. These
plans include:
California State Disability Insurance*
Hawaii Temporary Disability Insurance
Massachusetts Paid Family and Medical Leave
New Jersey Temporary Disability Insurance
New York Disability Benefit
Puerto Rico Temporary Disability Insurance
Rhode Island State Temporary Disability Insurance
Washington State Paid Family and Medical Leave
DC Universal Paid Family Leave
* All Leidos, Inc. employees living in California are automatically covered by the Leidos California Voluntary Disability
Plan (Leidos CA VDP). Employees working at Varec, Leidos Security Detection and Automation, and Leidos Engineering
are covered by the State of California SDI program. If you are unsure which plan you participate in, contact Employee
Services at 855-553-4367, option 3 or email AskHR@leidos.com.
The state-mandated plans are administered by the participant's respective states. These plans are required
by state law.
DSL and VSDI are supplements to these plans, which means that the State plans pay first and DSL/VSDI will
make up the difference, up to the benefit level that the plans would normally pay.
Contact Information for State-Mandated Plans
For more detailed information about these state-mandated plans, contact the following:
Contact Information for State-Mandated Plans
State Mandated Short-Term Disability
Contact Information
California State Disability Insurance
Employment Development Department
800 Capitol Mall
Sacramento, CA 95814
1-800-480-3287
If you are covered under the Leidos California Voluntary
Disability Plan (CA VDP), contact Sedgwick at 1-877-399-
6443.
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Contact Information for State-Mandated Plans
State Mandated Short-Term Disability
Contact Information
Hawaii Temporary Disability Insurance
For claims:
ESIS
P.O. Box 1639
Honolulu, HI 96806
ESIS Phone: 1-800-779-6249
State Plan General Contact Information:
Disability Compensation Division
830 Punchbowl Street, Room 209
Honolulu, HI 96813
808-586-9188
Massachusetts Paid Family and Medical Leave
Department of Family & Medical Leave
833-344-7365
New Jersey Temporary Disability Insurance
Division of Disability Insurance Service
Department of Labor
P.O. Box 387
Trenton, New Jersey 08625
609-292-7060
New York Voluntary Disability Insurance
For claims:
New York State Insurance Fund
Disability Benefits
P.O. Box 66698
Albany, NY 12206
866-697-4332
State Plan General Contact:
Disability Benefits Bureau
Workers Compensation Board
P.O. Box 9029
Endicott, NY 13761-9029
800-353-3092
Puerto Rico Temporary Disability Insurance
Bureau of Employment Security Disability Insurance Program
505 Ave Munoz Rivera
San Juan, Puerto Rico 00918-3514
787-625-7900 or 787-754-5353
Rhode Island State Temporary Disability
Insurance
Dept. of Labor and Training Temporary Disability Insurance
1511 Pontiac Avenue
Cranston, Rhode Island 02920-4407
401-462-8420
Washington State Paid Family & Medical Leave
Employment Security Department
Washington State
833-717-2273
DC Universal Paid Family Leave
Office of Human Rights
District of Columbia
441 4
th
Street NW, Suite 570
Washington, DC 20001
202-899-3700
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Voluntary Long-Term Disability (LTD)
After 180 days of disability, a participant may be eligible to receive benefits through Long-Term Disability
(LTD) insurance if elected. LTD benefits are designed to provide you with income if you are absent from
work for six consecutive months or longer due to an eligible illness or injury.
In some states, LTD benefits may be paid at the same time as STD benefits. When this occurs, benefits
will be integrated with other sources (refer to your LTD evidence of coverage for more information).
Below are some important terms used in describing how a participant is eligible to receive benefits
through the LTD Plan:
Qualified Disability
— One where a participant cannot perform his or her own occupation in the
first two years of disability. After two years of disability, a qualified disability is one where a
participant is unable to perform any occupation that he or she is reasonably qualified to hold.
Refer to the LTD evidence of coverage, issued by Life Insurance Company of North America
(LINA), a New York Life company, for more information on criteria for "own occupation" versus”
any occupation."
The participant will be required to provide objective medical evidence to LINA, the claims
administrator, to qualify for benefits. The plan administrator will determine the types of medical
documentation needed and how frequently the documentation must be updated.
Claims Administrator
—
Life Insurance Company of North America
(LINA), a New York
Life company.
Claims Fiduciary
—
Life Insurance Company of North America
(LINA), a New York Life
company.
The plan administrator has appointed
Life Insurance Company of North America
(LINA), a New
York Life company, as the claims fiduciary for adjudicating claims for benefits under the Plan, and for
deciding any appeals of denied claims. The Insurance Company shall have the authority, in its
discretion, to interpret the terms of the Plan, to decide questions of eligibility for coverage or benefits
under the Plan, and to make any related findings of fact. All decisions made by the Insurance Company
shall be final and binding on Participants and Beneficiaries to the full extent permitted by law.
Important:
This document provides only a summary of general plan provisions. A separate evidence of
coverage is available from LINA, which serves as the legal document that governs the plan.
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Overview of LTD Benefits
If a participant is unable to work after 180 days of continuous disability, he or she may become eligible to
receive LTD benefits if elected. LTD provides a monthly benefit equal to 60 percent of an employee’s base
monthly salary not to exceed $14,500 per month.
Employees enrolled in LTD pay 100 percent of the cost on an after-tax basis thereby providing a tax-free
benefit when received.
LTD is underwritten by LINA (a New York Life company), and a participant must meet the Plan's criteria for
disability to qualify for income replacement under this program. Refer to the Plan's evidence of
coverage for more information about qualifying for income replacement.
The following maximum benefit periods apply:
Duration of LTD Benefit
AGE WHEN PARTICIPANT'S
DISABILITY BEGINS:
MAXIMUM BENEFIT PERIOD:
AGE 62 OR UNDER
The employee's 65th birthday or the date the 42nd Monthly
Benefit is payable, whichever is later
AGE 63
The date the 36th Monthly Benefit is payable
AGE 64
The date the 30th Monthly Benefit is payable
AGE 65
The date the 24th Monthly Benefit is payable
AGE 66
The date the 21st Monthly Benefit is payable
AGE 67
The date the 18th Monthly Benefit is payable
AGE 68
The date the 15th Monthly Benefit is payable
AGE 69 OR OLDER
The date the 12th Monthly Benefit is payable
How LTD Works
What to Do in Case of a Long-Term Disability
If a participant is unable to work due to a qualified disability lasting more than 180 days, he or she may be
eligible for LTD benefits if elected.
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To assist the employee in transitioning from short-term to long-term disability claim with LINA, the following
will occur 45 days prior to Short-Term Disability (STD) maximum duration:
1.
For participants who elected LTD, Sedgwick will send all open STD claims to LINA via an
electronic file. LINA plan administrators will also have access to the Sedgwick system to view
pertinent claims information.
2.
Sedgwick will send a letter notifying the claimant that the claim was referred to LINA for evaluation
of LTD Benefits.
3.
LINA will acknowledge receipt of claim by sending out a confirmation letter to the employee once
the online submission is completed.
4.
Within 10 days, a dedicated claim manager will contact the employee via telephone to
introduce themselves and notify the employee of the process. A follow-up letter will be sent
following this conversation to notify the claimant of any outstanding information and all applicable
policy provisions.
Definition of Disability / Disabled
A participant is disabled if, because of injury or illness:
He or she is unable to perform all the duties of his or her regular occupation, or only because of the
injury or illness he or she is unable to earn more than 80% of his or her indexed covered earnings;
and
After disability benefits have been paid for 24 months, he or she is unable to perform all the duties of
any occupation for which he or she may reasonably become qualified based on education, training
or experience, or only because of the injury or illness he or she is unable to earn more than 80% of
his or her indexed covered earnings. Refer to the evidence of coverage for more information
about indexed covered earnings.
How LTD Benefits Are Paid
If the participant is receiving benefits from the LTD plan:
Disability benefits are paid once a month;
Benefits can be sent through the mail, or electronically deposited;
If not directed otherwise, the participant will receive a check mailed to his or her home or address of
record from the insurance company; and
There are no deductions other than applicable taxes and offsets (see the evidence of coverage for
more details).
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Pre-Existing Conditions
LTD benefits will not be paid for any disability caused by, contributed to or resulting from a pre-existing
condition that is diagnosed or treated within a three month time period before the LTD coverage
effective date. For this policy, a "pre-existing condition" means any injury or illness for which the
participant:
Received medical treatment, care or services including diagnostic measures; or
Took prescribed drugs or medicines; or
Incurred expenses
The pre-existing condition limitation will apply to any added benefits or increases in benefits. It will
not apply to a period of disability that begins after you are in active service for at least 12 months after
your most recent effective date of insurance or the effective date of any added or increased benefits.
The pre-existing condition limitation will not apply to a participant covered under a prior plan who satisfied
that plan's pre-existing condition limitation, if any. It will still apply to any benefit amount greater than that of
the prior plan. If the participant did not completely satisfy the pre-existing condition limitation of the prior plan,
he or she will receive credit for any time that was satisfied. For any person who becomes an employee
of the employer as a part of an acquisition, the pre-existing condition limitation will not apply.
Time will not be credited for any day a participant is not actively at work due to his or her injury or illness.
The pre-existing condition limitation will be extended by the number of days the participant is not actively at
work due to his or her injury or illness.
Benefit Maximums for Certain Conditions
LTD benefits will be paid on a limited basis during a participant's lifetime for a disability caused by, or
contributed to by, any of the following conditions. Once 24 monthly disability benefits have been
paid, no further benefits will be paid for any of the following conditions:
Alcoholism
Anxiety disorders
Delusional(paranoid) disorders
Depressive disorders
Drug addiction or abuse
Eating disorders
Mental illness
Somatoform disorders (psychosomatic illness)
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If before reaching the lifetime maximum of 24 monthly benefits, a participant is confined in a hospital for
more than 14 consecutive days for the appropriate care of any of the conditions listed above, that period will
not count against the lifetime limit.
For a complete list of the LTD plan's limitations and exclusions, refer to the plan's evidence of coverage.
The Plan Determines Eligibility and Certifies Disability
The plan’s claims administrator, LINA, determines eligibility and makes a determination of disability.
LINA, at its expense, has the right to examine, as often as reasonably required, any participant with a
pending claim. LINA may also require an autopsy, at its expense, unless prohibited by law.
There is a formal appeal process if the participant disagrees with the determination of the claims
administrator. For more information on the appeal process, refer to the plan's evidence of coverage.
Confidentiality
All medical information that a participant and his or her physician supply to the LTD plan is kept confidential
and will be protected from unauthorized use. Certain claims for non-occupational disability benefits may
require the use of a special, written authorization form. If a participant receives one of these forms, he or
she will need to sign and return it as soon as possible so there is no delay in processing the claim.
LTD Claims Management
The LTD plan will require that the participant cooperate in collecting the medical information necessary to
review the claim and make a benefit determination. The most common reason that claim payments are
delayed is the failure of the participant's health care provider to return calls, return forms or otherwise
provide medical documentation. A participant can help the plan administrators make more timely
decisions by:
Explaining to the health care provider that the administrator will be contacting them;
Following up with the health care provider's office after a request for information has been made
to ensure that the information is being collected and sent to the administrator; and
Notifying LINA immediately if the participant's return-to-work plans change, or if the health
condition significantly changes (for example, if a surgery is needed). This will allow the plan
administrator to help the employee file for an extension of benefits, if appropriate.
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Continuation of Insurance
Disability insurance continues if a participant's active service ends because of a disability for which covered
benefits are or may become payable. Premiums for the participant will be waived while disability
benefits are payable. If the participant does not return to active service, this insurance ends when the
disability ends or when benefits are no longer payable, whichever occurs first.
If a participant's active service ends due to an employer-approved unpaid leave of absence, insurance for
that participant will continue for up to 24 months if the required premium is paid.
If a participant's active service ends due to family medical leave of absence, insurance for that participant
will continue for up to 12 weeks if the required premium is paid.
Rehabilitation During a Period of Disability
If, while a participant is disabled, the plan determines that he or she is a suitable candidate for rehabilitation,
he or she may participate in a rehabilitation plan. The terms and conditions of the rehabilitation plan must
be mutually agreed upon by the participant and the plan.
The plan may require a participant to participate in a rehabilitation assessment or a rehabilitation plan
at its expense. The plan will work with the participant, the employer and the participant's physician
and others, as appropriate, to develop a rehabilitation plan. Disability benefits will not be paid if the
participant refuses to participate in the rehabilitation efforts.
The rehabilitation plan may, at the plan's discretion, allow payment of the participant's medical
expense, education expense, moving expense, accommodation expense or family care expense
while he or she participates in the program.
A "rehabilitation plan" is a written agreement between the participant and the plan in which the plan
agrees to provide, arrange or authorize vocational or physical rehabilitation services.
Work Incentive Benefits
For the first 12 months the participant is eligible for a disability benefit, the disability benefit is
determined based on the minimum and maximum disability benefit. If for any month during this period,
the sum of the participant's disability benefit, current earnings and any additional other income
benefits exceeds 100% of his or her indexed covered earnings, the disability benefit will be reduced by
the excess amount.
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After the first 12 months, the disability benefit is determined based on the minimum and maximum
disability benefit, reduced by 50% of his or her current earnings received during any month he or
she returns to work. If the sum of the participant's current earnings and any additional other
income benefits exceeds 80% of his or her monthly indexed covered earnings, the disability benefit
will be reduced by the excess amount figured above. No benefits will be paid if the plan
determines the participant is able to work under a transitional work arrangement or other
modified work arrangement and he or she refuses to do so.
Current earnings include any wage or salary for work performed while disability benefits are payable. If
participant is working for another employer on a regular basis when disability begins, current earnings
will include any increase in the amount he or she earns from this work during the period for which
disability benefits are payable.
Survivor Benefits
The plan will pay a survivor benefit if a participant dies while monthly benefits are payable. The
benefit will equal 100% of the sum of the last full disability benefit payable to the participant
plus any current earnings by which the disability benefit was reduced for that month. A single
lump sum payment equal to 6 monthly survivor benefits will be payable.
Benefits will be paid to the participant's spouse or registered domestic partner. If there is no spouse
or registered domestic partner, benefits will be paid in equal shares to the participant's surviving
children. If there are no spouse/registered domestic partner and no children, no benefits will be
paid.
"Spouse" means a participant's lawful spouse. "
Registered Domestic Partner
" is defined in the
Eligibility section. "Children" means a participant's unmarried children under age 26 who are
primarily dependent upon the participant for support and maintenance. The term includes a
stepchild living with the participant at the time of his or her death.
Coordination with Other Benefits
Social Security Disability Benefits
When a participant is unable to work for an extended period of time, he or she may be eligible for Social
Security Disability Income (SSDI). SSDI allows an employee to receive income.
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A participant who is disabled should apply for SSDI as soon as it is clear that the duration of the disability
will be longer than six months. When the participant applies for LTD benefits, LINA will require that the
participant apply for SSDI benefits, and will offer assistance throughout the SSDI application process.
If the participant is eligible for Social Security disability benefits, any such payment will be subtracted from
disability benefits he or she receives from the disability plans.
It is not uncommon for the SSDI application and approval process to take several months, and for benefits
paid to be retroactive back to a certain date of disability. A participant receiving LTD benefits will be asked by
LINA to sign an Overpayment Reimbursement Agreement stating that he or
she will reimburse LINA for any Social Security benefits received for the same period of time he or she was
receiving disability benefits.
Other LTD Benefits
The LTD plan is designed to provide a certain degree of income protection if a participant is unable to work
for long periods of time. However, the plan may reduce the disability benefit paid if, while a participant is
disabled, he or she may be eligible for benefits from other income sources. If so, benefits may be reduced
by the amount of these other income benefits, including:
Any amounts which the participant or any dependents receive(or are assumed to receive) under:
o
the Canada and Quebec Pension Plans;
o
the Railroad Retirement Act;
o
any local state, provincial or federal government disability or retirement plan or law as it
relates to the participant;
o
any employer sick leave plan;
o
any work loss provision in mandatory "No-Fault" auto insurance;
o
any Workers' Compensation, occupational disease, unemployment compensation law or
similar state or federal law, including all permanent as well as temporary disability benefits.
This includes any damages, compromises or settlement paid in place of such benefits,
whether or not liability is admitted;
Any Social Security disability benefits the participant or any third-party receives(or are assumed
to receive) on the participant's behalf or for his or her dependents; or, which his or her dependents
receive (or are assumed to receive) because of the participant's entitlement to such benefits;
Any employer-funded retirement plan benefits. "Retirement plan "means any defined benefit or
defined contribution plan sponsored or funded by a participant's employer. It does not include:
o
an individual deferred compensation agreement;
o
a profit sharing or any other retirement or savings plan maintained in addition to a
defined benefit or other defined contribution pension plan;
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o
any participant savings plan including a thrift, stock option or stock bonus plan, individual
retirement account or 401(k) plan;
Any proceeds payable under any franchise or group insurance or similar plan. If there is other
insurance that applies to the same disability claim, and which contains the same or a similar provision
for reduction because of other insurance, the plan will pay the proportion of the total benefit payable
under the policy, without other insurance, as it applies to the total benefits under all such policies;
Any amounts paid because of lost earnings or loss of earning capacity through settlement,
judgment, arbitration or otherwise, where a third party may be liable, regardless of whether
liability is determined;
Any wage or salary for work performed. If a participant is covered for Work Incentive Benefits,
the plan will only reduce disability benefits to the extent provided under the Work Incentive Benefit in
the Schedule of Benefits.
Although this coordination of benefits may reduce the amount received from the LTD plan, all benefits
together will still equal the total amount the participant is eligible for under the LTD plan.
When LTD Benefits End
Returning to Work
Leidos requires that all participants returning from LTD provide a "fitness for duty" or "doctor's
release" when he or she returns to work. This document is usually a note from the health care
provider clearly stating he or she is not considered to be disabled, as well as the date he or she is
able to return, as well as the date of release that the participant may return to full duty. If the healthcare
provider is requesting modified duty or limited hours, this should be discussed with LINA and the
workplace in advance of the participant's return to work. A participant who does not present a release may
not be allowed to work until the release is presented.
When LTD Benefit Payments End
LTD benefits end:
When the participant is eligible for coverage under a plan intended to replace this coverage;
When the insurance policy is terminated;
When the participant is no longer eligible;
On the day after the period for which premiums are paid; or
When the participant dies.
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If a participant’s disability started prior to termination of employment, disability benefits will
continue to be paid up to the maximum duration approved under the Plan.
For collectively bargained participants, disability benefits will continue to be paid if a strike occurs
and the disability started prior to the strike. Benefits will be paid up to the maximum duration
approved under the Plan.
For more information about when LTD benefits end, refer to the plan's evidence of coverage.
If a Participant Becomes Disabled Again
Once a participant is eligible to receive LTD disability benefits, separate periods of disability resulting
from the same or related causes are considered a continuous period of disability unless the participant
returns to active service with Leidos for more than six consecutive months. A period of disability is not
continuous if separate periods of disability result from unrelated causes or the
later disability occurs after coverage ends.
If a participant is eligible for coverage under a plan that replaces this disability plan, the successive periods
of disability provision will not apply.
For more information about what happens when a participant becomes disabled again, refer to the plan's
evidence of coverage.
What the LTD Plan Does Not Cover
LTD benefits will not be paid for a disability that results, directly or indirectly, from:
Suicide, attempted suicide, or whenever a participant injures himself or herself on purpose;
War or any act of war, whether or not declared (For Class 1 employees only);
Serving on full-time active duty in any armed forces. If the participant sends proof of military
service, the plan will refund the portion of the premium paid to cover the participant during a
period of such service;
Active participation in a riot;
Commission of a felony; or
Revocation, restriction or non-renewal of a participant's license, permit or certification
necessary to perform the duties of his or her occupation unless that is due only to covered
injuries or illnesses.
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LTD benefits will not be paid for any period of disability during which the participant:
Is incarcerated in a penal or corrections institution;
Is not receiving appropriate care under a licensed physician;
Fails to cooperate with the plan in the administration of the claim, such as providing any
information or documents needed to determine whether benefits are payable or the
actual
benefit amount due;
Refuses to participate in rehabilitation efforts as required by the plan; or
Refuses to participate in a Transitional Work Arrangement or other modified
work arrangement.
"Transitional Work Arrangement" means any work offered to the participant by Leidos or an affiliated
company while the participant is disabled and which may be his or her own or any occupation. The
term includes but is not limited to reassigned duties, work site modification, flexible work
arrangements, job adaptation or special equipment.
For more information about what the LTD Plan does not cover, refer to the plan's certificate of coverage.
Conversion Privilege
If a participant's coverage ends because employment with Leidos ends, or a participant is laid off or on
an uninsured leave of absence, he or she may be eligible for long-term disability conversion
insurance. To be eligible, a participant must have been insured for disability benefits and actively at work
for at least 12 months. A participant must apply for conversion insurance within 62 days after coverage
ends. The benefits of the conversion plan will be those benefits offered at the time a participant
applies. The premium will be based on the rates in effect for conversion plans at that time.
Conversion insurance is not available if any of the following conditions apply:
A participant is retired or age 70 or older;
A participant is not in active service because of disability; or
The insurance policy is canceled for any reason.