Benefits Overview
2025
Table of Contents
3 Welcome
4 Eligibility and Enrollment
5 Medical Benefits
9 Dental Benefits
12 Vision Benefits
15 Voluntary Life Insurance
17 Disability Benefits
18 EAP
19 FSA
20 HSA
21 Additional Perks
23 Contact Information
24 Notices
2
Welcome
At Bugcrowd Inc, we appreciate your commitment and contributions to our company’s success. Each year, we strive to offer benefit plans to our employees that offer you and your family comprehensive and affordable health and wellness protection. We are confident that you will find our 2025 benefit offerings to be of excellent value to you and to your dependents. In the following pages, you will find a summary of our benefit plans for 2025. Please read this guidebook carefully as you prepare to make your elections for the upcoming plan year to ensure that you select the coverage that is right for you.
About this Guidebook
This benefits guidebook describes the highlights of Bugcrowd’s benefit program in non-technical language. Your specific rights to benefits under the plan are governed solely, and in every respect, by the official plan documents, and not the information in this guidebook. If there is any discrepancy between the descriptions of the program’s elements as contained in this benefits guidebook and the official plan documents, the language in the official plan documents shall prevail as accurate. Please refer to the plan-specific documents published by each of the respective carriers for detailed plan information. You should be aware that any and all elements of Bugcrowd’s benefits program may be modified in the future, at any time, to meet Internal Revenue Service rules, or otherwise as decided by Bugcrowd.
Plan Year
The Bugcrowd benefit programs begin on January 1 st and end on December 31 st .
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Eligibility & Enrollment
Employee Eligibility All full-time US employees working 30 or more hours per week are eligible for company-offered benefit plans on their date of hire. Dependent Eligibility Employees who are eligible to participate in the Bugcrowd benefit program may also enroll their dependents. For the purposes of our benefit plans, your dependents are defined as follows:
• Your spouse or domestic partner • Your dependent children to age 26
Domestic Partners Domestic partners are eligible to enroll as a dependent in some of Bugcrowd plans. You and your partner must meet specific criteria to qualify for domestic partner coverage. Changing Your Benefits (Qualifying Life Events) Per Internal Revenue Service (IRS) rules, employees enrolled in pre-tax benefit plans may only make elections or changes to their plans once per year with the exception of the following Qualifying Life Events: • Marriage • Birth, adoption or placement for adoption of an eligible child • Divorce, or annulment of marriage • Loss of spouse’s job or change in work status (when coverage is maintained through spouse’s plan) • A significant change in your or your spouse’s health coverage that is attributable to your spouse’s employment • Death of spouse or dependent • Loss of dependent status
• Employer-directed transfers to facilities out of the benefits network • Becoming eligible for Medicare or Medicaid during the plan year
30 Days Qualifying Life Events allow you to make plan changes outside of the annual enrollment period. For any allowable changes, you must inform Human Resources within 30 calendar days of the qualifying event. Benefit changes that are requested due to a ‘change of mind’ cannot be allowed until the next annual enrollment period. For additional information concerning plan changes, please contact Human Resources.
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Medical Benefits
Budgie Health Helping Employees Get the Most Out of Every Benefit Dollar
Budgie is the first solution that gives employees real-time access to their health claims data, helping them make better enrollment, spend, and utilization decisions.
How it Works 1) Sign in and Connect Healthcare Data 2) Leverage Budgie Recommendations for Enrollment Decisions 3) Take Advantage of the Benefits you Have with Cost-Saving Recommendations and Task Alerts 4) Review Your Annual Healthcare Cost Savings 5) Use the Chat Function for Answers 24/7!
We all need healthcare that protects our physical health as much as our financial well-being. That is why Bugcrowd believes it is important to invest in quality plans that are cost effective, easy to use and valuable to you. Bugcrowd provides the following medical benefits through Cigna:
Cigna HDHP w/HSA Plan - Purple Team Cigna Mid Plan - Red Team Cigna Buy Up Plan - Blue Team Kaiser HMO Plan
2025 Employee Semi-Monthly Contributions for Medical Benefits
Cigna HDHP w/ HSA Purple Team
Cigna Mid Red Team
Cigna Buy Up Blue Team
Kaiser HMO CA Only
Level
Employee
$0.00
$30.00
$60.23
$0
Employee + Spouse Employee + Child(ren) Employee + Family
$124.18
$178.06
$244.57
$122.67
$88.45
$118.69
$173.10
$102.22
$204.45
$174.98
$311.62
$405.34
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Medical Benefits Plan Comparison
Cigna HDHP w/ HSA Purple Team
Cigna Mid Red Team
Cigna Buy Up Plan Blue Team
Kaiser HMO Plan
In-Network Only
In-Network Only
In-Network Only
In-Network Only
Primary Care Visit
Plan pays 100% after Deductible
$25 Copay
$20 Copay
$15 Copay
Specialist Office Visit
Plan pays 100% after Deductible
$50 Copay
$40 Copay
$15 Copay
Urgent Care Visit
Plan pays 100% after Deductible
$60 Copay
$50 Copay
$15 Copay
$10/$30/$30/20% Coinsurance Up to $250 Copay/ Prescription
Prescription Drugs Retail Prescription Drugs Mail Order Emergency Room
Plan pays 100% after Deductible
$15/$35/$70/$150 $10/$30/$60/$150
Plan pays 100% after Deductible
$30/$70/$140/$150 $20/$60/$120/$150
$20/$60/$60
Plan pays 100% after Deductible
$300 Copay
$200 Copay
$200 Copay
Inpatient Services
Plan pays 100% after Deductible
Deductible & Coinsurance
Plan pays 100% after Deductible
$250 Copay/Admission
Outpatient Services
Plan pays 100% after Deductible
Deductible & Coinsurance
Plan pays 100% after Deductible
$15 Copay/Procedure
Labs: Covered 100% X-ray: Deductible & Coinsurance
Labs: Covered 100% X-ray: Covered 100% after Deductible
Outpatient Lab & X-ray
Plan pays 100% after Deductible
No Charge
Plan pays 100% after Deductible
Deductible & Coinsurance
Radiology
$100 Copay
No Charge
Coinsurance
0%
20%
0%
0%
Lifetime Maximum
Unlimited
Unlimited
Unlimited
Unlimited
Annual Out-of- Pocket Maximum
$3,500/$7,000
$3,000/$6,000
$2,000/$4,000
$1,500/$3,000
Annual Deductible
$3,500/$7,000
$1,000/$2,000
$500/$1,000
N/A
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FINDING A DOCTOR IN OUR DIRECTORY IS EASY
Is your doctor or hospital in your plan’s Cigna network? Cigna’s online directory makes it easy to find who (or what) you’re looking for. SEARCH YOUR PLAN’S NETWORK IN FOUR SIMPLE STEPS
Step 3
Step 4
Step 1
Step 2
Optional: Select one of the plans offered by your employer during open enrollment.
Answer any clarifying questions, and then verify where you live (as that will determine the networks available).
Change the geographic location to the city/state or zip code you want to search. Select the search type and enter a name, specialty or other search term. Click on one of our suggestions or the magnifying glass icon to see your results.
Go to Cigna.com , and click on “Find a Doctor” at the top of the screen. Then, under “How are you Covered?” select “Employer or School.” (If you’re already a Cigna customer, log in to myCigna.com or the myCigna ® app to search your current plan’s network. To search other networks, use the Cigna.com directory.)
Offered by: Cigna Health and Life Insurance Company, Connecticut General Life Insurance Company or their affiliates. Providers and facilities that participate in the Cigna network are independent practitioners solely responsible for the treatment provided to their patients. They are not agents of Cigna. Product availability may vary by location and plan type and is subject to change. All group health insurance policies and health benefit plans contain exclusions and limitations. For costs and details of coverage, see your plan documents. All Cigna products and services are provided exclusively by or through operating subsidiaries of Cigna Corporation, including Cigna Health and Life Insurance Company (CHLIC), Connecticut General Life Insurance Company, Cigna Behavioral Health, Inc., and HMO or service company subsidiaries of Cigna Health Corporation, including Cigna HealthCare of Arizona, Inc., Cigna HealthCare of California, Inc., Cigna HealthCare of Colorado, Inc., Cigna HealthCare of Connecticut, Inc., Cigna HealthCare of Florida, Inc., Cigna HealthCare of Georgia, Inc., Cigna HealthCare of Illinois, Inc., Cigna HealthCare of Indiana, Inc., Cigna HealthCare of St. Louis, Inc., Cigna HealthCare of North Carolina, Inc., Cigna HealthCare of New Jersey, Inc., Cigna HealthCare of South Carolina, Inc., Cigna HealthCare of Tennessee, Inc. (CHC-TN), and Cigna HealthCare of Texas, Inc. Policy forms: Medical: OK - HP-APP-1 et al., OR - HP-POL38 02-13, TN - HP-POL43/HC-CER1V1 et al. (CHLIC); GSA-COVER, et al. (CHC-TN). The Cigna name, logo, and other Cigna marks are owned by Cigna Intellectual Property, Inc. 880087 g 09/19 © 2019 Cigna. Some content provided under license. STATIC That’s it! You can also refine your search results by distance, years in practice, specialty, languages spoken and more. Search first. Then choose Cigna. There are so many things to love about Cigna. Our directory search is just the beginning. After you enroll, you’ll have access to myCigna.com – your one-stop source for managing your health plan, anytime, just about anyplace. On myCigna.com , you can estimate your health care costs, manage and track claims, learn how to live a healthier life and more. Questions? Call the number on the back of your ID card.
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Enhanced Resources for Cigna Members
Lifestyle Benefits
• Cigna Healthy Rewards® to save money on health and wellness products and services.
• Online coaching programs help you maintain a healthy lifestyle
• Personal health coaches to help improve your health and wellness
• Programs to help you better manage stress, quit tobacco or lose weight
• Simple, online health assessment designed to help you live a healthier life
Mental Health Benefits
• Free Veteran Support Line available 24/7/365 to all veterans by calling 855.244.6211
• Talkspace
• Headspace (rebrand of Ginger IO)
Medical Services
• Price Assure by Cigna through GoodRx
• Answers by Cigna for Amazon Alexa
• MD Live- Telemedicine services
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Good oral care enhances overall physical health, appearance and mental well-being. Problems with the teeth and gums are common and easily treated health problems. Keep your teeth healthy and your smile bright with our dental benefit plan. Dental Benefits
2025 Employee Semi-Monthly Contributions for Dental Benefits
Level
Cigna DPPO
Employee
$0.00
Employee + Spouse
$10.21
Employee + Child(ren)
$14.08
Employee + Family
$24.29
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Cigna DPPO
Services
In-Network
Out-of-Network
Annual Deductible
$50/$150
$50/$150
Calendar Year
Calendar Year
Deductible Accumulation
Annual Maximum Benefit
$2,500*
$2,500*
Preventive Dental Services (cleaning, exams, x-rays
Plan pays 100%
Plan pays 100%
Plan pays 80% You pay 20%
Plan pays 80% You pay 20%
Basic Dental Services (fillings, root canal)
Major Dental Services (extractions, crowns, inlays, onlays, bridges, dentures, repairs)
Plan pays 50% You pay 50%
Plan pays 50% You pay 50%
Plan pays 50% You pay 50%
Plan pays 50% You pay 50%
Orthodontia Services (Child/Adult)
Orthodontia Lifetime Max (Child/Adult)
$2,000
$2,000
Plan pays 50% You pay 50%
Plan pays 50% You pay 50%
Implants
Implant Max
$2,500
$2,500
Dependent Cut Off Age
26 years old
*Progressive Max Applies, max will increase by $100 increments each year up to 4th year.
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SMILE!
It’s easy to find a dentist or specialist in the Total Cigna DPPO network.
Finding a Total Cigna Dental PPO (DPPO) network dentist or specialist is quick and easy – whether you opt to search online or speak to a customer service representative. Let us show you how.
› Enhanced search and transparent pricing. Search for a dentist by a procedure or group of procedures. Information is personalized for your specific plan. Shows estimated out-of-pocket costs including coinsurance and deductibles. › Easy access. These features are available anytime. 24/7 access on the go – on mobile phones or tablets. Savings you can see. Dentists listed “Total Cigna DPPO” have all agreed to offer care at discounted rates. Out of Network – You may still choose to see a dentist who is not in the Total Cigna DPPO network, but your benefits may be lower and you may have to file your own claims. See your plan documents for the details of your specific dental plan. If you are not registered on myCigna.com, you can still search for a dentist from the online directory on Cigna.com. Because this is a public site, you don’t need to register or log in to view search results. Just keep in mind that you’ll only be able to view limited information about dentists such as office address, network type and contact information. › To search for a dentist on Cigna.com , visit the site and follow the prompts to “Find a Doctor, Dentist or Facility.” › Under “Not a Cigna Customer Yet?” choose “Plans Through Your Employer or School.” › On the next page, under “Select a Plan,” choose “Dental Plan” and then DPPO/EPO > Total Cigna DPPO.
Make the most of your dental plan by registering and using myCigna.com . By registering for myCigna.com, you can get individualized information, set to your dental plan. And, in a recent study, we found that people who use the myCigna ® website and have a claim save on average 36.2% more than those who do not use myCigna.* So register today and access helpful information to find a dentist for your individual needs and budget. When searching for a dentist, your home zip code will be entered automatically, but you can change the zip if you are looking for a dentist in a different area. Once you’ve registered and logged on, you can search for a Cigna DPPO network dentist or specialist by choosing “Find Care and Costs” at the top of the screen, and following the prompts to search based on provider name, location, procedure type or specialty. You’ll see a list of results that has facts that can help you make a good choice about what dentist you want to use. The search results will include information that can help you make an informed decision about who to see for the care you need. Provider profiles may include the following:** › Brighter Score ® feature. Use this scoring method to help you compare dentists. The score is derived from factors such as affordability, patient experience and professional history. › Dental office reviews and comparisons. Find detailed information to compare dental offices. View dentist profiles with pictures and video content. Read verified patient reviews. › Online appointment scheduling. If your dentist offers this service, you can schedule appointments online and receive reminders.
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Offered by: Cigna Health and Life Insurance Company or Connecticut General Life Insurance Company.
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901820 a 04/19
Regular eye examinations can not only determine your need for corrective eye wear but also may detect general health problems in their earliest stages. Protection for the eyes should be a major concern to everyone. Vision Benefits
2025 Employee Semi-Monthly Contributions for Vision Benefits
Level
Cigna Eyemed Vision
Employee
$0.00
Employee + Spouse
$1.58
Employee + Child(ren)
$1.66
Employee + Family
$4.04
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Cigna Eyemed Vision
Benefits
In-Network
Out-of-Network
Eye Exam
$10 Copay
$45 Allowance
Materials
$25 Copay
n/a
Single Vision Lenses
$25 Copay
Plan pays up to $40
Bifocal Lenses
$25 Copay
Plan pays up to $65
Trifocal Lenses
$25 Copay
Plan pays up to $75
Lenticular Lenses
$25 Copay
Plan pays up to $100
$130 Allowance + 20% Off Balance
Frames
Plan pays up to $71
Contact Lenses Elective
$130 Allowance
Plan pays up to $105
Contact Lenses Medically Necessary
Covered in Full
Plan pays up to $210
Dependent Cut Off Age
26 Years Old
26 Years Old
Frequency is 1 per calendar year for exams, lenses, contact lenses and frames.
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IT’S EASY, SEE FOR YOURSELF. How to use your Vision plan.
Your employer’s vision plan offered through Cigna gives you and your family access to quality vision and eye care coverage. Visit your eye doctor regularly to help prevent disease and maintain healthy eyes.
A specialty network that’s truly special Good news. With Cigna, you have access to one of the largest specialty networks of quality eye doctors.* From private practice ophthalmologists and optometrists to nationally recognized retail eye care stores, you can find a convenient, trusted doctor in your area. If you choose one of our in-network eye doctors, you’ll get the most savings and virtually no paperwork. You can also choose to see an eye doctor who is out of the network. If you do, you’ll have to pay for the service in full at the time of the appointment. And you’ll need to submit a claim form to get reimbursed. You are responsible for paying any charges that are not covered under your plan.
Finding an eye doctor Please be aware that the Cigna Vision network is different from the networks supporting our health/ medical plans. There are three ways to find an in-network eye doctor in your area: 1. Log into myCigna.com , click “Coverage”, and select “Vision page”. Click on “Visit Cigna Vision”. Then select “Find a Cigna Vision Network Eye Care Professional” to search the Cigna Vision Directory. 2. Don’t have access to myCigna.com ? Go to Cigna.com , at the top of the page, select “Find A Doctor, Dentist or Facility” then click “Cigna Vision Directory” under “Additional Resources”. We do our best to keep all our information as up to date as possible. However, it’s always wise to call the eye doctor’s office before your visit to make sure they participate in Cigna’s network. Please have your Cigna ID or Cigna Vision ID card available when you call.
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848381 k 12/20
Employer Paid Life Insurance
Your family depends on you in many ways and you’ve worked hard to ensure their financial security. But if something happened to you, will your family be protected? Will your loved ones be able to stay in their home, pay bills, and prepare for the future. Life insurance provides a financial benefit that your family can depend on. Bugcrowd pays the entire cost of Basic Term Life Insurance and Basic AD&D for you and you are automatically enrolled upon meeting eligibility. If you would like additional coverage you can choose to enroll in one of our voluntary options listed on the next page.
Type
Available Coverage
Basic Term Life
1x salary to a maximum of $250,000
Basic AD&D
1x salary to a maximum of $250,000
Reduction 65% 50%
Age 65 70
Benefit Reductions
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Voluntary Life Insurance
If you would like to purchase additional benefits the following options are available:
Type
Available Coverage
$10,000 to a maximum of $500,000 in $10,000 increments (up to 5x salary)
Employee Voluntary Life & AD&D
The lesser of 100% of Employee benefit or $5,000 to $250,000 in $5,000 increments
Spouse Voluntary Life & AD&D
Birth-6 months: flat $1,000 Children 6 months to 26 years old: increments of $2,000 to $10,000 maximum
Dependent Voluntary Life & AD&D
Voluntary Term Life Rates per $1,000
Age <30 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69 70-74 75+ Rates $0.04 $0.05 $0.07 $0.10 $0.15 $0.23 $0.41 $0.66 $1.10 $1.81 $2.06
Child
Employee AD&D
Spouse AD&D
Child AD&D
$0.17
$0.02
$0.02
$0.06
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Disability Benefits
You probably have insurance for your car or home, but what about the source of income that pays for it? You rely on your paycheck for so many things, but what if you were suddenly unable to work due to an accident or illness? How will you put food on the table, pay your mortgage or heat your home? Disability insurance can help replace lost income and make a difficult time a little easier.
Short-Term and Long-Term Disability Benefits are 100% Company Paid!
Short-Term Disability
Long-Term Disability
60% of salary to maximum $2,500/week
60% of total earning to maximum $12,000/month
Coverage Amount
Maximum payment period: Maximum length of time you can receive disability benefits. Accident benefits begin: The length of time you must be disabled before benefits begin. Illness benefits begin: The length of time you must be disabled before benefits begin. Minimum work hours/week: Minimum number of hours you must regularly work each week to be eligible for coverage.
Social Security Normal Retirement Age
12 weeks
7 Days
90 Days
7 Days
90 Days
30
30
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Help, when you need it most
With your Employee Assistance Program and work-life balance services, confidential assistance is as close as your phone or computer.
Employee Assistance Program (EAP)
Who is covered? EAP services are available to all eligible partners and employees, their spouses or domestic partners, dependent children, parents and parents-in-law. Always by your side • Expert support 24/7 • Convenient website • Short-term help • Referrals for additional care • Monthly webinars • Medical Bill Saver ® — helps you save on medical bills Help is easy to access: Phone support: 1-800-854-1446 Online support: unum.com/lifebalance In-person: You can get up to three visits available at no additional cost to you with a Licensed Professional Counselor. Your counselor may refer you to resources in your community for ongoing support.
Your EAP is designed to help you lead a happier and more productive life at home and at work. Call for confidential access to a Licensed Professional Counselor* who can help you. A Licensed Professional Counselor can help you with: • Stress, depression, anxiety • Relationship issues, divorce • Anger, grief, loss • Job stress, work conflicts • Family, parenting problems • And more
Work-life balance
You can also reach out to a specialist for help with balancing work and life issues. Just call and one of our work-life Specialists can answer your questions and help you find resources in your community.
Ask our work-life Specialists about: • Child care • Elder care • Financial services, debt management, credit report issues
• Identity theft • Legal questions ** • Even reducing your medical/dental bills • And more
The Unum Employee Assistance Program and Work/Life Balance services, provided by HealthAdvocate, are available with select Unum insurance offerings. Terms and availability of service are subject to change. Service provider does not provide legal advice; please consult your attorney for guidance. Services are not valid after coverage terminates. Please contact your Unum representative for details. Insurance products are underwritten by the subsidiaries of Unum Group.
* The counselors must abide by federal regulations regarding duty to warn of harm to self or others. In these instances, the consultant may be mandated to report a situation to the appropriate authority. **State mandated restrictions for legal services in WA apply. Work-life balance employee assistance programs may not be available in New York. Other state-specific restrictions may apply based on the product offering.
© 2024 Unum Group. All rights reserved. Unum is a registered trademark and marketing brand of Unum Group and its insuring subsidiaries. EN-2058-3 FOR EMPLOYEES (9-24)
unum.com
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Flexible Spending Accounts
Health Care FSA A Health Care Flexible Spending Account (FSA) provides you with the ability to save money on a pre-tax basis to pay for any IRS-allowed health expense that is not covered by your health care plan. Examples of these types of expenses include deductibles, copayments, coinsurance payments and uninsured dental and vision care expenses. You may elect a specific annual contribution for each FSA in which you plan to participate. Your annual contribution is then divided by your number of pay periods and that amount will be deducted pre-tax each pay period. The amount you elect may not be changed or revoked during the plan year unless you experience a qualifying life event. Also, you may not transfer funds between a Health Care FSA and a Dependent Care FSA. If you elected to participate in an FSA account last year, you must enroll again and specify your annual contribution if you wish to participate in the upcoming plan year. Your previous elections will not carry over to the new plan year. The 2025 Health Care FSA rollover maximum limit is $660. For the 2025 plan year, the maximum amount that you may contribute to a Health Care FSA is $3,300. Dependent Care FSA A Dependent Care Flexible Spending Account (FSA) provides you with the ability to set aside money on a pre- tax basis for day care expenses for your child, disabled parent or spouse. Generally, expenses will qualify for reimbursement if they are the result of care for: • Your children, under the age of 13, for whom you are entitled to a personal exemption on your Federal income tax return. • Your spouse or other dependent, including parents, who are physically or mentally incapable of self-care.
The IRS has set the maximum allowable contribution per calendar year for a Dependent Care Flexible Spending Account as follows:
• $5,000 for a married couple filing jointly • $2,500 for a single parent filing separately
Health Care FSA Debit Card Employees enrolled in a health care FSA will receive a benefits debit card, which allows you to access your FSA account to pay for eligible expenses immediately and conveniently at point of service. Be sure to save your receipts as you may be audited or will need to submit proof of qualified expenses. Transportation and Parking Benefits Transportation Spending Accounts allow employees to use money on a pre-tax basis to pay for qualified work- related commuting and parking expenses. The deadline is the 30 th of each month to make changes for the 1 st of the following month.
Transportation and Parking Limit: $325 pre-tax per month for qualified transportation.
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HSA
An HSA works with a high deductible heath plan (HDHP), and allows you to use before-tax dollars to reimburse yourself for eligible out-of-pocket medical expenses for you, your spouse and your dependents, which in turn saves you on taxes and increases your spendable income. Both you and your employer can contribute to your HSA. HSA’s have many benefits such as: • An HSA is yours. Funds in your HSA account stay with you, even if you change jobs. • Contribute tax free. An HSA reduces your taxable income. The money is tax free both when you put it in and when you take it out to cover qualified medical expenses. • Grow funds tax free. An HSA grows with you. When your HSA account balance reaches the minimum balance requirement, your funds can be invested in mutual funds yielding tax-free earnings. • Spend tax free. Withdrawals used for eligible expenses are tax free. • Funds can be withdrawn anytime for medical expenses. • After age 65, the funds can be used for any purpose, without penalty.
Notes: If you choose to enroll in the HSA Medical Plan you can also choose to enroll in the HSA. If you choose to enroll in the HSA you cannot also enroll in the FSA.
Employees enrolled in the CIGNA HDHP medical plan are eligible to receive an HSA employer contribution of $750 (individual) or $1,500 (family).
2025 HSA Contribution Limits: • $4,300 Individual • $8,550 Family
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Additional Perks BenefitHub Employee Perk & Discount Website available to ALL Bugcrowd employees and your families! Allows you to access thousands of amazing discounts and deals for things like: • Travel • Restaurants • Auto Insurance • Home Owners Insurance • Care Rentals • Favorite local establishments All available through an easy to use online marketplace Sign up and Start Saving: https://bugcrowd.benefithub.com Home Internet Network Connectivity Home Office Expense Reimbursement Full-time remote employees are eligible for reimbursements for their home internet network connectivity. A maximum of $50 per month can be submitted for reimbursement via the Ramp platform.
One-Time Home Office Set-Up New Full-Time Remote Employees
Eligible employees are offered a one-time home office set-up reimbursement that must be used and submitted for reimbursement within the first year of employment. A maximum of $250 USD, $375 AUD, £200 GBP can be submitted for reimbursement via the Ramp platform with the applicable supporting receipts. An example of such an expense is a desk, chair, monitor, headphones/set, etc.
Learning and Development Tuition Reimbursement Full-time remote employees are eligible for up to $2,500 in tuition reimbursement and up to $500 in continuing education reimbursement.
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Time Off
Flexible Time Off (FTO) Policy
Bugcrowd encourages its employees to take the opportunity to create a robust work-life balance. We believe our Flexible Time Off (FTO) benefit will provide the flexibility needed to do so. We believe time-off is essential to providing balance in our work and personal lives and maintaining the quality of professional service that we pro- vide to our customers. You can use the flexible time off as a sick day, a mental health day, a vacation day, to run errands, travel, go skiing, or even stay home and binge-watch movies.
All employees are expected and encouraged to take a minimum of ten (10) Flexible Time Off days per year. Ab- sences due to illness that fall under applicable state and federal leave laws may not be subject to this policy.
Holidays New Years Day Martin Luther King Jr. Day President’s Day Memorial Day Juneteenth Independence Day Labor Day Indigenous Peoples Day Veterans Day Thanksgiving Day Day After Thanksgiving Christmas Day
Wellness Weekends
At Bugcrowd, we believe that a healthy and happy workforce is essential to our success. That’s why we offer our employees wellness weekends – a time to step away from the daily grind, relax, and rejuvenate. These days off provide a much-needed break, allowing employees to recharge their minds and bodies.
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Contact
Need additional information? Have a question about one of your benefits? Keep this brochure handy for a quick reference for all of your benefit needs. If you still have questions, please contact your Human Resources Department.
Plan
Administrator
Phone #
Website
Cigna
866-494-2111
mycigna.com
Medical
Kaiser
800-464-4000
https://healthy.kaiserpermanente.org/
mycigna.com
Dental
Cigna
800-244-6224
Vision
Cigna
888-353-2653
mycigna.com
https://www.unum.com/employees/
Life Insurance
Unum
866-679-3054
https://www.unum.com/employees/
Disability Benefits
Unum
866-679-3054
www.naviabenefits.com
FSA/HSA/Commuter
Navia
866-897-1996
EAP
Unum
800-854-1446
www.unum.com/lifebalance
Employee Discount Program
https://bugcrowd.benefithub.com
BenefitHub
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23
Notices
Health Insurance Portability and Accountability Act of 1996 (HIPAA) The Health Insurance Portability and Accountability Act of 1996 (HIPAA) is a federal law that addresses the privacy and security of certain individually identifiable health information, called protected health information (or PHI). You have certain rights with respect to your PHI, including a right to see or get a copy of your health and claims records and other health information maintained by a health plan or carrier. For a copy of the Notice of Privacy Practices, describing how your PHI may be used and disclosed and how you get access to the information, contact Human Resources. Women’s Health and Cancer Rights Act Enrollment Notice If you have had or are going to have a mastectomy, you may be entitled to certain benefits under the Woman’s Health and Cancer Rights Act of 1998 (WHCRA). For individuals receiving mastectomy-related benefits, coverage will be provided in a manner determined in consultation with the attending physician and the patient, for: 1. All stages of reconstruction of the breast on which mastectomy was performed. 2. Surgery and reconstruction of the other breast to produce a symmetrical appearance; prostheses. 3. Treatment of physical complications of the mastectomy, including lymphedema. These benefits will be provided subject to the same deductibles, copays, and coinsurance applicable to other medical and surgical benefits provided under your medical plan. If you would like more information on WHCRA benefits, call your plan administrator. Newborns’ and Mothers’ Health Protection Act Disclosure Group health plans and health insurance issuers generally may not, under Federal law, restrict benefits for any hospital length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following a vaginal delivery, or less than 96 hours following a cesarean section. However, Federal law generally does not prohibit the mother’s or newborn’s attending provider, after consulting with the mother, from discharging the mother or her newborn earlier than 48 hours (or 96 hours as applicable). In any case, plans and issuers may not, under Federal law, require that a provider obtain authorization from the plan or the insurance issuer for prescribing a length of stay not in excess of 48 hours (or 96 hours). 60-DAY SPECIAL ENROLLMENT PERIOD In addition to the qualifying events listed in this enrollment guide, you and your dependents will have a special 60-day period to elect or discontinue coverage if: You or your dependent’s Medicaid or Children’s Health Insurance Program (CHIP) coverage is terminated as a result of loss of eligibility; or You or your dependent becomes eligible for a premium assistance subsidy under Medicaid or CHIP HIPAA Special Enrollment Notice If you are declining enrollment for yourself or your dependents (including your spouse) because of other health insurance or group health plan coverage, you may be able to enroll yourself and your dependents in Bugcrowd medical plan if you or your dependents lose eligibility for that other coverage (or if the employer stops contributing toward your or your dependents’ other coverage). However, you must request enrollment within 30 days after your or your dependents’ other coverage ends (or after the employer stops contributing toward the other coverage). In addition, if you have a new dependent as a result of marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your dependents. However, you must request enrollment within 30 days after the marriage, birth, adoption, or placement for adoption. If you or your dependents lose eligibility for coverage under Medicaid or the Children’s Health Insurance Program {CHIP) or become eligible for a premium assistance subsidy under Medicaid or CHIP, you may be able to enroll yourself and your dependents. You must request enrollment within 60 days of the loss of Medicaid or CHIP coverage or the determination of eligibility for a premium assistance subsidy. To request special enrollment or to obtain more information about the plan’s special enrollment provisions, contact your plan administrator.
24
Notices
COBRA
** Continuation Coverage Rights Under COBRA**
Introduction You’re getting this notice because you recently gained coverage under a group health plan (the Plan). This notice has important information about your right to COBRA continuation coverage, which is a temporary extension of coverage under the Plan. This notice explains COBRA continuation coverage, when it may become available to you and your family, and what you need to do to protect your right to get it. When you become eligible for COBRA, you may also become eligible for other coverage options that may cost less than COBRA continuation coverage. The right to COBRA continuation coverage was created by a federal law, the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA). COBRA continuation coverage can become available to you and other members of your family when group health coverage would otherwise end. For more information about your rights and obligations under the Plan and under federal law, you should review the Plan’s Summary Plan Description or contact the Plan Administrator. You may have other options available to you when you lose group health coverage. For example, you may be eligible to buy an individual plan through the Health Insurance Marketplace. By enrolling in coverage through the Marketplace, you may qualify for lower costs on your monthly premiums and lower out-of-pocket costs. Additionally, you may qualify for a 30-day special enrollment period for another group health plan for which you are eligible (such as a spouse’s plan), even if that plan generally doesn’t accept late enrollees. What is COBRA continuation coverage? COBRA continuation coverage is a continuation of Plan coverage when it would otherwise end because of a life event. This is also called a “qualifying event.” Specific qualifying events are listed later in this notice. After a qualifying event, COBRA continuation coverage must be offered to each person who is a “qualified beneficiary.” You, your spouse, and your dependent children could become qualified beneficiaries if coverage under the Plan is lost because of the qualifying event. Under the Plan, qualified beneficiaries who elect COBRA continuation coverage must pay for COBRA continuation coverage. If you’re an employee, you’ll become a qualified beneficiary if you lose your coverage under the Plan because of the following qualifying events: Your hours of employment are reduced, or Your employment ends for any reason other than your gross misconduct.
If you’re the spouse of an employee, you’ll become a qualified beneficiary if you lose your coverage under the Plan because of the following qualifying events:
Your spouse dies; Your spouse’s hours of employment are reduced;
Your spouse’s employment ends for any reason other than his or her gross misconduct; Your spouse becomes entitled to Medicare benefits (under Part A, Part B, or both); or You become divorced or legally separated from your spouse.
25
Notices
COBRA
Your dependent children will become qualified beneficiaries if they lose coverage under the Plan because of the following qualifying events: The parent-employee dies; The parent-employee’s hours of employment are reduced; The parent-employee’s employment ends for any reason other than his or her gross misconduct;
The parent-employee becomes entitled to Medicare benefits (Part A, Part B, or both); The parents become divorced or legally separated; or The child stops being eligible for coverage under the Plan as a “dependent child.” When is COBRA continuation coverage available?
The Plan will offer COBRA continuation coverage to qualified beneficiaries only after the Plan Administrator has been notified that a qualifying event has occurred. The employer must notify the Plan Administrator of the following qualifying events: The end of employment or reduction of hours of employment; Death of the employee; The employee’s becoming entitled to Medicare benefits (under Part A, Part B, or both). For all other qualifying events (divorce or legal separation of the employee and spouse or a dependent child’s losing eligibility for coverage as a dependent child), you must notify the Plan Administrator within 60 days (or enter longer period permitted under the terms of the Plan) after the qualifying event occurs. You must provide this notice to your Plan Administrator. How is COBRA continuation coverage provided? Once the Plan Administrator receives notice that a qualifying event has occurred, COBRA continuation coverage will be offered to each of the qualified beneficiaries. Each qualified beneficiary will have an independent right to elect COBRA continuation coverage. Covered employees may elect COBRA continuation coverage on behalf of their spouses, and parents may elect COBRA continuation coverage on behalf of their children. COBRA continuation coverage is a temporary continuation of coverage that generally lasts for 18 months due to employment termination or reduction of hours of work. Certain qualifying events, or a second qualifying event during the initial period of coverage, may permit a beneficiary to receive a maximum of 36 months of coverage. There are also ways in which this 18-month period of COBRA continuation coverage can be extended: Disability extension of 18-month period of COBRA continuation coverage: If you or anyone in your family covered under the Plan is determined by Social Security to be disabled and you notify the Plan Administrator in a timely fashion, you and your entire family may be entitled to get up to an additional 11 months of COBRA continuation coverage, for a maximum of 29 months. The disability would have to have started at some time before the 60th day of COBRA continuation coverage and must last at least until the end of the 18-month period of COBRA continuation coverage. Second qualifying event extension of 18-month period of continuation coverage: If your family experiences another qualifying event during the 18 months of COBRA continuation coverage, the spouse and dependent children in your family can get up to 18 additional months of COBRA continuation coverage, for a maximum of 36 months, if the Plan is properly notified about the second qualifying event. This extension may be available to the spouse and any dependent children getting COBRA continuation coverage if the employee or former employee dies; becomes entitled to Medicare benefits (under Part A, Part B, or both); gets divorced or legally separated; or if the dependent child stops being eligible under the Plan as a dependent child. This extension is only available if the second qualifying event would have caused the spouse or dependent child to lose coverage under the Plan had the first qualifying event not occurred.
26
Notices
COBRA
Are there other coverage options besides COBRA Continuation Coverage? Yes. Instead of enrolling in COBRA continuation coverage, there may be other coverage options for you and your family through the Health Insurance Marketplace, Medicaid, or other group health plan coverage options (such as a spouse’s plan) through what is called a “special enrollment period.” Some of these options may cost less than COBRA continuation coverage. You can learn more about many of these options at www.healthcare.gov. Can I enroll in Medicare instead of COBRA continuation coverage after my group health plan coverage ends? In general, if you don’t enroll in Medicare Part A or B when you are first eligible because you are still employed, after the Medicare initial enrollment period, you have an 8-month special enrollment period to sign up for Medicare Part A or B, beginning on the earlier of The month after your employment ends; or The month after group health plan coverage based on current employment ends. If you don’t enroll in Medicare and elect COBRA continuation coverage instead, you may have to pay a Part B late enrollment penalty and you may have a gap in coverage if you decide you want Part B later. If you elect COBRA continuation coverage and later enroll in Medicare Part A or B before the COBRA continuation coverage ends, the Plan may terminate your continuation coverage. However, if Medicare Part A or Bis effective on or before the date of the COBRA election, COBRA coverage may not be discontinued on account of Medicare entitlement, even if you enroll in the other part of Medicare after the date of the election of COBRA coverage. If you are enrolled in both COBRA continuation coverage and Medicare, Medicare will generally pay first (primary payer) and COBRA continuation coverage will pay second. Certain plans may pay as if secondary to Medicare, even if you are not enrolled in Medicare. For more information visit https://www.medicare.gov/medicare-and-you. If you have questions: Questions concerning your Plan or your COBRA continuation coverage rights should be addressed to the contact or contacts identified below. For more information about your rights under the Employee Retirement Income Security Act (ERISA), including COBRA, the Patient Protection and Affordable Care Act, and other laws affecting group health plans, contact the nearest Regional or District Office of the U.S. Department of Labor’s Employee Benefits Security Administration (EBSA) in your area or visit www.dol.gov/agencies/ebsa. (Addresses and phone numbers of Regional and District EBSA Offices are available through EBSA’s website.) For more information about the Marketplace, visit www.healthcare.gov. Keep your Plan informed of address changes. To protect your family’s rights, let the Plan Administrator know about any changes in the addresses of family members. You should also keep a copy, for your records, of any notices you send to the Plan Administrator.
27
Notices
MEDICARE PART D
Important Notice from Bugcrowd About Your Prescription Drug Coverage and Medicare
Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with Bugcrowd and about your options under Medicare’s prescription drug coverage. This information can help you decide whether or not you want to join a Medicare drug plan. If you are considering joining, you should compare your current coverage, including which drugs are covered at what cost, with the coverage and costs of the plans offering Medicare prescription drug coverage in your area Information about where you can get help to make decisions about your prescription drug coverage is at the end of this notice. There are two important things you need to know about your current coverage and Medicare’s prescription drug coverage: 1. Medicare prescription drug coverage became available in 2006 to everyone with Medicare. You can get this coverage if you join a Medicare Prescription Drug Plan or join a Medicare Advantage Plan (like an HMO or PPO) that offers prescription drug coverage. All Medicare drug plans provide at least a standard level of coverage set by Medicare. Some plans may also offer more coverage for a higher monthly premium. 2. Bugcrowd has determined that the prescription drug coverage offered by the Bugcrowd plan is, on average for all plan participants, expected to pay out as much as standard Medicare prescription drug coverage pays and is therefore considered Creditable Coverage. Because your existing coverage is Creditable Coverage, you can keep this coverage and not pay a higher premium (a penalty) if you later decide to join a Medicare drug plan. When Can You Join A Medicare Drug Plan? You can join a Medicare drug plan when you first become eligible for Medicare and each year from October 15th to December 7th. However, if you lose your current creditable prescription drug coverage, through no fault of your own, you will also be eligible for a two (2) month Special Enrollment Period (SEP) to join a Medicare drug plan. What Happens To Your Current Coverage If You Decide to Join A Medicare Drug Plan? If you decide to join a Medicare drug plan, your current Bugcrowd coverage will not be affected. If you do decide to join a Medicare drug plan and drop your current Bugcrowd coverage, be aware that you and your dependents may not be able to get this coverage back.
28
Notices
MEDICARE PART D
When Will You Pay A Higher Premium (Penalty) To Join A Medicare Drug Plan? You should also know that if you drop or lose your current coverage with Bugcrowd and don’t join a Medicare drug plan within 63 continuous days after your current coverage ends, you may pay a higher premium (a penalty) to join a Medicare drug plan later. If you go 63 continuous days or longer without creditable prescription drug coverage, your monthly premium may go up by at least 1% of the Medicare base beneficiary premium per month for every month that you did not have that coverage. For example, if you go nineteen months without creditable coverage, your premium may consistently be at least 19% higher than the Medicare base beneficiary premium. You may have to pay this higher premium (a penalty) as long as you have Medicare prescription drug coverage. In addition, you may have to wait until the following October to join. For More Information About This Notice Or Your Current Prescription Drug Coverage: Contact the person listed below for further information. NOTE: You’ll get this notice each year. You will also get it before the next period you can join a Medicare drug plan, and if this coverage through Bugcrowd changes. You also may request a copy of this notice at any time. For More Information About Your Options Under Medicare Prescription Drug Coverage: More detailed information about Medicare plans that offer prescription drug coverage is in the “Medicare & You” handbook. You’ll get a copy of the handbook in the mail every year from Medicare. You may also be contacted directly by Medicare drug plans. For more information about Medicare prescription drug coverage:
Visit www.medicare.gov Call your State Health Insurance Assistance Program (see the inside back cover of your copy of the
Medicare & You” handbook for their telephone number) for personalized help Call 1-800-MEDICARE (H300-633-4227) TTY users should call 1-877-486-2048.
If you have limited income and resources, extra help paying for Medicare prescription drug coverage is available. For information about this extra help, visit Social Security on the web at www.socialsecurity.gov, or call them at 1-800-772-1213 (TTY 1-800-325-0778). Remember, keep this creditable coverage notice. If you decide to join one of the Medicare drug plans, you may be required to provide a copy of this notice when you join to show whether or not you have maintained creditable coverage and, therefore, whether or not you are required to pay a higher premium (a penalty).
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