Dental Plans
For the 2019 plan year, Leidos offers two different types of dental plan options. Depending on where a participant lives, he or she may be able to choose between:
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The Leidos Dental PPO Plan, administered by Delta Dental of VA, allows participants to see any dentist they want; and
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Dental Maintenance Organizations (DMOs), which have a network of dentists that participants can choose from to provide all of their care.
For the 2020 plan year, Leidos is adding a Dental PPO Plan Low option. Refer to the Benefit Summary for details.
For more information on the 2019 plans, download the Dental Plan Options document.
Eligibility
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A Leidos employee is eligible to enroll in Leidos benefit programs under the following conditions:
- Must be an active, regular full-time employee working at least 30 hours per week; or
- Must be a part-time employee, regularly scheduled to work at least 12 hours per week but less than 30 hours per week; and
- Must live in the geographic area served by a particular plan.
Consulting employees, temporary employees, leased workers, payrollees and people classified by Leidos as independent contractors are not eligible to participate in Leidos benefit programs.
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Participants may also enroll their eligible dependents in the Leidos dental benefit. Dependents that are eligible to be enrolled in these programs are:
- The participant's legal spouse or registered domestic partner (if proof of registration with a state or local domestic partner registry is provided or if a Declaration of Domestic Partnership form is submitted).
- Each child of the participant or registered domestic partner* younger than age 26**, including:
- A natural child or stepchild***;
- An adopted child (coverage begins as of the earlier of the date the child was placed in the participant's home or the date of final adoption); and
- Any other child who depends on the participant for support and lives with the participant in a parent-child relationship, if the participant provides proof of legal guardianship.
- Unmarried children, age 26 and older who are incapable of self-sustaining employment because they are mentally or physically disabled, as long as:
- The mental or physical disability existed while the child was covered under the plan and began before age 26;
- The child is primarily dependent on the participant for support; and
- The participant provides periodic evidence of incapacity.
Participants must notify Leidos Employee Services, in writing, within 31 days of any change in dependent eligibility.
If a Participant's Spouse, Registered Domestic Partner or Dependent Is a Leidos Employee
No one can receive "double coverage" under Leidos's benefit programs. Therefore, participants may not cover a spouse, registered domestic partner or dependent child if that spouse, registered domestic partner or child is also a Leidos employee and has elected his or her own coverage.
If a participant and his or her spouse or registered domestic partner are both Leidos employees, each can choose individual coverage or one can cover the other as a dependent — but not both. If the participant has children, only the participant or spouse or registered domestic partner can choose coverage for dependent children.
Dependent Eligibility Verification Process
As a government contractor the company is required by the Defense Contract Audit Agency (DCAA) to demonstrate that our claims for benefit costs are legitimate and ensure that we provide health and welfare benefit coverage only to eligible dependents of our employees. This ongoing verification also assures that the company does not bill the customer for medical costs associated with ineligible dependents.
To support this ongoing effort, the company maintains a Dependent Eligibility Verification (DEV) program which is administered by a third-party administrator, Budco. Throughout the year, Budco verifies that any dependent added to our plans is, in fact, eligible for coverage. This includes dependents who are enrolled as a result of new employees joining the company, a qualifying life event (i.e., marriage, birth), as well as new dependents added to our plans during the annual Open Enrollment (OE) period in the fall.
In addition to the ongoing verification process, the company is also required to perform random dependent verifications - even if an employee's dependents were previously verified. This is necessary in order to ensure that a dependent's eligibility remains unchanged.
If an employee receives a request from Budco to verify current dependents, even if the dependent has been verified before, it is critical that the request is not ignored. Failure to provide the requested documentation within the specified timeframe, will result in the dependent(s) being deemed ineligible and removed from our plans.
Covering ineligible dependents is a violation of the company's Code of Conduct and could expose the company to sanctions from the government. The company's eligibility verification process helps ensure that we are compliant with our requirements as a government contractor.
Questions about the dependent eligibility verification program may be directed to Budco at 866-488-2001, or Employee Services at 855-553-4367, option 3 or AskHR@leidos.com.
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The participant may enroll his or her registered domestic partner and the registered domestic partner's eligible dependent children in participating medical, dental and vision plans in which the participant is enrolled.
For purposes of Leidos coverage, a registered domestic partnership is a committed same-sex or opposite-sex relationship, in which registered domestic partners:
- Live together at the same address and have lived together continuously for at least one year;
- Are not legally married to one another or anyone else;
- Do not have another registered domestic partner and have not signed a registered domestic partner declaration with another within the past year;
- Are mentally competent to consent to a contract or affidavit;
- Are not related by blood in such a way as would prohibit legal marriage; and
- Are jointly responsible for each other's common welfare and are financially interdependent.
If you have registered with a state or local domestic partner registry, simply provide a copy of the registration document issued by the state or local registry.
If you have not registered with a state or local domestic partner registry, a Declaration of Domestic Partnership must be completed, notarized and submitted with any other required documents in order to enroll a registered domestic partner. The Declaration of Domestic Partnership form can be found on Prism.
Registered domestic partner coverage is different from spouse coverage. For instance:
- Participant contributions for registered domestic partner coverage and their eligible children must be paid on an after-tax basis;
- The value of benefits provided to a registered domestic partner and/or his or her eligible children is considered taxable income. As a result, the Leidos employee must pay any state, federal, FICA and other applicable tax withholding in the form of imputed income. This amount is based on the value of the coverage Leidos provides to the partner.
Contact Leidos Employee Services for additional information on enrolling with registered domestic partner coverage.
Dependent Eligibility Verification Process
As a government contractor the company is required by the Defense Contract Audit Agency (DCAA) to demonstrate that our claims for benefit costs are legitimate and ensure that we provide health and welfare benefit coverage only to eligible dependents of our employees. This ongoing verification also assures that the company does not bill the customer for medical costs associated with ineligible dependents.
To support this ongoing effort, the company maintains a Dependent Eligibility Verification (DEV) program which is administered by a third-party administrator, Budco. Throughout the year, Budco verifies that any dependent added to our plans is, in fact, eligible for coverage. This includes dependents who are enrolled as a result of new employees joining the company, a qualifying life event (i.e., marriage, birth), as well as new dependents added to our plans during the annual Open Enrollment (OE) period in the fall.
In addition to the ongoing verification process, the company is also required to perform random dependent verifications - even if an employee's dependents were previously verified. This is necessary in order to ensure that a dependent's eligibility remains unchanged.
If an employee receives a request from Budco to verify current dependents, even if the dependent has been verified before, it is critical that the request is not ignored. Failure to provide the requested documentation within the specified timeframe, will result in the dependent(s) being deemed ineligible and removed from our plans.
Covering ineligible dependents is a violation of the company's Code of Conduct and could expose the company to sanctions from the government. The company's eligibility verification process helps ensure that we are compliant with our requirements as a government contractor.
Questions about the dependent eligibility verification program may be directed to Budco at 866-488-2001, or Employee Services at 855-553-4367, option 3 or AskHR@leidos.com.
How the Dental Plans Work
Leidos offers participants a choice when it comes to choosing the type of dental plan that works best for the participant and his or her family.
With a Leidos Dental PPO Plan, a participant can use any dentist he or she wants. However, when a participant uses dentists who participates in the Delta Dental PPO plus Premier network, he or she will receive a higher level of benefits and pay lower out-of-pocket costs. This is because network providers have agreed to charge lower, negotiated fees for services. When a participant uses dentists outside the network, he or she will receive a lower level of benefits and pay higher total out-of-pocket costs.
A Dental Maintenance Organization (DMO)* works just like a health maintenance organization, or HMO. There is no deductible, and there are no claim forms to file. Participants must choose a network provider, who will coordinate and provide dental care services at a fixed cost. If a participant does not coordinate his or her care through the primary care dentist, the plan will not pay benefits. DMOs are available only in areas where there are participating dentists.
Please carefully review the sections pertaining to what the dental plans will and will not cover to find information on the dental plan exclusions. Additionally, the individual dental plan carriers should be contacted for information on the specific exclusions for dental work in progress.
*The Cigna DMO plan will be eliminated as of December 31, 2019.
Comparing the Dental Plans
The charts provide an overview of covered dental services for the 2019 and 2020 dental plans. For a complete list of DMO benefits, a participant should refer to the plan's certificate of coverage.
Compare the 2019 dental plans
Dental Plan Exclusions
Contact the individual dental plan carrier for specific exclusions pertaining to dental work already in progress.
Aetna DMO Plan
All charges for crown and bridge are per unit. There will be an additional patient charge for the actual cost of gold/high noble metal for some procedures. Prosthetics/Dentures: Benefit includes relines, adjustments, rebases within 1st six months. Adjustments to dentures that are done within six months of placement of the denture are limited to no more than four adjustments.
Continuing Dental Coverage After Plan Coverage Ends
A federal law called the Consolidated Omnibus Budget Reconciliation Act (COBRA) enables a participant and his or her covered dependents to continue dental insurance if their coverage ends due to a reduction of work hours or termination of employment (other than for gross misconduct). Federal law also enables a participant's dependents to continue dental insurance if their coverage stops due to the participant's death or entitlement to Medicare; divorce; legal separation; or when the child no longer qualifies as an eligible dependent. The participant must elect coverage according to the rules of the Leidos health care plans. Continuation is subject to federal law, regulations, and interpretations.
For more information about participants' rights under COBRA, the participant should refer to Continuing Health Care Coverage Through COBRA in the Plan Information section.