Eligibility

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 a week but less than 30 hours per week; and

Must live in the geographic area served by a particular plan.

Consulting Employees (CEs) are eligible for Leidos-sponsored 
medical coverage ONLY. 

Benefit is pro-rated for part-time employees working at least 12 
hours per week.

Available to expatriate employees if scheduled to be overseas 
for six months or more.

Consulting employees*, temporary employees, leased workers, payrollees and people classified by Leidos as independent contractors are not eligible to participate in Leidos benefit programs.

*Consulting employees (CEs) are eligible to enroll in a Leidos-sponsored medical plan (excluding the Tricare Supplement) and will pay 100% of the plan premium. 

Participants may also enroll their eligible dependents in some Leidos benefit programs. Eligible dependents include:

• 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 update their enrollment in Workday, within 31 days of any change in dependent eligibility.

* To qualify for coverage under Leidos' life insurance programs, a registered domestic partner's child must reside with the Leidos participant and be born to or legally adopted by the registered domestic partner.

** TRICARE Supplement coverage is available to unmarried dependent children under age 21 (or under age 23 if a full-time student). It is available to unmarried dependent children younger than age 26 if the participant is enrolled in the TRICARE Young Adult (TYA) program and as long as the children are not eligible for other employer-sponsored health coverage. Domestic partners and domestic partner children are not eligible for coverage under the TRICARE Supplement plan.

*** To qualify for coverage under Leidos' life insurance programs, a stepchild must reside with the Leidos participant.
 

If a Participant's Spouse, Registered Domestic Partner or Dependent Is a Leidos Employee

"Double coverage" is not permitted under Leidos 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. In addition, if the participant has children, only the participant or spouse/registered domestic partner can choose coverage for dependent children, not both. 
 

Dependent Eligibility Verification (DEV) 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 (e.g., marriage, birth, etc.), 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 [email protected].

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.

Dependent life insurance is also available to registered domestic partners and their children. To qualify for coverage under Leidos' life insurance programs, a registered domestic partner's child must reside with the Leidos participant and be born to or legally adopted by the registered domestic partner.

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.

Proof of registration with a state or local domestic partner registry must be provided. Alternatively, a Declaration of Domestic Partnership form can be completed, notarized and submitted along with required proof of joint ownership in order to enroll a domestic partner. Contact Employee Services for additional information on enrolling a domestic partner. 

Registered domestic partner coverage is different from spouse coverage. Differences include:

• 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.

Defense of Marriage Act (DOMA) Update – Based on the U.S. Supreme Court ruling overturning part of the Defense of Marriage Act (DOMA), there are changes to the tax treatment of benefits for same-sex spouses. As of September 16, 2013, same-sex couples that are legally married must be treated as spouses under the U.S. tax code. This means that for federal tax purposes, an employee covering a same sex spouse on a qualified employer benefit plan will no longer be subject to imputed income for the cost of the same sex spouse’s coverage. However, employees may still be subject to taxes at the state level if the state in which they live does not recognize same-sex marriage and the state’s tax laws do not mirror federal laws.
 

The rules for covering domestic partners are not impacted by the DOMA ruling.

Dependent Eligibility Verification (DEV) 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 [email protected].