Enrolling in Benefits
Employees
All active U.S. employees, including temporary employees and interns, who are expected to work 20 or more hours per week, are eligible for the following benefits from their hire date:
- Medical
- Dental
- Vision
- Health Savings Account (HSA) if enrolled in the HDHP
- Pre-Tax Transit/Parking Benefit
- Modern Health / EAP
- 401(k) (no minimum hours worked required)
- Long-Term Care
- ESPP (must be expected to work at least 5 months of the year to be eligible to enroll)
Additionally, all active regular full-time U.S. employees working 30 or more hours per week are eligible for:
- Flexible Spending Accounts (FSAs)
- Basic and Optional Life and AD&D
- Short-Term and Long-Term Disability
- Accident, Critical Illness and Hospital Indemnity
- Legal Plan
- Emergency Travel Assistance
- Travel Accident Insurance
- Identity Theft
- Tuition Assistance (six months of employment required)
- Adoption Assistance (one year of employment required)
Dependents
If you are an active U.S. employee working 20 hours or more per week, you can enroll your eligible dependents in F5’s medical, dental, and vision plans.
If you are a regular full-time employee working at least 30 hours per week, you may purchase Optional Life, Accident, Critical Illness, and Hospital insurance for your dependents. Their participation in the Employee Assistance and Travel Assistance Programs is automatic, regardless of whether or not you are enrolled in an F5 health care plan.
Eligible dependents will not include any person who is eligible for coverage as an Employee. Eligible dependents may include the following:
- Your legal spouse, civil union partner, or domestic partner
- Your children through age 25
Employees must use SSO to authenticate to the F5 network to access Workday. Go to Personal > Benefits to make a change.
When to Enroll or Change Benefits
If you choose to enroll in the medical, dental, or vision plans, you must complete your election in Workday within 31 days of your eligibility date. If you are eligible to enroll in the flexible spending accounts (FSAs) or wish to purchase optional life, critical illness, or hospital indemnity insurance, elections must also be made within 31 days of your eligibility date. If you miss this deadline, you must wait until the next open enrollment period in August to enroll for coverage that will be effective on October 1 (the effective date of optional life insurance may be subject to underwriting).
Only the occurrence of a qualifying life event such as a change in marital status or number of eligible dependents will allow you to make changes to your benefit elections outside of open enrollment. Please contact the F5 Benefits Team as soon as possible to report a qualifying life event or to inquire about what changes are considered a qualifying life event. You must report these changes within 31 days of the event date (within 60 days for the birth or placement of a child), or you won’t be able to make benefit changes until the next open enrollment.
For regular full-time employees working 30 or more hours per week, enrollment in the following plans is automatic with coverage beginning on your start (hire) date or eligibility date:
- Basic Life and AD&D Insurance
- Short-Term and Long-Term Disability Insurance
- Employee Assistance Program (only requires 20 hours)
- Emergency Travel Assistance
- Travel Accident Insurance
- Identity Theft Assistance
You may enroll in the 401(k) and/or change your contribution amount at any time. Please note, contributions based on your initial enrollment or a subsequent change won’t take effect until the first paycheck of the following month provided the change is made no later than 12:00 p.m. PT on the last business day of the month. 401(k) deductions will apply to both the first and second check of each month with the same deferral percentage.
Civil Union or Domestic Partner Eligibility
To be eligible for coverage, your domestic partner must meet all criteria outlined in the domestic partner affidavit. Civil Unions must be registered with a state or local government agency.
Employee premiums for civil union and domestic partners are generally deducted on an after-tax basis. The premium paid by F5 on their behalf is considered income for which you will be taxed. If your partner qualifies as an IRS dependent, additional taxes may not apply. Contact the F5 Benefits Team for more information.