2023 Benefits Experience:

Live The Life You Want To Live

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Live The Life You Want To Live

Welcome to your SAP benefits. SAP aims to provide every employee with a
valuable and comprehensive benefits program at affordable rates. We offer
numerous plans and features — some entirely paid for by SAP — and all designed
to meet the unique needs of our diverse workforce, so that you can select the
benefits that meet your priorities and your budget.
Your Benefits Guide provides information to help you evaluate your options,
estimate your contributions, and enroll in your benefits. You can learn more
about your benefits and access plan summaries by visiting the SAP Benefits Site,
sapnorthamericabenefits.com. Review benefit details anytime you like from
your smartphone, tablet, or computer.

What's Inside
Your SAP Benefits........................................................ 3 Retirement....................................................................17

Eligibility........................................................................4 Life Insurance, Accidental Death &

Dismemberment (AD&D) Insurance, and
Medical........................................................................... 5 Short- and Long-Term Disability Insurance......... 18
Consumer Choice Plans and the Financial Well-Being Programs............................... 19
Health Savings Account............................................. 7
Voluntary Benefits.................................................... 20
Flexible Spending Accounts......................................9
Time Off and Leave.................................................... 21
Prescription Drug........................................................ 11
Health and Wellness Support Programs...............22
Dental........................................................................... 13
How to Enroll...............................................................24
Vision............................................................................ 14
Contacts.......................................................................26
2023 Medical, Dental, and Vision
Contribution Rates.................................................... 15

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Your SAP Benefits

SAP values and supports your total well-being. As part of our Total Rewards package, we offer benefits to help you thrive in
every area of your life — and many are available at no cost to you.1
The bolded programs and benefits below are automatically provided to you and fully funded by SAP.2

Health Financial
• Medical Insurance • 401(k) Savings Plan
• Telemedicine • Employee Stock
• Prescription Drug Insurance Purchase Plan
• Identity Protection
• Walk-in Medical Clinic • Life and Accidental
• Legal Insurance
Death and
• Prescription Medication Discount Programs • Auto and Home Insurance
Dismemberment
• Health Savings Account (AD&D) Insurance • Pet Insurance
• Health Care Flexible Spending Account • Disability Insurance • Travel Insurance
• Limited Purpose Flexible Spending Account • Accident Insurance • Financial Counseling
• Dental Insurance • Critical Illness Insurance • Tuition Reimbursement
• Vision Insurance • Hospital Indemnity • Adoption and Surrogacy
• Fertility and Family Planning Benefits Insurance Assistance

Work/Life Well-Being
• Time Off • Virtual Fitness, Mindfulness, and Nutrition
• Paid Family Leave • Behavioral Health Support for Families
• Dependent Care Flexible Spending Account • Diabetes and Hypertension Management
• Transit and Parking Flexible Spending Accounts • Breast Milk Shipping Services
• Employee Discounts Program
• Employee Assistance Program
• Benefit Support and Advocacy
• Benefit Navigation Support

1
Some programs are provided for free, though you may incur a cost as a result of using the program.
2
 Some benefits — such as life insurance — are provided automatically at no cost to you, but they can be enhanced with optional or buy-up coverage,
for a cost.

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Eligibility

Who Is Eligible?
You are eligible to participate in SAP benefit plans if you are If You Are a New Hire
an employee who works 24 or more hours per week. If you
You must enroll in benefits within 31 days of your date of
work less than 24 hours per week, you may still be eligible for
hire. Coverage under the medical, dental, and vision plans
certain benefits.
is effective as of the first day of the month following your
date of hire.
Who Can Enroll?
If you do not make elections within 31 days of your
For the most up-to-date list and further details on eligible
date of hire, you will default to no coverage for medical
dependents, visit this page. As a benefits-eligible SAP
insurance, dental insurance, vision insurance, HSA,
employee, you may elect coverage for:
FSAs, supplemental life insurance, and voluntary benefits.
•  ourself
Y You will also not be enrolled in the 401(k) Savings Plan or a
• Your legal spouse/domestic partner (same or opposite sex) Transit and Parking FSA, though you can make elections for
• Your common-law spouse these two benefits at any time during the year.
• Your natural child
If you take no action, you will still have SAP-provided
• Your spouse or domestic partner's natural child
coverage for basic life and accidental death and
• Your current dependent's natural child
dismemberment (AD&D) insurance, short-term disability,
• Your legally adopted child (including a child placed with you
and long-term disability, plus access to a variety of well-
for adoption)
being support programs, like SAP’s Employee Assistance
• Your foster child
Program (EAP) and many more.
• Your grandchild in legal custody
• A child for whom you, your spouse or your domestic partner
is a court-appointed guardian
• A child for whom you have a court order (including a Qualified If You Are an International Transfer
Medical Support Order) to provide benefits As an international transfer, you have 31 days from the
date you submit your Social Security number (SSN) to the
You may elect coverage for your children up to the end of processing team on an updated W-4 form to enroll in SAP
the month in which they reach age 26, regardless of student,
benefit plans.
marital, or residential status. Or, any age if disabled.
Coverage under the medical, dental, and vision plans is
The Plan Administrator may request documentation to support spousal or
effective on your date of transfer.
dependent eligibility.

Qualifying Life Events

Unless you are a new hire or International Transfer enrolling for
the first time, most SAP benefits can be elected or changed only
during the Open Enrollment period each fall, unless you have a
qualifying life event — like marriage or the birth of a baby — in
which case you have 31 days from the date of the life event to
make changes to your benefits. < 4 >
Medical

Medical Plans Overview

You may select one of three plans offered through Aetna. If you live in California, you also have the option of
selecting the Kaiser HMO plan.
• Consumer Choice 90 • Consumer Choice 80 • PPO 85 • Kaiser HMO (California residents only)
Each medical plan option includes prescription drug and basic vision coverage. With the Consumer Choice and
PPO 85 plans, you have the option to receive care from in-network or out-of-network providers, but you will pay
more when you go out-of-network.

Consumer Choice 90 and Consumer Choice 80 PPO 85 Kaiser HMO

The Consumer Choice plans have higher deductibles and lower With the PPO 85 plan, you pay If you are a California resident,
employee contributions. When you enroll in a Consumer Choice copays when you receive certain you have the option to enroll
plan, you are responsible for paying the full cost of non-preventive care and when you fill generic in an HMO provided through
services (all preventive services are paid for) until you meet the plan prescriptions. Kaiser Permanente.
deductible. After you meet your deductible, you will pay a percentage For some services, you will share If you elect the Kaiser HMO
of the cost, or coinsurance, for your care until you reach the out-of- costs with the plan by paying option, you are able to utilize
pocket maximum. coinsurance after meeting your only medical and prescription
With these plans, you have access to a Health Savings Account (HSA). annual deductible. Copays, drug services and providers
An HSA is a valuable savings account that allows you to contribute along with the deductible and within the Kaiser HMO
tax-free dollars from your paycheck to pay for qualified health care coinsurance amounts, will apply network.
expenses. SAP also contributes to your HSA to help you pay for to the PPO 85 out-of-pocket
qualified expenses. You can use the HSA funds that you have maximum.
accumulated now and in the future, as your HSA rolls over from year
to year, and can earn interest through investment options.

For more information about the plans, please refer to the Medical Plan Comparison chart.

Telemedicine through Teladoc Health

Teladoc Health provides Aetna plan members with 24/7 access to quality health care through convenient and confidential
telephone or online video consultations.

Connect with a physician who
can diagnose, treat, and write
prescriptions for routine medical
conditions such as:
• Sore throat and stuffy nose
• Allergies
• Cold and flu
• Respiratory infection
• Urinary tract infection
• Pink eye and more
Establish an ongoing relationship Connect with a dermatologist Facilitate care through Teladoc
with a therapist for issues who can treat ongoing or Health Caregiving, which offers
such as: complex skin conditions such as: you a convenient way to provide
• Stress • Acne care for a loved one by allowing
• Anxiety • Eczema you to arrange a two- or three-
way phone or video visit with a
• Depression • Psoriasis
doctor 24/7, even for individuals
• Grief • Rashes
not covered by your health plan.
• Family issues and more • Skin infections Visits cost $47, billed at the
• Rosacea time of visit.
• Suspicious moles and more

Visit Teladoc Health (for Aetna plan participants) to register or to access the service when you need care.

Walk-in Medical Clinic through CVS

Aetna plan members can also access convenient care through CVS Minute Clinic. Visits take about 10 to 15 minutes, and you
will pay less than you would for a regular doctor’s office visit. Visits are considered in network, but you also receive a discount
as an Aetna plan member. For the PPO 85, the copay is waived. For the CC90 and CC80, you will pay a low cost until your
deductible is satisfied. Find a CVS Minute Clinic near you.

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Medical Plan Comparison Chart
All plans cover in-network preventive care — including your annual checkup and immunizations — at 100%, and you do not
have to meet the deductible first. The chart below reflects in-network care only. For a detailed medical plan comparison chart,
visit sapnorthamericabenefits.com.
Coverage
SAP HSA Contribution1
Annual Deductible
(Employee only/Family)
Out-of-Pocket Maximum2
(Employee only/Family)
Coinsurance
Preventive Care
Physician Office Visits
Specialist Office Visits
Telemedicine
(General Teladoc Health Visits)
Emergency Room Services3
Ambulance
Inpatient Hospital Services
Diagnostic X-ray and Lab
(Freestanding facility)
Short-Term Rehab
Mental Health Counseling4, 7
Transgender Services4, 7
Comprehensive Family
Planning
(Through Progyny)5, 7
Hearing Aids8
1
SAP HSA contributions are prorated based on date of hire.
2
The out-of-pocket maximum includes amounts paid as copays, coinsurance,
and deductibles.
3
Nonemergency use of the ER is not covered.
4
All services must be pre-certified by Aetna.
Consumer Choice 90
(Aetna)
Employee only: $600
Employee + any
dependents: $1,200
$1,500/$3,000
$3,000/$6,000
90% after deductible
100%; deductible waived
90% after deductible
(preventive care covered
at 100%; ded. waived)
90% after deductible
$49/visit for Aetna
90% after deductible
90% after deductible
90% after deductible
90% after deductible
90% after deductible
90% after deductible
90% after deductible
90% after deductible
90% after deductible
One hearing aid per ear
every 3 years
Consumer Choice 80 PPO 85 Kaiser HMO
(Aetna) (Aetna) (California residents only)
Employee only: $600
Employee + any N/A N/A
dependents: $1,200
$2,100/$4,200 $300/$600 None
$4,000/$8,000 $3,500/$7,000 $1,500/$3,000
80% after deductible 85% after deductible 80%
100%; deductible waived 100%; deductible waived 100%
80% after deductible $20 copay
(preventive care covered (preventive care covered $15 copay
at 100%; ded. waived) at 100%; ded. waived)
80% after deductible $35 copay $25 copay
$49/visit for Aetna
$20/visit N/A
80% after deductible
100% after $100 copay;
80% after deductible deductible waived 100% after $100 copay
(copay waived if admitted)
80% after deductible 85% after deductible 100% after $50 copay
$250 copay per
80% after deductible confinement, then 85% 100%
after deductible
80% after deductible 85% after deductible 100%
$15 copay outpatient
80% after deductible $20 copay
100% inpatient
$35 copay outpatient/
$15/individual
$250 copay per
80% after deductible outpatient visit
confinement, then 85%
100% inpatient
coinsurance inpatient
80% after deductible 85% after deductible Limited coverage6
80% after deductible 85% after deductible Limited coverage6
One hearing aid per ear One hearing aid per ear
Not covered
every 3 years every 3 years
5
Advanced reproductive technology limited to two cycles per lifetime; Aetna
enrollees should refer to Progyny Fertility for full details on the cycle limits.
6
Confirm covered procedures with Kaiser.
7
All services must be pre-certified by Kaiser.
8
Subject to deductible and coinsurance.
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Understanding the Consumer Choice Plans

The Consumer Choice terms to know:

Preventive Care Deductible Coinsurance Out-of-Pocket Maximum

You pay nothing for in-network
preventive care. It’s covered in
full, even before you meet your
annual deductible.
The amount you pay each year
for covered services before the
plan begins to pay benefits. You
can use your tax-advantaged
HSA — including SAP’s HSA
contribution — to make it easier
to meet this amount and pay
for care.
Note: If you are covering one
or more dependents, you must
meet the full family deductible
before the plan starts paying
for care.
After you reach your deductible,
you and the plan share the cost
of all your other non-preventive
care and prescription drugs.
You will pay a percentage of the
cost, or coinsurance, for your
care until you meet the plan’s
out-of-pocket maximum.
Once you reach the out-of-
pocket maximum, the plan will
cover 100% of the cost of your
care, including prescription
drugs. You will not pay anything
for care or prescription drugs
after you meet the out-of-
pocket maximum.

Health Savings Account (HSA) through HealthEquity

The HSA helps you save money for medical and prescription drug expenses now and in the future. You are eligible
for the HSA if you elect one of the Consumer Choice plans for medical coverage.
The HSA is a tax-exempt account administered by HealthEquity that you can use to pay for qualified out-of-pocket
health care expenses, including deductibles, coinsurance, and health services such as doctor visits, hospital care,
and prescription drugs. SAP contributes to this account to help offset your out-of-pocket costs.
You may use the HSA for your dependents’ eligible expenses too if the dependent(s) is/are your child(ren) under
age 26 and/or a dependent(s) for tax purposes. See "Valuable Features of the HSA" on the following page for
more information.

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Valuable Features of the HSA

When you enroll in a Consumer Choice plan, you are able to contribute to a Health Savings Account. A Health Savings Account has
valuable tax-saving and other features not available to those who enroll in the PPO 85 or HMO plans, that could make a Consumer
Choice plan a good option for you.
1. Contributions from SAP: When you open an HSA, SAP contributes tax-free dollars to your account to pay for qualified health
care expenses. You receive this contribution even if you choose not to contribute to the account.
2. You can contribute too: You can contribute to your HSA through easy payroll deduction, tax free, up to IRS limits. You can
change these contributions at any time via Benefitfocus.
3. You can invest your HSA funds: When your balance grows to $1,000, you can invest your funds, with interest and earnings
growing tax-free, too.
4. You don’t lose unused funds at the end of the year: Your funds roll over from one year to the next, so you can use your funds in
the year you contribute them, any following year, and even during retirement.
5. Your money is yours to keep: You own your HSA, so even if you change plans, retire, or leave SAP for any reason, you take your
account balance with you — including any SAP contributions.

HSA Contributions
The IRS puts a cap on the total amount of money that can be contributed to an HSA each year. This includes your contributions as
well as SAP’s contributions. The maximum amount you can contribute to your HSA in 2023 is below.

What You Can

Coverage Level SAP Contribution IRS Maximum for 2023 Contribute in 2023
(In addition to SAP's contribution)

Employee Only $600 $3,850 $3,250

All Other Coverage Levels $1,200 $7,750 $6,550

Note: If you will be 55 or older during 2023, you can contribute an additional $1,000 beyond these limits in catch-up contributions.

Opening an HSA If You Are a New Hire

When you enroll in a Consumer Choice plan for the first
time, you may be prompted by HealthEquity to provide
additional documentation (e.g., Social Security card
or valid driver’s license). After you are approved, your
HSA will be opened and you will receive a HealthEquity
Welcome Kit that includes your Visa debit card, which you
can activate online and use at the point of service when
making a qualified health purchase.
Based on your date of hire, SAP may contribute to your
HSA through two installments, half when you first enroll
(this amount may be prorated based on when you enroll)
and the remainder in July. If you are hired after July, SAP
will contribute one prorated amount when you enroll.

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Flexible Spending Accounts

Flexible Spending Accounts (FSAs), administered through HealthEquity, allow you to pay for certain eligible
expenses using pre-tax dollars. Except for the Transit and Parking FSA, all accounts have a "use it or lose it" policy.
Reimbursement requests for claims incurred in 2023 must be submitted by March 31, 2024 and any unused funds
from 2023 left in your account(s) after March 31, 2024 will be forfeited. The IRS posts lists of all eligible expenses
under each of the FSAs. Click here for more information.

Health Care FSA Dependent Care FSA

The Health Care FSA is available to employees enrolled
in the PPO 85 plan or the Kaiser HMO, or those who
waive SAP medical coverage and are not covered by an
HSA-eligible health plan outside of SAP.
You can use your Health Care FSA for eligible expenses
such as office visit copays, deductibles, coinsurances,
and other expenses in excess of any maximum benefit
amount. You can also use it for dental and vision expenses
for yourself and your family. The annual contribution limit
is $3,050 for the 2023 calendar year.
The Dependent Care FSA is available to all SAP
employees who work 24 or more hours per week.
You can use your Dependent Care FSA through
HealthEquity to pay for day care expenses for an eligible
dependent (up to age 13) in order to allow you and your
spouse/domestic partner, if any, to work or attend school
full time. The Dependent Care FSA cannot be used to
pay for health care expenses for your dependent. The
dependent must be someone you claim as a dependent
on your federal income tax return. The annual maximum
contribution is $5,000 for the 2023 calendar year
($2,500 if married and filing separate tax returns).

Limited Purpose FSA

The Limited Purpose FSA (LPFSA) is available to
employees enrolled in the Consumer Choice plans.
Because Consumer Choice plan members have access
to pre-tax savings through the HSA, the LPFSA can be
used only for dental and vision expenses. Once your
medical deductible is met, you can also use the LPFSA to
pay for eligible medical expenses. The maximum you can
contribute annually to the LPFSA is $3,050.
Transit and Parking FSA
The Transit and Parking FSA is available to all SAP
employees and is administered by HealthEquity. Funds
are not subject to the “use it or lose it” rule; they roll over
from year to year. You can contribute a monthly maximum
of $300 for parking services, and $300 for transit
services.

Over-the-Counter Expenses
As a reminder, the Coronavirus Aid, Relief, and Economic Security Act (CARES Act) allows over-the-counter (OTC) drugs
and medicines without a prescription (Rx) along with menstrual care products purchased on or after January 1, 2020 to be
eligible for a health savings account (HSA), flexible spending account (FSA), and health reimbursement arrangement (HRA)
reimbursement.

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At-a-Glance Comparison of the Health Savings Account (HSA)
and Health Care FSA (HCFSA)
Both the HSA and HCFSA allow you to contribute tax-free dollars to pay for qualified health care expenses. However, there are
differences to consider as you review your 2023 needs and choose a medical plan option.

Feature HSA Health Care FSA

You can participate when enrolled in a

Yes No
Consumer Choice plan

You can participate when enrolled in

No Yes
the PPO 85 plan or Kaiser HMO

You also can participate in the Yes

No
Limited Purpose FSA 2023 limit: $3,050

Contributions go into account tax free Yes Yes

Yes, 2023 SAP

SAP also contributes to your account contribution: $600/$1,200 No
(employee only/all other coverage levels)

Yes
There is an IRS maximum to the amount Yes
2023 limit:1 $3,850/$7,750
that can be contributed each year 2023 limit: $3,050
(employee only/all other coverage levels)

You can use funds for qualified

Yes Yes
health care expenses

You can add, change, or stop contributions

Yes Only if you experience a qualifying life event
at any time during the year

Unused funds roll over to following year Yes No2

You can invest account funds and

earn interest and dividends Yes No
(if balance is greater than $1,000)

You can take your account with you

Yes No
if you leave the Company or retire

1
HSA limits include your contribution plus the SAP contribution. If you will be 55 or older during 2023, you can contribute an additional $1,000 beyond these limits in
catch-up contributions.
2
You can submit reimbursement requests for claims incurred in 2023 up until March 31, 2024.

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Prescription Drug Insurance

When you enroll in medical coverage, you automatically receive prescription drug benefits through CVS/Caremark
(for Aetna-administered plans) or Kaiser Permanente (for the Kaiser HMO plan). The cost of your prescription
drugs depends on the tier of the medication (generic, preferred brand or non-preferred brand name).
Under the Consumer Choice plans, prescription drugs are subject to the plan deductible, so you pay the full cost
of prescription drugs until you meet the deductible. At that point, you will pay a copay/coinsurance. Medications
on the preventive medicine list do not need to meet the deductible first. They are automatically paid at 100%
after the copay.

Here’s what you’ll pay for prescription drugs under each medical plan.
You must use an in-network pharmacy for benefits to be covered.

Consumer Choice 90 and

PPO 85 Kaiser HMO
Coverage Level Consumer Choice 80
(CVS Caremark) (California residents only)
(CVS Caremark)

Retail (30-day supply)

Generic $10 copay after deductible $10 copay $15 copay

10% after deductible

Preferred Brand Name 10% ($25 min-$50 max) $35 copay
($25 min-$50 max)

20% after deductible

Non-Preferred Brand Name 20% ($45 min-$90 max) N/A
($45 min-$90 max)

Mail Order (90-day supply)

Generic $20 copay after deductible $20 copay $30 copay

10% after deductible

Preferred Brand Name 10% ($40 min-$80 max) $70 copay
($40 min-$80 max)

20% after deductible

Non-Preferred Brand Name 20% ($80 min-$160 max) N/A
($80 min-$160 max)

Note: This chart reflects in-network coverage; prescription drugs are not covered out of network.

True Accumulation - CC90 and CC80 Participants

Some specialty medications may qualify for third-party
co-payment assistance programs (e.g., coupon) that
lower your out of-pocket costs for those products. For any
specialty medication, starting in 2023, the co-payments
will not count towards your maximum out-of-pocket or
deductible for any co-payment or coinsurance amounts
that are applied to a manufacturer coupon.

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Three Cost-Saving Prescription Drug Programs

Aetna Medical Plan members have access to the following programs at no cost.

1 The Cost Benefits of Using Generic Medications

If you choose to purchase a brand-name prescription drug (formulary or non-formulary) when a generic equivalent is
available, you will pay the applicable brand-name retail or mail-order copay, or coinsurance plus 100% of the difference
in discounted costs between the brand name and generic prescription. Even if your physician prescribes a brand-
name drug when there is a generic drug available and writes “Dispense as Written” on the prescription, you will still
pay the added costs.

2 Rx Savings Solutions

If you enroll in an Aetna plan, you can check the cost of a new prescription using the Rx Savings Solutions online tool or
sign up for alerts to notify you if a drug that you or a dependent regularly takes becomes available at a lower cost or if there
is an alternate therapy option that is more cost effective.

3 Save on Specialty Medications with PrudentRx through CVS Health

PrudentRx is a program to help PPO 85 members save on their specialty medication cost. Specialty medications are
typically high-cost medications used to treat complex medical conditions and rare diseases (e.g., cancer, multiple sclerosis,
rheumatoid arthritis). PrudentRx partners with CVS to offer a third-party (manufacturer) copay assistance program that
can save you money on certain specialty medications.
Once enrolled, PrudentRx will cover specialty drugs on the PrudentRx Specialty Drug List at 100% ($0 copay) by
maximizing the value of the manufacturer’s coupons on your behalf. If you choose to opt out of the program, or if you do not
affirmatively enroll in any copay assistance as required by a manufacturer, specialty medications will be subject to a 30%
coinsurance. If your specialty drug is not part of the PrudentRx Specialty Drug List, standard plan copays will apply.
Contact PrudentRx at 1-800-578-4403 if you have any questions about the program as it pertains to your medication.

< 12 >
Dental

Dental plan coverage is available to all SAP employees through Delta Dental. With the dental plan, you can see
any dentist you choose, though you may pay more if you seek out-of-network care. You are covered for three
cleanings per year and are covered at 100% for diagnostic and preventive care with no deductible. You do not need
to elect SAP medical plan coverage in order to elect SAP dental coverage and you may choose to enroll eligible
dependents for coverage. To learn more or find a participating provider, log in to deltadentalins.com/welcome.

Delta Dental PPO/

Benefits and Covered Services Non-Delta Dental dentists*
Premier dentists

Deductible None

Annual Maximum $2,000 per person each calendar year

Plan pays 100% Plan pays 100%

Diagnostic and Preventive Services
(costs do not apply to annual (costs do not apply to annual
Exams, cleanings, X-rays, adult fluoride, and sealants
maximum) maximum)

Basic Services
Fillings, denture repair and relining, root canals, gum Plan pays 80% Plan pays 80%
treatment, and oral surgery

Major Services
Plan pays 60% Plan pays 60%
Crowns, inlays, onlays, and cast restorations

Prosthodontics
Plan pays 60% Plan pays 60%
Bridges and dentures

Implants Plan pays 50% Plan pays 50%

Orthodontia Benefits
Plan pays 50% Plan pays 50%
Adults and dependent children

Orthodontia Maximum $2,500 lifetime $2,500 lifetime

* Out-of-pocket costs for care received from out-of-network dentists will depend on geographic location.

SmileWay Benefits
Delta Dental offers expanded coverage if you have been diagnosed with diabetes, heart disease, HIV/AIDS, rheumatoid
arthritis, or stroke. Sign up online at deltadentalins.com by logging in to your Online Services account, clicking on the
Optional Benefits tab, and then selecting Opt In.

< 13 >
Vision

SAP offers coverage under two vision plans provided by VSP — the Core Plan and the Buy-Up Plan.
• When you enroll in medical coverage through Aetna or Kaiser, you'll automatically be enrolled in the Core
Plan at no additional cost. If you prefer, you can elect the Buy-Up Plan, for an added cost, and receive additional
benefits. Any dependents covered on your vision plan must match dependents covered on your medical plan.
• You do not need to elect SAP medical plan coverage in order to elect SAP vision coverage and you may
choose to enroll eligible dependents for coverage.

Benefits and Covered Services Core Plan Buy-Up Plan

Exam Free every calendar year Free every calendar year

Plan covers lenses every calendar year

Eyeglasses: Retail Lens and Frame Allowance Plan covers lenses every calendar year
and pays $150 toward frames every other
(includes standard, sunglasses, and blue light lenses) and pays $150 toward frames every year
calendar year

Contact Lens Allowance

(instead of glasses) Plan pays $150 every calendar year for
Plan pays $150 every calendar year for
contact lenses and lens exam/fitting
contact lenses and lens exam/fitting
(up to $60 copay)
Contact Lens Exam and Fitting

Additional Pair of Eyewear

(additional pair of glasses OR contacts)

· Frames and lenses Same allowance and frequency as first pair

N/A
Same allowance and frequency as first
· Contacts
contact lens benefit (up to $60 copay)

Choose one with eyeglass or

contacts purchase:
• An additional $100 frame or contact
EasyOptions Benefit Enhancement lens allowance
N/A
(Buy-Up Plan only) • Fully covered progressive lenses
• Fully covered photochromic
adaptive lenses
• Fully covered anti-reflective coatings

Visit vsp.com for more information or to find a provider.

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2023 Plan Rates — Medical, Dental, and Vision

Below are the per-pay-period contributions for the 2023 SAP medical, dental, and vision plans.

Medical plan rates per-pay-period

(rates include Core vision coverage)
Coverage Level
Kaiser HMO
CC90* CC80* PPO 85
(California)**

Employee only $63.50 $43.00 $108.50 $80.00

Medical Employee + 1 $115.00 $78.50 $203.50 $149.50

(includes the Employee + 2 $144.50 $99.00 $259.00 $190.00

Vision Core Plan)
Employee + 3 or more $177.50 $120.00 $313.50 $228.50

Coverage Level Dental plan rates per-pay-period

Employee only $10.50

Employee + 1 $18.50

Employee + 2 $21.00
Dental Employee + 3 or more $27.50

Vision plan rates per-pay-period if Vision plan rates per-pay-period if

you enroll in SAP medical coverage you waive SAP medical coverage
Coverage Level
Core Buy-Up Core Buy-Up

Employee only $5.50 $4.50 $10.00

Employee + 1 $10.00 $8.50 $18.50

Vision Included with
SAP medical rate
Employee + 2 $11.50 $9.00 $20.50

Employee + 3 or more $16.00 $12.50 $28.50

Please Note: If you are covering your domestic partner and/or domestic partner’s child(ren) under SAP’s
medical, dental, and/or vision plans, please refer to the following page. If you are covering a domestic partner,
you may also cover their child(ren).
* Keep in mind that if you elect a Consumer Choice plan and enroll in the HSA, SAP will make contributions
to your HSA that you can use to pay for eligible medical expenses.

** The Kaiser HMO plan rates apply to employees who live in California.

< 15 >
2023 Plan Rates — Imputed Income

If you elect to cover a dependent* under an SAP medical plan who is not your qualified tax dependent — your domestic
partner and/or your domestic partner’s child(ren) — per IRS regulations, you may have increased tax rates, which will
decrease your net pay. This is because the Fair Market Value (FMV) of SAP’s contribution toward that dependent’s
cost of coverage is considered a taxable fringe benefit, subject to tax withholding. This calculated fringe benefit is known as
imputed income.

The following charts outline the per-pay-period SAP imputed income amounts for medical, dental, and vision coverage for 2023.

Medical plan imputed income amounts per-pay-period

(rates include Core vision coverage)
Coverage Level
Kaiser HMO
CC90 CC80 PPO 85
(California)**

Employee + 1 $343.96 $265.61 $607.21 $308.34

Medical
(includes the Employee + 2 $404.04 $310.26 $735.07 $373.08
Vision Core Plan)
Employee + 3 or more $464.12 $354.92 $862.92 $437.82

Coverage Level Dental plan imputed income amounts per-pay-period

Employee + 1 $25.59

Employee + 2 $30.99

Dental Employee + 3 or more $36.39

Vision buy-up Stand-alone Stand-alone

Coverage Level differential when core vision when buy-up vision when
medical elected medical is waived medical is waived

Employee + 1 $4.50 $4.00 $8.50

Employee + 2 $6.00 $4.50 $10.50

Vision
Employee + 3 or more $7.50 $5.00 $12.50

* The number of dependents (e.g., 1, 2, or 3) represents all domestic partner/domestic partner children and
assumes no legal children or spouses.
** The Kaiser HMO plan rates apply to employees who live in California.

< 16 >
Retirement

The SAP 401(k) Savings Plan, administered through Vanguard,

gives you an opportunity to save for retirement through pre-tax
contributions, Roth contributions, and after-tax contributions.
You can contribute between 0% and 25% of your base pay and/
or bonus/commissions. All active employees on SAP U.S. payroll
are eligible to participate in the 401(k) plan.
You may invest your savings in one or more of the plan’s 25
investment fund options through Vanguard, including the
SAP ADR Stock Fund as well as Target Retirement Funds and
Managed Account options. Please refer to the SAP 401(k)
Summary Plan Description for a full plan summary.

Company Contribution
You are eligible to receive SAP matching contributions to your
account as of your date of hire. SAP will match 75% of the
first 6% of your earnings (or 4.5% of your earnings) that you
contribute in each pay period; the match will be paid out at the
end of each quarter. You vest in SAP’s matching contributions
over three years: You are 0% vested after one year of service,
50% vested after two years, and 100% vested after three years. Pre-tax contributions are made before taxes are
deducted from your pay, so you'll pay less taxes today but
How Much You Can Contribute more when you retire.

You can make pre-tax and/or Roth contributions up to the IRS Roth contributions are made after taxes are deducted
maximum each year, including any funds you receive from SAP. from your pay, so you'll pay more taxes today but less
The maximum amount you can contribute is $22,500. If you will when you retire.
be age 50 or older by December 31, 2023, you can contribute
an additional $7,500 in catch-up contributions (up to $30,000
total). You are immediately 100% vested in your own pre-tax and
If You Are a New Hire
after-tax 401(k) contributions.
You will need to complete the 401(k) Prior Employer
If you wish to contribute more than the IRS limit for your
Contribution Form if you have participated in a prior
combined pre-tax and Roth contributions, you may contribute
employer’s 401(k) plan for the current year. You can find
additional funds on an after-tax basis only. The earnings on
this form on SAP One on the Retirement Planning page.
after-tax contributions are taxed upon distribution. The IRS limit
You may roll over your previous employer’s qualified
on all contributions to your account (pre-tax, Roth, and after-
401(k) plan proceeds into the SAP 401(k) Savings Plan.
tax) is $66,000.

< 17 >
Life Insurance, Accidental Death & Dismemberment (AD&D)
Insurance, and Short- and Long-Term Disability Insurance
Basic Life Insurance
SAP provides Basic Life Insurance through Prudential at no cost
to you. Basic Life Insurance provides a benefit that is two times
the amount of your annual earnings. The maximum coverage
is $500,000.
SAP also provides Spouse/Domestic Partner and Child Basic
Life Insurance at no cost to you. Dependent Life Insurance
offers a benefit of $5,000 in the event of the death of a spouse/
domestic partner and $2,500 for a child.
Employee Supplemental Life Insurance
If you want to purchase additional coverage for yourself,
Employee Supplemental Life Insurance is available. You can
purchase a benefit of one to 10 times your annual earnings, up
to a maximum of $2 million. To enroll in coverage or increase
your existing coverage, you must provide evidence of insurability
(EOI), which is proof of good health.
If You Are a New Hire
If you enroll within the first 31 days after you are hired, you
can get up to $500,000 in Supplemental Life Insurance
without EOI. Please contact Prudential at 1-833-941-4727
for enrollment information.
Spouse/Domestic Partner and Child
Supplemental Life Insurances
You can also purchase additional coverage for your family.
• Spouse/Domestic Partner Supplemental Life Insurance is
available in increments of $50,000, up to $250,000
•C
 hild Dependent Supplemental Life Insurance is available for
$10,000 per child
You do not need to be enrolled in Employee Supplemental Life
Insurance in order to enroll your spouse/domestic partner or
child(ren) in Supplemental Life Insurance. EOI may be required
for spouse/domestic partner coverage; it is not required
for children.
Annual Earnings
Your earnings include your annual base salary, your
regular hourly wages,and the prior 12 months’ bonuses
and commissions. The prior 12 months’ bonuses and
commissions are based on the period of October 1
through September 30 and will be effective January 1 of
the calendar year immediately following.
AD&D
If you suffer an accidental injury or death, our AD&D Insurance
provides a benefit of twice your annual earnings, up to $500,000.
SAP also provides Business Travel Accident Insurance of twice
your annual earnings, up to a $500,000 maximum.
Disability
SAP provides both Short-Term Disability Insurance (through
Sedgwick) and Long-Term Disability Insurance (through The
Hartford) that replaces a portion of your income while you are
recovering from an illness or injury. These benefits are paid
by SAP.
Short-Term Disability (STD)
• Less than one year of service: 60% of earnings for up to
26 weeks
• One year or more of service: 100% of earnings for up to
13 weeks and 60% of earnings for the remaining 13 weeks
Long-Term Disability (LTD)
• Begins after 180 days of continuous disability
• 60% of your base salary plus bonuses/commissions
• Monthly benefit maximum of $15,000
State Disability Provisions
If you live in a state that has a state disability plan, you will
be paid STD benefits less any statutory state benefits you
may be eligible for. Please refer to SAP One for additional
information.
< 18 >
Financial Well-Being Programs
Financial Counseling
SAP offers access to personalized financial counseling through
Ayco to help you navigate your finances and make plans to reach
your financial goals. Through the program, you can receive:
• One-on-one financial coaching
• Advice, investment services, and guided implementation of a
personal financial plan
• Tax preparation and investment advice
• Family finance coordination
International Travel Insurance
You have the option to ensure you’re protected from any
minor inconvenience or major disruption you may face during
your travels: emergency travel assistance, trip cancellation
or interruption, property insurance, international medical
insurance, and international student insurance. This coverage
is not automatically provided by SAP. You must purchase the
individual policy you would like — visit Gateway to get started.
Tuition Reimbursement
SAP offers tuition reimbursement benefits to help offset the cost
of college courses. SAP reimburses tuition-related costs up to
$8,500 per calendar year (the year in which reimbursement is
received) for:
• Courses related to your present SAP job
• Graduate and undergraduate courses
• Tuition, registration fees, and books
Reimbursement of tuition-related costs is subject to manager
approval and course grade (A and B grades qualify for
reimbursement).
Adoption and Surrogacy Assistance
SAP supports our employees and their growing families. The
Company provides adoption assistance benefits up to $20,000
that will reimburse you for certain qualified expenses associated
with the adoption of a child, and surrogacy assistance of up
to $20,000 per lifetime. Further support is available for Aetna
Medical Plan members through Progyny.
< 19 >
Voluntary Benefits

SAP partners with Mercer Health and Benefits Administration LLC to offer you a variety of valuable voluntary benefits.
See the chart below for highlights about the voluntary benefits available, and visit sapvoluntarybenefits.com for more information.

Enroll during Open Enrollment or as a new hire through Benefitfocus

Accident Insurance coverage from Aetna provides cash benefits for out-of-pocket expenses
Accident Insurance associated with a covered accident, such as treatment for fractures, dislocations, concussions,
emergency dental work, and more.

With Critical Illness Insurance coverage from Aetna, you get a lump-sum cash benefit upon
Critical Illness Insurance diagnosis to help cover out-of-pocket expenses associated with a covered critical illness,
such as cancer, heart attack, or stroke.

Hospital Indemnity Insurance coverage through Aetna provides a lump-sum cash benefit (unless
Hospital Indemnity Insurance otherwise assigned) for each day you are in the hospital for any reason. You can use the money to
help offset hospital bills or take care of day-to-day expenses.

This coverage, provided through Trustmark, combines the benefit of permanent life insurance with
living benefits that can be used for long-term care. These services could cost hundreds of dollars
Universal Life with Long-Term Care
per day, so this benefit allows you to collect a percentage of your Universal Life death benefit to
help pay for long-term care services at any age.

Allstate provides a proactive fraud detection and prevention service, and once enrolled,
Identity Protection you will receive access to services such as identity and credit monitoring, social media
reputation monitoring, and more.

With the UltimateAdvisor® legal insurance plan from ARAG®, you’ll have access to a
nationwide network of attorneys who provide legal advice and consultation over the phone
Legal Insurance
or in their office, financial counselors, and other valuable tools and resources to help
you protect what’s most important.

Enroll at any time at sapvoluntarybenefits.com

Through the Choice Auto and Home Program, you can compare coverage, rates, and discounts
Auto and Home Insurance from some of America’s top-rated insurance companies: Farmers GroupSelectSM, Travelers, Liberty
Mutual Insurance, Progressive, Safeco, and Electric Insurance.

My Pet ProtectionSM is a plan available through Nationwide that reimburses a certain

Pet Insurance
percentage of eligible services for your pet.

< 20 >
Time Off and Leave

SAP offers a variety of benefits that allow you time to relax, recover, care for your family, and more, including company holidays,
personal days, vacation, and Paid Family Leave.

New Year’s Day

Veterans Day
Martin Luther King Jr. Day
Thanksgiving
Memorial Day
Company Holidays Day after Thanksgiving
Juneteenth
Christmas Eve
Independence Day
Christmas Day
Labor Day

SAP provides five personal days each year to use on days that are important to you — religious or national holidays
Personal Days not recognized as SAP holidays, birthdays, or other days of significance to you. Unused personal days do not carry
over from year to year.

SAP provides 15-25 paid vacation days (depending on years of employment at SAP) to regular, full-time employees.
Vacation
Benefits-eligible part-time employees accrue vacation in proportion to the number of hours they work per pay period.

SAP’s Pregnancy Disability Leave includes six to eight weeks of paid time off through SAP’s STD plan.
Pregnancy Disability
Leave and New Child New Child Return-to-Work Transition Time, offered to all employees, regardless of gender or tenure, allows for up
Return-to-Work to four weeks of transition time to acclimate to returning to work after welcoming a new child. These four weeks
Transition Time allow employees to work a minimum of 20 hours per week while still receiving their full salary, and it must be used
immediately following Paid Family Leave, or as the final Birth of a Child Leave benefit.

The SAP Paid Family Leave (PFL) policy provides paid time off in cases when an employee, an employee’s spouse, or
an employee’s domestic partner has given birth to or adopted a child. Paid Family Leave for parents of newly born or
Paid Family Leave adopted children is 12 weeks for all full- and part-time permanent employees. Those who had a child with a birth date
or adoption date on or after November 1, 2022, are also eligible for this enhancement and may take additional paid
time off to equal a total of 12 weeks.

< 21 >
Health and Wellness Support Programs

SAP offers many well-being programs to support your total health and well-being and help you balance work and life.
All the programs below are offered at no cost to you.

Benefit Support and Advocacy >

Health Advocate helps you navigate the complexity of the
healthcare system by offering a full range of clinical and
administrative services as well as behavioral health and
wellness programs.
Through this program, you get:
• I nformation on your SAP benefits, including health care
benefits, retirement benefits, and income protection benefits
• One-on-one support to help you navigate the complex health
care system

Employee Assistance Program >

Aetna Resources for Living program provides:
• Unlimited, toll-free telephonic access to EAP staff and licensed
clinicians, 24 hours per day
•E
 motional support, clinical assessment, care referrals, and
more offered by licensed behavioral health professionals
anytime (always 100% confidentiality ensured)
• Six free counseling sessions per member, per issue, per year
— available to all employees and all household members or
children (up to age 26)
• EAP counseling sessions are available via in-person sessions
or through televideo. Also, members are able to access chat
counseling through Talkspace, which is part of the Resources
for Living Program (up to six weeks with a counselor are
included in the program benefits)
• Work/Life services provide access to a wide range of services,
including consultation and services for child care, eldercare,
pet care, college planning, and more
• Free 30-minute consultation with a plan attorney for an
unlimited number of new legal topics each year
• Access to myStrength’s flexible and comprehensive digital
program with proven tools and dedicated support for stress,
depression, sleep, and more
Virtual Fitness, Mindfulness, and Nutrition >
Wellbeats is the premier on-demand fitness provider that
delivers fitness classes, challenges, and fitness assessments
to employees that can be enjoyed virtually anywhere, anytime.
Wellbeats enables you and your family to take control of your
health with fitness solutions that fit your lives.
You can also keep track of your fitness with a Fibit. Click here
for a discounted price!
Benefit Navigation Support >
Rally® makes it easy to build lasting healthy habits through
small, everyday steps — and take charge of your health by
putting your benefits and resources in one place.
• Take the health survey to get personalized recommendations
for programs to help you hit your goals, including missions and
challenges that make getting healthy fun.
• Compete against friends and other Rally members and earn
Rally Coins, which can be redeemed for great rewards for every
milestone you reach on your journey to better health.
• Dive into communities; from diet and fitness to sleep, back
pain, and even relationships, members can share their
experiences and offer tips, motivation, and support.
Behavioral Health Support for Families >
Rethink provides family support when you need it. Participants
have 24/7 access to consultations with a dedicated behavior
expert, unlimited use of the web portal and mobile app with how-
to videos and research-based resources, and exclusive content
to assist your child with learning, social or behavioral challenges,
or developmental disabilities. Use Rethink to teach crucial life
skills, decrease problem behaviors, and learn proven applied
behavioral analysis strategies to learn proven best-practice
teaching strategies. The program has no age restriction, requires
no diagnosis, and is completely confidential. (To enroll, use code
SAPrethink.)
< 22 >
Health and Wellness Support Programs
Diabetes and Hypertension Management >
Livongo offers support and resources for employees or family
members who are managing diabetes or hypertension.
The program provides access to:
•A
 cloud-based meter or cloud-based blood pressure monitor
so you can share real-time reports with your doctor or
health coach
• Unlimited coaching from certified educators who can answer
nutrition and lifestyle questions; if you have diabetes and
hypertension, you can work with the same coach to get help
for both health issues
• Unlimited strips and lancets for participants with diabetes,
with no hidden costs or copays
Please see below for eligibility requirements:
• Diabetes Management: It is offered at no cost to you and your
family members with diabetes and is covered under the SAP
health plan.
• Hypertension Management: It is offered at no cost to you and
your family members with high blood pressure and is covered
under the SAP health plan.
• Diabetes Prevention Program: It is offered at no cost to you
and your family members who qualify and is covered under the
SAP health plan.​
To join, register online at be.livongo.com/SAP or call the
member support call center at 800-945-4355. When signing up,
use the registration code “SAP".​​
Breast Milk Shipping Services >
Milk Stork is the first-ever breast milk shipping company who’s
easing the load for hard working parents. Pump, Pack, Ship or
Tote and get your breast milk where it needs to go. Milk Stork
can also help you transport breast milk from your surrogate to
your baby with the Milk Stork Stash. SAP is offering Milk Stork as
a benefit at no cost to our employees who are on business travel.
Village Wellness >
Village Wellness is a holistic wellness provider that offers
SAP employees services such as wellness coaching, online
meditation classes, and much more! For more information,
please visit villagewellness.net/sap.
Weight Management >
The Chronic Care Complete program through Teladoc Health
provides Weight Management or Prediabetes Support. You’ll get
paired with a personal health coach, work with therapists for
mental health support, and much more! Chronic Care Complete
is available to any benefits eligible employee who works 24 or
more hours/week and their dependents.
To join the program, you can register online at be.livongo.com/
SAP or call the member support call center at 800-945-4355.
When signing up, use the registration code “SAP".​
< 23 >
Health and Wellness Support Programs

Caregiver Support >

Cleo is a Caregiver Program that provides all full- and part-time
permanent employees and their dependents personalized support
to meet and manage family care priorities at home. Areas of
support include birthing plans, mental health support, return to
work, diversity and inclusion, child care and enrichment, college
and future planning, neurodivergence, special health care needs,
and more. Eligible employees will get paired with a Cleo Guide
based on situation and need and will be supported through a
customized care plan. Everything needed to navigate a family’s care
can be accessed through the easy-to-use Cleo App. All personal
information will be kept strictly confidential. Enrollment in a
medical plan is not required for participation in this program.

Digital M
​ usculoskeletal Conditions Support >
Get support for your Musculoskeletal conditions through Sword.
Sword is a virtual physical therapy program to help members
prevent and treat acute, chronic and post-surgical pain for the
lower back, shoulder, neck, hip, knee, elbow, ankle, and wrist.
Bloom is an innovative digital pelvic therapy solution developed
by Sword Health. Members are partnered with Pelvic Health
Specialists, all of whom have Doctor of Physical Therapy degrees. It
is designed to address pelvic dysfunctions such as bladder leakage,
bowel issues, and pelvic pain.

Virtual Pediatric Behavioral Health Care >

All full-time and part-time permanent employees and their
dependents enrolled in an Aetna medical plan are eligible for
Virtual Pediatric Behavioral Health Care through Brightline.
Brightline offers kids, teenagers, and their caregivers extraordinary
flexible and personalized support through video counseling,
coaching programs, and on-the-go access to resources.

< 24 >
How to Enroll

How to Enroll in Most SAP Benefits

You can enroll for medical, dental, and vision insurance, and
certain voluntary benefits only:
• As a new hire, within 31 days of your date of hire
• During Open Enrollment in the fall each year
• As an international transfer, within 31 days from the date you
submit your SSN to the processing team on an updated
W-4 form
You will make your enrollment elections for most benefits
through Benefitfocus, which is also accessible through
SAP One or via the Benefitfocus mobile app (company ID:
sapbenefits).
How to Enroll in Auto and Home or
Pet Insurance
Visit sapvoluntarybenefits.com for more information about
these benefits and to enroll. You can enroll during Open
Enrollment or any time throughout the year.
Accessing Benefitfocus
You can access Benefitfocus via SSO. If you are prompted
to log in to the enrollment platform with a username
and password, please contact HRdirect by calling
1-866-HR-AT-SAP (option 3, then 6). Or you can contact
HRdirect (SAP One > Me @ SAP > HRdirect) via your
preferred channel or ask the HR Chatbot for immediate
HR support. Access to Benefitfocus is granted 5 business
days after your hire date.
First-time Benefitfocus app user?
After downloading the app callled Benefitplace,
enter “sapbenefits” as the company ID, then click
“Can’t access your Account?” followed by “I forgot my
username.” Follow the on-screen prompts to set up an
account using your SAP email address.

How to Enroll in Life Insurance

Visit prudential.com/sap (access code is 50085) or call
1-833-941-4727.

How to Enroll in Travel Insurance

Travel insurance is offered on a trip-by-trip basis. To enroll in a
plan, visit gatewayplans.com/sap or call 1-866-286-4076.

How to Enroll in the SAP 401(k)

Savings Plan
Visit the Vanguard website to register and enter SAP plan
number 090061. As a new hire, approximately 10 business days
after your hire date, you will receive a letter from Vanguard with
information on how to enroll in the plan. You can enroll at any
time throughout the year.
You can usually begin participating by the second payroll cycle
after completing your registration and investment elections.

< 25 >
Changing Coverage During the Year

Medical/prescription drug, vision, dental, and FSA elections cannot be changed during the calendar year unless you experience a
qualifying life event. HSA contributions and Transit and Parking FSA contributions can be changed at any time throughout the year.
Qualifying life events include a marriage, separation, or divorce; the birth or final legal adoption of a child; the death of a spouse/
domestic partner or child; change in dependent eligibility status; spouse/domestic partner’s termination of employment or new
employment; change from part-time work to full-time work, or vice versa; and loss of other coverage.
If you wish to change your benefit and/or beneficiary coverage, as applicable, you must do so within 31 days of your qualifying life
event. For more information, including a list of qualifying life events and what documentation is required, visit the Life Events page.
To make enrollment changes, access Benefitfocus through SAP One or the Benefitfocus mobile app.

< 26 >
Contacts
Annual legal notices for the SAP America Benefits plan are available at www.sapnorthamericabenefits.com under the Resources page.

Benefit Carrier/Vendor Website Phone Number

Enrollment Platform Benefitfocus

1-866-HR-AT-SAP
HRdirect HRdirect online (SAP One > Me @ SAP > HRdirect)
(option 3, then 6)

Health

Dental Insurance Delta Dental deltadentalins.com 1-800-932-0783

Health Savings Account and
Flexible Spending Accounts Learn more: learn.healthequity.com/sap/hsa/
HealthEquity 1-877-628-1123
(Medical, Dependent Care, Manage your account: myHealthEquity.com
Limited Purpose, Transit and Parking)
Fertility and Family Planning Benefits Progyny (Aetna plans) https://member.progyny.com/s/login/ 1-844-930-3331

Aetna aetna.com 1-800-338-7807

Medical Insurance Kaiser Permanente

(includes Prescription kp.org 1-800-464-4000
coverage)
Prescription Drug Insurance CVS/Caremark (Aetna plans) caremark.com 1-855-548-5649
sap.rxsavingssolutions.com
Prescription Medication Rx Savings Solutions 1-800-268-4476
info@rxsavingssolutions.com
Discount Program
Prudent Rx https://www.prudentrx.com/
Telemedicine Teladoc Health (Aetna plans) member.teladoc.com/aetna 1-855-835-2362

Vision Insurance VSP vsp.com 1-800-877-7195

Financial

401(k) Savings Plan Vanguard retirementplans.vanguard.com 1-800-523-1188

Financial Counseling Ayco ayco.com 1-877-906-2926

Short-Term Disability (FMLA/STD) Sedgwick mysedgwick.com/SAP 1-855-292-2437
Long-Term Disability (LTD) The Hartford abilityadvantage.thehartford.com 1-800-938-0510
prudential.com/sap
Life Insurance Prudential 1-833-941-4727
SAPInquiries@Prudential.com
Universal Life with Long-Term Care Insurance Trustmark sap.yourcare360.com/enrollment 1-833-888-1380
1-877-808-7434
Travel Insurance Gateway gatewayplans.com/sap
1-317-655-4500
Voluntary Benefits Mercer sapvoluntarybenefits.com 1-866-324-4080

Work/Life

Aetna Resources resourcesforliving.com

Employee Assistance Program (EAP) 1-833-721-2316 (TTY: 711)
for Living User Name: SAP | Password: EAP

Benefit Support and Advocacy Health Advocate healthadvocate.com/sap 1-866-799-2731

https://member.werally.com/health/client/
Benefit Navigation Support Rally
SAP/register
Well-Being
rethinkbenefits.com/sap
Behavioral Health Support for Families Rethink 1-800-714-9285
Sign-Up Code: SAPrethink
Breast Milk Shipping Services Milk Stork milkstork.com/SAP 1-877-242-1306
be.livongo.com/SAP
Diabetes and Hypertension Management Livongo 1-800-945-4355
Registration Code: SAP
Virtual Fitness, Mindfulness, and Nutrition Wellbeats portal.wellbeats.com

Digital ​Musculoskeletal Conditions Support Sword enroll.swordhealth.com/sap 1-888-492-1860

Pelvic Health Support Bloom join.hibloom.com/sap

Caregiver Support Cleo hicleo.com/activate

< 27