Wipro

Project Name Alight US Org Manage Benefits for US Employers (Org)

Most of the furtune 500 companies in US

Alight- wipro

Hewitt Started US benefit Admin business

Aon-Hewitt

Alight

Alight- wipro

Wipro

Online till 19 Oct

Offline 20th Oct
End 31st Oct Offline training end
Assessment 1/2 Nov Final Domain Assessment

3/4 Nov Reassessment

Pre joining instructions & forms

15th Nov Onboarding

4 Courses in Training
1 2023 Customer Care Onboarding
2 2023 Using CS PRO for Customer Care
3 2023 Health & Welfare Part 1 (CS PRO)
4 2023 Health & Welfare Part 2 (CS PRO)

Assessments
Final VNA Assessment Customer Assessor Call duration - 6-8 minut
Call1 Neeraj Sindhu
Call2 Neeraj Wipro Assessor

Average of both calls >=65%

Final Domain Assessment Wipro Assessor

40 Questions 1 Hour

Pass %age 80%

Reassessment 80%

MS-Forms
Daily MS-form Quiz links Complete daily before EOD
 VNA sessions First 3 days
VNA practice calls with Sindhu 4th day to VNA assessment

Alight
Manage Benefits for EE of US organization Client
Customer

Benefits EE Salary + Benefits

ER

Why ER offer benefits

Motivation To attract talented EEs
EE Retention
Efficiency

ER will get tax advantage - if they follow the US laws (while provinding the ben

Benefits Types of Benefits

3 domains of Benefit Admin
DB Defined Benefits
DC Defined Contributions
HW Health & Welfare

DB Defined Benefits - Benefits are defined by a set formula

Another name of Defined benefits Pension Plans

ER will deposit money in the account

EE can take the benefit only after retirement
EE can take the entire amount or they can have it in monthly installments
EE can designate beneficiaries

DC Defined Contributions
401 (K) Plans, Saving plans

EE will contribute a fixed amount from the paycheck

EE earns Interest on the deposited amount

EE can withdraw the money while they are working

HW/HM
Health plans Welfare Plans
Medical Plans Life INS
Dental Plans Accident INS
Carve-out Plans Disability INS

Laws & Regulations

Section 125 Section 125 of IRC
HIPAA Health INS Portability & accountability Act
ACA Affordable Care Act
ERISA Employee Retirement Income Security Act
CARES Act Corona Virus Aid, Relief & Economic Security Act
 IRC Internal Revenue Code Income Tax act of US
IRS Internal Revenue Service Team that has designed and responsible to implement th

Google Tom $1000 Salary per month Post-Tax Deduction

$100 Income Tax - 10%

Post Tax Salary $900

Cost of benefits $50 Per month

$850 Take home salary

Cost of benefits

Section 125 of IRC

ER will decide whether they will provide benefits on Pre-tax basis or post-tax basis.

Can help both EE & ER to save the taxes

Salary
EE Tom EE John 1000
ER Google ER MS
Pre-tax benefits Post-tax benefits

Cost of benefits 50
Tax% 100
Remining salary 950 Remining salary 900
Tax% 95 Cost of benefits 50
Take home 855 Take home 850

Other names of Section 125

Cafeteria Plan
Flex plan
125 plan
Flexible benefit plan
Flexible compensation program

Section 125 categoriesed benefits into 3 parts:

1 Pre-tax Benefits Non-taxable benefits Before tax benefits
2 Post tax benefits Taxable benefits After tax benefits
3 Prohibited Benefits provided to highly compensated employees
Sources of funds to pay the benefits 4 sources

1 Flex Credits Reduce the cost of HW benefits, ER provides t

2 Employer Subsidy Reduce the cost of HW benefits. EE may not kn
3 EE salary Reduction Pre-tax deduction
4 EE After Tax deductions Post Tax deduction

Flex Credits Total cost of benefits - Flex Credits = Actual Co

Employer Subsidy (Total cost of benefits - ER Subsidy) = Actual C

Type of ER plans: Plans can be structured in 2 ways: EE

ER

Self-Insured Plans 1 Self Funded Plans ER pays the claims/bills to hospital

Fully Insured Plans 2 Fully Funded Plans INS company will pay the claims

HIPAA Portability EE can port the health plans while changing their jobs
Accountability Data protection

PHI Protected Health Information

Name, address, Email ID, Phone number, SSN, Health history, health

Not a PHI Qualification - High school, college, university etc.

Job location

Functions of HIPAA 3 functions of HIPAA

1 Portability
2 Access to coverage No discrimination
3 Special Enrollment Rights HIPAA provides an opportunity to E

Examples of Life Events:

Marrige
Divorce
Child birth/Adoption
Change in Location
etc.

ERISA Governed by IRS + DOL Internal Revenue Service

Department of Labour

ERISA ensures:
1 Right to Appeal
2 Protection from discrimination
3 Proper communication via Plan documents
 New Hire Day 1 of enrollment
Mid Year En Not more than 90 days of enrollme
On request within 7 business days of request

ACA Affordable Care Act Obamacare Health Care Reform Act

1 Individual Mandate Individual should have a minimum essential he

2 Employer Mandate Employer should offer minimum essesntial cov
3 Setup of a Marketplace
4 No Life time Maximum limit Medical Plans
5 Dependent child could be covered upto age 26 Eligibility

Distribution of SBC to participants was mandated by ACA.

EE
CARES Act Paid leaves if they suffering from Covid

ER
Relaxation in the deadlines
US Employers (Org) Google ER
500 companies in US Ayushi EE

Tools that CSR will use:

CS PRO
ALIS Alight Live Interaction System

Call duration - 6-8 minutes Date

21st Oct
23rd Oct

daily before EOD

o VNA assessment

Google ER
Google Ayushi EE
Ayushi

(while provinding the benefits)

John Tom
$50000 $50000

monthly installments $50000 $2000 per month

25 installments

Welfare Plans

Accident INS
Disability INS

FMLA Family & Medical Leave Act

USERRA Uniformed Services Employment & Reemployment Rights Act

omic Security Act

sponsible to implement the code
Benefits EE ER MRP Price
Fully paid by ER 0 100 Cello 50 40
cello - 100 5000 3000
Partially paid by ER 50 50
50-50

Fully paid by EE 100 0

$1000 Pre-Tax Deduction

Cost of benefits $50 Per month

$950

$95 Income Tax - 10%

$855 Take home salary

asis or post-tax basis.

10% Income Tax%

Before tax benefits Medical, Dental, Vision, Life INS etc.

After tax benefits Cash, DPND Life INS etc.
d employees
Tom 80
 W benefits, ER provides the credits Wellness credits To promote the wellbeing
W benefits. EE may not know the amount of subsidy that ER is providing. Service Credits Number of yeears in Org.
Health Care Credits When EE opt for higher c
Excess Credits After paying the cost of b

s - Flex Credits = Actual Cost for EE

ts - ER Subsidy) = Actual Cost for EE

Tom
Google Medical Plan

ills to hospital
y the claims

ng their jobs Medical, Dental, Vision plans etc.

SSN, Health history, health condition, billing information, financial information, etc.

ovides an opportunity to EE to change their benefits within the plan year, when there's a life Event

New Hire Enrollment

Annual Enrollment
QSC Enrollment (Qualified status change)

documents
SPD Summary of Plan documents Summary of all the plans offered by ER
SBC Summary of benefits & coverages Details of a individual plan that EE is eligible for
SAN SBC Availibility Notice In case SBC is uploaded online (Website)
 SMM Summary of Material Modification All the changes from last plan year
Glossary Definition of technical/legal words

than 90 days of enrollment

usiness days of request

re Reform Act

ve a minimum essential health coverage

er minimum essesntial coverage to their employees

Medical Plans
ployment Rights Act
Per piece cost
40
30
To promote the wellbeing of EE
Number of yeears in Org.
When EE opt for higher coverage of Health plan
After paying the cost of benefits, remaining credits