I.

Features of Health Cover :

Insurance coverage opted by the employee will be applicable to the entire group (self, spouse, children,
parents/parents in-law) nominated by the employee. Self, spouse and children (up to a max of 2 children) will be
covered by default, however their basic details have to be entered while doing the enrollment process in the TPA
portal.
All employees will be provided an insurance coverage of INR 5 lacs.
o Employee may opt for an additional top-up cover of INR 2 lacs or INR 4 lacs at subsidized rates. This will
be available for utilization in the event base coverage of INR 5 lacs is exhausted.
o Terms and conditions of the base policy will apply, with an exception of maternity claims, which will NOT
be permitted in the top-up policy.

Enrollment of Parent (s)/ Parent(s) In-law:

Deselection of Parents/Parents in-law is disabled FY18 onwards.

o Employees who have never enrolled their parents/in laws can also enroll them now with a lock in period of 2
subsequent cycles (3 years in total including FY18). New enrollments now will mean that it will be valid till FY
20 without any option for disenrollment/ deselection.
o Nominations of parents/in laws from FY 17 will be carried forward. However, people who did not enroll in FY
17 can enroll their parents/in laws at the time of renewal in FY 18. Lock in period of 2 subsequent cycles (3
years in total) will apply in same manner as described above.
o New joiners can enroll their parents / in laws during the enrollment period post joining. This will be locked in
for the FY of joining date and subsequent 2 cycles. So if someone joins in FY18, the lock in will be valid for
FY19 and FY 20.
o In the unfortunate event of demise of the nominated parent(s)/ parent(s) in-law, employee may nominate the
other surviving parent(s)/ parent(s) in-law in the subsequent enrolment cycle. Please note, only one set of
parents/parents in-law may be enrolled. Combination of parent and in-law is not permitted. This will be
applicable subject to lock in period of 2 subsequent cycles (3 years in total).
o If an employee (who was single at the time of enrolling parents) gets married, s/he may choose to nominate
the parent(s) in-law in the subsequent annual enrolment cycle post wedding, however the above stated rules
apply for future changes. i.e. this will be applicable subject to lock in period of 2 subsequent cycles (3 years in
total).

Parent(s) / Parent(s) in-law nominated in FY14 / FY15 / FY16

o Effective FY14, following condition was introduced w.r.t. enrolment of parent(s)/parent(s) in-law: Once
nominated in the medical insurance plan, the selection of parent(s)/ parent(s) in-law will be valid for next 2
cycles and parent(s)/ parent(s) in-law cannot be added/changed during this period. For FY 14 nominees, since
the lock in of 3 years will be over in March 2016, there will be fresh 3 year lock until FY19.
If employees who had enrolled their parents in FY 15 and FY 16 deselect due to change in premium rates, they will not be
able to enroll them again for next 2 cycles.
Premium is negotiated every year based on loss ratio, medical inflation and other factors. Premium may remain same or
may increase year on year, but it will always be better than premium available in the retail market.
Examples illustrating above conditions for reference:

Example Situation 1 Situation 2 Situation 3 Situation 4 Situation 5 Situation 6 Situation 7 Situation 8

FY 14 Enrolled Enrolled Not Enrolled Not Enrolled Enrolled Not Enrolled Not Enrolled Not Enrolled

Continue Continue
enrolment / enrolment /
Opt-out. No Opt-out. No Opt out the
FY 15 change in change in Enrolled Not Enrolled Parents/in- Not Enrolled Not Enrolled Not Enrolled
nomination nomination laws
unless meet unless meet
criteria criteria
Continue Continue Continue
enrolment / enrolment / enrolment /
Opt-out. No Opt-out. No Opt-out. No Will not be
FY 16 change in change in change in Enrolled allowed to Not Enrolled Not Enrolled Enrolled
nomination nomination nomination Enroll afresh
unless meet unless meet unless meet
criteria criteria criteria
Continue Continue
enrolment / enrolment /
Opt-out. No Opt-out. No
Enroll afresh
FY 17 Enroll afresh Enroll afresh change in change in Enroll afresh Enroll afresh Not Enrolled
/ Opt-out.
nomination nomination
unless meet unless meet
criteria criteria
1. Enroll
afresh for
employees
who
Continue Deselection deselected in
Continue Continue Continue
enrolment. due to death FY17
enrolment. enrolment. enrolment.
Deselection and 2. Continue
Deselection Deselection Deselection
is not nominating enrolment for
is not is not is not
possible the other set employees
possible possible possible
FY 18 unless meet of parents & Enroll afresh Enroll afresh who enrolled
unless meet unless meet unless meet
criteria Deselection in FY 17.
criteria criteria criteria
otherwise due to Deselection
otherwise no otherwise no otherwise no
no change Marriage, is not
change in change in change in
in nomination possible
nomination nomination nomination
nomination the In-Laws unless meet
criteria
otherwise no
change in
nomination
Continue
Continue Continue Continue Continue Continue
enrolment.
enrolment. enrolment. enrolment. enrolment. enrolment.
Deselection
Deselection Deselection Deselection Deselection Deselection
is not
Continue is not is not is not is not is not
possible
enrolment. possible possible possible possible possible
FY 19 unless meet Enroll afresh
No change in unless meet unless meet unless meet unless meet unless meet
criteria
nomination criteria criteria criteria criteria criteria
otherwise
otherwise no otherwise no otherwise no otherwise no otherwise no
no change
change in change in change in change in change in
in
nomination nomination nomination nomination nomination
nomination
Continue Continue Continue Continue
enrolment. enrolment. enrolment. enrolment.
Deselection Deselection Deselection Deselection
Continue is not is not is not is not
enrolment. possible possible possible possible
FY 20 Enroll afresh Enroll afresh Enroll afresh
No change in unless meet unless meet unless meet unless meet
nomination criteria criteria criteria criteria
otherwise no otherwise no otherwise no otherwise no
change in change in change in change in
nomination nomination nomination nomination
 All pre-existing diseases are covered. No waiting period applicable in the policy.
Cashless settlements in networked hospitals across the country.
Room rent entitlement: Single standard AC room; ICU charges on actuals.
Co-payment by the employee: 10% of the cost for self, spouse or children and 20% of the cost for parents/parents in-
law (Co-payment does not apply for maternity and cataract claims).
In the event of interim addition to the family, spouse or new born child will qualify immediately for medical cover from
the day of marriage or birth respectively, subject to completion of the following steps:
o Employee updates the detail of the new member via "Personal Information" page available in Workday.
o Employee includes the new member in the hospitalization plan within 30 days from the occurrence of the event
(marriage / birth of child) via Benefits" page available in Workday.

Summary:

The benefits have been classified based on the city where the treatment is being done. Please refer to the table below:

Particulars
Room Rent Single standard AC room

If employee (inclusive of dependents) is opting for a more

expensive category of room with higher room rent, than the one
Proportionate increase in
specified above, s/he will have to pay for the differential in the
Procedural / treatment charges
room rent as well as the incremental procedural & other related
medical charges.

ICU Charges As per actuals

10% for employee, spouse and children

Co-payment by the employee 20% for parents/ parents in-law (Co-payment does not apply for
maternity and cataract claims).

Caps on treatment charges Following caps will continue to be applicable in FY17

Maternity
INR 50,000 ( For Normal and C Section Delivery, Inclusive of
Cannot be claimed from top-up
Pre & Post-natal expenses up to INR 5,000)
cover

Cataract INR 30,000

II. Premium rates applicable to all Active employees & Employees at Onsite effective April 1, 2016 onwards

Applicability of this section is defined as follows:

o Active employees: employees (offshore / onsite) who receive 100% salary in India.
o Inactive: employees who travelled overseas on April 1, 2016 or thereafter and receive 100% salary in the host
country.
o Please note, employees on Sabbatical for Higher Studies are not eligible to enroll in the medical insurance plan till
they resume service.
Full premium for medical cover of up to INR 5 lacs will be paid by the company for employee and family (spouse and
two children, subject to nomination).
Insurance cost for parents (either parents or parents in-law) will be borne by the respective employees.
If employees would like to increase the medical cover beyond the default amount provided, higher premium would
need to be borne by the employee for self and nominated dependents (spouse, children, parents / parents in-law).

Sum Insured: Sum Insured: INR 7 Lacs Sum Insured: INR 9 Lacs
INR 5 Lacs (Top Up - 2 lakh) (Top Up - 4 lakh)
Family Size Emp
Contribution Emp Contribution (INR) Emp Contribution (INR)
(INR)
Self 0 2,070 3,795
Self + 1D 0 2,070 3,795
Self + 2 D 0 2,070 3,795
Self + 3 D 0 2,070 3,795
Self + 1P 11,461 13,531 15,256
Self + 1D + 1P 11,461 13,531 15,256
Self + 2D + 1P 11,461 13,531 15,256
Self + 3D + 1P 11,461 13,531 15,256
Self + 2P 22,922 24,992 26,717
Self + 1D + 2P 22,922 24,992 26,717
Self + 2 D+ 2P 22,922 24,992 26,717
Self + 3D + 2P 22,922 24,992 26,717
* P: Parents / Parents in-law, D: Dependents
* Above mentioned premium amount is inclusive of Service tax
 III. Premium rates applicable to Employees on International Assignment before April 1, 2016

Employees who have been overseas for more than 1 year (as on April 1, 2017) may also enroll in India medical insurance
plan.

Applicability of this section is defined as follows:

o Inactive employees: Employees who travelled overseas prior to April 1, 2016 and receive 100% salary in the host
country. Also those employees who were on split-payroll prior to April 1, 2016 and transferred to host country
payroll in FY16 without returning to India.

Following two options are available to this category of overseas employees for enrolling in the medical insurance
plan.

1. Option to enroll in the medical insurance plan while employee is overseas:

Employee would need to bear the total premium for self, spouse, children, parents/parents in-law.
Nomination (including dependents, if any) must be submitted as per the deadline communicated by Corporate Shared
Services India.
No changes can be made to the existing nominees or sum insured after returning to India payroll (100%) till March 31,
2018. Lock in period of 2 subsequent cycles (3 years in total including current FY) will apply as stated above for parents/
parents in-law.
Premium rates applicable when enrolling while onsite are as follows:

Sum Insured: Sum Insured: INR 7 Lacs Sum Insured: INR 9 Lacs
INR 5 Lacs (Top Up - 2 lakh) (Top Up - 4 lakh)
Family Size Emp
Contribution Emp Contribution (INR) Emp Contribution (INR)
(INR)
Self 6,670 8,740 10,465
Self + 1D 6,670 8,740 10,465
Self + 2 D 6,670 8,740 10,465
Self + 3 D 6,670 8,740 10,465
Self + 1P 18,131 20,201 21,926
Self + 1D + 1P 18,131 20,201 21,926
Self + 2D + 1P 18,131 20,201 21,926
Self + 3D + 1P 18,131 20,201 21,926
Self + 2P 29,592 31,662 33,387
Self + 1D + 2P 29,592 31,662 33,387
Self + 2 D+ 2P 29,592 31,662 33,387
Self + 3D + 2P 29,592 31,662 33,387

* P: Parents / Parents in-law, D: Dependents

* Above mentioned premium amount is inclusive of Service tax
2. Option to enroll in the medical insurance plan after employee repatriates to India:

Employee may choose to nominate self, spouse, children, parents/parents in-law within 15 business days of returning
to India, if s/he did not enroll in the medical insurance plan while s/he was overseas. Lock in period of 2 subsequent
cycles (3 years in total including current FY) will apply as stated above for parents/ parents in-law.
In case no nomination is received, default insurance coverage as per eligibility will be provided to the employee, spouse
and children (up to 2) only provided the dependent details are updated in Workday.
Premium indicated below will be applicable on a pro-rata basis i.e. from date of return to India up to March 31, 2018.
Full premium for medical cover of up to INR 5 lacs will be paid by the company for employee and family (spouse and
two children, subject to nomination).
Insurance cost for parents (either parents or parents in-law) will be borne by the respective employees.
If employees would like to increase the medical cover beyond the default amount provided, higher premium would
need to be borne by the employee for self and nominated dependents (spouse, children and parents/parents in-law)
Premium rates applicable when enrolling after repatriating to India are as follows:

Sum Insured: Sum Insured: INR 7 Lacs Sum Insured: INR 9 Lacs
INR 5 Lacs (Top Up - 2 lakh) (Top Up - 4 lakh)
Family Size Emp
Contribution Emp Contribution (INR) Emp Contribution (INR)
(INR)
Self 0 2,070 3,795
Self + 1D 0 2,070 3,795
Self + 2 D 0 2,070 3,795
Self + 3 D 0 2,070 3,795
Self + 1P 11,461 13,531 15,256
Self + 1D + 1P 11,461 13,531 15,256
Self + 2D + 1P 11,461 13,531 15,256
Self + 3D + 1P 11,461 13,531 15,256
Self + 2P 22,922 24,992 26,717
Self + 1D + 2P 22,922 24,992 26,717
Self + 2 D+ 2P 22,922 24,992 26,717
Self + 3D + 2P 22,922 24,992 26,717

* P: Parents / Parents in-law, D: Dependents

* Above mentioned premium amount is inclusive of Service tax
 IV. Payment of premium by Employees (Active/ Inactive)

Recovery of premium from employees active on India payroll (100%)

Employee's contribution to medical premium, if any, based on the nomination applicable for FY18 cycle will be recovered
from employee's India salary in 4 equal instalments in the months of April 2017 to July 2017.

Recovery of premium from employees Inactive on India payroll:

o Employee needs to make a NEFT transfer by 31st March 2017 as per below given details.

o Please make sure to key in your Employee ID FY18 Med in the reference/comment field while making the
NEFT transfer
o Post making the NEFT transfer employee is required mail below details to Arokia Anthony George
(aanthonygeor@csc.com) / Extn -761329.
o Xchanging Employees are requested to share the below details to Payments@Xchanging.com
Employee UTR / Premium Family Coverage
Name
ID Transaction No Amount Size Amount

V. Refund of Premium to Employees at the time of exit till March 2018

Organization will refund employee's contribution towards premium paid for insurance coverage in FY18 on a pro-rata basis
upon exit from the company, since the insurance coverage will terminate post the date of exit and employee (along with
dependents) will not be eligible to avail the insurance coverage benefits thereafter.

Kindly take note of the key applicable conditions.

Eligibility:
o Date of exit is between April 1, 2017 and March 2018.
o Employee and insured dependents must not have availed the insurance coverage benefit or plan to avail the
benefit for any qualifying event that may have occurred between April 1, 2017, up to the date of exit, i.e.:-
I. Claimed any amount (via cashless and/or reimbursement) during the insurance period OR
II. Submitted any claim that is being processed by the insurance company OR
III. Plan to submit a claim for any instance that may have occurred prior to the date of exit, however claim
submission is pending, as the deadline to submit the documents is 30 days from discharge from hospital, and
may occur post the date of exit.
Amount of refund:
o Refund amount will be computed on a pro-rata basis by the organization.
 Payment of refund and Impact on tax exemption:
o Refund amount will be paid via Full and Final Settlement Statement only.
o Tax liability will be recomputed, based on the actual amount of premium paid by the employee i.e. initial premium
amount less any premium amount refunded by the organization.
As per the Income Tax Act, 1961, tax exemption under Section 80D is available only for payment of premium towards
coverage of:
I. Self, spouse, dependent children of the employee
II. Parents of the employee

VII. Enrolment Window:

Enrolment will be done via TPA portal until March 21, 2017. You will receive details regarding the enrolment process
from Corporate Shared Services shortly. Kindly review the same carefully and ensure compliance. No exceptions will
be permitted.
Please note, insurance coverage will be effective from April 1, 2017 regardless of the completion of enrolment date.
It is manager's responsibility to ensure that team members who are on leave / Leave Without Pay (LWP), working at
client site or those undertaking business travel/long term overseas assignments are informed about the annual
enrolment exercise and timeline to submit nominations.