Medical/Rx
Your medical plans are now with Cigna! Scientific Games is still offering you three plan design options to choose from.
Your Pharmacy benefits are moving to Navitus.
Essential Care
Now with Cigna!
$2,000 (I) Annual Deductible
$4,000 (F) Non-Embedded Deductible
$1-for-$1 Up to $700/year
Employer HSA Match*
30% of charges after deductible
Medical Visit Cost
30% of charges after deductible
General Virtual Health Consultation
30% of charges after deductible
Behavioral Health Virtual Consultation
$10 after deductible / $50 after deductible
Generic / Brand Copays
FREE!
Preventive Prescriptions
Learn More
* Maximum employee contribution will be reduced by any employer contribution.
Choice Care
Now with Cigna!
$2,500 (I) Annual Deductible
$5,000 (F) Embedded Deductible
N/A
Employer HSA Match
$25 copay
$25 copay
General Virtual Health Consultation
$50 copay
Behavioral Health Virtual Consultation
$15 / $50
Generic / Brand Copays
Subject to Above Tiers!
Preventive Prescriptions
Learn More
Critical Care
Now with Cigna!
$1,000 (I) Annual Deductible
$2,000 (F) Embedded Deductible
N/A
Employer HSA Match
$25 copay
Medical Visit Cost
$25 copay
General Virtual Health Consultation
$50 copay
Behavioral Health Virtual Consultation
$15 / $50
Generic / Brand Copays
Subject to Above Tiers!
Preventive Prescriptions
Learn More
Wellness Discount
Reduce the amount you pay in your payroll deductions.
$23.08
If you elect medical coverage for yourself and you do not use tobacco/nicotine OR if you elect medical coverage for both you and your spouse and only one of you use tobacco/nicotine, you will receive a credit of $23.08
$46.16
If you elect medical coverage for both you and your spouse and you BOTH do not use tobacco/nicotine, both discounts apply for a total of $46.16
Doctor on Demand
Reduce the amount you pay in your payroll deductions.
Telemedicine is through Doctor on Demand. Get access to a doctor 24/7 via
video chat.
Talk to a Doctor Now!
Dental
Good dental health is a critical component of your overall health. Your dental plan is through Cigna and provides benefits for preventive, basic and major services. Orthodontia is available to adults and children. The PPO plan allows you to go to any provider you choose, but benefits are paid at a higher level when you use a Cigna network dentist. To find a Cigna network dentist in your area, go to www.cigna.com
Dental PPO
Lower Premium
$2,000 Annual Benefits Limit
Lower Payroll Deduction
100/80/50% Preventive/Basic/Major
$50 (I) / $150 (F) Deductible
Dental PPO+
Higher Premium
$3,500 Annual Benefits Limit
Higher Payroll Deduction
100/80/60% Preventive/Basic/Major
$50 (I) / $150 (F) Deductible
Vision
If you wear glasses or contacts, you know vision expenses can add up. At Scientific Games, vision benefits are provided by VSP. The Base Plan option offers discounts and a copay for an exam with no payroll deductions. Even if you don’t wear contacts or glasses, annual eye exams are recommended. The Buy-Up Plan offers more comprehensive coverage at a small cost. To find an in-network optometrist or ophthalmologist near you, go to www.vsp.com or call 800-877-7195.
Vision Base
Free!
$15 Eye Exam Copay
N/A Prescription Glasses
N/A Frames
N/A Lenses
N/A Contacts
Vision Buy-Up
Free!
$10 Eye Exam Copay
$25 copay Prescription Glasses
$200 allowance Frames
Included with Prescription Glasses Lenses
$200 allowance Contacts
Over the past year, VSP network doctors have seen a 45% increase in reports of digital eye strain. Protecting your employees’ eyes is more important than ever. With VSP LightCare, they now have the flexibility to use their existing frame allowance for ready-to-wear, non-prescription blue-light filtering glasses or non-prescription sunglasses (instead of prescription eyewear), both with blue light defense baked right into the lenses.
View Dental and Vision plans side-by-side
Note: Dental and Vision coverage is bundled. You must select a plan for Dental and Vision or waive both.
Health Savings Account
A health savings account (HSA) is a medical savings account. This
account is funded by Scientific
Games and you, if you elect to contribute, to help pay for your medical expenses.
The
funds contributed to an HSA account are not subject to federal income tax at the
time
of deposit. Unlike a flexible spending account (FSA), funds roll over and
accumulate
year to year if they are not spent.
All about HSAs
Reasons to Elect an HSA
Your funds rollover from year-to-year. Earn tax-free deposits from your paychecks into your account automatically! Lastly, you can pay for medical expenses, save for retirement, and more!
Pay for Medical Expenses
Use your HSA as an option to pay for your medical expenses tax-free. A debit card is provided to you, making paying for your services easier than ever before.
Annual IRS Contribution Limits
Individual Contribution
HSA Annual Contribution Limit
$3,850
Family Contribution
HSA Annual Contribution Limit
$7,750
Company HSA Contributions
Essential Care
Scientific Games Contribution
$1-for-$1 Up to $700 (maximum employee contribution will be reduced by any employer contribution)
**If age 55 or older, you can contribute up to an additional $1,000 annually
Choice Care
Scientific Games Contribution
This plan is not eligible for HSA
Critical Care
Scientific Games Contribution
This plan is not eligible for HSA
Flexible Spending Account
A Flexible Spending Account is a benefit that allows you to have pre-tax dollars withheld from your paycheck to pay for eligible health care or dependent care expenses.
All about FSAs
What can it be used for?
Healthcare Flexible Spending Account (FSA): reimburses Critical Care and
Choice Care Plan members
for eligible healthcare, dental, and vision expenses.
Limited-Purpose FSA: reimburses Essential Care Plan members for
eligible
dental and vision expenses. May be used for medical expenses after your
deductible
is met.
Dependent Care FSA pays for eligible child and adult care expenses, such
as day care, preschool and nursery school, in-home aid, and more. Funds
are for your dependent(s) age 12 or younger or a spouse or dependent
incapable of self-care.
Be Careful!
FSA Funds are NOT yours to keep. By law, whatever funds you do not use by the end of the year are forfeited!
$3,050
Healthcare FSA Contribution Limit (Choice Care and Critical Care Plans Only)$3,050
Limited Purpose Annual FSA Contribution Limit (Essential Care Plan Only)$5,000
Dependent Care Annual FSA Contribution Limit (Any Plan)Life and Disability
Basic Life and Accidental Death and Disability (AD&D)
2x Annual Base Salary up to $1,000,000Scientific Games automatically provides basic life and AD&D insurance through Prudential at no cost to you. Your benefit coverage is 2 times your annual base salary, up to a maximum of $1,000,000. If you have attained age 65 but are less than 70 years of age, your benefit will be reduced to 65% of the benefit amount. At age 70 and older, your benefit will be reduced to 50%. Group life insurance that exceeds $50,000 is subject to the IRS imputed income tax. If you want to avoid this tax (on the premium being paid for coverage over $50,000), you can choose a $50,000 flat basic life insurance benefit instead.
Short-Term Disability
If sickness or injury prevents you from working for an extended period, you may be eligible for disability benefits. Short-Term Disability is a company-paid benefit administered by Prudential and is available if you are unable to perform your job due to a non-job related illness or injury. Your STD benefits begin on your eighth day of disability and last until you are able to return to work or 26 weeks, whichever happens first. During the first seven days of disability—called the “elimination period”—you may use your PTO towards the waiting period. (The Elimination Period is waived if you have an accident.) When your benefit begins, the amount you receive depends on your service with Scientific Games.FMLA FAQs
FMLA Policy
FMLA Statement of Rights
| Employment Duration | Weekly Benefit |
|---|---|
| 6 months to 1 year | 2 weeks at 100% of pay
24 weeks at 60% of pay |
| 1 to 3 years | 4 weeks at 100% of pay
22 weeks at 60% of pay |
| 3-5 years | 6 weeks at 100% of pay
20 weeks at 60% of pay |
| 5 years or more | 13 weeks at 100% of pay
13 weeks at 60% of pay |
| Elimination Period | Injury is none. Sickness is 7 days of Disability |
| Maximum Benefit Period | 26 weeks |
Long-Term Disability
Long-Term Disability offers you an extension of your Short-Term Disability. It kicks in as soon as your Short-Term coverage terminates.Core LTD offers you 50% of your salary up to $15,000.
Buy-up LTD Plan offers you 60% of your salary up to $15,000.
WorkLife Benefits
AFLAC
Critical Illness
Up to $40,000 Guaranteed Issue
Critical illness pays a tax-free lump sum if you’re diagnosed with a defined critical illness, as long as you make premium payments.
Learn more
AFLAC
Accident Insurance
Low and High Plan
This plan covers you and your family for a wide variety of accidental injuries as well as providing a lump sum payment when an accident occurs.
Learn more
AFLAC
Hospital Indemnity
Fill in gaps in Medical coverage
Designed to pay fixed benefit amounts directly to you to help cover costs associated with a covered health event. Benefits are paid directly to you.
Learn more
Progyny
Fertility Benefits
Take the next step into parenthood
Progyny combines cutting-edge science with the largest high-quality network of fertility specialists in the nation to empower you to achieve your dream of parenthood.
Learn more
Farmers Home and Auto
Savings and convenience
Receive bundled discounts for both Home and Auto insurance when purchasing them together through Voya
Learn more
Transit and Parking Benefits
For commuters
This benefit makes it easy to order transit and parking passes, vouchers or a Commuter Check online through Payflex.com.
Learn more
Voluntary Life and AD&D
$10,000 increments up to $500,000
This plan pays a percentage of the total benefit to you if you are injured or suffer a loss as a result of an accident. AD&D pays a benefit to your beneficiary.
Voluntary Spouse/Child Life and AD&D
Additional protection for your family
This plan provides a benefit to your designated beneficiary(ies) in the event of your death, based on the coverage level you elect.
Pet Insurance
Covers accidents, injuries, common illnesses, serious/chronic illnesses and more!
Learn more
MetLife Legal Plans
Protect your Identity!
Access a variety of services from identity theft defense to real estate matters, estate planning, family legal matters and more!
Learn more
EAP
Call any time for assistance with topics, including: Finding child or elder care, housing searchesm seeking financial assistance, and more!
Learn more
SCIENTIFIC GAMES permits INSURERS to offer employees of SCIENTIFIC GAMES certain voluntary insurance programs. Whether you choose to enroll in any of these programs is completely optional and voluntary. SCIENTIFIC GAMES does not make a contribution towards the cost of these programs and employees pay the full cost of premiums on an after-tax basis. SCIENTIFIC GAMES does not sponsor, maintain, endorse, recommend, or promote these voluntary programs. SCIENTIFIC GAMES'S involvement regarding these voluntary insurance programs is strictly limited to allowing the insurer access to employees to publicize these programs and SCIENTIFIC GAMES may perform certain ministerial functions such as payroll deduction and forwarding employee premium payments to the insurer. SCIENTIFIC GAMES does not receive any consideration in the form of cash or otherwise in connection with the program, other than reasonable compensation, excluding any profit, for administrative services actually rendered in connection with payroll deductions. Accordingly, these voluntary insurance programs are not subject to ERISA and related regulations. All questions or claims regarding these programs should be directed to the insurer.
401(k) Plan
Scientific Games 401(k) Plan
Take the steps toward a better future today.
Eligibility.
You are eligible to participate in the Plan after 45 days of employment.
Contributions.
You may contribute from 1% to 60% of your eligible pay in either pre-tax,
Roth
or a combination of both up to the IRS maximum contribution of $22,500. If you
are eligible to make catch-up contributions (employees age 50 or over) you may
contribute up to 75% of your eligible pay up to $30,000. All employees are
eligible
to make the maximum contributions – highly compensated employees are not
limited
to a lower deferral.
Pre-tax Contributions.
Pre-tax contributions are deducted from your pay before taxes are
withheld.
You pay no taxes on the contributions or earning until you withdraw them.
Roth Contributions.
You may make after-tax Roth contributions. Roth contributions allow you to
take
any associated earnings completely tax free at retirement as long as the
distribution
is a qualified one.
Matching Contributions.
Scientific Games helps your retirement savings grow by providing a company
match - 100% of the first 1% of eligible earnings you contribute and 50% of the
next 5%. In other words, if you contribute 6% or more, you will receive a match
of 3.5%.
Note that Scientific Games matches your contributions on a per-pay-period
basis.
Therefore, during pay periods in which you do not contribute, you will not
receive company matching contributions. The Plan provides for a true-up
after
the end of the Plan Year.
Automatic Enrollment and Annual Increases.
New employees will be automatically enrolled with contributions of 3% if
you
do not make an affirmative election to contribute a different amount or opt out
of participation. Save a little more each year, the easy way — the Annual
Increase
Program automatically increases your contribution each year by 1%, up to a
maximum
of 6% unless you elected greater increases and/ or limits.
You will receive enrollment materials, along with instructions and the
deadline
to opt out of participation directly from Fidelity prior to your eligibility
date.
Vesting.
You are always 100% vested in your contributions to the Plan as well as any
earnings
on them. After two years of service, you are 100% vested in the company
matching
contributions.
Investment Options.
You have the flexibility to select from investment options that range from
more
conservative to more aggressive, making it easy for you to develop a
well-diversified
investment portfolio.
A Summary of Benefits and Coverage (SBC) has been designed to assist you with better understanding the coverage being offered to you, and to allow you to compare coverage options. The SBC is available on www.mysgbenefits.com. A paper copy is also available, free of charge, by emailing human.resources@scientificgames.com..
Scientific Games permits INSURERS to offer employees of Scientific Games certain voluntary insurance programs. Whether you choose to enroll in any of these programs is completely optional and voluntary. Scientific Games does not make a contribution towards the cost of these programs and employees pay the full cost of premiums on an after-tax basis. Scientific Games does not sponsor, maintain, endorse, recommend, or promote these voluntary programs. Scientific Games'S involvement regarding these voluntary insurance programs is strictly limited to allowing the insurer access to employees to publicize these programs and Scientific Games may perform certain ministerial functions such as payroll deduction and forwarding employee premium payments to the insurer. Scientific Games does not receive any consideration in the form of cash or otherwise in connection with the program, other than reasonable compensation, excluding any profit, for administrative services actually rendered in connection with payroll deductions. Accordingly, these voluntary insurance programs are not subject to ERISA and related regulations. All questions or claims regarding these programs should be directed to the insurer.
All benefit plans are governed by master policies, contracts, and plan documents. In the event of any inconsistency between the information contained herein and the applicable plan documents, the provisions of the plan documents shall prevail. Scientific Games reserves the right to amend, suspend or terminate any benefit plan, in whole or in part, at any time. The authority to make such changes rests with the Plan Administrator.