If you’re a full-time or part-time Lam employee who works 20 or more hours per week, you’re eligible for Lam benefits. Coverage begins on your date of hire or the date of your qualifying life event if you enroll within the required 30-day period.
Employees
You’re eligible for benefits on your date of hire if you’re scheduled to work at least 20 hours per week. You must enroll within 30 days of your start date.
Note that it may take a week or more for your employee record to appear in PlanSource (where most benefits enrollment occurs) and with Fidelity (where 401(k) enrollment occurs).
See New to Lam Research for a full list of benefits that require enrollment and those you receive automatically.
See the benefits for part-time employees if you work less than 32 hours per week.
Dependents
If you enroll yourself for coverage, you may also enroll your eligible dependents in certain coverage.
Eligible dependents include:
- Your legal spouse
- Your eligible children
- Your same-sex or opposite-sex domestic partner
No other family members, including parents, are eligible, even if they live with you. For help finding medical coverage for other loved ones, contact Health Advocate.
Definition of eligible children
Definition of eligible children
- A child who is under age 26 who is:
- Your, your spouse’s, or your domestic partner’s natural child, stepchild, or legally adopted child or in the process of being adopted
- A child for whom you, your spouse, or your domestic partner has been appointed legal guardian
- A child for whom you, your spouse, or your domestic partner is required to provide coverage under a qualified medical child support order
- A child of any age if he or she is dependent on you, your spouse, or your domestic partner for support due to a physical or mental disability
Definition of eligible domestic partner
Definition of eligible domestic partner
All of the following criteria must be met for your same-sex or opposite-sex domestic partner to qualify for coverage:
- You are both at least 18 years old and live together in the same residence and intend to do so indefinitely. You have resided in the same household for at least 12 months.
- You are engaged in an intimate, committed relationship of mutual caring and support and are jointly responsible for your common welfare and living expenses.
- You are each other’s sole domestic partner, and you intend to remain so indefinitely.
- Neither of you is married nor have you had another domestic partner within the prior 12 months.
- You are not related by blood to such a degree that you would be prevented from marrying in the state in which you live.
Tax implications for domestic partner health benefits
Federal tax rules do not allow health coverage for your domestic partner or their children to receive the same tax-favored treatment that applies to a spouse’s coverage. As a result, the contributions that Lam makes toward the cost of coverage for your domestic partner and their children are treated as taxable income to you, called imputed income. Furthermore, your own contributions for coverage for your domestic partner and their children must be made on an after-tax basis, rather than through pre-tax contributions.
On your pay statement, you will see the amount of Lam’s contributions—the imputed income—added as earnings so the tax due can be calculated. An equal amount is then deducted as an offset under after-tax deductions, so the net amount is zero, and only the amount of the tax impacts your take-home pay.
When to drop dependents
You must drop coverage for your dependents within 30 days of an event that makes them ineligible for Lam coverage. This includes:
- Your spouse upon divorce or legal separation
- Your domestic partner upon dissolution of your partnership
- The children of your spouse (who are not your children) upon divorce or legal separation
- The children of your domestic partner (who are not your children) upon dissolution of your partnership
- A child who turns 26
Interns
Interns are eligible for the following benefits. Coverage for you, your spouse/domestic partner, and your eligible children begins on your date of hire.
- Medical, dental, and vision coverage
- The Live Well program
- The Employee Assistance Program (EAP)
- Health Advocate
- Paid holidays and sick leave
Continuing health coverage under COBRA
Under COBRA (the Consolidated Omnibus Budget Reconciliation Act of 1985), you and your covered dependents can pay to keep your medical, dental, vision, Employee Assistance Program (EAP), and Health Care Flexible Spending Account (FSA) benefits.
Events that qualify you or your dependents for COBRA eligibility:
- You lose coverage because of reduced work hours or taking an unpaid leave, other than leave under the FMLA
- You terminate employment for any reason other than gross misconduct
- You or your dependent is disabled, as defined by the Social Security Act, at the time of the qualifying event or during the first 60 days of COBRA continuation coverage
- Your child no longer qualifies as a dependent
- You die
- You and your spouse divorce or legally separate
For more COBRA information, see Leaving Lam and the COBRA rates.
Where to learn more
All the details about benefits eligibility are in the Benefits Information Guide—Summary Plan Description [PDF].
If you have questions, contact the Benefits Help Desk.