Updated May 18, 2022
Reproductive Rights (US Employees)
VMware believes in all employees having access to safe and inclusive care. While the current events in the US surrounding women’s reproductive rights are uncertain, we have set up our medical plans to ensure all employees have access to safe abortion services should you need them.
If you live in a state that restricts your access to an abortion, VMware’s UHC medical plan will reimburse travel expenses for an employee or dependent to a state that can provide these services. In addition:
- The UHC medical plan will cover abortion-related services as an in-network expense in any state in the U.S.
- Kaiser plan participants are covered for abortion-related services throughout the Kaiser service area. Should you or your covered dependent find the desired service is not available at a particular Kaiser facility, the plan covers the cost of use of a different Kaiser facility that does offer needed services.
At VMware we are proud to offer a comprehensive program of medical benefits. Our plans ensure you have the choice and flexibility you need to make smart and cost-effective healthcare decisions. All medical plans include prescription drug coverage  and in-network preventive care services. Two of our plans are available to all benefit eligible employees, while the other two are offered to benefit eligible employees residing in either Northern California or Hawaii.
Our two PPO plans are administered by UnitedHealthcare (UHC) via the same Choice Plus network. If you reside in Maine, Massachusetts or New Hampshire you have access to both the Choice Plus network and UHC’s broader Harvard Pilgrim network. Both the HSA PPO and the Traditional PPO plans have the same network of doctors and hospitals. What is different about the two PPO plans is how they pay; the deductible is higher in the HSA PPO plan which qualifies it for a Health Savings Account  or HSA plan. Also, the HSA PPO plan has VMware funding to your HSA that helps cover the higher deductible.
With the Kaiser HMO plans, you are restricted to using providers within the HMO network and the plans require that you select a Primary Care Physician (PCP) to coordinate all your health care needs, including arranging for hospitalization and referrals to specialists.
Other differences between the plans include the annual deductible, out-of-pocket maximum, employee contributions and VMware funding. Prescription drug coinsurance also varies by plan. Visit the Pharmacy  page for more information. See the Medical Plan Comparison Chart  provides more details for each plan and coverage.
Paying for Medical Coverage
Any premiums paid by you are on a pre-tax basis, other than for Domestic Partner coverage. By paying your premiums pre-tax (before federal, state and Social Security taxes are withheld), you reduce your taxable income, lower the amount of taxes you must pay and increase your net take-home pay. You must pay for coverage of a Domestic Partner and a Domestic Partner’s child(ren) on a post-tax basis, and the value of the Company subsidy is included in your taxable income. This is called “imputed income.” See the Domestic Partner Imputed Income Rate Table  for details.
Employee Contributions for 2022
|Plan||Employee Only||Employee + Spouse/Domestic Partner||Employee + Child(ren)||Employee + Family|
|Kaiser HMO N. CA||$96.98||$213.35||$184.26||$310.33|
|Kaiser HMO HI||$96.61||$193.21||$173.89||$289.81|
1 Per paycheck contributions are 24 times per year. Contributions are pre-tax (except for Domestic Partner Imputed Income Rate Table  coverage).
- Your spouse or domestic partner . Please note: after tax contributions and imputed income may apply when covering a domestic partner. See the Domestic Partner Imputed Income Rate Table  for details
- Your child(ren), your spouse’s / domestic partner’s child(ren), your foster child(ren) (UHC plans only), the minor(s) you have legal guardianship of are eligible for medical coverage until age 26, regardless of marital or student status.