Effective 7/2/2023 The Short-Term Disability Plan 261
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The Short-Term Disability Plan
Effective 7/2/2023
The JPMorga
n Chase Short-Term Disability Plan (the “STD Plan”) is designed
to provide you with time off and short-term disability pay if you become unable
to work because of an approved disability caused by illness or injury.
Based on your years of recognized service, the plan may provide short-term
disability pay equal to all or a portion of your eligible compensation for up to 25
weeks per qualified disabling event. Employees in New Jersey may be entitled
to 26 weeks of paid statutory STD benefits.
This section of Your JPMC Benefits Guide will provide you with a better
understanding of how the STD Plan works, including how and when benefits
are paid. Other types of leave may be applicable to your situation; for more
information, please consult the Leave of Absence policies, available at
me@jpmc > HR Policies > Leaves of Absence.
Leave taken under the STD Plan may run concurrently with other types of
leave, including qualifying leave under the Family and Medical Leave Policy.
The requirements for each type of leave must be satisfied in order for leaves to
run concurrently.
About This Summary
Plan Description
This section is the
summary plan
description (SPD) and
the plan document for
the JPMorgan Chase
Short-Term Disability
Plan. Please retain this
section for your records.
Other sections may also
constitute the complete
SPD/plan document,
including the Plan
Administration section.
This summary does not
include all of the details
contained in the
applicable insurance
contracts, if any. For
plans that are funded
through insurance, if
there is a discrepancy
between the insurance
contract and the
SPD/plan document, the
insurance contract will
govern.
Questions?
For questions about the STD Plan or to report a claim, contact Sedgwick Claims Management Services, Inc.
(888) 931-3100
Service Representatives are available 24/7, Sunday through Saturday.
You can also obtain answers to your questions 24 hours a day, seven days a week online at
claimlookup.com/jpmc.
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For More Information on Time Off Policies
JPMorgan Chase offers a variety of time-off and human resources policies that complement the STD Plan. For more
information on these policies, please refer to the Time Away from Work Policies, available at me@jpmc > HR
Policies >Time Away from Work.
If your Short-Term Disability is related to childbirth, the Family and Medical Leave Policy may also apply
to you. For more information on these policies, please refer to the Leave of Absence policies, available at
me@jpmc > HR Policies > Leaves of Absence.
The JPMorgan Chase U.S. Benefits Program is available to most employees on a U.S. payroll who are regularly
scheduled to work 20 hours or more a week and who are employed by JPMorgan Chase & Co. or one of its
subsidiaries to the extent that such subsidiary has adopted the JPMorgan Chase U.S. Benefits Program. This
information does not include all of the details contained in the applicable insurance contracts, plan documents, and
trust agreements. If there is any discrepancy between this information and the governing documents, the governing
documents will control. JPMorgan Chase & Co. expressly reserves the right to amend, modify, reduce, change, or
terminate its benefits and plans at any time. The JPMorgan Chase U.S. Benefits Program does not create a contract
or guarantee of employment between JPMorgan Chase and any individual. JPMorgan Chase or you may terminate
the employment relationship at any time. Note: The JPMorgan Chase STD Plan allows all part-time employees to be
eligible to participate.
Table of Contents
STD Plan Highlights 263
Participating in the STD Plan 263
Eligibility 263
Short-Term Disability Leave Duration and Pay 264
Cost of Coverage 264
How the STD Plan Works 265
Length and Amount of Benefits 265
Short-Term Disability Pay Schedule* 265
Statutory Benefits 266
State Disability Benefits 266
Temporary Reduced Schedule Return to Work/Partial Short-Term Disability Pay 267
Recurrent Disabilities 268
Multiple Short-Term Disability Leaves 268
What Is Not Covered 269
Claiming Benefits 269
How to File Claims 269
Filing a Claim for a Non-Occupational Illness or Injury 270
Filing a Claim for an Occupational Illness or Injury 271
Appealing Short-Term Disability Claim Denials 272
Right of Recovery 273
Subrogation of Benefits 273
Right of Reimbursement 274
When Coverage Ends 274
Additional Plan Information 275
Right to Amend 275
Defined Terms 276
Effective 7/2/2023 The Short-Term Disability Plan 263
STD Plan Highlights
Your Coverage
The STD Plan provides time off, and if eligible, financial protection of full or partial pay for
approved periods of disability.
▪ Full-time and part-time employees may receive up to 26 weeks of time off for each
approved Short-Term Disability Leave.
▪ Full-time and part-time employees may be eligible to receive short-term disability pay at
either 100% or 60% pay in accordance with the “Short-Term Disability Pay Schedule” on
page 264 (up to 25 weeks for each approved disability leave – please see “Multiple Short-
Term Disability Leaves” on page 268 to learn how the 25 weeks are counted in cases of
multiple disabilities during a calendar year).
▪ Hourly paid employees who are approved for short-term disability pay will be paid
according to the number of scheduled work hours in the pay period.
▪ Exempt salary paid employees will be paid consistent with how regular pay is calculated.
▪ The STD Plan does not provide for unpaid disability leave. Please consult the Short-Term
Disability Leave Policy for information on unpaid disability leave.
▪ Employees who work in New Jersey may receive 100% or 66.67% of pay in accordance
with state statutory benefits.
▪ Employees who work in New York may receive 100% or 50% of pay in accordance with
the statutory benefits.
Short-term disability pay is payable only if your claim is approved for short-term disability or
Workers’ Compensation benefits. You may not receive more than 100% of your pay between
any non-occupational state disability or occupational Workers’ Compensation disability
benefits and the short-term disability pay you may be eligible to receive under the STD Plan.
The claims administrator has the discretionary authority to determine employees’ short-term
disability pay.
Right to
Recovery
If the STD Plan provides pay for approved periods of disability that are later determined to be
as a result of an illness or injury for which another person or entity is legally responsible, the
STD Plan has the right to recover payment from you or from the person or entity who is
determined to be legally responsible. Assignment of your claim to a third party does not
exempt you from your responsibility for repaying the STD Plan. You must notify the STD Plan
promptly of any circumstance in which a third party may be responsible for compensating you
with respect to an illness or injury that results in the STD Plan providing financial protection for
approved periods of disability.
Participating in the STD Plan
The STD Plan provides time off and short-term disability pay to eligible employees who have an approved
disability and are unable to work. The general guidelines of the JPMorgan Chase STD Plan are
described below.
Eligibility
You are eligible for short-term disability leave if:
• You are an employee on a U.S. payroll of the firm, subject to FICA withholding;
• You are actively at work or are on a leave of absence approved under the Family and Medical Leave
Policy, Parental Leave Policy, are on another type of approved leave of absence (as determined by
the JPMC Leave Management), are already on an approved short-term disability leave, or are on an
approved safety-related leave (as determined by JPMC Leave Management), when you have another
need for short-term disability leave; or you have been released to return to work and are in a job-
search period following an approved leave of absence;
Effective 7/2/2023 The Short-Term Disability Plan 264
• You file your completed claim any time prior to and no later than 30 calendar days after the first day of
absence and it is approved by the appropriate claims administrator; and
• You provide the required medical documentation no later than 30 calendar days after the date your
completed claim is filed (effective August 1, 2021).
The following individuals (or other similarly situated individuals) are not eligible for short-term disability
pay under the STD Plan, even if they are later found by a court order or government entity to be “common
law employees” of a participating employer:
• Independent contractors, agents, and their employees;
• Interns; and/or
• Leased, temporary, and occasional/seasonal employees.
Short-Term Disability Leave Duration and Pay
When you take a Short-Term Disability Leave, your maximum short-term disability leave duration (i.e., the
maximum amount of leave time available for each short-term disability leave you take), is determined by
your employment classification. Depending upon your employment classification and length of service,
you may be eligible for short-term disability pay, as described below.
If you are a full-time or part-time employee:
• You are eligible for up to 26 weeks of leave per approved disability.
• Generally, up to 25 weeks of your short-term disability leave is paid (see “Short-Term Disability Pay
Schedule” on page 265) if you:
- are a full-time employee who has completed 90 days of employment (i.e., the Introductory Period,
as defined under “Defined Terms” beginning on page 276); or
- are a part-time employee who has completed one year of Recognized Service (please see
“Defined Terms” beginning on page 276 for the definition of “Recognized Service”).
- The STD Plan does not provide for unpaid disability leave. Please consult the Short-Term Disability
Leave Policy for information on unpaid disability leave.
Note: For 2022, full-time employees who are approved for short-term disability that is directly related to
illness or related medical complications resulting from the COVID-19 virus will not be required to
complete the 90-day Introductory Period and part-time employees will not be required to complete the
one year of Recognized Service eligibility requirement for COVID-19 related illness. The waiver of the 90-
day Introductory Period and one year of Recognized Service ends on December 31, 2022.
Please Note: If your short-term disability leave is denied and you are not approved for time off under the
Family and Medical Leave Policy or other approved leave of absence as determined by the Plan
Administrator, you are not eligible for subsequent short-term disability leave unless you have returned to
work. For additional information, please refer to the “Return from Leave” section of the Short-Term
Disability Leave Policy, available at me@jpmc > HR Policies > Leaves of Absence.
Cost of Coverage
JPMorgan Chase does not charge any costs to employees for their STD Plan benefits. As a result, any
paid leave you receive through the STD Plan will be taxable income.
Effective 7/2/2023 The Short-Term Disability Plan 265
How the STD Plan Works
Length and Amount of Benefits
If you are an eligible employee and suffer a non-occupational illness or injury,
short-term disability pay under the STD Plan will not begin immediately. No
benefits under the STD Plan are available until you have been disabled for
seven consecutive calendar days (the “Wait Period,” as defined under “Defined
Terms” beginning on page 276). This means that you will not receive pay for
those days unless you have paid time off available to you, in which case it will
be applied on your behalf.
If you meet the eligibility criteria for short-term disability pay described on
page 264, beginning on the eighth consecutive calendar day of your short-term
disability leave you may be eligible to receive short-term disability pay at either
100% or 60% pay (for up to 25 weeks for each approved disability), in
accordance with the Short-Term Disability Pay Schedule below. (In certain
instances, employees may receive short-term disability pay at a higher
percentage of pay than 60%, in accordance with applicable statutory
requirements in their state.)
The number of weeks of short-term disability pay at 100% or 60% pay for which
you may be eligible is determined by your completed years of recognized
service and your scheduled hours status as of the beginning of your approved
short-term disability leave and the number of weeks of short-term disability pay
that you may have already received in the calendar year in which your short-term disability begins. If you
have multiple short-term disability leaves that begin within the same calendar year, you will receive the
60% benefit once you have reached the maximum number of weeks at 100% within the calendar year
(please see “Multiple Short-Term Disability Leaves” on page 268).
The Long-Term
Disability Plan
Should you continue to
be disabled longer than
26 consecutive weeks,
you may be eligible to
receive benefits under
the Long-Term Disability
(LTD) Plan if, prior to
becoming disabled, you
either had
JPMorgan Chase-
provided LTD coverage
or you elected LTD
coverage, and your
disability is approved by
the LTD claims
administrator.
Short-Term Disability Pay Schedule*
* Full-time employees, including re-employed individuals, must complete the Introductory Period before the beginning of the short-
term disability leave to be eligible for short-term disability pay; part-time employees must complete one year of Recognized
Service before the beginning of the short-term disability leave to be eligible for short-term disability pay. Re-employed part-time
employees must complete the Introductory Period following their re-employment date to be eligible to receive short-term
disability pay, even if they previously satisfied the one-year recognized service requirement. (Please see “Defined Terms”
beginning on page 276 for the definition of “Introductory Period” and “Recognized Service.”) See “Short-Term Disability Leave
Duration and Pay” on page 264 for exceptions related to COVID-19 illness that are effective through December 31, 2022.
Years of Recognized
Service
Weeks at 100% Pay
Within a Calendar Year
Weeks at 60% Pay
Less than 1 0 25
1–2 4 21
3–4 7 18
5–6 10 15
7–9 13 12
10–19 16 9
20 or more 25 0
Please Note: The following restrictions with respect to short-term disability pay:
• You may not apply any of your available paid time off while you are receiving short-term disability pay,
including to benefits that are provided on a partial pay basis (e.g., 60% of pay).
• Hourly paid employees who are approved for short-term disability pay will be paid according to the
number of scheduled work hours in the pay period.
Effective 7/2/2023 The Short-Term Disability Plan 266
• Exempt salary paid employees will be paid consistent with how regular pay is calculated.
• If it is determined that your short-term disability pay benefit was underpaid, you’ll be paid the additional
amount. If it is determined that your disability pay benefit was overpaid, you will be responsible for
repaying any excess payments you received. Failure to do so may result in corrective action, including
termination of employment. JPMorgan Chase may satisfy all or a part of this repayment obligation by
withholding any future amounts not yet paid to you. In addition, JPMorgan Chase will be entitled to any
costs and attorney’s fees associated with enforcing this repayment obligation.
• The claims administrator has the discretionary authority to determine employees’ short-term disability
pay.
Statutory Benefits
Generally, the benefits that you receive under the STD Plan during your approved short-term disability
leave include statutory benefits for which you may be eligible, such as state disability or Workers’
Compensation disability benefits. The short-term disability pay that you receive during your approved
disability period is offset by any Workers’ Compensation disability benefits for which you may be eligible.
Please see below for information on state disability benefits; Workers’ Compensation is discussed in
“Filing a Claim for a Non-Occupational Illness or Injury” on page 270.
You are not eligible to receive more than 60% or 100% of your eligible compensation (based on your
years of recognized service) between any state disability or Workers’ Compensation disability benefits
and short-term disability pay under the STD Plan, unless the laws in your state require otherwise. In
California, New Jersey, New York, Rhode Island, and Hawaii you cannot receive state statutory disability
benefits and Workers’ Compensation disability benefits simultaneously. Please Note: For California the
statutory benefit will be offset until a Workers’ Compensation claim is approved.
Please Note: Any overpayment will be collected by JPMorgan Chase or the claims administrator. Failure
to reimburse JPMorgan Chase or the claims administrator for any benefits you receive in excess of 100%
of your short-term disability pay may result in corrective action, including termination of employment.
State Disability Benefits
California, Hawaii, New Jersey, New York, and Rhode Island have disability laws requiring short-term
disability payments. Disability provisions vary as to eligibility, cost, and the portion of regular pay that’s
provided.
In Hawaii, New Jersey, and New York, JPMorgan Chase self-insures the state statutory benefits as well
as the STD Plan. In these states, if you qualify for short-term disability benefits and are approved, you will
receive two checks, one representing the approved short-term disability pay that you receive under the
JPMorgan Chase STD Plan and the other for any state disability benefits for which you may be eligible
and are approved.
Furthermore, for these states, if the state statutory benefit is more generous, Sedgwick, the claims
administrator for the STD Plan, will ensure you receive the appropriate benefit under the applicable state
requirement.
If you are not eligible for short-term disability pay under the JPMorgan Chase STD Plan, but are eligible
for the state statutory portion of the short-term disability pay benefit, you will receive the state statutory
benefit from JPMorgan Chase.
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Important Note About California and Rhode Island Disability Benefits
• For employees with non-work related illnesses or injuries who work in California and Rhode Island, any short-term
disability pay you are eligible to receive under the JPMorgan Chase STD Plan will be reduced or offset by the
amount of the state statutory benefits you are expected to receive. The offset will be taken even if you do not
actually apply for the benefits. Therefore, it is strongly recommended that you submit a disability claim to the
applicable state for these benefits as soon as possible based on the state’s guidelines. If you receive a lower
amount of state benefits than expected, please contact JPMorgan Chase so that your offset amount can be
reviewed and recalculated, if necessary.
• The JPMorgan Chase claims administrator will determine the appropriate offset to be applied.
• Once you report your leave of absence by calling JPMorgan Chase Disability Service Center (please see the
“Questions” box under the “The Short-Term Disability Plan” on page 261 for contact information), you will receive
a packet of information, which will include information and directions to file for the state statutory benefits and for
benefits under JPMorgan Chase’s STD Plan. Note: There are deadlines associated with both state and STD Plan
benefits that may affect the total amount you are eligible to receive. You are encouraged to complete and submit
your claim form to the state and to Sedgwick in a timely manner.
• For more information regarding California SDI, you may contact a Disability Insurance Customer Service Center
at (800) 480-3287. TTY (for deaf or hearing impaired individuals only) is available by calling (800) 563-2441. You
may also obtain information online at http://www.edd.ca.gov/disability/.
• For more information regarding Rhode Island SDI, you may contact a Rhode Island Temporary Disability
Insurance Representative at (401) 462-8420 and select option #1 for an application or file online at
https://uiclaims.ri.gov/tdionline/.
Temporary Reduced Schedule Return to Work/Partial Short-Term
Disability Pay
The partial return to work program is designed to assist employees who are actively recovering from a
short-term injury or illness with the expectation that they will return to full duty work without restrictions
generally within eight weeks of the start of their partial return to work under this policy.
• If you qualify for a partial return to work program, JPMorgan Chase may provide temporary
modifications, including the reduction of your regularly scheduled work hours, to accommodate
temporary work-related restrictions and to promote a gradual transition to full duty. The following are
generally required:
- Your health care provider’s support of a defined, short-term, transitional/reduced work schedule;
and
- Your line of business management’s agreement that a transitional assignment can be made
available based on business requirements and critical job function needs.
• If a transitional assignment requires a reduced-work schedule, JPMorgan Chase will pay for your
hours worked. You may receive additional pay or disability pay for the non-working portion of the day if
you’re working less than 80% of your normal work schedule. This pay will follow the short-term
disability pay outlined in the Length and Amount of Benefits and Short-term Disability Pay Schedule
sections on page 265 for your partial return to work. However, if you return to transitional assignment
and are able to work 80% or your normal schedule, you will not be paid disability pay for the hours not
worked.
• A transitional assignment is temporary in nature and would normally not exceed six to eight weeks.
Your daily hours of work would increase over the course of the transitional assignment.
• Your Sedgwick case manager will work with you and your manager regarding the transitional
assignment.
• If you are not able to return to a full schedule in six to eight weeks and you have remaining STD
benefits available, you will be returned to full STD status or be considered for Long-Term Disability
benefits, if available.
Effective 7/2/2023 The Short-Term Disability Plan 268
• If you have exhausted all available disability benefits, the Sedgwick case manager will contact the
appropriate HR Business Partner or HR Support Team to evaluate further options.
• If you need a different form of accommodation to resume your essential job duties you should contact
Sedgwick and your HR Support Team. For details, please see the Accommodating Disabilities and
Temporary Work Restrictions Policy, available at me@jpmc > HR Policies > Employee Assistance.
• Please Note: Employees on a transitional assignment are not generally eligible for overtime
assignments.
Recurrent Disabilities
A recurrent disability occurs if you return to work after being on an approved short-term disability leave
and go out again within 60 days due to the same or a related medical or behavioral health condition. If
you experience a recurrent disability, you must contact Sedgwick to apply for and re-open your prior
short-term disability claim, and you will be required to provide the appropriate medical or behavioral
health documentation from your treating provider within 30 calendar days. If approved by Sedgwick, you
will not have to complete another one-week wait period and your subsequent short-term disability will be
considered a continuation of your original short-term disability. The subsequent weeks of short-term
disability will count toward the maximum leave duration for which you are eligible, i.e., 26 weeks. If you
are eligible for non-occupational short-term disability pay, your benefits will resume at the appropriate
rate, i.e., 100% or 60% of pay, based on your length of service as of the beginning of your original
approved short-term disability leave, up to the maximum of 25 weeks. For example:
• Assume you are a full-time employee with eight years of recognized service. According to the “Short-
Term Disability Pay Schedule” on page 265, in a calendar year you would be eligible for up to 13
weeks of disability pay at 100% of pay and up to 12 weeks of disability pay at 60% of pay. Assume
your short-term disability leave is approved from February 8 through April 25 (for 11 weeks). During
your first week of leave, you would be required to use available sick time or other available paid time
to cover the one-week wait period for short-term disability pay. You would then receive 100% of your
pay for the next 10 weeks until your return to work on April 26.
• Further assume that on June 5, you begin leave for the same health condition and your short-term
disability leave is approved for an additional four weeks (i.e., June 5 through July 3). Since this leave
is a continuation of your prior leave, you do not need to complete another one-week wait period. Your
total short-term disability leave time is 15 weeks (11 weeks from the prior leave, plus four more as a
continuation of that leave). Since you previously received 10 weeks of short-term disability pay at
100% of pay, you would be entitled to receive three additional weeks at 100% of pay, according to the
schedule. Your fourth (and final) week of leave would be at 60% of pay.
Please Note: Should you continue to be disabled longer than 26 weeks for the recurring disability, you
may be eligible for long-term disability benefits if you had JPMorgan Chase-provided LTD coverage or
you elected coverage under the LTD Plan before becoming disabled and you are approved by the LTD
claims administrator. You must pursue the LTD claim to its conclusion, including providing all required
documentation and exhausting all required appeals, before reapplying for STD benefits related to the
same disability.
Multiple Short-Term Disability Leaves
This section applies to situations in which you return to work after being on an approved short-term
disability leave and you begin leave again due to an unrelated medical or behavioral health condition or
more than 60 days after returning to work. If you have multiple short-term disability leaves, under the
following circumstances your leave will be considered a new short-term disability (versus a continuation of
the same leave):
• If you begin a short-term disability leave more than 60 calendar days after returning from a prior short-
term disability leave; or
• If you begin a short-term disability leave any time after returning from a prior short-term disability leave
that was for a different medical or behavioral health condition.
Effective 7/2/2023 The Short-Term Disability Plan 269
If either of the above circumstances applies, you will be required to complete another one-week wait
period. Your maximum short-term disability leave duration (i.e., 26 weeks) will begin anew and will be
calculated separately from any previous disability leave taken. If you are eligible and approved for short-
term disability pay, you are eligible for up to 25 weeks of pay according to the short-term disability pay
schedule. If your disability begins in the same calendar year that your prior disability leave began, your
pay will resume at the level you were receiving for the preceding claim. For example:
• Assume you are a full-time employee with five years of recognized service. According to the “Short-
Term Disability Pay Schedule” on page 265, in a calendar year you would be eligible for up to 10
weeks of disability pay at 100% of pay and up to 15 weeks of disability pay at 60% of pay. Assume
your short-term disability leave is approved for six weeks. During your first week of leave, you would
be required to use available sick time to cover the one-week wait period for short-term disability pay.
You would then receive 100% of your pay for the next five weeks before your return to work.
• Assume that several months later you begin a new short-term disability leave and it is approved for
twelve weeks. Since you previously received five weeks of short-term disability pay at 100% of pay,
you would be entitled to receive five additional weeks at 100% of pay. Therefore, the two week
remainder of your short-term disability leave would be paid at 60% of pay.
Please Note: Should you continue to be disabled longer than 26 weeks for the same disability, you may
be eligible for long-term disability benefits if you had JPMorgan Chase-provided LTD coverage or you
elected coverage under the LTD Plan before becoming disabled and you are approved by the LTD claims
administrator. You must pursue the LTD claim to its conclusion, including exhausting all required appeals,
before reapplying for STD benefits related to the same disability.
What Is Not Covered
The JPMorgan Chase STD Plan does not cover any disability that results from:
• War — declared or undeclared — or any act of war;
• Active participation in a riot;
• Your participation in a felony; or
Disability related to elective cosmetic surgery or recuperation from such surgery. However, any medical
complications resulting from such surgeries may be covered under the STD Plan and will be evaluated on
an individual basis at the discretion of Sedgwick, the claims administrator.
If you suffer an illness or injury but are considered able to work, you will not be eligible for short-term
disability pay under the STD Plan if the sole reason you do not report to work is due to your inability to
commute to your workplace. (If this is an issue that affects you, please see the JPMorgan Chase
Accommodating Disabilities and Temporary Work Restrictions Policy, available at me@jpmc > HR
Policies > Employee Assistance.)
For more information on what is covered and not covered under the JPMorgan Chase STD Plan, please
contact HR Answers (please see the “Questions” box under the “The Short-Term Disability Plan” on
page 261 for contact information.)
Claiming Benefits
This section explains when and how to submit a claim for short-term disability benefits. For more
information on your rights with respect to claims, please see the Plan Administration section.
How to File Claims
The claims process differs based on the type of illness or injury that causes you to have an approved
short-term disability.
Effective 7/2/2023 The Short-Term Disability Plan 270
Filing a Claim for a Non-Occupational Illness or Injury
Reporting a Leave
• It is your responsibility to call Sedgwick if you believe that you will be absent due to an illness or injury
that will continue for eight or more consecutive calendar days (please see the “Questions” box under
the “The Short-Term Disability Plan” on page 261 for contact information). You may report your leave
of absence in advance of your leave start date. Applications for short-term disability leave filed more
than 30 calendar days after your first date of absence will be denied. When calling to report your leave
of absence, you will be required to provide the following:
- Last day worked;
- Date of disability;
- Your health care provider’s name, address, and telephone number;
- The reason for your leave; and
- Time that you have taken in the calendar year for sick time, vacation, personal days, etc.
• Please Note: If you are unable to call to report your leave due to incapacitation, a designee (such as a
spouse or domestic partner), your manager, or a Human Resources Business Partner can report your
leave on your behalf.
• If you are out of work 8 or more days due to a work-related illness or injury, please refer to Filing a
Claim for an Occupational Illness or Injury section.
• Timely reporting of your short-term disability leave will facilitate a timely determination of the short-
term disability pay for which you may be eligible.
• You should also follow your Line of Business absence reporting requirements when reporting a leave
of absence. Advance notification will enable your line of business to make the necessary
arrangements to cover your work during your absence.
• Following your call to report your leave of absence, Sedgwick, the claims administrator for the STD
Plan, will send you a leave request acknowledgement letter that includes disability claims forms and
instructions for filing your disability claims to determine if you are eligible for short-term disability leave
and pay. California and Rhode Island employees will also receive forms and instructions to apply for
the appropriate state disability insurance. Please refer to the “Important Note About California and
Rhode Island Disability Benefits” on page 267 for important benefit information and claim filing
guidance for these states.
• Your claim will either be approved or denied within 45 days of its submission to Sedgwick, unless you
are notified in writing that special circumstances require a delay in the decision. If your claim is denied,
you will be notified in writing and provided with instructions on how to appeal the decision.
Submitting Required Information
• You and your licensed physician or registered or licensed behavioral health provider will be required to
provide documentation suitable to the claims administrator to support your request for short-term
disability leave by sending the completed claims forms to Sedgwick no later than 30 calendar days
after the date your claim was filed (effective August 1, 2021). Please Note: Any short-term disability
pay for which you may be eligible will not commence until your claim is approved. If you do not submit
the required documentation suitable to the claims administrator and/or your claim is not approved
within the subsequent time frame communicated to you, your claim will be denied and your
employment may be terminated.
• The documentation requested of you must be supplied at your expense and within 30 calendar days
from the date you filed your claim for your request for short-term disability leave to be evaluated - both
initially and on an ongoing basis. You also will be required to provide signed authorization to Sedgwick
to obtain and release all reasonably necessary information that supports your short-term disability pay
claim.
Effective 7/2/2023 The Short-Term Disability Plan 271
• Based on the documentation supplied, Sedgwick will determine your eligibility for short-term disability
pay, including the duration of benefits. If you continue to require leave, periodic updates of
documentation may be required at your expense. Short-term disability pay will be suspended and your
employment may be terminated if you fail to provide the necessary supporting documentation when it
is required.
• JPMorgan Chase reserves the right to require you to be examined by a licensed physician chosen by
the firm, at the firm’s expense, as often as reasonably necessary while your claim continues. Failure to
comply with this examination may result in the denial, suspension, or termination of any short-term
disability pay provided under the STD Plan, unless JPMorgan Chase agrees you have a valid and
acceptable reason for not complying.
Note: The Genetic Nondiscrimination Act of 2008 (GINA) generally prohibits employers and other
entities covered by GINA Title II from requesting, or requiring, genetic information of an individual or
family member of the individual. Your health care provider should not provide any genetic information
when responding to requests for medical information. “Genetic information,” as defined by GINA,
includes an individual’s family medical history, the results of an individual’s or family member’s genetic
tests, the fact that an individual or an individual’s family member sought or received genetic services,
and genetic information of a fetus carried by an individual or an individual’s family member or an
embryo lawfully held by an individual or family member receiving assistive reproductive services.
• You should only provide your personal health information to Sedgwick — it should not be provided to
your manager, Human Resources Business Partner, or any other JPMorgan Chase employee. Any
personal health information that you submit to Sedgwick is treated as confidential and used only for
appropriate purposes.
Return to Work Determination
• Sedgwick will work with your manager and your licensed physician to determine when you may return
to work. You are expected to return to work at the conclusion of your approved short-term disability
leave (unless your short-term disability leave is extended or you are approved for additional time off
under another JPMorgan Chase policy, such as the Accommodating Disabilities and Temporary Work
Restrictions Policy).
• If you return to work (or attempt to return to work) prior to the expiration of your approved short-term
disability leave, Sedgwick may require a release from your health care provider before allowing you to
return to work.
• Except when prohibited by applicable law, JPMorgan Chase may at its expense request that an
employee who is returning from a leave complete a fitness for duty evaluation, performed by a
licensed physician selected by JPMorgan Chase, if there is a reasonable belief that:
- The employee’s ability to perform essential job functions will be impaired by a medical or
behavioral health condition, or
- The employee will pose a danger to him/herself or others due to a medical or behavioral health
condition.
• If your approved short-term disability leave could potentially continue beyond 25 weeks, your claim is
automatically referred to the JPMorgan Chase Long-Term Disability plan administrator — as long as
you had JPMorgan Chase-provided or elected coverage under that plan before becoming disabled. If
your short-term disability leave is not approved and you choose to apply for long-term disability
benefits, please contact The Prudential directly at (800) 842-1718.
Filing a Claim for an Occupational Illness or Injury
• If you believe that your illness or injury was sustained in the course of and arose out of work, you must
immediately inform your manager — whether or not your illness or injury causes you to be absent —
so that the appropriate Workers’ Compensation administrator can be notified of your claim of a
work-related illnesses or injury. For further information about JPMorgan Chase’s Workers’
Compensation administrators, please go to: FWS > Corporate Finance Groups > Global Treasury >
Corporate Insurance Services > Workers’ Compensation Claims Reporting.
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-
• If you will be out of work for eight or more consecutive days, you must call Sedgwick (please see the
“Questions” box under the “The Short-Term Disability Plan” on page 261 for contact information) to
report your claim and to be evaluated for a concurrent claim under the JPMorgan Chase STD Plan as
well as under the Family and Medical Leave Policy.
• If you are out 8 or more days due to work related illness or injury, your manager may also file a short-
term disability claim.
• The applicable Workers’ Compensation administrator will make a determination of your eligibility for
benefits based on your disability.
- If your claim for lost time under Workers’ Compensation is approved, your short-term disability
leave and Family and Medical Leave under the policies will also be approved. If Sedgwick denies
your claim prior to a Workers’ Compensation approval, you can appeal to have the short-term
disability claim reviewed. The duration of benefits for each of these plans will follow as outlined in
each policy.
- If your claim for lost time under Workers' Compensation is denied, your claim for short-term
disability leave and Family and Medical Leave will be evaluated in accordance to those
policies/plans. If approved, the duration of benefits will follow as outlined in each policy/plan.
While you are receiving Workers’ Compensation disability benefits, you may not receive state statutory
disability benefits because those benefits apply only to non-occupational illnesses and injuries.
If your short-term disability leave is due to a work-related illness or injury, you may, but are not required
to, apply any of your available paid time off as pay during any period of unpaid time, including the
one-week wait period for short-term disability pay or an unpaid short-term disability leave that is approved
by the Workers’ Compensation claims administrator and/or your applicable State Workers’ Compensation
Board or Industrial Commission, or by Sedgwick. You may also choose not to receive short-term disability
pay as stipulated by the STD Plan. However, if you choose not to receive the JPMorgan Chase short-
term disability benefit to which you may be entitled to concurrent with a claim for lost time Workers’
Compensation, you may not at a later date request the short-term disability pay for that Workers’
Compensation lost time claim.
Note: The STD Plan does not provide for unpaid disability leave. Please consult the Short-Term
Disability Leave Policy for information on unpaid disability leave.
You may not receive more than 100% of your eligible compensation between Workers’ Compensation
lost time benefits and any short-term disability pay provided by JPMorgan Chase. Failure to reimburse
JPMorgan Chase for any benefits you receive in excess of 100% of your eligible compensation may result
in corrective action, including termination of employment.
Appealing Short-Term Disability Claim Denials
If a claim for a short-term disability leave under the JPMorgan Chase STD Plan for a non-occupational
illness or injury is denied, either in whole or in part, you can appeal the denial by following the appropriate
procedures described below.
You have 180 days from the date of your denial to send a written appeal of the short-term disability leave
decision. To appeal the short-term disability leave decision, you must send a letter of appeal, medical
records, progress notes, test results, and any other applicable documentation to Sedgwick at:
Sedgwick National Appeals Unit
PO Box 14748
Lexington, KY 40512
Fax: (855) 673-2488
• You may request copies of all documents, records, and other information relevant to your claim
decision; and you may submit written comments, documents, records, and other information relating to
your claim for short-term disability benefits.
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• Sedgwick will make a decision no more than 45 days after your appeal is received, unless it is
determined special circumstances exist that require an extension of time to process the appeal. If your
appeal requires an extension, a decision will be made no more than 90 days after your appeal is
received.
• If during the appeal process you determine you will require additional time to secure medical or
behavioral health information and documentation to support your appeal, you may contact the
Sedgwick Appeals Coordinator to request an extension of time to submit additional information. Up to
45 days of additional time may be granted.
• The written decision will include specific references to the contract provisions on which the decision
is based.
• In the appeal of a claim denial based upon medical or behavioral health judgment, the claims
administrator will consult with an appropriate, independent licensed physician. You will have the right
to obtain the name of such person if your appeal is denied.
For additional information regarding appealing claims under the STD Plan, please see "Additional Plan
Information" on page 275. Claims and appeals under the STD Plan will be handled in accordance with
applicable Department of Labor regulations.
For Employees Who Work in the State of New Jersey
If you disagree with the determination of Sedgwick, you have the right to appeal to the Division of
Temporary Disability Insurance. You have one year from the date your disability began to file your appeal.
Send your written appeal to:
Division of Temporary Disability Insurance
Private Plan Operations
Claims Review Unit
PO Box 957
Trenton, NJ 08625-0957
Telephone: (609) 292-6135
Right of Recovery
If the STD Plan provides pay for approved periods of disability that are later determined to be as a result
of an illness or injury for which another person or company is legally responsible, the STD Plan has the
right to recover payment from you or from the person or company who is determined to be legally
responsible. Assignment of your claim to a third party does not exempt you from your responsibility for
repaying the STD Plan. You must notify the STD Plan promptly of any circumstance in which a third party
may be responsible for compensating you with respect to an illness or injury that results in the STD Plan
providing financial protection for approved periods of disability.
Subrogation of Benefits
The purpose of the STD Plan is to provide wage protection and pay for approved period of disability that
are not the responsibility of any third party. The STD Plan has the right to recover from any third party
responsible for compensating you for time lost from work with respect to an illness or injury that results in
the STD Plan providing payment to you for approved periods of disability. This is known as subrogation of
benefits. The following rules apply to the STD Plan’s subrogation of benefits rights:
• The STD Plan has first priority from any amounts recovered from a third party for the full amount of
wage replacement benefits it has paid on your behalf, regardless of whether you are fully
compensated by the third party for your losses.
• You agree to help the STD Plan assert this right when requested.
• If you fail to help the STD Plan use this right when requested, the STD Plan may deduct the amount
the STD Plan paid from any future wage replacement benefits payable under the STD Plan.
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• The STD Plan has the right to take whatever legal action it deems appropriate against any third party
to recover the wage replacement benefits paid under the STD Plan.
• If the amount you receive as a recovery from a third party is insufficient to satisfy the STD Plan's
subrogation claim in full, the STD Plan's subrogation claim shall be first satisfied before any part of a
recovery is applied to your claim against the third party.
• The STD Plan is not responsible for any attorney fees, attorney liens, or other expenses you may incur
without the STD Plan's prior written consent. The "common fund" doctrine does not apply to any
amount recovered by any attorney you retain regardless of whether the funds recovered are used to
repay benefits paid by the STD Plan.
• If you receive a subrogation request and have questions, please contact the claims administrator.
Right of Reimbursement
In addition to its subrogation rights, the STD Plan is entitled to reimbursements from a covered person
who receives compensation from any third parties (other than family members) for Short-Term Disability
expenses that have been paid by the STD Plan. The following rules apply to the STD Plan’s right of
reimbursement:
• You must reimburse the STD Plan in first priority from any recovery from a third party for the full
amount of the benefits the STD Plan paid on your behalf, regardless of whether you are fully
compensated by the third party for your losses.
• Regardless of any allocation or designation of your recovery made in a settlement agreement or court
order, the STD Plan shall have a right of full reimbursement, in first priority, from the recovery.
• You must hold in trust for the benefit of the STD Plan the gross proceeds of a recovery, to be paid to
the STD Plan immediately upon your receipt of the recovery. You must reimburse the STD Plan, in
first priority and without any set-off or reduction for attorney fees or other expenses. The "common
fund" doctrine does not apply to any funds recovered by any attorney you retain, regardless of whether
the funds recovered are used to repay benefits paid by the STD Plan.
• If you fail to reimburse the STD Plan, the STD Plan may deduct any unsatisfied portion of the amount
of benefits the STD Plan has paid or the amount of your recovery from a third party, whichever is less,
from future benefits payable under the STD Plan.
• If you fail to disclose the amount of your recovery from a third party to the STD Plan, the STD Plan
shall be entitled to deduct the full amount of the benefits the STD Plan paid on your behalf from any
future benefits payable under the STD Plan.
• If you fail to reimburse the STD Plan, you agree that JPMorgan Chase may deduct any unsatisfied
portion of the amount of benefits the STD Plan has paid from your future earnings, and the plan
administrator may, in his or her sole discretion, terminate you from eligibility to participate in the STD
Plan.
When Coverage Ends
Your coverage for short-term disability pay under the JPMorgan Chase STD Plan will end on the earliest
of the following:
• The date you are no longer disabled as determined by Sedgwick or the applicable Workers’
Compensation administrator;
• The date you reach the maximum time limit for short-term disability pay* (i.e., a one-week wait period
plus 25 weeks of short-term disability pay for each approved disability)
• The date your employment with JPMorgan Chase ends due to an involuntary termination (excluding a
reduction in force);
• The date the STD Plan is discontinued or amended;
Effective 7/2/2023 The Short-Term Disability Plan 275
• The date you die; or
• The date the plan administrator determines that your coverage ends due to failure to comply with STD
Plan provisions.
* If you’re still disabled after a 26-week short-term disability period, you may then be eligible for benefits under the
JPMorgan Chase Long-Term Disability (LTD) Plan — provided you had JPMorgan Chase-provided LTD coverage or you
elected coverage under the LTD Plan before becoming disabled. Please see the Long-Term Disability (LTD) Plan section for
more information.
If your benefits under the STD Plan end and you are unable to return to work, your employment and your
participation and coverage in the JPMorgan Chase benefit plans will generally end unless you are
approved for additional leave under another JPMorgan Chase policy, such as the Accommodating
Disabilities and Temporary Work Restrictions Policy. For details, please refer to the “Return from Leave”
section of the Short-Term Disability Policy, available from me@jpmc > HR Policies > Leaves of
Absence > Short-Term Disability. If you participate in the LTD Plan and receive LTD benefits, then you
may continue to participate in certain benefits plans and receive pay credits under the Retirement Plan.
Please Note: If you voluntarily end your employment during a period of approved short-term disability
leave or if you are terminated due to job elimination, you will continue to receive short-term disability pay
for the remainder of the leave duration for which you are eligible under the JPMorgan Chase STD Plan. If
you voluntarily end your employment prior to an involuntarily termination, as determined by the claims
administrator, you will not be eligible for continued short-term disability pay.
Additional Plan Information
Your primary contact for all matters relating to the general administration of the JPMorgan Chase STD
Plan is HR Answers (please see the “Questions” box under the “The Short-Term Disability Plan” on
page 261 for contact information).
Your short-term disability pay under the STD Plan is provided under the terms of the official insurance
policies and/or contracts, if any, issued to JPMorgan Chase. Sedgwick has complete authority to
determine whether your claim of a non-occupational disability meets the standard of the STD Plan for
which benefits are payable, and to authorize the payment of any such benefits.
The applicable Workers’ Compensation administrator will determine whether you’ve incurred an
occupational disability for which benefits are payable, and will pay any such benefits. All claims appeals
for occupational illnesses or injuries should be directed to the appropriate state Workers’ Compensation
Board or Industrial Commission.
Please Note: No person or group, other than the plan administrator, has any authority to interpret the
JPMorgan Chase STD Plan (or official STD Plan documents) or to make any promises to you about them.
The plan administrator has complete authority in his or her sole and absolute discretion to construe and
interpret the terms of the JPMorgan Chase STD Plan and any underlying policies and/or contracts,
including the eligibility to participate in the STD Plan. All decisions of the plan administrator are final and
binding upon all affected parties.
Right to Amend
JPMorgan Chase reserves the right to amend, modify (including cost of coverage), reduce or curtail
benefits under, or terminate the STD Plan at any time for any reason by act of the Employee
Engagement, Culture and Conduct Executive. Upon termination of the STD Plan, all outstanding claims
for benefits will be adjudicated and paid in accordance with the STD Plan. Coverage under the STD Plan
does not represent a vested benefit.
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JPMorgan Chase also reserves the right to amend any of the plans and policies, to change the method of
providing benefits, to curtail or reduce future benefits, or to terminate at any time for any reason any or all
of the plans and policies described in this Guide. Neither this Guide nor the benefits described in the
Guide create a contract of employment or a guarantee of employment between JPMorgan Chase and any
employee.
If you have any questions about the STD Plan, please contact HR Answers (please see the “Questions”
box under the “The Short-Term Disability Plan” on page 261 for contact information).
Defined Terms
As you read this summary of the JPMorgan Chase STD Plan, you’ll come across some important terms
related to the STD Plan. To help you better understand the STD Plan, many of those important terms are
defined here.
Actively-at-Work
or on an Active
Employment
Basis
Performing all the duties that pertain to your work on a regular basis at the place where they
are normally performed or where they’re required to be performed by JPMorgan Chase.
Claims
Administrator
Sedgwick Claims Management Services, Inc. (herein referred to as “Sedgwick”) is the claims
administrator for the STD Plan, a self-insured plan, as it pertains to non-work-related (non-
occupational) illnesses or injuries. Sedgwick also administers the statutory disability plans in
New York and New Jersey and is the claims administrator in all states for time off approved
under the Family and Medical Leave Policy. For additional information, please refer to the
Family and Medical Leave Policy, available at me@jpmc > HR Policies > Leaves of Absence.
Disability
For purposes of the STD Plan, “disability” is defined as a period of illness or injury that
continues for eight or more consecutive calendar days during which you are unable to perform
the material and substantial duties of your position on an active employment basis, and you
are not working more than 80% of your normal work schedule.
For Medical Conditions:
A medical certification (see the definition of Medical Certification, below) by a licensed
physician must show that you are disabled with objective documentation that your medical
condition disables you from performing your job, and you must be under the care of a licensed
physician during your period of illness or injury.
For Behavioral Health Conditions (Effective 5/1/2019):
A behavioral health certification (see the definition of Behavioral Health Certification, below)
by a registered or licensed behavioral health provider must show that you are disabled based
on clinical findings that your condition limits you from performing your job. You must seek
treatment with a registered or licensed behavioral health provider within 10 days of your first
date of absence and be seen by a registered or licensed behavioral health provider at least
every 30 days throughout the duration of your leave.
For All Conditions:
You must also be determined to be disabled by Sedgwick, the claims administrator for the
STD Plan, for non-work-related illnesses or injuries or you must be approved as disabled in
accordance with the applicable state Workers’ Compensation law for work-related illnesses or
injuries. The claims administrator may use any appropriate information, including surveillance
information, to determine whether you are disabled. Furthermore, you are not eligible for
leave or pay covered under the STD Plan if the sole reason you cannot report to work is due
to your inability to commute to the workplace. (If this is an issue that affects you, please see
the Accommodating Disabilities and Temporary Work Restrictions Policy, available at
me@jpmc > HR Policies > Employee Assistance.)
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Eligible
Compensation
For purposes of the STD Plan, Eligible Compensation generally means your annual base
salary plus applicable job differential pay (e.g., shift pay). It does not include any annual
incentives, overtime, special recognition, or other incentive awards you might receive. In
certain situations, your eligible compensation may include other cash earnings (e.g.,
commissions and draws) paid under certain non-annual incentive plans that provide
compensation in lieu of base salary.
Separate definitions other than what is described here may apply to employees in certain
positions who are paid on a draw-and-commission basis. If this situation applies to you, you
will be notified.
Full-Time
Employee
For purposes of the STD Plan, a full-time employee is an employee paid through a U.S.
payroll of the firm, subject to FICA withholding, and regularly scheduled to work 40 hours per
week. Full-time employees include employees who are paid on a salaried basis or an hourly
basis, as well as employees who are eligible for draws or commissions. Employees who are
eligible for draws or commissions are paid according to line of business commission plans.
Full-time employees are generally eligible to participate in the firm’s benefits programs and for
paid time off, subject to such programs’ eligibility criteria.
▪ Full-time salaried employees are exempt employees paid on a salaried basis.
▪ Full-time hourly-paid employees are overtime-eligible employees paid on an hourly basis.
Introductory
Period
The first 90 days of employment for newly hired and re-employed employees at
JPMorgan Chase.
Licensed
Physician
A person who is not your relative or family member and:
▪ Is determined by the plan administrator or its delegate to be qualified to render an opinion
about your physical condition as it relates to your claim of disability;
▪ Is a healthcare provider licensed in the jurisdiction in which he or she practices and is
determined by the claims administrator, in its sole discretion, to be qualified and
appropriate under the circumstances to provide medical certification; and
▪ Whose primary practice is treating patients.
Registered or
Licensed
Behavioral
Health Provider
A person who is not your relative or family member and:
▪ Is determined by the plan administrator or its delegate to be qualified to render an opinion
about your mental condition as it relates to your claim of disability;
▪ Is a behavioral health provider registered or licensed in the jurisdiction in which he or she
practices and is determined by the claims administrator, in its sole discretion, to be
qualified and appropriate under the circumstances to provide behavioral health
certification; and
▪ Whose primary practice is treating patients.
Medical
Certification
Certification from your licensed physician confirming the status of your medical condition as it
relates to your claim of disability and objective documentation that your medical condition
disables you from performing your job.
Note: A certification that is based largely or entirely on self-reported symptoms, without
objective documentation of inability to perform the job, will not be considered sufficient to
support a finding of disability.
Behavioral
Health
Certification
Certification from your registered or licensed behavioral health provider confirming the status
of your mental condition as it relates to your claim of disability and clinical documentation that
your condition disables you from performing your job.
Note: A certification that is based largely or entirely on self-reported symptoms, without
clinical documentation of inability to perform the job, will not be considered sufficient to
support a finding of disability.
Non-
Occupational
Injury/Illness
A non-occupational injury/illness means an injury, sickness, or disease not related to your
employment.
Occupational
Injury/Illness
An occupational injury or illness extends to all injuries or diseases that arise out of and are in
the course and scope of employment. If you have an occupational illness or injury, you may
be eligible for Workers’ Compensation benefits, including paid medical expenses and
compensation for lost work time.
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▪
Recognized
Service
The period of service with JPMorgan Chase that may include service with heritage
organizations (including predecessors of JPMorgan Chase) as outlined by the following
conditions:
If employed as of July 1, 2004:
If employed by JPMorgan Chase & Co. or one of its participating subsidiaries or Bank One
Corporation or one of its participating subsidiaries as of the date of the merger (July 1, 2004),
only prior service with the specific heritage organization employing the individual on that
merger date (July 1, 2004) will count as recognized service, as follows:
▪ If employed by JPMorgan Chase & Co. or one of its participating subsidiaries as of July 1,
2004, service defined as cumulative service under heritage JPMorgan Chase Human
Resources policies (including pre-acquisition service in identified situations) will count as
recognized service; or
▪ If employed by Bank One Corporation or one of its participating subsidiaries as of July 1,
2004, recognized service will be determined by the Bank One Service Date (as
documented in official company records).
If re-employed during the period July 2, 2004 through June 30, 2005:
If not employed by a heritage organization on the merger date (July 1, 2004) and re-employed
during the period July 2, 2004 through June 30, 2005, the applicable service provisions
referenced above will be those of the heritage organization that most recently employed the
individual prior to his/her re-employment date.
If re-employed on or after July 1, 2005:
For individuals who were employed by the firm as of July 1, 2005, experience a subsequent
break in service and are re-employed by the firm:
▪ If the individual’s break in employment ending on or after July 1, 2005, is 12 months or
less, his/her service will be considered uninterrupted for purposes of recognized service.
In other words, the period of the break in employment ending on or after July 1, 2005
counts toward the period of recognized service.
▪ If the individual’s break in employment ending on or after July 1, 2005, is more than 12
months, recognized service upon rehire will include recognized service as in effect on the
last day of the previous employment period.
For individuals who were not employed as of June 30, 2005 but who are re-employed
on or after July 1, 2005, the employer for purposes of recognized service is the
employer who most recently employed the individual prior to the re-employment date.
▪ If the individual’s break in employment, ending on or after July 1, 2005, is 12 months or
less, his/her service will be considered uninterrupted for purposes of recognized service.
In other words, the period of the break in employment counts toward the period of
recognized service.
▪ If the individual’s break in employment, ending on or after July 1, 2005, is more than 12
months:
− For rehires whose last employer before the break was heritage JPMorgan Chase,
recognized service upon rehire will include service defined as cumulative service under
heritage JPMorgan Chase Human Resources policies during the previous employment
period plus an adjustment for pre-acquisition service in identified situations.
− For rehires whose last employer before the break was heritage Bank One,
recognized service will include service denoted by the employee’s Bank One Service Date
as in effect on the last day of the previous employment period.
For heritage Bear Stearns employees who were employed by the firm as of August 31,
2008:
Recognized Service will be determined by the Bear Stearns Service Date (as documented
in official company records).
Effective 7/2/2023 The Short-Term Disability Plan 279
▪
•
•
For heritage Bear Stearns employees re-employed on or after September 1, 2008
(whose last employer before the break in service was heritage Bear Stearns versus
JPMorgan Chase):
▪ If the individual’s break in employment, ending on or after September 1, 2008, is 12
months or less, his/her service will be considered uninterrupted for purposes of
Recognized Service. In other words, the period of the break in employment counts toward
the period of Recognized Service.
▪ If the individual’s break in employment, ending on or after September 1, 2008, is more
than 12 months, Recognized Service upon rehire will include prior Bear Stearns service,
excluding the period of the break in employment.
For heritage Washington Mutual employees who were employed by the firm as of
June 30, 2009:
Recognized Service will be determined by the Washington Mutual Service Date (as
documented in official company records).
For heritage Washington Mutual employees re-employed on or after July 1, 2009
(whose last employer before the break in service was heritage Washington Mutual
versus JPMorgan Chase):
▪ If the individual’s break in employment, ending on or after July 1, 2009, is 12 months or
less, his/her service will be considered uninterrupted for purposes of Recognized Service.
In other words, the period of the break in employment counts toward the period of
Recognized Service.
▪ If the individual’s break in employment, ending on or after July 1, 2009, is more than 12
months, Recognized Service upon rehire will include prior Washington Mutual service,
excluding the period of the break in employment.
For Former First Republic Bank employees who were employed by the firm as of
July 2, 2023:
Recognized Service will be determined by the First Republic Bank Service Date (as
documented in official company records).
For Former First Republic Bank employees employed/re-employed on or after July 3,
2023 (whose last employer before the break in service was heritage First Republic
Bank versus JPMorgan Chase):
Recognized service will be determined by the employee’s hire date with JPMorgan
Chase and prior service with First Republic Bank will not be recognized.
Service with a company at the time of its acquisition (as opposed to a merger) will count
toward recognized service, if so provided under the terms of the applicable purchase
agreement.
Temporary
Employee
For purposes of the STD Plan, a temporary employee is an employee hired onto the U.S.
JPMorgan Chase payroll for a specific length of time or for a temporary project, typically for
less than six months. In general, these employees are paid on an hourly basis and are not
eligible to participate in certain JPMorgan Chase benefit plans and paid time off policies.
Under the Care
of a Licensed
Physician
You are considered to be under the care of a licensed physician when you:
▪ Personally visit a licensed physician as frequently as is medically required (according to
generally accepted medical standards) to effectively manage and treat your disability
condition(s);
▪ Are receiving the most appropriate treatment and care (which conforms with generally
accepted medical standards for your disability condition(s)), by a licensed physician
whose specialty or experience is the most appropriate for your disability; and
▪ Are receiving active treatment from a licensed healthcare provider on a regular basis that
is appropriate for your disability, as determined by the claims administrator.
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Under the Care
of a Registered
or Licensed
Behavioral
Health Provider
You are considered to be under the care of a Behavior Health Provider when you:
▪ Have sought an appointment with a registered or licensed behavioral health provider
within 10 days of your first date of absence;
▪ Personally visit a registered or licensed behavioral health provider as frequently as is
therapeutically required (according to generally accepted psychological standards) and no
less often than every 30 days, to effectively manage and treat your disability condition(s);
▪ Are receiving the most appropriate treatment and care (which conforms with generally
accepted psychological standards for your disability condition(s)), by a registered or
licensed behavioral health provider whose specialty or experience is the most appropriate
for your disability; and
▪ Are receiving active treatment from a registered or licensed behavioral health provider that
is appropriate for your disability, as determined by the claims administrator.
Wait Period
The first week of short-term disability leave is generally a one-week wait period (i.e., seven
consecutive calendar days) before short-term disability pay begins, unless otherwise indicated
by state statutory requirements.
If your short-term disability leave is due to a non-work-related illness or injury, available sick
time will be applied on your behalf as pay during this first week of short-term disability leave. If
your available sick time is exhausted, where allowable by state law, available personal days
and floating holidays will be applied on your behalf, if applicable, as well as any accrued and
unused vacation as pay during the wait period. In addition, JPMorgan Chase will apply
unaccrued vacation time for the calendar year in which your leave begins and apply it on your
behalf for use during your one-week wait period, unless you opt out of use of unaccrued
vacation.
If your short-term disability leave is due to a work-related illness or injury, a Workers'
Compensation state-mandated wait period may also apply and will run concurrently with the
STD Plan wait period. Furthermore, you may, but are not required to, have your available paid
time off applied as pay during the wait period. If all of your paid time off is exhausted, the
applicable portion of the first week of your short-term disability or Workers' Compensation
leave is unpaid. For more information, please refer to the Time Away from Work Policies,
available at me@jpmc > HR Policies > Time Away from Work.
Please Note:
▪ JPMorgan Chase will apply available paid time off on your behalf during the one week wait
period.
▪ If JPMorgan Chase applied unaccrued vacation time for a wait period and your
employment later terminates, any vacation time that was paid to you but has not been
accrued by your termination date will be considered a salary advance and will be
recovered at termination, subject to applicable law.
▪ The STD Plan does not provide for unpaid disability leave. Please consult the Short-Term
Disability Leave Policy for information on unpaid disability leave.
Workers’
Compensation
Insurance
Program
Workers’ Compensation insurance provides medical, disability, and other statutory benefits for
employee illnesses and injuries arising out of and in the course and scope of work.
Where applicable, short-term disability pay benefits may supplement a Workers’
Compensation wage replacement benefit. Workers’ Compensation claims are approved in
accordance with applicable state Workers’ Compensation law. If a Workers’ Compensation
claim is approved, the approval will also serve as the authorization of applicable pay benefits
under the STD Plan.
If a Workers’ Compensation claim is denied, the leave will still be considered under the STD
Plan and will be required to meet the requirements of the STD Plan in order to qualify as paid
leave.
For further information about JPMorgan Chase’s Workers’ Compensation administrators,
please go to: FWS > Corporate Finance Groups > Global Treasury > Corporate Insurance
Services > Workers’ Compensation Claims Reporting.
Effective 1/1/22 Your JPMC Benefits Guide 1
JPMorgan Chase & Co. Benefits Guide
Your JPMC Be
nefits Guide
Effective 1/1/22
JPMorgan Chase is committed to providing a comprehensive set of benefits
choices to meet different employee needs and l
ifestyles. In return, we ask our
employees to take an active role in designing a personal strategy to help meet
their short-term and long-term health care and insurance and retirement
savings objectives.
This Guide provides a detailed summary of the Health Care and Insurance
Plans for
Active Emp
loyees of the JPMorgan Chase U.
S. Benefits Program.
To access the Retirement Savings Plans, you must be on the website at
www.jpmcbenefitsguide.com and click o
n the “Retirement Savings” item in the
black horizontal menu bar at the top of the web page. For the plans that are subject to the provisions of
the Employee Retirement Income Security Act of 1974 (ERISA), this Guide serves as the summary plan
description for those plans. For most of these plans, this Guide is also the plan document.
Print and Web
Versions
This
Guide is available
as a
website, at
www.jpmcben
efitsguide.
com.
The websi
te includes
links
to PDF versions of
each section,
through
the “Print a
Section”
page,
in case you want
to do
wnload a section to
read it of
fline.
How This Guide Is Organized
Most of the sect
ions of this Guide describe the details of each benefit plan. Those sections include:
• Health Care Benefits, which includes
the Medical, Dental, and Vision Plans
;
• Spending Accounts;
• Life and Accident Insurance;
• Disability Coverage, which includes the Short-Term and Long-Term Disab
ility Plans;
• Other Benefits, which includes the Health & Wellness Centers
Plan, the Fertility Benefits Program, the
Group Legal Services Plan, the Group Personal Excess Liability Plan, the Back-Up Child Care Plan,
the Expatriate Medical and Dental Plans and the Hawaii Medical Plan.
Effective 1/1/22 Your JPMC Benefits Guide 2
Other sections of the Guide cover information that applies to all or most of the
benefit plans. These sections are separated from the specific plan details to
minimize repetition and to keep related information together. These sections
include:
• What Happens If …, which describes how different life events and situations
can affect your benefits or provide you with opportunities to adjust your
benefits coverage;
• Plan Administration, which provides administrative details such as plan
numbers and statements of your rights, including your right to appeal, which
is required by law; and
• Contacts, with a full list of contact details for all of the plans.
The section About This Guide provides additional legal information, including
information about the role this Guide serves as summary plan descriptions
(“SPDs”) of the benefit plans.
Retirement Savings
The 401(k) Savings Plan
and the Retirement
(Pension) Plan summary
plan descriptions are
available at
www.jpmcbenefitsguide.
com, as PDFs. The
SPDs for those plans are
complete in the PDFs,
and do not rely on the
any of the other sections
of this Guide.
Questions?
If you still have questions after reviewing this Guide, there are a number of resources that can provide answers. As a
first stop, consult the Contacts section.
The JPMorgan Chase U.S. Benefits Program is available to most employees on a U.S. payroll who are regularly
scheduled to work 20 hours or more a week and who are employed by JPMorgan Chase & Co. or one of its
subsidiaries to the extent that such subsidiary has adopted the JPMorgan Chase U.S. Benefits Program. This
information does not include all of the details contained in the applicable insurance contracts, plan documents and
trust agreements. If there is any discrepancy between this information and the governing documents, the governing
documents will control. JPMorgan Chase & Co. expressly reserves the right to amend, modify, reduce, change or
terminate its benefits plans at any time. The JPMorgan Chase U.S. Benefits Program does not create a contract or
guarantee of employment between JPMorgan Chase and any individual. JPMorgan Chase or you may terminate the
employment relationship at any time.
Effective 1/1/22 Your JPMC Benefits Guide 3
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Table of Contents
Your JPMC Benefits Guide 1
About This Guide 4
What Happens If 7
Health Care Benefits 28
Health Care Participation 29
The Core Medical Plan 49
The Simplified Medical Plan 117
Kaiser HMO 186
The Dental Plan 187
The Vision Plan 208
The Spending Accounts 219
Disability Coverage 260
The Short-Term Disability Plan 261
The Long-Term Disability Plan 281
Life and Accident Insurance 309
Other Benefits 339
The Health & Wellness Centers Plan 340
The U.S. Fertility Benefits Program — This Plan Ended on 6/30/22 346
The Group Legal Services Plan 376
The Group Personal Excess Liability Insurance Plan 392
Back-Up Child Care 407
Expatriate Medical and Dental Plans 416
Plan Administration 471
Contacts 501
My Health, My Rewards and HR Answers for More Information 501
Effective 1/1/22 About This Guide 4
About This Guide
Effective 1/1/22
This Guide serves as the summary plan description (SPD) for the following
plans of the JPMorgan Chase U.S. Benefits Program, effective as of January 1,
2022:
• The JPMorgan Chase Core Medical Plan
• The JPMorgan Chase Simplified Medical Plan
• The Kaiser HMO Plan
• The JPMorgan Chase Dental Plan
• The JPMorgan Chase Vision Plan
• The JPMorgan Chase Spending Accounts
• The JPMorgan Chase Basic Life Insurance Plan
• The JPMorgan Chase Supplemental Term Life Insurance Plan
• The JPMorgan Chase Accidental Death and Dismemberment (AD&D)
Insurance Plan
• The JPMorgan Chase Business Travel Accident Insurance Plan
• The JPMorgan Chase Short-Term Disability Plan
• The JPMorgan Chase Long-Term Disability Plan
• The JPMorgan Chase Health and Wellness Centers Plan
• The JPMorgan Chase U.S. Fertility Benefits Program
• The JPMorgan Chase Group Legal Services Plan
• The JPMorgan Chase Group Personal Excess Liability Insurance Plan
• The JPMorgan Chase Back-Up Child Care Plan
• The JPMorgan Chase Expatriate Medical and Dental Plans
• The JPMorgan Chase U.S. Retiree Benefits Program (this document does not include information
related to the JPMorgan Chase U.S. Retiree Benefits Program; see the PDF available at
www.jpmcbenefitsguide.com for the entire SPD for the JPMorgan Chase U.S. Retiree Benefits
Program)
• The JPMorgan Chase 401(k) Savings Plan (this document does not include information related to the
JPMorgan Chase 401(k) Savings Plan; see the PDF available at www.jpmcbenefitsguide.com for the
entire SPD for the JPMorgan Chase 401(k) Savings Plan)
About This Summary
This section summarizes
certain information for
the health care and
insurance plans. Please
retain this section for
your records. Other
sections may be needed
in addition to this section
to provide a complete
summary plan
description (SPD) and/or
plan document for a
plan, including the
sections that describe
the benefits the plan
provides.
These
summaries/SPDs/plan
documents do not
include all of the details
contained in the
applicable insurance
contracts, if any. For
plans with applicable
insurance contracts, if
there is a discrepancy
between the insurance
contract and the
summary/SPD/plan
document, the insurance
contract will control.
Effective 1/1/22 About This Guide 5
An SPD is a legally required document that provides a comprehensive description of benefit plans and
their provisions. The SPD includes the following sections:
• Plan Administration
• What Happens If…
• Health Care Participation
• COVID-related legislative changes to the Health Care Spending Account and the Dependent Care
Spending Account
Additional Plan Information
Your primary contact for matters relating to plan benefits is each plan’s claims administrator or service
provider. Contact HR Answers for information about general administration issues such as enrollment and
eligibility for the plans.
Your benefits as a participant in the plans are provided under the terms of this document and insurance
contracts, if any, issued to JPMorgan Chase. If there is a discrepancy between the insurance contracts
and this document, the insurance contracts will control.
Please Note: No person or group (other than the plan administrator for the JPMorgan Chase U.S.
Benefits Program) has any authority to interpret the plans (or official plan documents) or to make any
promises to you about them. The plan administrator for the JPMorgan Chase U.S. Benefits Program has
complete authority in his or her absolute discretion to construe and interpret the terms of the plans and
any underlying insurance policies and/or contracts, including the eligibility to participate in the plans, and
to make factual determinations.
All decisions of the plan administrator for the JPMorgan Chase U.S. Benefits Program are final and
binding upon all affected parties. The plan administrators delegate their discretion to interpret the plans to
the claims administrators, and to decide claims and appeals, including making factual determinations, to:
• The claims administrators; and
• The Health and Income Protection Plans Appeals Committee.
No Assignment of Benefits
The plans are used exclusively to provide benefits to you and, in some cases, your survivors. Neither you
nor JPMorgan Chase can assign, transfer, or attach your benefits, or use them as collateral for a loan.
You may not assign your right to file actions under ERISA regarding the plans, or use power of attorney
or similar arrangements for that purpose.
Please Note: You may assign certain employee life insurance benefits and may assign to a health care
service provider the right to payment. Please contact HR Answers for more information.
Right to Amend
JPMorgan Chase & Co. expressly reserves the right to amend, modify (including cost of coverage),
reduce or curtail benefits under, or terminate the benefit plans and programs at any time for any reason,
by act of the Benefits Executive, other authorized officers, or the Board of Directors. In addition, the plans
and benefits described in this Guide do not represent vested benefits.
JPMorgan Chase also reserves the right to amend any of the plans and policies, to change the method of
providing benefits, to curtail or reduce future benefits, or to terminate at any time for any reason, any or all
of the plans and policies described in this Guide.
If you have any questions about this plan, please contact HR Answers.
Effective 1/1/22 About This Guide 6
Not a Contract of Employment
Neither this Guide nor the benefits described in this Guide create a contract or a guarantee of
employment between JPMorgan Chase and any employee. JPMorgan Chase or you may terminate the
employment relationship at any time.
The JPMorgan Chase U.S. Benefits Program is available to most employees on a U.S. payroll who are regularly
scheduled to work 20 hours or more a week and who are employed by JPMorgan Chase & Co. or one of its
subsidiaries to the extent that such subsidiary has adopted the JPMorgan Chase U.S. Benefits Program. This
information does not include all of the details contained in the applicable insurance contracts, plan documents, and
trust agreements. If there is any discrepancy between this information and the governing documents, the governing
documents will control. JPMorgan Chase & Co. expressly reserves the right to amend, modify, reduce, change, or
terminate its benefits and plans at any time. The JPMorgan Chase U.S. Benefits Program does not create a contract
or guarantee of employment between JPMorgan Chase and any individual. JPMorgan Chase or you may terminate
the employment relationship at any time.
Effective 1/1/22 What Happens If … 7
What Happens If …
Effective 1/1/22
This section describes the impact of certain life changes and events on your JPMorgan Chase Health
Care and Insurance Plans for Active Employees benefits. Generally, you make elections once a year
during Annual Benefits Enrollment, unless you have a Qualified Status Change (QSC) or other event,
such as a change in work status. QSC’s are generally legally defined situations. See the following
information for types of changes and implications to your benefits. For more information, see the Benefits
Status Change Guide on My Health > Learn about the JPMC Benefits Program.
New Dependents Must Be Verified
Please Note: If a QSC results in the ability to add a dependent to your coverage, that dependent is subject to the
dependent verification process from JPMorgan Chase or the plans' administrators, to confirm the dependent is
eligible.
The JPMorgan Chase U.S. Benefits Program is available to most employees on a U.S. payroll who are regularly
scheduled to work 20 hours or more a week and who are employed by JPMorgan Chase & Co. or one of its
subsidiaries to the extent that such subsidiary has adopted the JPMorgan Chase U.S. Benefits Program. This
information does not include all of the details contained in the applicable insurance contracts, plan documents, and
trust agreements. If there is any discrepancy between this information and the governing documents, the governing
documents will control. JPMorgan Chase & Co. expressly reserves the right to amend, modify, reduce, change, or
terminate its benefits and plans at any time. The JPMorgan Chase U.S. Benefits Program does not create a contract
or guarantee of employment between JPMorgan Chase and any individual. JPMorgan Chase or you may terminate
the employment relationship at any time.
Effective 1/1/22 What Happens If … 8
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Table of Contents
Qualified Status Changes (QSCs) 9
You Get Married 12
You Have or Adopt a Child or Become a Legal Guardian 13
A Covered Dependent Becomes Ineligible 13
You and/or Your Dependents Lose Other Coverage 13
You and/or Your Dependents Gain Other Coverage 14
You Move 14
You Divorce, Separate or Terminate a Domestic Partner Relationship 14
You Pass Away 15
Other Events or Changes 16
Change in Scheduled Work Hours 16
You Go on Short-Term Disability Leave 17
You Go on Long-Term Disability 18
You Are on LTD and Become Eligible for Medicare 19
You Become Eligible for Medicare 19
You Go on a Military Leave 19
Paid Military Leave 19
Unpaid Military Leave 20
You Go on a Parental Leave 20
You Go on Approved Family and Medical Leave 20
You Go on Unpaid Leave 21
You Return from a Leave of Absence 21
You Leave JPMorgan Chase 23
Your Expatriate Assignment Ends 25
You Retire from JPMorgan Chase 25
You Work Past Age 65 27
Effective 1/1/22 What Happens If … 9
Qualified Status Changes (QSCs)
There are many changes in your situation that meet the requirements to be
Qualified Status Changes (QSCs). While many of your benefits cannot be
changed during the year, if you have a QSC, some benefit changes are
allowed.
The following tables summarize the changes that you can make for each event.
They are separated into:
• Health Benefits;
• Spending Accounts;
• Life Insurance Benefits; and
• Accident Insurance Benefits.
If You Have an
Event …
If you have a QSC, or if
you are unclear whether
your situation is a QSC,
contact HR Answers to
get answers on what you
can do in your situation.
31-Day Deadline
If you have a QSC, you have 31 days from the qualifying event to make benefits changes; 90 days from the qualifying
event if the event is the birth or adoption of a child. The benefits you elect will be effective the date of the event if you
make the elections timely. (Please Note: You will have 90 days from the QSC date to add any newly eligible
dependents to Medical Plan coverage should that dependent pass away within this 90-day period.). Any changes you
make during the year must be consistent with the status change. Be sure to take action promptly, so that you don't
miss the deadline to make any benefit changes!
Retroactive Payroll Contribution Changes
If a QSC or other permitted plan change results in retroactive changes to payroll contributions, those changes will be
reflected on your next administratively available pay.
QSCs for Health Benefits — Medical, Dental, Vision
QSC Employee
Spouse/Domestic
Partner
Dependent Child
or Dome
stic
Partner Child
Marriage Add Add Add
Domestic Partner
Commitment
Add Add Add
Divorce, Legal
Separation, or
Termination of DP
Commitment
Add Drop Drop
Death of Spouse/DP
N/A Drop Drop
Birth/Adoption/Legal
Guardianship
Add Add Add
Child Gains Eligibility
Add Add Add
Effective 1/1/22 What Happens If … 10
QSC Employee
Spouse/Domestic
Partner
Dependent Child
or Domestic
Partner Child
DP's Child Becomes
Eligible
Add Add Add
Child Gains Eligibility
due to QMCSO
Add N/A Add
Child/DP Child no
Longer Eligible
N/A N/A Drop
Death of Child/DP
Child
N/A N/A Drop
You or Covered
Dependent Gains
Other Coverage
Drop/reduce # of
dependents
Drop/reduce # of
dependents
Drop/reduce # of
dependents
You or Covered
Dependent Loses
Other Coverage
Add Add Add
Change in Dependent
Care Provider or
Fees
N/A N/A N/A
Move out of Provider
Service Area
Change option change option change option
QSCs for Spending Accounts*
QSC
Health Care Spending
Account
Dependent Care
Spendin
g Account
Marriage Begin, increase
Begin, increase, decrease, or
stop
Domestic Partner
Commitment
Begin, increase
Begin, increase, decrease, or
stop
Divorce, Legal Separation, or
Termination of DP
commitment
Decrease, stop
Begin, increase, decrease, or
stop
Death of Spouse/DP
Decrease, stop
Begin, increase, decrease, or
stop
Birth/Adoption/Legal
Guardianship
Begin, increase Begin, increase
Child Gains Eligibility
Begin, increase Begin, increase
DP's Child Becomes Eligible
Begin, increase Begin, increase
Child Gains Eligibility due to
QMCSO
Begin, increase N/A
Child/DP Child no Longer
Eligible
Decrease, stop Decrease, stop
Death of Child/DP Child
Decrease, stop Decrease, stop
Effective 1/1/22 What Happens If … 11
QSC
Health Care Spending
Account
Dependent Care
Spending Account
You or Covered Dependent
Gains Other Coverage
N/A Decrease, stop
You or Covered Dependent
Loses Other Coverage
Begin, increase Begin, increase
Change in Dependent Care
Provider or Fees
N/A
Begin, increase, decrease, or
stop
Move out of Provider Service
Area
N/A N/A
*You can change your Transportation Spending Accounts elections at any time.
QSCs for Supplemental Term Life Insurance Benefits
QSC Employee
Adult
Dependent
Dependent
Child/Domestic
Partner Child
Marriage
Begin, increase,
decrease, or stop Begin, increase
Begin, increase,
decrease, or stop
Domestic Partner
Commitment
Begin, increase,
decrease, or stop Begin
Begin, increase,
decrease, or stop
Divorce, Legal Separation, or
Termination of DP
Commitment
Begin, increase,
decrease, or stop Drop
Begin, increase,
decrease, or stop
Death of Spouse/DP
Begin, increase,
decrease, or stop Drop
Begin, increase,
decrease, or stop
Birth/Adoption/Legal
Guardianship
Begin, increase Begin, increase Begin, increase
Child Gains Eligibility
Begin, increase Begin, increase Begin, increase
DP's Child Becomes Eligible
Begin, increase Begin, increase Begin, increase
Child Gains Eligibility due to
QMCSO
Begin, increase N/A Begin, increase
Child/DP Child no Longer
Eligible
Decrease, stop Decrease, stop Decrease, stop
Death of Child/DP Child
Decrease, stop Decrease, stop Decrease, stop
You or Covered Dependent
Gains Other Coverage
Decrease, stop Decrease, stop Decrease, stop
You or Covered Dependent
Loses Other Coverage
Begin, increase Begin, increase Begin, increase
Change in Dependent Care
Provider or Fees
N/A N/A N/A
Move out of Provider Service
Area
N/A N/A N/A
Effective 1/1/22 What Happens If … 12
QSCs for Accidental Death and Dismemberment (AD&D) Benefits
QSC Employee Adult Child
Marriage
Begin, increase,
decrease, or stop Begin, increase
Begin, increase,
decrease, or stop
Domestic Partner
Commitment
Begin, increase,
decrease, or stop Begin
Begin, increase,
decrease, or stop
Divorce, Legal
Separation, or
Termination of DP
Commitment
Begin, increase,
decrease, or stop Drop
Begin, increase,
decrease, or stop
Death of Spouse/DP
Begin, increase,
decrease, or stop Drop
Begin, increase,
decrease, or stop
Birth/Adoption/Legal
Guardianship
Begin, increase Begin, increase Begin, increase
Child Gains Eligibility
Begin, increase Begin, increase Begin, increase
DP's Child Becomes
Eligible
Begin, increase Begin, increase Begin, increase
Child Gains Eligibility
due to QMCSO
Begin, increase N/A Begin, increase
Child/DP Child no
Longer Eligible
Decrease, stop Decrease, stop Decrease, stop
Death of Child/DP
Child
Decrease, stop Decrease, stop Decrease, stop
You or Covered
Dependent Gains
Other Coverage
Decrease, stop Decrease, stop Decrease, stop
You or Covered
Dependent Loses
Other Coverage
Begin, increase Begin, increase Begin, increase
Change in Dependent
Care Provider or
Fees
N/A N/A N/A
Move out of Provider
Service Area
N/A N/A N/A
You Get Married
Getting married is a Qualified Status Change (QSC) that gives you the opportunity to adjust your
coverage in ways consistent with your change in status. For example, you could enroll yourself and/or
your new spouse for coverage.
Any changes based on a QSC must be submitted within 31 days of the change in status. For more
information, see the subsections titled "Changing Your Coverage Midyear" in the plan descriptions.
If you are using the change to add a new dependent, you will be required to provide documentation of the
new dependent’s eligibility for coverage.
Effective 1/1/22 What Happens If … 13
You Have or Adopt a Child or Become a Legal
Guardian
Having or adopting a child or becoming a legal guardian of a child is a Qualified Status Change (QSC)
that gives you the opportunity to adjust your company coverage in ways consistent with your change in
status. For example, you could enroll your new child for coverage.
Any changes based on a QSC must be submitted within 31 days of the change in status, but the time
available is 90 days when the qualifying event is the birth or adoption of a child. For more information, see
the subsections in the plan descriptions titled "Changing Your Coverage Midyear." You will be required to
provide documentation of the new dependent’s eligibility for coverage.
(You will have 90 days from the QSC to add any newly eligible dependents to the JPMC Medical Plan
should that dependent pass away within this 90-day period; please contact HR Answers if this situation
applies to you.)
If you are using the change to add a new dependent, you will be required to provide documentation of the
new dependent’s eligibility for coverage.
A Covered Dependent Becomes Ineligible
If your dependent becomes ineligible (such as when a dependent child reaches age 26, for health care
coverage), the dependent’s coverage will end on the last day of the month in which he or she no longer
meets the eligibility requirements. For Supplemental Term Life and AD&D, once your dependent is no
longer eligible, it is your responsibility to remove the dependent from your coverage, otherwise payroll
deductions will continue, but coverage will not. You must contact HR Answers for assistance with
removing an ineligible dependent.
Please Note: If you have multiple eligible dependent children covered under your Supplemental Term
Life and/or AD&D plan, their coverage will continue.
When coverage ends, the dependent may have a right to elect COBRA for up to 36 months. (Please see
"Continuing Coverage Under COBRA" in the Health Care Participation section for more information on
COBRA.)
A covered dependent becoming ineligible is a Qualified Status Change (QSC) that gives you the
opportunity to adjust your coverage in ways consistent with your change in status. This means you could
cancel company coverage or stop contributions to spending accounts.
Any changes based on a QSC must be submitted within 31 days of the change in status. For more
information, see the subsections in the plan descriptions titled "Changing Your Coverage Midyear."
You and/or Your Dependents Lose Other
Coverage
If you declined company coverage because you had coverage from another source and you lose that
coverage, you may be eligible to enroll for company coverage because of your HIPAA Special Enrollment
rights. Similarly, if you declined company coverage for an eligible dependent because he or she had
coverage from another source and he or she loses that coverage, you may be eligible to enroll your
eligible dependent for company coverage because of your HIPAA Special Enrollment rights. See "HIPAA
Special Enrollment Rights" in the Health Care Participation section for more details.
Both of these situations are Qualified Status Changes (QSCs) that give you the opportunity to adjust your
company coverage in ways consistent with your change in status.
Effective 1/1/22 What Happens If … 14
Any changes based on a QSC must be submitted within 31 days of the change in status. For more
information, see the subsections in the plan descriptions titled "Changing Your Coverage Midyear." You
will be required to provide documentation of the new dependent’s eligibility for coverage.
If you are using the change to add a new dependent, you will be required to provide documentation of the
new dependent’s eligibility for coverage.
You and/or Your Dependents Gain Other
Coverage
Gaining access to other coverage is a Qualified Status Change (QSC) that gives you the opportunity to
adjust your coverage in ways consistent with your change in status. This means you could decline
company coverage and enroll for the newly available coverage, instead.
Any changes based on a QSC must be submitted within 31 days of the change in status. For more
information, see the subsections in the plan descriptions titled "Changing Your Coverage Midyear."
You Move
If you move out of your Medical or Dental Plan option service area and your current option is no longer
available, you can change Medical and/or Dental Plan option for yourself and your covered dependents.
(Please Note: In this situation, you will be assigned new coverage by JPMorgan Chase based on your
new service area. However, you will have the ability to change this assigned coverage within 31 days of
the qualifying event.)
You Divorce, Separate or Terminate a
Domestic Partner Relationship
Getting divorced, separated, or terminating a domestic partner relationship is a Qualified Status Change
(QSC) that gives you the opportunity to adjust your coverage in ways consistent with your change in
status. This means you could decline company coverage or enroll yourself and/or your dependents for
coverage if you declined it in the past.
Any changes based on a QSC must be submitted within 31 days of the change in status. For more
information, see the subsections in the plan descriptions titled "Changing Your Coverage Midyear."
If you are using the change to add a new dependent, you will be required to provide documentation of the
new dependent’s eligibility for coverage.
For medical, dental, and vision coverage: If your spouse and/or child(ren) lose medical, dental, or
vision coverage because of divorce/separation, they may have a right to elect COBRA for up to
36 months. (Please see "Continuing Coverage Under COBRA" in the Health Care Participation section for
more information on COBRA.)
If you divorce or become legally separated, certain court orders could require you to provide health care
benefits to covered child(ren). JPMorgan Chase is legally required to recognize qualified medical child
support orders within the limits of the JPMorgan Chase plans. If you’re a party in a divorce settlement that
involves the JPMorgan Chase plans, you should have your attorney contact HR Answers to make sure
the appropriate documents are filed and that the court order in question is actually a qualified medical
child support order that complies with governing legislation. Please see “Qualified Medical Child Support
Orders” in the Health Care Participation section for more information.
Effective 1/1/22 What Happens If … 15
•
For the spending accounts: In case of divorce or separation, you can decrease or stop contributions to
the Health Care Spending Account and can start, change, or stop contributions to the Dependent Care
Spending Account.
For the Life and Accident Insurance Plans: If you divorce or become legally separated, your covered
spouse/domestic partner would be ineligible to continue coverage under the JPMorgan Chase Life and
Accident Insurance Plans, and coverage would end as of the date of the status change. Your formerly
covered spouse/domestic partner can port or convert their dependent Supplemental Term Life Insurance.
Accidental Death & Dismemberment insurance may be ported. For more details, see the information in
each plan description about continuing coverage in the Life and Accident Insurance section.
For the Group Legal Services Plan: If you divorce or become legally separated, coverage for your
spouse will end on the date of your divorce or legal separation.
For the Group Personal Excess Liability Plan: If you divorce or become legally separated, coverage
for your spouse will end on the date of your divorce or legal separation.
You Pass Away
For medical, dental, and vision coverage, including expatriate coverage: If you pass away while
actively employed at JPMorgan Chase, any dependents who were covered under your JPMorgan Chase
health care coverage before your death will continue to be covered until the last day of the month in which
you pass away. Covered dependents can then elect to continue coverage under COBRA and pay the
active employee rate for coverage for up to 36 months of the COBRA period. Dependents must be
covered under the Medical Plan at the time of your death to be eligible for COBRA coverage at
JPMorgan Chase-subsidized rates. (Please see "Continuing Coverage Under COBRA" in the Health Care
Participation section for more information on COBRA.)
In addition, your dependents may be eligible to continue coverage under the Retiree Medical, Dental
and/or Vision Plans if, at the time of death:
• You have already met the general eligibility requirements for retirement. (For more information, please
see the As You Leave Guide, available on me@jpmc.); or
• You have already met the alternative eligibility requirements for retirement in the event of position
elimination. (For more information, please see the As You Leave Guide as noted above.); or
• You have 25 years of total service with JPMorgan Chase.
Dependents may continue coverage under the Retiree Medical, Dental and/or Vision Plans as long as
they meet the plans’ requirements.
For the spending accounts: If you pass away, claims for spending accounts for expenses incurred on or
before the date of death can be filed to the appropriate program administrator, please see the Spending
Accounts section for more details and the appropriate deadlines.
For the Life and Accident Insurance Plans: If you pass away, benefits from the Life and Accident
Insurance Plans are paid to the beneficiary named. If a beneficiary has not been named, then the benefits
are paid according to the order listed under “Beneficiaries” in the Life and Accident Insurance section.
If your dependents are enrolled for supplemental term life and accidental death and dismemberment
(AD&D) insurance when you pass away, they may port their coverage by contacting MetLife, the
claims administrator. Your dependents will be directly billed for this coverage. Dependents can also
convert their supplemental term life insurance; however, they may not convert AD&D coverage.
(Certain states have additional, specific requirements. Please refer to MetLife for state-specific rules.)
For the Group Legal Services Plan: In the event of your death while actively employed by
JPMorgan Chase, your spouse has the option to continue group legal coverage by contacting MetLife
Legal Plans within 31 days of the date of your death to extend coverage for an additional 12 months with
direct payment to MetLife Legal Plans. Any services in progress at the time of your death will be provided,
even if your spouse does not elect to continue coverage.
Effective 1/1/22 What Happens If … 16
For the Group Personal Excess Liability Plan: In the event of your death, coverage will be provided to
any surviving household member who is a covered person at the time of death, including your spouse,
legal representative, or any person having proper temporary custody of your property, until the end of the
policy period or policy anniversary date, whichever is sooner.
Other Events or Changes
Change in Scheduled Work Hours
This section describes how your benefits are affected if your work status changes but you are still
employed by the company. The focus is on changes to your scheduled work hours. A change in work
status that changes your eligibility gives you the opportunity to adjust your coverage in ways consistent
with your change in status. This means you could decline company coverage or enroll for coverage if you
declined it in the past, and can enroll your eligible spouse for coverage. If your spouse has children and
they become your eligible dependents, you can also enroll them for coverage.
Any changes must be submitted within 31 days of the change in status. For more information, see the
subsections in the plan descriptions titled "Changing Your Coverage Midyear."
Here’s how coverage is affected if your schedule changes and you are regularly scheduled to work fewer
than 20 hours per week:
• Your JPMorgan Chase medical, dental, and vision coverage will end on the last day of the month
in which your work status changes and you are then scheduled to work fewer than 20 hours per week.
Even if your coverage ends, you may be able to continue medical, dental, and/or vision coverage for a
certain period under the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA). (Please
see "Continuing Coverage Under COBRA" in the Health Care Participation section for more
information on COBRA.)
For expatriate coverage, COBRA continuation applies if you are a U.S. home-based expatriate or an
expatriate assigned to the United States. Non-U.S. home-based expatriate employees assigned
outside the United States and their dependents are not eligible for COBRA continuation coverage.
• Your contributions to the Health Care Spending Account will end on the last day of the month in
which your work status changes and you are then scheduled to work fewer than 20 hours per week. In
this case, you may continue to make contributions to the Health Care Spending Account on an after-
tax basis under the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA), if elected.
(Please see "Continuing Coverage Under COBRA" in the Health Care Participation section for more
information on COBRA.)
• Your contributions to the Dependent Care and Transportation Spending Accounts end on the
date your work status changes and you are then scheduled to work fewer than 20 hours per week.
• For the Basic Life Insurance Plan, Supplemental Term Life Insurance Plan, and the AD&D
Insurance Plan: Your coverage and eligibility will end on the date of your status change and you are
then scheduled to work less than 20 hours per week. For more information on when you increase work
hours to more than 20 hours, please see the Life and Accident Insurance section.
- You can convert your basic life insurance to an individual policy within 31 days of your status
change date by contacting MetLife, the claims administrator, for a conversion application.
- You can port or convert your employee supplemental term life insurance and/or port your AD&D —
up to the lesser of five times your eligible compensation or $1 million — through a direct billing
arrangement with MetLife. Contact MetLife, the claims administrator, within 31 days of your change
in status. If you port your coverage, you may also port dependent coverage. For more details, see
the information in each plan description about continuing coverage in the Life and Accident
Insurance section.
Effective 1/1/22 What Happens If … 17
-
• For the Business Travel Accident Insurance Plan, you remain eligible for coverage regardless of
your scheduled work hours, if you are otherwise eligible for coverage.
• Your Health & Wellness Centers Plan coverage will end on the last day of the month in which your
work status changes and you are then scheduled to work fewer than 20 hours per week. Even if your
coverage ends, you may be able to continue coverage for a certain period under the Consolidated
Omnibus Budget Reconciliation Act of 1985 (COBRA). (Please see "Continuing Coverage Under
COBRA" in the Health Care Participation section for more information on COBRA.)
• Your Group Legal Services Plan coverage will end on the date your work status changes and you
are then scheduled to work fewer than 20 hours per week. However, you can continue coverage for
additional 12 months by contacting the MetLife Legal Group.
• Your Group Personal Excess Liability Insurance Plan coverage will end 60 days from the date
your work status changes, and you are then scheduled to work fewer than 20 hours per week, or until
the end of the policy period or policy anniversary date, whichever is sooner.
For information on becoming eligible for benefits due to a work status change, see each specific plan
section (e.g., Medical).
You Go on Short-Term Disability Leave
Under the Short-Term Disability Plan, you may have the financial protection of full or partial pay for up to
25 weeks. While you are on a short-term disability leave you may continue many of your elected benefits
provided you make the necessary contributions. Benefits that do not continue while you are on short-term
disability leave include Business Travel Accident Insurance, the Dependent Care Spending Account, and
the Transportation Spending Account.
• For the Medical Plan, the Dental Plan, the Vision Plan, the Health & Wellness Centers Plan, the
Group Legal Services Plan, and the Group Personal Excess Liability Insurance Plan: For the
approved period of your disability leave, you’ll remain eligible to be covered under the Medical Plan,
the Dental Plan, the Vision Plan, the Health & Wellness Centers Plan, the Group Legal Services Plan,
and the Group Personal Excess Liability Insurance Plan, and you will remain eligible to participate in
the Health Care Spending Account. JPMorgan Chase will deduct any required contributions for
medical coverage from the pay you receive during this period on a before-tax basis for the health care
plans and the Health Care Spending Account and on an after-tax basis for the Group Legal Services
Plan and the Group Personal Excess Liability Insurance Plan. However, certain states require that no
benefits deductions may be taken from your disability pay or state disability pay for which JPMC pays
you. In these instances, impacted employees will be mailed a bill to their home address on record.
Initial bills require payment within 45 days from the date on the bill and subsequent bills are due within
30 days of the bill date. If you receive a bill and do not pay it in full by the due date, all coverages
reflected on the bill will be dropped. Only medical coverage, which you had in place prior to your leave,
is eligible for reinstatement within 6 months following the date the coverage dropped. Employees can
contact HR Answers for payment information and how to request reinstatement of dropped medical
coverage.
This medical and dental coverage continuation includes expatriate medical and dental coverage. If
you are not receiving pay via Expat Payroll during your leave, JPMorgan Chase will bill you directly
for any required contributions.
• For the Dependent Care Spending Account, your participation is suspended during a period of paid
or unpaid leave.
• For the Transportation Spending Account, your participation is terminated during a period of paid
or unpaid leave and any unused credits in your account(s) will be forfeited if you do not return to work
and reenroll in the Transportation Spending Account. If you know you will be going on a leave, you
should change your contribution amount to zero approximately one month before your leave begins in
order to avoid forfeiting any contributions. Expenses incurred after your leave begins will not be
eligible for reimbursement or payment from your account(s). If you wish to continue participation after
you return to active service, you must re-enroll. However if you participated in the “Pay Me Back”
option, you have 180 days following the end of any particular benefit month you participated in the
program to file claims for reimbursement from your “Pay Me Back” account.
Effective 1/1/22 What Happens If … 18
• For the Basic Life Insurance Plan, Supplemental Term Life Insurance Plan, and the AD&D
Insurance Plan: For the approved period of your disability leave, you’ll remain eligible to be covered
under the Basic Life Insurance Plan (including Identity Theft (ID) Assistance Program, Travel
Assistance and Emergency Evacuation services, funeral concierge services, and SurvivorSupport®
financial counseling services), Supplemental Term Life Insurance Plan, and the AD&D Insurance Plan.
• For the Business Travel Accident Insurance Plan: While you are on disability leave, your business
travel accident insurance will be suspended.
You Go on Long-Term Disability
If you receive long-term disability (LTD) benefits from the JPMorgan Chase Long-Term Disability Plan
(LTD Plan), you will continue to be eligible to participate in the following benefits* as long as you continue
to make timely premium payments:
* You can also continue participation in the Health & Wellness Centers Plan.
• Medical
• Dental
• Vision
• Group Legal
• Group Personal Excess Liability Plan
• Basic Life Insurance (fully paid by JPMC)
• Supplemental Term Life Insurance
• Accidental Death and Dismemberment Insurance
You’ll be eligible to continue these benefit plans at active employee rates for the first 24 months after
going on approved LTD (that is, 30 months from the date of disability). The premiums will be converted to
a monthly rate, and you will be required to pay for this coverage monthly on an after-tax basis. You will
pay for this coverage on a direct-bill basis with JPMorgan Chase’s administrator.
If you are an expatriate and you qualify for long-term disability (LTD) benefits from a JPMorgan Chase
long-term disability plan, your expatriate assignment will end and, coincidentally, so will your eligibility for
the Expatriate Medical and Dental Plan options. You must then elect coverage under your home country
Medical and/or Dental Plan options, if available. If you are a U.S. home-based expatriate employee,
medical coverage under one of the U.S. domestic options may continue while you are receiving LTD
benefits under the U.S. LTD Plan. Be sure to consider this carefully before you decline coverage under
the LTD Plan.
In certain cases, you may be temporarily approved for additional leave under another JPMorgan Chase
Policy, such as the Disability and Reasonable Accommodation Policy. (For details on medical plan
coverage should you become eligible for Medicare during this timeframe, please see “You Are on LTD
and Become Eligible for Medicare” on page 19.)
Absent any temporary leave accommodation, your employment with JPMorgan Chase will end
immediately after you have received 24 months of payments under the LTD Plan. However, you will
continue to be eligible for LTD benefits provided you meet all eligibility provisions of the LTD Plan. Even if
your LTD benefits end, you may be able to continue medical, dental, vision, and Health & Wellness
Centers coverage for a certain period under the Consolidated Omnibus Budget Reconciliation Act of 1985
(COBRA). (Please see "Continuing Coverage Under COBRA" in the Health Care Participation section for
more information on COBRA.)
Please Note: If you became disabled before January 1, 2011, your coverage will continue at active
employee rates while you receive benefits under the Long-Term Disability Plan. If you do not make the
required contributions to continue your coverage, your coverage will be canceled. Reinstatement is
available for only the JPMC Medical plan within 6 months of coverage termination. Impacted employees
should call HR Answers for the amount owed to reinstate coverage and information about the process.
Effective 1/1/22 What Happens If … 19
For the Health Care Spending Account, while you are receiving benefits under the JPMorgan Chase
LTD Plan, you may continue to make monthly contributions to the Health Care Spending Account on an
after-tax basis via direct bill. Participation in the Health Care Spending Account will cease at the end of
the benefit plan year in which you start to receive LTD benefits.
For the Dependent Care Spending Account: For the Dependent Care Spending Account, you may use
your account balance only for eligible expenses incurred prior to your LTD effective date and must file
those claims by March 31 of the next calendar year.
For the Transportation Spending Account, your participation is suspended and any unused credits in
your account(s) will be forfeited if you do not return from LTD. If you know you will be going on a leave,
you should change your contribution amount to zero approximately one month before your leave begins
to avoid forfeiting any contributions. Expenses incurred after your leave begins will not be eligible for
reimbursement or payment from your account(s). If you wish to continue participation after you return to
active service, you must re-enroll. However if you participated in the “Pay Me Back” option, you have 180
days following the end of any particular benefit month you participated in the program to file claims for
reimbursement from your “Pay Me Back” account.
Your Business Travel Accident Insurance Plan coverage does not continue while you are receiving
LTD benefits.
You Are on LTD and Become Eligible for Medicare
If you are receiving full long-term disability (LTD) benefits from the JPMorgan Chase Long-Term Disability
Plan (LTD Plan), are not actively at work and become eligible for Medicare, Medicare becomes the
primary source of your medical coverage. You will no longer be eligible for the active JPMorgan Chase
medical coverage. Instead, Medicare-eligible participants have access to individual supplemental
Medicare coverage available through Via Benefits, a private Medicare exchange, which is not coverage
sponsored by JPMorgan Chase. For those Medicare-eligible individuals who enroll in coverage through
Via Benefits and are eligible for a medical subsidy, JPMorgan Chase sponsors the Health
Reimbursement Arrangement Plan associated with that coverage. For further details, contact HR
Answers.
You Become Eligible for Medicare
If you are a JPMorgan Chase employee enrolled in an active JPMorgan Chase health care plan, such as
the Medical Plan, Dental Plan, or Vision Plan, are actively working and you become entitled to Medicare
because of your age or a qualifying disability, the JPMorgan Chase plans continue to be the primary
source of your coverage. For further details on Medicare, see www.medicare.gov.
You Go on a Military Leave
Your benefits coverage may be affected if you take a military leave (paid or unpaid), as described below.
For detailed information about the JPMorgan Chase Military Leave and Reserve Training Policy, please
visit me@jpmc. In all cases, JPMorgan Chase will comply with legal requirements, including the
Uniformed Services Employment and Reemployment Rights Act (USERRA).
Paid Military Leave
If you qualify for a paid military leave, you will be provided with continuation of most benefits. Please
Note: Certain benefits plans have exclusions for injury or illness that results from an act of war.
Benefits that do not continue while you are on a paid military leave include:
• Business Travel Accident Insurance Plan;
• Transportation Spending Account;
• Long-Term Disability Plan (after 16 weeks of paid military leave); and
• Short-Term Disability Plan.
Effective 1/1/22 What Happens If … 20
You may resume your benefits coverage when you return to work. Some of your benefits are reinstated,
but for others like the Transportation Spending Account, you must re-enroll. Please Note: Evidence of
insurability may also be required for some plans.
Unpaid Military Leave
If you qualify for an unpaid military leave, you may continue many of your
elected benefits, provided you make the necessary contributions in a timely
manner. Please Note: Certain benefits plans have exclusions for injury or
illness that results from an act of war.
Benefits that do not continue while you are on an unpaid military leave include:
• Business Travel Accident Insurance Plan;
• Dependent Care Spending Account;
• Transportation Spending Accounts;
• Long-Term Disability Plan (after 16 weeks of unpaid military leave); and
• Short-Term Disability Plan.
You may resume your benefits coverage when you return to work. Some of your benefits are reinstated,
but for others like the Transportation Spending Account, you must re-enroll. Please Note: Evidence of
insurability may also be required for some plans.
Making
Contributions While
on Unpaid Leave
If you wish to continue
certain benefits while on
any unpaid leave, you
must make the
necessary contributions
on a timely basis, even if
you do not receive a bill.
You Go on a Parental Leave
While you are on an approved parental leave, you may continue many of your elected benefits, provided
you make the necessary contributions in a timely manner. Benefits that do not continue while you are on
a parental leave include Business Travel Accident Insurance, the Dependent Care Spending Account,
and the Transportation Spending Accounts.
Generally, if your benefits coverage ended during your leave, you may resume coverage when you return
to work.
You Go on Approved Family and Medical Leave
You may continue many of your elected benefits while you are on an approved family and medical leave,
provided you make the necessary contributions in a timely manner. Benefits that do not continue while
you are on family leave include Business Travel Accident Insurance, the Dependent Care Spending
Account, and the Transportation Spending Accounts.
Generally, if your benefits coverage ended during your leave, you may resume your benefits coverage
within 31 days following your return to work.
Special Rules for Health Care Spending Account
Special rules apply to your Health Care Spending Account. When you take a leave covered under the
Family and Medical Leave Policy, the entire amount you elected under your Health Care Spending
Account will be available to you during your leave period, less any prior reimbursements that you have
received for that plan year, as long as you continue to make your contributions during your leave of
absence. If you stop making contributions, your participation in the Health Care Spending Account will
terminate while you are on a leave and you may not receive reimbursement for any health care expenses
you incur after your coverage terminated.
Effective 1/1/22 What Happens If … 21
If your Health Care Spending Account participation terminates during your leave, your Health Care
Spending Account contributions will begin again if you return to work during the same year in which your
leave began. You will not be able to submit claims for reimbursement for expenses incurred during your
leave, and your contributions will increase to “make up” for the contributions you missed during your
leave. The amount available for reimbursement will be the same annual amount you elected before the
leave.
You may not use your Health Care Spending Account for expenses incurred during the period you did not
participate.
You Go on Unpaid Leave
For medical, dental, and vision coverage: For an approved unpaid leave of absence, the Medical,
Dental, and Vision Plans will still cover you, as long as you make any required contributions. You will be
directly billed for any required contributions on an after-tax basis. You will also still be covered by the
Health & Wellness Centers Plan.
If you do not make the required contributions to continue your coverage in a timely manner, your
coverage will be canceled. However, your coverage may be reinstated when you return to work.
For the Health Care Spending and Dependent Care Spending Accounts: During an approved unpaid
leave of absence, you may continue to make monthly contributions to the Health Care Spending Account
on an after-tax basis, via your benefits invoice. If you stop making contributions, your participation in the
Health Care Spending Account will terminate while you are on a leave and you may not receive
reimbursement for any health care expenses you incur after your coverage terminated. You may not
make contributions to a Dependent Care Spending Account during an unpaid leave. For the Dependent
Care Spending Account, you may use your account balance only for eligible expenses incurred prior to
the date of your approval to go on unpaid leave, and must files those claims by March 31 of the next
calendar year.
For the Transportation Spending Account, you must disenroll and any unused credits in your
account(s) will be forfeited. If you know you will be going on a leave, you should change your contribution
amount to zero approximately one month before your leave begins in order to avoid forfeiting any
contributions. Expenses incurred after your leave begins will not be eligible for reimbursement or payment
from your account(s). If you wish to continue participation after you return to active service, you must re-
enroll. However if you participated in the “Pay Me Back” option, you have 180 days following the end of
any particular benefit month you participated in the program to file claims for reimbursement from your
“Pay Me Back” account.
For life and accident coverage: While you are on an unpaid leave, you will continue to pay your
premiums for supplemental term life and AD&D insurance to JPMorgan Chase. Your basic life insurance
continues at no cost to you. Your business travel accident insurance will end.
For Group Legal Services Plan coverage, you will be billed monthly to continue coverage.
For Group Personal Excess Liability Insurance Plan coverage, you will be billed monthly to continue
coverage.
You Return from a Leave of Absence
If you go on a leave of absence (such as a disability, long-term disability, or paid or unpaid leave) and you
return to work in a work status that makes you eligible for benefits, then:
For medical, dental, and vision coverage: The coverage that you had before your leave of absence will
be reinstated.
Effective 1/1/22 What Happens If … 22
For the Health Care Spending Account (HCSA):
• If you return to work from an unpaid leave of absence in the same plan year in which your leave
began, before-tax contributions from your pay will automatically continue, and your total remaining
amount will be prorated over the remaining pay cycles. If you return to work from a paid leave of
absence in the same plan year, there is no interruption to your HCSA contributions while you are on a
paid leave.
• If you return to work from a paid or unpaid leave of absence of absence or a paid or unpaid
disability leave in a different plan year than the one in which your leave began, or if you return to
work from a leave in which you were receiving benefits under the JPMorgan Chase Long-Term
Disability Plan, you may enroll in the HCSA within 31 days of the date you return to work.
For the Dependent Care Spending Account (DCSA):
• If you return to work from a leave of absence (paid or unpaid) or a disability leave (paid or
unpaid) in the same plan year in which your leave began, and want to participate in the DCSA, you
have 31 days from your return to work date to re-elect to participate in DCSA. Contributions
automatically stop when you begin your leave (of any type) and will not start automatically.
• If you return to work from a paid or unpaid disability leave or other leave of absence in a different
plan year than the one in which your leave began, or if you return to work from a leave in which
you were receiving benefits under the JPMorgan Chase Long-Term Disability Plan, you may
enroll in the DCSA within 31 days of when you return from your leave.
For the Transportation Spending Account (TSA): Contributions automatically stop when you begin
your leave (of any type). If you return to work from a leave and wish to participate in TSA, you must enroll
in this account when you return to work. The effective date of your participation depends on the date of
your enrollment. Please wait approximately ten days for your return to work information to reach
WageWorks. Changes to your TSA elections become effective as of the first of the month for the following
month’s expenses (i.e., April deductions for May expenses).
For LTD Benefits:
• If your Total Annual Cash Compensation (TACC) is less than $60,000, you will be reinstated in LTD
coverage immediately upon your return to active status.
• If your TACC is equal to or greater than $60,000, generally, you have to re-enroll for LTD coverage
within 31 days of your return from your leave, and you may be required to provide evidence of
insurability (EOI). Your coverage will resume on the first pay cycle after EOI is approved. If you don’t
re-enroll within 31-days, your next opportunity to enroll will be Annual Benefits Enrollment. Contact HR
Answers for specific questions.
- If you are on an approved medical leave, your LTD coverage remains in effect throughout your
leave
- If you are on a paid parental leave, your LTD coverage ends after 16 weeks
- If you are on an unpaid leave, your LTD coverage ends after 16 weeks
- If you are on any other type of nonmedical, paid or unpaid leave, coverage ends after 16 weeks
Total Annual Cash Compensation (TACC)
Total Annual Cash Compensation (TACC) is your annual rate of base salary/regular pay plus any applicable job
differential pay (e.g., shift pay) as of each August 1, plus any cash earnings from any incentive plans (e.g., annual
incentive, commissions, draws, overrides and special recognition payments or incentives) that are paid to or deferred
by you for the previous 12-month period ending each July 31. Overtime is not included. It is recalculated as of each
August 1 to take effect the following January 1 and will remain unchanged throughout the year. For most employees
hired on or after August 1, it will be equal to your annual rate of base salary/regular pay plus applicable job
differentials.
Effective 1/1/22 What Happens If … 23
•
You Leave JPMorgan Chase
For health care coverage: If your employment with JPMorgan Chase terminates, participation in the
Medical, Dental, Vision, and Health & Wellness Centers Plans for you and your covered dependents ends
on the last day of the month in which you end active employment. However, you generally will be eligible
to continue participation for a certain period under the Consolidated Omnibus Budget Reconciliation Act
of 1985 (COBRA). (Please see "Continuing Coverage Under COBRA" in the Health Care Participation
section for more information on COBRA.) The health care plans cannot reimburse expenses incurred
after the end of the month in which you leave JPMorgan Chase unless you choose to continue your
participation under COBRA or under JPMorgan Chase retiree coverage. For more information, please
see the As You Leave Guide on me@jpmc.
The provisions noted above for the health care plans also apply to the expatriate medical and dental
options. If you are a U.S. home-based expatriate or on expatriate assignment to the U.S., under
certain circumstances, you may be eligible to continue participation for a certain period of time under
COBRA. Non-U.S. home-based expatriate employees assigned outside the United States and their
dependents are not eligible for COBRA continuation coverage.
For the Health Care Spending Account, if you are participating in the Health Care Spending Account
when your employment with JPMorgan Chase ends, you will be covered for eligible expenses incurred in
the plan year up to the end of the month in which you terminate. You then have until March 31 of the year
following your termination from JPMorgan Chase to submit claims for any eligible expenses incurred
during the previous year, up to the end of the month in which you terminate. Expenses incurred after the
end of the month in which you leave JPMorgan Chase cannot be reimbursed by the JPMorgan Chase
Health Care Spending Account unless you choose to continue your Health Care Spending Account
participation under COBRA. By electing continuation coverage under COBRA, you may continue your
Health Care Spending Account participation through any month up until the end of the year in which your
employment ends, if you make after-tax contributions to the account. (Please see "Continuing Coverage
Under COBRA" in the Health Care Participation section for more information on COBRA.)
For the Dependent Care Spending Account, if you have a balance remaining in the Dependent Care
Spending Account when your employment with JPMorgan Chase ends, you may continue to submit
claims against the balance in the account for eligible expenses incurred in the plan year up to your
termination date. You then have until March 31 of the year following your termination from
JPMorgan Chase to submit claims for any eligible expenses incurred during the previous year, up to your
termination date. Expenses incurred after your termination date cannot be reimbursed by the
JPMorgan Chase Dependent Care Spending Account. You may not continue to make contributions to the
Dependent Care Spending Account after your termination.
For the Transportation Spending Accounts, if you have a balance remaining in the “Pay Me Back”
option of the Parking Account when you leave, you may continue to submit claims against the balance in
your account for up to 180 days following the end of the benefit month (for example, expenses incurred in
January must be claimed by July); otherwise, your Parking Account balance will be forfeited. You may not
continue to make contributions to the Transportation Spending Accounts after your termination. If you are
planning to leave the company, you should change your contribution amount to zero no later than the first
day of the month preceding the month in which your employment terminates in order to avoid forfeiting
any contributions. The Transportation Spending Accounts, under Section 132 of the Internal Revenue
regulations, allow qualified transportation expenses to be excluded from an employee’s gross income.
Under these regulations, before-tax contributions are non-refundable to the employee under any
circumstances including termination of employment.
For the Life and Accident Insurance Plans, if your employment with JPMorgan Chase terminates,
active participation in the Business Travel Accident, Basic Life, Supplemental Term Life and AD&D
Insurance Plans generally end on the date your employment ends. For more information, please see the
Life and Accident Insurance section.
Effective 1/1/22 What Happens If … 24
• For Basic Life, upon receipt of the MetLife conversion package at your
home mailing address, and within 31 days of your termination date, you may
convert any portion of your Basic Life Insurance to an individual policy by
contacting Metropolitan Life Insurance Company (MetLife), the plan
administrator. Financial advisors at Barnum Financial Group (acting on
behalf of MetLife) will be able to address any questions on how much to
convert to an individual policy. MetLife will bill you directly.
• For Supplemental Term Life, within 31 days of your termination date, you
have the option to convert your employee and/or dependent life insurance coverage to an individual
life policy or port that coverage following your termination of employment as follows:
- Employee Supplemental Life Insurance:
- You may convert the coverage to an individual policy; OR
- You may port the lesser of your total life insurance in effect at date of termination – you can port
a minimum of $10,000 or up to $2 million (in increments of $25,000)
- You must provide MetLife evidence of insurability for the additional coverage amount
- If you are already at the $2 million maximum you may not increase your coverage.
- Dependent Spouse Supplemental Life Insurance:
- You may convert the coverage to an individual policy; OR
- You may port the minimum of $2,500 ($10,000 when porting Dependent Spouse life insurance
alone) to a maximum of the lesser of your total dependent spouse life insurance in effect at date
of termination, or $300,000.
- Dependent Child Supplemental Life Insurance:
- You may convert the coverage to an individual policy; OR
- You may port your dependent child supplemental life insurance coverage at a minimum of
$1,000 to a maximum of the lesser of the total amount in effect at the date of termination or
$20,000.
• For Accidental Death and Dismemberment (AD&D) Insurance:
- You may port the lesser of your total AD&D Insurance in effect on the day you elect to port or up to
$2 million of your employee AD&D coverage with Metropolitan Life Insurance Company (MetLife)
within 31 days of your termination date.
- When you leave JPMorgan Chase, you may increase the amount of your portable AD&D coverage
in increments of $25,000, up to a maximum of $2 million. Evidence of Insurability (EOI) may be
required.
- You may also port any dependent AD&D coverage, but only if you elect to port your employee
AD&D coverage.
- Financial advisors at Barnum Financial Group (acting on behalf of MetLife) will also be able to
address any questions on how much AD&D coverage to port for you and/or your dependents.
- When you port your coverage(s), MetLife will bill you directly.
• For Business Travel Accident Insurance, you may not convert or port this coverage to an individual
policy.
• For more details, see the information in each plan description about continuing coverage in the Life
and Accident Insurance section.
If You Port or
Convert
For any policies you port
or convert, you must
designate beneficiaries
directly with MetLife.
Effective 1/1/22 What Happens If … 25
Porting Versus Converting Insurance Policies
When leaving the company, you may be able to either “port” or “convert” the group insurance policy to an individual
policy. Both typically result in higher rates than a group policy, but there are differences.
• When you convert an insurance policy, you are not required to provide proof of insurability to receive coverage.
The premium you pay is based on your age at the time of policy conversion.
• When you port a policy, you must provide proof of insurability to receive preferred, or less expensive, premiums.
Also, the premiums generally change as you age.
For the Group Legal Services Plan, if your employment with JPMorgan Chase terminates, coverage for
you and your covered dependents usually ends on your termination date. You have the option to continue
coverage by contacting MetLife Legal Plans, the claims administrator, within 31 days of the date your
coverage ends and electing to continue the Plan. Currently you can continue the Plan for an additional 12
months with direct payment to MetLife Legal Plans. Any services in progress before your termination date
will be provided, even if you don’t continue coverage.
For the Group Personal Excess Liability Plan, if your employment with JPMorgan Chase terminates,
participation for you and your covered dependents ends 60 days from your termination date or the policy
anniversary date, whichever is sooner. Marsh McLennan Agency Private Client Services can assist with
securing replacement coverage. For more information, please see the As You Leave Guide on
me@jpmc.
Your Expatriate Assignment Ends
If your expatriate assignment ends, your Expatriate Medical and/or Dental Plan coverage will end on the
last day of the month in which your work status changes. If you remain an active JPMorgan Chase
employee, you will need to elect coverage under your local/domestic, home-country medical plan and/or
dental plan.
You Retire from JPMorgan Chase
For medical, dental, and vision coverage: You need to meet minimum age and service requirements at
the time of retirement to be eligible for retiree medical, dental, and vision coverage.
For expatriate medical and dental coverage, you must be a U.S. home-based expatriate employee and
meet minimum age and service requirements and have active medical coverage at the time of retirement
to be eligible for U.S. retiree medical coverage.
• For more information, please see the As You Leave Guide on me@jpmc.
• For the Medical Reimbursement Account (MRA), you may continue to use any remaining MRA
funds, though you cannot earn or receive additional MRA funds.
For the Health Care Spending Account, if you are participating in the Health Care Spending Account
when your employment with JPMorgan Chase ends, you will be covered for eligible expenses incurred in
the plan year up to the end of the month in which you terminate. You then have until March 31 of the year
following your termination from JPMorgan Chase to submit claims for any eligible expenses incurred
during the previous year, up to the end of the month in which you terminate. Expenses incurred after the
end of the month in which you leave JPMorgan Chase cannot be reimbursed by the JPMorgan Chase
Health Care Spending Account unless you choose to continue your Health Care Spending Account
participation under COBRA. By electing continuation coverage under COBRA, you may continue your
Health Care Spending Account participation through any month up until the end of the year in which your
employment ends, if you make after-tax contributions to the account. (Please see "Continuing Coverage
Under COBRA" in the Health Care Participation section for more information on COBRA.)
Effective 1/1/22 What Happens If … 26
For the Dependent Care Spending Account, if you have a balance remaining in the Dependent Care
Spending Account when your employment with JPMorgan Chase ends, you may continue to submit
claims against the balance in the account for eligible expenses incurred in the plan year up to your
termination date. You then have until March 31 of the year following your termination from
JPMorgan Chase to submit claims for any eligible expenses incurred during the previous year, up to your
termination date. Expenses incurred after your termination date cannot be reimbursed by the
JPMorgan Chase Dependent Care Spending Account. You may not continue to make contributions to the
Dependent Care Spending Account after your termination.
For the Transportation Spending Accounts, if you have a balance remaining in the “Pay Me Back”
option of the Parking Account when you leave, you may continue to submit claims against the balance in
your account for up to 180 days following the end of the benefit month (for example, expenses incurred in
January must be claimed by July); otherwise, your Parking Account balance will be forfeited. You may not
continue to make contributions to the Transportation Spending Accounts after your termination. If you are
planning to leave the company, you should change your contribution amount to zero approximately one
month before your departure in order to avoid forfeiting any contributions. The Transportation Spending
Accounts, under Section 132 of the Internal Revenue regulations, allow qualified transportation expenses
to be excluded from an employee’s gross income. Under these regulations, before-tax contributions are
non-refundable to the employee under any circumstances including termination of employment.
For the Life and Accident Insurance Plans, if your employment with JPMorgan Chase terminates,
active participation in the Business Travel Accident, Basic Life, Supplemental Term Life and AD&D
Insurance Plans generally end on the date your employment ends. For more information, please see the
Life and Accident Insurance section.
• Retiree Life Insurance Coverage may be available. You need to meet minimum age and service
requirements at the time of retirement to be eligible for retiree medical and dental coverage. For
details on the eligibility requirements, please see the As You Leave Guide
on me@jpmc.
• For Basic Life, upon receipt of the MetLife conversion package at your
home mailing address, and within 31 days of your retirement date, you may
convert any portion of your Basic Life Insurance (over the first $10,000) to
an individual policy by contacting Metropolitan Life Insurance Company
(MetLife), the plan administrator. Financial advisors at Barnum Financial
Group (acting on behalf of MetLife) will be able to address any questions on
how much to convert to an individual policy. MetLife will bill you directly after
you retire.
• For Supplemental Term Life, within 31 days of your retirement date, you have the option to convert
your employee and/or dependent life insurance coverage to an individual life policy or port that
coverage following your retirement as follows:
- Employee Supplemental Life Insurance: You may port up to $2 million of your employee
Supplemental Term Life Insurance with MetLife within 31 days of your retirement date.
- When you retire from JPMorgan Chase, you may increase the amount of your portable employee
supplemental life insurance coverage in increments of $25,000, up to a maximum of $2 million. You
must provide evidence of insurability for the additional coverage amount. If you are already carrying
the maximum amount of coverage, you may not increase your coverage.
- You have two options for Dependent Supplemental Life Insurance:
1. If you elect to port your employee supplemental life insurance, you also have the opportunity to
port your dependent supplemental life insurance
2. If you do not elect to port your employee supplemental life coverage but want to continue
coverage for your dependents, you must convert your dependent supplemental life insurance to
an individual whole life policy
If You Port or
Convert
For any policies you port
or convert, you must
designate beneficiaries
directly with MetLife.
Effective 1/1/22 What Happens If … 27
•
-
• For Accidental Death and Dismemberment (AD&D) Insurance:
- When you retire from JPMorgan Chase, you may port up to $2 million of your employee AD&D
coverage with Metropolitan Life Insurance Company (MetLife) within 31 days of your retirement
date.
- When you leave JPMorgan Chase, you may increase the amount of your portable AD&D coverage
in increments of $25,000, up to a maximum of $2 million. You must provide evidence of insurability
for the additional coverage amount.
If you’re age 80 or older, your benefit will be limited to $100,000.
- You may also port any dependent AD&D coverage, but only if you elect to port your employee
AD&D coverage.
- Financial advisors at Barnum Financial Group (acting on behalf of MetLife) will also be able to
address any questions on how much AD&D coverage to port for you and/or your dependents.
- When you port your coverage(s), MetLife will bill you directly.
• For Business Travel Accident Insurance, you may not convert or port this coverage to an individual
policy.
• For more details, see the information in each plan description about continuing coverage in the Life
and Accident Insurance section.
For the Health & Wellness Centers Plan, if you retire from JPMorgan Chase, your Health & Wellness
Centers Plan coverage will end on the last day of the month in which you retire. However, you generally
will be eligible to continue participation for a certain period of time under COBRA, if elected. (Please see
"Continuing Coverage Under COBRA" in the Health Care Participation section for more information on
COBRA.) For more information, please see the As You Leave Guide on me@jpmc.
For the Group Legal Services Plan, if you retire from JPMorgan Chase, coverage for you and your
covered dependents ends on your retirement date. Any services in progress before your termination date
will be provided, even if you don’t continue coverage. For more information, please see the As You
Leave Guide on me@jpmc.
For the Group Personal Excess Liability Insurance Plan, if you retire from JPMorgan Chase, coverage
for you and your covered dependents ends 60 days from your retirement date, or the policy anniversary
date, whichever is sooner. For more information, please see the As You Leave Guide on me@jpmc.
You Work Past Age 65
For medical, dental, and vision coverage and Healthcare Spending Accounts: If you continue to
work for JPMorgan Chase after you reach age 65, you can continue participating in these plans, as long
as you meet all the other eligibility requirements to participate.
For Life and Accident Insurance Plans: If you continue to work for JPMorgan Chase after you reach
age 65, you may continue to participate in the Life and Accident Insurance Plans, as long as you are
actively employed and meet all eligibility requirements.
If you continue working after age 75, AD&D coverage is limited to no more than $200,000 beginning
the January 1 after the year in which you reach age 75, and is reduced to a maximum of $100,000
beginning the January 1 after the year in which you reach age 80. This limitation also applies to your
spouse/domestic partner.
For the Health & Wellness Centers Plan: If you continue to work for JPMorgan Chase after you reach
age 65, you may continue to participate in the Health & Wellness Centers Plan, as long as you are
actively employed and meet all eligibility requirements.
For the Group Legal Services Plan: If you continue to work for JPMorgan Chase after you reach
age 65, you and your covered dependents can continue to be covered under the Group Legal Services
Plan.
For the Group Personal Excess Liability Plan: If you continue to work for JPMorgan Chase after you
reach age 65, you may continue to participate in the Plan, as long as you are actively employed and meet
all eligibility requirements.
Effective 1/1/22 Disability Coverage 260
Disability Coverag
e
Effective 1/1/22
The JPMorgan Chase U.S. Benefits Program includes plans that can pay you benefits to replace lost
income if you become disabled and cannot work. The plans include:
•
The Short Term Disability (STD) Plan;
•
The Long-Term Disability (LTD) Plan (which includes the JPMorgan Chase Long-Term Disability
Plan’s Individual Disability Insurance (IDI)).
Effective 1/1
/22 Plan Administration 471
Plan Administratio
n
Effective 1/1/22
This section of the Guide provides you with important information as required
by the Employee Retirement Income Security Act of 1974 (ERISA) about the
JPMorgan Chase Health Care and Insurance Plans for Active Employees.
While ERISA doesn’t require JPMorgan Chase to provide you with benefits, by
choosing to do so, ERISA mandates that JPMorgan Chase clearly
communicate to you how the plans subject to the provisions of ERISA operate
and what rights you have under the law regarding plan benefits. This section is
part of the summary plan description of each of your JPMorgan Chase Health
Care and Insurance Plans for Active Employees governed by ERISA. This
section of the Guide also provides important information about certain benefits
plans that are not governed by ERISA, such as the Group Personal Excess
Liability Plan.
While the U.S. Fertility Benefits Program is a benefit offered under the Medical
Plan, the section describing the Fertility Benefits Program includes the
information that is included in this Plan Administration section for most other
plans.
For most plans, the summary plan description and the plan document are the
same document. For plans where this is not the case, copies of the plan
documents are filed with the plan administrator and are available upon request.
For plans that are funded through insurance, if there is a discrepancy between
the insurance policy and the SPD, the insurance policy will govern.
About This Section
This section summarizes
administrative
information and rights for
the Health Care and
Insurance Plans for
Active Employees.
Please retain this section
for your records. Other
sections may be needed
in addition to this section
to provide a complete
summary plan
description (SPD) and/or
plan document for a
plan, including the
sections that describe
the benefits the plan
provides.
These SPDs/plan
documents do not
include all of the details
contained in the
applicable insurance
contracts, if any. For
plans with applicable
insurance contracts, if
there is a discrepancy
between the insurance
contract and the
SPD/plan document, the
insurance contract will
control.
Effective 1/1/22 Plan Administration 472
Questions?
Please see the Contacts section as well as the “Questions?” box at the start of each section of this Guide for details
on where to call and how to access the appropriate web center for each benefit plan. Each section of the Guide also
includes a subsection titled “Claims Administrators’ Contact Information.”
For questions about eligibility and plan operations, contact HR Answers, at 877-JPMChase ((877) 576-2427) (or
(212) 552-5100, if calling from outside the United States). Service Representatives are available Monday – Friday,
from 8 a.m. to 7 p.m. Eastern time, except certain U.S. holidays.
The JPMorgan Chase U.S. Benefits Program is available to most employees on a U.S. payroll who are regularly
scheduled to work 20 hours or more a week and who are employed by JPMorgan Chase & Co. or one of its
subsidiaries to the extent that such subsidiary has adopted the JPMorgan Chase U.S. Benefits Program. This
information does not include all of the details contained in the applicable insurance contracts, plan documents, and
trust agreements. If there is any discrepancy between this information and the governing documents, the governing
documents will control. JPMorgan Chase & Co. expressly reserves the right to amend, modify, reduce, change, or
terminate its benefits and plans at any time. The JPMorgan Chase U.S. Benefits Program does not create a contract
or guarantee of employment between JPMorgan Chase and any individual. JPMorgan Chase or you may terminate
the employment relationship at any time.
Effective 1/1/22 Plan Administration 473
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Table of Contents
General Information 474
Plan Administrative Information 475
Participating Companies 478
Your Rights Under ERISA 479
Privacy Information 481
Privacy Notice 482
Claims Related to Eligibility to Participate in the Plans and Plan Operations 483
How to File This Type of Claim and What You Can Expect 484
If Your Claim Is Denied 484
Claiming Benefits: Plans Subject to ERISA 485
Steps in the Benefits Claims and Appeals Process 485
Step 1: Filing Your Initial Claim for Benefits 485
Step 2: Receiving Notification from the Claims Administrator/Plan Administrator if an Initial
Claim for Benefits Is Denied 487
Step 3: Filing an Appeal to the Claims Administrator/Plan Administrator if an Initial Claim for
Benefits Is Denied 488
Step 4: Receiving Notification from the Claims Administrator/Plan Administrator if Your Appeal
Is Denied 490
Step 5: Receiving a Final Appeal by an Independent Review Panel 492
Filing a Court Action 492
Contacting the Claims Administrators: Plans Subject to ERISA 492
Contacting the Claims Administrators: Plans Not Subject to ERISA 496
If You Are Covered by More Than One Health Care Plan 496
Non-Duplication of Benefits 497
Determining Primary Coverage 497
Coordination with Medicare 498
Right of Recovery 498
Subrogation of Benefits 498
Right of Reimbursement 499
Special Notice for Employees Who Have Been Rehired by JPMorgan Chase 500
Effective 1/1
/22 Plan Administration 474
General Information
The followi
ng summarizes important administrative information about the
JPMorgan Chase Health Care and Insurance Plans for Active Employees
governed by ERISA. Please Note: Each plan can be identified by a specific
plan number, which is on file with the U.S. Department of Labor. Please see
“Plan Administrative Information” on page 361 for a listing of official plan names
and numbers.
Keep Your
Information Current
Update your contact
information (home
address and phone
numbers) on me@JPMC
To access My Personal
Profile while actively
employed, go to
me@JPMC – Personal
Information – Contact
Information.
Plan Sponsor
JPMorgan Chase Bank, NA
545 Washington Boulevard
12th Floor
Mail Code: NY1-G120
Jersey City, NJ 07310
(Certain participating companies have adopted some or all of the plans for their eligible employees. See
“Participating Companies” on page 362 for a list of participating companies.)
Plan Year
January 1 – December 31
Plan Administrator
For all plans described in this Guide except for the Business Travel Accident Insurance and the Short-
Term Disability Plan:
JPMorgan Chase U.S. Benefits Executive
c/o JPMorgan Chase Benefits Administration
545 Washington Boulevard
12th Floor
Mail Code: NY1-G120
Jersey City, NJ 07310
For the Business Travel Accident Insurance Plan:
JPMorgan Chase Corporate Insurance Services
JPMorgan Chase & Co.
8181 Communications Pkwy Bldg B, Floor 03
Mail Code TXW-3305
Plano, TX 75024-0239, United States
For Short-Term Disability Plan (Not applicable to the JPMorgan Chase Long-Term Disability Plan):
JPMorgan Chase Employee Relations Executive
JPMorgan Chase & Co.
201 N Walnut Street DE1-1053
Wilmington, DE 19801
Effective 1/1
/22 Plan Administration 475
Claims Administrator
The contac
t information for claims administrators for the various benefits plans can be found under
“Contacting the Claims Administrator” on page 371 and “Contacting the Claims Administrators: Plans Not
Subject to ERISA” on page 496.
COBRA Administrator
COBRA questions should be directed to JPMorgan Chase HR Answers.
COBRA payments should be directed to:
COBRA Payments JPMorgan Chase
P.O. Box 27524
New York, NY 10087-7524
(877) 576-2427
Benefits Fiduciaries
Please see “About Plan Fiduciaries” on page 363 for information on benefits fiduciaries.
Agent for Service of Legal Process
RCO Centralized Mail
Mail Code: LA4-7100
700 Kansas Lane
Monroe, LA 71203-4774
Service of legal process may also be made upon a plan trustee or the plan administrator.
Employer Identification Number
13-4994650
Plan Administrative Information
The following chart shows the information that varies by plan. All of the following plans are governed by
ERISA. (The Dependent Care Spending Account, Transportation Spending Accounts, and the Group
Personal Excess Liability Insurance Plan are not governed by ERISA and are not listed here. For more
information, see "Contacting the Claims Administrators: Plans Not Subject to ERISA" on page 496.) In no
event will any of these Administrators pay, on behalf of the JPMorgan Chase benefit programs, any
benefit that may be illegal under the law of the State in which the benefit is provided or performed.
Plan Name/ Number Insurer Payment of
Benefits
Type of
Administration
The JPMorgan Chase
Medical Plan/502
Aetna and Cigna
See “Contacting the
Claims Administrator”
on page 371 for
names, addresses,
and telephone
numbers for the
Medical Plan and the
Prescription Drug
Plan.
See “Contacting the
Claims Administrator”
on page 371 for
names, addresses and
telephone numbers for
the Medical Plan and
the Prescription Drug
Plan.
Self-Insured/Trustee
Effective 1/1/22 Plan Admi
nistration 476
Plan Name/ N
umber
Insure
r
Payment of
Benefits
Type of
Adminis
tration
The JPM
organ
Chase
Medical Plan/502
Kaiser HMO See “Contacting the
Claims Administrator”
on page 371 for
names, addresses and
telephone numbers for
the Medical Plan and
the Prescription Drug
Plan.
Fully-Insured
The JPMorgan Chase
Medical Plan/502
Hawaii Medical See “Contacting the
Claims Administrator”
on page 371 for
names, addresses and
telephone numbers for
the Medical Plan and
the Prescription Drug
Plan.
Fully-Insured
The JPMorgan Chase Dental
Plan/502
See “Contacting the
Claims Administrator”
on page 371 for
names and
addresses for the
Preferred Dentist
Program (PDP)
Option, the Dental
Maintenance
Organization (DMO)
Option, the Dental
Health Maintenance
Organization (DHMO)
Option, and the
Expatriate Dental
Option.
See “Contacting the
Claims Administrator”
on page 371 for
names, addresses,
and telephone
numbers for the PDP
Option, the DMO
Option, the DHMO
Option, and the
Expatriate Dental
Option.
Self-
Insured/Trustee:
PDP Option and
Expatriate Dental
Option
Fully Insured:
DMO Option and
DHMO Option
The JPMorgan Chase Vision
Plan/502 (Group 1018009)
FAA/EyeMed Vision
Care
P.O. Box 8504
Mason, OH 45040-
7111
FAA/EyeMed Vision
Care
P.O. Box 8504
Mason, OH 45040-
7111
Fully Insured
The JPMorgan Chase Basic
Life Insurance Plan/502*
Metropolitan Life
Insurance Company
(MetLife)
200 Park Avenue
New York, NY 10017
Metropolitan Life
Insurance Company
(MetLife)
200 Park Avenue
New York, NY 10017
Fully Insured
The JPMorgan Chase
Supplemental Term Life
Insurance Plan/502*
Metropolitan Life
Insurance Company
(MetLife)
200 Park Avenue
New York, NY 10017
Metropolitan Life
Insurance Company
(MetLife)
200 Park Avenue
New York, NY 10017
Fully Insured
Effective 1/1/22 Plan Admi
nistration 477
Plan Name/ N
umber
Insure
r
Payment of
Benefits
Type of
Adminis
tration
The JPM
organ
Chase
Accidental Death and
Dismemberment (AD&D)
Insurance Plan/502
Metropolitan Life
Insurance Company
(MetLife)
200 Park Avenue
New York, NY 10017
Metropolitan Life
Insurance Company
(MetLife)
200 Park Avenue
New York, NY 10017
Fully Insured
The JPMorgan Chase Long-
Term Disability Plan’s
Group (LTD)/502
The Prudential
Insurance Company
of America
P.O. Box 13480
Philadelphia, PA
19176
The Prudential
Insurance Company of
America
P.O. Box 13480
Philadelphia, PA
19176
Fully Insured
The JPMorgan Chase Long-
Term Disability Plan’s
Individual Disability
Insurance (IDI)/502
Unum
1 Fountain Square
Chattanooga, TN
37402
Unum
The Benefits Center
P.O. Box 100262
Columbia, SC 29202-
3262
Fully-Insured
The JPMorgan Chase Group
Legal Services Plan/502
MetLife Legal Plans,
Inc.
1111 Superior
Avenue
Cleveland, OH 44114
MetLife Legal Plans,
Inc.
1111 Superior Avenue
Cleveland, OH 44114
Fully Insured
The JPMorgan Chase
Employee Assistance
Program (EAP)/502
Administrator: Cigna
Behavioral Health,
Inc.
Attn: Karen Cierzan,
President
11095 Viking Drive,
Suite 350
Eden Prairie, MN
55344
Insurer: Cigna Health
and Life Insurance
Company
900 Cottage Grove
Rd.
Hartford, CT 06152
Administrator: Cigna
Behavioral Health, Inc.
Attn: Karen Cierzan,
President
11095 Viking Drive,
Suite 350
Eden Prairie, MN
55344
Insurer: Cigna Health
and Life Insurance
Company
900 Cottage Grove Rd.
Hartford, CT 06152
Fully-Insured (CA &
NV—clinical
component only)
Pre-Paid Service
(all other)
The JPMorgan Chase Back-
up Child Care Plan/502
N/A
Bright Horizons
Children's Centers
LLC
2 Wells Avenue
Newton, MA 02459
Self-Insured
The JPMorgan Chase
Business Travel Accident
(BTA) Insurance Plan/506
AIG — National
Union Fire Insurance
Company of
Pittsburgh, PA
17200 West 119 St.
Shawnee Mission, KS
66225
AIG — National Union
Fire Insurance
Company of
Pittsburgh, PA
17200 West 119 St.
Shawnee Mission, KS
66225
Fully Insured
Effective 1/1/22 Plan Administration 478
Plan Name/ N
umber
Insure
r
Payment of
Benefits
Type of
Adminis
tration
The JPM
organ Chase
Health
Care Spending Account
Plan/510
N/A See “Contacting the
Claims Administrator”
on page 371 for
names, addresses,
and telephone
numbers for the Health
Care Spending
Account Plan
Salary Reduction/
Paid from the
general assets of
the employer
The JPMorgan Chase Short-
Term Disability Plan/548
N/A
Sedgwick Claims
Management Services
JPMorgan Chase
Leave of Absence
Service Center
P.O. Box 14648
Lexington, KY 40512-
4648
Self-Insured
The JPMorgan Chase Health
& Wellness Centers
Plan/559
N/A JPMorgan Chase
Medical Director
JPMorgan Chase &
Co.
270 Park Avenue,
11th Floor
Mail Code: NY1-K318
New York, NY 10017-
2014
Self-Insured
* The JPMorgan Chase Basic Life Insurance Plan and the JPMorgan Chase Supplemental Term Life Insurance Plan are
collectively referred to as the “Life Insurance Plan” in this SPD.
Participating Companies
In some cases, affiliates or subsidiaries of JPMorgan Chase have decided to participate in the
JPMorgan Chase benefits plans and offer the benefits described in this Guide. These affiliates or
subsidiaries are referred to here as “participating companies.” The list may change from time to time, and
any company may end its participation in a plan at any time.
• Bear Stearns Asset Management, Inc.
• Campbell Global, LLC
• Connexions Loyalty Acquisitions, LLC
• eCAST Settlement Corporation
• FNBC Leasing Corporation
• Highbridge Capital Management, LLC
• InstaMed Communications, LLC
• The Infatuation Inc.
• JPMorgan Chase & Co.
• J.P. Morgan Alternative Asset Management,
Inc.
• J.P. Morgan Chase Custody Services, Inc.
• J.P. Morgan Electronic Financial Services,
Inc.
• J.P. Morgan Institutional Investments, Inc.
• J.P. Morgan Invest Holdings LLC
• J.P. Morgan Investment Management Inc.
Effective 1/1/22 Plan Administration 479
•
J.P. Morgan Secur
ities, LLC
• J.P. Morgan Trust Company of Delaware
• JPMorgan Chase Bank, National Association
• JPMorgan Chase Holdings LLC
• JPMorgan Distribution Services, Inc.
• Neovest, Inc.
• Open Invest Co.
• Paymentech, LLC
• Security Capital Research & Management,
Incorporated
• WePay, Inc.
• 55i, LLC
Your Rights Under ERISA
The Employee Retirement Income Security Act of 1974 (ERISA) gives you
certain rights and protections while you are a participant in the
JPMorgan Chase employee benefits plans described in this Guide. It is unlikely
you will need to exercise these rights, but it is important that you be aware of
what they are.
ERISA provides that all plan participants are entitled to:
• Examine, without charge, at the office of the plan administrator, all plan
documents including insurance contracts and copies of all documents filed
by the plans with the U.S. Department of Labor, such as detailed annual
reports (Form 5500 Series).
• Obtain, upon written request to the plan administrator, copies of all plan
documents and other plan information (for example, insurance contracts, Form 5500 Series, and
updated summary plan descriptions). The plan administrator may require reasonable charges for the
copies.
• Receive a summary of the plans’ annual financial reports. (The plan administrator is required by law to
furnish each participant with a copy of such reports.)
• Continue health care coverage for yourself, your spouse, or your eligible dependents if there is a loss
of coverage under the plan because of a qualifying event. You or your dependents may have to pay
for such coverage. Review this summary plan description and the documents governing the plan on
the rules governing your COBRA continuation coverage rights.
An Important Note
The Dependent Care
Spending Account,
Transportation Spending
Accounts, and Group
Personal Excess Liability
Insurance Plan are not
subject to the provisions
of ERISA.
Enforce Your Rights
If your claim for a welfare benefit is denied or ignored, in whole or in part, you
have the right to know why this was done, to obtain copies of documents
relating to the decision free of charge, and to appeal any denial, all within
certain time schedules.
Under ERISA, there are steps you can take to enforce the above rights. For
instance:
• If you request a copy of the plans’ documents or the latest annual report
from the plan administrator and do not receive it within 30 days, you may file
suit in a U.S. federal court. In such a case, the court may require the plan
administrator to provide the information and pay up to $110 a day until you
receive the materials, unless they were not sent because of reasons beyond
the control of the plan administrator.
• If you have a claim for benefits that is denied or ignored, in whole or in part,
you may file suit in a U.S. state or federal court. In addition, if you disagree
with the plan’s decision, or lack thereof, concerning the qualified status of a
domestic relations order or a medical child support order, you may file suit in
federal court.
Keep Your Contact
Information Current
Active participants are
required to update their
personal contact
information, including
mailing address, to
receive benefits-related
information and
correspondence. You
can make changes
online via me@JPMC –
Personal Information –
Contact Information. You
can also contact HR
Answers. See the
Contacts section.
Effective 1/1/22 Plan Administration 480
• If it should happen that the plans’ fiduciaries misuse the plans’ money, or if you are discriminated
against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you
may file suit in a U.S. federal court. The court will decide who should pay court costs and legal fees. If
you are successful, the court may order the person you have sued to pay these costs and fees. If you
lose, the court may order you to pay these costs and fees, for example, if it finds your claim to be
frivolous.
About Plan Fiduciaries
The plan “fiduciary” is the individual or organization responsible for plan administration, claims
administration, and managing plan assets. The plan fiduciary has a duty to administer the plan prudently
and in the best interest of all plan members and beneficiaries.
Prudent Actions by Plan Fiduciaries
In addition to establishing the rights of plan participants, ERISA imposes duties upon the people who are
responsible for the operation of the benefits plans. Certain individuals who are responsible for the plans
are called “fiduciaries,” and they have a duty to administer the plans prudently and in the interest of you,
other plan members, and beneficiaries. While participation in these plans does not guarantee your right to
continued employment, no one — including your employer or any other person — may terminate you or
otherwise discriminate against you in any way to prevent you from obtaining your benefits or exercising
your rights under ERISA.
Health Care and Insurance Plans for Active Employees
For each of the following plans that are governed by ERISA, the plan administrators delegate fiduciary
responsibility for claims and appeals to the claims administrators, and to the Health Care and Insurance
Plans Appeals Committee, where that committee is authorized to decide appeals as described in this
Guide:
• Medical Plan;
• Prescription Drug Plan;
• Fertility Benefits Program;
• Dental Plan;
• Health Care Spending Account Plan;
• Vision Plan;
• Health & Wellness Centers Plan;
• Life and AD&D Insurance Plans;
• Business Travel Accident Insurance Plan;
• Long-Term Disability Plan, including Group LTD and Individual Disability Insurance;
• Short-Term Disability Plan;
• Employee Assistance Program;
• Group Legal Services Plan; and
• Back-Up Child Care Plan.
Effective 1/1/22 Plan Administration 481
Assistance with Your Questions
If you have any questions about the JPMorgan Chase Health Care and Insurance Plans for Active
Employees, you should contact HR Answers. (See the Contacts section.) If you have any questions about
this statement or about your rights under ERISA, you should contact the nearest Regional Office of the
Employee Benefits Security Administration, U.S. Department of Labor, listed in your telephone directory,
or:
Division of Technical Assistance and Inquiries
Employee Benefits Security Administration
U.S. Department of Labor
200 Constitution Avenue, N.W.
Washington, DC 20210
You may also obtain certain publications about your rights and responsibilities under ERISA by calling the
publications hotline of the Employee Benefits Security Administration or by visiting www.dol.gov/ebsa via
the Internet.
You should also contact the Department of Labor if you need further assistance or information about your
rights under the Health Insurance Portability and Accountability Act of 1996 (HIPAA), with respect to
health benefits that are offered through a group health plan, as well as the remedies available if a claim is
denied in whole or in part.
Privacy Information
The privacy of your health information is important to you and to JPMorgan Chase. We are committed to
protecting your personal health information, and complying with privacy laws, including the Health
Insurance Portability and Accountability Act (HIPAA). This means that when you complete a Wellness
Screening or a Wellness Assessment, participate in any health coaching activities, or receive health care
treatment of any kind, your personal health information is not disclosed to anyone, including
JPMorgan Chase, without your authorization and except as permitted by HIPAA. (For detailed information
about your HIPAA Privacy Rights, please see the Privacy Notice found on My Health.
If you are enrolled in the Medical Plan, your health care company will have access to your individual
health care and prescription claims data, in addition to the results of your Wellness Screening and
Wellness Assessment. A medical professional at your health care company will review the results and
may contact you to discuss ways to improve your health. Your health care company maintains the
confidentiality of your information in accordance with privacy regulations such as HIPAA.
Similarly, if you have waived coverage under the JPMorgan Chase Medical Plan and you participate in
the Wellness Screening and Wellness Assessment, a medical professional at Cigna will review the results
and may contact you to discuss ways to improve your health. Cigna will maintain the confidentiality of
your information in accordance with privacy regulations such as HIPAA.
If you use a JPMorgan Chase Health & Wellness Center, your personal health information is likewise kept
confidential. While the JPMorgan Chase Health & Wellness Centers are staffed with nurses and some
doctors who are employed by JPMorgan Chase, they are medical professionals and do not disclose your
personal health information to anyone outside the Center without your permission. If you choose to visit
one of our onsite Health & Wellness Centers, and/or share your Wellness Screening results or any other
health information with staff in the Centers, that information will be kept private and will not be shared with
management, Human Resources, or any other individual or group within JPMorgan Chase. For more
information, go to My Health > Benefits Enrollment > Benefits Resources > Privacy Notice.
Effective 1/1/22 Plan Administration 482
Privacy Notice
JPMorgan Chase is committed to maintaining the highest level of privacy and discretion about your
personal compensation and benefits information.
However, federal legislation under the Health Insurance Portability and Accountability Act (HIPAA) legally
requires employers—like JPMorgan Chase—to specifically communicate how certain “protected health
information” under employee and retiree health care plans may be used and disclosed, as well as how
plan participants can get access to their protected health information.
What Is Protected Health Information?
Protected health information is considered to be individually identifiable health information as it relates to the:
• Past, present, or future health of an individual; or
• Health care services or products provided to an individual; or
• Past, present, or future payment for health care services or products.
The information included in this section is a summary of HIPAA privacy regulations. To comply with the
law, JPMorgan Chase will distribute to you once every three years, a “Privacy Notice of Protected Health
Information Under the JPMorgan Chase Health Care Plans” that describes in detail how your personal
health information may be used and your rights with regard to this information.
You can access the Privacy Notice at My Health or by contacting HR Answers at any time to request a
paper copy. Under HIPAA, protected health information is confidential, personal, identifiable health
information about you that is created or received by a claims administrator (like those under the
JPMorgan Chase Medical Plan), and is transmitted or maintained in any form. (“Identifiable” means that a
person reading the information could reasonably use it to identify an individual.)
Under HIPAA, the Medical Plan may only use and disclose participants’ protected health information in
connection with payment, treatment, and health care operations. In addition, the Medical Plan must
restrict access to and use of protected health information by all employees/groups except for those
specifically involved in administering the Medical Plan, including payment and health care operations. In
compliance with HIPAA, the Medical Plan agrees to:
• Not use or further disclose protected health information other than as permitted or required by law;
• Not use or disclose protected health information that is genetic information for underwriting purposes;
• Ensure that any agents (such as an outside claims administrator) to whom the Medical Plan gives
protected health information agree to the same restrictions and conditions that apply to the Medical
Plan with respect to this information;
• Not use or disclose the information for employment-related actions and decisions or in connection with
any other benefit or employee benefit plan of JPMorgan Chase;
• Notify you if a breach of your protected health information is discovered;
• Report to the JPMorgan Chase HIPAA Privacy Officer any use or disclosure of the information that is
inconsistent with the designated protected health information uses or disclosures;
• Obtain your authorization for any use or disclosure of protected health information for marketing, or
that is a sale of the protected health information as defined under applicable law;
• Make available protected health information in accordance with individuals’ rights to review such
personal information;
• Make available protected health information for amendment and incorporate any amendments to
protected health information consistent with the HIPAA rules;
• Make available the information required to provide an accounting of disclosures in accordance with the
HIPAA rules;
Effective 1/1/22 Plan Administration 483
• Make the Medical Plan’s internal practices, books, and records relating to the use and disclosure of
protected health information received from the claims administrators available to the Secretary of
Health and Human Services for purposes of determining the Medical Plan’s compliance with HIPAA;
• Return or destroy all protected health information received in any form from the claims administrators.
The Medical Plan will not retain copies of protected health information once it is no longer needed for
the purpose of a disclosure. An exception may apply if the return or destruction of protected health
information is not feasible. However, the Medical Plan must limit further uses and disclosures of this
information to those purposes that make the return or destruction of the information infeasible; and
• Request your authorization to use or disclose psychotherapy notes except as permitted by law, which
would include for the purposes of carrying out the following treatment, payment or health care
operations:
- Use by the originator of psychotherapy notes for treatment;
- Use or disclosure by the Medical Plan for its own training program; or
- Use or disclosure by the Medical Plan to defend itself in a legal action or other proceeding brought
by you.
If you believe that your rights under HIPAA have been violated, you can file a complaint with the
JPMorgan Chase HIPAA Privacy Officer or with the Secretary of the U.S. Department of Health and
Human Services. If you wish to file a HIPAA complaint with the JPMorgan Chase HIPAA Privacy Officer,
please contact the Privacy Officer for the JPMorgan Chase Health Care Plans in writing at this address:
HIPAA Privacy Officer for the JPMorgan Chase Health Care Plans
JPMorgan Chase Corporate Benefits
4041 Ogletown Road, Floor 02
Newark, DE, 19713-3159
Mail Code: DE6-1470
Claims Related to Eligibility to Participate in the
Plans and Plan Operations
This section provides information about the claims and appeals process for questions relating to eligibility
to participate in the plans, such as whether you meet the requirements of
employees/dependents/beneficiaries who are allowed to obtain benefits under the plans, and whether you
are eligible for Medical Reimbursement Account (MRA) funds. In addition, if, with respect to the plans
subject to ERISA, you have a type of claim that is not otherwise described in this Guide, including claims
related to general plan operations or Section 510 of ERISA, you must file your claim in accordance with
this section. For information on filing claims for benefits, please see “Claiming Benefits” beginning on
page 367.
In addition, for appeals relating to eligibility to participate in the Short-Term Disability Plan, the plan
administrator delegates responsibility to decide the appeals to the Short-Term Disability Plan Appeals
Committee.
Help Pursuing Claims for Eligibility
You may authorize someone else to pursue claim information on your behalf. If you would like to designate an
authorized representative for claims related to eligibility to participate in a plan, please contact HR Answers.
Effective 1/1/22 Plan Administration 484
How to File This Type of Claim and What You Can Expect
For questions about eligibility to participate in the Health Care and Insurance Plans for Active Employees
and to receive benefits or about general plan operations, please contact HR Answers. (See the Contacts
section.)
For the plans that are subject to ERISA, if you are not satisfied with the response, you may file a written
claim with the appropriate plan administrator at the address provided in “General Information” on
page 360. The plan administrator will assign your claim for a determination. You must file your claim
within 90 days after the day you knew, or reasonably should have known, that you have a dispute with the
plan regarding the matter that you wish to have revised or addressed. You will receive a written decision
within 90 days of receipt of your claim. Under certain circumstances, this 90-day period may be extended
for an additional 90 days if special circumstances require extra time to process your request. In this
situation, you will receive written notice of the extension and the reasons for it, as well as the date by
which a decision is expected to be made, before the end of the initial 90-day period. If the extension is
required because of your failure to submit information necessary to decide the claim, the period for
making the determination will begin as of the date you submit the additional information, assuming it is
provided in a timely fashion.
If Your Claim Is Denied
If you receive a notice that your claim has been denied, either in full or in part, the notice will explain the
reason for the denial, including references to specific plan provisions on which the denial was based. If
your claim was denied because you did not furnish complete information or documentation, the notice will
state the additional materials needed to support your claim. The notice will also tell you how to request a
review of the denied claim and the time limits applicable to those procedures.
To appeal a denial of the type of claims described in this section for any of the Health Care and Insurance
Plans for Active Employees, you must submit a written request for appeal of your claim to the appropriate
plan administrator within 60 days after receiving the notice of denial. In connection with your appeal, you
may submit written comments, documents, records, or other information relevant to your claim. In
addition, you will be provided, upon written request and free of charge, with reasonable access to (and
copies of) all documents, records, and other information relevant to your claim. The plan administrator for
the Business Travel Accident Insurance Plan will decide your appeal under that plan. The plan
administrator for the Short Term Disability Plan will decide appeals under that plan. The Health Care and
Insurance Plans Appeals Committee is delegated responsibility for deciding appeals under all other
Health Care and Insurance Plans for Active Employees. For appeals regarding general plan operations
that are not otherwise described in this plan description, including claims related to general plan
operations or Section 510 of ERISA, the appeal will be decided by the Plan Administrator or its delegate.
In most cases, a decision will be made within 60 days after you file your appeal. But if special
circumstances require an extension of time for processing, and you are notified that there will be a delay
and the reasons for needing more time, there will be an extension of up to 60 days for deciding your
appeal. If an extension is necessary because you did not submit enough information to decide your
appeal, the timing for making a decision about your appeal is stopped from the date the plan
administrator sends you an extension notification until the date that you respond to the request for
additional information, assuming your response comes within a reasonable time frame.
Once a decision is reached, you will be notified in writing of the outcome. If an adverse benefit
determination is made on review, the notice will include the specific reasons for the decision, with
references to specific plan provisions on which it is based.
If you would like to file a court action after your appeal, please see “Filing a Court Action” on page 371,
which sets forth the rules that will apply.
Effective 1/1/22 Plan Administration 485
Claiming Benefits: Plans Subject to
ERISA
This section explains the benefits claims and appeals process for the benefits
of the JPMorgan Chase Health Care and Insurance Plans for Active
Employees that are subject to the Employee Retirement Income Security Act of
1974 (ERISA). It includes detailed information about what happens at each
step in the process and includes important timing requirements. This section
also includes information about each plan’s “fiduciary” and contact information.
See “About Plan Fiduciaries” on page 363 and “Contacting the Claims
Administrator” on page 371. For claims relating to eligibility questions or plan
operations, please see “Claims Related to Eligibility to Participate in the Plans
and Plan Operations” on page 483.
Please Note: Any claims or appeals that are related to a disability will be
handled in accordance with the Department of Labor regulations found in
Code 29 Section 2560. This section of the Code provides certain procedural
protections and safeguards for disability benefit claims. For example, the
regulations require that disability claimants receive a clear explanation of why
their claim was denied and of their rights to appeal a claim denial. It also allows
claimants to review and respond during the course of an appeal to any new or additional evidence that
the Plan relied on in connections with the claim.
An Important
Reminder
The Dependent Care
Spending Account,
Transportation Spending
Accounts, and Group
Personal Excess Liability
Insurance Plan are not
subject to the provisions
of ERISA described in
this section. For
information about those
plans, please see
“Contacting the Claims
Administrators: Plans
Not Subject to ERISA”
beginning on page 496.
Help Pursuing Claims
You may authorize someone else to pursue claim information on your behalf. If you do so, you must notify the claims
administrator in writing of your choice of an authorized representative.
For the Medical, Dental, and Vision Plans, your claims administrator will provide you with a HIPAA (Health Insurance
Portability and Accountability Act of 1996) consent form that you must use to specify the extent to which your
personal representative is authorized to act on your behalf. This form must be on file with your claims administrator
prior to any action by your personal representative.
Steps in the Benefits Claims and Appeals Process
Step 1: Filing Your Initial Claim for Benefits
In general, when you file a claim for benefits, it is paid according to the provisions of the specific benefits
plan. There are different timing requirements for different plans, as outlined in the following table. For all
initial benefits claims, please contact the appropriate claims administrator for the plan. See “Contacting
the Claims Administrator” on page 371.
Plan/Option Appropriate Claims
Administrator
Timing for Filing Your Initial
Claim
Medical Plan*,
including the Medical
Reimbursement
Account
Claims administrator for your
Medical Plan option
No later than December 31 of the year
after the year in which services were
provided. Please contact your claims
administrator for more information.
Prescription Drug
Plan
CVS Caremark
Dental Plan*
Claims administrator for your Dental
Plan option
Vision Plan*
FAA/EyeMed Vision Care
Effective 1/1/22 Plan Administration 486
Plan/Option Appropriate Claims
Administrator
Timing for Filing Your Initial
Claim
Fertility Benefits
Program
WINFertility Your initial claims must be filed no
later than six months of when the
expenses are incurred. Generally, in-
network claims filing is performed by
the physician or care provider.
Health Care Spending
Account
Claims administrator for your Health
Care Spending Account
March 31 of the year following the
year for which the expense is incurred.
Life Insurance Plan
Metropolitan Life Insurance
Company (MetLife)**
There is no time limit to file a claim
after a covered individual passes
away.
AD&D Insurance Plan
Metropolitan Life Insurance
Company (MetLife)**
Notification of a loss must be made 20
days from the date of loss. Proof must
be provided to MetLife within 90 days
following the date of an employee’s
loss.
Business Travel
Accident Insurance
Plan
AIG-National Union Fire Insurance
Company of Pittsburgh, PA
Within 20 days after an employee’s
loss, or as soon as reasonably
possible thereafter.
Group Long-Term
Disability
The Prudential Insurance Company
of America
Within 272 days (nine months)
following the start of the disability***.
Individual Disability
Insurance
Unum Within 30 days following the start of
the disability.
Short-Term Disability
Plan
Sedgwick Within 30 days of first day of absence
from work.
Group Legal Services
Plan****
MetLife Legal Plans, Inc. No later than December 31 of the year
following the year in which services
were provided.
Employee Assistance
Program
Cigna Behavioral Health, Inc.
Insured (CA & NV residents): Cigna
Health and Life Insurance Company
Within 90 days from date of service.
Health & Wellness
Centers Plan*****
JPMorgan Chase & Co.
Health Services Dept.
277 Park Ave, 1st Floor
Mail Code: NY1-L085
New York, NY 10172
(212) 270-5555
No later than December 31 of the year
following the year in which services
were provided.
Back-up Child Care
Plan
Bright Horizons Children's Centers
LLC
2 Wells Avenue
Newton, MA 02459
(888) 701-2235
Within 60 days from the date of
service.
* Generally, in-network claims filing is performed by the physician or care provider.
** Notification of a death must be reported to JPMorgan Chase HR Answers; Bereavement Services within HR Answers will notify
MetLife of the death on your behalf, allowing you to initiate the claims process. Please note that MetLife has sole responsibility
and discretion to resolve any issues regarding beneficiary designations.
*** In certain circumstances, the time limit to file a claim may be up to 637 days (one year and nine months) following the start of
the disability. The time limit may be even longer if the employee lacks legal capacity to file a claim earlier.
**** Generally, in-network services are filed by the Group Legal plan attorney.
******The Corporate Medical Director will assign your claim for a determination.
Effective 1/1/22 Plan Administration 487
Life Insurance Claims & Appeals
Life insurance claims and appeals are divided between two parties.
• The plan administrator handles all eligibility and other administrative decisions concerning your life insurance
benefits.
• MetLife is primarily responsible for determining your beneficiaries. If you submit a claim/appeal regarding a
beneficiary designation to the plan administrator, it will be re-rerouted to MetLife.
Step 2: Receiving Notification from the Claims Administrator/Plan
Administrator if an Initial Claim for Benefits Is Denied
If an initial claim for benefits is denied, the claims administrator or plan
administrator will notify you within a “reasonable” period, not to exceed the time
frames outlined in the following table.
Under certain circumstances, the claims administrator or plan administrator, as
applicable, is allowed an extension of time to notify you of a denied benefit.
Please Note: If an extension is necessary because you did not submit
necessary information needed to process your health care claim or life and
AD&D insurance claim, the timing for making a decision about your claim is
stopped from the date the claims administrator or plan administrator sends you
an extension notification until the date that you respond to the request for
additional information. You generally have 45 days from the date you receive
the extension notice to send the requested information to the claims
administrator or plan administrator.
What Qualifies as a
“Denied Benefit”?
A “denied benefit” is any
denial, reduction, or
termination of a benefit,
or a failure to provide or
make a payment, in
whole or in part, for a
benefit. In addition, a
benefit may be denied if
you didn’t include
enough information with
your initial claim.
Plan/Option
Timing for Notification of a Denial of Benefits
Claim
Medical Plan, Prescription Drug
Plan, Fertility Benefits Program,
Dental Plan, Vision Plan, Health Care
Spending Account, Employee
Assistance Program, and Health &
Wellness Centers
• As soon as reasonably possible but no more than 72
hours for claims involving urgent care, where the life of a
claimant could be jeopardized (may be oral, with written
confirmation within three days). Please Note: You must
be notified if your claim is approved or denied.
• 15 days for pre-service claims, where approval is required
before receiving benefits, plus one 15-day extension
because of matters beyond the plan’s control.
• 30 days for post-service claims, where the claim is made
after care is received, plus one 15-day extension because
of matters beyond the plan’s control.
Life Insurance Plan
60 days to make a determination once all claim information
has been submitted, plus one extension
AD&D Insurance Plan
45 days, plus one 45-day extension for matters beyond the
plan’s control.
Business Travel Accident Insurance
Plan
90 days, plus one 90-day extension for matters beyond the
plan’s control
Group Long-Term Disability
45 days, plus two 30-day extensions for matters beyond the
plan’s control.
Individual Disability Insurance
45 days
Short-Term Disability Plan
45 days, with 2-day extensions
Group Legal Services Plan
30 days, with no extensions
Back-up Child Care Plan
90 days, plus one 90-day extension for matters beyond the
plan’s control
Effective 1/1/22 Plan Administration 488
Please Note: Concurrent care claims are claims for which the plan has previously approved a course of
treatment over a period of time or for a specific number of treatments, and the plan later reduces or
terminates coverage for those treatments. Concurrent care claims may fall under any of the other steps in
the claims appeal process, depending on when the appeal is made. However, the plan must give you
sufficient advance notice to appeal the claim before a concurrent care decision takes effect.
The Explanation You’ll Receive from the Claims Administrator/Plan Administrator in the Case of a
Denied Benefit
If your initial claim is denied, the claims administrator or plan administrator is legally required to provide an
explanation for the denial, which will include the following:
• The specific reason(s) for the denial;
• References to the specific plan provisions on which the denial is based;
• A description of any additional material or information needed to process your claim and an explanation of why
that material or information is necessary; and
• A description of the plan’s appeal procedures and time limits, including a statement of your right to bring a civil
action under Section 502(a) of ERISA after, and if, your appeal is denied.
If your claim is for the Medical Plan, the explanation must also include:
• If the benefit was denied based on a medical necessity, an experimental or unproven treatment, or similar
exclusion or limit, either an explanation of the scientific or clinical judgment for the denial applying the terms of the
plan to your medical circumstances, or a statement that such explanation will be provided free of charge upon
request.
• Any internal rule, guideline, protocol, or other similar criterion relied upon in making the benefit denial, or a
statement that a copy of this information will be provided free of charge upon request. This requirement also
applies to denials under the Short-Term Disability Plan and the Long-Term Disability Plan, including the Individual
Disability Insurance Plan.
Step 3: Filing an Appeal to the Claims Administrator/Plan Administrator if
an Initial Claim for Benefits Is Denied
If you have filed a claim for benefits and your claim is denied, you have the right to appeal the decision.
JPMorgan Chase is not involved in deciding appeals for any denied benefit claim under the:
• Medical Plan, including Prescription Drug Plan and Fertility Benefits Program;
• Preferred Dentist Program (PDP); Dental Maintenance Organization (DMO) Option; and Dental Health
Maintenance Organization (DHMO) Option;
• Vision Plan;
• Health Care Spending Account;
• Long-Term Disability Plan, including Group LTD and Individual Disability Insurance;
• Short-Term Disability Plan;
• Life and AD&D Insurance Plans;
• Business Travel Accident Insurance Plan;
• Back-Up Child Care Plan
• Group Legal Services Plan; and
• Employee Assistance Program.
The plan administrators delegate all fiduciary responsibility and decisions about a claim for a denied
benefit under these plans to the applicable claims administrator.
Effective 1/1/22 Plan Administration 489
Appeals related to denied claims under the Health & Wellness Centers Plan are determined by the
Corporate Medical Director.
Under certain plans, final appeals for denied claims will be heard by a review panel that is independent of
both the company and the Medical Plan claims administrators. The independent review panel will hear
appeals for the following plans:
• Medical Plan;
• Prescription Drug Plan;
• Fertility Benefits Program; and
• Health & Wellness Centers Plan.
Please Note: Appeals related to denied claims under the Short-Term Disability Plan are determined by
Sedgwick. Employees who work in New Jersey have the right to appeal to the Division of Temporary
Disability Insurance for the State Temporary Disability Insurance portion of the JPMorgan Chase Short
Term Disability Plan. You have one year from the date your disability began to file this appeal.
Send your written appeal to:
Division of Temporary Disability Insurance Private Plan Operations
Claims Review Unit
P.O. Box 957
Trenton, NJ 08625-0957
Telephone: (609) 292-6135
If your initial claim for benefits is denied, you — or your authorized representative — may file an appeal of
the decision with the applicable claims administrator or plan administrator within the time frames indicated
below, after receipt of the claim denial.
Plan Timing for Filing an Appeal of a
Denial of Benefits Claim
Medical Plan and Prescription Drug Plan
180 days
Fertility Benefits Program
Dental Plan
Vision Plan
Health Care Spending Account
Long-Term Disability, including Individual
Disability Insurance
Short-Term Disability Plan
Business Travel Accident Insurance Plan
Employee Assistance Program
Health & Wellness Centers Plan
Life and AD&D Insurance Plans
60 days
Group Legal Services Plan
Back-up Child Care Plan
180 days
Effective 1/1/22 Plan Administration 490
•
•
In your appeal, you have the right to:
• Submit written comments, documents, records, and other information relating to your claim.
• Request, free of charge, reasonable access to, and copies of, all documents, records, and other
information that:
- Was relied upon in denying the benefit.
- Was submitted, considered, or generated in the course of denying the benefit, regardless of
whether it was relied on in making this decision.
- Demonstrates compliance with the administrative processes and safeguards required in denying
the benefit.
- For health care: constitutes a policy statement or plan guideline concerning the denied benefit
regardless of whether the policy or guideline was relied on in denying the benefit.
If your appeal is for health care, you also have the right to receive:
• A review that does not defer to the initial benefit denial and that is conducted by someone other than
the person who made the denial or that person’s subordinate.
• For a denied benefit based on medical judgment (including whether a particular treatment, drug, or
other item is experimental or unproven), a review in which the plan fiduciary/claims administrator
consults with a health care professional who has appropriate training and experience in the field of
medicine involved in the medical judgment, and who was not consulted in connection with the initial
benefits denial, nor the subordinate of this person.
• The identification of medical or vocational experts whose advice was obtained in connection with
denying the benefit, regardless of whether the advice was relied on in making this decision.
• In the case of an urgent care claim where the life of a claimant could be jeopardized, an expedited
review process in which:
- You may submit a request (orally or in writing) for an expedited appeal of a denied benefit.
- All necessary information, including the decision on your appeal, will be transmitted between the
plan fiduciary/claims administrator and you by telephone, facsimile, or other available similarly
prompt method.
Step 4: Receiving Notification from the Claims Administrator/Plan
Administrator if Your Appeal Is Denied
If your appeal is subsequently denied, the claims administrator, plan administrator, or Short-Term
Disability Plan Appeals Committee is legally required to notify you in writing of this decision within a
“reasonable” period of time according to the time frames outlined in the following table.
Plan/Option Timing for Notification of a Denial of Benefits Claim
Medical Plan, Prescription
Drug Plan, Fertility Benefits
Program, Dental Plan, Vision
Plan, Health Care Spending
Account, Employee
Assistance Program, and
Health & Wellness Centers
• As soon as reasonably possible but no more than 72 hours for
claims where the life of a claimant could be jeopardized (urgent
care)
• 15 days where approval is required before receiving benefits (pre-
service claims)
• 30 days where the claim is made after care is received (post-
service claims)
Group Long-Term Disability
45 days, plus one 45-day extension for matters beyond the
plan’s control.
Individual Disability
Insurance
45 days, plus one 45-day extension for matters beyond the
plan’s control.
Effective 1/1/22 Plan Administration 491
Plan/Option Timing for Notification of a Denial of Benefits Claim
•
•
Short-Term Disability Plan
45 days, plus one 45-day extension for matters beyond the
plan’s control.
Life Insurance Plan
60 days to review and make a determination once all the
information has been submitted plus one extension
AD&D Insurance Plan
45 days, plus one 45-day extension for matters beyond the plan’s
control
Business Travel Accident
Insurance Plan
The decision on appeal will be made on the date of the next meeting
of the claims administrator’s appeal committee, subject to extensions
permitted by law
Group Legal Services Plan
60 days
Back-up Child Care Plan
45 days, plus one 60-day extension for matters beyond the plan’s
control
Except in the case of urgent care claims related to health, the claims administrator or the plan
administrator is allowed to take an extension to notify you of a denied appeal under certain
circumstances. If an extension is necessary, the claims administrator or plan administrator will notify you
before the end of the original notification period. This notification will include the reason(s) for the
extension and the date the claims administrator or the plan administrator expects to provide a decision on
your appeal for the denied benefit. Please Note: If an extension is necessary because you did not submit
enough information to decide your appeal, the time frame for decisions is stopped from the date the
claims administrator or the plan administrator sends you an extension notification until the date that you
respond to the request for additional information.
The Explanation You’ll Receive from the Claims Administrator/Plan Administrator in the Case of a
Denied Benefit
If an appeal is denied, the claims administrator or plan administrator is legally required to provide an explanation for
the denial, which will include the following:
• The specific reason(s) for the denial;
• References to the specific plan provisions on which the denial is based;
• A statement that you’re entitled to receive, upon request and free of charge, reasonable access to, and copies of,
all documents, records, and other information relevant to your claim for benefits; and
• A statement describing any appeal procedures offered by the plan and your right to obtain the information about
such procedures, and a statement of your right to bring a civil action under ERISA.
If your appeal is for Medical Plan, the explanation must also include:
• If the benefit was denied based on a medical necessity, experimental, or unproven treatment, or similar exclusion
or limit, either an explanation of the scientific or clinical judgment for the denial applying the terms of the plan to
your medical circumstances, or a statement that such explanation will be provided free of charge upon request.
• A description of the expedited review process for urgent care claims in the Medical Plan, where the life of the
claimant could be jeopardized.
• Any internal rule, guideline, protocol, or other similar criterion relied upon in making the benefit denial, or a
statement that a copy of this information will be provided free of charge upon request in the Medical Plan.
The health care plans generally require two levels of appeal, which you must complete if you would like to
pursue your claim further.
The Group Long Term Disability coverage under the LTD Plan permits a voluntary second appeal. You
must file the voluntary second appeal within 180 days after the denial of the first appeal. The insurer of
the coverage, Prudential Insurance Company, can provide additional information about the voluntary
second appeal.
Effective 1/1/22 Plan Administration 492
Step 5: Receiving a Final Appeal by an Independent Review Panel
If your appeal of a benefits claim is denied, your final appeal for coverage will be heard by a review panel
that is independent of both the company and the claims administrators. The independent review panel will
hear appeals for the following plans:
• Medical Plan;
• Prescription Drug Plan;
• Fertility Benefits Program; and
• Health & Wellness Centers Plan.
The independent review panel hears only appeals that involve medical judgment, a rescission of
coverage or determinations involving whether a plan or health insurance issuer is complying with surprise
billing and cost-sharing protections; the panel does not hear appeals about eligibility to participate in a
plan or legal interpretation of a plan that does not involve medical judgment.
You are not required to file an appeal with the independent review panel before filing a court action. This
level of appeal is voluntary.
Filing a Court Action
If an appeal under a plan subject to ERISA is denied (in whole or in part), you may file suit in a U.S.
federal court. If you are successful, the court may order the defending person or organization to pay your
related legal fees. If you lose, the court may order you to pay these fees (for example, if the court finds
your claim frivolous). You may contact the U.S. Department of Labor or your state insurance regulatory
agency for information about other available options.
If you bring a civil action under ERISA, you first must follow the procedures described above regarding
filing a claim and up to two levels of internal appeals with the claims administrator. You must start the
court action by the earlier of: (i) one year after the date of the denial of your final appeal; or (ii) three years
after the date when your initial claim should have been filed, regardless of any state of federal statutes
relating to limitations of actions. If, however, the applicable state or federal law relating to limitations of
actions would result in a shorter limitations period within which to start the action, the shorter limitations
period will apply. For the health plans, you cannot file a suit unless you have completed two appeals, if
required by the claims administrators.
If you are subject to binding arbitration, any such claim, dispute or breach arising out of or in any way
related to the Plan shall be settled by such binding arbitration, to which the Plan hereby expressly
consents.
Contacting the Claims Administrators: Plans
Subject to ERISA
This section provides specific contact information for each benefit plan covered by ERISA.
For contact information for the plans that are not subject to ERISA (which include the Dependent Care
Spending Account, Transportation Spending Accounts, and Group Personal Excess Liability Insurance
Plan), please see “Contacting the Claims Administrators: Plans Not Subject to ERISA” on page 496
Generally for all health care and insurance plans, questions related to general plan administration and
eligibility to participate in the plans can be addressed by HR Answers. (See the Contacts section.)
Effective 1/1/22 Plan Administration 493
For questions related to plan interpretation, filing initial claim, benefit provision under the plan, payment of
benefits, or denial of benefits, please refer to the appropriate claims administrator for each benefit plan,
as listed below.
Medical Plan Claims Administrators
Medical Plan
Aetna
Aetna
P.O. Box 14079
Lexington, KY 40512-4079
(800) 468-1266
Cigna
Cigna
P.O. Box 182223
Chattanooga, TN 37422-7223
(800) 790-3086
Hawaii Medical Plan
Medical appeals:
Cigna Appeals Unit
P.O. Box 188011
Chattanooga, TN 37422-8011
Medical paper claims:
P.O. Box 182223
Chattanooga, TN 37422-7223
Kaiser HMO Plan
CALIFORNIA – SCAL
Claim Address:
P.O. Box 7004
Downey, CA 90242-7004
Member Services:
(800) 464-4000
CALIFORNIA – NCAL
Claim Address:
P.O. Box 12923
Oakland, CA 94604-2923
Member Services:
(800) 464-4000
Prescription Drug Plan*
CVS Caremark
Attention: Claims Department
P.O. Box 52196
Phoenix, AZ 85072-2196
866-209-6093
WINFertility
WINFertility, Inc.
Greenwich American Center
One American Lane
Terrace Level
Greenwich, CT 06831
(833) 439-1517
Expatriate Medical Option*
Cigna Global Health Benefits
P.O. Box 15050
Wilmington, DE 19850-5050
(800) 390-7183
(302) 797-3644 (if calling from outside the U.S.)
* Options marked with an asterisk are self-insured. All other options are fully insured.
Effective 1/1/22 Plan Administration 494
Dental Plan Claims Administrators
Preferred Dentist Program (PDP)*
MetLife Dental
P.O. Box 981282
El Paso, TX 79998-1282
(888) 673-9582
Dental Maintenance Organization
(DMO) Option
Aetna, Inc.
P.O. Box 14094
Lexington, KY 40512
(800) 843-3661
Dental Health Maintenance
Organization (DHMO) Option
Cigna Dental Health
P.O. Box 188045
Chattanooga, TN 37422-8045
(800) 790-3086
Expatriate Dental Option*
Cigna International
JPMorgan Chase Dedicated Service Center
P.O. Box 15050
Wilmington, DE 19850-5050
(800) 390-7183
(302) 797-3644 (if calling from outside the U.S.)
* Options marked with an asterisk are self-insured. All other options are fully insured.
Other Health Care and Insurance Plans Subject to ERISA
Plan Contact
Vision Plan
FAA/EyeMed Vision Care
P.O. Box 8504
Mason, OH 45040-7111
(833) 279-4363
Health Care Spending Accounts
Refer to the same provider that you selected for your Medical
Plan coverage. If you do not enroll in the Medical Plan
coverage, contact Cigna.
Cigna
P.O. Box 182223
Chattanooga, TN 37422-7223
(800) 790-3086
Payflex, an Aetna company
Payflex Systems USA, Inc.
P.O. Box 14879
Lexington, KY 40512-4879
Fax: (888) 238-3539
(888) 678-8242
Back-Up Child Care Plan
Bright Horizons Children's Centers LLC.
2 Wells Ave.
Newton, MA 02459
(888) 701-2235
Effective 1/1/22 Plan Administration 495
Other Health Care and Insurance Plans Subject to ERISA
Plan Contact
Health & Wellness Centers Plan
JPMorgan Chase & Co.
Health Services Dept.
277 Park Ave, 1
st
Floor
Mail Code: NY1-L085
New York, NY 10172
(212) 270-5555
Group Long-Term Disability
The Prudential Insurance Company of America
P.O. Box 13480
Philadelphia, PA 19176
(877) 361-4778
Individual Disability Insurance
Unum
The Benefits Center
P.O. Box 100262
Columbia, SC 29202-3262
(888) 226-7959
Short-Term Disability Plan*
Sedgwick Claims Management Services
JPMorgan Chase Leave of Absence Service Center
P.O. Box 14648
Lexington, KY 40512-4648
(888) 931-3100
Life and AD&D Insurance Plans
Metropolitan Life Insurance Company (MetLife)
200 Park Avenue
New York, NY 10017
(888) 673-9582
Business Travel Accident Insurance
Plan
JPMorgan Chase Corporate Insurance Services
JPMorgan Chase & Co.
8181 Communications Pkwy Bldg B, Floor 03
Mail Code TXW-3305
Plano, TX, 75024-0239, United States
Group Legal Services Plan
MetLife Legal Plans, Inc.
1111 Superior Avenue
Cleveland, OH 44114
(800) 821-6400
Employee Assistance Program
Cigna Behavioral Health, Inc.
Attn: Karen Cierzan, President
11095 Viking Drive, Suite 350
Eden Prairie, MN 55344
Insurer: Cigna Health and Life Insurance Company
900 Cottage Grove Rd.
Hartford, CT 06152
(877) 576-2007
* Options marked with an asterisk are self-insured. All other options are fully insured.
Effective 1/1/22 Plan Administration 496
Contacting the Claims Administrators: Plans
Not Subject to ERISA
Plans that are not subject to ERISA include the Dependent Care Spending Account, Transportation
Spending Accounts, and Group Personal Excess Liability Insurance Plan.
Although these plans are not subject to the claims process described under “Claiming Benefits” on
page 367, you can always contact the claims administrator listed for each plan with questions about the
eligibility of an expense for reimbursement, payment of benefits, or denial of plan benefits. For claims
relating to questions of eligibility for benefits under the plans and how the plans operate, please see
“Claims Related to Eligibility to Participate in the Plans and Plan Operations” on page 483.
For questions related to plan interpretation, filing initial claim, benefit provisions under the plan, payment
of benefits, or denial of benefits, please refer to the appropriate claims administrator for the benefit plan,
as listed below.
Plan Contact
Dependent Care Spending Accounts
Refer to the same provider that you selected for your Medical
Plan coverage. If you do not enroll in the Medical Plan
coverage, contact Cigna.
Cigna
P.O. Box 188061
Chattanooga, TN 37422-8061
(800) 790-3086
Payflex, an Aetna company
Payflex Systems USA, Inc.
P.O. Box 14879
Lexington, KY 40512-4879
Fax: (888) 238-3539
(888) 678-8242
Transportation Spending Accounts
Health Equity
P.O. Box 14053
Lexington, KY 40511
(877) 924-3967
Group Personal Excess Liability
Insurance Plan
Marsh McLennan Agency Private Client Services
7201 W. Lake Mead #400
Las Vegas, NV 89128
(855) 426-1380
If You Are Covered by More Than One Health
Care Plan
The JPMorgan Chase medical and dental plans (including the plans for expatriates) all have provisions to
ensure that payments from all of your group health care plans don’t exceed the amount the
JPMorgan Chase plans would pay if they were your only coverage.
The rules described here apply to the JPMorgan Chase plans. The following rules do not apply to any
private, personal insurance you may have.
Effective 1/1/22 Plan Administration 497
Non-Duplication of Benefits
The JPMorgan Chase health care plans do not allow for duplication of benefits. If you and your eligible
dependents are covered under more than one group plan, the primary plan (the one responsible for
paying benefits first) needs to be determined. The non-duplication provisions of the JPMorgan Chase
health care plans will ensure that, in total, you receive benefits up to what you would have received with
the JPMorgan Chase plans as your only source of coverage (but not in excess of that amount), based on
the primary carrier’s allowable amount.
A summary of coordination rules (that is, how JPMorgan Chase coordinates coverage with another group
plan to ensure non-duplication of benefits) follows. If you have questions, please contact your health care
company for help. (Please see contact information in the Contacts section.)
Here’s an example of how the JPMorgan Chase health care plans coordinate benefits with other group
health care plans:
• Assume your spouse/domestic partner has a necessary covered procedure with a reasonable and
customary (R&C) charge of $100 after meeting any deductible.
• If your spouse/domestic partner’s plan (which we’ll assume is primary) pays 70% for that procedure,
your spouse/domestic partner will receive a $70 benefit (70% of $100).
• Also assume that your JPMorgan Chase health care plan (which we’ll assume is your
spouse/domestic partner’s secondary coverage and that the deductible has already been satisfied)—
would pay 80% for this necessary procedure. In this case, your spouse/domestic partner normally
would receive an $80 benefit (80% of $100) from the JPMorgan Chase plan.
• Since your spouse/domestic partner already received $70 from his or her primary plan, he or she
would receive the balance ($10) from the JPMorgan Chase plan.
• If, however, your JPMorgan Chase plan considered the R&C charge to be $80, no additional benefit
would be payable, as the JPMorgan Chase plan would pay 80% of $80, or $64. As that amount would
have already been paid by your spouse/domestic partner’s plan, no additional benefit would be
payable from the JPMorgan Chase plan.
Determining Primary Coverage
To determine which health care plan pays first as the primary plan, here are some general guidelines:
• If you are enrolled in the JPMorgan Chase plan and another plan and your other health care plan
doesn’t have a coordination of benefits provision, that plan will be considered primary, and it will pay
first for you and your covered dependents.
• If your covered dependent has a claim, the plan covering your dependent as an employee or retiree
will be considered primary to this plan.
• If your claim is for a covered child who is enrolled in coverage under both parents’ plans, the plan
covering the parent who has the earlier birthday in a calendar year (based on the month and date of
birthday only, not the year) will be considered primary. In the event of divorce or legal separation, and
in the absence of a qualified medical child support order, the plan covering the parent with court-
decreed financial responsibility will be considered primary for the covered child. If there is no court
decree, the plan of the parent who has custody of the covered child will be considered primary for the
covered child. (Please see “Qualified Medical Child Support Orders” in the Health Care Participation
section.)
• If payment responsibilities are still unresolved, the plan that has covered the claimant the longest pays
first.
After it is determined which plan is primary, you’ll need to submit your initial claim to that plan.
After the primary plan pays benefits (up to the limits of its coverage), you can then submit the claim to the
other plan (the secondary plan) to consider your claim for any unpaid amounts. You’ll need to include a
copy of the written Explanation of Benefits from your primary plan.
Effective 1/1/22 Plan Administration 498
Coordination with Medicare
Medicare is a national health insurance program administered by the Centers for Medicare and Medicaid
Services (CMS). It generally provides coverage for Americans ages 65 and older. It also provides
coverage to younger people with a qualifying disability. As long as you remain an active employee with
JPMorgan Chase, your JPMorgan Chase coverage will be primary, and any Medicare coverage for you
will be secondary. Additionally, any covered dependents who become eligible for Medicare, while you
remain an active employee, will also have JPMorgan Chase coverage as primary.
• While you remain an active JPMorgan Chase employee, the JPMorgan Chase health care plans will
be primary for you and your covered dependents unless those dependents have primary coverage
elsewhere. If your covered dependents have primary coverage elsewhere, those claims will be
considered by that primary coverage first, JPMC coverage will be secondary and Medicare will
consider claims for those health care expenses tertiary (third) Even if you work past age 65 and you
and/or a covered spouse/domestic partner enroll in Medicare, the JPMorgan Chase plans will consider
claims for your health care expenses before Medicare while you are an active employee.
• When you are no longer an active JPMC employee or are receiving LTD benefits, Medicare coverage
will be primary for the Medicare enrolled individual. JPMC coverage will be terminated upon Medicare
eligibility and coverage in Medicare plans is available from Via Benefits. Please see “You Work Past
Age 65” in the What Happens If ... section.
Right of Recovery
If the JPMorgan Chase plan provides benefits to you or a covered dependent that are later determined to
be the legal responsibility of another person or company, the JPMorgan Chase plans have the right to
recover these payments from you or from the person or company who is determined to be legally
responsible. Assignment of your claim to a third party does not exempt you from your responsibility for
repaying the plan. You must notify the JPMorgan Chase plan promptly of any circumstance in which a
third party may be responsible for compensating you with respect to an illness or injury that results in the
JPMorgan Chase plan making payments on your behalf.
If the Plan makes a payment for benefits that is in excess of amounts payable under the terms of the
Plan, whether due to error (including, for example, clerical error) or for any other reason, the Plan has the
right to recover the overpayment from you, plus interest and costs, through whatever means necessary,
including, without limitation, legal action or by offsetting future benefit payments to you, your beneficiary
or your or your beneficiary’s heirs, assigns or estate.
By accepting benefits from this Plan, you agree that an equitable lien in favor of the Plan automatically
attaches against any overpayment made by the Plan at the time the overpayment is made. You also
agree that, due to the existence of the equitable lien, you must hold the overpayment amount in a
constructive trust and that the Plan has a right to obtain repayment from you whether or not you
subsequently spend or commingle the funds.
Subrogation of Benefits
The purpose of the JPMorgan Chase health care plans is to provide benefits for eligible health care
expenses that are not the responsibility of any third party. The JPMorgan Chase plans have the right to
recover from any third party responsible for compensating you with respect to an illness or injury that
results in the JPMorgan Chase plans making payments on your behalf or on behalf of a covered
dependent. This is known as subrogation of benefits. The following rules apply to the plan’s subrogation
of benefits rights:
• The JPMorgan Chase plans have a first priority equitable lien from any amounts recovered from a third
party for the full amount of benefits the plans have paid on your behalf, regardless of whether you are
fully compensated by the third party for your losses.
• You agree to help the JPMorgan Chase plans use this right when requested.
Effective 1/1/22 Plan Administration 499
• If you fail to help the JPMorgan Chase plans use this right when requested, the plans may deduct the
amount the plans paid from any future benefits payable under the plans.
• The JPMorgan Chase plans have the right to take whatever legal action they deem appropriate
against any third party to recover the benefits paid under the plans.
• If the amount you receive as a recovery from a third party is insufficient to satisfy the JPMorgan Chase
plans’ subrogation claim in full, the plans’ subrogation claim shall be first satisfied before any part of a
recovery is applied to your claim against the third party.
• The JPMorgan Chase plans have a right to obtain payment of the equitable lien regardless of whether
or not you subsequently spend or commingle the funds you obtain from a settlement.
• The JPMorgan Chase plans are not responsible for any attorney fees, attorney liens, or other
expenses you may incur without the plans’ prior written consent. The “common fund” doctrine does not
apply to any amount recovered by any attorney you retain regardless of whether the funds recovered
are used to repay benefits paid by the plans.
If you receive a subrogation request and have questions, please contact your health care company (see
contact information in the Contacts section).
Right of Reimbursement
In addition to their subrogation rights, the JPMorgan Chase health care plans are entitled to
reimbursements from a covered person who receives compensation from any third parties (other than
family members) for health care expenses that have been paid by the plans. The following rules apply to
the plans’ right of reimbursement:
• You must reimburse the JPMorgan Chase plans in first priority from any recovery from a third party for
the full amount of the benefits the plan paid on your behalf, regardless of whether you are fully
compensated by the third party for your losses.
• Regardless of any allocation or designation of your recovery made in a settlement agreement or court
order, the JPMorgan Chase plans shall have a right of full reimbursement, in first priority, from the
recovery.
• You must hold in trust for the benefit of the JPMorgan Chase plans the gross proceeds of a recovery,
to be paid to the plans immediately upon your receipt of the recovery. You must reimburse the plans,
in first priority and without any set-off or reduction for attorney fees or other expenses, regardless of
whether or not you subsequently spend or commingle the funds you obtain. The “common fund”
doctrine does not apply to any funds recovered by any attorney you retain, regardless of whether the
funds recovered are used to repay benefits paid by the plans.
• If you fail to reimburse the JPMorgan Chase plans, the plans may deduct any unsatisfied portion of the
amount of benefits the plans have paid or the amount of your recovery from a third party, whichever is
less, from future benefits payable under the plans.
If you fail to disclose the amount of your recovery from a third party to the JPMorgan Chase plans, the
plans shall be entitled to deduct the full amount of the benefits the plans paid on your behalf from any
future benefits payable under the plans.
Effective 1/1/22 Plan Administration 500
Special Notice for Employees Who Have Been
Rehired by JPMorgan Chase
If your employment has been reinstated with JPMorgan Chase (that is, you have been rehired within 31
days of your employment termination date or your coverage termination date), your coverage for certain
benefits under the JPMorgan Chase U.S. Benefits Program may be affected, as highlighted in the
following chart:
Medical (including Medical
Reimbursement Account and
Prescription Drug Plan), Dental,
Fertility Benefits Program, and
Vision Plans
You and your dependents will be assigned the same
coverage you had before your coverage termination date.
Please Note: If you are a retired employee when rehired, you
must take active employee coverage and discontinue any
retiree coverage you may have elected.
Health Care Spending Account
Your previously elected annual contribution amount will be
reinstated and prorated accordingly for the balance of the
plan year. Please Note: Expenses incurred during your
break in service are not eligible for reimbursement, unless
you elected to make after-tax contributions under COBRA.
Dependent Care Spending Account
Your previously elected annual contribution amount will be
reinstated and prorated accordingly for the balance of the
plan year. Please Note: Expenses incurred during your
break in service are not eligible for reimbursement.
Transportation Spending Accounts
(Transit/Parking)
There are no reinstatement provisions for these accounts.
You will need to make a new enrollment election upon your
date of hire.
Life Insurance Plan
You and your dependents will be assigned the same
coverage amount in effect before your termination date.
Accidental Death and
Dismemberment (AD&D) Insurance
Plan
You and your dependents will be assigned the same
coverage amount in effect before your termination date.
Group Personal Excess Liability
Insurance Plan
You will be assigned the same coverage in effect before your
termination date.
Group Legal Services Plan
You will be assigned the same coverage in effect before your
termination date.
Please Note: If you are rehired after 31 days of your termination date, you will need to make new benefits
elections for all plans for which you would like to participate.
Effective 1/1/22 Contacts 501
▪
Contacts
Effective 1/1/22
My Health, My Rewards and HR Answers
for More Information
My Health
In ad
dition to the provider resources no
ted below, My Health provides one-stop access to all
your Medical Plan, prescription drug, Medical Reimbursement Account, Spending Accounts,
JPMorgan Chase Health & Wellness Centers, wellness programs, and access to the Benefits
Web Center where you can access information about the Dental and Vision Plans as well as
Life and AD&D Insurance, Group Legal and Personal Excess Liability Insurance. Simply use
your Single Sign-On password to access other sites from My Health.
▪ From work: My Health from the intranet.
▪ From home: https://myhealth.jpmorganchase.com.
Please Note: Your covered spouse/domestic partner can access My Health without a
password,
but their health care company’s site will require a username and password.
My Rewards
In addition to the provider resources noted below, My Rewards provides one-stop access to
retiremen
t and savings information. Simply use your Single Sign-On password to access
other sites from My Rewards.
▪ From work: My Rewards from the intranet.
▪ From home: https://myrewards.jpmorganchase.com/.
HR Answers
Like My Health and My Rewards, HR Answers provides access to benefits information.
▪ 877-JPMChase ((877) 576-2427)
▪ Quick Path: Enter your Standard ID or Social Security number; press 1; enter your PIN;
press 1.
If calling from outside the United States:
(212)
552-5100 (GDP# 352-51
00)
Service Representatives are available Monday – Friday, from 8 a.m. to 7 p.m. Eastern time,
except cert
ain U.S. holidays. F
or assistance with the Retirement Plan, representatives are
available until 8:30 p.m.
Effective 1/1/22 Contacts 502
Issue/Benefi
t Contact
Information
Medical (Not Including
Prescription Drugs)
Aetna
(800) 468-1266
8 a.m. to 8 p.m., all time zones, Monday – Friday
My Health or www.aetna.com
Cigna
(800) 790-3086
24/7
My Health or www.mycigna.com
Prescription Drugs
CVS Caremark
(866) 209-6093
24/7
www.caremark.com
Kaiser HMO (Medical and
Prescription Drugs)
Kaiser Permanente
(800) 204-6561
8 a.m. to 6 p.m., Pacific time, Monday – Friday
My Health or kp.org
Employee Assistance
Program (EAP)
Cigna (EAP) and LifeCare (Work-Life)
(877) 576-2007
www.eapandworklife.com
Tobacco Cessation Program
(866) QUIT-4-LIFE ((866) 784-8454)
myquitforlife.com/jpmorganchase.com
Expert Medical Advice
Included Health
(888) 868-4693
8 a.m. to 9 p.m. Eastern time, Monday – Friday
includedhealth.com/jpmc
LGBTQ+ Health Concierge
Service
Included Health
(877) 266-2861
9 a.m. to 8 p.m. Eastern time, Monday – Friday
www.includedhealth.com/jpmc
Health Care Spending
Account
Dependent Care Spending
Account
Your Medical Plan carrier — Aetna or Cigna — is the administrator of
your Health Care and Dependent Care Spending Accounts. If you
are not enrolled in the Medical Plan, Cigna is your administrator of
these accounts.
Aetna (PayFlex is an Aetna company)
PayFlex Systems USA, Inc.
P.O. Box 14879
Lexington, KY 40512-4879
Fax: (888) 238-3539
Phone: (800) 468-1266
Cigna
(800) 790-3086
24/7
www.mycigna.com
You can check your spending account balances through My Health.
Effective 1/1
/22 Contacts 503
Issue/Benefi
t
Contact
Information
Dental
Aetna, Inc. Dental
Maintenance Organization (DMO) Option:
Aetna
(800) 843-3661
8 a.m. to 6 p.m. Eastern time, Monday – Friday
www.aetna.com
Cigna Dental Health Maintenance Organization (DHMO) Option:
Cigna Dental Health
(800) 790-3086
24/7
http://mycigna.com/
MetLife Preferred Dentist Program (PDP) Option:
MetLife Dental
(888) 673-9582
8 a.m. to 11 p.m. Eastern time, Monday – Friday
https://mybenefits.metlife.com
Vision
EyeMed Vision Care
(833) 279-4363
7:30 a.m. to 11 p.m. Eastern time, Monday – Friday
8 a.m. to 11 p.m. Eastern time, Saturday
11 a.m. to 8 p.m. Eastern time, Sunday
My Health > Benefits Web Center
Transportation Spending
Accounts (including for
questions about eligibility
and enrollment)
Health Equity
(877) 924-3967
8 a.m. to 8 p.m., all time zones, Monday – Friday
www.healthequity.com
You can check your Transportation Spending Accounts balances on
from the Transportation Spending Accounts Web Center via
My Rewards. (myrewards.jpmorganchase.com)
Group Long –Term Disability
The Prudential Insurance Company of America
(877) 361-4778
Monday – Friday from 8 a.m. to 8 p.m. Eastern time
Individual Disability
Insurance
Covala Group
(800) 235-3551
Monday – Friday from 8:30 a.m. to 5:30 p.m. Eastern time
Short-Term Disability Plan
Sedgwick Claims Management Services, Inc.
(888) 931-3100
Service Representatives are available 24/7, Sunday through
Saturday.
You can also obtain answers to your questions 24 hours a day,
seven days a week online at claimlookup.com/jpmc.
Life and Accidental Death &
Dismemberment Insurance
Metropolitan Life Insurance Company (MetLife)
(888) 673-9582
8 a.m. to 8 p.m. Eastern time, Monday – Friday
My Health > Benefits Web Center
SurvivorSupport® Financial
Counseling Services
The Ayco Company
(800) 235-3417
8 a.m. to 5 p.m. Eastern time, Monday – Friday
Effective 1/1
/22 Contacts 504
Issue/Benefi
t
Contact
Information
ID
Theft Assistance Program,
Travel Assistance, and
Emergency Evacuation
Services
AXA Assistance
(800) 454-3679 (outside the U.S., call collect at (312) 935-3783)
24/7
Funeral Concierge Services
Dignity Memorial
(866) 853-0954
24/7
Business Travel Accident
Insurance
AIG-National Union Fire Insurance Company of Pittsburgh, PA
(800) 551-0824 or (302) 661-4176
8 a.m. to 5 p.m. Central time, Monday – Friday
401(k) Savings Plan
My Rewards > My Web Centers > 401(k) Savings Plan
401(k) Savings Plan Call Center
(866) JPMC401k ((866) 576-2401)
TTY number (800) 345-1833
Outside the U.S.: (303) 737-7204
Speak to a Representative 8 a.m. to 10 p.m. Eastern time, Monday –
Friday (except NYSE holidays)
Retirement (Pension) Plan
My Rewards > My Web Centers > Pension Plan
HR Answers
(877) JPMChase ((877) 576-2427)
Outside the U.S.: (212) 552-5100
Speak to a Representative 8 a.m. to 7:00 p.m. Eastern time,
Monday – Friday (except certain U.S. holidays)
My Finances and Me
(financial coaching benefit for
active employees)
me@jpmc > Benefits & Rewards > My Financial Well-being > My
Finances and Me
(833) 283-0031
Speak to a Financial Coach 9 a.m. to 8 p.m. Eastern time, Monday –
Friday (except certain U.S. holidays)
Health & Wellness Centers
The Health & Wellness Centers Directory on My Health has a list of
JPMorgan Chase Health & Wellness Centers locations, phone
numbers, and hours. Go to My Health > Wellness Activities &
Services. This information is also available at go/healthservices from
the company intranet browser.
Group Legal Plan
MetLife Legal Plans, Inc.
(800) 821-6400
8 a.m. to 8 p.m. Eastern time, Monday – Friday
Personal Excess Liability
Insurance
Marsh McLennan Agency Private Client Services
(855) 426-1380
9 a.m. to 5 p.m. Eastern Time, Monday – Friday
Back-up Child Care Plan
Bright Horizons
(888) 701-2235
https://backup.brighthorizons.com/jpmc (for backup care
reservations)
me@jpmc > Health, Life & Parenting > parents@jpmc (for
information about the Plan and other offerings)
Expatriate Medical and Dental
Plans
Cigna Global Health Benefits
(800) 243-6998 (outside the U.S., call collect at (302) 797-3644
24/7
www.CignaEnvoy.com
