Effective October 1, 2012, QUALCOMM Incorporated completed a corporate reorganization in which the assets of certain of its businesses and groups, as well as the stock of certain of its direct and indirect subsidiaries, were contributed to Qualcomm Technologies, Inc. (QTI), a wholly-owned subsidiary of QUALCOMM Incorporated. Learn more about these changes

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U.S. Benefits

More reasons to feel great about working at Qualcomm.

Our benefits package is deep and comprehensive, providing you and your family extensive protection and security, along with quality, life-enhancing programs. When we say the benefits of working at Qualcomm are many, you’ll see we mean that quite literally. Just take a look…

To download a summary of Qualcomm's benefits in the United States, please click here.

401(k) Plan

Employee Stock Purchase Plan

Holidays

Vacation

Medical Plan

Dental Plan

Vision Plan

Sick Leave

Dependent Care & Health Care Reimbursement Accounts

Tuition

Adoption Assistance

Matching Grant Program

QLife (Work/Life Balance Solution)

401(k) Plan

Description Eligibility Eligible Date Employee Contribution
  • Pretax and post-tax roth savings through payroll deduction
  • Company match of employee contribution: 100% on first $1,500, 50% on next $1,500, 33% on next $7,500, and 10% thereafter 50% vested after 1 year, 100% after 2 years
  • Loans available
  • Fidelity, Vanguard and other Mutual Funds
  • Employee may enroll, suspend and make changes to contributions at any time

All regular status employees age 18 and older

Date of hire

  • Minimum of 1% of salary
  • Maximum of 100% of salary up to annual IRS deferral limit, and less other elective deferrals and required deductions
  • Make up contributions permitted for employees age 50 and over



Employee Stock Purchase Plan

Description Eligibility Eligible Date Employee Contribution
  • Elective post-tax payroll deduction
  • Allows employees to purchase company stock at 85% of the fair market value at the beginning OR end of the six month period, whichever is lower
  • Employee may suspend contributions at any time
  • Employee may withdraw from plan at any time
  • All regular status employees scheduled to work 21 or more hours per week; 5 months per calendar year
  • 30 days of employment prior to the beginning date of an ESPP offering period

Every February 1 and August 1

  • Minimum 1% of salary
  • Maximum 15% of salary
  • Maximum $12,500 in shares each offering period



Holidays

Description Eligibility Eligible Date Employee Contribution
  • 10 company designated holidays per calendar year
  • 1 employee designated holiday per calendar year
  • All regular status employees
  • Prorated for part-time employees
  • Must be on active pay status day before and day after holiday

Date of hire or eligibility

none



Vacation

Description Eligibility Eligible Date Employee Contribution
  • Exempt Employees:

  • 3 weeks accrual per year
  • After 5 years of employment: 4 weeks accrual per year
  • After 10 years of employment: 5 weeks accrual per year

    Non-Exempt Employees:

  • 2 weeks accrual per year
  • After 5 years of employment: 3 weeks accrual per year
  • After 10 years of employment: 4 weeks accrual per year
  • Maximum accrual of 2 times employee's annual accrual rate
  • All regular status employees
  • Prorated for part-time employees

Date of hire or eligibility

none



Medical Plan

Description Eligibility Eligible Date Employee Contribution
 

Non-PPO Indemnity

PPO Office

PPO Hospital Visit

Individual deductible $500 $0 $0
Family deductible $1000 $0 $0

After deductible:

Plan pays 60% 100% 90%
You Pay (co-insurance) 40% $0/ Preventive Care Visit
$10/Primary Care Visit (non-preventive care)
$10/Mental Health Office Visit
$20/Specialty Visit
10%
Maximum co-insurance per person per year $3,000 N/A $750
  • Pre-admission inpatient notification required
  • Retail Prescription Copays / Copay (for a 30 day supply):

  • Generic = 20% with a $15 maximum copay
  • No Generic Available Preferred Brand = 20% with a $20 maximum copay
  • Preferred Brand = 30% with a $40 maximum copay
  • Non-Preferred Brand = 40% with a $60 maximum copay
  • Fertility Drugs = 50%, no maximum copay

    Mail Order Prescription Copays / Copay (for a 90 day supply):

  • Generic = $30 copay
  • No Generic Available Preferred Brand = $40 copay
  • Preferred Brand = $80 copay
  • Non-Preferred Brand =$120 copay
  • Fertility Drugs = 50%, no maximum copay
  • All regular status employees working 30+ hours per week
  • Spouse or same sex domestic partner and dependent child(ren) of eligible employee
  • Pre-existing condition clause exists

Date of hire or eligibility

Employees working less than 40 hours pay a percentage premium.



Dental Plan

Description Eligibility Eligible Date Employee Contribution
  • Preventive services

  • 100% of eligible expenses, no deductible. Maximum benefit for preventive services per year: $500 per individual
  • Individual deductible per calendar year: $50
  • Family deductible per calendar year: $150

    Basic services:

  • 80% after deductible

    Major services:

  • 50% after deductible
  • Maximum benefits for basic and major services per year: $1,500 per individual

    Orthodontia:

  • 50% after deductible
  • Maximum lifetime benefit for orthodontia: $1,500 per individual

Note: Frequency limitations on certain services

  • All regular status employees working 30+ hours per week
  • Spouse or same sex domestic partner and dependent child(ren) of eligible employee
  • Pre-existing condition clause exists

Date of hire or eligibility

Employees working less than 40 hours pay a percentage premium for employee coverage.



Vision Plan

Description Eligibility Eligible Date Employee Contribution
  • Exam:

  • 100% of eligible expenses once every 12 months, $5 copay

    Lenses/Frames:

  • Once every 24 months, $10 copay
  • Contact lenses (in lieu of glasses): once every 24 months

Note: Lenses, frames and contact lenses are subject to a maximum allowable benefit

  • All regular status employees working 30+ hours per week
  • Spouse or same sex domestic partner and dependent child(ren) of eligible employee
  • Pre-existing condition clause exist

Date of hire or eligibility

Premiums required for dependent coverage.

Employees working less than 40 hours pay a percentage premium for employee coverage.



Sick Leave

Description Eligibility Eligible Date Employee Contribution
  • Used for personal illness/doctor's appointments
  • May be integrated with disability programs

    Exempt:

  • Sick time taken as needed based on the honor system

    Non-Exempt:

  • 10 days per year, bi-weekly accrual
  • 160 hour maximum accrual
  • All regular status employees
  • Prorated for part-time employees

Date of hire

none



Dependent Care & Health Care Reimbursement Accounts

Description Eligibility Eligible Date Employee Contribution

Enables employees to pay for dependent care and health care expenses with pretax dollars

All regular status employees working 30+ hours per week

  • Date of hire or eligibility
  • Every January 1
  • Upon family status change

Maximum of $5,000 annually for each reimbursement account



Tuition

Description Eligibility Eligible Date Employee Contribution
  • Employees may seek assistance for tuition and fees for academic education
  • Reimbursement of up to $5,250 per calendar year for cost of tuition, books, and parking for courses toward continuing education, certification program, associate's degree or a bachelor's degree
  • Reimbursement of up to $10,125 per calendar year for costs of tuition, books, and parking for courses toward a graduate or post-graduate degree
  • Reimbursement based on grade
  • All regular status employees working 40 hours per week
  • Must be actively employed when the course begins and ends
  • Course, program or study must be pre-approved and considered job related
  • List of approved schools

Date of hire

  • Employee pays up front and may request reimbursement for eligible expenses
  • Eligible expenses over and above annual limits are the responsibility of the employee



Adoption Assistance

Description Eligibility Eligible Date Employee Contribution

Provides financial assistance up to $4,000 towards some expenses associated with adopting a child

All regular status employees working 40 hours per week

Date of hire

None



Matching Grant Program

Description Eligibility Eligible Date Employee Contribution
  • Provides one-for-one matching of employee contributions each fiscal year to IRS recognized non-profit organizations

Maximum amount:

  • All employees: $1,000
  • Director & Above: $5,000

All regular status employees working 40 hours per week

Date of hire

None



QLife

Description Eligibility Eligible Date Employee Contribution
Balancing work, family and life. QLife is comprised of six communities that represent the multiple facets of our lives:
  • Community Life :
    Qualcomm provides hundreds of opportunities for our employees to make a measurable impact on the communities we call home.
  • Family Life :
    Workshops, adoption assistance, child and elder care resource referral help handle numerous family matters.
  • Healthy Life :
    Qualcomm makes it easy to get healthy and stay healthy with on-site and online fitness programs, health education workshops and an on-site medical and dental clinic in San Diego. If there is no on-site fitness center where you’re located, Qualcomm will reimburse your health club fees (maximum reimbursement amount applies).
  • Leisure Life :
    Partake in tournaments. Adventure Outings. “Learn To” programs that teach scuba diving, surfing and more. There are groups for aviation, motorcycle buffs and more.
  • Life Resources:

    Qualcomm’s vendor discount web site will point you to great deals from local and national merchants such as amusement parks, sporting events and movie theaters

  • Team Life:

    Work groups can take part in customized team bonding events where you and your co-workers share in fun, novel experiences.

Qualcomm employees and family members

Date of hire

None

Note: Some activities require participation fees