Adoption Reimbursement Program

• Marvell offers a reimbursement up to $10,000 toward expenses you and your family may incur when welcoming a new child to the family via adoption, or when you and your family use a surrogate to carry a child. The full policy and reimbursement form can be found on HR ServiceNow.
• Marvell employees who are growing their families via adoption will be eligible for up to $10,000 in reimbursements for each child adopted.  There is no annual or lifetime limit, and these reimbursements are tax-free per IRS Code 137.

Surrogacy Reimbursement Program

• Marvell employees who are growing their families via surrogacy will be eligible for up to $10,000 in reimbursements per year.  There is no lifetime limit.  Surrogacy reimbursements are considered taxable income per IRS Code 137, and will be taxed accordingly. 

All prenatal appointments are free with each medical plan; applicable cost sharing applies for ultrasounds, lab tests and other medical services or prescriptions under each plan.

At least three months prior to your due date, please create an HR ServiceNow ticket (Category: Benefits) to schedule a time to meet with the Leave of Absence Coordinator to talk about your time off options. After the disability portion of the leave, you are eligible for 12 weeks of paid time off to bond with baby within a 12-month period (before baby turns 1). 

Create an HR ServiceNow ticket (Category: Benefits) at least one month prior to the baby's due date to meet with the Leave of Absence Coordinator and talk about time off options. The non-birthing parent is eligible for up to 12 weeks of paid time off to bond with baby within a 12-month period (before baby turns 1).

Employees who are returning to work from their first instance of Bonding Leave following the birth, adoption or foster care placement of a child in their care have the option to return to work at a reduced work schedule, working a minimum of 20 hours per week, for up to 4 consecutive weeks.  The employee will be paid their full wages and remain eligible for all benefits as a full-time employee.  For employees who elect to take Bonding Leave in non-consecutive increments (e.g., the employee takes 8 weeks of Bonding Leave immediately after the child’s birth, and 4 weeks of Bonding Leave when the child is six months old), this benefit applies only when returning to work from the first instance of Bonding Leave.  Full-time U.S. employees (exempt, non-exempt) working at least 30 hours per week are eligible for this program.  Interns are not eligible to participate in this program.  Please review the full policy in the U.S. Employee Handbook.

How to apply:

Step 1: At least four weeks prior to the end of Bonding Leave, discuss your return to work plan with your manager.

Step 2: All employees (exempt and non-exempt) must submit a Request for the Flexible Return to Work Program through Workday:

• Log into Workday and click on “Menu”, select “Employee Custom Requests” then “Flexible Return to Work Program After Bonding Leave”.
• Select the start and end date that you will be on a flexible schedule.
• Your request will be sent to your manager for approval.

Step 3: For Non-exempt (hourly) employees only: Log any time off that you take under this program on your timecard in Workday.  

Once baby is born go to the Benefits Enrollment Site , click on Family Status Change, and follow the steps outlined to update your benefits.

Note: Your benefit changes will not be approved until you provide proof documentation of your baby's birth. Upload the proof documentation (copy of birth record from hospital is sufficient) through your Benefits Enrollment Site. Marvell's Benefit Administrator, Businessolver, will review and finalize your benefit changes.

 Update Your Benefits

If you are on the Anthem Exclusive, Preferred or High Deductible Plan you will be responsible for paying a percentage of the cost for prenatal and post-delivery tests and procedures, as well as for the delivery and any additional services beyond routine post-delivery and newborn baby care. Remember that under the Anthem Exclusive or Preferred Plans you are protected by a $2,000 Out-of-Pocket maximum per person for medical services incurred each year; the High Deductible plans has a $5,000 Out-of-Pocket maximum.

If you are on the Kaiser Plan (available to employees in California) then your prenatal appointments and lab tests are covered 100% by insurance (no copayment) and you are responsible for paying a $200 copayment per admission into the hospital.

Find a list of Mothers’ Rooms by office location and view the rules specific to each office, including how to access the rooms, reserve your time in a room, and best practices for the rooms. Submit a ticket in HR ServiceNow (category: Benefits) to learn more.

Thinking about childcare while expecting can seem overwhelming, but it’s an important step in ensuring your success when returning to work.

• Care.com Membership: All employees have access to a free premium Care.com membership to help you find and vet childcare – nannies, babysitters, home daycares and daycare centers. Use your Care.com membership to help you also find household care – a house cleaner, dog walker, or any other help you may need as a new parent.
• Kinside Childcare Search Tool and Discounts: Through Marvell’s FSA vendor, Navia, you have access to Kinside, a program to help you find local care and compare discounts exclusive to Marvell employees. Learn more here.
• Day Care FSA: Don’t forget that when baby is born or upon returning to work after leave, you may be eligible to add or increase contributions towards a Day Care FSA, where you can put aside pre-tax dollars to pay for qualified childcare.

All medical plans must cover one breast pump per pregnancy at no cost to the birthing parent.

• Anthem Members: Click here for more information on how to obtain a breast pump from an in-network Anthem provider.
• Kaiser Members: Contact your local Kaiser Health Department to receive your free breast pump and spend a few minutes with a nurse to learn more about breast pumps and breast feeding.  

If you choose to purchase an additional breast pump, you can use your Health Care FSA funds.

Kaiser's Pregnancy page offers information on prenatal programs, resources to prepare you week-by-week of your pregnancy for your baby’s arrival, as well as a portal to help you manage your health during pregnancy.

• Sign up to take a tour of the maternity ward at a local Kaiser as well as take classes to help you prepare for every step of the process, from prenatal nutrition to birth plans to newborn care and breastfeeding. You can even take a prenatal yoga class!
• Most Kaiser offices also offer Centering Pregnancy, a unique style of prenatal care in a group format. Ask your Kaiser OB for more information on Centering Pregnancy or visit the Centering Pregnancy page for information about programs in SF Bay Area.

After baby arrives visit the Caring for Baby page for resources to help navigate you through the world of an infant.

When should your child first see the eye doctor? Review guidelines for infant and early childhood eye exams on VSP's website.

HepB Moms provides evidence-based, targeted, and free resources including online and print HBV information for pregnant women, healthcare and public health professionals, and diagnosis and discharge packets for state and county perinatal hepatitis B prevention coordinators, obstetricians, and birth hospitals.

• Visit the HepB Moms website for informaiton and resources.

 Note: HepB Moms was founded in 2010 as part of the US Centers for Disease and Prevention grant entitled Translating Research into the Jade Ribbon Campaign for Perinatal Hepatitis B Prevention (1R18PS000830) that was awarded to the Asian Liver Center at Stanford University, Sept 2007-Aug 2010.