$1,000/$2,500
Annual Deductible
$3,000/$6,000
Out-of-Pocket Maximum
$25 copay
Primary Care/Office Visit
$40 copay
Specialist Visit
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$1,000/$2,500
Annual Deductible
$3,000/$6,000
Out-of-Pocket Maximum
$25 copay
Primary Care/Office Visit
$40 copay
Specialist Visit
HSA-Powered High Deductible Plan.
This is a PPO plan through Blue Cross Blue Shield of Massachusetts, offering broad network access and flexibility when choosing providers. It’s a solid mid-range option with a moderate deductible and predictable copays for office visits. This plan is ideal for those who want dependable coverage without the highest or lowest costs.
Fitness Reimbursement
$150 reimbursement per calendar year for enrolled Bioworkers when you participate in a qualified fitness program.
Weight Loss Reimbursement
$150 reimbursement per calendar year for enrolled Bioworkers when you participate in a qualified weight-loss program.
Wellness Rewards Program
Enrolled Bioworkers can earn points by completing certain health care and wellness activities. Points go toward wellness dollars, redeemable up to $400 per plan year (not to exceed $100 per plan quarter).
Learn to Live Mental Health Care
Enrolled Bioworkers and their dependents can access the Learn to Live online mental health resource through their MyBlue account. This program is available at no cost.
Preventive: Covered at 100%
Tier 1: $10 / $20
Tier 2: $40 / $80
Tier 3: $75 / $150
Tier 4: $10 Generic; $125 Preferred; $150 Non-preferred
$2,500/$5,000
Annual Deductible
$6,750/$13,500
Out-of-Pocket Maximum
$20 copay after deductible
Primary Care/Office Visit
$40 copay after deductible
Specialist Visit
HSA-Powered High Deductible Plan.
This is a high-deductible PPO plan that pairs well with a Health Savings Account (HSA), offering the lowest monthly premiums in exchange for higher out-of-pocket costs. It’s designed for individuals or families who prefer to pay lower premiums and are comfortable managing higher deductibles—especially if they expect minimal medical expenses or want to save for future care tax-free.
Fitness Reimbursement
$150 reimbursement per calendar year for enrolled Bioworkers when you participate in a qualified fitness program.
Weight Loss Reimbursement
$150 reimbursement per calendar year for enrolled Bioworkers when you participate in a qualified weight-loss program.
Wellness Rewards Program
Enrolled Bioworkers can earn points by completing certain health care and wellness activities. Points go toward wellness dollars, redeemable up to $400 per plan year (not to exceed $100 per plan quarter).
Learn to Live Mental Health Care
Enrolled Bioworkers and their dependents can access the Learn to Live online mental health resource through their MyBlue account. This program is available at no cost.
Preventive: Covered at 100%
Tier 1: $20 / $40
Tier 2: $80 / $160
Tier 3: $100 / $300
Tier 4: Applicable cost share after deductible
$750/$1,500
Annual Deductible
$3,500/$7,000
Out-of-Pocket Maximum
$25 copay
Primary Care/Office Visit
$40 copay
Specialist Visit
HSA-Powered High Deductible Plan.
This is an EPO plan, which offers a lower deductible and strong in-network coverage—but unlike a PPO, it generally does not cover out-of-network care (except for emergencies). It’s a good fit for those who prefer lower upfront costs and are comfortable staying within a defined network of providers.
Fitness Reimbursement
$150 reimbursement per calendar year for enrolled Bioworkers when you participate in a qualified fitness program.
Weight Loss Reimbursement
$150 reimbursement per calendar year for enrolled Bioworkers when you participate in a qualified weight-loss program.
Wellness Rewards Program
Enrolled Bioworkers can earn points by completing certain health care and wellness activities. Points go toward wellness dollars, redeemable up to $400 per plan year (not to exceed $100 per plan quarter).
Learn to Live Mental Health Care
Enrolled Bioworkers and their dependents can access the Learn to Live online mental health resource through their MyBlue account. This program is available at no cost.
Preventive: Covered at 100%
Tier 1: $15 / $25
Tier 2: $40 / $80
Tier 3: $75 / $150
Tier 4: $10 Preferred Generic; $15 Generic; $125 Preferred; $150 Non-preferred
$50 (I) / $150 (F)
Annual Deductible
$2,000
Calendar Year Maximum
90% covered
Basic Services
50% covered
Orthodontic Services
This comprehensive plan offers the highest level of coverage, making it a great option for individuals or families who anticipate regular dental visits or potential orthodontic needs. With a higher calendar year maximum and greater coverage for basic services, this plan helps reduce out-of-pocket costs for a wider range of care—including 50% coverage for orthodontics.
$50 (I) / $150 (F)
Annual Deductible
$1,000
Calendar Year Maximum
60% covered
Basic Services
Not covered
Orthodontic Services
This option provides essential dental coverage with a lower calendar year maximum and reduced reimbursement levels for basic services. It’s a practical choice for those who expect minimal dental work and don’t require orthodontic benefits. The low plan still includes preventive care and basic coverage to keep your smile healthy.
$10
Eye Exam Copay
Lenses
$210
Frames
Contacts
The High Plan offers enhanced coverage for those who want the best value on vision care. With a lower eye exam copay and a higher allowance for frames, this plan is ideal if you wear glasses regularly or prefer designer frames and lenses. It's a smart pick for maximizing both style and savings.
$20
Eye Exam Copay
Lenses
$130
Frames
Contacts
The Low Plan provides essential coverage at a lower monthly cost, making it a great choice for those with minimal vision needs. You’ll still enjoy access to VSP’s extensive network, routine eye care, and an annual allowance for frames—just with a slightly higher copay and frame limit than the High Plan.
Triple tax savings for health expenses now and later.
Stretch your dollars on everyday medical expenses.
Pre-tax savings for daycare, after-school care & more.
Save on your ride to work—bus, train, or parking.
Core coverage your family can count on.
Purchase additional coverage for you and your family.
Lump-sum cash payment to you in case of a covered accident.
Lump-sum cash payment in case of a diagnosis.
Get cash support when the unexpected hits.
Peace of mind for your furry (or feathery) family.
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Protect what matters most; on the road and at home.
Affordable help with all life's legal moments.
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Easy, affordable, and super-fun way to explore Metro Boston
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Traditional & Roth
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Subject to Board approval, RSUs are granted to new hires within 45 to 60 days after they join the team. New hire RSU awards vest over a period of four years with a one-year cliff, which means that 25% of your award vests on the first anniversary of your hire date, and then the remainder vests equally each month over the next three years.
The number of RSUs granted to you is determined by dividing your target equity dollar amount (detailed in your offer letter) by the average closing stock price over the 30 trading days preceding the first trading day of the month following your start date. This means that for everyone starting at Ginkgo in a given month, they will all have the same average stock price used to calculate their RSU awards.
Your Ownership Journey Begins Here
The person(s) you choose to receive certain benefits (like life insurance or 401(k) funds) if you pass away.
A flat dollar amount you pay when you receive certain healthcare services, such as a doctor visit or prescription.
The amount you pay out of pocket for healthcare before your insurance starts to share costs.
A free and confidential program that provides support for personal, family, and work-related issues — such as counseling, legal or financial advice, and other life resources.
A statement from your insurance company showing what was paid for a healthcare service, what you may owe, and what the provider billed. An EOB is not a bill.
Tax-advantaged accounts you can use to pay for eligible healthcare expenses. HSAs are paired with high-deductible health plans and can roll over year to year.
Healthcare providers and facilities that contract with your insurance plan — using them typically costs you less.
The most you’ll pay in a plan year for covered services. After you reach this limit, your plan pays 100% of covered costs.
The amount you pay (usually through payroll deductions) to have coverage under an insurance plan.
Routine care — like checkups, screenings, and vaccines — designed to help you stay healthy. Covered at 100% in-network on most plans.
A life change — like marriage, birth of a child, or loss of other coverage — that allows you to update your benefits outside of the annual enrollment period.
Optional extras you can elect (often at a group rate), like accident insurance, legal services, identity theft protection, or pet insurance.
Other Documents
Flexible Spending Account Summary Plan DescriptionFlexible Spending Account Summary Plan DescriptionOther Documents
Amendment to 2021 Incentive Award PlanAmendment to 2021 Incentive Award PlanOther Documents
2021 Incentive Plan (RSU Agreement)2021 Incentive Plan (RSU Agreement)Commuter Benefit
How to Login to Your AccountHow to Login to Your AccountCertificates
Advantage Blue EPO Subscriber CertificateAdvantage Blue EPO Subscriber CertificateCertificates
Preferred Blue PPO Saver Deduct Subscriber CertificatePreferred Blue PPO Saver Deduct Subscriber Certificate
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