Benefit Programs
Regular full-time employees are eligible for the following employee benefits:
Insurance
|
Education/Tuition Other |
Insurance
Accidental Death and Dismemberment Insurance
Accidental Death and Dismemberment Insurance
The University provides AD&D insurance for full-time employees and the total cost of this benefit is paid by the University. The benefit amount identified below is equal to the life insurance coverage of two times annual salary (minimum $20,000 and maximum of $250,000) and covers accidents that occur either at or away from work, resulting in loss within 90 days of the event. The AD&D coverage only insures the employee and is not effective during a period of time that insurance premiums are being waived due to disability.
Full Benefit Amount -- Loss of life, both hands or both feet, sight of both eyes, one hand & one foot, one foot & sight of one eye, one hand & sight of one eye.
50% of Benefit Amount -- Sight of one eye, one hand or one foot, speech or hearing.
25% of Benefit Amount -- Thumb and index finger.
COBRA
The Consolidated Omnibus Budget Reconciliation Act of 1985 requires employers who employ 20 or more employees to offer their employees and dependents that would otherwise lose group health coverage for reasons other than gross misconduct, the option of purchasing continuation health coverage. To continue coverage, the individual must pay the full cost of the monthly premium as well as a 2% administration fee.
Contact the Office of Human Resources for complete details.
Emeriti Retirement Health
This post-retirement health program is designed to provide an increasing level of confidence to faculty and staff through early funding for health care needs during the working years and national access to supplemental insurance coverage in retirement. It is a non-profit health benefits program designed exclusively for the higher education community. The University will contribute a monthly amount to eligible employees’ accounts (must be age 40 with 3 years of service). Employees age 21 and older may also make voluntary contributions on an after-tax basis (no maximum applies).
Group Life Insurance
The University provides group term life insurance coverage for full-time employees equivalent to two times annual salary to a maximum of $250,000. The full cost of this benefit is paid by the University. The effective date of coverage is the first day of the month following 30 days of employment. The basic coverage is reduced by 35% at age 65 and is discontinued upon termination. Conversion to a personal policy is available at the time of retirement or termination from the University.
Health Insurance
The University offers health insurance for eligible employees and their family members via a Preferred Provider Organization (PPO). The University health care plan employs doctors, hospitals and other healthcare providers in the Encore Health Network. The plan provides basic medical/surgical coverage and major medical protection. Additionally, a three-tier prescription drug plan and a discount vision program are included in the plan. New employees have 30 days from the date of employment to enroll in the health plan. The effective date of coverage is the first day of the month following a 30-day waiting period. Changes may be made annually at open enrollment in the month of February. Pre-certification is required for hospitalization, surgery, and certain outpatient procedures.
All participants will receive a plan directory and enrollment identification cards. Plan summary descriptions may be reviewed and/or obtained via the Office of Human Resources Web page.
Long-Term Disability Benefits
A group long-term total disability insurance program through Standard Insurance Company is provided for full-time employees after completion of one (1) year of employment with the University. The one-year waiting period may be waived for employees who were covered on a group long-term disability insurance program with their immediate past employer. The Office of Human Resources will verify eligibility for this waiver. Benefits under this program begin after six months of continuous total disability. A combination of Social Security disability benefits and Standard’s total disability benefits provide sixty (60) percent of the monthly wage base, not to exceed $5,000 per month. The full cost of this program is paid by the University. For complete details, employees should review their LTD Insurance Certificate.
Voluntary Employee Supplemental Benefits
Employees may elect to enroll in the following voluntary programs upon employment or during the annual open enrollment period. The employee pays the full cost of the premium through payroll deduction. All programs (except dental) are portable should an employee retire or terminate employment.
AFLAC Personal Accident Indemnity
Benefits are payable for a covered person’s death, dismemberment, or injury caused by covered accident that occurs on or off the job.
AFLAC Personal Cancer Indemnity
Pays cash benefits directly to the employee or family member. This plan is designed to provide an important safety net in fighting the financial consequences of cancer treatment.
AFLAC Personal Short-Term Disability
This plan helps to protect participants’ income, if they are unable to work due to sickness or off-the-job injury. Plan pays cash benefits from $500-$5,000 depending on employee’s income and waiting period. The benefit period is for six (6) months in order to align with the long-term disability program.
Dental Insurance
The University offers a voluntary dental insurance plan through Delta Dental. The plan offers the freedom to choose from any dentist in the United States, however, out-of-pocket costs are likely to be less if the employee selects a Delta PPO Dentist. Coverage for new employees is the first day of the month following a 30-day waiting period. Participants may choose from the following categories: employee only, employee + 1 dependent, or family coverage The full cost of dental coverage is paid by the employee on a pre-taxed basis.
Supplemental Life Insurance
Universal Life Insurance Program with tax-deferred cash accumulation and living benefits offered by Transamerica Occidental Life Insurance Company. This plan features guaranteed issue, competitive cost, income tax-free death benefits up to $150,000, and tax-deferred cash accumulations at a guaranteed minimum interest of 4.00%.
Benefit plan descriptions and enrollment details for all voluntary programs are available in the Office of Human Resources.
Retirement
Tax-Deferred Annuity (TDA)
All employees are eligible to make contributions on a tax-deferred basis to a Supplemental Retirement Annuity (SRA) with Fidelity or TIAA-CREF. This benefit is available immediately upon employment and is not contingent upon eligibility or enrollment in the Regular Retirement Plan. Federal law dictates the maximum amount employees are eligible to contribute under this plan and penalties are normally imposed for withdrawals prior to age 59½. Vesting is immediate upon enrollment in this plan.
University of Indianapolis Retirement Plan
In addition to Social Security retirement coverage, University of Indianapolis provides a retirement program for eligible employees. Employees have the option to select between Teachers Insurance and Annuity Association - College Retirement Equities Fund (TIAA-CREF) or Fidelity Investments as their primary investment company, or a combination of both. Eligibility: employees become eligible to participate in the plan after completing one (1) year of qualifying service at Uindy OR upon employment, employees have had one (1) year of full time service with another institution of higher education, completed within six (6) months prior to their Uindy hire date. Vesting is immediate upon enrollment in the plan.
The University and employee contributions schedule is below:
- 1-10 years of continuous service: University 8%, Employee 3%
- 11-15 years of continuous service: University 9%, Employee 4%
- 16 years of continuous service: University 10%, Employee 5%
Education/Tuition
Tuition Exchange Program
The University of Indianapolis currently participates in three programs that provide opportunities for dependent, undergraduate children of full-time faculty and staff to attend various institutions across the country and receive, in most cases, full tuition benefits for up to four (4) years.
Tuition Discount
Full tuition for undergraduate and graduate courses is provided for regular full-time employees who enroll in classes at the University of Indianapolis. Spouses receive full tuition for undergraduate and fifty percent (50%) benefit for master’s degree courses taken at the University. The policy does not apply to doctoral programs.
Full tuition is granted for undergraduate courses to dependent children of full-time employees. Some of the main criteria for eligibility the child must meet are:
- Never been married
- Under age 23
- Has not received a first baccalaureate degree
- Does not have children of his/her own for whom the student provides more than half support
The Faculty/Staff Discount is available to dependent children only until the first baccalaureate degree is earned. No Faculty/Staff Discount is granted to dependent children at the graduate level.
A 25% reduction of tuition charge is available to regular part-time employees and their spouses who choose to enroll in undergraduate courses. This benefit is also available to dependent children, provided the child meets all of the criteria listed above, until the first baccalaureate degree is earned. A regular part-time staff member must work at least 20 hours per week, 10 months a year to be eligible. Adjunct faculty members must have taught six (6) semester hours during the preceding academic year and be currently teaching to be eligible. A one-year waiting period is required before a regular part-time staff member or adjunct faculty member is eligible. A 12.5% tuition discount is available for regular part-time staff and their spouses who enroll in master’s level courses.
Employees may enroll in any class that does not interfere with the work schedule. Employees who work the regular 8:00 a.m. to 4:30 p.m. schedule may use only the 11:00 a.m., 12:00 noon, or 1:00 p.m. class periods to attend a class. Attendance at one of these hours will substitute for the employee’s lunch break. Special consideration may be given if the class desired is not offered in the extended programs division. The opportunity to attend classes during the scheduled work hours is a privilege and not a right. The work requirements of the department, the employee’s job performance, etc., may affect the decision for approval.
Other
Employee Assistance Program
Employees and their family members receive confidential help and guidance 24 hours a day, 365 days a year on a wide range of issues to include: marital or family difficulties, anxiety, depression, substance abuse, job-related problems, legal or financial troubles, etc. When the need arises, you can depend upon Horizon EAP professional support and assistance.
All contacts to the EAP are kept strictly confidential in compliance with state and federal laws. Employees may access EAP services by calling toll-free at 888-293-6948 or by visiting the HorizOnline Web site at www.horizoneap.com. In addition to the 24 hour telephone consultation and Internet access, each family member is eligible for up to three (3) no cost face-to-face assessment and counseling sessions. Counseling sessions are provided by Horizon's national network of more than 23,000 licensed providers.
Family Medical Leave Act (FMLA)
Provides up to 12 weeks of unpaid leave during any 12-month period for the birth of a child, adoption or foster care; or a serious health condition of a spouse, parent or child of the employee, or because the employee suffers from a serious health condition. Employee must complete one year of service and have worked at least 1250 hours to be eligible.
Flexible Benefit Program
This program is a tax-saving method of paying the employee’s qualified out-of-pocket medical/dental and dependent care expenses. By participating in this pre-tax benefit plan, an employee reduces his/her taxable earnings, pays less taxes, which results in more spendable income. Annual enrollment in this optional plan is November/December and the plan year is based on a calendar year, January through December. New employees may enroll during the first 30 days of their employment. Participants agree to a specific dollar deduction each pay period and receive the benefit of lower federal, state and FICA taxes. Employee deductions are saved into their personal flexible spending account. An employee may submit a claim reimbursement form to receive tax-free reimbursement for eligible medical, dental and dependent coverage charges. The employee’s payroll deduction amount cannot be changed during the calendar year, except for a qualifying event, and any balance remaining on December 31 is lost.
Employees may sign up for an unreimbursed medical/dental deductions maximum of $3,000 and a dependent child care maximum of $5,000 per calendar year.
Social Security
The University of Indianapolis participates in the Social Security program providing retirement, disability, or death benefits. Participation is required and a statutory deduction is made with a matching contribution by the University. For details concerning coverage and benefits, contact the local office of the Social Security Administration.
Unemployment Compensation
The University of Indianapolis provides compensation to employees who are affected by a reduction in workforce or terminated service under certain conditions as defined by law. Eligibility, waiting periods, rates of compensation and the duration of compensation payments are fixed by law. Compensation varies according to the work schedule; the number of weeks employed, the eligibility period, the cause of termination, availability for rehire, and many other conditions.
Worker's Compensation
This program provides employees protection from loss of income attributable to job related-injury. All incidents should immediately be reported to the supervisor and to the Office of Human Resources.