Benefit Eligibility Cheat Sheet


Purpose

This document is a summary of the most common benefit eligibility topics. Please refer to the Summary Plan Descriptions (SPD) of each plan for further information. In case of a discrepancy between this statement and the SPD, the SPD will prevail.

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Keep in Mind

· Full-time is 35 or more hours per week

· Part-time is 20 or more, but less than 35, hours per week

· Benefits for Postdoctoral Scholars and Fellows are administered externally by Arthur J. Gallagher

· Visiting Professors are eligible for limited Medical and Dental coverage choices during the time of their Academic Appointments

· Temporary and Seasonal positions are not eligible for benefits (except retirement plans)

· Qualifying Life Events include the following:

· New Hire

· Employment Status Change

· Gain or Loss of Other Coverage

· Birth/Adoption

· Marriage/Civil Union Partnership

· Divorce/Dissolution of Domestic or Civil Union Partnership

· Medical coverage may be changed if the employee moves out of the geographic coverage area of their current plan

· Dependent Care FSA contributions may be changed if the employee’s spouse or partner experiences an employment status change

Benefit Enrollment Timelines

· Changes can be made during annual Open Enrollment period or resulting from a Qualifying Life Event:

· Medical

· Dental

· Vision

· Flexible Spending Account

· Legal Assistance

· Permanent Life Insurance with Long-Term Care

· Changes can be made at any time throughout the year:

· Health Savings Account

· Life Insurance (including Spouse and Child Life)

· Personal Accident Insurance

· Long-Term Disability Insurance

· Retirement Plan contributions

     · Evidence of Insurability may be required for insurance changes

Dependents

· The following can be considered dependents:

· Same- or opposite-sex spouse or civil union partner

· Same-sex domestic partner registered with the University on or before December 31, 2016

· Children under the age of 26 (including natural children, stepchildren, adopted children, or wards)

· Disabled children over the age of 26

· Military veteran children up to age 30

Retirement Plans

· Participation in any retirement plan requires the employee to be age 21 or older

· Contributory Retirement Plan (CRP)

· Faculty, Other Academic Appointees, and Staff who are considered Highly-Compensated Employees (HCE) at the time of hire according to the annual IRS threshold can participate in this plan

· Participation in this plan is mandatory for all eligible employees

· Must remain at or above 20 hours per week

· University contributions are 100% vested after three years of service from hire date

      · Retirement Income Plan for Employees (ERIP)

· Staff (non-HCE) and Postdoctoral Scholars after one year of service during which they completed 1,000 hours of service can participate in this plan

· Participation in this plan is mandatory for all eligible employees

· Employees remain eligible for ERIP regardless of status changes

· University contributions are 100% vested after three years of service from hire date

· Staff or Postdocs who move to a Faculty or Other Academic role will be removed from the ERIP plan and enrolled in the CRP plan

     · Supplemental Retirement Plan (SRP)

· Any employee age 21 or older with eligible earnings can participate in this plan

     · SRP Catch-up Plan

· Any employee turning age 50 during the current calendar year or older with eligible earnings can participate in this plan

     · 457(b) Deferred Compensation Plan

· Any employee whose annual base salary is at least 175% of the Social Security taxable wage base for the preceding year can participate in this plan

· Enrollment is only offered for January 1 or July 1

     · Eligibility is evaluated each October (for January enrollment) and April (for July enrollment)

· Must contribute IRS maximum annual limit to SRP and SRP Catch-up Plans, if eligible

Health Savings Accounts/Flexible Spending Accounts

     · Only employees enrolled in the Blue Cross Blue Shield Maroon Savings Choice Plan are eligible to contribute to a Health Savings Account (HSA)

· Employees turning age 55 during the current calendar year or older are eligible to contribute additional funds to the HSA Catch-up Plan

· Employees or Retirees over age 65 who are enrolled in Medicare Part A or B are not eligible to contribute to an HSA

     · Highly Compensated Employees may only contribute up to a maximum of $1,900 to the Dependent Care Flexible Spending Account (DCFSA) annually