Merit Benefits
The following is a brief description of the benefits package. The type of appointment, percent of time worked, and length of the appointment determine the benefits for which each employee is eligible. Pamphlets describing the benefit plans more fully are given to staff members during orientation and sent out by the Human Resource Services offices whenever they are updated. For additional information on benefits listed below, see the "Who to Call" list at the end of the section.
Health Insurance/Dental Insurance
Optional benefit available to eligible employees. Becomes effective on the first of the month following 30 calendar days from date of hire. UNI pays most or entire cost for single coverage. UNI and employee share the cost of family coverage.
BCBS Plan - 3 Plus Medical Insurance Plan |
Physician Services |
 80/20 Coverage - $15 Co-payment
|
Hospital Services |
80/20 Coverage After $300/$400 Deductible |
Other Services |
80/20 Coverage - No Deductible |
Out of Pocket Maximum For All Except Prescription Drugs + $15 Co-payment |
$600 - Single Plan
$800 - Family Plan |
Prescription Drugs |
3 Tier Co-Payments
$250/$500 Out Of Pocket Maximum |
BCBS Iowa Select Medical Insurance Plan |
Deductible |
$500 - waived for office procedures from Select Provider |
Physicians Services |
Select - 90% After $15 Co-payment
Non-Select - 80% After Deductible and $15 Co-payment |
Hospital |
Select - 90% After Deductible
Non-Select - 80% after deductible |
Prescriptions |
3 Tier Co-Payments |
Out of Pocket Maximum |
Single Plan $600; Family Plan $800.
Separate Prescription out of Pocket: Single Plan $250; Family Plan $500.
$15 Co-payments do not apply to maximum. |
Managed Care Organization (MCO) Medical Plans |
Must designate a Primary Care Physician as a gatekeeper. Five plans offered with different provider networks and premium costs. |
Deductible |
None |
Physician Services |
100% Coverage after $10 Copayment |
Hospital Services |
100% Coverage if authorized |
Prescriptions |
Copayment of $5, $15, or $30/25% depending on drug |
Out of Pocket Maximum |
$750 single plan
$1,500 family plan
Prescription co-payments not included |
Delta Dental Plan |
Coverage at 100% |
Checkups
Cleaning
X-ray
Fluoride treatments |
Coverage at 80% |
Cavity repair
Tooth extraction |
Coverage at 50% |
Endodontics
Major restoration |
Maximum benefit per person |
$1500 per year |
Coverage at 50% for orthodontic treatment for dependent children to age 19 - no deductible - $1,500 Lifetime limit per person. |
Health
& Dental Insurance Rates
Group Life Insurance
Participation in the life insurance program is automatic for employees with a permanent appointment of one-half time or more for a minimum of nine months. UNI pays the entire cost for the program. Benefit equals two times your annual budgeted wage.
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Long Term Disability Insurance/Retirement Protection Plan Insurance
Participation in the long term disability insurance program and the retirement protection plan insurance program is automatic for employees with a permanent appointment of one-half time or more for a minimum of nine months. The coverage begins to phase in after one year of continuous employment. UNI pays the entire cost for both programs. Merit Employees may apply for supplemental disability coverage. Employee pays the entire cost of supplemental coverage through payroll deduction.
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Retirement Programs
Iowa Public Employees' Retirement System (IPERS) |
Compulsory except for those enrolled in TIAA/CREF and student employees of the University. IPERS is a Defined Benefit plan. UNI pays 5.75 percent of salary. Employee pays 3.7 percent of salary.
Teachers Insurance and Annuity Association
and College Retirement Equities Fund (TIAA/CREF) |
Available to eligible employees with budgeted salary of $7,800 or more. TIAA/CREF is a Defined Contribution plan. UNI pays 6 2/3% of first $4,800; 10% of all over $4,800. Employee pays 3 1/3% of first $4,800; 5% of all over $4,800. After 5 years of service, UNI pays 10% and employee pays 5%.
Supplemental Tax Sheltered Annuities - TSA |
Available to all eligible employees. Tax deferred contributions only from employee's salary. UNI does not contribute toward this program.
For additional information, contact Human Resource Services at 273-2422.
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Premium Only Plan
Employees electing family health and/or dental coverage are eligible to participate in the Premium Only Plan which is in conformance with Sections 106 and 125 of the Internal Revenue Code. This plan allows insurance premiums to be exempt from withholding taxes.
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Child/Dependent Care and Medical/Dental Expense Spending Accounts
Eligible staff members may elect to have withholdings from their paychecks deposited in special accounts for payment of child and dependent care and/or uninsured medical and dental expenses with pre-tax dollars. These plans are administered in conformance with Section 125 of the Internal Revenue Code.
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Workers' Compensation
All UNI employees are covered by Iowa Workers' Compensation which pays medical and indemnity benefits for employees injured on the job. UNI pays the entire cost of the program.
Employees who are injured on the job should report the injury to their supervisor, regardless of how minor the injury. The supervisor will complete the Employer's First Report of Injury Form and send it along with any medical charges to the Benefits Section. If treatment is necessary, Occupational Health at Sartori Hospital is the designated provider for UNI. In addition, the doctor or hospital should be notified that the claim is for a work injury and will be paid by UNI. The claim should not be filed with the staff member's health insurance carrier.
For additional information, refer to the Human Resource Workers' Compensation page.
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Social Security
All employees contribute to Social Security programs. The UNI contribution is identical to the employee contribution. Social Security (OASDI) and Medicare are the two FICA programs.
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Sick Leave
Full time employees accrue sick leave at 12 hours (1 ½ days) per month. Employees who are employed for 20 or more hours but less than 40 hours per week for at least an academic year accrue sick leave on a pro rata basis. Employees hired on a temporary appointment do not accrue sick leave.
Sick leave accrues during a period of absence for which a staff member is paid sick leave. Sick leave does not accrue during vacation payout nor during any period of absence without pay. Accrual of sick leave is unlimited.
If a holiday falls during a period of sick leave usage, it is paid as a holiday and is not charged to the sick leave accumulation. If an employee is hospitalized while on vacation, the employee may use sick leave for days actually spend in a hospital. No other conversion of vacation to sick leave is authorized.
Employee may use sick leave for:
Employee's own illness or medical treatment
Emergency Leave - maximum of 40 hours per anniversary year for the emergency care for ill or injured immediate family members. Immediate family is defined as, and limited to, the employee's spouse, children, grandchildren, foster children, stepchildren, legal wards, parents, grandparents, foster parents, stepparents, brothers, foster brothers, step brothers, sons-in-law, brothers-in-law, sisters, foster sisters, stepsisters, daughters-in-law, sisters-in-law, aunts, uncles, nieces, nephews, first cousins, corresponding relatives of the employee's spouse, and other persons who are member of the employee's household. Unused Emergency Leave can carry over from one year to the next up to a maximum of 80 hours.
Funeral Leave - 24 hours for the death of an immediate family member (see above).
Pallbearer Leave - 8 hours per occurrence to serve as pallbearer or funeral attendant
Adoption Leave - 40 hours per occurrence
Employees who have accrued 240 hours (30 days) of sick leave may elect to convert 12 hours of sick leave to 4 hours of vacation any month in which sick leave is not used. Converted sick leave becomes part of vacation accrual. Conversion is done on a monthly basis and cannot be converted on a retrospective basis. Forms are available from the Payroll Department (3-6211), or in the UNI On-Line Forms Repository.
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Vacation and Personal Days
Staff members begin earning vacation on their first day in pay status. Vacation accrues for all hours in pay status. Vacation usage is not permitted in excess of the staff member's current vacation balance.
Staff members who are regularly employed for 20 or more hours but less than 40 hours per week on a continuing basis will accrue vacation and personal days on a pro rata basis. Questions should be referred to Payroll, 3-6211.
Holidays falling within the period of a paid vacation are paid as holidays and are not charged to the staff member's vacation. This does not apply to the vacation payout.
Following is the schedule for vacation accrual:
Years of Service |
Monthly Vacation Accrual |
Monthly Personal Day Accrual |
Monthly Total |
Annual Accrual-Hours. |
Annual Accrual-Days |
|
0 - 4 |
6.67 |
1.33 |
8.00 |
96 Hours |
12 Days |
4 - 11 |
10.00 |
1.33 |
11.33 |
136 Hours |
17 Days |
|
11 - 19 |
13.33 |
1.33 |
14.66 |
176 Hours |
22 Days |
|
19 - 24 |
14.67 |
1.33 |
16.00 |
192 Hours |
24 Days |
|
25+ |
16.67 |
1.33 |
18.00 |
216 Hours |
27 Days |
Maximum accrual is twice the annual accrual. If sick leave is being converted to vacation the maximum accrual is increased by 12 days. When the maximum accrual limit is reached no further time will accrue until some vacation is used.
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Employee Assistance Programs
Offered through the Allen EAP. Offers initial assessment/referral and short-term counseling for employees and their immediate family members to address problems affecting personal relationships, health and work performance. Call 235-3550 or 1-800-303-9996.
For additional online information, refer to Human Resource Services' EAP page.
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Holidays
UNI employees receive eleven holidays per year. Two of these are "personal holidays" and are included in the vacation accrual. The other nine are:
New Year's Day
Martin Luther King's Birthday
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Friday following Thanksgiving Day
Christmas Day
1 additional holiday per year designated by administration
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Family and Medical Leave Act
The Family and Medical Leave Act (FMLA) provides up to 12 weeks* of job-protected leave to "eligible" employees for certain family and medical reasons. Employees are eligible if they have worked for UNI for over one year and for 1,250 hours in the previous 12 months. Health and dental coverage may be continued during this leave.
Reasons for taking family leave are:
1. To care for the employee's child after birth, or placement for adoption or foster care.
2. To care for the employee's spouse, child or parent who has a serious health condition.
3. For a serious health condition that makes the employee unable to perform their own job.
The employee is required to provide 30 days advance leave notice when feasible and to provide medical certification.
For more information on policy and procedures, contact Human Resources at 273-2521.
*An employee is entitled to only 12 weeks of family and medical leave in a "rolling" year, meaning that no more than 12 weeks of leave can be used within a period of 12 months.
For additional online information,
refer to Human Resource Services' FMLA
page.
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Vacation Transfer for Catastrophic Illness Contributions
Vacation time may be donated to the sick leave account of an eligible employee at UNI who is suffering from a catastrophic illness and has exhausted all vacation and sick leave.
Catastrophic illness or injury means an illness and injury resulting in a medical condition for which a physician has certified that the condition is likely to result in a loss of 30 or more work days.
Leave shall be donated in increments of one hour or more on a pay period basis. The total amount of donations received by one employee each pay period can not exceed the employee's regularly scheduled hours of work for that pay period.
Total leave donations received by an employee may not exceed the amount necessary to cover the 90 working day, Long Term Disability waiting period.
Leave donations that are credited for use as sick leave will not be included in vacation payouts and will be forfeited in the event of the employee's termination from employment or death.
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Phased Retirement Program
The eligibility
requirements for the phased retirement program are 57 years
of age or older and 15 or more years of service. Participation
requires approval of department.
For
additional information, refer to the Human Resource Services
Retirement page
or call 273-2521.
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Who to Call
|
|
|
For Information Concerning... |
Contact Person |
Phone Number |
Accidental Death and Dismemberment Insurance |
Cindy Webb |
273-2521 |
Catastrophic Illness |
Cindy Webb |
273-2521 |
Flexible Spending Account
R.D. Drenkow & Co., Inc |
|
273-2422
1-800-383-1623 |
Dental Insurance |
|
|
Delta Dental Claims |
|
1-800-544-0718 |
Coverage Changes |
|
273-2422 |
Employee Assistance Program |
|
235-3550 or
1-800-303-9996 |
Family and Medical Leave Act |
Cindy Webb |
273-2521 |
Group Life Insurance |
Cindy Webb |
273-2521 |
Health Insurance |
|
|
Wellmark Blue Cross/Blue Shield |
|
1-800-622-0043 |
Blue Advantage |
|
1-800-553-7801 |
John Deere |
|
515-327-2006 |
| Coventry Health Care |
|
1-800-257-4692 |
Coverage Changes |
|
273-2422 |
Long-Term Disability |
Cindy Webb |
273-2521 |
Premium Only Plan |
Cindy Webb |
273-2521 |
Retirement Programs |
|
|
General Information |
Cindy Webb |
273-2521 |
IPERS |
Cindy Webb |
273-2521 |
Phased Retirement |
Cindy Webb |
273-2521 |
TIAA/CREF |
|
|
Change TIAA/CREF Allocations |
|
1-800-842-2252 |
General Information |
|
1-800-842-2733 |
Supplemental Retirement Annuity |
Cindy Webb |
273-2521 |
Sick Leave |
Linda Gruetzmacher |
273-3003 |
Social Security |
|
1-800-772-1213 |
Vacation and Personal Days |
Linda Gruetzmacher |
273-3003 |
Workers' Compensation Claims |
Chris Rohwedder |
273-3419 |
Sartori Memorial Hospital Occupational Health Department |
|
268-3215 |
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