Orientation by benbenzhou

VIEWS: 17 PAGES: 42

									Employee Orientation
       2006
 Human Resource Department
   Delta State University
WELCOME!!!!
The Human Resources department is a key
support department within the university
system.

Our goal is not only to help recruit - but also
retain a well-trained, diverse, motivated
workforce capable of carrying out the
educational, research, and service missions of
the University.

Our mission is to enhance the quality of
work life for you – our employee.
Our purpose today:



to inform you about our fringe
benefits program, and the related
advantages afforded to every
employee.
DSU FRINGE BENEFITS
Ben Bufkin, Associate Vice President for Finance
            Lisa Giger, Coordinator
    Stella Woods, Administrative Assistant
       Crystal Gentry, Senior Secretary
State Health Insurance
   Self funded
   State of Mississippi Health Insurance Plan
   Claims administered by Blue Cross/Blue
    Shield of Mississippi
   Lifetime maximum benefit: $1,000,000
   Two types of coverage to select from
    • Base Coverage
    • Select Coverage
State Health Insurance- Base
Coverage
   Employer provides coverage for the employee – employee pays for
    dependent coverage
   In-network and out-of network deductible
     • Individual - $1050
     • Family - $2,100
   Co-insurance/Co Payment Amount Maximum – payable at 100%
     • Individual – In network: $2,450   Out-of Network: $3,950
     • Family – In network: $4,900       Out of Network: $7,900
   Cost Sharing for In-Area Participants
     • In network: 80%/20%
     • Out of network: 60%/40%
   Cost Sharing for Out-of-Area Participants
     • In network: 80%/20%
     • Out of network: 75%/25%
   $250 Wellness/Preventive Coverage Benefit for In-Network
State Health Insurance – Base
Coverage
   Prescription drugs are subject to the same deductible as medical
    services. Prescription drug co-payments will apply after the in-network
    or out-of-network deductibles are met.
     • Generic: $12.00
     • Brand:     $30.00
     • Preferred: $50.00
   Meets Criteria of High Deductible Health Plan – HSAs
     • Federal law allows eligible individuals who are covered by a HDHP to
       establish Health Savings Account (HSA)
     • Allows individuals to pay current health expenses and save for future
       qualified health and retiree expenses on a tax free basis.
     • Must be funded through a trust or custodial accounts (banks, insurers, IRS
       approved entity)
     • Individuals cannot be covered by other health insurance, enrolled in
       Medicare (does not include supplemental health policies), and be claimed
       as a dependent on someone else’s tax return.
   Refer to Summary of Medical Benefits on pages 11-15 of the Plan
    Document
State Health Insurance – Base
Coverage
   BASE COVERAGE PREMIUMS:
    •   Employee                             $0
    •   Spouse                               $318.00
    •   Spouse & Child(ren)                  $486.00
    •   1 Child                              $84.00
    •   2 or more children                   $211.00
         • High Option Coverage for Children is available for an
           additional $20 per month. Benefits available are newborn
           nursery care, well-child office visits, immunizations, and
           routine tests.
State Health Insurance – Select
Coverage
   Employee can elect to buy up to Select Coverage ($17/month) – employee
    pays for dependent coverage
   In-network Deductible
     •   Individual - $500
     •   Family - $1,000
   Out-of network Deductible
     •   Individual - $1,000
     •   Family - $2,000
   Co-insurance/Co Payment Amount Maximum – payable at 100%
     •   Individual – In network: $2,000   Out-of Network: $3,000
   Cost Sharing for In-Area Participants
     •   In network: 80%/20%
     •   Out of network: 60%/40%
   Cost Sharing for Out-of-Area Participants
     •   In network: 80%/20%
     •   Out of network: 75%/25%
State Health Insurance – Select
Coverage
 $250 Wellness/Preventive Coverage Benefit for
  In-Network
 Prescription drugs are subject to a $50 calendar
  year deductible – separate from the medical
  deductible.
    • Generic:     $12.00
    • Brand:       $30.00
    • Preferred:   $50.00
   Refer to Summary of Medical Benefits on pages
    6-10 of the Plan Document
State Health Insurance – Select
Coverage
   SELECT COVERAGE PREMIUMS:
     • Employee            $17.00
     • Spouse              $378.00
     • Spouse & Child(ren) $546.00
     • 1 Child             $144.00
     • 2 or more children  $271.00
       • High Option Coverage for Children is available for an
         additional $20 per month. Benefits available are newborn
         nursery care, well-child office visits, immunizations, and
         routine tests.
State Health Insurance
   Employees who are hired after January 1,
    2006 are considered Horizon employees.
   Employees who were a full-time employee
    of a covered entity under the Plan prior to
    January 1, 2006 are considered Legacy
    employees. The Select Plan is provided at
    no cost to the employee for those who are
    considered legacy employees.
State Health Insurance
   Must enrolled within 31 days of
    employment. (Includes dependent coverage)
   Coverage becomes effective on the first day
    of employment (August 17)
   ½ months premium will be deducted from
    the paycheck received in September for
    dependent coverage for August.
State Health Insurance
   You are subject to a 12-month pre-existing
    condition exclusion period
   The exclusion period will be reduced by the
    amount of prior creditable coverage that
    you have at the time of enrollment.
   Must have a qualifying event in order to add
    dependents at a later date.
State Health Insurance
   Catalyst Rx (Pharmacy Benefit Manager)
    • Select Plan - $50 deductible per calendar year per individual
      (separate from medical calendar year deductible)
    • Base Plan – Subject to the same deductible as medical services.
      Prescription drug co-payments will apply after the in-network
      or out-of-network deductibles are met.
    • Co-pays:
        • generic $12.00
        • preferred brand drug: $30.00
        • other non/preferred drug (with no generic equivalent): $50.00
             – Note: If you purchase a brand name drug that has a generic equivalent,
               you will pay the difference in the cost of the brand drug and the generic
               drug plus the generic co-payment.
State Health Insurance
   Pharmacy Mail Order Program
    • Provided by Walgreens Healthcare Plus
    • Receive a three months supply of your
      maintenance medication for the same co-pay
      that a two months supply would cost.
    • Obtain a new prescription from your doctor for
      a 90-day supply with up to three refills and
      complete order form.
State Health Insurance
   PRECERTIFICATION AND
    UTILIZATION REVIEW
    • IntraCorp
       • At least five days prior to non-emergency
         admission
       • Within 48 hours following emergency
         admission
       • Prior to outpatient diagnostic test (listed in the
         Plan Document, pages 35)
State Life Insurance
   State Employees’ Life Insurance Plan: AETNA Life
    Insurance Company
     • Coverage twice employee’s annual wage to the
       next higher (provided the salary is an uneven
       amount)
     • Minimum of $30,000
     • Maximum of 100,000
     • University pays 12 cents per thousand; Employee
       pays 12 cents per thousand
Supplemental Life Insurance
   Hartford Life & Accident Insurance
    Company
    • Guaranteed issue up to $50,000
    • Minimum amount is $5,000
    • Less than $50,000 - must be in multiples of
      $5,000
    • Cost depends on age
Universal Life
   TRANSAMERICA
    • Combines life insurance protection with an ability to grow
      cash value.
    • Long term care coverage is available up to 50 months – 2%
      per month
    • Layoff waiver protects your life insurance from lapse up to
      six months if you are involuntary laid off.
    • Cost depends on age and are classified according to smoker
      and non-smoker rates. Rates remain the same at the age of
      time of enrollment.
New York Life
5 & 20 Year Term, IPT Term, Whole
Life and Universal Life
   Competitive rates
   Design the plan to fit your needs
   Dependent coverage available
   Insurance is portable with no increase in
    cost or decrease in benefit
   Must prove insurability
Optional Health Insurance
   Transamerica
    • CancerSelect
    • Vision
      • In Network: $10 co-pay for eye exams and $25
        co-pay for lenses/frames or contact lenses
      • Out-of-Network: Reimbursed on a schedule of
        benefits
    • Short-term Disability
    • Accident
Optional Health Insurance
   Fortis
    • Dental
        • Freedom Basic – Type I (100%) and Type II (80%) Services
        • Freedom Preferred – Type I (100%), Type II (80%), Type III
          (50%) and Type IV – Orthodontics (50%)
   AFLAC
    • Personal Cancer Protector Plan
    • Voluntary Indemnity Plan
    • Personal Accident Expense Plus
   Metlife
    • Accident Death and Dismemberment
        • Highest amount available is 10 times your basic annual earnings or
          $500,000, whichever is less.
Retirement
   Public Employees’ Retirement System
   Optional Retirement Plan (ORP)
    • ING
    • TIAA-CREF
    • VALIC
Retirement
   PUBLIC EMPLOYEES’ RETIREMENT
    SYSTEM
    • Contributory Plan
       • Employee 7.25%
       • Employer 11.30%
    • Four Year Vesting
    • Retirement Eligibility
       • 25 years of service, regardless of age
       • Age 60, with four or more years of service
    • Defined Benefit Plan
Retirement
   Advantages of PERS
    • Disability income protection
    • Military service credit
    • Unused leave credit
    • Cost of living increase
    • Stability of system
    • Minimum monthly payments after 4 years of service
      upon qualification of retirement
    • Can purchase out-of-state service
    • Spousal and dependent child benefits available after
      4 years of service
Retirement
   Disadvantages of PERS
    • Non transferable
    • 4-year service requirement for monthly
      disability, survivor and retirement benefits
    • Employee does not have access to employer
      contributions if terminates prior to eligibility
      for monthly benefits.
Retirement
   OPTIONAL RETIREMENT PLAN
    • Teaching faculty
    • Administrative faculty/staff with budgetary
      authority
    • Librarians with academic rank
    • Intercollegiate coaches with or without
      academic rank
Retirement
   OPTIONAL RETIREMENT PLAN
   Contributory Plan
    • Employee - 7.25%
    • Employer – 11.30% (Employees have access to
      8.80% of employer contribution.)
   Vests immediately
   Portable
   Defined contribution plan
Retirement
   Advantages of ORP
    • Access to contributions of 16.05%
    • Portability
    • Benefits available upon termination at any age
      subject to applicable penalties
    • Control over investment
    • Immediate vesting
Retirement
   Disadvantages of ORP
    • Disability benefits based on account value
    • Survivor benefits based on account value
    • No additional credit for unused or military
      leave
    • No cost of living increase
    • Employee does not have access to 2.5% of
      employer contribution
Retirement
   Employees has 30 days to decide on ORP.
    After the 30 day period has expired, the
    employee will automatically become
    enrolled in the Public Employees’
    Retirement System
Savings Programs
   Mississippi Deferred Compensation
    Program
   Tax Sheltered Annuities
   Mutual Fund Investment
   Roth IRA
   United States Savings Bond
   Credit Union
Mandated Benefits
   Unemployment
   Social Security
   Workers’ Compensation
    • Must report injury to Student Health Services.
Pre-Tax Benefit Plans
   Administered by Employee Benefit
    Concepts.
    • Pre-taxation of premiums
    • Flexible Spending Accounts
       • Care Flex - Dependent Care/elder care
       • Mediflex - non-reimbursed medical expenses up
         to a maximum of $5,000 per plan year
Educational Assistance
   Employees - allowed to take up to 6 hours
    of credit free
   Dependent Children - receive 50% tuition
    remission scholarship
   Spouses - Free tuition based on a part-time
    or full-time load
   Reciprocal Agreement between DSU and
    MDCC for Faculty, Staff, and Dependents
Leave Time
   Faculty
    • Personal Leave: Not eligible
    • Major Medical Leave: Accrue 13.33 hours/month (15
      days annually) from September-May
   Staff
    • Personal Leave: Accrue 12 hours per month (18 days
      annually)
    • Major Medical Leave: Accrue 8 hours per month (12
      days annually)
Payroll Information
 Salaried employees are paid on the last working
  day of the calendar month. Checks for December
  are normally issued on the last working day before
  Winter holidays begin.
 As a service to faculty and staff, the check may be
  deposited in a bank that accepts direct deposit;
  designated by the employee. The check stub will
  be sent through campus mail.
 Employees who do not request direct deposit will
  receive their check in campus mail. Please check
  with your department.
Identification Cards
 Serves to identify employees of the University for
  credit references, bookstore purchases, library use,
  etc.
 Used for door access
 Activity cards, available for a small fee, provide
  general admission to athletic games and use of the
  swimming pool, tennis courts, fitness center.
 Payroll deduction is available for deposits to the
  Okra Green debit account. Can be used at Follett
  Bookstore, Aramark Food Services, concession
  stands, and some restaurants in Cleveland.
    REMINDERS!!!
   Benefits Fair - August 23 – Union Building, State
    Room - 9:00-3:30
   Copy of Drivers License and Social Security Card
   Spouse, Dependent children, and/or Beneficiary
    social security numbers, dates of birth, and addresses
   Males between the ages of 18 and 26 - Selective
    Service Registration number
   Annual Salary
   Complete and return all stapled forms in your benefit
    package by August 31st to HR office or Benefits
    Fair.
QUESTIONS
 ?????

								
To top