Effective January 1, 2008
(Teaching and Administrative/Professional "General" Faculty)
Full-time salaried faculty members with a term of six months or more are eligible for retirement, life insurance, disability insurance and health care benefit programs. Effective July 1, 1999, part-time salaried faculty with a term of six months or more who currently work at least 50 percent effort (a minimum 20 hours per week) are eligible for retirement, life insurance and disability insurance. Wage faculty are not eligible for benefits. Visiting faculty members who are employed for six months or more and are full-time are eligible for health care benefits only. For additional information, please contact the Benefits Office at (434) 924-4392, e-mail benefits@virginia.edu.
Health Insurance
In order to be covered under the UVa Health Plan, an employee must be a salaried employee of the University of Virginia who is either regularly scheduled to work at least twenty hours per week (50% effort), or a Health System employee who works 40 hours a week or who has signed a Medical Center Flexible Staffing Contract. An employee who is a member of the faculty must have a University appointment of at least six months in order to be covered. Part-time salaried employees who work at least 20 hours per week (50% effort) but less than 32 hours a week (80% effort) are eligible to be covered under the Plan but are required to pay both the employer and employee portion of the health plan premium.
The third party administrator for UVa Health Plan dental claims is United Concordia. The Pharmacy Benefit Manager that administers Pharmacy claims is Pharmacare. Southern Health Services, Inc. administers all other claims. Mental Health and Substance Abuse services are also covered. Southern Health is contracted with United Behavioral Health to manage behavioral health claims. Here is the contact information for UVa Health Plan Third Party Administrators:
The UVa Health Plan offers two different types of health programs for participants, the High Premium Program and the Low Premium Program. Both programs provide a broad scope of hospital and medical services offered by a carefully selected network of hospital and professional providers, including primary care physicians (PCP). Both the High and Low Premium Programs allow you direct access to physicians and specialists. In other words, you do not have to select a Primary Care Physician (PCP), although a relationship with a PCP is encouraged. To receive the maximum benefits available, all hospital and medical care must be performed by participating network providers. It is the member’s responsibility to be sure that all preauthorizations are in place before receiving medical services. Here is a link to 2008 Medical Services requiring preauthorization: http://www.hrs.virginia.edu/forms/preauthlist.pdf You may call the Customer Service desk at 1-888-975-9557 to check on the status of an authorization or claim.
Coverage begins on the first day of the first full month of employment if the employee's application for coverage is received within 60 days of employment. If an employee's first day of work is the first working day of the month, coverage begins on the first day of that month when the employee's application is received within 60 days of employment. Employees may change type of membership only during the annual Open Enrollment Period or within the same plan year as a valid mid-year qualifying event. Employees may change health program type only during the annual Open Enrollment Period. Changes made during Open Enrollment are effective January 1st of the following year. Applications for changes in membership must be accompanied by documentation and received in the University Human Resources Benefits Division within the same plan year as the mid-year qualifying event and are effective the first of the month following receipt of the form or that day if the form is received on the first of the month unless they are terminating due to ineligibility. Those enrollment changes are effective the first of the month following the qualifying event. Premium changes due to ineligibility are effective the first of the month following receipt of the form if the form is received within the same plan year as the qualifying event or within 60 days of the qualifying event. All employees are automatically enrolled in Premium Conversion, allowing employees to pay health care premiums on a pre-tax dollar basis, unless otherwise requested. Extended coverage is available to terminating employees, dependent children or spouses losing coverage.
Health Plan Premium Rates: U.Va. Health Plan Rates for Active Employees
Enrollment form: http://www.hrs.virginia.edu/forms/uvaenrollmentapplication.pdf
Summary Information of Coverage and Copays
These links provide a description of covered benefits:
A detailed description of coverage through the UVa Health Plan is available in the Description of Benefits.
Hospital and Medical Services
The UVa Health Plan provides a broad scope of hospital and medical services offered by a carefully selected network of hospitals and professional providers, including primary care physicians. A current listing of network providers can be found at the website of Southern Health Services. At the welcome page, choose Members (top left box), Provider Search (in left column), enter provider search, and choose "self funded" as the product. To receive the maximum benefits available, all services must be received from network providers.
Out-of-Area (OOA) Policies/Enrollment Information
Participants in the UVa Health Plan who live outside areas serviced by the Southern Health Services (SHS) Provider Network need to elect enrollment in the National Network and are required to use National Network or SHS providers in order to receive the highest level of benefit and pay the lowest cost sharing amounts. This applies to all High and Low Premium Program out-of-area participants, including retirees, COBRA enrollees, and dependents who are at school. Members who are living outside of the Southern Health network at the time of initial enrollment will automatically be enrolled in the National Network Plan. Members who move away or leave the area for more than 90 days must contact UHR and complete an OOA enrollment form, available at www.hrs.virginia.edu/forms/ooaenrollmentform.pdf, to enroll in the National Network or OOA plan.
The National Network is the national network of medical providers available for use by UVa Health Plan participants enrolled in the National Network. You may receive medical care from any National Network or SHS physician or hospital. A list of participating providers can be found on the ‘Provider Search’ section of the SHS website www.southernhealth.com at the National Network link. You are not required to select a Network Primary Care Physician (PCP) to receive your benefits. However, a relationship with a PCP is important for wellness and general coordination of health care. Therefore, you are encouraged to establish a PCP relationship. You do not need a referral to see a participating medical specialist in the National Network. You are required to obtain any necessary preauthorization for services. Call SHS’s Plan Services Department at 1-888-975-9557 prior to accessing services to determine whether preauthorization is necessary for that particular service. When National Network participants choose to receive care through the National Network PPO physicians and facilities, they receive in-network benefits, the highest available.
Members may choose to see health care providers not in the network, but will receive out-of-network benefits with higher cost-sharing and must file their own claims. Members may be billed for the amount above the allowable if nonparticipating providers are used. If you have questions or need assistance, call Southern Health Services (SHS) Plan Services Department at 1-888-975-9557, Monday through Friday, 8:30 a.m. - 5:30 p.m. Remember to inform your health care providers of your coverage in the UVa Health Plan’s National Network.
UVa Health Plan participants who live outside the United States will remain in Out-of-Area Groups and will not be required to use the National Network. In addition, a few participants in the U.S. with limited provider access will also remain in Out-of-Area groups and will continue to use the out-of-area benefits. If a High or Low Premium Program participant qualifies for the Out-of-Area Plan addendum, they will not be required to access care from in-network providers in order to obtain the highest level of benefits. They will be responsible for obtaining all required preauthorization for services provided by non-network providers.
Premium Conversion
Premium Conversion is a program that allows an employee to enjoy tax savings by having health insurance premiums deducted from salary before taxes are calculated. New employees who do not want this benefit must "opt out of" premium conversion. It is important to note that participation in Premium Conversion places additional restrictions on changing health benefit coverage.
Eligibility
In order to be covered under the UVa Health Plan, an employee must be a salaried employee of the University of Virginia who is either regularly scheduled to work at least twenty hours per week (50% effort), or a Health System employee who works 40 hours a week or who has signed a Medical Center Flexible Staffing Contract. An employee who is a member of the faculty must have a University appointment of at least six months in order to be covered. Part-time salaried employees who work at least 20 hours per week (50% effort) but less than 32 hours a week (80% effort) are eligible to be covered under the Plan but are required to pay both the employer and employee portion of the health plan premium.
Those persons eligible to be dependents on the plan are legally recognized spouses and unmarried children who are less than twenty-three years old. Children include:
- natural children who live at home with the employee-participant, live with the other biological parent if the parents are divorced, or live at college or boarding school and are eligible to be declared as dependents on the employee-participant’s income tax return
- legally adopted children if they are eligible to be declared as dependents on the employee-participant’s income tax return and live with the employee-participant
- children for whom the employee is the legal guardian with sole permanent custody and who live with the employee-participant in a regular parent-child relationship and are declared as dependents on the employee-participant’s most recent income tax return There is one exception to sole custody if the employee or spouse shares custody with a minor child who is the parent of the “other child” living in the home of the employee. The other child, the parent of the other child, and the spouse who has custody must be living in the same household as the employee
- stepchildren who live with the employee-participant full time in a regular parent-child relationship and are declared as dependents on the employee-participant’s most recent income tax return
- children for whom the employee-participant is the proposed adoptive parent, if they are eligible to be declared as dependents on the employee-participant’s income tax return.
A dependent child will no longer be eligible for coverage as of the last day of the calendar year in which an unmarried dependent reaches age twenty-three or the last day of the calendar month in which a dependent marries or otherwise loses eligibility as described above. Even if the dependent is eligible by age to be covered, eligibility as a dependent ends due to marriage, ineligibility to be declared on the employee’s income tax return, and residency in a place other than the employee-participant’s home/school.
Coverage for dependent children who are incapable of self-support due to mental retardation or physical handicap may continue beyond age twenty-three if proof of the handicap is furnished to and approved by the Claims Administrator PRIOR to the dependent's 23rd birthday, they meet all other eligibility requirements for dependents, and are declared on the employee’s federal 1040 income tax form.
Enrollment Rules and Coverage Effective Date
Coverage begins on the first day of the first full month of employment, if an enrollment form is filed within 60 days of employment. If an employee's first day of work is the first working day of the month, coverage begins on the first day of that month when the employee's application is received within 60 days of employment. Changes in membership may only be made at the annual Open Enrollment, or subsequent to a valid mid-year qualifying event. Events that constitute a mid-year qualifying event include:
- marriage, divorce, or annulment
- birth or adoption/placement for adoption
- loss of dependent eligibility (child marries or leaves home and cannot be declared as a dependent on the employee’s federal income tax return)
- employment status of Employee, dependent, or spouse which affects eligibility to participate in the employer’s health plan
- commencement of or returning from an unpaid leave of absence
- judgment, decree, or order changing legal custody
- cost and/or coverage changes in employee’s, dependent’s or spouse’s health plan
- entitlement to or loss of eligibility for Government-sponsored programs ;or
- death of spouse or dependent
Applications for changes in membership must be accompanied by documentation and received in the University Human Resources Benefits Division within 60 days of the qualifying event or within the same plan year as the mid-year qualifying event and are effective the first of the month following receipt of the form or that day if the form is received on the first of the month unless they are terminating due to ineligibility. Those enrollment changes are effective the first of the month following the qualifying event. Premium changes due to ineligibility are effective the first of the month following receipt of the form if the form is received within the same plan year as the qualifying event or within days of the qualifying event. Applications for changes due to birth or adoption of a child that are received within sixty days of the event are applicable the first of the month in which the birth or adoption occurs. If you submit an application more than 60 days after the date of birth or adoption but within the same plan year, the coverage will be effective the first of the month following receipt of the application. Applications not submitted on a timely basis will be processed when the next open enrollment period occurs.
Any ineligible dependents found on the UVa Health Plan will be terminated on the last day of the month in which they became ineligible. Changes in the employee's coverage category to match this termination of dependent's coverage are subject to IRS Section 125 Regulations. Employee-participants with ineligible dependents enrolled on their policy will be responsible for the costs of incurred claims and may be suspended from the Plan for up to three (3) years.
Southern Health WellBeing Program
Southern Health has a program called Coventry Wellbeing that offers free or discounted services to UVA Health Plan members and is available through the Southern Health member website, by clicking on “Coventry Well Being and Health Programs” http://www.southernhealth.com/framesetdef.asp?Community=Member You must login to My Online Services and click on the View WellBeing Programs link to access My ePHIT and the Health Risk Assessment. Utilizing cutting-edge technology and proven techniques, MyePHIT engages individuals in activities promoting physical fitness, good eating habits and behavioral management. With the help of accredited doctors, psychologists, dieticians, and personal trainers, the health improvement program provides customized wellness plans based on individuals' personal fitness goals and current state of health.
Extended Coverage
Terminating employees and dependents who lose eligibility for coverage may have the option to extend continuous health care coverage through enrollment in Extended Coverage under the provisions of the Consolidated Omnibus Budget Reconciliation Act (COBRA). See COBRA Eligibility, Rates and Enrollment: http://www.hrs.virginia.edu/forms/cobraexplanation2008.pdf
For more information and to apply for COBRA coverage, contact the UHR Benefits Division at (434) 924-4392.
Retiree Coverage
For information regarding retiree health insurance, see the Retiree Health Benefits Program.
Prescription Drug Program
The Outpatient Prescription Drug program is administered by CVS Caremark, formerly known as PharmaCare, (http://www.pharmacare.com/) and covers certain medically necessary prescription drugs dispensed by licensed pharmacies with mandatory generic substitution. For enrollees with diabetes, the program also covers insulin, glucose meters, syringes, and lancets. For all prescriptions, if a generic drug is available, only the allowance for the generic is covered. If the physician prescribes a brand name drug, you must pay the brand copayment as well as the difference between the price of the generic and the cost of the brand name drug.
CVS Caremark Specialty Pharmacy provides injectable and/or biotechnology medications for participants with complex medical issues. UVa Health Plan members will be required to obtain all specialty and injectable medications through CVS Caremark Specialty Pharmacy or through a participating retail Pharmacy if available. This means that the UVA Health Plan participants can not purchase specialty drugs directly from their physician, and charges for these drugs cannot be billed as medical claims.
Copayments for a 30-day supply are available in 3 tiers: $9 for formulary generic drugs, $22 for formulary brand name drugs when no generic is available, and $44 for non-formulary brand name drugs when no generic is available. Mail order service through CVS Caremark is available for drugs up to a 90-day supply at the following 3 tier copayments: generic at $21, Formulary (preferred) brand at $52 when no generic is available, and Non-Formulary (non-preferred) brand at $103 when no generic is available. (Note about generic medications: a UVA Health Plan member may decide after checking costs for their medication to not use the Prescription Drug card and purchase a $4 generic at retail pharmacy ) Those employees using the CVS Caremark website for the first time to refill mail order prescriptions should call CVS Caremark at 1-800-581-5300 after enrolling on-line to ensure you are properly registered. Prescriptions for a 31-90 day supply are also available at retail pharmacies. The UVa Health Plan does not offer discounted copayments for 31-90 day prescriptions filled at retail pharmacies.
Note about increased costs when generic is available :: Whether using the retail pharmacy or mail-order, when a generic is available, your cost-sharing amount is higher since you must pay the brand copayment as well as the difference between the price of the generic and the cost of the brand name drug.
The Formulary List identifies all drugs that are considered non-formulary. Any brand name drug not included on this non-formulary list is a formulary drug.
Specialty medications copayments are available at $25 (generic), $50 Formulary (preferred brand), and $75 for non formulary (non-preferred) brands.
If you want to calculate copays for a specific medication, you may use the CVS Caremark copay counselor located at http://www.pharmacare.com/members/virginia/
Drugs needing prior authorization, requiring Contingent Therapy Protocol (CTP) or having quantity limits are included at the end of the Formulary List.
The Prescription Drug Plan also has a discount price benefit program for a number of prescription drugs that are not available through the UVA Health Plan. With the discount benefit, when you use your prescription drug card to purchase these drugs, you will pay the discounted price negotiated by UVa’s Pharmacy Benefit Manager instead of the full retail price. Although you will still pay 100% of the cost rather than a copayment, the cost will be less than the retail cost in most cases. They include non-sedating antihistamines, vitamins and diet pills, nicotine gum, infertility medication, travel-related drugs and drugs not considered medically necessary such as cosmetic drugs. Experimental or investigational drugs and other standard exclusions will not be included in the discount price benefit program.
Mental Health and Substance Abuse Services
This important feature of the UVa Health Plan provides quality benefits for inpatient and outpatient services for care of mental illness and substance abuse. The United Behavioral Health Network (UBH) is the national network of mental health/substance abuse providers available for use to UVa Health Plan participants. A list of participating UBH providers can be found at the UBH website: https://www.liveandworkwell.com/member/. To search for a provider in the UBH website, click on the Find a Mental Health Clinician link. For coordination of mental health and substance abuse services, you and/or your provider may call the Southern Health Service Mental Health line (United Behavioral Health) at 1-800-975-8919.
When treatment is needed, the participant is encouraged to see their PCP or the UVA Faculty and Employee Assistance Program. This will put the participant in touch with a professional who will help them choose the appropriate type of network provider and level of care they need. Providers must receive preauthorization from United Behavioral Health Services prior to providing inpatient mental health/substance abuse services, psychological testing, partial hospitalization and intensive outpatient programs. Please note: there is no UVA Health Plan coverage for residential treatment.
Dental Services
The UVa Health Plan provides $1,500 per person each calendar year for dental benefits. Coverage is 100 percent of the allowable charge for diagnostic and preventative services including two cleanings annually. After a $50 deductible is satisfied, coverage for primary and periodontal services is 80 percent of the allowable charge and 50 percent for complex restorative services. Coverage for orthodontia services is 50 percent of the allowable charge. The lifetime orthodontia maximum is $1000 per person. This benefit is separate from the annual maximum dental benefit. When United Concordia participating dentists are used, participants receive the maximum benefits available. Members may be balance-billed and incur more expenses if non-participating dentists are used. A current listing of network dental providers can be found at United Concordia's website.
Discount Vision Plan
Participants in the active employee and COBRA groups of the UVa Health Plan are automatically enrolled in a national discount vision program. Retirees have the option of enrolling in this program. Enrollees have access to Eye Benefits, a national network of vision care professionals comprised of optometrists, opticians, and refractive surgeons. Discounted prices are charged to participants when they use providers in the Eye Benefits network. See: Listing of network providers and outlining of process to use Plan
Vision Insurance Program
Beginning in 2008, the University will offer a fully-insured, employee paid vision insurance program. This new optional vision program, administered by Davis Vision, includes these benefits: eye examination, spectacle lenses, frames, and contact lenses. Contact lenses purchased from the Davis Vision Formulary at independent network provider offices include fitting and follow-up charges. Retail locations and optometrists affiliated with these locations do not offer the Davis Vision Formulary or the Davis Vision Eyeglass Collection options. Note, this vision insurance plan is optional coverage and not included as part of your UVA Health Plan. Those enrolled in the UVA Health Plan will continue to receive the Discount Vision Plan as part of their UVA Health Plan package. Participation in the UVA Health Plan is not necessary to enroll in the new optional vision insurance offered by Davis Vision.
Eligibility
In order to be covered under the Davis Vision Plan, an employee must be a salaried employee of the University of Virginia who is either regularly scheduled to work at least twenty hours per week (50% effort), or a Health System employee who works 40 hours a week or who has signed a Medical Center Flexible Staffing Contract. An employee who is a member of the faculty must have a University appointment of at least six months in order to be covered. Part-time salaried employees who work at least 20 hours per week (50% effort) but less than 32 hours a week (80% effort) are eligible to be covered under the Plan but are required to pay both the employer and employee portion of the health plan premium.
Those persons eligible to be dependents on the plan are legally recognized spouses and unmarried children who are less than twenty-three years old. Children include:
- natural children who live at home with the employee-participant, live with the other biological parent if the parents are divorced, or live at college or boarding school and are eligible to be declared as dependents on the employee-participant’s income tax return
- legally adopted children if they are eligible to be declared as dependents on the employee-participant’s income tax return and live with the employee-participant
- children for whom the employee is the legal guardian with sole permanent custody and who live with the employee-participant in a regular parent-child relationship and are declared as dependents on the employee-participant’s most recent income tax return There is one exception to sole custody if the employee or spouse shares custody with a minor child who is the parent of the “other child” living in the home of the employee. The other child, the parent of the other child, and the spouse who has custody must be living in the same household as the employee
- stepchildren who live with the employee-participant full time in a regular parent-child relationship and are declared as dependents on the employee-participant’s most recent income tax return
- children for whom the employee-participant is the proposed adoptive parent, if they are eligible to be declared as dependents on the employee-participant’s income tax return.
A dependent child will no longer be eligible for coverage as of the last day of the calendar year in which an unmarried dependent reaches age twenty-three or the last day of the calendar month in which a dependent marries or otherwise loses eligibility as described above. Even if the dependent is eligible by age to be covered, eligibility as a dependent ends due to marriage, ineligibility to be declared on the employee’s income tax return, and residency in a place other than the employee-participant’s home/school.
Coverage for dependent children who are incapable of self-support due to mental retardation or physical handicap may continue beyond age twenty-three if proof of the handicap is furnished to and approved by the Claims Administrator PRIOR to the dependent's 23rd birthday, they meet all other eligibility requirements for dependents, and are declared on the employee’s federal 1040 income tax form.
Enrollment Rules and Coverage Effective Date
Coverage begins on the first day of the first full month of employment, if an enrollment form is filed within 60 days of employment. If an employee's first day of work is the first working day of the month, coverage begins on the first day of that month when the employee's application is received within 60 days of employment. Changes in membership may only be made at the annual Open Enrollment, or subsequent to a valid mid-year qualifying event. Events that constitute a mid-year qualifying event include:
- marriage, divorce, or annulment
- birth or adoption/placement for adoption
- loss of dependent eligibility (child marries or leaves home and cannot be declared as a dependent on the employee’s federal income tax return)
- employment status of Employee, dependent, or spouse which affects eligibility to participate in the employer’s health plan
- commencement of or returning from an unpaid leave of absence
- judgment, decree, or order changing legal custody
- cost and/or coverage changes in employee’s, dependent’s or spouse’s health plan
- entitlement to or loss of eligibility for Government-sponsored programs ;or
- death of spouse or dependent
Applications for changes in membership must be accompanied by documentation and received in the University Human Resources Benefits Division within 60 days of the qualifying event or within the same plan year as the mid-year qualifying event and are effective the first of the month following receipt of the form or that day if the form is received on the first of the month unless they are terminating due to ineligibility. Those enrollment changes are effective the first of the month following the qualifying event. Premium changes due to ineligibility are effective the first of the month following receipt of the form if the form is received within the same plan year as the qualifying event or within days of the qualifying event. Applications for changes due to birth or adoption of a child that are received within sixty days of the event are applicable the first of the month in which the birth or adoption occurs. If you submit an application more than 60 days after the date of birth or adoption but within the same plan year, the coverage will be effective the first of the month following receipt of the application. Applications not submitted on a timely basis will be processed when the next open enrollment period occurs.
Any ineligible dependents found on the Davis Vision Plan will be terminated on the last day of the month in which they became ineligible. Changes in the employee's coverage category to match this termination of dependent's coverage are subject to IRS Section 125 Regulations. Employee-participants with ineligible dependents enrolled on their policy will be responsible for the costs of incurred claims and may be suspended from the Plan for up to three (3) years.
Davis Vision is actively recruiting vision providers in the Charlottesville/Albemarle area. Check their website at www.davisvision.com for the most current provider information. From their home page, click on ‘Find a Provider’, enter ‘Control Code’ 4680 in the lilac section, and click on ‘Submit’.
Links and Forms:
Plan Benefits and Vision Information
Claims Inquiries
All medical claims should be submitted to Southern Health Services, Inc. at P.O. Box 7704, London, Kentucky 40742. Questions regarding claims should be directed to Southern Health Services' toll-free line at (888) 975-9557. Claim forms may be downloaded from the UHR website at http://www.hrs.virginia.edu/forms.html. You may also contact the UVA Benefits Division at (434) 924-4392 and request that a claim form be faxed or mailed to you.
All dental claims should be sent to United Concordia, Dental Claims, P.O. Box 69421, Harrisburg, PA 17106-9421. Claim forms may be downloaded from the UHR website at http://www.hrs.virginia.edu/forms.html
The Mental Health and Substance Abuse claims should be sent to: UBH, P.O. Box 30757, Salt Lake City, UT 84130-0757. You can also submit claims online at www.liveandworkwell.com.
The pharmacy network is national and includes hundreds of participating pharmacies. Note that prescriptions filled at non-participating pharmacies or at participating pharmacies when no valid ID card is presented must be paid in full at the time the prescription is filled. You may then submit a paper claim to the Pharmacare for reimbursement up to the allowable charge less the applicable copayment. You will pay the difference between the allowable charge and the billed amount as well as the applicable drug copayment. Claim forms may be downloaded from the UHR website at http://www.hrs.virginia.edu/forms.html
Retirement Programs
All full-time and part-time salaried University faculty not restricted by a temporary appointment must participate in either the Faculty Optional Retirement Plan or the Virginia Retirement System. Part-time faculty are defined as those who work at least 20 hours, but less than 40 hours per week or who work the equivalent of one half of a faculty position and are engaged in teaching, research or administrative duties. The retirement program selected effects the life and disability insurance benefits, so careful consideration should be given to this decision. Once a retirement program is elected, the decision is irreversible. Effective July 1, 1999 all part-time salaried University faculty not restricted by a temporary appointment with a term of six months or more and working at least 50 percent effort (at least 20 hours per week) became eligible to participate in the Faculty Retirement Plan and effective July 1, 2005 they became eligible to participate in VRS.
A. Faculty Retirement Plan (FRP)
The FRP is a "defined contribution" plan in which retirement benefits are based on employer contributions plus earnings of the account balance over the course of the participant's working years. In a defined contribution plan, the value of the retirement benefits may change, depending on investment gains or losses. On behalf of participants hired on or after January 1, 1991, the University contributes 10.4 percent of salary. The University contributes 10.4 percent of salary to the Plan. If you were hired prior to January 1, 1991, click here for additional contribution information.
Participants may invest employer contributions in one of the following companies: TIAA/CREF, Fidelity Investments or Vanguard. Faculty members have 60 days from their date of hire to elect a retirement program. Changes in vendor selection may be made at any time of year, up to three times per year. NOTE: If no program is selected during the 60 days, state policy requires the full-time faculty member to be enrolled in VRS.
B. Virginia Retirement System (VRS)
The Commonwealth of Virginia requires all full-time State employees to participate in VRS, unless they are faculty participating in the FRP. VRS is a "defined benefit" plan that provides benefits based on years of service, age, and average annual salary, paid during the highest 36 consecutive months of credited service. VRS provides retirement benefits, calculated at retirement, as early as age 50 with ten years of service. There is an annual cost-of-living increase for retirees, beginning in the second calendar year after retirement. The contribution needed to fund the system is actuarially determined and adjusted every two years. Full retirement benefits are available for employees with 30 years of service and at least age 50. The total contribution is paid by the University. To contact VRS call toll free (888) 827-3847 or visit their website at http://www.varetire.org. Please Note: An individual may not receive a retirement annuity from the Virginia Retirement System (VRS) or one of the Faculty Retirement Plans while the University of Virginia is making contributions to a regular retirement program. An individual who is receiving a retirement annuity from an account to which any Commonwealth of Virginia agency contributed should contact the UHR Benefits Division.
Life Insurance
A. The Standard Group Term Life Insurance
Faculty who enroll in the FRP must also participate in The Standard Group Term Life Insurance Plan. The Plan provides $75,000 of coverage for each participant age 54 or under. The coverage declines in varying increments beginning at age 55 until age 70 when it levels at $22,000. The plan also provides $5,000 of life insurance for each participant who retires at age 55 or over with five or more years of service to the University, provided the sum of age and service is 70 or greater. The University pays the total cost of the insurance.
Supplemental Life Insurance
In addition to the basic policy, all faculty members may purchase supplemental insurance in increments based upon a multiple of salary (1 to 4 times salary) up to the maximum benefit of $1,000,000. When participating in the multiple of salary plan, faculty members may also cover their spouse (maximum benefit of $100,000) and/or dependents (maximum benefit of $10,000). Premiums (new plan) vary according to age.
Only those faculty members enrolled in The Standard Supplemental Life Insurance Plan prior to January 1, 2008, may purchase supplemental insurance in increments from $50,000 to $200,000 of coverage. There is no spouse or child life available with this option. Premiums (old plan) vary according to age.
If a new faculty member enrolls within 60 days of their date of hire, there is no requirement to complete The Standard Medical Statement. Any enrollment/change to supplemental life insurance after the 60 day new hire period will require this form to be completed for the employee, spouse and/or child(ren).
Since The Standard Life Insurance program is a group term plan, insurance coverage stops the day you terminate employment for reasons other than retirement. The insurance may be converted to an individual policy with The Standard if application is made within 31 days of coverage termination.
B. VRS Group Life Insurance
VRS Group Life Insurance provides the following: (a) a natural death benefit in the amount of double the annual salary rounded to the next highest thousand; (b) a benefit of twice the salary for accidental loss of one or more limbs or of eyesight; and (c) coverage at the level of four times the salary for accidental death. For service retirees, the plan also provides 25 percent of the original value of insurance at the time of retirement for each service retiree. VRS members may also purchase additional life insurance for themselves or coverage for their spouse or dependents. Click here for rate and coverage information. In some cases, "Evidence of Insurability" will be required. The cost of the benefit is paid entirely by the University. Since the Life Insurance program is a group term plan, insurance coverage stops 31 days after termination for reasons other than service or disability retirement. The insurance may be converted to an individual policy with Minnesota Life Insurance Company if application is made within 31 days after termination of employment.
Group Accident Insurance
All full-time, non-visiting faculty members with appointments of six months or more are eligible to purchase Cigna Accident Insurance. The Cigna plan provides coverage for death or dismemberment for accidental causes if permanent total disability or death results within one year of the accident.
Participants may select benefits, in multiples of $5,000, between the minimum of $25,000 and the maximum of $200,000. The amount may not exceed ten times the participant's annual salary. Faculty members also may select coverage for a spouse and dependent children at a reduced benefit level. Coverage under the Cigna plan terminates on the last day of the month in which active service terminates.
Disability Insurance
A. The Standard Total Disability Benefits Plan
Faculty who participate in the FRP are eligible to receive income replacement benefits in the event they become totally disabled from The Standard Disability Benefit Plan. Total disability is defined by The Standard as the "inability of the employee, by reason of sickness or bodily injury, to engage in any occupation for which the employee is reasonably fitted by education, training or experience." The benefit begins the month following six consecutive months of total disability and continues for the duration of the disability or until one of the following age limits is attained:
| Age When Total Disability Starts |
Maximum Duration of Benefits |
| Less than 60 |
to age 65 |
| 60 but less than 65 |
5 years |
| 65 but less than 68-1/2 |
to age 70 |
| 68-1/2 and over |
1 year |
The plan provides a Monthly Income Benefit that is equal to 66-2/3percent (offset by any social security or workers' compensation benefits) of the covered member's monthly salary, but not to exceed $20,000 monthly. The plan also includes an annual 3 percent cost-of-living increment and continued contributions to the Faculty Retirement Plan.
The University pays the total cost of this insurance. Since the program is a group term plan, insurance terminates on the day on which active service terminates. The insurance may be converted to an individual policy with reduced benefits if application is made within 31 days of coverage termination.
Disability benefits for VRS participants are provided through the Virginia Sickness and Disability Program for VRS participants hired after January 1, 1999 who elected VSDP during the Spring of 1999, or the VRS Disability Insurance Program. All benefits are reduced by Social Security or Workers' Compensation.
B. Virginia Sickness And Disability Program
Effective January 1, 1999 all newly hired employees will be enrolled in the Virginia Sickness and Disability Program (VSDP). Effective each January 10 current salaried employees will receive 8 to 10 days of sick leave annually depending on the number of months of State service. Part-time employees, who work at least 20 hours per week on a salaried basis are eligible to participate in the VSDP and earn up to five days of sick leave annually depending on months of service. In addition to sick leave, full-time salaried and eligible part-time salaried employees will also receive up to five days of a new leave category called "Family and Personal Leave."
The Virginia Sickness and Disability Program provides income replacement after a seven calendar day waiting period. Short-term disability coverage provides income replacement of 100 percent for the first five days of disability, 80 percent of income for 20 days and 60 percent for 100 days. The maximum short-term disability benefit is 125 work days.
Percentage of Creditable Compensation and Days (Hours)
| Months of Service |
100% |
80% |
60% |
| Less than 60 |
5 days (40 hrs.) |
20 days (160 hrs.) |
100 days (800 hrs.) |
| 60 - 119 |
25 days (200 hrs.) |
25 days (200 hrs.) |
75 days (600 hrs.) |
| 120 - 179 |
25 days (200 hrs.) |
50 days (400 hrs.) |
50 days (400 hrs.) |
| 180 or more |
25 days (200 hrs.) |
75 days (600 hrs.) |
25 days (200 hrs.) |
Long term disability coverage is provided after an employee completes the short-term disability period (six months). If approved for long term disability, 60 percent of income is paid until age 65 or until the disability no longer exists. If the disability began after age 60 the benefit period is five years.
Once an individual enters long term disability they are separated from university service. If at a latter date an individual is cleared from long term disability and wishes to return to service with the university, they must apply for a position through the normal competitive hiring process.
This program is at no cost to employees. The Commonwealth of Virginia has contracted the management of this program to a third party administrator, UNUM Life Insurance Company of America. For information on UNUM . call toll-free (800) 652-5602, visit the VRS website at http://www.varetire.org or contact the UHR Benefits Division for more detailed information.
C. Disability Insurance for VRS Participants
The Virginia Retirement System provides income replacement benefits through disability retirement.VRS members are eligible for disability retirement if the following conditions apply: the member becomes mentally or physically unable to perform present duties and the disability is likely to be permanent. Regular disability benefits are based upon the average annual salary paid during the highest 36 consecutive months of credited service.
VI. Long-term Care Insurance
A. TIAA Long-term Care Insurance
Faculty members previously had access to a long term care plan provided through TIAA-CREF. Recently, TIAA-CREF sold this line of business to Metropolitan Life Insurance Company (MetLife). MetLife is in the process of filing all of the required paperwork with the state Bureau of Insurance in order to continue to provide this product. At this time, no new policies can be issued. More information should be available in the near future.
B. Aetna Long-Term Care Insurance
Long-term care insurance through Aetna U.S. Healthcare is available to full-time salaried classified staff and faculty in agencies 207 and 246. Their spouses, parents, and parents-in-law can also enroll in the insurance plan. New employees not already eligible to file a claim are guaranteed acceptance into the plan provided they are actively at work and apply within 60 days of their hire date. All other enrollees will be required to complete a medical questionnaire and must be approved by Aetna. An individual employee, retiree or eligible family member's individual coverage will take effect at a time determined by Aetna after a completed application is received and processed. Participants in the program are responsible for all premiums.
To receive benefits, the participant must be unable to substantially perform two of six activities of daily living such as eating, dressing, toileting, continence, and getting in and out of bed, or the participant must have a severe cognitive impairment.
The program pays for actual expenses up to a specified daily limit at a specific reimbursement level. Daily benefit options range from $75 to $200. Benefit levels will vary according to whether the services are performed at a nursing home, assisted living facility, hospice facility (all 100 percent of the daily benefit amount), at home or in adult day care (both at 50 percent). There is a 90-day waiting period.
Should you have questions, need further information or an enrollment kit, contact Aetna to speak with a long-term care specialist toll-free at 1-877-894-2470. The Aetna web site at www.aetna.com/group/commonwealthva/ also has the same information contained in the enrollment kit.
This long-term care insurance plan is overseen by the state's Department of Human Resource Management.
Flexible Reimbursement Accounts
The Flexible Spending Account Program allows you to pay for certain expenses on a pre-tax basis. This means that your money goes farther. For example, if you put aside $5,000 for day care expenses in a Dependent Care account, you get to spend the whole $5,000 on day care. If you take the $5,000 in pay, you will only have roughly $3,500 left after taxes to spend on day care! For most individuals whose adjusted gross income is greater than $25,000, this program may be more beneficial than the federal dependent care tax credit – consult a tax professional for an assessment of your personal situation. The FSA Medical Reimbursement account can also help offset the cost of out-of-pocket health care expenses such as copayments, deductibles, coinsurance, and over-the-counter medications.
The University is pleased to announce Chard Snyder as our new administrator for your Flexible Spending Account program. With this change, there are numerous new features available including:
- A pre-paid benefits debit card that will provide you an easy, automatic way to pay for qualified health care/benefit expenses. The pre-paid card lets you electronically access the pre-tax amounts set aside in your accounts.
- Full array of web services including on-line enrollment, claims submission, account balances, and claims history and detail.
- Tri-weekly reimbursement of approved claims.
To learn more about Chard Snyder and your Flexible Sending Account program, you can watch a short 3 minute video at www.chard-snyder.com/video. For reimbursement questions, call toll-free (800) 982-7715 or visit Chard Snyder’s website at www.chard-snyder.com. Request forms from the UHR Benefits Division at (434) 924-4392 or e-mail benefits@virginia.edu.
Medical Reimbursement
Full-time and part-time salaried employees working at least 20 hours per week are eligible to participate in the medical reimbursement program. You must submit an application within 60 days of your hire date or during open enrollment. This account allows the participant to set aside pretax dollars to pay for medical, dental, and vision care, or other eligible expenses that are not covered by the health insurance plan. In addition to claiming out-of-pocket expenses for the participant, expenses for eligible dependents such as spouses, dependent children and other persons considered to be an eligible dependent for Federal income tax purposes may be included. The maximum amount that you may place in this account is $5,000 per plan year. The minimum contribution is $240 per year.
Dependent Care
Full-time and part-time salaried employees are eligible to enroll in the dependent care reimbursement account, as of the first day of the month following the date of hire or during a subsequent open enrollment period. This account allows the participant to set aside pretax dollars to pay for eligible dependent care expenses, such as childcare. In order to participate in a Dependent Care FSA, you must meet at least one of the following qualifications:
- Single parent who works full-time
- You and your spouse both work, and your spouse's annual income is greater than the amount you are claiming for dependent care
- Your spouse is enrolled full-time at an institution of higher learning (If your spouse is a full-time student at least five months a year or is disabled, federal law limits the maximum amount you may contribute on a pretax basis to $3,000 for one dependent and $5,000 for two or more dependents)
- Your spouse is medically disabled and cannot care for your dependents (If your spouse is a full-time student at least five months a year or is disabled, federal law limits the maximum amount you may contribute on a pretax basis to $3,000 for one dependent and $5,000 for two or more dependents)
- If divorced, you must have custody and be claiming the child as a dependent on your tax return
Money must be in the account before you can be reimbursed. The maximum amount you may place in your account is $2,500 during a plan year if you are married and filing tax returns separately from your spouse. If you are single, or married and filing jointly, the maximum is $5,000. The minimum contribution is $240 per year. Forms:
Enrollment Rules
Participation in FSA Accounts must be renewed every year during the annual open enrollment period. Generally, you may not change the amount of money set aside until the next annual enrollment period. However, the IRS will allow you to make changes during the Plan Year due to a qualifying event. Qualifying events (or family status changes) include:
- a marital status change due to marriage, divorce, or death of a spouse
- birth, adoption, or death of a child
- employee obtaining permanent custody of a child
- termination or commencement of employment by the employee, spouse, or dependent
- employee or employee's spouse taking or returning from an unpaid leave of absence
- change in employment status for employee or spouse
- dependent satisfying or ceasing to satisfy the requirements for unmarried dependents
- and significant change in coverage or costs or a change in daycare provider
Applications for change must be accompanied by documentation and received in the UHR Benefits Division within sixty (60) days of the family status change.
The Summary Plan Description for UVA’s Flexible Spending Account Program details the plan benefits and rules.
Tax-Deferred Savings Program
The University of Virginia offers an optional savings program that allow employees to tax-defer income and invest for the future. The plans are available through TIAA/CREF, The Vanguard Group, and Fidelity Investments, and are open to all employees who can contribute the monthly minimum of $20. The maximum amount that can be contributed on a tax-deferred basis in 2008 is $15,500 with an additional age catch-up of $5,000. Employees who have been employed with the University for at least 15 consecutive years may be eligible for an additional catch-up of up to $3,000. The University calculates this maximum amount and the employee signs a Tax Deferred Savings Program Authorization Form (Salaried Employees) or Tax Deferred Savings Program Authorization Form (Wage Employees) which specifies the authorized amount of the salary reduction. These forms were previously referred to as the Salary Reduction Agreement (for salaried employees), and the Wage Reduction Agreement (for wage employees).
Employees may participate in both the 403(b) and Commonwealth 457(b) and can contribute the maximum to both.
Beginning January 1, 2008, all eligible newly hired or re-hired salaried state employees will have $40 per month automatically deferred to the 403(b) Plan with Fidelity Investments unless you actively enroll in a 403(b) or 457 plan within 60 days of your date of hire or opt out of participation. Employees who are enrolled automatically will receive a $20 per month match to the Cash Match Plan with Fidelity Investments.
For more information contact the Benefits Division at (434) 924-4392 or email benefits@virginia.edu.
| For Plan Details: |
| TIAA-CREF |
(800) 842-2733 |
|
|
|
| Fidelity |
(800) 343-0860 |
|
|
|
| Vanguard |
(800) 523-1188 |
|
|
|
Forms:
Commonwealth Deferred Compensation Plan (457b)
The Commonwealth of Virginia offers for employees an optional savings program that allow employees to tax-defer income and invest for the future. The plan is available through the Commonwealth’s vendor Great-West and is open to all employees who can contribute a monthly minimum of $20 per month. The maximum amount that can be contributed on a tax-deferred basis in 2008 is $15,500 with an additional age catch-up of $5,000. In addition there is a standard catch-up that employees may be eligible for during the three calendar years prior to the designated normal retirement age. Great-West will determine eligibility for this catch-up.
To enroll in the Commonwealth’s plan employees need to complete the Participant Enrollment Form and Beneficiary Designation Form and submit to the Benefits Division.
For more information contact the Benefits Division at (434) 924-4392 or email benefits@virginia.edu.
Forms:
The Matching Contribution Retirement Plan
The University of Virginia offers an employer-paid match to employee contributions to tax-deferred savings programs. To be eligible, employees must be participating in the Virginia Retirement System or the Faculty Retirement Plan. Employee contributions will be matched at 50 percent up to a maximum of $40.00 per month. To enroll, employees must meet the eligibility requirement, participate in a tax-deferred savings account and open a Match Plan account with TIAA-CREF, Fidelity and Vanguard. For more information and account enrollment instructions contact:
| TIAA-CREF |
(800) 842-2733 |
|
|
|
| Fidelity |
(800) 343-0860 |
|
|
|
| Vanguard |
(800) 523-1188 |
|
|
|
Miscellaneous Benefits
Social Security
All employees of the University must pay Social Security taxes, except regularly enrolled students and exchange visitors with an F-1 or J-1 Visa. The employee’s share of the cost of Social Security is withheld from each paycheck until the employee’s gross salary reaches the Social Security earnings base. The University matches the contribution to the program.
Faculty and Employee Assistance Program
The University also offers employees confidential counseling and referral services for emotional and financial problems. Please call the Faculty and Employee Assistance Program at 243-2643 to speak with a counselor or visit their website at http://www.healthsystem.virginia.edu/internet/feap/.
Intramural-Recreational Sports Facilities
Full-time and part-time salaried employees may purchase an annual recreation pass which entitles the employee to use the University’s swimming pools, handball, tennis, squash, and racquetball courts, weight rooms, indoor track, boxing rooms, saunas, and several other athletic facilities. The University will subsidize a portion of the annual cost for full-time employees. Employees may purchase a pass at the Intramural and Recreational Sports Office in the Aquatic and Fitness Center. For more information call 924-3791 or visit their website at http://www.virginia.edu/ims/.
Savings Bonds
Any salaried employee, full-time or part-time, may purchase U.S. Savings Bonds through payroll deduction. Please contact the UHR Benefits Division to purchase bonds. The website http://www.savingsbonds.gov.
Pre-Tax Parking
Salaried employees who use payroll deduction to purchase parking permits from University Parking and Transportation services may do so on a pre-tax basis. The program is similar to the pre-tax deduction for health care premiums in that taxable pay is reduced and participants benefit by an increase in take-home or net pay.
Employees who participate in the pre-tax parking benefit will reduce the amount of pay subject to federal income, state income and FICA tax withholdings annually. An employee's gross pay will not change but his or her net pay will increase due tot he lesser amount of pay subject to tax withholding.
All eligible employees are automatically enrolled in the plan.
University of Virginia Cemetery and Columbarium
Founded in 1828, the Cemetery at the University of Virginia is rich with history. Located on the corner of Alderman and McCormick Roads, it has served as the final resting place for many of the most prominent figures of the University. There are no in-ground plots available for purchase. However, there are vaults remaining in the University's Columbarium.
Full-time and retired faculty of the University are eligible to purchase a vault in the Columbarium. Additional information and forms can be obtained from: http://www.virginia.edu/uvacemetery/, or by calling the Office of Business Operations (434-982-5166) or Dr. Dearing Johns, Chair of the Cemetery Committee (434-924-9605).
Termination Information
FULL TIME FACULTY
Health Insurance: If you have been enrolled in the UVa health insurance plan, your coverage will continue until the end of the month in which you terminate employment. According to federal law (COBRA), you have the option to extend continuous coverage for as long as 18 months at your own expense and without Medical Center contribution. Premiums are 102 percent of the premiums for regular coverage, and are required 45 days after the election of Extended Coverage. If you want to elect Extended Coverage, please complete the COBRA enrollment forms that will be sent to your home address under separate cover after termination. These forms must be returned within 60 days of termination of employment or receipt of the enrollment forms, whichever is later.
Note: If you have had the reduced Family Health Care Premium offered to two active state employees, your termination of employment requires a change in membership. Please contact the UHR Benefits Division at 924-4392 for assistance.
Flexible Spending Accounts: If you participate in the Dependent Care or Medical Flexible Spending Accounts, you have three options when you terminate your employment with the University; (1) deduct the remaining contributions from your last paycheck and continue participation until the end of the month in which you terminate employment, (2) deduct your regular monthly contribution from your last paycheck and continue participation until the date on which you terminate employment, or (3) continue participation until the end of the Plan Year as a COBRA participant. If you choose option 3, you will be responsible for paying your current election, your current account administrative fee, and the COBRA administrative fee of 2 percent on a monthly basis. This monthly payment will be due on or before the first of each month through the end of the current Plan Year. Please contact the UHR Benefits Division at 924-4392 for more information about each of these options.
Note: Claims for expenses incurred while participating in these programs must be filed within 90 days of the date of termination from the plan. Funds remaining after the 90-day grace period will be forfeited.
Faculty Retirement Plan
Your options may vary with the retirement plan you have chosen. Generally, you may leave your contributions with your designated retirement plan until you wish to transfer funds to another similar qualified plan, or withdraw funds based on the rules of the retirement fund vendor. If you elect to withdraw funds, tax penalties may be imposed. For more information on specific rules or to initiate a withdrawal/transfer, please contact your optional retirement plan at the toll-free number listed above.
Virginia Retirement System (VRS) (888) 827-3847: You must decide whether to leave your member contributions in place, thus retaining the service credit you have earned or take a refund of your member contribution account, thereby canceling your service credit. There is no time limit on making this choice. Contributions left with VRS earn 4 percent per year. If you do not take a refund and later return to a VRS covered position, the service you earn in your second period of employment will be added to that already in your records. Contact the UHR Benefits Division at 924-4392 and request an "Address Declaration for Inactive Members" (Form VRS3-A). Complete the form and return it to VRS. If you decide to take a refund of your VRS member contribution account, please contact the UHR Benefits Division for information on options, as well as taxes and penalties that apply.
Tax-deferred Savings Program
These contributions cease with termination of employment from the Medical Center. You may leave your accumulated contributions with your designated plan(s) until you wish to initiate a withdrawal or transfer to another 403(b) program or to an IRA. Taxes and penalties may apply on withdrawal of these funds. Please contact your supplemental retirement vendor(s) for more information, as well as withdrawal and transfer forms.
Life Insurance: You have 31 days from the date of your termination of employment with the Medical Center to convert your life insurance coverage to an individual policy. A medical examination is not required. The life insurance carrier determines the cost of your converted policy. If you wish to convert your life insurance, please contact the UHR Benefits Division at 924-4392 for the appropriate conversion form.
Disability Insurance. TIAA disability policy can be converted within 31 days of your termination date by those who meet certain criteria. Nine-month faculty completing the full nine-month contract period have coverage through August 31st or until the start of full-time, permanent employment with another employer, whichever is earlier. Otherwise, coverage ends the day you stop active work. If you wish to convert your disability policy, please contact the UHR Benefits Division at 924-4392. If you participate in the Virginia Sickness and Disability Plan (VSDP), your coverage ends on the date of termination.
Accidental Death and Dismemberment Insurance. This optional policy can be converted to individual coverage. For more information contact the UHR Benefits Division. Nine-month faculty completing the full nine-month contract period have coverage through August 31. Otherwise, coverage ends the last day of the last month of employment.
Other Payroll Related Information
Address Change: To receive a Form W-2 and other necessary payroll-related information, it is necessary for your correct address to be on file. Please submit in writing your name, social security number and new address to the UHR Management Systems Division, University Human Resources, P. O. Box 400127, Charlottesville, VA 22904-4127 (fax (434) 982-2632).
Direct Deposit: If you had your paycheck directly deposited into your bank account, you must notify Medical Center Payroll in writing and give your name and social security number to authorize Payroll to terminate your direct deposit (fax (434) 243-6095). Please call the Medical Center Payroll Division at (434) 924-9842 if you have any questions.
Other Payroll Deductions: If you have authorized payroll deductions for the University of Virginia Community Credit Union and/or parking, you must contact these departments to cancel your deductions.
VISITING FACULTY
Health Insurance: If you have been enrolled in the UVa health insurance plan, your coverage will continue until the end of the month in which you terminate employment. According to federal law (COBRA), you have the option to extend continuous coverage for as long as 18 months at your own expense and without Medical Center contribution. Premiums are 102 percent of the premiums for regular coverage, and are required 45 days after the election of Extended Coverage. If you want to elect Extended Coverage, please complete the COBRA enrollment forms that will be sent to your home address under separate cover after termination. These forms must be returned within 60 days of termination of employment or receipt of the enrollment forms, whichever is later.
Note: If you have had the reduced Family Health Care Premium offered to two active state employees, your termination of employment requires a change in membership. Please contact the UHR Benefits Division at 924-4392 for assistance.
Flexible Spending Accounts: If you participate in the Dependent Care or Medical Flexible Spending Accounts, you have three options when you terminate your employment with the University; (1) deduct the remaining contributions from your last paycheck and continue participation until the end of the month in which you terminate employment, (2) deduct your regular monthly contribution from your last paycheck and continue participation until the date on which you terminate employment, or (3) continue participation until the end of the Plan Year as a COBRA participant. If you choose option 3, you will be responsible for paying your current election, your current account administrative fee, and the COBRA administrative fee of 2 percent on a monthly basis. This monthly payment will be due on or before the first of each month through the end of the current Plan Year. Please contact the UHR Benefits Division at 924-4392 for more information about each of these options.
Note: Claims for expenses incurred while participating in these programs must be filed within 90 days of the date of termination from the plan. Funds remaining after the 90-day grace period will be forfeited.
Tax-deferred Savings Program
These contributions cease with termination of employment from the Medical Center. You may leave your accumulated contributions with your designated plan(s) until you wish to initiate a withdrawal or transfer to another 403(b) program or to an IRA. Taxes and penalties may apply on withdrawal of these funds. Please contact your supplemental retirement vendor(s) for more information, as well as withdrawal and transfer forms.
Other Payroll Related Information
Address Change: To receive a Form W-2 and other necessary payroll-related information, it is necessary for your correct address to be on file. Please submit in writing your name, social security number and new address to the UHR Management Systems Division, University Human Resources, P. O. Box 400127, Charlottesville, VA 22904-4127 (fax (434) 982-2632).
Direct Deposit: If you had your paycheck directly deposited into your bank account, you must notify Medical Center Payroll in writing and give your name and social security number to authorize Payroll to terminate your direct deposit (fax (434) 243-6095). Please call the Medical Center Payroll Division at (434) 924-9842 if you have any questions.
Other Payroll Deductions: If you have authorized payroll deductions for the University of Virginia Community Credit Union and/or parking, you must contact these departments to cancel your deductions.
PART-TIME FACULTY
Faculty Retirement Plan
Your options may vary with the retirement plan you have chosen. Generally, you may leave your contributions with your designated retirement plan until you wish to transfer funds to another similar qualified plan, or withdraw funds based on the rules of the retirement fund vendor. If you elect to withdraw funds, tax penalties may be imposed. For more information on specific rules or to initiate a withdrawal/transfer, please contact your optional retirement plan at the toll-free number listed above.
Flexible Spending Accounts: If you participate in the Dependent Care or Medical Flexible Spending Accounts, you have three options when you terminate your employment with the University; (1) deduct the remaining contributions from your last paycheck and continue participation until the end of the month in which you terminate employment, (2) deduct your regular monthly contribution from your last paycheck and continue participation until the date on which you terminate employment, or (3) continue participation until the end of the Plan Year as a COBRA participant. If you choose option 3, you will be responsible for paying your current election, your current account administrative fee, and the COBRA administrative fee of 2 percent on a monthly basis. This monthly payment will be due on or before the first of each month through the end of the current Plan Year. Please contact the UHR Benefits Division at 924-4392 for more information about each of these options.
Note: Claims for expenses incurred while participating in these programs must be filed within 90 days of the date of termination from the plan. Funds remaining after the 90-day grace period will be forfeited.
Tax-deferred Savings Program
These contributions cease with termination of employment from the Medical Center. You may leave your accumulated contributions with your designated plan(s) until you wish to initiate a withdrawal or transfer to another 403(b) program or to an IRA. Taxes and penalties may apply on withdrawal of these funds. Please contact your supplemental retirement vendor(s) for more information, as well as withdrawal and transfer forms.
Other Payroll Related Information
Address Change: To receive a Form W-2 and other necessary payroll-related information, it is necessary for your correct address to be on file. Please submit in writing your name, social security number and new address to the UHR Management Systems Division, University Human Resources, P. O. Box 400127, Charlottesville, VA 22904-4127 (fax (434) 982-2632).
Direct Deposit: If you had your paycheck directly deposited into your bank account, you must notify Medical Center Payroll in writing and give your name and social security number to authorize Payroll to terminate your direct deposit (fax (434) 243-6095). Please call the Medical Center Payroll Division at (434) 924-9842 if you have any questions.
Other Payroll Deductions: If you have authorized payroll deductions for the University of Virginia Community Credit Union and/or parking, you must contact these departments to cancel your deductions.
How Leave Without Pay Affects Your Employee Benefits
The information provided here is intended to be a quick reference regarding the policies and procedures for maintaining your benefits coverage as well as the length of time coverage may continue during your leave without pay.
You will find your first monthly billing statement enclosed. Bills are generated for any premiums required to maintain your current coverages. Additional bills will be sent to you on a monthly basis. If you fail to remit timely payment, you will lose coverage. University employees should return the billing statement, along with the payment, to the University Human Resources Payroll Division at 914 Emmet Street. The first payment must be received and posted to your account within 45 days of the billing’s preparation date or coverage will be cancelled. Subsequent payments must be posted by the 30th day of the month indicated on each statement to prevent cancellation. If coverage is cancelled due to lack of payment, enrollment in the health plan cannot be requested until the next open enrollment period or the occurrence of a mid-year qualifying event.
Nine-pay faculty members are billed a “special premium” for coverage during the three summer months. The University will pay the employer cost for the summer if the faculty member returns from leave before summer begins.
If you are within 60 days of the date you went on leave without pay, you can waive coverage or reduce your membership while on leave without pay. Please complete the attached waiver form or contact your Benefits Counselor for an application to drop dependents as your request must be received at the Benefits Division within 60 days of going on leave without pay. All changes are effective the 1st of the month following receipt of the form at the Benefits Division.
Employees who waived coverage or reduced membership within 60 days of going on leave may re-enroll in coverage within 60 days of their return from leave without pay by completing appropriate enrollment forms. All changes are effective the 1st of the month following receipt of the form at the Benefits Division.
If your coverage is cancelled because you miss your first payment, you have the option, according to federal law (COBRA), to extend continuous health coverage for as long as 18 months at your own expense. The enrollment form for COBRA coverage must be completed and returned to the Benefits Division at 914 Emmet Street within 60 days of going on leave without pay or receipt of this letter, whichever is later. Premiums are 102% of the cost for regular coverage and are required 45 days after the election of COBRA Extended Coverage.
If you have questions, would like to elect COBRA Extended Coverage or need more information regarding your benefits while on leave without pay, please call the Benefits Division at (434) 924-4392.
PERSONAL LEAVE WITHOUT PAY (UP TO 24 MONTHS)
- Health Care Coverage: Coverage may continue six (6) months; the employer pays no contribution and the employee pays the entire cost.
- Retirement: The employer makes no contribution; no service credit is earned and service credit cannot be purchased upon return.
- Life Insurance Coverage: Coverage may continue 24 months; the employer makes full contribution.
- Disability Insurance Coverage and VSDP Disability Benefit: Coverage may continue 24 months; the employer pays its contribution and the employee pays the employee premium.
- Supplemental Life and Accidental Death & Dismemberment Coverage: The employee pays the full premium, which is normally deducted from their paycheck.
ILL HEALTH LEAVE WITHOUT PAY (UP TO 12 MONTHS)
- Health Care Coverage: Coverage may continue twelve (12) months; the employer pays its contribution with certification of disability and only if the employee pays the employee premium. Without certification, the leave is treated as personal leave.
- Retirement: Available through LTD coverage.
- Life Insurance Coverage: Coverage may continue 12 months; the employer makes full contribution.
- Disability Insurance Coverage and VSDP Disability Benefit: Coverage may continue 12 months; the employer pays its contribution and the employee pays the employee premium.
- Supplemental Life and Accidental Death
- Dismemberment Coverage: The employee pays the full premium, which is normally deducted from their paycheck.
FAMILY AND MEDICAL LEAVE WITHOUT PAY (UP TO TWELVE WEEKS)
- Health Care Coverage: Coverage may continue twelve (12) weeks; the employer pays its contribution and the employee pays the employee premium.
- Retirement: The employer makes no contribution; no service credit is earned; service credit can be purchased upon return.
- Life Insurance Coverage: Coverage may continue for the duration of the leave; the employer makes full contribution.
- Disability Insurance Coverage and VSDP Disability Benefit: Coverage may continue for the duration of the leave; the employer pays its contribution and the employee pays the employee premium.
- Supplemental Life and Accidental Death & Dismemberment Coverage: The employee pays the full premium, which is normally deducted from their paycheck.
EDUCATIONAL LEAVE WITHOUT PAY
- Health Care Coverage: Coverage may continue 24 months; the employer pays no contribution and the employee pays the entire cost.
- FRP Retirement: The employer contributes the lesser of its full amount or the IRS limit for up to 24 months.
- VRS Retirement: The employer makes contributions for up to 24 months.
- Life Insurance Coverage: Coverage may continue 24 months; the employer makes full contribution.
- Disability Insurance Coverage and VRS Disability Benefit: Coverage may continue 24 months; the employer pays its contribution and the employee pays the employee premium.
- Supplemental Life and Accidental Death & Dismemberment Coverage: The employee pays the full premium, which is normally deducted from their paycheck.
AGENCY CONVENIENCE LEAVE (UP TO 4 MONTHS)
- Health Care Coverage: Coverage may continue four (4) months; the employer pays its contribution and the employee pays the employee premium.
- Retirement: The employer makes no contribution; no service credit is earned and service credit cannot be purchased upon return.
- Life Insurance Coverage: Coverage may continue for the duration of the leave; the employer makes full contribution
- Disability Insurance Coverage and VSDP Disability Benefit: Coverage may continue for the duration of the leave; the employer pays its contribution and the employee pays the employee premium.
- Supplemental Life and Accidental Death & Dismemberment Coverage: The employee pays the full premium, which is normally deducted from their paycheck.
MODIFIED SERVICE LEAVE WITH PARTIAL PAY (UP TO 6 MONTHS OR ONE SEMESTER)
- Health Care Coverage: Coverage may continue three (3) months; the employer pays no contribution and the employee pays the entire cost.
- FRP Retirement: The employer contributes a prorated amount towards retirement.
- VRS Retirement: The employer makes prorated contributions.
- Life Insurance Coverage: Coverage may continue for the duration of the leave; the employer makes full contribution.
- Disability Insurance Coverage and VSDP Disability Benefit: Coverage may continue for the duration of the leave; the employer pays its contribution and the employee pays the employee premium.
- Supplemental Life and Accidental Death & Dismemberment Coverage: The employee pays the full premium, which is normally deducted from their paycheck.
MILITARY LEAVE WITHOUT PAY
- Health Care Coverage: Coverage is not available. Dependents may enroll in COBRA.
- FRP Retirement: The employer contributes the lesser of its full amount or the IRS limit for the extent of the leave.
- VRS Retirement: The employer makes no contribution; no service credit is earned; service credit can be purchased upon return.
- Life Insurance Coverage: Coverage may continue 24 months; the employer makes full contribution.
- Disability Insurance Coverage and VSDP Disability Benefit: Coverage is not available.
- Supplemental Life and Accidental Death & Dismemberment Coverage: Coverage is not available.
MILITARY LEAVE WITHOUT PAY; CALLED TO ACTIVE SERVICE
- Health Care Coverage: Coverage may continue on COBRA for employee and dependents for 24 months; the employer pays its contribution and the employee pays the employee premium; no 2% administrative fee is charged.
- FRP Retirement: The employer contributes the lesser of its full amount or the IRS limit for the extent of the leave.
- VRS Retirement: The employer makes no contribution; no service credit is earned; service credit can be purchased upon return; if the employee returns to covered employment within 12 months of honorable or general discharge, service credit can be granted at no cost and will count towards service retirement if appropriate forms are submitted.
- Life Insurance Coverage: Coverage may continue 24 months; the employer makes full contribution.
- Disability Insurance Coverage and VSDP Disability Benefit: Coverage is not available.
- Supplemental Life and Accidental Death & Dismemberment Coverage: Coverage may continue 24 months; the employee pays the full premium which is normally deducted from their paycheck.
FAMILY LEAVE WITHOUT PAY (UP TO 12 MONTHS)
- Health Care Coverage: Coverage may continue six (6) months; the employer pays no contribution and the employee pays the entire cost.
- Retirement: The employer makes no contribution; no service credit is earned and service credit cannot be purchased upon return.
- Life Insurance Coverage: Coverage may continue the duration of the leave; the employer makes full contribution.
- Disability Insurance Coverage and VSDP Disability Benefit: Coverage may continue the duration of the leave; the employer pays its contribution and the employee pays the employee premium.
- Supplemental Life and Accidental Death & Dismemberment Coverage: The employee pays the full premium, which is normally deducted from their paycheck.
SESQUI LEAVE (ONE SEMESTER FULL PAY AND ONE SEMESTER NO PAY OR TWO SEMESTERS HALF PAY)
- Health Care Coverage: Coverage may continue for the duration of the leave; the employer pays its contribution and the employee pays the employee premium.
- FRP Retirement: The employer contributes the lesser of its full amount or the IRS limit for the duration of the leave.
- VRS Retirement: The employer makes contributions for the duration.
- Life Insurance Coverage: Coverage may continue for the duration of the leave; the employer makes full contribution.
- Disability Insurance Coverage and VSDP Disability Benefit: Coverage may continue for the duration of the leave; the employer pays its contribution and the employee pays the employee premium.
- Supplemental Life and Accidental Death & Dismemberment Coverage: The employee pays the full premium, which is normally deducted from their paycheck.
INVALID VISA LEAVE
- Health Care Coverage: Coverage may continue six (6) months; the employer pays no contribution and the employee pays the entire cost.
- Retirement: The employer makes no contribution; no service credit is earned; service credit can be purchased upon return.
- Life Insurance Coverage: Coverage may continue 24 months; the employer makes full contribution.
- Disability Insurance Coverage and VSDP Disability Benefit: Coverage may continue 24 months; the employer pays its contribution and the employee pays the employee premium.
- Supplemental Life and Accidental Death & Dismemberment Coverage: The employee pays the full premium, which is normally deducted from their paycheck.
ADOPTION/FOSTER CARE LEAVE (UP TO 3 WEEKS PAID AND 9 WEEKS UNPAID)
- Health Care Coverage: Coverage may continue nine (9) weeks; the employer pays its contribution and the employee pays the employee premium.
- FRP Retirement: The employer contributes the lesser of its full amount or the IRS limit for the paid portion of the leave.
- VRS Retirement: The employer makes contributions for the paid portion of the leave.
- Life Insurance Coverage: Coverage may continue for the duration of the leave; the employer makes full contribution.
- Disability Insurance Coverage and VSDP Disability Benefit: Coverage may continue for the duration of the leave; the employer pays its contribution and the employee pays the employee premium.
- Supplemental Life and Accidental Death & Dismemberment Coverage: The employee pays the full premium, which is normally deducted from their paycheck.
How Leave With Partial Pay Affects Your Employee Benefits
The information provided here is intended to be a quick reference regarding the benefits coverage during your leave with partial pay.
Faculty are entitled to continuation of employer-sponsored benefits while on a leave with partial pay. The position itself remains a salaried, benefit-eligible position; however, the faculty employee’s hours and salary are reduced.
The reasons for a leave with partial pay may include, but are not limited to: for the temporary loss of grant funding, as part of a phased retirement, or related to educational or Sesqui leave. Leave with partial pay must be approved by the appropriate dean or unit head and can be approved for a period of up to 24 months.
LEAVE WITH PARTIAL PAY
- Health Care Coverage: Coverage continues; the employer pays employer contribution and the employee pays the employee cost.
- Retirement: The employer contribution continues based on reduced salary.
- Basic Life Insurance Coverage: Coverage continues; the employer makes full contribution.
- Disability Insurance Coverage and VSDP Disability Benefit: Coverage continues; the employer pays its contribution; no employee premium required.
- Supplemental Life and Accidental Death & Dismemberment Coverage: The employee pays the full premium, which is normally deducted from their paycheck.
- Flexible Spending and Tax Deferred Savings Plans: Employee funded benefits may continue so long as reduced salary covers benefit deduction amounts.
- Cash Match: Employer continues cash match on employees tax deferred savings contributions, 50% match not to exceed employer contribution of $40.00 per month.
Privacy Notice
Notice of University of Virginia Health Plan's and the University of Virginia Flexible Spending Account Plan's (Medical Reimbursement Account Portion) Privacy Practices
THIS NOTICE DESCRIBES HOW MEDICAL INFORMATION ABOUT YOU MAY BE USED AND DISCLOSED AND HOW YOU CAN GET ACCESS TO THIS INFORMATION.
PLEASE REVIEW IT CAREFULLY. |
UNIVERSITY OF VIRGINIA'S PLANS' COMMITMENT TO PRIVACY
The University of Virginia Health Plan, and the medical reimbursement account portion of the University of Virginia Flexible Spending Account Plan (jointly referred to as the "Plan") are committed to protecting the privacy of your protected health information. Protected health information, which is referred to as "health information" in this Notice, is information that identifies you and relates to your physical or mental health, or to the provision or payment of health services for you. The Plan creates, receives, and maintains your health information when it provides health, dental, prescription drug, and medical flexible spending account benefits to you and your eligible dependents. The Plan also pledges to provide you with certain rights related to your health information.
By this Notice of Privacy Practices ("Notice"), the Plan informs you that it has the following legal obligations under the federal health privacy provisions contained in the Health Insurance Portability and Accountability Act of 1996 ("HIPAA") and the related regulations ("federal health privacy law"):
- to maintain the privacy of your health information;
- to provide you with this Notice of its legal duties and privacy practices with respect to your health information; and
- to abide by the terms of this Notice currently in effect.
This Notice also informs you how the Plan uses and discloses your health information and explains the rights that you have with regard to your health information maintained by the Plan. For purposes of this Notice, "you" or "yours" refers to insured participants and eligible dependents.
This Notice is effective as of April 14, 2003, and will remain in effect unless and until the Plan issues a revised Notice.
INFORMATION SUBJECT TO THIS NOTICE
The Plan creates, receives, and maintains certain health information about you to help provide health benefits to you, as well as to fulfill legal and regulatory requirements. The Plan obtains this health information, which identifies you, from applications and other forms that you complete, through conversations you may have with the Plan's administrative staff and health care professionals, and from reports and data provided to the Plan by health care service providers, insurance companies, and other third parties. The health information the Plan has about you includes, among other things, your name, address, phone number, birthdate, social security number, and medical and health claims information. This is the information that is subject to the privacy practices described in this Notice.
This Notice does not apply to health information created, received, or maintained by the University of Virginia on behalf of the non-health employee benefits that it sponsors, such as disability benefits and life insurance benefits. This Notice also does not apply to health information that the University of Virginia requests, receives, and maintains about you for employment purposes, such as employment testing, or determining your eligibility for medical leave benefits or disability accommodations.
SUMMARY OF THE PLAN'S PRIVACY PRACTICES
The Plan's Uses and Disclosures of Your Health Information
Generally, you must provide a written authorization to the Plan for it to use or disclose your health information. However, the Plan may use and disclose your health information without your authorization for the administration of the Plan and for processing claims. The Plan also may use and disclose your health information without your authorization for other purposes as permitted by the federal health privacy law, such as health and safety, law enforcement or emergency purposes. The details of the Plan's uses and disclosures of your health information are described below.
Your Rights Related to Your Health Information
The federal health privacy law provides you with certain rights related to your health information. Specifically, you have the right to:
- Inspect and/or copy your health information;
- Request that your health information be amended;
- Request an accounting of certain disclosures of your health information;
- Request certain restrictions related to the use and disclosure of your health information;
- Request to receive your health information through confidential communications;
- File a complaint with the Plan or the Secretary of the Department of Health and
- Human Services if you believe that your privacy rights have been violated; and
- Receive a paper copy of this Notice.
These rights and how you may exercise them are detailed below.
Changes in the Plan's Privacy Practices
The Plan reserves its right to change its privacy practices and revise this Notice as described below.
Contact Information
If you have any questions or concerns about the Plan's privacy practices or about this Notice, if you wish to obtain additional information about the Plan's privacy practices, or if you wish to submit a complaint, please contact:
Joanne Hayden
UVa Health Plan Ombudsman
914 Emmet Street
P.O. Box 400127
Charlottesville, VA 22904-4127
(434) 924-4346
DETAILED NOTICE OF THE PLAN'S PRIVACY POLICIES THE PLAN'S USES AND DISCLOSURES
Except as described in this section, as provided for by federal health privacy law, or as you have otherwise authorized, the Plan only uses and discloses your health information for the administration of the Plan and the processing of health claims. The uses and disclosures that do not require your written authorization are described below.
Uses and Disclosures for Treatment, Payment, and Health Care Operations
- For Treatment. The Plan may disclose your health information to a health care provider, such as a hospital or physician, to assist the provider in treating you. The Plan does not anticipate making disclosures "for treatment" purposes. However, if necessary, the Plan may make such disclosures without your authorization.
- For Payment. The Plan may use and disclose your health information without your authorization so that your claims for health care services can be paid according to the Plan's terms. For example, the Plan may use and disclose your health information to determine whether certain health care services that you seek are covered by the Plan or to process your health care claims. The Plan also may disclose your health information to coordinate payment of your health care with others who may be responsible for certain costs.
- For Health Care Operations. The Plan may use and disclose your health information without your authorization so that it can operate efficiently and in the best interests of its participants. For example, the Plan may disclose your health information for underwriting purposes, for business planning purposes, or to attorneys who are providing legal services to the Plan.
Uses and Disclosures to Business Associates
The Plan may disclose certain of your health information without your authorization to its "business associates," which are third parties that assist the Plan in its operations. For example, the Plan may share your claims information with a business associate that provides claims processing services to the Plan, and the Plan may disclose your health information to its business associates for actuarial projection and audit purposes, and legal services. The Plan enters contracts with its business associates to ensure that the privacy your health information is protected.
Uses and Disclosures to the Plan Sponsor
The Plan may disclose your health information, without your authorization, to the Plan Sponsor, which is the University of Virginia, for plan administration purposes, such as performing quality assurance functions, and for monitoring and auditing functions. The Plan Sponsor will certify to the Plan that it will protect the privacy of your health information and that it has amended t |
