Benefit Programs

Insurance

Health Insurance

The University offers health insurance for eligible employees and their family members via a Preferred Provider Organization (PPO). The University health care plan employs doctors, hospitals and other healthcare providers in the Anthem Heath Network. The plan provides basic medical/surgical coverage and major medical protection. Additionally, a three-tier prescription drug plan is included in the plan. New employees have 30 days from the date of employment to enroll in the health plan. The effective date of coverage is the first day of the month following a 30-day waiting period. Changes may be made annually at open enrollment in the month of February. Pre-certification is required for hospitalization, surgery, and certain outpatient procedures.

Health Saving Account

Is a tax-advantaged medical savings account available to taxpayers who are enrolled in the Anthem High Deductible Health Plan (HDHP). The funds contributed to the account are not subject to federal income tax at the time of deposit. Unlike a flexible spending account (FSA), funds roll over and accumulate year over year if not spent. HSAs are owned by the individual, which differentiates them from the company-owned Health Reimbursement Arrangement (HRA) that is an alternate tax-deductible source of funds paired with HDHPs. Funds may be used to pay for qualified medical expenses at any time without federal tax liability.

Flexible Benefit Program

This program is a tax-saving method of paying the employee’s qualified out-of-pocket medical/dental and dependent care expenses. By participating in this pre-tax benefit plan, an employee reduces his/her taxable earnings, pays less taxes, which results in more spendable income. Participants agree to a specific dollar deduction each pay period and receive the benefit of lower federal, state and FICA taxes. Employee deductions are saved into their personal flexible spending account. An employee may submit a claim reimbursement form to receive tax-free reimbursement for eligible medical, dental and dependent coverage charges. The employee’s payroll deduction amount cannot be changed during the calendar year, except for a qualifying event, and any balance remaining on February 28th is lost.

Employees may sign up for an unreimbursed medical/dental deductions maximum of $3,000 and a dependent child care maximum of $5,000 per calendar year.

University of Indianapolis Retirement Plan

In addition to Social Security retirement coverage, University of Indianapolis provides a retirement program for eligible employees. Employees have the option to select between Teachers Insurance and Annuity Association - College Retirement Equities Fund (TIAA-CREF) or Fidelity Investments as their primary investment company, or a combination of both. Eligibility: employees become eligible to participate in the plan after completing one (1) year of qualifying service at UIndy OR upon employment, for new employees who completed one (1) year of full time service with another institution of higher education, within six (6) months prior to their employment date with UIndy. Vesting is immediate upon enrollment in the plan.

The University and employee contributions schedule is below:

* 1-10 years of continuous service: University 8%, Employee 3%
* 11-15 years of continuous service: University 9%, Employee 4%
* 16 or more years of continuous service: University 10%, Employee 5%

Tax-Deferred Annuity (TDA)

All staff members are eligible to make contributions on a tax-deferred basis to a Group Supplemental Retirement Annuity (GSRA) with Fidelity or TIAA-CREF. This benefit is available immediately upon employment and is not contingent upon eligibility or enrollment in the Regular Retirement Plan. Federal law dictates the maximum amount employees are eligible to contribute under this plan and penalties are normally imposed for withdrawals prior to age 59½.

Emeriti Retirement Health

This post-retirement health program is designed to provide an increasing level of confidence to faculty and staff through early funding for health care needs during the working years and national access to supplemental insurance coverage in retirement. It is a non-profit health benefits program designed exclusively for the higher education community. The University will contribute a monthly amount to eligible employees’ accounts (must be age 40 with 3 years of service). Employees age 21 and older may also make voluntary contributions on an after-tax basis (no maximum applies).

Group Life Insurance

The University provides two group term life insurance plans for full-time. Employees may elect coverage equivalent to two times annual salary to a maximum of $250,000 or flat $50,000 coverage. The full cost of this benefit is paid by the University. The effective date of coverage is the first day of the month following 30 days of employment. The basic coverage decreases incrementally beginning at age 65 and is discontinued upon termination. Conversion to a personal policy is available at the time of retirement or termination from the University.

Accidental Death and Dismemberment Insurance (AD&D)

The University provides AD&D insurance for full-time employees and the total cost of this benefit is paid by the University. The benefit amount identified below is equal to the life insurance coverage selected and covers accidents that occur either at or away from work, resulting in loss within 90 days of the event. The AD&D coverage only insures the employee and is not effective during a period of time that insurance premiums are being waived due to disability.

Full Benefit Amount -- Loss of life, both hands or both feet, sight of both eyes, one hand & one foot, one foot & sight of one eye, one hand & sight of one eye. 
50% of Benefit Amount -- Sight of one eye, one hand or one foot, speech or hearing. 
25% of Benefit Amount -- Thumb and index finger.

Long-Term Disability (LTD)

A group long-term total disability insurance program through Standard Insurance Company is provided for full-time employees. Benefits under this program begin after six months of continuous total disability. A combination of Social Security disability benefits and Standard’s total disability benefits provide sixty (60) percent of the monthly wage base, not to exceed $6,000 per month. The full cost of this program is paid by the University. For complete details, employees should review their LTD Insurance Certificate.

Employee Assistance Program (EAP)

Employees and their family members receive confidential help and guidance 24 hours a day, 365 days a year on a wide range of issues to include: marital or family difficulties, anxiety, depression, substance abuse, job-related problems, legal or financial troubles, etc. When the need arises, you can depend upon Horizon EAP professional support and assistance.

All contacts to the EAP are kept strictly confidential in compliance with state and federal laws. Employees may access EAP services by calling toll-free at 888-293-6948 or by visiting the HorizOnline Web site at www.horizoneap.com. In addition to the 24 hour telephone consultation and Internet access, each family member is eligible for up to three (3) no cost face-to-face assessment and counseling sessions. Counseling sessions are provided by Horizon's national network of more than 23,000 licensed providers.

Tuition Discount

Full tuition for undergraduate and graduate courses is provided for regular full-time employees who enroll in classes at the University of Indianapolis. Spouses receive full tuition for undergraduate and fifty percent (50%) benefit for master’s degree courses taken at the University. The policy does not apply to doctoral programs.

* Full tuition is granted for undergraduate courses to dependent children of full-time employees. Some of the main criteria for eligibility the child must meet are:Never been married
* Under age 23
* Has not received a first baccalaureate degree
* Does not have children of his/her own for whom the student provides more than half support

The Faculty/Staff Discount is available to dependent children only until the first baccalaureate degree is earned. No Faculty/Staff Discount is granted to dependent children at the graduate level.

A 25% reduction of tuition charge is available to regular part-time employees and their spouses who choose to enroll in undergraduate courses. This benefit is also available to dependent children, provided the child meets all of the criteria listed above, until the first baccalaureate degree is earned. A regular part-time staff member must work at least 20 hours per week, 10 months a year to be eligible. Adjunct faculty members must have taught six (6) semester hours during the preceding academic year and be currently teaching to be eligible. A one-year waiting period is required before a regular part-time staff member or adjunct faculty member is eligible. A 12.5% tuition discount is available for regular part-time staff and their spouses who enroll in master’s level courses.

Tuition Exchange Program

The University of Indianapolis currently participates in three programs that provide opportunities for dependent, undergraduate children of full-time faculty and staff to attend various institutions across the country and receive, in most cases, full tuition benefits for up to four (4) years.

Voluntary Employee Supplemental Benefits

Employees may elect to enroll in the following voluntary programs upon employment or during the annual open enrollment period. The employee pays the full cost of the premium through payroll deduction. All programs (except dental) are portable should an employee retire or terminate employment. Employee pays 100% of the cost for all voluntary benefits plans below:

Vision

An employee voluntary plan is offered through Eye Med Vision. The plan provides substantial discounts for in-network services to include exams, purchases/replacements of contact lenses and frames.

Dental Insurance

The University offers a voluntary dental insurance plans through Delta Dental of Indiana. The plan offers the freedom to choose from any dentist in the United States, however, out-of-pocket costs are likely to be less if the employee selects a Delta Preferred Option Participating Dentist. Coverage for new employees is the first day of the month following a 30-day waiting period. The full cost of dental coverage is paid by the employee on a pre-taxed basis.

AFLAC Personal Accident Indemnity

Benefits are payable for a covered person’s death, dismemberment, or injury caused by covered accident that occurs on or off the job.

AFLAC Personal Cancer Indemnity

Pays cash benefits directly to the employee or family member. This plan is designed to provide an important safety net in fighting the financial consequences of cancer treatment.

AFLAC Personal Short-Term Disability

This plan helps to protect participant’s income, if they are unable to work due to sickness or off-the-job injury. Plan pays cash benefits from $500-$5,000 depending on employee’s income and waiting period. The benefit period is for six (6) months in order to align with the long-term disability program.

Supplemental Term Life Insurance

* Full time employees may elect Life benefits in $10,000 increments; minimum coverage $20,000; maximum coverage $250,000. Coverage begins to decline beginning at age 70
* Spousal Benefit: Benefit options available in $5,000 increments; minimum coverage $5,000; maximum coverage 50% up to $125,000. Coverage terminates at age 70
* Child Benefit: $2,500, $5,000, $7,500 or $15,000

COBRA

The Consolidated Omnibus Budget Reconciliation Act of 1985 requires employers who employ 20 or more employees to offer their employees and dependents that would otherwise lose group health coverage for reasons other than gross misconduct, the option of purchasing continuation health coverage. To continue coverage, the individual must pay the full cost of the monthly premium as well as a 2% administration fee.

Family Medical Leave Act (FMLA)

Provides up to 12 work weeks of unpaid leave during any 12-month period for one or more of the following reasons:

* for the birth and care of a newborn child of the employee;
* for placement with the employee of a son or daughter for adoption or foster care;
* to care for a spouse, son, daughter, or parent with a serious health condition;
* to take medical leave when the employee is unable to work because of a serious health condition; or

* for qualifying exigencies arising out of the fact that the employee’s spouse, son, daughter, or 
* Parent is on active duty or call to active duty status as a member of the National Guard or Reserves in support of a contingency operation.

Employee must complete one year of service and have worked at least 1250 hours to be eligible.

Social Security

The University of Indianapolis participates in the Social Security program providing retirement, disability, or death benefits. Participation is required and a statutory deduction is made with a matching contribution by the University. For details concerning coverage and benefits, contact the local office of the Social Security Administration.

Unemployment Compensation

The University of Indianapolis provides compensation to staff members who are affected by a reduction in workforce or terminated service under certain conditions as defined by law. Eligibility, waiting periods, rates of compensation and the duration of compensation payments are fixed by law. Compensation varies according to the work schedule; the number of weeks employed, the eligibility period, the cause of termination, availability for rehire, and many other conditions.

Worker’s Compensation

This program provides employees protection from loss of income attributable to job related-injury. All incidents should be reported to supervisor immediately and to the Office of Human Resources.