Benefit Programs
Regular full-time employees are eligible for the following employee benefits:
| Insurance Flexible Benefit Program Employee Assistance Program | Education/Tuition Retirement Unemployment Social Security |
Health Insurance
The University offers two health insurance plans to eligible employees: a Preferred Provider Organization (PPO) and a Health Maintenance Organization (HMO). Both health care plans provide basic medical/surgical coverage and major medical protection. Additionally, both plans offer a three-tier prescription drug plan and discount vision program. New hired employees have 30 days from the date of employment to enroll in one of the plans. 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. The University contributes 60% of the premium for family coverage and 75% for employee-only coverage. Pre-certification is required for hospitalization, surgery, and certain outpatient procedures.
All participants will receive a plan directory and enrollment identification cards. Plan summary descriptions may be reviewed and/or obtained via the Office of Human Resources Web page.
Group Life Insurance
The University provides group term life insurance coverage for full-time employees equivalent to two times annual salary to a maximum of $250,000. 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 is reduced by 35% 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
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 of two times annual salary (minimum $20,000 and maximum of $250,000) 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.
Liability Insurance
The University provides liability insurance, including malpractice insurance, to protect itself and its employees while they are acting professionally on its behalf.
Long-Term Disability Benefits
A group long-term total disability insurance program through Stardard Insurance Company is provided for full-time employees after completion of one (1) year of employment with the University. The one-year waiting period is waived for employees who were covered on a group long-term disability insurance program through Standard Insurance Company with their immediate past employer, unless a break in service has occurred. 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 $5,000 per month. The full cost of this program is paid by the University. For complete details, employees should review their LTD Insurance Certificate.
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. Annual enrollment in this optional plan is November/December and the plan year is based on a calendar year, January through December. New hired employees may enroll during the first 30 days of their employment. 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 December 31 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.
Employee Assistance Program
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.
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.
The University pays the full cost of this program on behalf of its employees.
Voluntary Group Programs
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.
Dental Insurance
The University offers a voluntary dental insurance plans through Delta Dental. 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. Employee only, employee/spouse, or employee/family coverage. may be selected with premiums paid on a pre-taxed basis.
Personal Cancer Indemnity
This insurance plan is offered through AFLAC and will pay 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.
Personal Short-Term Disability
Short-Term Disability through AFLAC Plan helps to protect participant’s income if they are unable to work due to sickness or off-the-job injury. Plan pay cash benefits from $500-$3,000 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.
Benefit plan descriptions and enrollment details for all voluntary programs are available in the Office of Human Resources.
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.
Defined Retirement Contribution Plan
In addition to Social Security retirement coverage, University of Indianapolis provides a retirement program for eligible employees with the Teachers Insurance and Annuity Association - College Retirement Equities Fund (TIAA-CREF). Employees become eligible to participate in the plan after completing one year of qualifying service. New staff previously employed at a 501(c) 3 organization or an educational organization within the past ten years may apply prior years of service to the mandatory one-year waiting period, unless a break in service has occurred. Vesting is immediate upon enrollment in the plan.
The University and employee contributions schedule is below:
- 1-10 years of continuous years of service: University 8%, Employee 3%
- 11-15 years of continuous years of service: University 9%, Employee 4%
- 16 years of continuous years of service: University 10%, Employee 5%
Supplemental Retirement Annuity (SRA)
All staff members are eligible to make contributions on a tax-deferred basis to a Supplemental Retirement Annuity (SRA) with 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 59-½.
For complete details about the Regular Retirement Plan and the Supplemental Retirement Plan, including investment options, employees should contact the Office of Human Resources.
Bridge to Retirement
This plan is designed to assist full-time faculty and staff to have a bridge into their retirement. It is intended as an employee incentive to provide for retirement earlier than might be otherwise possible. Full-time employees hired after June 30, 2003 are not eligible to participate in this benefit.
Full-time employees with a minimum of sixteen (16) consecutive years of service and between the ages of 60 to 63 years are eligible to participate on the Bridge. September 1 is the determining date. A total amount equal to125 percent (125%) of the preceding year’s salary will be paid in equal increments over a three- to five-year period. This provision is designed to provide a bridge to Social Security benefits, either at age 62 or 65. In the event of the retiree’s death during the bridge period, the remaining balance will be paid in a lump-sum payment to the retiree’s beneficiary.
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.
Tuition Discount
Full tuition for undergraduate and graduate courses are 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 graduate courses taken at the University.
Full tuition is granted for undergraduate courses to dependent children of full-time employees. The child must meet the following criteria:
- Never been married
- 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. A one-year waiting period is required before a regular part-time staff member is eligible. A 12.5% tuition discount is available for regular part-time staff and their spouses who enroll in graduate courses.
Employees may enroll in any class that does not interfere with the work schedule. Employees who work the regular 8:00 a.m. to 4:30 p.m. schedule may use only the 11:00 a.m., 12:00 noon, or 1:00 p.m. class periods to attend a class. Attendance at one of these hours will substitute for the employee’s lunch break. Special consideration may be given if the class desired is not offered in the extended programs division. The opportunity to attend classes during the scheduled work hours is a privilege and not a right. The work requirements of the department, the employee’s job performance, etc., may affect the decision for approval.
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 years.