Skip To Nav

Site-specific menu

Employee Handbook Section 12 - Insurance Plans

Insurance enrollment and payroll deduction

The University offers employees many types of insurance. All of these plans will be described to you via Benefits Enrollment, where you will receive enrollment and informational materials.

Enrollment in health insurance, life insurance and long-term disability insurance must be completed by the eligible employee within the first 31 days of employment.  Eligible employees who wish to enroll in health insurance after their first 31 days of employment will be able to do so during the next open enrollment period. Under certain circumstances, eligible employees may be able to enroll in health insurance at other times under provisions of the Health Insurance Portability and Accountability Act (HIPAA).

Eligible employees who wish to enroll in optional life insurance and/or in long-term disability insurance after their first 31 days of employment will need to apply for such coverage. Approval for enrollment will be subject to medical underwriting and the eligibility requirements of the applicable insurance carrier. In this case, coverage is not guaranteed, and the carrier retains the right to approve or decline the application.

Payroll deduction is used for most employee contributions for insurance. Insurance deductions are taken every pay period in defined amounts and are not prorated. Typically, health insurance rates increase from year to year. Other insurance rates may also increase.  

Health insurance

Regular employees may enroll in the University's health insurance program, which includes a Preferred Provider Organization (PPO) health plan and prescription drug, dental and vision plans. Employees are given details of the coverage via Benefits Enrollment.

Health insurance continuation under COBRA

Under provisions of the federal Consolidated Omnibus Budget Reconciliation Act (COBRA), employees, retirees and their dependents may apply to continue enrollment in University group health insurance if they lose eligibility for coverage. Following are such COBRA-qualifying events:

The maximum period of continuation depends upon the qualifying event. During the extension period, the insured is required to pay the full cost of the insurance plus an administration fee. Questions about COBRA should be directed to Human Resources.

Life insurance

The University provides employees a certain amount of group term life insurance for non-bargaining employees, for which the University pays the entire cost. Additional optional life insurance is also available, as detailed in the coverage sections below.

Life insurance coverage for exempt (salaried) employees:

Life insurance coverage for nonexempt (hourly) employees:

Long-term disability insurance (optional)

The University offers you the opportunity to enroll in a long-term disability insurance plan. This plan pays qualified disabled employees 66-2/3 percent of their base salary in the event they become disabled while coverage is in effect. Benefits are payable on the later of (a) the 31st day of disability or (b) the first day after exhaustion of all accrued sick leave. The premium for coverage is determined by a multiple of annual pay, and the University contributes a portion of the premium on employees' behalf. Enrolled employees pay the remaining portion of the premium through payroll deduction.

Travel accident insurance

Any time employees travel on University-authorized business, they are automatically covered with accidental death and dismemberment insurance. This insurance provides coverage for loss of life or limbs, but does not cover property damage. There is no charge to employees for this coverage, and employees do not have to enroll to have this coverage.