The University of Houston-Downtown (UHD) offers a variety of fringe benefit programs to its employees as part of their employment and compensation package. As an employee, you select benefits that may be individualized to meet your needs and those of your dependents. Automatic state benefits include vacation, sick leave, paid holidays as approved by the President, leave with or without pay, a retirement program, and longevity pay. Optional benefits that you may select include health and dental insurance, life insurance, disability insurance, a cafeteria plan, and a supplemental retirement program.

To be eligible for full benefits, including paid leaves, retirement, and cafeteria plan participation,

Staff Must:

• be employed at least one-half time (50 percent full-time equivalent) AND
• be hired in a position that does not require student status as a condition of employment.

Faculty Must:

• be employed at least one-half time (50 percent full-time equivalent) AND
• be hired for a term of four and one-half months or longer.

The following contains only a summary of employee benefits offered by UHD. Detailed information may be obtained from the Office of Employment Services and Operations.

VACATION

The university provides paid vacation for benefits-eligible employees, excluding faculty members on an appointment of less than twelve months. Full-time (100 percent FTE) employees earn vacation hours according to the following schedule:

 

Employees with Total State Employment of	Hours Accrued Per Month	Maximum Hours Carried Forward to Next Fiscal Year
Less than 2 years	8	180
at least 2 but less than 5 years	9	244
at least 5 but less than 10 years	10	268
at least 10 but less than 15 years	11	292
at least 15 but less than 20 years	13	340
at least 20 but less than 25 years	15	388
at least 25 but less than 30 years	17	436
at least 30 but less than 35 years	19	484
35 or more years service	21	532

Part-time employees (less than 100 percent FTE) earn pro-rated vacation hours.

Although vacation hours are earned during the first six months of employment, employees are not eligible to take vacation until they have completed six months of continuous employment with the State of Texas.

University of Houston-Downtown
FY09 Holiday Schedule

Outlined below is the academic year 2008-2009 holiday schedule for all benefits-eligible employees, approved by the University of Houston System Board of Regents on May 15, 2008.

Employees required to work on a scheduled holiday are entitled to equivalent time off with pay to be taken within the 12-month period following the work week in which the holiday occurred. Unless an employee actually works on a scheduled holiday, holiday hours are not considered "hours worked" for the purpose of computing weekly overtime of nonexempt employees.

 

HOLIDAY	DATE
Labor Day	Monday, September 1, 2008
Thanksgiving	November 27, 2008 and November 28, 2008
Winter Holiday	December 24, 2008 through January 2, 2009
Martin Luther King	Monday, January 19, 2009
Spring Break	March 19, 2009 and March 20,2009
Memorial Day	Monday, May 25, 2009
Independence Day	Friday, July 3, 2009

A UHD employee is entitled to observe Rosh Hashanah, Yom Kippur, Good Friday and/or Cesar Chavez Day by using accrued vacation hours. Employees must obtain advanced approval for vacation from their supervisor as outlined in PS 02.B.04.

SICK LEAVE

Full-time employees of the university earn eight hours of sick leave per month of employment. Part-time employees earn pro-rated sick leave hours based on their percentage time worked. There is no maximum sick leave accrual.

Sick leave with pay may be taken when sickness, injury, or pregnancy and confinement prevent the employee's performance of duty or when the employee is needed to care for and assist a member of his or her immediate family who is ill. For purposes relating to regular sick leave, "immediate family" is defined as those individuals who reside in the same household and are related by kinship, adoption, or marriage, as well as foster children certified by the Texas Department of Protective and Regulatory Services. Minor children of the employee, whether or not living in the same household, are considered immediate family for purposes of regular sick leave.

After a period of more than three continuous days absent, the employee must submit a doctor's release to return to regular duty before the employee may return to work.

In the event of death the employee's estate will be paid for one-half of any unused sick leave, not to exceed 336 hours provided that the employee had continuous state employment for at least six months at the time of death. There is no payment for unused sick leave upon termination of employment.

SICK LEAVE POOL

All benefits-eligible employees may apply for benefits from the sick leave pool in the event of a catastrophic illness or injury to the employee or the employee's immediate family. The illness or injury must require the services of a licensed physician for a prolonged period of time and last in excess of 30 days. The maximum amount of sick leave pool pay that an employee may be granted is ninety (90) days.

Hours in the sick leave pool come from donations made by employees from their own personal sick leave balance. All benefits-eligible employees may voluntarily transfer sick leave time from their accrued balance to the sick leave pool. There is no limit on the number of hours an employee may donate. Retiring employees are encouraged to donate all of their sick leave balance to the sick leave pool.

EXTENDED SICK LEAVE

Long service employees in good standing who have become disabled may apply for extended sick leave to provide continued income during the waiting period before long-term disability benefits begin. An employee is eligible to apply for extended sick leave even if they are not enrolled in the group long-term disability program. However, under no circumstance will the extended sick leave exceed 90 calendar days. Extended sick leave is subject to approval by the President of the University.

FAMILY AND MEDICAL LEAVE

The Family and Medical Leave Act of 1993 requires an employer to grant up to 12 weeks (26 weeks for military caregiver leave) of job protected leave to eligible employees for certain qualified medical conditions. The amount of leave granted is based on what is certified as medically necessary on the required physician statement. During an approved family and medical leave the employee receives the state contribution toward the cost of medical insurance.

An eligible employee may take family and medical leave for the birth of a child and the care of the newborn; the placement of a child with an employee in connection with the adoption or State-approved foster care of the child; the serious health condition of a child, parent, or spouse, including military active duty and caregiving leave for military family members; or a serious health condition of the employee. To be eligible to apply for family and medical leave an employee must have 12 cumulative months of state employment and have worked at least 1250 hours in the year immediately prior to the first day off from work due to one of these qualifying conditions.

Parental Leave is available to employees who do not meet the eligibility requirements for family and medical leave in the event of birth or adoption of a child.

LEAVE WITHOUT PAY

Employees may be granted leave without pay for sufficient reason and with their supervisor's approval. Such approval will depend upon the department's ability to satisfactorily reschedule the workload. Approved leave without pay may not exceed one year.

Leave without pay cannot be authorized until paid leave time for which the employee is eligible has been exhausted, unless the leave is due to an on the job injury. Use of sick leave is subject to all applicable state laws regarding sick leave.

Employees may arrange to continue group insurance while on leave without pay by making arrangements with the Employment Services and Operations' Benefits Office to personally pay the total amount of the premium, including the university's contribution.

No retirement plan contributions are made while the employee is on leave without pay.

JURY DUTY

University employees are entitled to leave with pay for jury duty. The employee retains any jury fees received. The supervisor may request a copy of the jury summons to verify jury duty. No adverse action may be taken against an employee for jury service or for leave taken. Employees who report to jury duty but are dismissed are expected to report to work for the balance of the workday.

EMERGENCY LEAVE

The university provides emergency leave with pay in the event of a death within the immediate family. "Immediate family" is defined as spouse, children, parents, brothers, sisters, grandparents, or grandchildren, including in-laws. Emergency leave cannot be accumulated.

MILITARY AND VOLUNTEER FIREFIGHTERS LEAVE

Benefits-eligible employees who are members of the state or federal military forces or reserve units are entitled to military leave with pay for the days on which they are ordered to active duty for training or field exercises, for a period not to exceed 15 days within a calendar year.

Requests for military leave must be submitted in advance and in writing to the employee's supervisor for approval, along with a copy of the official military orders. A leave of absence with full pay will be provided to university employees called to active duty with the National Guard by the Governor of Texas.

University employees who are volunteer firefighters are entitled to a leave of absence with pay to attend training schools conducted by state agencies, provided the leave does not exceed five working days in any one fiscal year.

RETIREMENT PROGRAMS

In accordance with State of Texas law, all benefits-eligible employees are required to participate in one of two retirement programs offered by the University of Houston-Downtown. The programs are the Teacher Retirement System of Texas (TRS) and the Optional Retirement Program (ORP).

Contributions to the retirement programs by the employee and employer are a percentage of the gross salary as specified by the state legislature. All retirement program contributions are tax deferred and become taxable income to the employee at the time of distribution to the employee.

TEACHER RETIREMENT SYSTEM OF TEXAS (TRS)

Participation in the Teacher Retirement System (TRS) is open to all benefits-eligible employees of the university. Rights to benefits are vested upon completion of five (5) years of creditable service. Currently, employees contribute 6.4%, and the state contributes 6.58% of their monthly gross salary to a state account to pay retirement benefits. Employees earn interest at a rate of 5% annually on their account balance. TRS includes life insurance and disability benefits.

"Regular retirement" is available at age 65 with a minimum of five (5) years of participation in TRS, or when age and service combination equals 80 (i.e. age 52 with 28 years of participation). "Early retirement" with reduced benefits, is available at age 55 with a minimum of five (5) years participation in TRS.

Regular retirement benefits under the standard annuity option are calculated as 2.3% times the number of years membership in TRS times the average salary for the highest five years of participation in the program.

Further information on the TRS program is available on the TRS web site at www.trs.state.tx.us.

TRS also provides a useful tool to assess an estimated retirement date. If interested, please click on TRS Retirement Estimate Calculator.

OPTIONAL RETIREMENT PROGRAM (ORP)

Optional retirement plans are available to full-time (100 percent FTE) benefits-eligible faculty members and certain professional/administrative staff under the provisions of State law. Employees may obtain a list of approved companies and their representatives from Employment Services and Operations. It is the employee's responsibility to select a company in which to invest their retirement contributions.

The employee contributes 6.65% of their gross salary monthly and the state contributes 6.58% of the employee's gross salary to the ORP account. Employees who were employed by the State of Texas prior to September 1, 1995 should contact the Benefits Office for information on the amount of state contribution made to their account. Contributions made by the university to the optional retirement program are vested for employees after one year and one day of participation in the program.

Participation in ORP is a one-time election and must be made in writing within 90 days of the date an employee becomes eligible. Eligible employees will be enrolled in the TRS program until an election for ORP participation is made in writing. If an employee does not submit an application for ORP participation before the expiration of the ninety (90) day election period, ORP eligibility is forfeited and the employee must remain in the Teacher Retirement System of Texas for the remainder of their employment in higher education in Texas.

Retirement benefits under the ORP are based on the account value and the age of the participant at the time of retirement. Several distribution options are available to the employee at the time of retirement.

Employees should consult the Benefits Coordinator in Employment Services and Operations for eligibility requirements and additional information on the ORP program.

For a listing of University of Houston System Optional Retirement Program Carriers, please click on ORP / 403(b) Carriers. 

For a complete summary of TRS and ORP benefits, please click on TRS/ORP Overview.

SUPPLEMENTAL RETIREMENT PROGRAMS
TAX DEFERRED ANNUITY (TDA)

The tax deferred annuity program or supplemental retirement annuity is offered to all benefits-eligible employees. Investments are through life insurance companies and mutual fund companies licensed to do business in the State of Texas. All contributions are excluded from taxable income until distributed from the account to the employee. Contributions to a TDA are employee only. The minimum monthly contribution is $25.00. An employee can withdraw contributions from the account at separation of service or upon obtaining age 59½.

Employees may enroll in TDA at any time, but may change carriers only twice per year.

ROTH 403 (b)

The Roth 403 (b) allows faculty and staff to defer some of their income on an after tax basis with earnings growing tax free.

 

STATE OF TEXAS DEFERRED COMPENSATION PLAN
TEXA$AVER 457 PLAN

Employees may enroll in a deferred compensation plan that allows the employee to defer a portion of their income and deposit it with a company approved by the State of Texas. Benefits paid to the employee or beneficiary equal the value of the deferred compensation account. The State's liability will never exceed the value of that account, and the State will not be liable for any losses resulting from depreciation or a loss in the value of the account. For additional information, please visit the State of Texas Texa$aver Program by clicking Texa$aver 457.

MAXIMUM CONTRIBUTION LIMITS

The IRS limits for voluntary contributions to the 403(b) tax deferred annuity and 457 deferred compensation programs for calendar year 2009 are as follows:

 

Plan Type	Maximum Annual Deferral	Age 50 & over catch-up additional amount
403b	$16,500	$5,500
457	$16,500	$5,500

Employee may contribute to both the 403(b) and 457 plans. For Further information, please visit Internal Revenue Service website at www.irs.gov/retirement.

LONGEVITY PAY

All regular full-time non-academic employees who have a minimum of three years of service with the State of Texas are entitled to longevity pay at a rate of $20.00 for every two years of service up to and including 40 years of service. Longevity pay commences the month following the third year of service anniversary date unless the anniversary date is the first day of the month. If the anniversary date occurs on the first day of the month, then longevity pay commences that month.

State service refers to all employment of the state, including temporary, part-time, student employment, and legislative service. Not included is employment at a public school district or junior college. Length of service for longevity gives a month's credit for each full month or fraction of a month of state service. State service is the cumulative total months of state employment. The present schedule for longevity pay is shown in the table below.

 

At least 2 years but less than 4 years	$20/month
At least 4 years but less than 6 years	$40/month
At least 6 years but less than 8 years	$60/month
At least 8 years but less than 10 years	$80/month
At least 10 years but less than 12 years	$100/month
At least 12 years but less than 14 years	$120/month
At least 14 years but less than 16 years	$140/month
At least 16 years but less than 18 years	$160/month
At least 18 years but less than 20 years	$180/month
At least 20 years but less than 22 years	$200/month
At least 22 years but less than 24 years	$220/month
At least 24 years but less than 26 years	$240/month
At least 26 years but less than 28 years	$260/month
At least 28 years but less than 30 years	$280/month
At least 30 years but less than 32 years	$300/month
At least 32 years but less than 34 years	$320/month
At least 34 years but less than 36 years	$340/month
At least 36 years but less than 38 years	$360/month
At least 38 years but less than 40 years	$380/month
At least 40 years but less than 42 years	$400/month
At least 42 years or more	$420/month

Employees should inform the Office of Employment Services and Operations of any prior state service. No credit will be given until the written verification of employment is received from the agency.

NOTE: Police Department personnel, who are in positions that are considered hazardous, will receive hazardous duty pay in lieu of longevity pay.

GROUP INSURANCE

A variety of insurance programs are available to employees of the university through the Texas Employees Group Benefits Program (GBP). The Employees Retirement System of Texas (ERS) administers all Uniform Group Insurance Programs (UGIP) plans. Plan design and premiums are established on an annual basis by ERS in accordance with state regulations and in such a manner as to be the most cost effective to employees.

Basic health and $5,000 life insurance is provided to all full-time employees at no cost.

 

• New employees have a ninety (90) day waiting period before they are eligible for health coverage.
• Optional coverage must be selected during the first thirty (30) days after the hire date.
• Health coverage may be selected during the first thirty (30) days or any time prior to the end of the ninety (90) day waiting period. Coverage will not become effective until the first day of the month following the ninety (90) day waiting period.
• Eligible dependents include the spouse and unmarried children under age 25.
• The State Kids Insurance Program (SKIP) is available to help lower income employees with the cost of their health care. To qualify for SKIP, the employee must cover at least one dependent child age 19 or younger.
• As dictated by federal regulation COBRA, group health and dental insurance coverage may be extended for the employee and insured dependents for a period of up to 18 months after employment with the university ceases. Group health and dental insurance coverage may be extended for insured dependents of an active employee for specified reasons for a period of up to 36 months.
• Summer enrollment occurs each summer, usually during July and August. During the summer enrollment period, employees can add or make changes to their insurance plans. Summer enrollment changes are effective at the beginning of the new fiscal year.
• Premium conversion allows employees to pay group insurance costs on a pre-tax basis and reduce their taxable income. The dependent life insurance and disability insurance plans are excluded from premium conversion and must be deducted on an after-tax basis.

For more information, please visit the Employees Retirement System of Texas web site @ www.ers.state.tx.us.

MEDICAL COVERAGE

HealthSelect of Texas (HealthSelect) offers, through Blue Cross/Blue Shield, networks of health care providers, including primary care physicians, specialists, other health care professionals, and hospitals. By using network providers, you receive treatment for a minimum co-payment amount or at the network level. If you elect not to receive services through a participating doctor or medical facility, your treatment is still covered but is subject to a deductible and at a lower percent payable by Blue Cross/Blue Shield. You may select a different primary care physician for you and for each of your covered dependents.

All payments made by Blue Cross/Blue Shield of Texas at the In-area non-network and the Out-of-area level of benefits are based on reasonable and customary charges.

HealthSelect cannot guarantee that primary care physicians will continue participation. If your primary care physician stops participating in HealthSelect, you must select another participating primary care physician to ensure that you receive network benefits. For additional information about this program, please click HealthSelect.

Caremark is a prescription drug program offered by HealthSelect, which allows you to purchase prescriptions at a discounted rate at your local pharmacy. Maintenance medications should be purchased through mail order in ninety (90) day supplies to avoid additional costs associated with purchasing them at the local pharmacy. Co-payments for prescription drugs do not count toward any deductible or out-of-pocket coinsurance maximum limit. To obtain additional information on this prescription program, please click on Caremark.

VALUE-ADDED DISCOUNT PROGRAMS: Offered by Blue Cross/Blue Shield of Texas HealthSelect to participants and their covered dependents, these programs offer access to discounts on a variety of alternative and complementary health care services and products at no extra cost:

 

• Vision – Davis Eyewear Discount Program
  Under the Davis Vision discount program, you and your covered dependents have access to discounts on eye exams and savings of up to 45 percent on the purchase of eyewear, including lenses, frames and permanent contact lenses. To locate a Davis Vision Provider, visit www.davisvision.com or call (800) 501-1459.
• Hearing – Tru-Hearing Aid Discount Program
  The Tru-Hearing Discount Program offers discounts on digital hearing aids, a hearing screening, hearing instrument fitting and related services through Tru-Hearing network of contracted providers. This program is available to you, your spouse, children, parents and grandparents, even if they are not covered under your HealthSelect coverage. Please note that the ID card holder must accompany the family member to the Tru-Hearing provider and present their health ID card for the discount to apply. Call Tru-Hearing toll-free at 877-882-2020 for more information.
  
• Complementary Alternative Medicine
  Complementary Alternative Medicine (CAM) includes a variety of therapies that may help to increase wellness, prevent illness and address existing symptoms and conditions. You will be eligible to receive up to 30 percent off standard fees through a network of more than 35,000 practitioners, spas, wellness and fitness centers. CAM covers the following goods and services:

   

  • Massage & bodywork
  • Acupuncture
  • Nutrition counseling
  • Exercise & movement (including yoga, Pilates, Tai Chi & personal trainers)
  • Mind & body therapies
  • Fitness/weight loss centers (Curves, Jenny Craig….)
  • Vitamins….and more.

For additional details, please visit: http://www.bcbstx.com/hs/blueextras.htm or call BCBSTX Customer Service at 800-252-8039. Neither BCBSTX nor ERS guarantee the length of time that a specific value-added product will be offered in the future.

SHORT-TERM MEDICAL INSURANCE

The Employment Services and Operations Division is pleased to announce the UHD Gap Insurance Program for newly hired benefits-eligible staff employees effective May 1, 2009.

Under the current ERS regulations, new employees have a 90-day waiting period before they become eligible for group health insurance coverage. As a result, employees may be without insurance coverage during the waiting period and paying very expensive premiums for individual health insurance plans.

The new gap insurance program will reimburse up to $300 per month of the cost to purchase individual coverage to cover the 90-day waiting period.

Coverage may be through a variety of options, such as COBRA from the previous employer, an individual plan choice, or the Assurant short-term medical plan. For additional information, click http://www.uhd.edu/about/hr/gap.html.

It is the employee’s responsibility to purchase medical insurance and then submit proof of coverage directly to the UHD Benefits Office in room S-910. A written receipt or statement from the insurance company is required. The receipt or statement should include the name and address of the company, the monthly premium, the amount paid, and the period covered by the payment. Upon receipt of this documentation, ESO will process a reimbursement to the employee of the premium paid up to $300 per month.

For additional information on the UHD Gap Insurance Program and/or other employee benefits programs, please contact the Benefits Office at 713-221-8443.

DENTAL COVERAGE

You have a choice of two dental plans:

The dental maintenance plan provides dental coverage to you and your covered dependents through a network of participating dentists. You MUST select a dentist and obtain services from that dentist in order to be covered for benefits. You may change dentists as often as you like. There is no deductible and your out-of-pocket expense is based upon the schedule of benefits and the services you receive. The participating dentist will file claims for you. A fee schedule and list of providers are available from the Benefits Office. You are covered for all services, including major dental procedures, as of the effective date of the plan. Generally, the co-payments represent about a 50% to 90% discount in normal fees. You receive a 30% discount for treatment by a specialist.

The dental indemnity plan does not restrict your choice of dentists, but it does limit your coverage based on years of participation in the plan.

 

Policy Year:	Benefits Available
Year 1:	coverage for preventive care and fillings only up to $500
Year 2:	coverage for major restorative procedures is added, percentage paid on services increases, and insurance company payment limit increases to $1,000
Year 3:	coverage for orthodontia for children under age 19 is added, preventative care coverage increases to 100%, and insurance company payment limit increases to $1,250.

For additional information on these dental plans, please visit Aetna Dental DMO or GEHA Dental Choice.

OPTIONAL TERM LIFE

When you enroll in HealthSelect you receive $5,000 in term life insurance with $5,000 in accidental death and dismemberment (AD&D) insurance. If you want additional coverage, you may purchase optional term life insurance with AD&D coverage. Your options are:

 

Election I:	1 times salary (enrollment guaranteed if you apply during initial eligibility period)
Election II:	2 times salary (enrollment guaranteed if you apply during initial eligibility period)
Election III:	3 times salary (evidence of insurability required)
Election IV:	4 times salary (evidence of insurability required)

Term life provides a benefit to your beneficiary in the event of your death. AD&D provides an additional benefit to your beneficiary in the event of your accidental death.

DEPENDENT TERM LIFE

Dependent term life insurance pays a benefit to you upon the death of your covered dependent. It provides $5,000 in term life and $5,000 in accidental death and dismemberment coverage on each of your covered dependents.

VOLUNTARY ACCIDENT AND DISMEMBERMENT

Voluntary accidental death and dismemberment is available to the employee and their dependents. It pays in the event death occurs as the direct result of an accident. Dismemberment benefits are paid in the event of loss of a major limb of the body. A full description of the plan is available in the Benefits Office. Employees under age 70 may purchase between $10,000 and $200,000 of coverage in increments of $5,000. The dependents are covered for a percentage of the employee's amount of coverage.

SHORT-TERM DISABILITY
AND
LONG-TERM DISABILITY

Short-term disability insurance provides protection from loss of income due to disability resulting from an accident or illness after a waiting period of 30 consecutive days. Short-term disability pays a monthly payment equal to 66% of your gross monthly salary up to $10,000 of salary or $6,600 in benefits for up to five months.

Long-term disability (LTD) insurance provides protection from loss of income during extended absences due to total disability resulting from an accident or illness. A waiting period of 90 consecutive days must be satisfied before disability benefits become payable. Long-term disability payments are equal to 60% of your gross monthly salary up to $10,000 of salary, or $6,000 per month in benefits. LTD benefits for the first 24 months are based on disability from a specific job. After 24 months it is based on disability from any job and approval by Social Security for disability benefits.

If an employee is covered by both short-term and long-term disability at the time they become disabled, benefits are payable at 70%. To receive a monthly benefit from either the short-term or long-term disability plan, you must meet the definition of total disability. Benefits will be reduced by the income you receive from other sources, such as Social Security benefits, workers' compensation, or your disability retirement plan benefits. No benefits are payable until all accumulated paid sick leave through the university is exhausted.

Pre-existing condition exclusion applies to both short-term and long-term disability programs.

RATES - PLAN YEAR 2009

HEALTH PLAN MONTHLY RATES FOR FULL-TIME EMPLOYEES

Plan	Premium	State Pays	Skip Subsidy	Employee Pays
Health Select
Member Only	$360.65	$360.65	N/A	$0.00
Member and Spouse	$772.60	$566.57	N/A	$206.03
Member and Child	$636.44	$498.49	N/A	$137.95
Member and Family	$1048.50	$704.52	N/A	$343.98
Skip I
Member and Child	$636.44	$498.49	$122.95	$15.00
Member and Family	$1048.50	$704.52	$122.95	$221.03
Skip II
Member and Child	$636.44	$498.49	$112.95	$25.00
Member and Family	$1048.50	$704.52	$112.95	$231.03

 

HEALTH PLAN MONTHLY RATES FOR PART-TIME EMPLOYEES

Plan		Premium	State Pays	Skip Subsidy	Employee Pays
Health Select
Member Only		$360.54	$180.28	N/A	$180.26
Member and Spouse		$772.60	$283.30	N/A	$489.30
Member & Child		$636.44	$249.26	N/A	$387.18
Member & Family		$1048.50	$352.27	N/A	$696.23
Skip I
Member & Child		$636.44	$249.26	$191.92	$195.26
Member & Family		$1048.50	$352.27	$191.93	$504.30
Skip II
Member & Child		$636.44	$249.26	$181.92	$205.26
Member & Family		$1048.50	$352.27	$181.92	$514.30

 

DENTAL PLAN MONTHLY RATES FOR FULL-TIME & PART-TIME EMPLOYEES

Plan	Member Only	Member and Spouse	Member and Child	Member and Family
Aetna Dental Maintenance Plan (DMO)	$7.22	$13.00	$15.66	$19.27
GEHA Dental Choice Plan	$22.08	$41.73	$49.90	$69.55

 

OPTIONAL TERM LIFE RATES PER $1,000 OF ANNUAL SALARY

Age	E I	E II	E III	E IV	Age	E I	E II	E III	E IV
15-19	$0.06	$0.12	$0.18	$0.24	55-59	$0.37	$0.74	$1.11	$1.48
20-24	$0.06	$0.12	$0.18	$0.24	60-64	$0.63	$1.26	$1.89	$2.52
25-29	$0.06	$0.12	$0.18	$0.24	65-69	$1.03	$2.06	$3.09	$4.12
30-34	$0.07	$0.14	$0.21	$0.28	70-74	$1.64	$3.28	$4.92	$6.56
35-39	$0.07	$0.14	$0.21	$0.28	75-79	$2.68	$5.36	$8.04	$10.72
40-44	$0.09	$0.18	$0.27	$0.36	80-84	$4.36	$8.72	$13.08	$17.44
45-49	$0.13	$0.26	$0.39	$0.52	85-89	$7.54	$15.08	$22.62	$30.16
50-54	$0.21	$0.42	$0.63	$0.84	90+	$11.74	$23.48	$35.22	$46.96

Beginning at age 70, Optional Term Life coverage is reduced to a percentage of your annual salary according to the following table:

Age 70-74

65%

75-79

40%

80-84

25%

85-89

15%

90+

10%

Dependent Term Life Rates $1.38 (includes $5,000 term life with AD&D coverage per dependent)

Dependent Term Life Rates
	Short-Term Disability	$0.32/$100 of Monthly Salary
	Long-Term Disability	$0.70/$100 of Monthly Salary

Voluntary Accidental Death and Dismemberment (AD&D) Rates
	Employee Only	$0.02/$1,000 of Coverage
	Employee and Family	$0.04/$1,000 of Coverage

FLEXIBLE SPENDING ACCOUNTS(FSA)
FSA-DEPENDENT DAY CARE

FSA Dependent Day Care account allows employees to deduct money from their salary before taxes and place the money into an account to pay for child care or elderly care expenses. The expenses must be necessary for you to continue working. If married, you and your spouse must both be working, or your spouse must be a full-time student or disabled.

To be considered a "dependent," the person receiving care must be eligible to be claimed as your dependent on your federal income tax return and be either:

• under age 13; or
• your spouse or other dependent who is physically or mentally incapable of self-support, and who spends at least 8 hours per day in your home.

As a new employee, you may enroll in a dependent care account within 31 days of your hire date in a benefits-eligible position. It is irrevocable for the plan year if you remain employed unless there is a qualifying family status change which allows you to enroll, cancel, or change the amount of your reimbursement account. A change form must be submitted within 30 days of the family status change to initiate the change.

Any money not used by the end of the fiscal year is forfeited. For more information, please click on Flexible Spending Accounts.

FSA-HEALTH CARE

FSA Health Care account allows employees to deduct money from their checks before taxes and put the money into an account to pay medical bills that are not covered by the group insurance. Eligible health care expenses are expenses that are "medically necessary." In addition, to qualify as a reimbursable health care expense, the expense must be incurred (received) during your eligible period of coverage, and not be reimbursable from any other health insurance.

As a new employee, you may enroll in a health care reimbursement account within 31 days of your hire date in a benefits-eligible position. It is irrevocable for the plan year even if your employment terminates. Any money not used by the end of the fiscal year is forfeited. For more information, please click on Flexible Spending Accounts.

An administrative fee of $24 annually per account ($2 per month) will be charged and deducted from your TexFlex account balance. Additionally, a fee of $15 will be charged if you elect to use a TexFlex debit card.

Expenses that cannot be reimbursed are expenses that are for general health, cosmetic or personal improvement, even if prescribed or recommended by your physician.

LONG-TERM CARE INSURANCE

During your first 90 days of employment, evidence of insurability (EOI) or proof of good health is not required to apply. After the 90th day, EOI is required and acceptance depends on medical condition.

You and your eligible family members can apply anytime of the year. Application(s) and premium(s) are handled directly by John Hancock.

Please contact John Hancock Customer Service at 800-400-9396 or visit their website at www.ers.jhancock.com to download an application (The your username is ers and password is mybenefit).

 

 

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Last updated or reviewed on 5/21/09