Benefits Orientation Part 1

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Benefits Orientation Part 1

• NJ State Health Benefits Program
• Tax Savings Programs
• Long Term Care Insurance
• Family Leave
• Additional Benefits Services
• Benefits Processing Procedures

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Rutgers University Human Resources

• http//uhr.rutgers.edu

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State Division of Pensions and Benefits

• http//www.state.nj.us/treasury/pensions

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Eligibility

• Regularly appointed full-time faculty or staff
• Your legal spouse
• Your same sex domestic partner
• Unmarried dependent children under age 23 who are
  substantially dependent upon you for support and
  maintenance

Regularly appointed FT faculty or staff Legal
spouse Unmarried dependent children under 23
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When Coverage Begins

• Academic year employees (10-month appointment)
  with September 1 hire date enrolled September
  1st
• All others after 2 months of continuous
  employment

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When Coverage Ends

• Termination prior to the 6th of the month,
  coverage continues to the end of the month
• Termination on or after the 6th of the month,
  coverage ends the last day of the following month
• Ten-month employees appointed until June 30th
  continue coverage through July and August

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Medical Plan Choices
Traditional Plan (Horizon Blue Shield Blue Cross
of New Jersey One of the local Health Maintenance
Organizations (HMOs) NJ Plus (Horizon Blue Shield
Blue Cross of New Jersey)

• Health Maintenance Organizations (HMOs)
• New Jersey Plus

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Health Maintenance Organizations (HMOs)

• Aetna
• Cigna
• Oxford
• AmeriHealth
• Health Net

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Selecting an HMO Where You Live

• Eligibility to join a particular HMO is based on
  your residential zip code
• If an employee moves out of the HMOs service
  area, there is a 30-day opportunity to choose
  another plan

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HMO Important Features

• Significant Features of HMOs

• Covers many types of preventive and diagnostic
  care
• Each HMO has a unique network of physicians and
  facilities
• A Primary Care Physician coordinates your health
  care

• No deductibles, co-insurance or claim forms to
  file
• No charges for medical treatment or
  hospitalization other than required co-payments
• Payroll deductions required

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NJ PLUS

• Administered by Horizon Blue Cross Blue Shield
  of NJ
• Point of service plan provides option to use
  in-network or out-of-network providers
• In network is similar to an HMO (only
  co-payments are required)
• Out of network is similar to the traditional
  plan (deductibles co-insurance required)

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Dental Expense Plan

• Any licensed provider
• Diagnostic and preventive services covered 100
• After deductibles, eligible expenses covered at
  80, 65, or 50
• 3,000 per person annual benefit maximum
• Payroll deductions required
• Minimum 12 months participation
• Predetermination

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Dental Plan Organizations (DPOs)

• No claim forms
• Must use network dentists
• Dentists who leave the DPO
• Diagnostic, preventative, certain restorative and
  certain surgical procedures are covered 100
• Other services require co-payments
• Call dentists office to confirm participation
• Payroll deductions required
• Must remain in plan for 12 months

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DPOs

• Atlantic Southern Dental
• Community Dental Associates
• CIGNA Dental Health
• Group Dental Health Administrators
• Healthplex (International Health Care Services)
• Assurant (formerly Fortis)
• Flagship Health Systems
• Dental Group of New Jersey
• Horizon Dental Choice
• Aetna DMO

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Prescription Drug Coverage

• Caremark 1-866-881-5605 http//www.caremark.com
  
• Over 95 of pharmacies nationwide participate
• If pharmacy does not participate, pay up front
  then file claim for reimbursement
• Caremark Specialty Pharmacy Services
• (exclusive provider for specialty
  pharmaceuticals)
• Retail option 3 generic/10 name brand
• (30 day supply)
• Mail order program 5 generic/15 name brand
  (90 day supply)
• No payroll deductions required

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Vision Care Reimbursement Plan

• Administered by Rutgers University
• No cost
• Benefit covers employees, eligible dependents and
  registered same sex domestic partners
• Reimbursement for prescription lenses only
• Every two years
• Maximum reimbursement for single vision
  corrective lenses 35.00
• Maximum reimbursement for bifocal or trifocal
  lenses 40.00

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The Premium Option Plan

• Health and dental insurance premiums are deducted
  from your paycheck before tax deductions occur
• This option is automatic unless you sign a
  waiver form within 15 days of your hire date

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The Unreimbursed Medical Spending Account

• Voluntary program
• Administered by Horizon Healthcare Insurance
• Set aside pre-tax dollars to pay for eligible
  medical and dental expenses not paid by insurance
• Any unused benefits at the end of the year will
  be forfeited if not claimed for reimbursement
• Maximum election is 2,000 per year

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The Dependent Care Spending Account

• Voluntary program
• Administered by Horizon Healthcare Insurance
• Set aside pre-tax dollars to pay for eligible day
  care expenses.
• Any unused benefits at the end of the year will
  be forfeited if not claimed for reimbursement
• Maximum election 5,000 per year

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New Jersey Long Term Care (LTC) Insurance Plan

• Voluntary program
• Administered by Prudential
• Covers broad range of services for anyone who has
  lost ability to function independently
• Can help protect assets

• Eligible family members include spouse,
  children, parents and grandparents
• (includes step and in-law relationships)
• Cost determined by age at time of enrollment
• Payroll deductions available

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LTC Insurance Underwriting Rules

• Full-time employees who apply within 90 days of
  hire date, will complete short-form application
  (requires limited health information)
• After 90 days will be required to complete
  long-form application (with medical
  questionnaire)
• Call Prudential LTC Customer Service Center
• 1-800-732-0416
• LTC website https//gltc.prudential.com/gltc/

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Family Leave

• The New Jersey Family Leave Act and the Federal
  Family and Medical Leave Act entitles eligible
  employees to unpaid family leave in certain
  circumstances
• May be taken up to 12 weeks in a 12 or 24 month
  period
• Health coverage continues as long as employee
  contributions are paid in advance to Payroll
  Services

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Rutgers Faculty and Staff Assistance Program

• Service offered at no cost to all University
  faculty and staff and their family members
• Services include a hotline, individual or group
  counseling, crisis intervention and referral
  assistance
• Call 732-932-7539

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Other Services

• Work Place Banking
• http//uhr.rutgers.edu/work-place-banking.html
• Direct Deposit
• Parking at Rutgers
• http//parktran.rutgers.edu/
• (732-932-7744)
• Commuter Taxave
• http//www.mycommutertaxsave.com/
• ID cards
• http//www.rci.rutgers.edu/ruconxn/
• Recreational Services and Programs
• http//recreation.rutgers.edu/

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Benefit Processing Procedures

• Certain benefits changes can be made during the
  year
• Other changes can be made only during open
  enrollment
• Coordination of benefits
• COBRA

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Enrollment Forms

• State Health Benefits Program Application
• Copy of marriage license, if applicable
• Affidavit of Dependency, if applicable
• Certificate of Domestic Partnership, if applicable

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END OF PART ONE
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Benefits Orientation - Part 2

• Pension Plans
• Disability Insurance
• Optional Investment Plans
• Tuition Benefits

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Public Employees Retirement System (PERS)
Public Employees Retirement System (PERs)

• Defined benefit retirement plan
• Employee contributes 5 (pre-tax) and Rutgers
  contributes
• Employee contributions are tax deferred
• Vesting 10 years
• Purchase of service credit

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PERS Formula
Years in system x Final
55 Average Salary average
of 3 highest years of base salary
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PERS Group Life Insurance

• Group life insurance underwritten by Prudential
• Payable to a named beneficiary
• Noncontributory portion 1-1/2 times actual
  salary paid
• Contributory portion additional benefit of 1-1/2
  times annual base salary
• Employee contribution rate .0050 of salary
• May cancel contributory portion after one year
  (irrevocable decision)

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Alternate Benefit Program (ABP)

• Defined contribution plan
• Employees contribution 5 of base salary
  (pre-tax)
• Rutgers contribution 8 of base salary
• Noncontributory life insurance 3-1/2 times the
  prior 12 months base salary
• Vesting

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Investment Companies
Investment Companies

• AIG-VALIC
• AXA Equitable
• The Hartford
• ING Financial
• TIAA-CREF
• Travelers (administered by CitiStreet)

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ABP Enrollment Forms

• Mandatory
• ABP Enrollment Application
• (provided)
• Carrier Allocation Form
• (provided)
• Carriers unique enrollment application (not
  provided, contact carrier directly or Human
  Resources)

• Optional
• Salary Reduction Agreement
• Complete voluntary (TSA 403-b) part of carriers
  unique enrollment form
• If enrolling in TIAA-CREF, complete separate SRA
  enrollment form

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Temporary Disability Insurance

• Coverage begins immediately
• Employees must use all accrued sick time before
  receiving this benefit
• Provides income replacement up to 66 of average
  weekly wage up to an annual maximum limit
• Maximum benefit of 26 weeks
• File claims within 30 days of the start of the
  disability

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Long Term Disability (PERS, PFRS)

• Optional insurance
• Available to certain employees holding
  administrative, professional or supervisory
  titles
• Underwritten by UNUM Life Insurance Company
• Employee pays 100 of the premium
• (rate salary x .0079)
• Benefits payable after 90 days of disability
• Enroll during initial eligibility to avoid proof
  of insurability
• Disability benefits 66 2/3 of base monthly
  salary up to a 5,000/month maximum (reduced by
  social security, PERS retirement, or other income)

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Long Term Disability (ABP)

• Effective after one year of participation in ABP
• Enrollment is automatic
• Noncontributory
• Underwritten by Prudential
• Benefits paid are 60 of base monthly salary
  (reduced by social security)
• Benefits start after 6 months of disability

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ACTS Program

• Additional Contributions Tax-Sheltered Programs
  (ACTS)
• Employees in PERS or PFRS may participate
• Additional retirement savings and tax shelter
• May not exceed legal maximum contribution amount
• Employees set up accounts directly with
  investment carriers

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SACT Program

• Supplemental Annuity Collective Trust (SACT)
• Employees in PERS or PFRS may participate
• Additional retirement savings and tax shelter
• Contribute a percentage of salary up to a maximum
  limit
• Common stock portfolio
• Pre-tax or post-tax contribution programs
  available
• Enrollments processed quarterly

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NJ State Employees Deferred Compensation Plan
The Deferred Compensation Plan

• Employees in PERS, PFRS and ABP may participate
• Administered by Prudential Retirement
  (1-866-657-3327)
• http//www.retirement.prudential.com/njsedcp
• Additional retirement savings and tax shelter
• Contribute a percentage of salary up to a maximum
  limit
• Broad array of investment options

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Optional Investment Plans for Members of ABP

• Voluntary additional contributions
• NJ State Deferred Compensation Plan

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Tuition Benefits

• Regularly appointed faculty and staff may qualify
  for tuition remission
• The entire range of courses for credit are
  available to employees
• Dependent children must be enrolled full time in
  an undergraduate program
• Employee must be regularly appointed on a
  full-time basis as of the first day of class

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END OF PART TWO
44
Benefits Orientation Part 3

• Paid Time Off (Staff)

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Paid Time Off for Staff Employees

• Vacation Days
• Vacation accrues at a rate of 1 day per whole
  calendar month during the remainder of the first
  fiscal year of hire and 1-1/4 days per month
  thereafter (beginning July 1st)
• Vacation accrued during a fiscal year (July 1
  June 30) must be taken during the following
  fiscal year
• Future increases in accrual rates are based on
  employee classification

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Paid Time Off (continued)

• Administrative Leave (AL)
• New staff employees accrue ½ AL day for each
  month of full service up to maximum of 3 AL days
• Must be used by June 30
• Personal Holidays (PH)
• New staff employees receive 2 PH days after 6
  months of employment
• Must be used by June 30
• 12 University Holidays per year

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Sick Leave for Staff Employees

• Sick Time is used when you are ill and unable to
  work
• Sick Leave is used to provide emergency
  attendance to an immediate family member who is
  seriously ill
• Up to five days of Sick Leave are allowed per
  fiscal year
• Accrual rate is 1 day per whole calendar month
  during the first fiscal year of hire
• Accrual rates after the first fiscal year may
  vary according to employment category (consult
  the bargaining unit agreement and/or the
  University Regulations and Procedures Manual for
  details)
• Accrued but unused sick days are carried over
  from year to year

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Bereavement Leave

• Bereavement leave is absence from work due to
  death in the immediate family
• The allowable amount of time without loss of pay
  is based on employee classification and the
  family relationship
• Consult the bargaining unit agreement and/or the
  University Regulations and Procedures Manual for
  details

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Jury Duty

• Staff members required to serve on a jury during
  scheduled working hours are granted necessary
  time off without loss of pay
• If jury duty does not require attendance for the
  full day, it is expected that the employee will
  return to work

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Compassionate Leave Program

• Donated leave bank benefit for qualifying A/P/S
  and Confidential employees who experience a
  catastrophic health condition and exhaust their
  paid leave
• Eligible employees may request donated leave by
  completing Application for Use form
• Eligible employees may donate paid leave by
  completing Donation to Bank form
• Forms are available on the University Human
  Resources website http//uhr.rutgers.edu/benefit-
  forms.html