Improved Benefits Programs

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Improved Benefits Programs

• July 2016
• Staff

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Agenda

• Educational Benefit
• Bright Horizons Care Advantage
• Incidental Days Short Term Income Replacement
• The Hartford
• Family Medical Leave
• Parental Leave
• Questions

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Education Benefit
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Non-Notre Dame Tuition Reimbursement

• Maximum reimbursement for tuition increased from
  1,500 to 3,000 per benefit year.
• Job related certification, skills or trade
  training reimbursement increased from 750 to
  1,000 per benefit year.
• Doctoral programs are now eligible for
  reimbursement.
• Also covered under Notre Dame Education Benefit

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Bright Horizons Care Advantage
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Bright Horizons Care Advantage Program
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Bright Horizons Care Advantage Program

• Short term back-up care
• Uses up to 15 uses/calendar year
• Copays
• Center-based child care/day
• 15/child (25 family max)
• In-home care (4-hour minimum)
• Child care (well or mildly ill) -
  6/hour/caregiver (for up to 3)
• Adult/elder care - 6/hour (anywhere in the U.S.)
• Ongoing care online database
• Unlimited use
• Payments made directly with provider 

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www.CareAdvantage.com/NotreDame
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Next Steps

• Registration
• www.careadvantage.com/Notre Dame
• Username NDCare
• Password gond
• 877-BH-Cares (242-2737)

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Short Term Income Replacement Incidental Days
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Incidental Days

• Ten (10) days every January
• Personal Illness or injury
• Family sick
• Up to 2 days for personal
• Full and part time staff with a scheduled work
  week of 20 or more hours per week
• Days do not accumulate

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Short-Term Income Replacement (STIR)

• 100 regular pay for maximum of 25 weeks
• One calendar week waiting period before benefit
  begins
• Full and part-time staff with scheduled work week
  of 20 or more hours per week
• Replaces sick banks

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Scenario

• Jane Domer, non-exempt staff, has surgery with
  complications and misses 10 weeks of work. She
  has 4 weeks (160 hours) of accrued sick leave and
  2 weeks of accrued vacation.

Current Current
Weeks 1 4 Sick Leave Pay from accrued bank (10.00 x 40 x 4 weeks) 1,600
Weeks 5-6 Vacation Pay (10.00 x 40 x 2 weeks) 800
Weeks 7-10 No Pay 0
Total Pay 10 weeks 2,400
July 1, 2016 July 1, 2016
Week 1 Incidental Days (10 x 40 hours x 1 week) 400
Weeks 2 10 Short Term Income Replacement (10 x 40 hours x 9 weeks) 3,600
Total Pay 10 weeks 4,000
Employee must pay their benefits premium share
directly to the University while in unpaid status.
Benefits premium share will be deducted from
STIR pay.
Increase of 1,600 plus retains vacation
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Attendance Expectations

• Regular attendance essential for the functioning
  of the University
• Use of Incidental days appropriately will not be
  subject to corrective action
• Concerns that create service interruptions or
  hardship on other employees
• Chronic absenteeism
• Excessive absenteeism

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Definitions

• Family and Medical Leave
• Short Term Income Replacement
• Incidental Days

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The Hartford

• Effective July 1, 2016, The Hartford will
  administer
• Family Medical Leave (FML)
• Short Term Income Replacement (STIR)
• Long Term Disability (LTD)
• The Hartford
• Phone [phone] (800 a.m. to 900 p.m.
  ET)
• Fax [phone]
• www.TheHartfordAtWork.com

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The Hartfords Administrative Role

• New FMLA initiation
• Medical review of FMLA STIR
• Leave determination
• Documentation of FMLA
• Leave closure once employee returns to work or
  leave expires
• Answer questions for employees and supervisors

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Employees Responsibilities
Current July 1, 2016
Policies process Read ask questions to understand policies procedures No change
Notification Your supervisor CareWorks for FMLA Your supervisor The Hartford for FMLA and/or STIR
Notification timing 30 days if planned otherwise asap No change
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Employees Responsibilities
Current July 1, 2016
Follow-through Ensure medical certification is sent to CareWorks within 15 calendar days Ensure medical certification is sent to The Hartford within 15 business days or your claim will be closed
Return to Work form (for personal continuous leave) CareWorks form submitted to CareWorks prior to planned return to work date UND form submitted to supervisor at least 3 business days prior to planned return-to-work date
If ADA accommodation is requested Work with ADA Program Manager for return to work No change
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Parental Leave
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Parental LeaveFor Exempt and Non-Exempt Staff

• Four (4) weeks of 100 paid leave for birth,
  adoption or foster care placement.
• Available in one-week increments within 12-months
  following the event.
• If both parents work at ND, they may take
  concurrently or at separate times.
• The disability period for mothers generally
  allows up to 6 or 8 weeks of paid time. Parental
  leave may be taken immediately following the
  disability period or birth.

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Scenario

• Jane Domer, non-exempt staff, has a baby and
  requests 12 weeks of family leave. Her physician
  determines she is unable to work for 6 weeks due
  to pregnancy. This leave will be job-protected
  FMLA. She currently had 4 weeks (160 hours) in
  her accrued sick leave bank and 2 weeks vacation.

Current
Week 1 -4 Sick Leave from accrued bank (10.00 x 40) 1,600
Weeks 5-6 Vacation leave (10.00 x 40 x 2 weeks) 800
Weeks 7 12 No pay 0
Total Pay 12 weeks 2,400
July 1, 2016
Week 1 Incidental Days (10.00 x 40 x 1 week) 400
Weeks 2- 6 Short Term Income Replacement (10 x 40 hours x 5 weeks) 2,000
Weeks 7-10 Parental leave (400 x 4 weeks) 1,600
Weeks 11 12 Vacation leave (10 x 40 x 2 weeks) 800
Total Pay 12 weeks 4,800
Employee must pay their benefits premium share
directly to the University while in unpaid status.
Benefits premiums will be deducted from pay.
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Your Next Steps

• Review and understand improved programs
• Attend help session
• Learn your resources

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Resources

• InsideND HR pages
• Leaves http//hr.nd.edu/benefits/time-off-leave
  s
• Leave Resource Page (forms, slides, FAQs,
  checklists, processes) http//hr.nd.edu/benefit
  s/time-off-leaves/family-medical-leave-fmla-resour
  ces
• HR Consultants Benefits Specialists
• askHR Customer Service Center 631-5900 or
  askHR_at_nd.edu
• The Hartford
• 800-549-6514
• www.TheHartfordAtWork.com
• The Hartford mobile app

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Summary of Improvements

• Education Benefit
• Bright Horizons Care Advantage
• Incidental Days 100 Short Term Income
  Replacement
• Parental Leave