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Hi, I'm Tom Hopkins, Director of Compensation and Benefits.
I'd like to take this opportunity to welcome you University of Maine System
You've made an excellent decision to join our team is my hope that you'll
find the University System is a stimulating and exciting place to work
We know is starting a new job will take your focus for many directions
and that is why we have created this presentation which you can view as often
as you like before making your benefits choices.
We encourage you to share this information with your spouse or
domestic partner
who'll be eligible for some of our plans.
If you have questions please feel free to call the Employee Benefits Center.
We're here to help!
Again welcome to UMS.
We wish you good health!
I'm Tony Richard, Director of Employee Benefits.
To be eligible for university benefits, you must be a regular employee with an
appointment scheduled to last a minimum of seven months.
Full-time, regular employees are scheduled to work forty hours a week
and part-time, regulars are scheduled for less than forty hours a week.
part-time and temporary faculty who meet service and teaching requirements are
also eligible for some
but not all of the benefits addressed in this presentation.
If you are eligible for UMS benefits, you can enroll your spouse
your children up to the age of twenty-six six
or your eligible domestic partner for many of the UMS benefits
including your chosen medical plan
along with dental
vision and dependent life insurance.
So take a moment to consider your needs
then take advantage of these opportunities. opportunities
Upon meeting the eligibility requirements you will automatically be
enrolled
in the basic life
basic accidental death and dismemberment (ADD),
long-term disability and retirement program.
Keep in mind that you must enroll in University benefits within thirty one
days of your date of hire
or date of status change that makes you eligible for benefits.
If you missed the deadline
you will have to wait until the annual open enrollment period in November.
Your benefits would then become effective the following January 1st.
Changes to your annual benefit elections are allowed only if you have a qualified
family or employment status change.
For example,
if you marry,
have a child,
spouse looses a job, etc.
If that happens and you want to change your benefit choices
be sure to make the change within thirty one days of that event
and don't forget to look at the beneficiary you name for your life
insurance
and pension plan
because these could change.
University shares the cost with you for medical
dental and retirement plans
The University pays the full cost for your basic life
and long-term disability insurance and
if you choose additional coverage for vision care
short-term disability insurance
additional life insurance for yourself
or eligible family members
or the group auto and home owner insurance programs
you pay the cost,
taking advantage of generally lower group rates.
Benefit rates are available online and are included with your
enrollment materials.
If you decide to contribute to a health care or dependent daycare flexible
spending account
all contributions made by you.
Both you and the university contribute to your university retirement plan
with any accumulations growing tax-deferred until withdrawal
Perhaps the most important benefit choice you make is for health care coverage.
At UMS, we offer a choice of two plan from Cigna
The CIGNA Quality Incentive Copay Plan is the most popular plan at UMS. Both plans require you to choose a Primary Care Physician (***) who will coordinate your healthcare needs.
For both plans,
your costs will be less if you visit
"UMS Preferred" doctors and hospitals.
Both medical plans comply with National Health Care Reform and the Federal Mental Health Parity Act.
In the Quality Incentive Copay plan, there is no deductible to meet if you see a UMS Preferred or CIGNA provider, and office visits to your UMS Preferred network
primary care physician only requires a $10 copay.
Office visits to network specialists require a $20 copay.
The Cigna "open access plus" plan means you do not need a referral from your *** to see other network providers.
If you use out of network providers you will have to pay more out-of-pocket.
A list of providers is available at www.CIGNA.com.
To see if your *** is UMS Preferred, they must have at least 2 good, better or best ratings
on the website: www.getbettermaine.org.
CIGNA's OAP Passive Plan will cost you more out of your pocket since you will have to first satisfy a yearly deductible, then pay 20% of the charges until you reach your annual out of pocket maximum.
Both of the University's health plans offer the same prescription drug
coverage.
When your doctor prescribes medication
we encourage you to ask for generic drugs when appropriate
A thirty day supply of preferred generic drugs will cost only $5, where a brand name preferred drug prescription will cost $25.
Generic, non-preferred medications will cost you $10
while a tier three brand name
non-preferred medication costs forty dollars for a thirty day supply
so it's clearly to your advantage to requestion eric medication
You may also obtain a three month supply by paying just two copays
By using the mail-order prescription program or your local participating
pharmacy
when you are able to get a three month supply for the cost of just two
in essence one month is free.
After you reach your annual out-of-pocket maximum for prescriptions,
you have no more copays for the remainder of the calendar year.
the university helps employees and their families improve their lives by getting
well and staying well
not just by providing medical insurance.
You'll hear a lot about RiseUp
the UMS Wellness Program
hroughout your university employment
Along with on campus health screenings and all the wellness activities
our robust wellness website
provide you and your family with access to timely information on nutrition
exercise
children's health
helth alerts
even local information like where to pick apples or take a hike
An annual health assessment helps you understand and lower your health risks
and there's even a financial incentive for participating.
UMS RiseUp is the place to go
and to go often.
Probably the most important reason to "RiseUp" are the financial incentives. That's right -- full participation provides you with lower health insurance premiums, also called "incentive premiums" along with other incentives for full participation.
As a new employee, you are eligible for the incentive premiums for the first 90 days. If you fully participate in RiseUp, you will continue to have the incentive premiums withheld for health insurance. However, keep in mind, that if you choose not participate, your health insurance premiums will increase significantly.
Visit the RiseUp website for participation details.
New employees may not be able to create a new account on the Reasons2RiseUp portal until approximately 3 weeks after enrolling in the health plan.
The University is an active member of the Maine Health Management Coalition
which works to improve the safety and quality of Maine health care.
The coalition has built a trusted and collaborative reputation
and provides information tools
and techniques to improve health care.
By working together
we can better understand the health care system
to bring about changes in the quality and cost of health care.
Good dental care is essential to maintaining good health.
For that reason the University pays the full cost of individual coverage
for full-time regular employees
and one half of individual coverage
for eligible part-time employees.
Coverage is also available for eligible dependents at your cost.
Our plan uses the extensive Cigna dental network.
It's more cost effective to use participating dentists
but you may use any dentist you choose
however that may result in additional cost to you.
When you use a Cigna dentist, you won't have to fill out claim forms nor will you have to
meet a deductible
And Cigna dentists won't balance bill you
because they have agreed to discounted rates
passing the savings on to you.
The dental plan provides a financial incentive for practicing preventive care
Your annual benefit maximum can be increased from one thousand dollars
to a maximum of
thirteen hundred dollars
by obtaining your annual preventive dental care
The vision plan offers access to quality vision care for you and your family's vision
care needs
The University plan covers comprehensive exams
and coverage for glasses and contact lenses.
You can elect vision coverage for yourself and her family.
The cost of coverages payroll deducted on it before tax basis.
The vision program utilizes a network of retail and private practice optometrists.
Benefits are higher when network providers are utilized.
There are several different group term life insurance programs available for
full-time employees.
Basic coverage is paid by the university in an amount equal to one time your
annual base salary.
For employees who would like to buy additional coverage for themselves or
their dependents
supplemental insurance is available at reasonable group rates.
Depending on the amount of optional coverage you apply for
you may be required to provide evidence of good health.
For an added measure of financial protection the university also provides basic
accidental death and dismemberment
(AD&D) insurance
and no cost eligible employees.
AD&D insurance differs from life insurance in that in addition to
protection against accidental death
employees are covered for other life-changing injuries
such as loss of limbs and loss of sight or hearing
You can also purchase supplemental AD&D coverage.
You pay for the supplemental ADD insurance at low group rates through
payroll deductions.
the maximum amount available is the lesser of ten times your salary or
three hundred and fifty thousand dollars.
You may purchase individual or a family coverage.
If individual coverage is purchased you'll be insured for the amount
elected
If family coverage is purchased, your spouse and dependent children
are also covered for a fixed level based on your
of coverage.
If you choose to enroll in the short term disability plan you pay the
premiums and receive sixty percent of your base salary after fourteen calendar
days of disability.
The maximum weekly benefit is one thousand dollars up to a maximum of
twenty six weeks.
The short term disability plan pays only for non occupational
injuries or illness.
If you are unable to work for six months or longer
the university paid long-term disability plan provides benefits for eligible
employees.
The long-term disability plan pays sixty percent of your base salary
with a maximum monthly benefit of thirteen thousand dollars.
The LTD plan pays for both occupational and non occupational
injuries or illness.
A pre-existing condition clause applies to both programs.
The university offers to great ways to stretch your disposable income with
flexible spending accounts
With FSA's
you can set aside money in the health care FSA to pay for expenses such
as co-pays deductibles
uninsured vision expenses
and certain over-the-counter drugstore purchases
We encourage you to go to the benefits website to review the list of approved
expenses which has recently changed.
If you have dependent daycare expenses
including after-school programs for children
and elder care for your qualifying dependent
consider setting money aside
in the dependent daycare FSA.
Federal law requires you to use all of the money in these accounts each
calendar year
so plan carefully.
it's never too soon to start planning for retirement
even on your first day of work
participation in the university's basic retirement plan is mandatory for all
eligible employees
eligible employees are required to contributed a portion of their base salary
which is matched by the university in an amount based on your length of service
and bargaining unit
participation begins the first of the month following when you become eligible
You may choose among four vendors to set up your retirement account
If you do not choose a vendor, the University will automatically enroll you in a TIAA-CREF account. There could be significant tax savings for you by tax sheltering contributions,
but you must authorize before-tax contributions by electing the before-tax option when enrolling.
The University of Maine System offers employees the opportunity to supplement
basic retirement benefits by authorizing additional before tax contributions
beyond the basic plan.
Contributions may be made up to the maximum permitted by the IRS
with TIAA-CREF
or any of the three approved alternate vendors.
You can tax-defer under both the 403b
and 457b plans at the same time.
This means that you can contribute the annual maximum to each plan
thus doubling the amount that you can tax defer during the calendar year.
If you are regular university employees you will learn disability leave
also called sick plan
which can be used for those times when you are unable to perform your normal
work duties because of your health
or when you must be available to care for sick family member.
You can also use disability leave for claimants with health care providers or
your dentist
We urge you to schedule routine appointments ahead of time so that you
do not unduly disrupt the workday.
More information about disability leave and accrual rates
are described in your employee handbook
or collective bargaining agreement
To encourage good health habits, UMS provides employees with
free visits (8 visits per voucher/card) to any UMS
fitness center each fiscal year. Employees and/or their
family member's may use the voucher to access any university fitness center.
Employees must contact their employing campus' office of human resources for more information and to obtain vouchers.
We value our employees and recognize that from time to time personal problems
can affect our ability to perform our jobs.
University provides an employee assistance program (EAP)
to help employees and families cope with challenging times
the EAP is free
voluntary
and confidential.
It provides employees retirees and their household members with assessments
consultations
referrals and other information
the EAP is designed to assist you in dealing with a wide variety of personal
concerns
such as
emotional distress
alcohol and substance abuse
stress
depression
relationship problems
job worries family matters
child care issues financial concerns
legal concerns
work or life services
violence and domestic violence
Again this is a free confidential service
University of Maine employees participate in a campus based program.
All other employees participate in the Cigna EAP.
One of the most valued and valuable employee benefits
is the university tuition waiver program. for regular employees and their
eligible dependents
full-time employees can take up to two courses each semester
and part-time employees can take one course per semester tuition free
The employee tuition waiver does not cover books or fees
Dependents enrolled in a degree program also receive a partial tuition waiver.
The dependent tuition waiver does not apply to books or fees.
For dependents unrolled a graduate program
the value of the waiver is treated as taxable income
to the employee.
In addition to more traditional benefits
the University has arranged for employees to save from special group discounts
on automobile and homeowner insurance
Call MetLife today for a free quote
and start saving on your auto and homeowner insurance immediately.
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or log on to
www.metlife.com/mybenefits
MaineStreet is the road to online access to the University of Maine System
administrative computing system
MaineStreet provides a two-way communication between you and the
University.
You can select your benefit choices online in the benefits module of MaineStreet
We encourage you to use MaineStreet to enroll in benefits
view you benefits coverage
assign life insurance beneficiaries and much much more
retirement plan beneficiaries must continue to be designated directly with
your retirement vendor
Contact the Employee Benefits Center if you wish to receive paper enrollment and
informational materials.
This presentation is intended only to highlight your benefits.
The details of these plans are contained in the official claim documents
including some insurance contracts
If there is ever a question about one of these plans or if there's a conflict
between the information in this presentation and the formal language of
the plan documents
the formal working in the plan documents will govern.
Visit our website for detailed information
www.maine.edu/benefits
If you need help or have questions please contact the Employee Benefits Center.
We're here to help!
Again, welcome to the University of Maine System