|
WORKING AT USM 8: Understanding Your Benefits 8.1
Insurances Group health coverage applies to full-time regular employees and generally also to the following categories of regular employees: a. those working at least ½ time The University offers employees a choice between a Comprehensive Group Health Plan and a Point of Service Plan, both of which cover a range of services. The University and the employee share the cost of coverage with the precise rates depending on type of coverage ( single, single plus one, or family), bargaining unit to which the employee belongs, and employee status such as part- or full-time. Enrollment is within 31 days of becoming eligible or during the annual open enrollment period. The on-line information is extensive but you may also call 780-5218 for assistance. 8.1.2 Income Protection Plan (Short Term Disability) This optional plan for eligible employees provides income when a covered employee becomes disabled and is unable to work for more than two weeks ( 30 days for faculty,except Law faculty) due to a non-occupational accident or illness. The University does not share in the cost of this program. Contact the Benefits Office (780-5218) for details. Long-term disability coverage provides protection against complete loss of income for eligible employees who are unable to work for six months or more due to severe illness or injury. The University pays the full cost of this program. In most cases, employment ends at the completion of the 6 month waiting period and when disability insurance payments begin. The monthly payments provide 60% of base salary. The plan has a pre-existing condition provision. Call 780-5218 for details. Automatic coverage at no cost to eligible employees: Eligible employees are provided basic term life insurance equal to the employee’s annual salary rounded to the next higher $1,000 until age 65 at which point it reduces to 65% of that figure. A similar additional amount is paid to the beneficiary in the event of accidental death. An additional $50,000 coverage is provided if death occurs as a result of a motor vehicle accident in which a seat belt was worn. Further optional coverage offered at low group rates: Those with basic life may add Supplemental Life Insurance and additional accidental death coverage in varying amounts. Employees may purchase dental insurance for themselves and eligible dependents. The University administers two plans: Delta Dental-AFUM and Delta Dental- UMS ( which covers Service and Maintenance, COLT, Police, and non-represented supervisors/confidentials/professionals). Call 780-5218 for details. Represented professionals may obtain coverage administered by UMPSA. Employees injured at work are usually covered by Workers’ Compensation, with compensation payments and medical bills paid by the University. If you should sustain an injury on the job, you should seek immediate appropriate medical attention and notify your supervisor as soon as possible. Also see the section on "reporting injuries" (6.3). If receiving Workers’ Compensation, annual leave and disability leave continue to accrue for the first 3 months. If you are unable and not medically certified to return to work within 12 months, your employment ends. Your life insurance, health coverage, and long-term disability coverage continues until employment ends. Other questions you have may be answered at the website Frequently Asked Questions about Workers’ Compensation. USM’s Benefits & Injury Management Office will assist you and your department in facilitating your return-to-work. Call 780-5175 for details. 8.2.1.1 Annual Leave ( Vacation) Employees with "academic year" appointments ( that is, work is not required during periods when the student population is absent) are not eligible for annual leave. Full-time, full-year employees not on academic-year appointments earn leave at a rate of 12 to 24 days per year based on bargaining unit and length of service. Others working part-time and/or part-year earn leave on a prorated basis. Leave does not accrue during an unpaid leave of absence, layoff, or long-term disability. Employees should check their appropriate bargaining unit agreement/handbook for details on accruing leave and how much accrued leave may be carried forward from year-to-year. Arrangements to use leave are to be made in advance with your supervisor and reasonable efforts will be made to accommodate the dates you wish. 8.2.1.2 Disability(Sick) Leave Disability leave (also known as sick leave) is intended to protect against loss of income if unable to work due to illness or temporary disability (including any associated with pregnancy and childbirth). With your supervisor’s approval, it may also be used for medical or dental appointments. Absences due to personal illness are to be reported promptly to your supervisor. There are some differences by bargaining unit agreement/handbook as to rate of earning sick leave, total amount that may be accumulated, granting of additional unpaid leave beyond the amount accrued, and use of disability leave in the event of family emergencies and illnesses. There are 12 paid holidays per year for full-year (fiscal year) appointments. Please consult your collective bargaining agreement or non-represented handbook for details regarding premium holiday pay or compensatory time off when required to work on the holiday. Should you be in a position of responsibility for scheduling important meetings, exams, or other essential events , it is important to, whenever possible, to avoid conflicts with other important religious/cultural dates as well. We are encouraged to be sensitive to and accommodate those observing religious traditions/holidays such as Rosh Hashanah, Yom Kippur, Ramadan, and Eid al-Fitr. 8.2.2.2 Bereavement or Funeral Leave This paid leave is granted in the event of the death of someone in the immediate family or household to attend the funeral and/or take care of related matters. Please consult your bargaining agreement/handbook for details as to maximum days permitted (per event, per fiscal year), definitions of those included as close relatives/members of household, and further provisions for the use of accrued disability leave should it be necessary to supplement the maximum-permitted days of bereavement/funeral leave. All employees who are members of the National Guard or who are military reservists will be given leave without loss of pay for not more than two weeks per year when engaged in training, if authorized by the Governor or under the provisions of the National Defense Act. 8.2.2.4 Witness and Jury Duty Leave If called to serve as a juror or subpoenaed as a witness, you will normally be given a paid leave of absence. Exceptions apply if you are a witness in your personal litigation or, in a case involving the University, if called by a party other than the University. Check your bargaining unit agreement/handbook for guidance regarding whether you are entitled to receive both your normal University pay and jury duty pay, since in some situations you may receive as University pay the difference between your jury duty pay, exclusive of travel, and your normal University pay. Campus Presidents may declare administrative leave for situations such as inclement weather or local emergencies. For notice of cancellations at USM, check local TV/radio or call USM’s Storm Line at 780-4800 (or 1-800-800-4876 + press 1). For cancellations at Lewiston-Auburn College, call 753-6595. Consult your bargaining unit agreement/handbook for pay implications in various situations such as for those employees who must work during periods of administrative leave, and use of compensatory time off instead of payment for hours worked. Employees, with permission of their supervisors , may be granted a leave of absence without pay for personal reasons. Such leave may be of short or longer duration ( generally up to one year). Attempts will be made to accommodate legitimate requests, but institutional considerations will be given appropriate weight in the approval decision. Check your bargaining unit agreement/handbook for implications regarding continuing group health and life insurance coverage, whether you are guaranteed the right to return to your current position, and other important details. Certain of these details are different if the leave is for qualifying educational purposes ( for example, the University continues to contribute its share of insurance premiums). 8.2.2.7 Family Medical Leave (FML) FML applies to employees who have worked at USM for at least 12 months. It provides for up to 12 weeks of leave in any one-year period for the serious health condition of the employee or an immediate family member. It may also used in the event of the birth / adoption of a child or placement of a foster child. The leave program requires the use of accrued annual and disability leave first (with the exception that up to one week of annual leave may be held in reserve) before going into unpaid leave status. Thirty days’ notice is required when the need can be foreseen in advance; if a medical emergency, request the leave as soon as possible. Use the on-line Request for Family and Medical Leave Form or call the Benefits Office (780-5218) for one. Other details regarding the Family and Medical Leave benefit are available on-line or from the Benefits Office. Federal legislation establishes the amount of contribution, which is an equal amount paid by the University and paid by the employee through payroll deduction. This amount is currently at 7.65% of base salary up to $72,600 and then 1.45% of any salary above that figure. The Social Security program provides monthly benefits at retirement, disability and survivor benefits, and health benefits at age 65 through Medicare enrollment. Upon request, the Social Security Administration will issue a summary of the status of your account. Employees who work at least half-time may enroll in a Health Care Advantage Account and/or Dependent Day Care Advantage Account. This offers you valuable tax savings in paying health expenses not covered by insurance and day care expenses – since these are "before-tax" dollars ( paycheck money is set aside before taxes are withheld). Reimbursements for eligible expenses, which are tax free, are made through paychecks. Check the on-line information regarding Open Enrollment and Advantage Account Program Forms, or contact the Benefits Office. 8.3.3 Defined Contribution Basic Retirement Plan All eligible new hires fall under this plan. Eligibility extends to full-time regular employees and to "benefits-regular" employees ( those part-time regulars who have the equivalent of five years of full-time continuous University service). Eligible Classified Plan employees are required to contribute 1% of pay and may also contribute up to 4% with a dollar-for-dollar match by the University; after 5 years, the University contributes another 6% for a total potential contribution of 14% ( 4% employee, 10% University). Eligible Professional and Faculty Plan employees are required to contribute 4% of salary and the University contributes 10%. Various investment options including TIAA-CREF are available. The University Credit Union is a not-for-profit financial service institution serving employees, students, and alumni of the University of Maine System. Check their website for information regarding membership, services, current rates, and ATM locations. 8.3.5 Incentive Retirement Plan (IRP) The IRP is available to faculty hired before July 1, 1996 and to professional employees who are enrolled in the Retirement Plan. Eligibility applies to those with 10 years continuous University service prior to retirement and who are at least 55 years of age. It provides a lump-sum payment of 1.5% of final base salary for each completed year of continuous regular service, up to a maximum of 27 years. Contact the Benefits Office for details. 8.3.6 Partial/Phased Retirement Program (PPRP) The PPRP is available, contingent upon Chancellor’s Office approval, to faculty and professional employees enrolled in the Retirement Plan. Eligibility applies to those with 10 years continuous service and who are age 55 ( or those where the combination of service and age totals 73 or more). The PPRP permits workload and associated salary reduction without affecting health insurance and other benefits. Contact the Benefits Office for details. 8.3.7 Voluntary Tax-Sheltered Annuities (Supplemental Retirement Annuity) These are optional investments made through payroll deduction that are not part of the retirement programs to which the University contributes. These annuities reduce taxable income up to maximum amounts established by the Internal Revenue Code. Regular full- and part-time employees are eligible, and you purchase the annuity by choosing among companies authorized by the University. Benefits from the plan are received during retirement at which time they are taxable income. You may also enroll in an Individual Retirement Account (IRA) or annuity with a bank, insurance company, broker, or credit union and have your deduction made through the University’s payroll system. |
|
