Date to be reviewed:
|Director of Human Resources|
In keeping with Wheeling Jesuit University's philosophy, the University considers income protection plans a necessary portion of an individual's "total rewards" package.
2.0 POLICY STATEMENT
- 2.1 Policy Statement
It is the University's objective to maintain a schedule of disability and life insurance programs as income protection for its regular, benefits-eligible, employees. The University will adhere to any federally mandated changes and will endeavor to communicate to all employees' any and all changes to the plans as they become necessary.
- "Benefits-Eligible" - Regular full-time and regular part-time employees are provided, as a part of their overall package, access to benefits for themselves and for qualified dependents. Participation is optional with costs begin shared by both the University and the employee through payroll deductions as premium contributions.
- "Summary Plan Descriptions" - Commonly referred to as "SPD"s, these are condensed versions of the University Plan which every employee who participates in the programs receives. The University reserves the right to amend the Plans and SPD's as it deems appropriate; the website will contain current versions.
- The University offers, at no cost to the employee, the following benefits:
- A short-term disability (STD) plan. This plan can be activated:
- After a Staff employee is off-work for a period of no less than two (2) weeks; and
- After an Administrative employee is off work for a waiting period of no less than thirty (30) days.
In all cases, the employee must exhaust all paid sick time (accrued and in the employee's personal "sick bank") before STD takes effect; the employee must also use paid vacation and personal time to cover the waiting period specified above (Note: refer to the University FMLA policy). The plan pays a percentage of the employee's pay (currently 70% of the employee's gross pay) for the time the employee is off work. The current provider is Lincoln Financial and their website can be accessed from the link below in "Attachments".
- A long-term disability (LTD) plan. This plan can be activated after an employee is off-work for a period of no less than six (6) months and has exhausted all accrued paid sick days (accrued and in the employee's personal "sick bank") as well as STD. The plan pays a percentage of the employee's pay (currently 60% of the employee's gross pay) and the employee must also apply for social security disability. The current provider is Lincoln Financial and their website can be accessed from the link below in "Attachments".
- A Life Insurance plan. The employee is covered up to two times (2x) their annualized rate of pay up to a maximum of $150,000. An employee may purchase additional term life insurance at his/her own expense during the open enrollment period. The current provider is Lincoln Financial and their website can be accessed from the link below in "Attachments".
- Employees are eligible for STD, LTD and Life Insurance the first day of the month following the month of hire or, if the employee is hired the first workday of the month, then the month in which the employee is hired.
- Employees are eligible to convert term life insurance upon termination.
- 2.4 Employee Notification
- Employees are notified of their options:
- When they are hired.
- When an event occurs that activates the benefit.
- Employees are provided SPD's when they begin work.
- 2.5 Supplemental Benefits
- Employees are eligible to purchase voluntary, supplemental, benefit programs. The University currently offers Disability, Accident and Cancer Insurance in addition to Universal and Term Life Insurance. These programs are paid directly by the employees from their paychecks after taxes and the plans are employee-owned and portable (employees take the plan with them if they leave the University and the coverage continues as long as they pay the premiums). The current provider is Colonial Insurance and their website can be accessed from the link below in "Attachments".
- 2.6 Patient Protection And Affordable Care Act
The University reserves the right to initiate changes in the income protection plans to address any impact resulting from the implementation of the Federal Health Care Reform Act, its amendments, and any other applicable Federal or State legislation regulating health care. In such event, the University will adopt reasonable modifications to the current health care program and communicate such changes to affected individuals.
- 2.7 Beneficiary Change
Employees are to notify Human Resources whenever they wish to change beneficiaries and the individual plan requirements will prevail in this area. Individual plans will specify the process required to name beneficiaries.
- 2.8 Benefits
- Employees will be responsible for the premium costs associated with health, dental and vision care benefits while they are on STD or LTD.
- 2.9 Authorization
- The Director of Human Resources has the authority to change, modify or approve changes in plans and exceptions to this policy at any time with or without notice and with the approval of the University President.
- Lincoln Financial
- Colonial Life
- HR Policies: FMLA
- Benefits Package for Administrators
- Benefits Package for Faculty
- Benefits Package for Staff