BENEFITS POLICIES

Human Resources
Benefits Policies
Business Travel Accident Plan
Credit Union
Dental Plan
Education (Tuition Waiver) Starting Fall 2009
Employee Assistance Program (EAP)
Family and Medical Leave
Flexible Benefits
Health Savings Accounts (HSA)
Life Insurance and Accidental Death & Dismemberment (AD&D)
Long-Term Disability
Medical Plan
Qualified Status Change
Qualified Transportation Expense
Retiree Benefits
Retirement Plan
Short-Term Disability
Tuition Reimbursement Program
Vacation (Fifth Week / 20 Yr. Club)
Vision Plan
Voluntary Benefit - Hyatt Legal
Voluntary Benefit - Liberty Mutual Homeowners/Auto Insurance
Voluntary Benefit - Supplemental AD&D
Voluntary Benefit - Supplemental Life Insurance
Voluntary Benefit - UNUMProvident Long Term Care
Voluntary Supplemental Retirement Accounts

For More Information, Contact:

Employee Benefits and Payroll
Revere Center 300
Moon Campus


jobs@rmu.edu
412-397-6270 phone
412-397-4893 fax


FACULTY/STAFF > DEPARTMENTS & OFFICES > HUMAN RESOURCES > BENEFITS POLICIES > FLEXIBLE BENEFITS
Flexible Benefits

Pre-Tax Benefit

The University offers a Flexible Benefits plan as a way for employees to save on applicable taxes by electing pre-tax benefits.

Eligibility

Full-time and regular part-time employees are eligible to participate in the plan on the first day of employment if that day falls within the first ten days of the month. Otherwise, coverage begins on the first day of the month following the first day of employment. New employees must enroll within 31 days of the date of hire if electing coverage.

If a new employee does not sign a form to waive out of the plan, they will automatically be enrolled in only the premium conversion or pre-tax payroll deduction portion of the plan.

Open Enrollment

Open enrollment is in fall of each year for the following plan year which is January through December. New hires may enroll within 31 days of their date of hire.

Qualified Status Change

Changes during the plan year are not allowed unless an employee experiences a change in family status, called a "qualified status change" or "life event." A life event refers to a marriage, divorce, death of a spouse or dependent, birth or adoption of a child, termination or commencement of employment of the spouse, change in employment status for the employee or spouse, an unpaid medical leave of absence by the employee or spouse, or a change in benefits' costs. See page titled "Qualified Status Change" for examples and compliance rules.

Benefit Cost

The plan is funded by employees redirecting a portion of their salary into one of the accounts. Benefits under the plan shall be provided through salary reduction (the amount an employee authorizes to have reduced from their compensation) for benefits elected under one of the accounts. The annual salary reduction is determined by the employee's cost for benefits in which he/she is enrolled and for any additional amounts elected on the enrollment form.

The Plan offers a Premium Conversion Account which allows employees to pay their share of medical, dental, vision, group life insurance (faculty only), and long-term disability (faculty only) coverage with pre-tax dollars. These dollars will not be subject to Federal, FICA, Pennsylvania state, and local taxes where applicable.

Enrollment in this account will include the employee cost for all benefits in which the employee is enrolled.

Medical Flexible Spending Account

The Plan offers a Flexible Spending Account for unreimbursed medical expenses (Medical Flexible Spending Account) which allows an employee to establish an account funded with pre-tax dollars to pay for eligible health care expenses. These include medical, dental, and vision care expenses, such as deductibles and copayments. These dollars will not be subject to taxes where applicable.

The employee must be enrolled in the premium conversion account in order to enroll in a Flexible Spending Account.

The maximum monthly amount that may be redirected to the Medical Flexible Spending Account is $200.00 per month.

The full amount of the plan year election is available for reimbursement on the first day of the plan year.

Dependent Care Flexible Spending Account

The Plan offers a Flexible Spending Account for expenses incurred in the care of a dependent (Dependent Care Flexible Spending Account) when that care enables an employee to work. These include expenses for child care centers, care givers for a disabled dependent or spouse who lives with you, family day care providers, babysitters, nursery schools, and eligible household expenses. These dollars will not be subject to Federal, FICA, Pennsylvania state, and local taxes where applicable.

The employee must be enrolled in the premium conversion account in order to enroll in a Flexible Spending Account.

The maximum monthly amount that may be redirected to the Dependent Care Flexible Spending Account in the case of a married employee who files a separate tax return will be in accordance with Federal regulations.

Eligible incurred expenses must be submitted to our 3rd party vendor. Reimbursement can be submitted via a claim form or electronic claim submission through Highmark.

For the Medical Flexible Spending Account, no reimbursement amount will exceed the annual amount which has been chosen by the employee to be redirected to this account.

For the Dependent Care Flexible Spending Account, no reimbursement amount will exceed the monthly amount which has been chosen by the employee to be redirected to this account.

Any amounts allotted to the Flexible Spending Accounts which have not been used to reimburse Qualified Expenses during the Plan Year will be forfeited by the employee.

Leave of Absence

Refer to the Leaves of Absence Policy for information on benefits continuance during Long-Term Disability or Workers' Compensation leaves and other leaves.

Upon termination of employment, an employee may retain eligibility for reimbursement as described in the plan by:

Continuing the payments (after tax) established by his/her enrollment form in the same amounts as if he/she was still employed.

Having all remaining payments deducted from the final paycheck (pre-tax payments).

Effective: 02/01/2000

Updated: 11/30/2009