Slide 2 Pace University New Employee Benefits Orientation
2011-2012 Full Time Faculty & Staff Forward Click to Replay
Audio Menu Slide 3 Benefits Orientation Menu Full Presentation
Medical Plans Dental Plans 403(b) Retirement Plan Life Insurance
Reimbursement Accounts Employee Assistance Program Income
Protection Long Term Care Education Glossary Forward Back Click to
Replay Audio Menu Slide 4 Your Benefits @ Pace Health Income
Protection Work Life Financial Security Education Forward Back
Click to Replay Audio Menu Total Rewards Slide 5 Benefit Eligible
Employee What is the definition of a benefit eligible employee?
Employees who are employed at.80 FTE (28 hours per week) or greater
in a regular full-time position that is expected to be on-going for
an indefinite period of time. Employees who are graduate
assistants, temporary workers and student employees are not benefit
eligible. Forward Back Click to Replay Audio Menu Slide 6 Who Are
Your Eligible Dependents? Your spouse or registered domestic
partner Your natural, adopted, step child(ren) or your registered
domestic partners children who meet one of the following criteria:
For medical/vision plan coverage, to age 26 For dental plan
coverage, to age 19, or to age 23 if full-time student status is
maintained Children placed in your legal guardianship pending
adoption Foster child(ren) under the age of 26 for medical/vision,
age 19 for dental (or maximum age of 23 with full-time student
status) Court Ordered guardianship of a child(ren) under the age of
26 for medical/vision, age 19 for dental (or maximum age of 23 with
full- time student status) No exclusions for pre-existing
conditions. Forward Back Click to Replay Audio Menu Slide 7 Pre-tax
and Post Tax Deductions Most premiums are deducted on a
semi-monthly basis through payroll deduction The portion of
premiums paid through payroll deduction for dependents you CANNOT
claim is taken from your check after taxes (post-tax deduction) for
example, all domestic partner benefits are post-tax Check with your
tax advisor for information about your specific situation Pre-tax
deductions include: Medical premiums Dental premiums Vision
premiums Flexible Spending Accounts Retirement Contributions
Forward Back Click to Replay Audio Menu Slide 8 Benefits Effective
Dates First business day of the month following or coinciding with
full time date of employment. Enrollment must be completed within
31 days from date of hire, otherwise you must wait for the next
Open Enrollment Period. Benefits are extended to spouses/registered
domestic partners as well as eligible dependent children. Dependent
children, in medical/vision, covered to age 26. For dental, to age
19. If full-time student, covered to end of month in which he/she
turns 23. Young Adult Option effective July 1, 2010 Forward Back
Click to Replay Audio Menu Slide 9 Medical Plans There are 4 CIGNA
plan options available. Common Features of all Plans: CIGNA Open
Access Plus network Mail order available 2X retail for 90-day
supply Discounts through Healthy Rewards program (www.mycigna.com)
Vision coverage CIGNA Vision No referrals to see a specialist No
need to select a Primary Care Physician, although recommended
Emergency Room co-pay waived if admitted Forward Back Click to
Replay Audio Menu Slide 10 Medical Plans Choice of 4 Options with
CIGNA HealthCare CIGNA In-Net 50 Plan CIGNA In-Net 50 Plan CIGNA
In-Net 20 Plan CIGNA In-Net 20 Plan CIGNA 90/70 Plan CIGNA 90/70
Plan CIGNA 100/70 Plan CIGNA 100/70 Plan Even though our plan year
extends from July 1 st through June 30 th, deductibles, maximums,
etc. are based upon a calendar year Forward Back Click to Replay
Audio Menu Slide 11 CIGNA In-Net 50 Plan In Network Benefits $50
co-pay for Office Visits to PCP/Ob-Gyn $50 co-pay to see a
Specialist Hospitalization: $500 per day co-pay to annual maximum
of $2,500; then 100% $150 Emergency Room co-pay In-Network Rx -
$15/$35/$75, Mail Order 2x Annual Out-of-Pocket Maximum -
$5,000/$10,000 Outpatient Surgery - $500 co-pay Out of Network
Benefits Do Not Apply Forward Back Click to Replay Audio Menu Slide
12 CIGNA In-Net 20 Plan In Network Benefits $20 co-pay for Office
Visits to PCP/Ob-Gyn $20 co-pay to see a Specialist No charge for
hospital $75 Emergency Room co-pay In-Network Rx - $10/$25/$50,
Mail Order 2x Out of Network Benefits Do Not Apply Forward Back
Click to Replay Audio Menu Slide 13 CIGNA 90/70 Plan In Network
Benefits Annual Single Deductible: $250 Annual Family Deductible:
$500 $20 co-pay for Office Visits to PCP $20 co-pay to see a
Specialist Deductible and 10% Coinsurance for Hospital $75
Emergency Room co-pay In- Network Rx $10/$25/$50, Mail Order 2x
Out-of-pocket maximum for the calendar year: $750 Single
out-of-pocket maximum $1,500 Family out-of-pocket maximum Out of
Network Benefits Annual Single Deductible: $500 Annual Family
Deductible: $1000 Coinsurance: 70% CIGNA responsibility, 30% Member
responsibility All charges subject to usual, customary, and
reasonable (UCR) rates Out-of-pocket maximum for the calendar year:
$2,000 Single out-of-pocket maximum $4,000 Family out-of-pocket
maximum Forward Back Click to Replay Audio Menu Slide 14 CIGNA
100/70 Plan In Network Benefits $10 co-pay for Office Visits to
PCP/Ob- Gyn $15 co-pay to see a Specialist No charge for hospital
$75 Emergency Room co-pay In-Network Rx $10/$25/$50 Rx, Mail Order
2x Out of Network Benefits Annual Single Deductible: $300 Annual
Family Deductible: $600 Coinsurance: 70% CIGNA responsibility, 30%
Member responsibility All charges subject to usual, customary, and
reasonable (UCR) rates Out-of-pocket maximum for the calendar year:
$1,800 Single out-of-pocket maximum $3,600 Family out-of-pocket
maximum Forward Back Click to Replay Audio Menu Slide 15 In-Network
vs. Out-of-Network In-Network (Open Access Plus) The network
consists of providers who have been contracted to accept reduced
fees negotiated by CIGNA. While some plans allow you to use both
in- and out-of-network benefits, using providers that are in-
network ensures that you receive the maximum benefits available
through the plan. A list of network providers is available online
at www.cigna.com and www.mycigna.comwww.cigna.comwww.mycigna.com
Out-of-Network The out-of-network option provides you with the
freedom to select any healthcare provider you prefer. If you choose
providers that are out- of-network, you are responsible for paying
any fees charged over the allowable charge, in addition to paying a
higher annual deductible and coinsurance. Forward Back Click to
Replay Audio Menu Slide 16 Pharmacy Plan Plan is included with your
medical plan. Pharmacy benefits include retail and mail
service/home delivery. Plan uses a 3-Tier Formulary (In-Network
Pharmacy) Generic prescriptions, Preferred prescriptions,
Non-preferred prescriptions See individual plan summaries for
co-pay amounts for a 30-day supply See www.mycigna.com for
prescription co-payment cost quotewww.mycigna.com Mail Order
Service 90 day Supply of Medication Mail Order Service:
prescription mailed to you at the cost of two 30- day co-payments.
Requires 90 day prescription from your medical care provider
Forward Back Click to Replay Audio Menu Slide 17 Medical Plan
Waiver Option to waive medical coverage and receive $750 annually
(pro- rated to $31.25 per paycheck) If coverage is waived
initially, can enroll in medical benefits during plan year due to
qualifying Change in Family Status If medical coverage is waived,
can elect to enroll in CIGNA Vision Forward Back Click to Replay
Audio Menu Slide 18 CIGNA Vision Plan Included in CIGNA medical
coverage; also available if medical coverage is waived Offers both
in- and out-of-network coveragein- and out-of-network coverage Eye
exam once per 12 months, frames once per 24 months Find an
in-network provider at www.mycigna.comwww.mycigna.com Receive a
separate ID card Forward Back Click to Replay Audio Menu Slide 19
Dental Plans CIGNA Dental Care (DHMO, In-Network Only) CIGNA Dental
PPO (Offers Both In- and Out-of-Network) Forward Back Click to
Replay Audio Menu Slide 20 CIGNA Dental Care (DHMO) Dental Health
Maintenance Organization (DHMO) Must choose a Primary Care Dentist
No claim forms; No annual benefit maximum Visit www.cigna.com for
participating dentists You will Receive ID Card Forward Back Click
to Replay Audio Menu Slide 21 CIGNA Dental PPO Freedom of choice
Diagnostic and preventive 100% Annual deductible
($50/individual;$150/family), based upon a calendar year $2,000
annual benefit maximum per person (PPO dentist), $1,500 per person
(non-participating), based upon a calendar year You will not
receive an ID card - generic card availablegeneric card available
www.cigna.com for in-network (PPO) providers Forward Back Click to
Replay Audio Menu Slide 22 CIGNA Dental PPO PPO (CORE Network)
Out-of-Network Office Fee Charge$120 Usual, Customary and
Reasonable (UCR) Rate $80$100 % of UCR Paid by CIGNA90%80% CIGNA
Pays$72$80 Patient Pays$8$40 Forward Back Click to Replay Audio
Menu Slide 23 Changes in Family Status Events that Qualify for a
Change in Coverage Level: -Change in legal marital status -Birth or
adoption -Death of a covered dependent -Employment-related loss of
group coverage -Loss of dependent status You 31 days from date of
event to enroll in/terminate coverage with appropriate
documentation Allows change coverage level, not plan Forward Back
Click to Replay Audio Menu Slide 24 COBRA Continuation of coverage
for group health insurance that would otherwise be lost due to
specific events (i.e. divorce, childs loss of dependent status)
General Notice provides information about COBRA and your rights and
responsibility to notify the University Benefits office regarding
such events Visit Human Resources Website for further
informationHuman Resources Website Forward Back Click to Replay
Audio Menu Slide 25 HIPAA Privacy Rule Effective April 14, 2003
Protected Health Information (PHI) Privacy Notice Privacy Officer
Visit Human Resources Website for further informationHuman
Resources Website Forward Back Click to Replay Audio Menu Slide 26
Medicare Part D Required notification for newly hired employees
Visit Human Resources Website for further informationHuman
Resources Website Forward Back Click to Replay Audio Menu Slide 27
403(b) Retirement Plan Defined contribution plan administered by
TIAA-CREF Employee contribution tax deferred University
contribution if eligible Forward Back Click to Replay Audio Menu
Slide 28 403(b) Retirement Plan Employee Contributions Salary
Reduction Agreement and TIAA-CREF account required No service
requirement for employee contributions Immediately vested Pre-tax
employee contributions For 2010 and 2011, IRS maximum is $16,500
Additional catch-up for 50+ is $5,500 Must enroll to participate
Allowed up to four salary reductions per calendar year Loan feature
Forward Back Click to Replay Audio Menu Slide 29 403(b) Retirement
Plan University Contributions Eligible once Age and Service
Requirements are satisfied and required Employee Contribution of at
least 3%: AgeFull Time Service 21-25 years2 years 26+ years1 year
Eligibility Criteria May be Waived if: l Worked at higher education
institution or 501(c)(3) organization with 403(b) or 401(a) and, l
Met service requirements at former employer and are of required age
and, l Employed at organization within 3 years of working at Pace
University Forward Back Click to Replay Audio Menu Slide 30 403(b)
Retirement Plan University Contributions Eligible for University
contribution on first of the month following age, service and
employee contribution requirements University contributes 9% of
base salary if employee contributes at least 3% of base salary
Employees contribute on a pre-tax basis Immediately vested Forward
Back Click to Replay Audio Menu Slide 31 403(b) Retirement Plan
Investment Options TIAA-CREF
www.tiaa-cref.org/Pacewww.tiaa-cref.org/Pace On-campus counseling
sessions available periodically Forward Back Click to Replay Audio
Menu Slide 32 Life Insurance Basic Life Pace University provides
life insurance equal to 1X base annual salary (up to $100,000) at
no cost Voluntary Life Ability to purchase additional (voluntary)
life insurance at 1X, 2X, or 3X base salary; maximum of basic and
voluntary combined coverage is $750,000 Rates (based upon age,
salary, and coverage level) are guaranteed until June 30, 2013
Evidence of Insurability for employee is not required during
initial enrollment period for amounts under $400,000 Any amounts
over $400,000 require medical evidence of insurability Forward Back
Click to Replay Audio Menu Slide 33 CIGNA Secure Travel Travel
Assist Services Component of Basic life insurance coverage
Available when traveling 100 miles or more from home Comprehensive
range of information, referral, coordination, and arrangement
services designed to respond to medical care situations and
emergencies 24 hours per day, 365 Days per year Available to
spouse/registered domestic partner/ dependents traveling with you
Visit Human Resources Website for further informationHuman
Resources Website Forward Back Click to Replay Audio Menu Slide 34
Dependent Life Insurance Coverage: Spouse/Domestic Partner -
$10,000 Children from ages 14 days to 19 years (age 23 if full-time
student) - $5,000 Cost: $1.63 / paycheck Rate is the same if
covering a spouse or a spouse/registered domestic partner plus
children Evidence of Insurability, for dependents, is waived during
initial enrollment period Forward Back Click to Replay Audio Menu
Slide 35 Reimbursement Accounts Flexible Spending Account (FSA)
Health Care Dependent Child Care Verify account balance and
expenses at www.mypayflex.comwww.mypayflex.com Commuter
Reimbursement Account (CRA) Mass Transit Parking Verify account
balance and expenses at
www.BenefitResource.comwww.BenefitResource.com Forward Back Click
to Replay Audio Menu Slide 36 Flexible Spending Accounts (FSA)
Health CareChild and Dependent Care Maximum$8,000$5,000/$2,500
ExpensesCo-Payments; Deductibles; Dental Services Day Care, Nursery
School; Care for Eligible Disabled Adult EligibleYou, Spouse,
Dependent Children Children Under Age 13; Disabled Spouse, Parent,
Child Funds availability Annual Amount Elected is Available
Immediately Amount Available is Based Upon Contributions Made
Cannot change initial election during the plan year unless there is
a qualifying Change in Family Status Must re-enroll each plan year
to participate Forward Back Click to Replay Audio Menu Slide 37 FSA
Grace Period (Health Care Only) Eligible expenses incurred between
July 1 st of the new plan year and September 15 th of the new plan
year will be applied to the remaining balance from the previous
plan year (as of June 30 th ) before they are applied to the new
FSA plan year balance. Example: An employee has $100 remaining in
the Health Care FSA as of June 30th. The employee incurs a $120
expense for medical procedures on July 12th. The employee can
submit a claim for the $120 which will be reimbursed vs. his $100
remaining account balance for the previous plan year and apply the
$20 toward the new plan year. All expenses for the plan year from
July 1 st through June 30 th, (plus grace period) must be submitted
for reimbursement by September 30 th. Forward Back Click to Replay
Audio Menu Slide 38 PayFlex Debit Card MasterCard Debit Card
Utilize a debit card, at authorized merchants, to pay for eligible
health care expenses FSA account is debited and the provider is
paid directly from your FSA account Eliminates need for claim form
Requires that you retain all receipts for submission to PayFlex as
requested, as the plan is governed by the IRS. Forward Back Click
to Replay Audio Menu Slide 39 Commuter Reimbursement Accounts (CRA)
TransitParking Maximum$230/Monthly + Post- Tax Contribution, if
Applicable ExpensesMass TransitParking Expenses Incurred Near Work
or Train Station Funds AvailableAfter the 15 th and the Last day of
the Month After the 15 th and the Last Day of the Month Rolls over
from year to year If using claim forms, must submit expenses to BRI
within 180 days Can enroll and dis-enroll at any time Forward Back
Click to Replay Audio Menu Slide 40 eTRAC Commute Debit Card
MasterCard Debit Card Used for both mass transit and parking
expenses Stored Value card Allows pre- and post-tax contributions
Requires that you retain all receipts for submission to BRI as
requested, as the plan is governed by the IRS. Forward Back Click
to Replay Audio Menu Slide 41 FSA vs. CRA Flex SpendingCommuter
ContributionsPre-TaxPre-Tax + Post-Tax Reimbursable Expenses Health
and Dependent Care for You, Spouse and Children Mass Transit and
Parking for Employee only Enrollment/ ChangesMust Enroll Each Plan
Year; Initial Amount Cannot Be Changed Unless Qualifying Change in
Family Status Can Enroll, Dis-Enroll, or Change Contribution
Throughout Year Roll-OverGrace Period (Health Care only) Through
9/15 of New Plan Year; Otherwise Use It or Lose It Contributions
Roll Over; Must Submit Expenses Within 180 Days Forward Back Click
to Replay Audio Menu Slide 42 Employee Assistance Program (EAP)
Work/Life assistance services provided to you and family members
living with you Life Assistance Program - EAP benefit through Paces
disability carrier- CIGNA Available 24 hours per day/7 days per
week 1-800-538-3543 Web Site:
www.cignabehavioral.com/CGIwww.cignabehavioral.com/CGI User Name:
rewards Password: savings Forward Back Click to Replay Audio Menu
Slide 43 Employee Assistance Program (EAP) Maximum of 3
face-to-face counseling sessions per member, per incident, at no
charge Employee should coordinate EAP provider with current health
plan for continuation of care Forward Back Click to Replay Audio
Menu Slide 44 DESCRIPTIONBENEFIT Short -Term Disability* Out Sick
More Than 7 Consecutive Days Including Weekends/ Holidays Salary
and Benefits Continued in Full After One Year of Full- Time Service
Up to 26 weeks Workers Compensation* Out Sick as a Result of an
On-the Job Injury or Illness; Must File a Report with Security
Within 24 Hours Salary and Benefits Continued in Full After One
Year of Full- Time Service Up to 26 weeks Long- Term Disability*
Protects You in the Event That you are Sick for More Than 6 Months
60% Salary Continuation; Continuation on Medical Plan; Eligible
after One Year of Full- Time Service Income Protection * Requires
Medical Certification Forward Back Click to Replay Audio Menu Slide
45 Long Term Care Voluntary benefit offered through UNUM Available
to spouses/registered domestic partners, parents, in-laws and
grandparents from ages 18-80 Evidence of Insurability, for employee
only, will be waived if you enroll within the initial 31-day period
Rates are comparably lower than individual policies Convenient
payroll deductions for premiums Portable if you retire or separate
from Pace University Visit
https://w3.unumprovident.com/enroll/paceto review the details of
the plans, calculate monthly costs and complete enrollment
formshttps://w3.unumprovident.com/enroll/pace Forward Back Click to
Replay Audio Menu Slide 46 Education On-Campus Tuition Remission
Eligible semester following full-time date of hire Must follow
Office of Student Assistance (OSA) guidelines late fees,
withdrawals Off-Campus Tuition Remission Employee Dependent
Eligible semester following full-time date of hire Tuition Exchange
Programs Tuition Exchange, Inc. 7 years FT service Council of
Independent Colleges (CIC) 3 years FT service Forward Back Click to
Replay Audio Menu Slide 47 On Campus Tuition Remission 100% tuition
remission for self, spouse/registered domestic partner and eligible
dependent children (up to age 24); 50% for Special Programs
Dependent children, from 24 through 30, receive a 50% benefit and
25% benefit for Special Programs Books, special fees, tutorials,
independent studies are not included Certificate and Continuing
Education courses are covered for employee to acquire certain
skills when directly job-related (i.e., at Pace Computer Learning
Center) Forward Back Click to Replay Audio Menu Slide 48 Graduate
Tuition Remission For the employee only, the first $5,250, per
calendar year, in graduate tuition value is tax-free Spouses and
dependent children taking graduate courses are taxed in full
Contact the Payroll Office for information regarding possible tax
implications Forward Back Click to Replay Audio Menu Slide 49 Off
Campus Tuition Remission Employee Enrolled in job-related graduate
program, toward degree not offered at Pace Public colleges
$1,000/academic year Private colleges $1,500/academic year Maximum
benefit is 3 years Eligible Dependent Matriculated in undergraduate
program outside of Pace Children up to age 24, $600/year Maximum
benefit is $2,400 per eligible dependent Forward Back Click to
Replay Audio Menu Slide 50 Tuition Exchange Tuition Exchange,
Inc.CIC Participating Schools 560350 EligibilityDependent
ChildrenEmployees, Spouse and Dependent Children, Depends Upon
Importing School Service Required 7 Years Full-Time, Based Upon
Seniority 3 Years Full-Time
Websitewww.tuitionexchange.orgwww.cic.edu Forward Back Click to
Replay Audio Menu Slide 51 NY College Savings Program Save for
eligible higher education expenses through payroll deductions
Minimum contribution of $15/paycheck Qualified withdrawals are
exempt from federal and state taxes Eligibility for NYS tax
deduction up to $10,000/year Maximum contributions -
$100,000/beneficiary; $235,000/lifetime 1-877-NYSAVES or
www.nysaves.orgwww.nysaves.org Forward Back Click to Replay Audio
Menu Slide 52 Other Pace Offerings Academic Federal Credit Union No
fee checking- Credit and debit cards Loans- Vacation/holiday
accounts Call (914) 923-3608 for further information Goldstein
Fitness Center (located in Pleasantville) Annual Membership:
Employee $260; Spouse/Partner $285; 78% Savings Call (914) 773-3275
for further information Pace Bookstore 10% Discount Forward Back
Click to Replay Audio Menu Slide 53 New Hire Benefits Checklist
This checklist, and the forms listed below, must be returned to the
University Benefits Office within 31 days from your full time date
of hire: Benefits Election Form Medical/Vision Plan Enrollment Form
Dental Enrollment Form Life Insurance Enrollment Form Basic
Retirement Eligibility Acknowledgement Form Benefit Eligibility
Acknowledgement Form Flexible Spending Account Plan Enrollment Form
Forward Back Click to Replay Audio Menu Slide 54 Human Resources
Web Page Visit www.pace.edu/hr and click on:www.pace.edu/hr
Compensation & Benefits and then on Full-Time Faculty &
Staff to obtain more plan details, the Benefits@Pace 2011 2012
booklet and links to carrier contact information Forms for links to
benefits-related enrollment and change forms Forward Back Click to
Replay Audio Menu Slide 55 University Benefits Office
[email protected] 914-923-2828 (extension 22828)
https://help.pace.edu Forward Back Click to Replay Audio Menu Slide
56 Glossary Coinsurance Medical cost sharing in a health insurance
plan that requires an insured person to pay a stated percentage of
medical expenses after the deductible amount, if any, was paid. In
the case of the Pace University 90/70 Plan - 90 represents the
percentage the plan pays for in-network benefits and the 70
represents the amount the plan pays for out-of-network expenses.
The insured will then pay 10 percent for in-network benefits and 30
percent for out-of network benefits. Co-payments fixed dollar
amounts the insured pays for medical services (such as office
visits) and prescriptions. Deductible the amount you must pay
before your insurance starts to pay its portion of costs for a
covered health expense. Deductibles are based upon a calendar year.
In-network- The use of health care providers who have contracted
with the health plan to provide the medical services for a
predetermined rate of reimbursement. Out-of-network - Services
received from a provider who does not participate with the
enrollee's health plan. Out-of-pocket Maximum Specific limits for
the total amount you will pay out of your own pocket before your
plan coinsurance percentage no longer applies. Once you meet these
maximums, your plan then pays 100 percent of the maximum
reimbursable charges or negotiated fees for covered services.
Maximums are based on a calendar year. UCR (Usual, Customary &
Reasonable) rates calculation by a healthcare provider of what it
believes is the appropriate fee to pay for a specific health care
product or service in the geographic area in which the plan
operates. Back Menu
