Employee Benefits/Wellness Fair
The annual Employee Benefits/ Wellness Fair allows faculty and staff to learn more about the wide range of benefits available for employees.
Employee Benefit FAQ's
Dependent Care and Medical Reimbursement Accounts
Family and Medical Leave
Health/Dental Insurance
Leave Time/Time Off
Life Insurance
Miscellaneous
Dependent Care and Medical Reimbursement Accounts
What is the Dependent Care Reimbursement Plan?
The Dependent Care Reimbursement Account is a flexible spending account that allows you to put aside pre-tax dollars out of your pay for qualified expenses related to the care of your children age 12 and under and/or elderly or incapacitated dependents (such as custodial care for an elder). The plan allows you to receive payments on a tax-favored basis as you incur the expense rather than waiting each year until tax filing. The IRS limits the amount you can have withheld from your pay each year and lists "eligible expenses" that qualify for reimbursement. In addition, it is extremely important to estimate your plan year expenses carefully, because of two other IRS rules: (1) your election is irrevocable for the plan year unless a change of status occurs and (2) "use it or lose it" - any money remaining in your account at the end of the plan year will be forfeited. For more information, call the Benefits Office for a Summary Plan Description.
What is the Medical Care Reimbursement Plan?
The Medical Care Reimbursement plan is a flexible spending account that allows you to put aside pre-tax dollars out of your pay for "eligible" medical expenses. To be eligible for reimbursement, the medical expense must be incurred by you or an eligible dependent during the plan year, may not be reimbursable by any insurance or other source, constitute a deductible medical expense as defined by the IRS, and be submitted along with a receipt from the medical service provider. Expenses such as deductibles, office visit co-payments, prescription co-payments, orthodontics, and eyeglasses are eligible for reimbursement. The minimum amount you can have taken pre-tax out of your pay is $260 for the plan year. The maximum amount is $2,080 for the plan year. It is extremely important to estimate your plan year expenses carefully, because the IRS imposes two rules: (1) your election is irrevocable for the plan year unless a change of status occurs and (2) "use it or lose it" - any money remaining in your account at the end of the plan year will be forfeited. For more information, call the Benefits Office for a Summary Plan Description.
To get reimbursed for the Dependent Care Account, you must complete and submit a Request for Reimbursement Form to AFLAC. Along with the request form, you must include an itemized receipt.
For the Medical Care Reimbursement Account, you may use cash and get reimbursed; or you may use a debit card that is issued by AFLAC. Either way, you must submit a Request for Reimbursement Form to AFLAC along with an itemized receipt. (If you use the debit card, you must submit the form within 14 days in order to verify the charge was an eligible medical expense.
Family and Medical Leave
I'm expecting a baby and need to be out of work. How much leave time am I entitled to and what do I need to do to request it?
Under the Family and Medical Leave Act (FMLA), you may be eligible for up to 13 weeks off for the birth of a child. To apply for the leave, you must submit a written request for FMLA benefits to your supervisor with a copy to the Assistant Director for HR and Benefits. The request should state the reason for the leave, anticipated start date for the leave, and length requested. For more information, download the staff handbook.
My wife is expecting a baby. As a new father, am I entitled to any family leave?
Yes, for the birth of a child, a new parent may be eligible for up to 13 weeks of Family and Medical Leave (FMLA). To apply for FMLA, you should submit a written request for FMLA benefits to your supervisor with a copy to the Assistant Director for HR and Benefits. The request should state the reason for the leave, anticipated start date for the leave, and length requested. Please note that if both parents are employed at the University, then they are entitled to a combined total of 13 workweeks of leave.
Health/Dental Insurance
How/when can I add or drop health/dental insurance coverage?
Generally, you can only add or drop health and/or dental insurance coverage during our plans' open enrollment period, which is from the end of May to mid-June each year for a July 1st effective date. However, if a change in your or your spouse's employment or a change of family status occurs, such as marriage, divorce, birth, or death, then coverage may be added or dropped during the plan year provided the request is made within 30 days of the change and provided the appropriate paperwork is received from you.
Until what age are my dependents covered for health/dental insurance?
Dependents are covered until the end of the calendar year they turn age 19 or up to age 25 while a full-time student at an accredited University.
Is my doctor/dentist participating in our healthcare/dental plans?
You can check if your doctor and/or dentist is participating in our plans by either looking in the plan's provider directory (which can be obtained from the Benefits Office if you don't have one) or by going on-line at www.unitedhealthcare.com and/or www.deltadentalri.com. Since doctors may change participation, it is also a good idea to ask the doctors/dentist office when scheduling your appointment whether or not they participate in your healthcare or dental plan.
When is open enrollment for benefits?
Open enrollment for benefits is annually from the end of May to mid-June for a July 1st effective date.
How do I add a new baby to my health insurance plan?
To add a new baby, call or stop by the Benefits Office within 30 days after the birth of your child to request coverage.
I just got married. Can I add my new spouse to my insurance plans?
Yes, as a newly married employee, you may add your spouse to the University's health and dental plans provided you notify the Assistant Director for HR and Benefits within 30 days of the date of marriage, provide a copy of the certified marriage certificate, and complete new enrollment forms.
I'm leaving employment with the University. When does my health insurance end?
For employees leaving the University, healthcare covers ends the last day of the month in which you last worked. (Continuation coverage, at your cost for up to a period of 18 months, may be available under the COBRA law.)
Leave Time/Time Off
How many days off do I get for a death in my family?
Staff employees receive up to three days of paid leave upon the death of a parent, guardian, sibling, spouse, child, parent-in-law, daughter/son-in-law, or grandchild. One day of leave is allowed to attend the funeral of an aunt, uncle, grandparent, niece or nephew, or brother/sister-in-law. You are expected to arrange funeral leave directly with your supervisor.
How many sick, vacation and personal days do I get per year?
Sick - Non-probationary, full-time staff are allowed one sick day for each month of service. Employees, who work during the academic year, but not in the summer, are allowed sick time at the same accrual rate but only for actual months worked. Non-probationary, part-time staff are allowed pro-rated sick days. Sick hours are accrued and credited bi-weekly.
Vacation - Vacation time is determined by your date of hire. Non-probationary, full-time staff receive the following:
Non-Exempt Employees:
Exempt Employees:
Vacation time is accrued and credited bi-weekly. Non-probationary, part-time staff who work at least 20 hours per week and those who work less than five days per week receive prorated vacation time.
Nine and/or ten month employees who work during the academic year, but not in the summer, accrue vacation time for the months they actually work. The vacation time is to be used during the school year when the University is not in session (i.e. Thanksgiving, semester break, etc.). Staff who are considered "academic employees" with schedules that correspond with the school calendar (i.e. no work during spring or intersession break, etc.) do not accrue vacation days.
Vacation time should be used each year by June 30th. However, when necessary, on July 1 staff may carry forward vacation days equal to the number they earn each year. Any excess days will be forfeited.
Personal Days - Non-probationary staff receive two personal days each fiscal year. These days may not accumulate from one fiscal year to the next.
How do I request sick, vacation or personal leave?
To request a day off, log into your electronic timesheet, click on Leave Request, then click on New Leave Request, indicate days, pay type, reason, hours, then submit and close. Your request will be forwarded to your supervisor electronically, and you will receive an email reply back.
If my son or daughter is sick, may I use my sick time to care for them?
Yes, you may use up to four of your accumulated sick days per fiscal year to care for a sick family member. (Family is defined here as spouse, child or parent only.) If more than four days per fiscal year are needed for a family illness, you must use accumulated personal or vacation days.
Life Insurance
How much life insurance coverage do I have through the University?
For non-probationary employees working a minimum of 30 hours per week, life insurance is provided by the University in an amount equal to one times salary rounded up to the nearest $1,000, if not a multiple already, up to a maximum of $50,000. The benefit is reduced to 65% at age 65 and 50% at age 70.
Can I increase the amount of my life insurance coverage?
When you are first eligible for life insurance, you can elect to purchase additional life insurance coverage equal to another one or two times salary. The cost of this optional life insurance is determined according to your age and is paid by you as a payroll deduction. If you decline optional life insurance when first eligible, you can apply to purchase it at a later date by completing an Evidence of Insurability Form.
Can I change my beneficiary at any time?
Yes, you may change your life insurance beneficiary at any time by completing a Change of Beneficiary Form.
Miscellaneous
Is direct deposit available through the University?
Yes, direct deposit is available at the University. If interested, you should complete an Employee Authorization for New Direct Deposit Form and return it to the Payroll Department. Click here to print the form.
I recently changed my address. Should I notify the health/dental insurance carriers myself?
For a change of address, you just have to notify the Assistant Director for HR and Benefits of your new address. She will inform the applicable insurance carriers. Click here to print a change of address form.
For more information contact:
Claudia Cavallaro
Assistant Director for Human Resources and Benefits
Office: (401) 341-2332
Email:cavallac@salve.edu