Health Insurance

Administered by: Anthem Blue Cross Blue Shield

Plan Year: January 1st - December 31st

1. Primary

Anthem Blue Cross Blue Shield's HMO (Health Maintenance Organization) Virginia Healthkeepers. (See plan summary.)

2. Alternative Plans

Anthem Blue Cross Blue Shield's PPO (Preferred Provider Organization) KeyCare. (See plan summary.)

3. Employee Only

The University pays 100% of the monthly premium for the primary plan (Anthem Healthkeepers. Should the Employee elect an alternative plan, the University will pay up to the amount for the coverage that would have been paid had the primary plan been chosen. The balance owed by the Employee, if any, is paid through payroll deduction on a pre-tax basis.

4. Dependent Coverage(including Same Sex Domestic partner)

The Employee has the option to enroll eligible family members, defined for this benefit's purpose as the Employee's spouse/same sex domestic partner and dependent children (until the end of the calendar year in which the child turns 23), into his/her health insurance plan. The University pays 50% of the monthly dependent premium for the primary plan and the Employee must pay the remaining balance. Should an Employee elect an alternative plan, the University will pay up to the amount for the coverage that would have been paid had the primary plan been chosen. The Employee makes up the balance of the premium through payroll deduction.

For Same-Sex Domestic Partners, certain tax implications are associated with these premiums. Please refer to the Same-Sex Domestic Partner Policy for the details or contact the Human Resource Services Office for additional information.

Cost

Costs for all plans are based on the University's experience and are subject to annual change.

Enrollment

A full-time Employee is eligible for coverage on the 1st of the month following his/her official employment date. If he/she begins employment on the 1st of the month, then he/she is eligible immediately. If a part-time Employee becomes full-time, then he/she is eligible for coverage on the 1st of the month following the date that his/her status is changed to full-time. If the Employee begins full-time work on the 1st of the month, then he/she is eligible immediately.

It is the responsibility of the Employee to complete an enrollment application for one of the University's health insurance plans no later than thirty-one (31) days after his/her employment date. If an Employee fails to comply with this requirement, his/her medical insurance must be with the primary plan through Anthem Blue Cross Blue Shield and coverage will not become effective until the 1st of the month following receipt of the enrollment application in the Department of Human Resource Services.

Waiver of Coverage

An Employee may choose to waive his/her enrollment in the University's health insurance plans and receive vacation days or taxable cash benefits. The Department of Human Resource Services must receive the waiver form no later than thirty-one (31) days after the employment date. Additional information concerning the waiver is available from the Department of Human Resource Services.

Please note that Health insurance plans may only be changed during Open Enrollment. However, an Employee whose eligibility status changes during the year may be eligible to make changes to his/her current plan (e.g.: adding or removing dependents, etc.) within thirty-one (31) days of the status change.

Retired Coverage

If an Employee elects to retire under the Early Retirement Plan, then he/she will receive University medical insurance benefits, until age 65, on the same basis as if he/she had continued service as an active employee.

The medical insurance benefit will be administered in accordance with applicable medical plan documents.

A retired Employee, under age 65, has the option to continue coverage for enrolled eligible dependents: spouse (until he/she becomes eligible for Medicare) and children (until the end of the calendar year in which the child turns 23) in a University health insurance plan as long as they were enrolled at the time the Employee retired. The retired Employee will be responsible for paying the full cost for dependent coverage.

Should the Employee predecease his/her dependent(s), the eligible spouse and children will be offered COBRA for up to thirty-six (36) months.

When an Employee who has elected to retire early under this plan reaches age 65, he/she will cease participation in the medical plan for active Employees.

If the Employee was hired prior to July 1, 1992, then he/she will receive post-retirement medical benefits under the University Medicare Supplement Plan currently in effect for retired Employees. The University will pay up to $2,400 per year for the Employee for this plan. If the Employee's spouse was covered at the time the Employee retired, then he/she may enroll in the University Medicare Supplement Plan upon reaching age 65. The Employee is responsible for the full cost of the premium for his/her spouse.

If the Employee was hired on or after July 1, 1992, then the University's coverage will end when the Employee turns 65. At age 65, the Employee may enroll in his/her own Medicare Supplement and assume the cost.

The retiree will be billed for his/her share of the monthly premium to provide the above-mentioned coverage. Cost information is available from the Department of Human Resource Services.

Post Retirement Health Insurance (Medicare Supplement Plan)

Employees hired on or after July 1, 1992 are not eligible for the Medicare Supplement Plan provided by the University. This section pertains to Retirees who are eligible for Medicare. If taking an early retirement, then refer to Early Retirement Plan section.

1. Coverage

Effective July 1, 1992, the extent of an Employee's coverage under this benefit is a condition of the Employee reaching age 65, his/her date of hire and length of continuous service. The University places a cost cap on the employer contribution to this benefit for the Employee. Once the cost cap is reached, the Employee is responsible for any co-payment and the resulting balance.

2. Cost for eligible retirees

20 years of continuous service at retirement:

Full payment of the monthly premium for the Employee is paid by the University until the cost cap ($2,400/year) is reached;

15 years of continuous service at retirement:

66% of the monthly premium for the Employee is paid by the University until the cost cap ($1,600/year) is reached;

3. Eligibility Chart for full retirement benefits for Social Security

Beginning with persons born in 1938, the full retirement age will gradually increase from age 65, eventually reaching age 67 for persons born in 1960 and later.

This chart reflects when a person receives full retirement benefits for Social Security. Eligibility for Medicare is on the 1st day of the month that he/she turns 65.

4. Enrollment

If the Employee retires prior to age 65 and was hired prior to July 1, 1992, then enrollment in the Medicare Supplement Plan will be effective the 1st of the month the Employee turns 65. If the Employee retires after age 65, and was hired prior to July 1, 1992, then enrollment will be the 1st of the month following the retirement date. Information on this plan is available from the Department of Human Resource Services.

If the Employee was hired prior to July 1, 1992 and the Employee's spouse was covered under the University health plan at the time the Employee retired, then the spouse may enroll in the University Medicare Supplement Plan. The Employee is responsible for the full cost of the premium for the spouse. Should the retired Employee predecease his/her spouse, the spouse may continue his/her Medicare Supplement Plan at full cost. In the event that the spouse does not want to continue the Medicare Supplement Plan, termination of spousal coverage following the Employee's death will be effective on the last day of the month following the month in which the Employee's death occurred. This only applies if the spouse is on the Medicare Supplement Plan. If the spouse is on an active health plan, then he/she will be offered COBRA for up to thirty-six (36) months.

Voluntary Dental Insurance

A. Coverage

The University provides a voluntary dental insurance plan that allows employees the opportunity to purchase dental coverage at a lower rate than they could get on their own. The University's plan covers diagnostic and preventive services at 100% in-network; basic services at 80% in-network; major services at 50% in-network after a 12-month waiting period; and orthodontic services (up to age 18) at 50% after a 12-month waiting period. This plan pays up to a maximum of $1,000 per person per calendar year.  In addition, this plan provides $750 in coverage for orthodontic care per person, but once this limit is reached it will not renew.  It is a lifetime limit.

B. Cost

Costs are based on the University's experience and are subject to annual change.

C. Enrollment

A full-time Employee is eligible for coverage on the 1st of the month following his/her official employment date. If he/she begins employment on the 1st of the month, then he/she is eligible immediately. If a part-time Employee becomes full-time, then he/she is eligible for coverage on the 1st of the month following the date that his/her status is changed to full-time. If the Employee begins full-time work on the 1st of the month, then he/she is eligible immediately.

It is the responsibility of the Employee to complete an enrollment application for the University's dental insurance plan no later than thirty-one (31) days after his/her employment date. If an Employee fails to comply with this requirement, he/she will have to wait to enroll until the next Open Enrollment period.

D. Dependant Coverage

The Employee has the option to enroll eligible family members, defined for this benefit's purpose as the Employee's spouse/same sex domestic partner and dependant children(until the end of the calendar year in which the child turns 23), into his/her dental plan. 

For same sex domestic parnters, certain tax implications are associated with these premiums.  Please refer to the Same-Sex Domestic Parnter Policy for the details or contact the Human Resource Services Office for additional information.

Life Insurance/Accidental Death & Dismemberment (AD&D)

A. Coverage

The university provdes all full time employees with life insurance worth 2 times their current base salary rounded to the nearest $1,000 not to exceed the $100,000 cap. In addition to the death benefit provided by this plan, an accelerated death benefit (ADB) is also available. The ADB allows an Employee who is covered by the University's group life insurance policy to collect all or part of his/her life insurance benefit if he/she is diagnosed with a life expectancy of twelve (12) months or less.

Click here to see the complete Basic Employee Life Certificate.

Click here to see the complete Accidental Death Certificate.

B. Cost

Paid entirely by the University.

C. Enrollment

An Employee is eligible immediately for Life Insurance.

Disability Insurance

Long-Term Disability

The following offers a general description of the University's Long Term Disability coverage.  This general description does not replace the contract. Individual situations can and will vary greatly with LTD. Participants who have questions concerning their LTD coverage should refer directly to the certificate of coverage or contact Human Resource Services (HRS).  Upon filing a claim, participants may contact CIGNA directly (800-36-CIGNA to file, and 800-238-2125 for service) to verify the specific terms and duration of any LTD coverage applicable to them. Click here to view the complete LTD Employee Certificate.

1. General Policy Overview

The University of Richmond provides Long Term Disability insurance to all full time University employees.  After meeting a 6-month elimination period while disabled, a covered employee may be eligible to receive disability payments that can be as much as 66 2/3 % of his/her pre-disability monthly salary up to a $10,000 monthly income benefit maximum.  Monthly disability payments will be reduced by disability benefits received from Social Security, Worker's Compensation, working income, and other sources (as determined by the LTD plan). The minimum monthly income benefit is $100.  In certain cases disability coverage may also provide return to work incentives that can alter monthly benefits for a limited period of time.

The LTD plan also provides an Annual Benefit Increase provision.  With this provision, benefits paid by the LTD plan to a qualified disabled participant may be automatically increased by the lesser of the percentage change in the Consumer Price Index (CPI) or 3% annually beginning with the third anniversary of benefit payments and continuing for as long as the individual continues to be determined to be disabled under the terms of the plan or until benefit payments cease.  In certain situations if an insured disabled participant who has been receiving continuous disability benefits dies, three (3) months worth of the monthly income benefit may be available for a qualified individual or the participant's estate. 

Exception:  An active Employee who is determined to be totally disabled after reaching the age of 68 1/2 is eligible for disability benefits only up to a maximum benefit period of one (1) year.

Note: There are numerous provisions and limitations that are not mentioned in this summary so please refer to the LTD summary plan description or contact HRS to verify the terms of your coverage.

2. Cost

Premiums paid entirely by the University.
 
3. Enrollment

Full-time employees are eligible for this benefit immediately.  Employees must be scheduled and present at work in order to be enrolled in the LTD plan.  If they are not scheduled and present at work on the eligibility date, then enrollment will occur on the 1st day the Employee returns to active duty. 

4. Procedures for Applying for Long-Term Disability

If an employee has a serious health condition, which makes him/her unable to perform their job, he/she should contact Human Resource Services (HRS) to request Family and Medical Leave Act (FMLA) paperwork to determine eligibility and begin the process for filing for Long-Term Disability with CIGNA.  Disability may also entitle you to Social Security disability benefits.  To apply for Social Security the employee must go to the Social Security office.  CIGNA will assist the employee in the Social Security filing process.  

While pending disability, the employee may continue receiving University benefits as if he/she were working.  Once the employee's sick and/or vacation leave is depleted, the employee is billed for the employee portion of any benefit premiums they may owe.  The University continues to pay their portion while pending disability.  If an employee is not actively at work after a period of 6 months due to illness or injury, that employee will be terminated.  If the employee is covered by a University health insurance and/or dental plan the employee and/or any eligible dependents will be offered continuous coverage under COBRA at the employee's expense.  The Federal Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA) provides employees and their qualified dependents the opportunity to continue coverage under the University's health and dental insurance plan when a "qualifying event" would normally result in loss of benefits.

All optional benefits the employee may have are terminated at this point.  Some optional benefits may be continued directly through the vendor.

If the employee is eligible for Social Security disability and Medicare, the University will offer the employee a Medicare supplement plan, which is currently paid for by the University.  This plan does not cover prescription drugs.

If the disabled employee would prefer, they may continue COBRA coverage until it expires and then go on the University provided Medicare Supplement plan.  If the employee chooses not go on the University provided Medicare Supplement plan when the COBRA benefit expires, they will not be able to enroll at a later time.

When the disabled employee turns 65:

Staff hired on or prior to July 1, 1992 and faculty hired prior to September 1, 2003: When a disabled staff member hired on or prior to July 1, 1992 or a disabled faculty member hired prior to September 1, 2003 turns 65 they will be placed on the Medicare supplement plan offered to retirees.  The University will pay up to $200 per month for this plan.

Staff hired after July 1, 1992 and faculty hired on or after September 1, 2003: Medicare coverage for disabled staff hired after July 1, 1992 and disabled faculty hired on or after September 1, 2003 will end when the employee turns 65.

Note - Certain references have been made concerning other contracts and benefits such as life insurance, long term disability insurance, short term disability insurance, medical insurance, etc. These references are provided as general guidance and are not a replacement or supplement to the terms and provisions of the actual contracts or benefit referenced. For specific information concerning these policies please contact Human Resource Services for details.

5/19/08 

5. Life Insurance
 
Life Insurance may continue under certain circumstances when an employee has been classified by the LTD carrier as disabled.

6. Tuition Remission
 
Full-time Employees who are approved for LTD May be eligible for the tuition remission benefits which would have been theirs had they not become disabled (see Tuition Remission).  The words "tuition remission benefits which would have been theirs" means the tuition benefits available at the time application for such benefits is made, not the tuition benefits in affect at the time the condition causing the disability occurred. 

7. Retirement

If an Employee is approved for LTD by the LTD carrier and is receiving disability payments they should contact the LTD carrier to determine if they are eligible to receive retirement plan contributions.  Monthly payments to the Employee's University-sponsored retirement plan may be continued for those Employees who were enrolled in a retirement plan when the condition causing the disability occurred.  The disability plan may continue to contribute to the Employee's retirement account until LTD benefits cease or until the Employee closes his/her retirement account, whichever occurs first.