Vincennes University is able to offer its employees discounts with the following vendors.
Benefits
MEDICAL AND DENTAL
Vincennes University recognizes that Group Health coverage is a key component of your
total compensation package. Over the years we have attempted to preserve the value
of that coverage, while at the same time being challenged with ever escalating health
care plan cost.
Vincennes University offers full-time employees a PPO Health Insurance Plan through Anthem. Eligible employees can obtain coverage for yourself, your spouse and children. If you elect Medical coverage the premiums will be paid through a payroll deduction. Vincennes University covers 70% of the premium for this coverage. The employee is responsible for the remaining 30%. Our plan offers access to a very broad network of providers in Indiana through the Anthem Blue Access PPO network and out-of-state providers through Anthem’s Blue Card program. Please see the plan summary to determine specific benefits.
Employee coverage becomes effective on the first day of the month after the date of hire. Coverage is not activated until the employee's health plan enrollment form is received and processed. If an employee does not elect coverage during his hiring enrollment period, the employee can only enroll for coverage during an Open Enrollment period. Until health plan coverage is activated the employee may need to pay health care costs out-of-pocket and file claims once coverage is activated.
Employee coverage will terminate when:
- Employment terminates, or
- The employee ceases to be a member of the eligible class for coverage.
If an employee does not elect coverage for qualifying dependents during the hiring enrollment period, dependents can only enroll for coverage during an Open Enrollment period. Dependent coverage ends on the date the dependent no longer meets the criteria for dependent eligibility. Dependents may only be added or dropped during open enrollment or due to a qualifying event.
For information concerning opportunities for continuation of coverage in the event of lost health care coverage due to a change in employment, or the loss by a spouse or dependent of group health care coverage under an Vincennes University sponsored health care plan due to changes in family status, please refer to the information on COBRA.
Additional Programs
Our coverage also includes 360 Degree Health programs to assist you. 360° Health offers support, resources and tools to help you live healthier. 360° Health brings all of the resources, tools and programs Anthem has to offer together in one place to help you and your family members:
Anthem 360 Degree Health Programs (available to all health care plan participants)
CONDITIONCARE
Gain a better understanding of your health, receive help in following your doctor's
care plan, and learn how to better manage your health with the guidance of a dedicated
nurse team and health professionals
FUTURE MOMS
Provides moms-to-be with telephone access to nurses to discuss pregnancy-related concerns.
This program provides the education and tools to help track the pregnancy week-by-week
and prepare for the baby.
THE GREATEST ASSET OF A COMPANY IS ITS PEOPLE.
~ Jorge Paulo Lemann
EDUCATIONAL SUPPORT
Educational Support
Fee Remission
BENEFIT: Reduced Tuition or Tuition-Free Classes
ELIGIBILITY: All full-time general fund staff and faculty. For federal grant program
employees, use of this benefit depends on funding.
COVERAGE: Employees may attend a maximum of three credit hours per semester or term
of University-approved credit courses tuition free. Immediate family members (spouses
and children) are eligible for a reduction of ½ tuition, subject to the guidelines
listed below. Only employees and their spouses are exempt from the student activity
fee. An employee using this benefit must complete a Tuition Benefit Waiver each semester.
For the calculation of the credit to be applied to the student account for “tuition
free” or “½ tuition,” tuition consists of the published tuition rate per credit hour
plus all mandatory fees that are calculated on a per credit hour basis.
Definitions and Guidelines
1. All regular, full-time employees in positions which are presumed to have an indefinite
period.
2. An eligible spouse is a person legally married to a regular, full-time employee
of the University.
3. Dependent children are defined as any of the following who qualify as the employee’s
dependent(s) for federal income tax purposes, until they reach the limiting age:
a) Unmarried children,
b) Unmarried stepchildren,
c) Unmarried adopted children of the employee or the employee’s spouse,
d) Unmarried children for whom the employee or the employee’s spouse has legal
guardianship.
The limiting age is the end of the academic year of the student’s 24th birthday.
4. Students that are deemed independent for Title IV funds are not eligible to receive
benefits as dependent children.
5. Eligibility is determined by the employee’s and the student’s status on the first
day of classes in any term. If eligibility has not been determined at the time of
registration, the student is required to pay tuition upon receipt of billing. The
student will receive a refund if eligible within the term. No refunds are provided
for prior enrollments.
6. Tuition and fee waivers are considered a part of the student’s Financial Aid package.
7. Refunds for dropped classes or completed withdrawals are calculated according to
established refund policies.
Procedure for Obtaining the Tuition/Fee Waiver
1. The employee must complete a Tuition Benefit Waiver form available on the Human
Resources web page prior to the beginning of each semester. The completed form must
be e-mailed to the Human Resources Office.
2. Human Resources verifies the employee’s/student’s/retiree’s eligibility, adds the
appropriate department’s account number and forwards to Student Financial Services.
If the retiree is eligible for retiree health benefits, the retiree would be eligible
to receive fee remission. A retiree’s immediate family would also be eligible for
½ tuition fee remission subject to the policy’s “Definitions and Guidelines.”
3. Student Financial Services applies the fee remission to the student’s account.
4. A combination of CDV Grant, State Grant, and the fee waiver for dependent children
of employees cannot exceed the amount of tuition charges per term.
5. Employees desiring to attend any class during their normal working hours must obtain
written permission from their supervisor prior to registration. A copy of this permission
should be sent to the Human Resources Department.
Tuition Rate Policy
The Tuition Rate Policy has been established by action of the Vincennes University
Board of Trustees.
Educational Support
Fee Remission
BENEFIT:
Reduced Tuition or Tuition-Free Classes
ELIGIBILITY:
All full-time general fund staff and faculty. For federal grant program employees,
use of this benefit depends on funding.
COVERAGE:
Employees may attend a maximum of three credit hours per semester or term of University-approved
credit courses tuition free. Immediate family members (spouses and children) are eligible
for a reduction of ½ tuition, subject to the guidelines listed below. Only employees
and their spouses are exempt from the student activity fee. An employee using this
benefit must complete a Tuition Benefit Waiver each semester. For the calculation
of the credit to be applied to the student account for “tuition free” or “½ tuition,”
tuition consists of the published tuition rate per credit hour plus all mandatory
fees that are calculated on a per credit hour basis.
Definitions and Guidelines
- All full-time employees in positions which are presumed to have an indefinite period.
- An eligible spouse is a person legally married to a full-time employee of the University.
- Dependent children are defined as any of the following who qualify as the employee’s
dependent(s) for federal income tax purposes, until they reach the limiting age:
- Unmarried children
- Unmarried stepchildren
- Unmarried adopted children of the employee or the employee’s spouse
- Unmarried children for whom the employee or the employee’s spouse has legal guardianship
- The limiting age is the end of the academic year of the student’s 24th birthday.
- Students that are deemed independent for Title IV funds are not eligible to receive
benefits as dependent children.
- Eligibility is determined by the employee’s and the student’s status on the first
day of classes in any term. If eligibility has not been determined at the time of
registration, the student is required to pay tuition upon receipt of billing. The
student will receive a refund if eligible within the term. No refunds are provided
for prior enrollments.
- Tuition and fee waivers are considered a part of the student’s Financial Aid package.
- Refunds for dropped classes or completed withdrawals are calculated according to established refund policies.
Procedure for Obtaining the Tuition/Fee Waiver
- The employee must complete a Tuition Benefit Waiver form available on the Human Resources
web page prior to the beginning of each semester. The completed form must be e-mailed
to the Human Resources Office.
- Human Resources verifies the employee’s/student’s/retiree’s eligibility, adds the
appropriate department’s account number and forwards to Student Financial Services.
If the retiree is eligible for retiree health benefits, the retiree would be eligible
to receive fee remission. A retiree’s immediate family would also be eligible for
½ tuition fee remission subject to the policy’s “Definitions and Guidelines.”
- Student Financial Services applies the fee remission to the student’s account.
- A combination of CDV Grant, State Grant, and the fee waiver for dependent children
of employees cannot exceed the amount of tuition charges per term.
- Employees desiring to attend any class during their normal working hours must obtain written permission from their supervisor prior to registration. A copy of this permission should be sent to the Human Resources Department.
Tuition Rate Policy
The Tuition Rate Policy has been established by action of the Vincennes University
Board of Trustees.
Files:
TUITION BENEFIT FORM
GROUP TERM LIFE, AD&D
Plan Highlights
- Provides a death benefit to the designated beneficiary -- One times base salary, up to a maximum of $300,000*
- At age 65, the death benefit is reduced by 30 percent
- At age 70, the death benefit is reduced to $10,000
- Provides an Accidental Death and Dismemberment (AD&D) benefit equal to the amount of Basic Group Life Insurance. The AD&D benefit also includes an additional seat belt and repatriation benefit
- Continues to pay life insurance premiums if a covered employee becomes totally disabled before age 60
- Allows covered employees to apply for conversion or portability of their life insurance
- Offers an accelerated death benefit, which allows terminally ill employees the opportunity to collect all or part of their life insurance prior to death
Basic Life Insurance
Basic Life Insurance provides protection for your survivors if you die while you are
covered under the plan. As a full-time employee, you are eligible for basic life
insurance coverage. An employee ‘s life insurance coverage begins on the first day
of the month following the date you begin work. The amount of coverage is based on
your salary. The University provides you with an amount of term life insurance equal
to one times your base salary, rounded to the next higher $1,000, if it is not already
an exact multiple of $1,000. The University pays the premium for your Basic Life coverage.
Updating Beneficiary Information
- Changes to beneficiary designations can be made at anytime.
- Benefits will be paid to the most current beneficiary listed at the time of death.
- Benefits are paid to your beneficiary in the event of your death. If you have no beneficiary designation on file at the time of your death, benefits will be payable to your estate.
Benefits are paid to your beneficiary in the event of your death from any cause. If you have no beneficiary designation on file at the time of your death, benefits will be payable to your estate.
Accelerated or Living Benefit
Vincennes University’s term life insurance plan offers an accelerated benefit (sometimes
called a living benefit) that allows terminally-ill people to tap into their life
insurance proceeds while they are still living. Often the money is used to handle
out-of-pocket medical expenses, but it may be used for any purpose. To qualify for
the accelerated benefit, you must furnish proof to One America that your life expectancy
is 12 months or less. A doctor's certification will be required.
The accelerated benefit will not be more than 75% of your member benefit. Any amount
received as an accelerated benefit is deducted from benefits paid to your beneficiary
when you die.
*For former employees who meet the requirements for Retiree Status with Vincennes
University, the Basic Group Life coverage continues. Maximums and applicable age
reductions may differ by class.
The accelerated benefit will not be more than 75% of your member benefit. Any amount received as an accelerated benefit is deducted from benefits paid to your beneficiary when you die.
- For employees who meet the requirements for Retiree Status with Vincennes University, the Basic Group Life coverage continues with the applicable age reductions.
Accidental Death and Dismemberment
Full-time, benefits-eligible employees are covered by the University’s Accidental Death and Dismemberment Policy on the first day of the month following the date you begin work. The University pays the premium for this protection. If your death is accidental, or if you suffer certain kinds of dismemberment or loss of sight, you or your beneficiary will be entitled to a benefit. Benefits are paid according to the schedule below. For a more detailed explanation of the benefits under this policy, please contact Human Resources.
Benefits will not be paid for losses resulting from disease, medical or surgical treatment
for disease, infections, suicide or attempted suicide, mental or physical infirmity,
acts of war, or attempted commission or commission of a felony.
On the date you reach age 65, the coverage amounts through Basic Life, Optional Life,
and Accidental Death and Dismemberment insurance for which you are enrolled are reduced
to 70% of the original coverage amount. On the date you reach age 70, these benefits
are reduced to $10,000.
Supplemental Life Insurance is an elective option available for you to provide additional
insurance for your survivors up to a benefit amount equal to your basic life amount.
This coverage is also called optional insurance coverage.
Supplemental Life insurance is an elected benefit for which employees pay 60% of the premium.
- The cost for supplemental coverage is automatically deducted from the employee's paycheck.
- The employee will be informed of the premium amount at the time of enrollment.
Eligibility
- All employees who are covered under Basic Group Life Insurance are eligible to elect supplemental coverage.
- Employees are eligible on the day they became part of an eligible group. If you elect coverage, your life insurance coverage begins on the first day of the month following the date you begin work.
Initiation of Coverage
- Must be made within 30 days after becoming an eligible employee by submitting the appropriate paperwork to Human Resources.
- If an election for supplemental coverage is made after this initial 30 day period, the employee may apply by completing an Evidence of Insurability Statement.
FMLA
FMLA LEAVE REQUEST FORM
FMLA HEALTH CERTIFICATION OF HEALTH CARE PROVIDER FORM
LONG TERM DISABILITY
The University offers Long Term Disability Insurance through Principal.
You have the option to enroll in the Group Long Term Disability Insurance Plan. After
a waiting period of six months, an employee who becomes totally disabled and cannot
perform assigned duties, can receive 60 percent of his/her monthly earnings from the
LTD insurance. The coverage is coordinated with any benefits payable under the State
Retirement disability plan and the Social Security disability plan.
Eligibility
All full-time employees are eligible to enroll in the group Long Term Disability Plan upon their hiring date. This election can only be added during an open enrollment period. If you decide to enroll during an open enrollment period after your initial hiring enrollment period, a physician’s statement attesting to your good health as of the later date is required.
Cost
If you elect Long Term Disability coverage, the premiums will be paid through a payroll deduction. The University contributes 50% of the cost of this coverage.
LIFE ASSISTANCE PROGRAM (LAP)
LAP offers basic clinical and work/life services for the employee and their household members and includes the following services:
• 24-HOUR TELEPHONIC CONSULTATION FROM CIGNA’S LICENSED CLINICIANS
• UP TO 3 FACE-TO-FACE COUNSELING SESSIONS PER ISSUE, PER YEAR (CAN QUOTE UP TO 5)
• UNLIMITED ACCESS TO ONLINE RESEARCH AND OTHER KEY RESOURCES
• HEALTHY REWARDS® DISCOUNT PROGRAM
• LIFE EVENTS RESEARCH AND QUALIFIED REFERRALS
• Legal consultation. Receive a 30-minute free consultation and up to a 25 percent discount on select fees.
• Parenting. Receive guidance on child development, sibling rivalry, separation anxiety and much more.
• Senior care. Learn about challenges and solutions associated with caring for an aging loved one.
• Child care. Whether you need care all day or just after school, find a place that’s right for your family.
• Pet care. From grooming to boarding to veterinary services, find what you need to care for your pet.
• Temporary back-up care. Don’t let an unplanned event get the best of you – find back-up child care
• ONLINE RESOURCES
• MONTHLY TELEPHONIC SEMINARS
• EXTENSION TO UNINSURED POPULATIONS AVAILABLE
• CRITICAL INCIDENT SERVICES ARE AVAILABLE FOR PURCHASE BY LAP CLIENTS THROUGH A SEPARATE
CONTRACT WITH HEALTH SOLUTIONS PER INCIDENT.
• CRITICAL INCIDENT SERVICES ARE AVAILABLE FOR PURCHASE ON A REACTIVE BASIS (AT THE
TIME OF THE SITUATION) THROUGH HEALTH SOLUTIONS. CLIENTS ARE BILLED DIRECTLY BY HEALTH
SOLUTIONS AT $625/HOUR AND PER LOCATION.
• ELIGIBLE EMPLOYEES INCLUDES THOSE INDIVIDUALS (AND THEIR IMMEDIATE HOUSEHOLDS) COVERED
BY THE PLAN. EMPLOYEES ELIGIBLE FOR THE LAP PLAN AS OF THE DATE OF COVERAGE WHO GO
ON COBRA ARE ENTITLED TO USE THE LAP SERVICES FOR THE DURATION OF THEIR COBRA-COVERED
PERIOD.
Files:
EAP BROCHURE