Benefit Insurance Plans

Policy Statement

The University offers eligible employees, retirees, and dependents a diversified suite of benefit plans (“Benefit Plans”) from which they may elect coverage.

Reason for Policy

The purpose of this policy is to define the parameters by which University-provided benefits become available, the limits of these benefits and the conditions under which the benefits might become forfeited.

Who Is Governed by this Policy

Faculty and Staff

Policy

Adelphi University provides a comprehensive benefit insurance package (health and welfare) for its eligible employees.

Employees who choose to participate in the University’s insurance plans are required to pay a portion or all of the premium costs as applicable. The full terms and conditions of all group benefit insurance plans are contained in the plan documents and shall be referred to for the final resolution of any issue that may arise regarding the plans.

All full-time non-union employees are covered. Part-time employees may be eligible for certain benefits depending on the number of hours worked. Full-time and part-time union represented employees are covered to the extent indicated in their collective bargaining agreements.

Eligible employees who elect coverage in the group insurance plans will be covered on the first of the month following hire date or as of the first of the month if hire date is on the first.

Medical Insurance

Employee contributions toward medical insurance is a percentage of the premium. The amount required for union represented employees is included in the provisions of the collective bargaining agreement. Employees are eligible the first day of the month following their date of hire.

Employees have a choice of either a PPO, HDHP-HSA or an HMO medical insurance plan. The HDHP option includes enrollment in a Health Savings Account (HSA). The HSA is currently funded by the University.  Employees can also elect to contribute to the HSA on a pre-tax basis up to the annual maximums.  Employees will receive a debit card to use for eligible expenses.

The University reserves the right to change carriers and modify the medical insurance plans in the interests of quality and in terms of cost.

Dental Insurance

The University offers all full-time eligible employees a Dental DPPO with Ortho, a Dental DPPO plan, and a Dental DHMO plan. Employees can pay the dental premiums on a pre-tax or post-tax basis. Employees can choose one of the Premium Care PPO options where there is freedom to see any dentist, with maximum coverage being with the large PPO network of providers, and a Comprehensive Care HMO option that has in network-only plan features. All dental plan options are 100% employee paid.

Vision Insurance

The University offers all full-time eligible employees the option to enroll in the Vision Plan. The Employee pays the full premium for Vision Insurance. Employees can elect individual or family coverage.

Life Insurance

All eligible employees (full-time non-union and union according to the applicable CBA) currently receive 1x annual salary (minimum $50,000 to maximum $500,000*) in non-contributory life insurance, with the premiums paid by the University. Eligible employees also have the option of purchasing contributory life insurance in the amount of three times their annual salary at group rates to a maximum coverage of three hundred thousand dollars ($300,000) without evidence of insurability and up to a maximum of five hundred thousand dollars ($500,000) with evidence of insurability. Any amount requested above $300,000 requires evidence of insurability. Employee contributions are based upon age and the amount of coverage.

Spouse group life insurance of $5,000 may be purchased for an eligible spouse and the contributions are based on the age of the spouse. Eligible children can be covered for one thousand dollars ($1,000) for each eligible child and the contribution is a flat dollar amount (regardless of the number of children).

* The IRS considers the value of group term life insurance in excess of $50,000 as income to an employee. The imputed cost of coverage in excess of $50,000 must be included in income, using the IRS Premium Table, and are subject to social security and Medicare taxes.

Accidental Death and Dismemberment

Accidental Death and Dismemberment insurance may be purchased by employees who elect contributory life insurance. The amount of coverage is the same as the amount of coverage for contributory life insurance. Various amounts are paid for loss of limb(s) or sight.

Long Term Disability Insurance

Long term disability insurance is provided to all eligible employees on a contributory or non-contributory basis. After one-hundred-eighty days of continued disability, employees under age sixty two are eligible to receive sixty percent of their base monthly salary to a maximum benefit of four thousand dollars ($4,000) per month if the University is paying the premium or fifteen thousand dollars ($15,000) per month if the employee is paying the premium through age sixty five (65) if still disabled. Employees age sixty-three (63) and over are eligible for this benefit on a prorated basis. Offsets such as social security disability and/or worker compensation are factored into the monthly calculation. If the University pays the premium, any benefit is taxable to the employee. If the employee pays the premium, the benefit is non-taxable.

Long Term Care Insurance

Long-term care insurance is available to non union employees and their family members at discounted rates. Employees pay the full premium. RetirementGuard, our current broker, can provide guidance to help employees understand the options available. For more information, visit retirementguard.com/adelphi

Definitions

Eligible employees includes all full time employees for purposes of group insurance. Eligible employees for Long Term Care Insurance includes only non-union employees.

Procedures

Eligible employees must enroll within 30 days of eligibility date. Employees who elect coverage in the group insurance plan(s) will be covered on the first of the month following hire date or as of the first of the month if hire date is on the first.

Forms

All applicable enrollment forms are distributed during new hire orientation.

Related Information

This policy does not have related information at this time. Upon periodic policy review this area will be evaluated to determine if additional information is needed to supplement the policy.

Document History

• Policy Origination Date: Not known
• Last Reviewed Date: April 22, 2024
• Policy Reviewed by: Policy Owner and Policy Experts
• Last Approved Date: April 22, 2024

Who Approved This Policy

Executive Leadership