Benefits

Eligible state employees may enroll in health coverage through the state group insurance program. Available options include the Premier PPO, the Standard PPO, the Wellness Health Savings CDHP, and the Health Savings CDHP.

All options covers the same type of services, treatments and products. You will pay lower premiums and will have lower cost-sharing for services and procedures, if you choose the Premier PPO.

Plans are administered by Cigna and BlueCross BlueShield of Tennessee. 

All Options include the annual deductible 
Some services require that you pay co-insurance after you meet a deductible
Some services require that you pay co-pay (instead of a deductible and co-insurance).

The out-of-pocket maximum is the most you will pay for your deductible and co-insurance each year. It does not include your co-pays. 
You can see any doctor or go to any health care facility you want. However, if you use an "in-network" provider, you will always pay less. 

Optional dental insurance is available to all state plan members. In 2016, the Prepaid Plan will be administered by Cigna (DHMO) and the Dental Preferred Provider Organization by MetLife (DPPO). Active members do not have to enroll in health coverage in order to enroll in optional dental coverage. 

Cigna – Prepaid Plan

To receive benefits, you must select a dentist from the Prepaid Plan list and notify Cigna of your selection. You can search for participating dentists on Cigna's website.

There are some areas in the state where the network dentists are not available. Be sure to carefully review the provider directory. Some dental offices may be closed to new enrollment.

You must use your selected dentist to receive benefits.

The plan provides services at predetermined member copay amounts (reduced fees) for dental treatments.

There are no deductibles to meet, no claims to file, no referrals, no waiting period and no annual dollar maximum. Pre-existing conditions are covered. 

Delta Dental - PDO Plan

Use any dentist (receive maximum benefits when visiting an in-network Delta Dental DPPO provider).  Member pays coinsurance for covered services. Deductible applies for basic and major dental care only.

You or your dentist will file claims for covered services. Referrals are not required.
Some services (e.g. crowns, dentures) require a 6-month waiting period before benefits begin.
Other services (orthodontics, replacement of missing tooth) require a 12-month waiting period before benefits begin. There are some limitations and exclusions, (e.g. no benefit for cosmetic reasons, congenital malformations, diagnosis or treatment of TMJ.

You pay coinsurance for many covered services and your share is based on the "maximum allowable charge" (MAC) for a given service.
You will pay less out-of-pocket when seeking care from a network provider because network dentists and specialists typically agree to the allowable charge up front.

Out-of-network providers typically charge more than the allowable charge, resulting in higher costs for you.

Vision insurance is available to all state and higher education employees and dependents.

Eligible employees can choose from two plans: Basic Plan and the Expanded Plan.

Both plans offer the same services, including:

• Annual routine eye exam
• Frames
• Eyeglass lenses
• Contact lenses
• Discount on Lasik/Refractive surgery

• Copays are lower for certain medications from the special, less costly 90-day network
• Members pay the lowest amount for a generic
• Members pay a higher amount for a preferred brand
• Members pay the highest amount for a non-preferred brand

A flexible spending account allows you to take money from your compensation and place it into accounts for medical and dependent care expenses. These funds are not taxed, thereby potentially saving you hundreds of dollars. The money put aside in the account is then used by you to pay eligible medical and dependent care expenses.

• Faster reimbursement - Once claims are approved, funds can be deposited in your personal bank account the next day. No more waiting until pay day.
• Faster claims submission - Claims may be submitted electronically online, fax, or through a mobile application on your smart phone.
• PayFlex debit card - A debit card will be provided to allow point of sale purchases without submitting a claim.
• Online planning tools - These include savings calculators that will assist you in determining the amounts to contribute to your plan and the estimated tax savings.

Your ParTNers EAP provides confidential financial, legal and emotional counseling at no cost to members and their dependents. EAP services are offered to all full-time state and higher education employees and their eligible family members (at no cost), regardless of whether they participate in the State's Group Insurance Program. Members may receive up to five sessions per issue. Just a few of the many issues EAP can help with:

• Stress
• Depression & Anxiety
• Legal Consultation
• Adjusting to Change
• Financial Issues
• Child & Elder Care
• Grief & Loss

Visit our webpage where you can find mobile applications for:

• Health
• Dental
• Vision
• Wellness
• Flexible Benefits
• Retirement

To provide regular staff and 12-month faculty with paid time away from work.

• Employees accrue annual leave on a monthly basis on the first day of each month.
• New hires will receive annual leave on the first day of employment.
• Eligible regular part-time employees who begin employment on or after February 1, 2014, accrue annual leave if their planned working time as recorded in IRIS is 75 percent effort or more.

Policy HR0305 Annual Leave (Vacation)

To protect regular staff and 12-month faculty against loss of earnings due to personal or family (spouse, child, or parent) illness, injury, and/or due to childbirth or adoption.

• Employees will accrue sick leave on a monthly basis on the first day of each month.
• New hires will receive sick leave on the first day of employment.
• Eligible regular part-time employees who begin employment on or after February 1, 2014, accrue sick leave if their planned working time in IRIS is 75 percent effort or more.

Policy HR0380 Sick Leave

The sick leave bank shall provide emergency sick leave to member employees who have suffered an unplanned personal illness, injury, or quarantine and who have exhausted their compensatory time and personal, sick, and annual leave balances.

• The bank is for the serious illness or injury of the employee only and not for the illness or injury of immediate family members.
• Any employee may cancel membership from the bank by written request as of June 30 of each year
• Membership in the bank shall remain confidential and be divulged only as necessary to maintain and administer the bank.
• The total sick leave granted to any one member shall not exceed 90 days in a 12-month period for any one illness, recurring illness, or accident.

Policy HR0382 Sick Leave Bank

Regular full-time non-exempt employees who have completed their probationary period accrue 8 hours of personal leave on the first day of the calendar year or on the first day of the month immediately following completion of their probationary period.

• Personal leave cannot be carried forward to the next calendar year nor transferred to any other leave.
• The use of personal leave must be approved by the appropriate supervisor.

The university recognizes the following days as holidays: New Year's Day, Martin Luther King, Jr. Day, Good Friday, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day. When a recognized holiday is on Saturday, it is observed on the preceding Friday. When a recognized holiday is on Sunday, it is observed on the following Monday.

• Employees who work or who are in active pay status all available work days in their scheduled work week receive compensation for all holidays in the work week.
• Employees in an active pay status on the work days immediately preceding and following a holiday receive compensation for the holiday
• Regular full-time employees are compensated for 8 hours per holiday

Procedure HR0350-H Holidays

To recognize faculty and staff for their years of service with the university and state.

• Employees are eligible after completing 36 full-time equivalent (FTE) months of service at 82.05 percent time.
• Longevity is paid at the rate of $100 times the number of years of years of service.
• The maximum benefit level is 30 years.

Policy HR0432 Longevity Pay

• Non-exempt employees are paid bi-weekly
• Exempt employees are paid monthly

The state provides, at no cost to employees, $20,000 of basic term life and $40,000 of basic accidental death coverage.

• For employees who elect health coverage, the amount of coverage increases as the employee's salary increases.
• The maximum amount of coverage is $50,000 for term life.
• The maximum amount of coverage is $100,000 for accidental death and dismemberment.

This optional coverage is available on a contributory basis for employees and dependents (spouse and children) and is in addition to the basic accidental death coverage.

• The maximum amount of coverage is $60,000.
• Coverage is available at low group rates.

This program is available on a contributory basis for employees and dependents (spouse and children) whether or not they participate in health coverage.

• For employee guaranteed-issue coverage, the employee must enroll during the first full month of employment. Maximum amount of coverage is $500,000.
• An application for spouse coverage may be submitted. Maximum coverage amount is $30,000.
• A child term rider may be added to the employee or spouse certificate without any health questions. Maximum coverage amount is $10,000.

LTD is intended to protect your income for a long duration after you have depleted short-term disability or any sick leave your company may offer.

Features of the plan:

• Offers 66 2/3% of your income, up to a maximum of $8,000 a month of tax free benefit.
• The rate is the same for everyone, but the premium is tied to your income (because your benefit amount is based on your income). Benefits begin 120 days after the disability occurs.

The state is pleased to offer Short -Term Disability Insurance benefits to full-time state and higher education employees. Disability benefits are provided by MetLife

Employees can choose from two options:

• Option A: 60% of your weekly pre-disability salary; coverage starts after 14 calendar days.
• Option B: 60% of your weekly pre-disability salary: coverage starts after 30 calendar days.

All regular full-time employees are required to enroll in a retirement plan. Regular part time employee’s enrollment is optional. Employees who are non-US citizens on F-1 or J-1 visas are not eligible for retirement membership. Non-exempt employees are automatically enrolled in the Tennessee Consolidated Retirement System Hybrid (TCRS). TCRS is a defined benefit and contributory plan which requires 5 years of service to vest. Exempt employees have the option to elect the TCRS Hybrid or Optional Retirement Program Hybrid (ORP). The ORP is a defined benefit and contributory plan with no vesting requirements. Both retirement options require a monthly employee contribution of 5%.

• Employees participating in a retirement plan must continue in a plan as long as they remain in a regular status.
• Five years of full-time equivalent retirement creditable service must also be accrued to be eligible for ordinary disability retirement under TCRS or JCRS.
• ORP benefits are vested immediately.

To allow regular employees to divert portions of their current pre-tax earnings into a deferred compensation plan through payroll reduction service.

• Regular employees may elect through routinely scheduled payroll reductions to divert portions of their pre-tax/post-tax earnings into an IRS Code 403(b), 401(k), 401(k) Roth or 457 deferred compensation plans or a combination of these plans.
• Enrollment in the deferred income program is voluntary.
  The university provides a $50 per month match on the 401(k).
• The university provides additional 5% per month contribution on the 401(k) to TCRS Hybrid members.

To enable regular faculty and staff to perform their present duties more effectively and to assist them in preparing for future opportunities by providing a plan of educational assistance.

• Full-time regular faculty and staff may enroll without payment of fees in up to a maximum of nine undergraduate or graduate credit hours per term.
• Part-time regular faculty and staff working 50 percent time or more, may enroll without payment of fees based upon their percent of effort.
• Regular full-time employees are eligible for a student fee discount for their spouses and dependent children who have been admitted to an eligible institution as undergraduate students.
• The amount of the student fee discount shall be no more than 50 percent of the undergraduate in-state maintenance fees.

This information is a general review of the benefits changes that occur when an employee resigns, retires, or is terminated. Please contact the Benefits office directly for your specific questions at 901-448-5601 or email your questions to: mybenefits@uthsc.edu

Insurance

Insurance premiums are paid a month in advance.  Medical, dental, basic life insurance and vision coverage end the last day of the month after the last premium deduction.   The Benefits Administration will forward COBRA information within 30 days after active coverage ends.  Review this COBRA brochure for additional information and contact information.

FSA

If you are enrolled in the flexible spending or dependent care accounts, you must use all available funds prior to your last day of employment.  After your last day of employment, you have 90 days to claim reimbursements for purchases or services received on or before your last day of employment.

HSA

Your HSA account will remain active after employment ends. All remaining funds will be available until used.  However, a monthly administrative fee will be charged to the account.

Annual leave

Upon separation, annual leave is paid to the employee up to the allowed limit (336 hrs).  It is a one-time lump sum payment issued by direct deposit.  Employees terminated due to gross misconduct will forfeit this benefit.  Policy HRO305

Sick leave

Sick leave is not paid at the time of termination or retirement.  However, the remaining balance is used as service credit at the time of retirement.  Policy HRO380

Personal Day

Non-exempt employees must use the Personal Day prior to last day of employment. 

Retirement

Retirement payout options vary.  Visit the Retirement page for details.