Summary of Faculty Benefits 2015-2016



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Summary of Faculty Benefits

2015-2016
All Faculty members with a Full time equivalency (FTE) rate of 0.5 or higher are considered Full-time status for the purpose of benefit administration. Medical, Dental and Vision insurance are administered through Ascension Benefits & Insurance Solutions, specific questions regarding insurance coverage for these benefits should be addressed to or Susan Whitney, Client Services Specialist at 925.407.0404.
Touro covers 75% of the medical premium and employees are responsible for 25% of the medical premium for themselves and their eligible dependents. Premiums are deducted from payroll with pre-tax dollars. For additional plan details on any of our benefits plans please review plan summary description.

Kaiser Permanente HMO

Co-pay Plan $15

Member Services:

1-800-464-4000

www.kp.org



*Must use Preferred Providers

Annual Out-of-Pocket Maximum - $1,500 per individual/$3,000 per family.

Lifetime Maximum – None

Professional Services - $15/visit

Kaiser Permanente HMO

Co-pay Plan $25


*Must use Preferred Providers

Annual Out-of-Pocket Maximum - $1,500 per individual/$3,000 per family.

Lifetime Maximum – None

Professional Services - $25/visit

Kaiser Permanente

PHCS (PPO Plan)

*Must use Preferred Providers

Calendar-Year Medical Deductibles - $1,000 per individual/$2,000 per family.

Lifetime Maximum – None

Professional Services - $25/visit

VSP Vision
Member Services:

800.877.7195

www.vsp.com


Employees pay 100% of Vision insurance premium for themselves and their eligible dependents with pre-tax dollars.
Co-payment - $25 per year

Non-Participating Provider Benefits Reimbursement

Laser Vision Correction discount available.

*For additional plan details please review plan summary.



Assurant Dental

-PPO $2,000

-DHMO

Group # 12382
Member Services:

800.442.7742

www.assurantemployeebenefits.com


Employees pay 100% of Dental insurance premiums for themselves and their eligible dependents with pre-tax dollars.

PPO:


Coinsurance Percentage Adult & Child Orthodontia

Class I Preventive 100%

Class II Basic 100%

Class III Major 60% 50%

Class IV Orthodontia coinsurance 50% 50%

Lifetime orthodontia maximum $2000 $2000



Retirement 403(b)

Touro University has implemented a tax deferred savings program known as a 403(b) Retirement Savings Plan. On a pretax basis you may contribute from 5% up to a maximum amount determined annually by the IRS. Details about the Supplemental Retirement Account (SRA) and the Retirement Account (RA) Plans are as follows:
SRA – First of the month following first day of employment, you are eligible to participate in the Supplemental Retirement Account on a pre-tax basis. There is no contribution made by Touro at this time.
RA – After 18 months of full-time employment you are eligible to participate in the College Retirement Account on a pre-tax basis.

Touro will make a matching contribution to employees who have completed 18 months of service, from date of hire, according to the formula below.

o If you defer 0-1%, Touro will not match

o If you defer 2%, Touro will match 2%

o If you defer 3%, Touro will match 3%

o If you defer 4%, Touro will match 4%

o If you defer 5% or more, Touro will match 5%
We offer the choice of two investment firms:

Fidelity Retirement Services

Questions: 1-800-343-0860



www.fidelity.com

Group #54561


Teachers Insurance Annuity Association/College Retirement Equities Fund (TIAA-CREF)

Questions: 1-800-842-2273



www.tiaa-cref.org

Group# K174



Flexible Spending Account

Full time employees of Touro College are eligible to enroll in the Flexible Spending Accounts. During open enrollment employees can designate an amount to be deducted from their salaries on a pre-tax basis to later receive reimbursement for Health Care or Dependant Care expenses. The plan year runs from July 1st thru June 30th.
Health Care – You may elect $100 to $2,500 for the plan year.

Dependent Care – You may elect $100 to $5,000 for the plan year.
Note: Employees will be able to roll over up to $500 if unused funds in the Medical Flexible Spending Account (only) to the next plan year.
Benefit Resources, Inc. (BRI). Enrollment will take place through a web portal www.BenefitResources.com

Qualified Tuition Remission

All full time Touro College employees including their spouse and children are eligible for employee scholarships that cover 100% of the tuition and fees at the undergraduate level, and 25% of the tuition and fees at the graduate or professional level for courses taken at Touro College or an affiliated university.
As a condition all students must file the federal application for student aid (FAFSA).
Please note that employees are limited to a credit load of 15 credits at the undergraduate level and 9 credits at the graduate or professional level.

Qualified Tuition Reduction

Full time employees of Touro College are eligible to participate in the Qualified Tuition Reduction program. The Qualified Tuition Reduction will be used to pay the tuition of the employee or the employee’s spouse or children at Touro or at another educational organization, as described in Section 170(b)(1)(A)(ii), for the education below the graduate level or, in the case of teaching or research assistants, at the graduate level as well. Tuition will be sent to the designated educational organization(s) in (12) twelve monthly installments.
Since gross income does not include the amount of the Qualified Tuition Reeducation, the employee’s wage base for payroll taxes and other employee benefit plans will not include the amount of the Qualified Tuition Reduction.

Vacation

Full time employees accrue vacation on a monthly basis. Faculty may accrue a max of 40 vacation days that carry over through the fiscal years. Faculty accrue vacation based on the following rates:

Per Year Per Month

Year One 15 1.25

Year Two 16 1.33

Year Three 17 1.42

Year Four 18 1.50

Year Five 19 1.58

Year Six and Beyond 20 1.67


Personal Days

Full time employees are credited with 3 personal days at the beginning of each fiscal year (July 1st). Upon hire employees are credited with 3 personal days unless hired after January 1st in which case they are only credited with 1.5 personal days.
Personal days do not accrue or roll over and must be used by June 30th or will be lost and reset to 3 on July 1st.
One personal day can be split into two whole days for use on Friday only! This can be done once every fiscal year.

Sick Leave

Full time employees are credited with 6 sick days at the beginning of each fiscal year (July 1st). Upon hire employees are credited with 6 sick days unless hired after January 1st in which case they are only credited with 3 sick days.
Sick days do not accrue or roll over and must be used by June 30th or will be lost and reset to 6 on July 1st.
Unused sick leave days are convertible into vacation if not used by June 30th. The conversion rate is as follows:
Unused sick leave Conversion to Vacation

6 days 3 days

5 days 2 days

4 days 1 day



3 or fewer days 0




Paid Holidays

Touro University observes the following annual holidays:
New Year’s Day

Martin Luther King Day

Presidents Day

Passover

Memorial Day

Shavuot

Independence Day

Labor Day

Rosh Hashanah

Yom Kippur

Sukkoth

Thanksgiving

Floating Holiday
Note: A holiday schedule is distributed annually to all employees every December with the exact holiday dates.

Bereavement

5 DaysLoss of a spouse, parent, step-parent, grandparent, child, step-child, grandchild, or sibling.

2 Days – Loss of employee’s spouse’s parent, step-parent, grandparent or sibling.

Jury Duty

Full time employees are paid up to 21 days (within a two year period) for time spent completing Jury service.

Leave Without Pay

Employees out on a qualified leave will be subject to leave without pay once they have exhausted all available vacation, sick, and personal time.

Faculty Development Leave

Faculty development leave is available for full time faculty members to take time away to learn, lecture, present at conferences, attend conventions and symposiums. All faculty development leave is governed by the “Professional Development Leave” provisions outlined in the faculty handbook.

Sabbatical Leave

Full time faculty at a rank of Associate Professor or higher shall be eligible to take sabbatical leave to engage in scholarly activities at another academic institution or educational environment. All sabbatical leave is governed by the “Sabbatical Leave” provisions outlined in the faculty handbook.

Employee Assistance Program

Employees may contact the EAP program and speak, at no cost, with a trained counselor who can provide guidance, information and/or referrals to local service providers, including licensed mental health professionals. EAP counselors can help you with personal, work or family challenges that are troubling you and may be having a negative impact on your work performance.
Call 1-800-999-7222

24 hours a day, 7 days a week, or

logon to www.AnthemEAP.com

Password: touro-admin

Life Insurance & Accidental Death & Dismemberment

Basic Life Insurance – All full-time employees of Touro College are enrolled in a Basic Life Insurance plan through The United States Life Insurance Company. The Basic Life Insurance entitles the beneficiary of your choice to one time your annualized salary to a maximum $250,000 upon your death. This benefit is provided without charge to the employee.

Supplemental Life Insurance – Full-time employees have the option of purchasing Supplemental Life Insurance up to three times your annualized salary to a maximum of $1,500,000 combined Basic and Supplemental. Eligibility requirements apply.
Note: Employees are eligible for insurance on the first day of the month after completing three months of full-time employment.

Long Term Disability

Long term disability is administered by the United States Life Insurance Company. Long-term disability benefits start after 26 weeks, or six consecutive months, of total disability. Documentation form a licensed physician stating the medical reasons you are unable to work and the appropriate length of time during which you will be disabled must be provided. Benefits under the plan are equal to 50% of the base monthly salary, up to $7,000 a month. Long-term disability payments are fully taxable. This benefit is provided without charge to the employee.

Workers Compensation
The Hartford

Policy #

13WEBQ8428

Workers Compensation claims are administered by The Hartford.

If you are injured on the job and the injury is NOT an emergency please visit/contact Concentra Medical Center immediately:


Concentra Medical Center

2970 Hilltop Mall Road, Suite 203

Richmond, CA 94806

(Location hours: 8:00am-5:00pm)

Phone: (510) 222-8000

Fax: (510) 222-2690

After hours phone: (510) 243-6927
In case of emergency, or after hours:

Sutter-Solano Medical Center

300 Hospital Drive

Vallejo, CA 94589

(707) 554-4444










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