Summary of benefits for administrative employees plan year

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Summary of Benefits for Administrative Employees

Plan Year: 2011 ? 2012

The University of Virginia Physicians Group compares benefits and other aspects of the compensation package with those offered by other academic and healthcare organizations. We have found that these aspects of our total compensation package continue to meet or exceed what peer institutions provide, and we are committed to ongoing improvements. Whether it's planning for your future or helping the University of Virginia Health System advance its mission, UPG will continue to provide you with benefits and programs that enhance the value of your total compensation.

BENEFIT

Health

PROVIDER

Southern Health

Find a provider at Southern Health Services or call Customer Service 800-627-4872

Prescription Coverage Southern Health (administered by Medco).

WHO PAYS FOR IT?

UPG and you share the cost of coverage. Employee (EE) and Employer (ER) premiums are based on coverage option and hours per week (HPW).

Enrollment into the Southern Health plan enables participation in the prescription plan.

WHEN ARE YOU ELIGIBLE?

First of the month after date of hire or during Open Enrollment for employees working 20+HPW.

First of the month after date of hire or during Open Enrollment for employees working 20+HPW.

WHAT DO YOU RECEIVE?

There are two plan choices: the High plan with a $150 deductible, or the

Base plan with a $500 deductible. The plans offer Tier 1 (UVA

Physicians Group /UVA), Tier 2 (In Network) and Tier 3 (Out of

Network) options. Both plans are direct access; no referral is required

for participating office visits.

High Plan

Coverage

EE Premium ER Premium

EE 30 + HPW

$36.31

EE 20-29 HPW

$72.40

EE + Ch 30+ HPW $103.53

EE + Ch 20-29 HPW $158.13

EE + Sp 30+ HPW $152.86

EE + Sp 20-29 HPW $222.93

Family 30+ HPW

$213.14

Family 20-29 HPW $298.74

Base Plan

Coverage

EE Premium

$208.16 $172.07 $304.73 $250.13 $336.07 $266.01 $439.58 $353.99

ER Premium

EE 30 + HPW

$11.44

$207.00

EE 20- 29 HPW

$46.32

$172.11

EE + Ch 30+ HPW $62.40

$302.39

EE + Ch 20-29 HPW $113.02

$251.77

EE + Sp 30+ HPW $103.32

$333.55

EE + Sp 20-29 HPW $168.14

$268.73

Family 30+ HPW

$147.10

$436.12

Family 20-29 HPW $225.48

$357.74

Covered brand name and generic drugs are separated into three tiers

of co-payments. A discounted mail-order program offering 90-day

supplies is also available.

31 day supply

90 day supply

Generic Preferred

$10

$10 (1 co-pays)

Brand Preferred

$30

$60 (2 co-pays)

High Cost Non Preferred

$55

$165 (3 co-pays)

BENEFIT

Dental

Vision Discount Program

Davis Vision

Short-Term Disability Long-Term Disability

Group Life/ Accidental Death & Dismemberment Voluntary Term Life/Accidental Death & Dismemberment (AD&D)

PROVIDER

Guardian PPO Find a Dental provider at Guardian or call Customer Service 800-541-7846

Southern Health (uses VSP signature network)

Guardian (uses Davis Vision network ) Find a Vision provider at Guardian or call Customer Service 800-541-7846

Guardian

Guardian

Guardian

Guardian

WHO PAYS FOR IT?

Employee paid benefit.

Enrollment into the Southern Health plan enables participation in the discount program.

Employee paid benefit.

Employer paid benefit. Employer paid benefit. Employer paid benefit.

WHEN ARE YOU ELIGIBLE?

First of the month after date of hire or during Open Enrollment for employees working 20+ HPW.

First of the month after date of hire or during Open Enrollment for employees working 20+ HPW.

First of the month after date of hire or during Open Enrollment for employees working 20+ HPW.

After one year of service for active employees working 30+ HPW. First of the month after date of hire for employees working 30+HPW.

First of the month after date of hire for employees working 20+ HPW.

WHAT DO YOU RECEIVE?

There are two plan choices that provide in network and out of network

coverage. All dentists receive reimbursement in the 90th percentile

based on their zip code. The High Plan offers: preventative services

covered at 100%, and basic services covered at 80% after a $50

deductible. Major services are covered at 50%. The Base Plan offers

the same benefits as the High Plan excluding major service coverage.

Coverage High Plan Base Plan

EE Only

$17.41

$12.53

EE & Sp EE & Ch

$34.75 $31.52

$25.00 $22.68

Family

$53.04

$38.16

Routine refractive eye exams for eyeglasses require a $15 co-payment.

Non-specialty contact lens exams require a $35 co-payment; exams for

specialty contact lenses are covered up to $40. If your exam is

performed by a vision provider who is not in the VSP Signature

Network, you will be responsible for the full-cost of the services.

Southern Health Base members may seek services from an optometrist

outside of the network, and the covered vision benefit will be paid at the

out of network benefit level.

Enjoy significant out-of-pocket savings with the Full-Feature plans by

visiting one of Davis Vision's in-network locations. Exams copay are

$10, Materials copay $25 when using Davis Vision providers. Exams

and lenses every 12 months and frames every 24 months.

Coverage Rate

EE Only

$2.46

EE & Sp

$4.14

EE & Ch

$4.22

Family

$6.67

70% of an employee's weekly salary in disability income in the event an

employee becomes disabled due to illness or injury. The maximum

benefit period is 13 weeks, at which time, Long Term Disability begins.

60% of an employee's monthly salary in disability income after the

employee has been disabled for 90 consecutive days. This figure is

reduced by any other disability income benefits to which the employee

is entitled.

Coverage provided is twice the amount of your annual salary, rounded

to the next highest $1000 (maximum of $250,000).

Employee paid. Available at group rates through payroll deductions.

First of the month after date of hire for employees working 20+ HPW.

Employees may purchase voluntary life/AD&D in increments of $10,000 up to a maximum of $500,000. Guarantee issue coverage is up to $200,000 for employee and $30,000 for spouse. Evidence of insurability must be completed for any amounts over the guarantee issue or if employee enrolls after 31 days from hire date. Coverage is available for spouse at 50% of employee's amount up to a maximum of $100,000 and $10,000 for dependent children

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BENEFIT

Pre tax 401(k) and/or Post tax Roth 401(k)

PROVIDER

Fidelity

Employees are able to enroll online at

Customer Service call (800) 294-401k (4015)

WHO PAYS FOR IT?

Employee contributions with employer match.

Retirement Investment Account (RIA)

Fidelity

Employer contributions.

Retirement Savings Plan 403(b)

Fidelity and/or Tiaa Cref

Employee contributions.

WHEN ARE YOU ELIGIBLE?

First available pay period after date of hire for employees working 20+ HPW.

Employees are eligible after one year of service with completion of 1,000 hours of service.

First available pay period after date of hire for employees working 20+ HPW.

WHAT DO YOU RECEIVE?

Employees can contribute from 1 to 6 percent of their compensation

(either pre-tax and/or post-tax) and UPG will match 50 cents for every

dollar up to a combined total of 3%. Employees can contribute up to

60% of their compensation for additional tax savings. The vesting

schedule for employer-matched funds is based on years of service.

Years of Service Percent Vested

1 Year

20%

2 Years

40%

3 Years

60%

4 Years

80%

5 Years

100%

Employees select from a variety of investment options. Employees are

100% vested in the retirement plan after five years of service.

Years of Service Employer Contribution

1-4 Years

4%

5-9 Years

6%

10-14 Years

8%

15+ Years

10%

You may contribute to the 401(k) and 403(b) plans up to a combined

maximum of $17,000. Employees age 50 and over can contribute an

additional $5,500 annually (indexed annually subject to IRS limits).

Health and Dependent Care Flexible Spending Account

Ceridian

Learn how to maximize your tax savings using the Ceridian FSA calculator

Employee paid through pre-tax payroll deductions to cover out-ofpocket health or dependent care expenses.

First of the month after date of hire or during Open Enrollment for employees working 20+ HPW.

Pre-tax payroll salary reductions to cover out-of-pocket health care expenses (maximum $5,000) and child-care expenses (maximum $5,000; $2,500 if married, filing separately).

Pre-tax parking

Liberty Mutual Auto/Home Owners & Renters Insurance

Critical Illness Insurance

Various parking lots and garages throughout the Health System or independent parking lot/garage. Liberty Mutual

MetLife

Employee paid through pre-tax payroll deductions.

Employee paid. Payment options include payroll deduction, direct billing, or checking account withdrawal. No finance charges or down payment with payroll deduction payment option. Employee paid through payroll deductions or direct billing

First day of employment.

The employee elects to set aside a certain amount of pre-tax salary each pay period (no more than $175.00 per month, or $80.77 per biweekly pay period for parking expenses).

First available pay period after date of hire for employees working 20+ HPW.

Significant group discounts on already competitive prices (10% on Auto, 5% on Home or 15% on home if you have multiple policies); Choice of access points: Local Charlottesville office, Direct Response Center (toll-free call) or dedicated UVA Physicians Group /Liberty Mutual website.

First available pay period after date of hire for employees working 20+ HPW.

Critical illness insurance that will provide a lump sum benefit payment in the event you or your covered dependents experience a medical condition related cancer, heart, or organ transplant.

Pet Insurance

Back-up Care Advantage

MetLife Bright Horizons

Employee paid through payroll deductions or direct billing

Employee paid. Rates vary by type of program. When services utilized, employee is invoiced by Bright Horizons.

First available pay period after date of hire for employees working 20+ HPW. First available pay period after date of hire for employees working 20+ HPW.

Pet insurance for a wide range of veterinary services including diagnostic tests, prescriptions, office visits, x-rays, treatments, hospitalization, lab fees and services. Back-up care when child or adult/elder care is unavailable during regular work hours. Back-up care programs include: center-based, inhome, in-home mildly ill child, or in-home adult/elder care. Maximum benefit is 10 days per year.

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BENEFIT

PROVIDER

WHO PAYS FOR IT?

WHEN ARE YOU ELIGIBLE?

WHAT DO YOU RECEIVE?

529 College Savings CollegeAmerica offered Employee paid through direct

First available pay period after

CollegeAmerica allows you to save for higher education expenses through

Plan

by the Virginia College billing.

date of hire for employees working a tax-advantaged account invested in the American Funds. As an

Savings Plan

20+ HPW.

employee of the University Physicians Group, you have available to you "E-

Shares" in the CollegeAmerica Savings Plan. "E-shares" offer you no-load

mutual funds, allowing more of your investment dollars to be applied

directly towards building your child's savings fund, as well as having a

reduction in the minimum fund contribution from $250 to $25 for those who

participate in an employer sponsored 529 plan.

Paid Time Off (PTO) UPG

Employer paid benefit.

Employees scheduled for 30+

PTO is accrued for multipurpose use, and may be used to take personal,

hours per week will start to accrue sick, or vacation time off of work, and to supplement Short Term Disability.

PTO during the first pay period.

Years

Staff

Staff Professional Professional

Employees scheduled for fewer

of

(35-40

(30-34 (35-40 HPW) (30-34 HPW)

than 30 hours/week and/or

Service

HPW)

HPW)

temporary employees assigned for

0-4

5.54 hrs 4.43 hrs

7.08 hrs

5.66 hrs

six (6) months or less, are not

5-9

7.08 hrs 5.66 hrs

8.62 hrs

6.90 hrs

eligible for PTO accrual.

10-14

8.00 hrs 6.40 hrs

9.54 hrs

7.63 hrs

15+

9.23 hrs

7.38 hrs

10.77 hrs

8.62 hrs

Holiday Pay

UPG

Employer paid benefit.

First day of employment.

Full-time staff (35-40 HPW) and Part-time staff (30-34 HPW) receive 8

paid holidays annually.

Health Club Discounts UVA Recreation Center Employee paid benefit

First available pay period after

Subsidized rates with ACAC and UVA Recreational Centers

or ACAC

date of hire for employees working

20+ HPW.

Employee Assistance UVA WorkMed

Employer paid benefit

First day of employment

Available to employees and their dependents. Provides confidential

Program

assessment, counseling services and referrals if necessary.

OTHER BENEFITS

Employee Discounts

As a UVA Health System employee you are able to enjoy discounts with various retailers around the Charlottesville area. Valid Health System ID is required to obtain

discount. Employees are able to access a list of participating retailers through KnowledgeLink (UVA Health System Employee Intranet).

UVA Credit Union

Employees of UPG may become members of UVA Credit Union.

Education Assistance

Eligible employees are able to receive reimbursement for approved classes.

Service Awards

UPG recognizes employees upon the completion of 5, 10, 15, 20, 25, and 30 years of service.

Important Links and Resources:

Southern Health Guardian MetLife Fidelity UVA Parking & Transportation



UVA Credit Union Virginia 529 College Savings Plan Ceridian UVA WorkMed



If you have any questions regarding our benefit offerings, please contact our Human Resources Team:

Faniska Brisker Denise McKee Dave Parow Tina Rosson Nicole Trice

Human Resources Generalist Human Resources Manager Benefits Administrator Human Resources Generalist Benefits Administrator

434-980-6170 434-980-6127 434-972-4245 434-245-5391 434-980-6181

frb2n@virginia.edu dcl@virginia.edu dwp3s@virginia.edu tr4n@virginia.edu tnt6f@virginia.edu

This document provides an overview of the complete benefits program at University of Virginia Physicians Group. Your rights and benefits under all benefit plans of the company are governed solely by the terms and conditions of the plans. The company may, at any time, amend, modify, suspend, or terminate any benefit program. The company may also reduce the company's contribution, or increase the employee's contribution, toward the cost of any benefit programs. The establishment of a benefit does not impose upon the company any contractual obligation to continue the benefit in the future.

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