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  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Highest average SAT scores ever: 1227 Nearly half graduated in the top 10% of their HS class
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Highest average SAT scores ever: 1227 Nearly half graduated in the top 10% of their HS class
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • UConn supervisors, including Principal Investigators, are responsible for informing their employees of the hazards in their workplace and providing them with adequate safety training and personal protective equipment before allowing them to engage in potentially hazardous work activities. The Employee Safety Orientation (ESO) form is an essential tool to help make sure this happens. Through the ESO, the supervisor will review the Workplace Hazard Assessmentwith the employee as well as any Safety Training required prior to engaging in their assigned work activities. To find these forms (Employee Safety Orientation and Workplace Hazard Assessment) and to register yourself or your employees for Safety Training, go to the EHS website.UConn supervisors, including Principal Investigators, are responsible for informing their employees of the hazards in their workplace and providing them with adequate safety training and personal protective equipment before allowing them to engage in potentially hazardous work activities. The Employee Safety Orientation (ESO) form is an essential tool to help make sure this happens. Through the ESO, the supervisor will review the Workplace Hazard Assessmentwith the employee as well as any Safety Training required prior to engaging in their assigned work activities. To find these forms (Employee Safety Orientation and Workplace Hazard Assessment) and to register yourself or your employees for Safety Training, go to the EHS website.
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Protected classes are an individual’s race, color, ethnicity, religious creed, age, sex (including pregnancy), marital status, national origin, ancestry, sexual orientation, genetic information, physical or mental disabilities (including learning disabilities, intellectual disabilities, past/present history of a mental disorder), veteran status, criminal record, workplace hazards to reproductive systems, and gender identity or expression
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Reasonable accommodations” include modifications or adjustments to the work environment, or to the manner or circumstances under which the position held or desired is customarily performed, that enable an individual with a disability who is qualified to perform the essential functions of that position.  These may include making existing facilities used by employees readily accessible to and usable by individuals with disabilities, job restructuring; part-time or modified work schedules; reassignment to a vacant position; acquisition or modification of equipment or devices; appropriate adjustment or modifications of examinations, training materials or policies; and the provision of qualified readers or interpreters.
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking
  • Bold and Visionary IdeasGrowth of Extramural Research ProgramsObjective Benchmarking

Transcript

  • 1. Department of Human Resources New Employee Orientation
  • 2. The University of Connecticut is consistently ranked among the top 25 public research universities in the country Department of Human Resources AGENDA Overview 9:00 AM - 9:20 AM Policies 9:20 AM - 11:00 AM Payroll 11:00 AM - 11:30 AM Benefits 11:30 AM - 12:15 PM Parking 12:15 AM - 12:30 PM
  • 3. Introductions Department of Human Resources
  • 4. Our Leadership Department of Human Resources Dr. Susan Herbst was appointed President of UConn on December 20, 2010 Our 15th President Reports to a Board of Trustees
  • 5. Department of Human Resources UCONN is World Class As a world-class institution of higher education, UConn strives to improve the lives of its students and enhance the economic and social well-being of the state and its citizens. We are experiencing tremendous growth thanks to our faculty, industry support, the State of Connecticut and most importantly, our students. It is an exciting time to be at UConn!
  • 6. Academic Plan Vision Department of Human Resources “Create a pre-eminent institution recognized for innovations in undergraduate and graduate education, as well as breakthroughs in research, scholarship and economic development”
  • 7. Next Generation Connecticut Department of Human Resources $1.5B for capital projects ($235M reallocation from UC2K) 6,580 increase in undergraduate enrollment 259 New Faculty (200 in STEM) & 150 New Staff
  • 8. Some other facts… Department of Human Resources Founded as an agricultural school in 1881, 3 faculty & 12 students 30,474 students & 9,932 Faculty & Staff 101 UG Majors and 86 Graduate Fields of Study $2.0B Total Current Funds Budget FA „13 $204.6 million external funding, sponsored activities Undergraduate Class of 2017 More than 217,000 Alumni Worldwide Technology Park-Storrs Bioscience CT-UCHC The Jackson Lab (JAX) for Genomic Medicine
  • 9. Our Campuses Department of Human Resources
  • 10. Day 1 Information for All Employees Department of Human Resources •Husky One Card- your UConn ID •Bring your offer letter and a photo ID •Call first to ensure you are in the system •NetID - your UConn electronic ID •https://netid.uconn.edu •AAUP, AFSCME, CEUI, Police & Fire, UCPEA •12 Recognized State of Connecticut Holidays •Emergency Closing Policy http://www.hr.uconn.edu/emerg_closing_info.html •Emergency Notification: alert.uconn.edu
  • 11. UConn Official Communication Department of Human Resources •UConn Today •UConn Social Media: Connect •Websites •On-line Employee Resource Guide •Faculty & Staff home page •Daily Digest: M-F, 11 am •First.Last@uconn.edu •MyApp •President, Provost, Public Safety emails •Distribution Lists by job functions
  • 12. Workplace Standards Department of Human Resources An environment that values your unique contributions Provide effective policies, programs and resources
  • 13. Recognizing a Disrespectful Workplace Department of Human Resources • Some inappropriate behaviors not construed as violation of policy • Some inappropriate behaviors are clearly recognizable as violations of policies and may violate laws Foul Language Gossip Passive Incivilities Harassment Verbal Threats Small ongoing inappropriate behaviors can escalate over time
  • 14. University Policies & Procedures Department of Human Resources http://policy.uconn.edu It is incumbent upon you to read and understand the policies that are associated with your position (or role).
  • 15. Code of Conduct Department of Human Resources http://audit.uconn.edu/doc/codeofconduct.pdf Basic standards of workplace behavior Public statement of the University‟s commitment to the highest standards of integrity All employees share responsibility for keeping the University in full compliance with all laws, regulations and policies Annual Mandated Training
  • 16. State Code of Ethics for Public Officials • Applies to each of us as state employees • Part of the Connecticut General Statutes • Intended to prevent individuals from using their public position for personal financial benefit • Violations can (and have) lead to fines and penalties Department of Human Resources Conflicts of Interest Gifts Financial Benefit (Self/Family/Business) Political Activity Outside Employment Appearance Fees/ Honorarium Post State Employment
  • 17. Ask yourself: What would “this” look like on the front page of a newspaper? Department of Human Resources Just because there isn‟t a law or University policy that prohibits an activity doesn‟t mean it is the right thing to do.
  • 18. Non-Retaliation Policy Department of Human Resources It is prohibited to retaliate against someone who reports a concern in good faith to the appropriate individuals of offices Contact the Office of Audit, Compliance & Ethics (OACE) to report any activities that you feel may be retaliatory
  • 19. Office of Audit, Compliance & Ethics Look for the Compliance Courier Newsletter It is a quarterly newsletter issued by OACE Department of Human Resources Don’t hesitate to call: o 860-486-4526 REPORTLINE- anonymous 1-888-685-2637
  • 20. Staying Safe in the Workplace Division of Public Safety Department of Human Resources  Police, Fire/EMTs-24x7 Storrs  Emergency: 9-1-1  Routine Calls: 860-486-4800  Alert.uconn.edu  Active Threat Training  Uniform Campus Crime Report  Emergency Blue Phones  Crime of Opportunity
  • 21. Staying Safe in the Workplace Department of Wellness and Prevention Services Department of Human Resources Drug Free Schools and Campuses Act Provides alcohol and drug standards for faculty and staff Employees shall not unlawfully use, possess, distribute dispense or manufacture controlled substances, or be under the influence of a controlled substance, while on the job or in the workplace Any employee violating this policy will be subject to discipline, up to and including termination Concerned employees are encouraged to contact the Employee Assistance Program (EAP)
  • 22. Staying Safe in the Workplace Department of Human Resources Department of Human Resources Threats Verbal Abuse Physical Abuse Weapons Violence in the Workplace Zero Tolerance
  • 23. Staying Safe in the Workplace Department of Environmental Health & Safety • Report hazards and help to correct them • Use Personal Protective Equipment • Follow procedures • Get trained and keep training current Department of Human Resources • Identify and correct hazards • Provide and require the use of Personal Protective Equipment • Provide information on policies and procedures • Ensure employees/students receive training • Model Safety University Health and Safety Policy The health and safety of all students, faculty, staff and visitors shall be a principal consideration in the planning an conduct of all University activities and programs Employee “Must Do” List Supervisor “Must Do” List
  • 24. Staying Safe in the Workplace Department of Environmental Health & Safety Department of Human Resources Employee Safety Orientation Workplace Hazard Assessment Safety Training www.ehs.uconn.edu
  • 25. Commitment to a Diverse & Inclusive Workplace Office of Diversity & Equity (ODE) Department of Human Resources 241 Glenbrook Road Wood Hall - Unit-4175 Storrs, CT 06269 Phone: (860) 486-2943 Fax: (860) 486-2437 Email: ode@uconn.edu Investigation of claims alleging violations of: o Policy Against Discrimination, Harassment and Inappropriate Romantic Relationships o Non-Retaliation Policy o AA/EEO Policy o Policy Statement: People with Disabilities Recruitment and Search Process Workplace accommodations for employees with disabilities Sexual Assault Response Policy  Diversity and Sexual Harassment Prevention Trainings
  • 26. Commitment to a Diverse & Inclusive Workplace Policy: Affirmative Action & Equal Employment Opportunity • UConn is an equal employment & affirmative action employer • Our policy is to comply with all laws & regulations that prohibit employment discrimination • Employment search process is strictly monitored to ensure compliance • Equal employment opportunity (EEO) means nondiscrimination • All services and programs are to be provided in a fair and impartial manner • Annual State and Federal Affirmative Action Plan Department of Human Resources
  • 27. Commitment to a Diverse & Inclusive Workplace Policy Against Discrimination, Harassment, and Inappropriate Romantic Relationships • Prohibits discrimination and harassment in the work and learning environments • Clarifies that managers must report any incidents of discrimination, harassment or inappropriate Romantic relationships to ODE • Failure to report known incidents is a policy violation as serious as the original discriminatory act • Complaints about student misconduct (including student-employees and graduate students) are addressed by Community Standards • Provides specific guidance regarding Romantic relationships in the instructional and employment contexts • “Romantic relationships” under the policy means an intimate, sexual, and/or any other type of amorous encounter or relationship , whether casual or serious, short-term or long term • Non-consensual sexual contact implicates the University‟s Sexual Assault Response Policy Department of Human Resources
  • 28. Commitment to a Diverse & Inclusive Workplace Romantic Relationships-Instructional and Employment Contexts • Instructional Context • Faculty/staff relationships with undergraduate students are prohibited • Faculty/staff relationships with graduate students are prohibited if the graduate student is actually under that individual‟s authority (authority includes teaching; formal mentoring or advising; supervision of research and employment of a student; exercising substantial responsibility for grades, honors, or degrees; and involvement in disciplinary action related to the student) • A romantic relationship between a graduate student and another student (either undergraduate or graduate) under his/her authority is prohibited. If there is an existing relationship, the graduate student will not be permitted to serve in the position of authority • Employment Context • Faculty/staff relationships with employees currently under their supervision are prohibited • Existing Romantic Relationships • Relationships that existed before August 7, 2013 must be disclosed to ODE and/or OFSLR by the person in a position of authority • Relationships that existed prior to joining the University must be disclosed to ODE and/or OFSLR by the person in a position of authority before accepting a new supervisory role • Relationships that develop that are in violation of the policy must be disclosed immediately Department of Human Resources
  • 29. Commitment to a Diverse & Inclusive Workplace Policy Statements on Disabilities Department of Human Resources People with Disabilities • The University of Connecticut is committed to achieving equal education and employment opportunity and full participation for people with disabilities • A qualified person with a disability must be ensured the same access to programs, opportunities, and activities at the University as all others Reasonable Accommodations • The University will make reasonable accommodations for the known physical and mental limitations of otherwise qualified applicants and employees with disabilities as defined by state and federal law. • Definition of “Reasonable Accommodations” • In some instances (when undue hardship exists), the University may be unable to make certain accommodations.
  • 30. Commitment to a Diverse & Inclusive Workplace Title IX Department of Human Resources • When students are sexually harassed or assaulted in the learning environment, a college or university will be liable if a University employee with authority to address the harassment and institute corrective measures on the school‟s behalf-receives actual notice of, and is deliberately indifferent to, the harassment or assault. • The U.S. Department of Education‟s Office of Civil Rights extends the obligation to respond beyond those who actually have authority to address the harassment, to any individual “who a student could reasonably believe has this authority or responsibility” to help.
  • 31. Commitment to a Diverse & Inclusive Workplace Sexual Assault Response Policy Department of Human Resources • Protect campus safety and ensure victim response • Passed by the Board of Trustees in January, 2012, the Sexual Assault Response Policy. • Requires all employees who witness or receive a report of sexual assault to contact ODE, the Office of Community Standards, or the Title IX Coordinator as soon as possible • Private vs. confidential victim conversations • The Policy additionally contains a list of on and off campus resources for victims
  • 32. Selected Policies: Records Retention Department of Human Resources For more information contact University Archivist Betsy Pittman or your Department Administrator For all records: http://www.lib.uconn.edu/online/research/speclib/ASC/rm/index.htm
  • 33. Selected Policies: Family & Medical Leave (FMLA) Department of Human Resources • Federal FMLA provides up to 12 weeks of leave in a 12 month period for qualifying employees • State Family & Medical leave provides for up to 24 weeks of leave in a two year period for qualifying employees • Your position is held and you will have a continuation of medical benefits • Other Leaves: Military, Educational, Personal, Voluntary Schedule Reduction
  • 34. Selected Policies: General Rules of Conduct Department of Human Resources • General Rules of Conduct establish behavior guidelines for all University employees • Employees have a reasonable right to know what conduct is expected of them • Each department may have additional rules in which employees should be aware • Employees can be disciplined or dismissed for violating the General Rules of Conduct
  • 35. Other Information Department of Human Resources •Emergency Closing Policy http://www.hr.uconn.edu/emerg_closing_info.html •Emergency Notification System: Alert •Husky One Card- your UConn ID •Bring your offer letter and a photo ID •NetID - your UConn electronic ID •https://netid.uconn.edu •Email address: First.Last@uconn.edu •AAUP, AFSCME, CEUI, Police & Fire, UCPEA •12 Recognized State of Connecticut Holidays
  • 36. Accessing E-formation University Information Technology Services (UITS) Department of Human Resources • Services and Support (http://uits.uconn.edu ) • Policies (http://policy.uconn.edu) • Security Awareness (http://security.uconn.edu) • Local Technology Support • Campus Technology Assistance On-line Request: Login Email: Helpcenter@uconn.edu Phone: (860) 486-4357(HELP) Walk-in Location: Math-Science Bdg, Rm M037 196 Auditorium Road Main Campus – Storrs
  • 37. Accessing E-formation University Information Technology Services (UITS) Department of Human Resources • SecureU • (http://secureu.uconn.edu) • Antivirus software • Encryption • Ensure computer operating system & software is patched regularly • Set strong passwords • Save your files to the enterprise file server, backed up nightly • Email is Official and not private • Email etiquette • Never open unknown emails or attachments, only open and download from known sources • Appropriate use of UConn computing & network resources • Electronic Communication • Use of official UConn email communications & lists • Daily Digest
  • 38. Your Responsibilities Department of Human Resources • Know UConn & your departmental policies, procedures, expectations & resources • Model behavior • Understand your behavior & that of others and its impact • Know State of CT and Federal legal requirements • If a supervisor, ensure a respectful workplace
  • 39. Faculty & Staff Online Resource Guide Department of Human Resources http://resource.uconn.edu
  • 40. Faculty & Staff Online Website Department of Human Resources http://uconn.edu/facultystaff
  • 41. Personal and Job Related Support Reach out to… Department of Human Resources • Your Supervisor • University Ombuds- Jim Wohl • University Offices/Divisions: HR, Public Safety (police, fire, ems, locksmith), EH&S, OACE, ODE • Your Union: AAUP, AFSCME, CEUI, Connecticut Police & Fire, UCPEA • Multicultural Centers ‒ Women‟s Center ‒ African American ‒ Asian American ‒ Puerto Rican Latin American ‒ Rainbow Center
  • 42. Become Part of the UConn Community Department of Human Resources Office of First Year Programs & Learning Communities • Teach a First Year Experience (FYE) course • Mentor a student through our UConn Connects program OTHER OPPORTUNITIES… Community Outreach Jorgensen Center for the Performing Arts CT Children’s Book Fair
  • 43. Summary Department of Human Resources • Office of Audit, Compliance & Ethics – Annual Mandated Compliance Training • Office of Diversity & Equity-the following trainings must be completed within the first six months of employment: – State-Mandated Diversity Training – University-Mandated Sexual Harassment Prevention Training • Department of Environmental Health & Safety (EH&S) – Mandated safety training for some employees • University Information & Technology Services (UITS) – Daily Digest • HB Library – Record Retention • Human Resources • Division of Public Safety – Police, Fire, EMT, Locksmith
  • 44. Department of Human Resources Payroll Department http://www.payroll.uconn.edu
  • 45. Direct Deposit Department of Human Resources
  • 46. Biweekly Pay Schedule Department of Human Resources Payroll Website & Calendar
  • 47. Verify Department of Human Resources
  • 48. Tax Withholding Status Department of Human Resources
  • 49. Earnings Department of Human Resources
  • 50. Deduction Management Department of Human Resources
  • 51. Time and Attendance (TAS) Department of Human Resources
  • 52. Additional Services • Verification of Earnings • NRA Tax Consultation • Notary Services • Workers‟ Compensation Administration • Q & A • Completing Your I-9 form, W-4, CT-W4, and Direct Deposit Department of Human Resources
  • 53. Benefits Benefits Associates: • Susan Matthews • Terry Stewart • Tony Velez • Suzanne Vilchinskas Department of Human Resources Contact Information: 9 Walters Ave, Storrs CT 06269-5075 Depot Campus, Unit 5075 E-mail: benefits@uconn.edu Telephone: 860.486-0400 Fax: 860.486-0406
  • 54. Online Benefits Info Department of Human Resources Website: www.hr.uconn.edu -Click Benefits, then New Employee Benefits Enrollment New Employee Orientation Presentation Enrollment Guide Forms
  • 55. Medical Options Department of Human Resources Point of Enrollment-Gated (POE-G) − Network-based care only except in emergencies − Primary care physician referrals required Point-of-Enrollment (POE) − Network-based care only except in emergencies − No referrals to specialists required Point-of-Service (POS) − In-Network − Out-of-Network: $300/person deductible, 80/20 coinsurance − Emergencies covered as in-network
  • 56. Medical Insurance Carriers Department of Human Resources o Regional network: CT, MA, RI o Nationwide access o Regional network: CT, NJ, NY (Oxford network, not UnitedHealthcare) o Nationwide access: UnitedHealthcare network (outside of CT, NJ, NY) Note: Employees who do not live in the regional network areas are eligible for out-of-area plans (Anthem Out of Area, UnitedHealthcare Oxford USA)
  • 57. Medical Biweekly Paycheck Deductions Department of Human Resources BIWEEKLY DEDUCTIONS FOR EMPLOYEES ON REGULAR PAYROLL July 1, 2013 – June 30, 2014 Empl Only Empl + 1 Family FLES* Point-of-Enrollment – Gated (POE-G) Anthem State BlueCare POE Plus $24.59 $ 71.10 $ 91.35 $ 47.81 United Healthcare Oxford HMO $18.29 $ 52.38 $ 67.30 $ 35.22 Point-of-Enrollment (POE) Anthem State BlueCare $27.01 $ 81.36 $108.31 $ 54.36 United Healthcare Oxford HMO Select $21.54 $ 64.92 $ 86.40 $ 43.37 Point-of-Service (POS) Anthem State BlueCare $ 34.83 $120.32 $139.01 $ 62.34 United Healthcare Oxford Freedom Select $ 28.26 $ 97.63 $112.80 $ 50.58 Out of Area Point-of-Service (POS) (non-CT residents only) Anthem State Preferred $ 34.83 $120.32 $139.01 $ 62.34 United Healthcare Oxford USA $ 28.26 $ 97.63 $112.80 $ 50.58 *Family Less Employed Spouse (FLES) rate is available only when both spouses are employed by the State of Connecticut, eligible for health insurance, and enrolled in the same plan, along with at least one child.
  • 58. Health Enhancement Program (HEP) Department of Human Resources • Key components • Preventive physical examinations • Preventive screenings • Disease counseling and education programs • Election covers employees and covered family members • Financial incentives to participate • Copayment waived for physicals • Two free dental cleanings per year, plus no limit on periodontal care (for covered members enrolled in dental) • Disease management: waived office visit copays, reduced prescription drug copays, $100 compliance payment • Financial disincentive for non-participation/non-compliance • $100/month premium • $350 per person annual deductible ($1,400 family max) • Participants who are non-compliant • Given appropriate notice and opportunity to improve • Ineligible to re-enroll until next open enrollment period
  • 59. HEP-Preventive Physical Examinations Department of Human Resources Financial incentive: office visit copayments waived/rebated
  • 60. HEP-Counseling, Education & Incentives Department of Human Resources • Disease Counseling and Education Programs Diabetes, both Type 1 and 2 Asthma and COPD Heart failure/heart disease Hyperlipidemia Hypertension • Health Care Counselor – • Explains current strategies to control the disease, provides written materials and info about online resources • Financial incentives • Office visit copayments waived/rebated • Prescription drug copayments reduced: $0/5/12.50 (waived for drugs prescribed for diabetes) • $100 cash payment for compliance in disease management program
  • 61. Pharmacy Benefits Department of Human Resources • Same for All Medical Options • Pharmacy Benefit Manager: Caremark • Non-Maintenance Medications • Nationwide network of retail pharmacies • Copays at network pharmacies: $5 generic/$20 preferred brand/$35 non-preferred brand • Coinsurance at non-network pharmacies: 20% • Maintenance Medications • Choice • Mail order through Caremark • Maintenance medication network pharmacies • Copays: $5 generic/$10 preferred brand /$25 non-preferred brand (or lower if in disease counseling)
  • 62. Dental Options Department of Human Resources Basic Dental (UnitedHealthcare) − No deductible, no annual limit − 80% reimbursement: preventive, diagnostic, and simple restorations − 100% semi-annual cleanings for participants in Health Enhancement Program − Orthodontia not covered Enhanced Dental PPO (UnitedHealthcare) − Deductible: $25 person/$75 family max, $3,000/person yearly max − Varied reimbursement: % of reduced fee − Choice: network providers (reduced fee), non-network providers − Orthodontia: $1,500 lifetime maximum Dental Health Maintenance Organization (DHMO) (CIGNA) − Must use network providers − Care must be coordinated by primary care dentist − No deductible, no annual maximum, patient charge schedule − Orthodontia covered
  • 63. Dental Biweekly Payroll Deductions BIWEEKLY DEDUCTIONS FOR EMPLOYEES ON REGULAR PAYROLL July 1, 2013 – June 30, 2014 Employee Only Employee + 1 Family UnitedHealthcare Basic UnitedHealthcare Advanced CIGNA DHMO $ 0.00 $ 14.13 $ 14.13 $ 0.00 $ 12.99 $ 12.99 $ 0.00 $ 4.61 $ 6.53 *Family Less Employed Spouse (FLES) rate is available only when both spouses are employed by the State of Connecticut, eligible for health insurance, and enrolled in the same plan, along with at least one child. 11:00 AM - 11:30 AM Benefits Department of Human Resources FLES* $ 7.24 $ 6.65 $ 2.69
  • 64. Medial & Dental Information Department of Human Resources Eligible Dependents − No Spouse (including same-sex), or party to a civil union − Dependent children • Medical to age 26 • Dental to age 19 • No age limit if disabled Effective Date − First of month following hire date/transfer Changing Your Elections − Open enrollment: effective July 1 each year − Qualifying status change
  • 65. Life Insurance Department of Human Resources • Basic Life Insurance (Contributory plan) • Supplemental Life Insurance (Employee pay all) – Available to AAUP, UCPEA, Managerial/Confidential, Postdoctoral Fellows and Law School faculty with annual earnings of $45,500 or more • Administered by Dearborn National • No evidence of good health required if you enroll within 31 days of hire • Effective date is six months following hire date • Continue a reduced amount of life insurance in retirement at no cost
  • 66. Retirement Plans Department of Human Resources Employees Ineligible for Retirement Plan – Postdoctoral Fellows – J1 or F1 visa holders State Employees Retirement System (SERS) Tier III − Defined benefit plan − Based on years of service and salary − Employee contributes 2% (hazardous duty employees contribute 5%) − Vesting: 10 years service Options available to AAUP, UCPEA, Managerial/Confidential, Law School Faculty in lieu of SERS − Alternate Retirement Program (ARP) − Hybrid Plan
  • 67. Retirement Plans Department of Human Resources Alternate Retirement Program (ARP) – Defined contribution plan – Employee contributes 5%, State contributes 8% (total 13%) – Employee directs how monies are invested – Vesting: immediate – Administered through ING Hybrid Plan – Defined benefit plan – Employee contributes 5% – Vesting: 10 years service – Upon retirement, vested employees have a choice: • SERS benefit • Cash out option: employee contributions, matched by employer, plus 4% interest
  • 68. Retiree Health Benefits Department of Human Resources Employees contribute 3% of pay for first 10 years of state service • Only employees with vested retiree health benefits from former employer can waive coverage and contributions Vested in retiree health benefits after 15 years of actual state service • Retiree health benefits available at retirement • For employees who leave prior to early or normal retirement, retiree health insurance commences when age and service equals 75 or more Employees who leave state service prior to 15 years can request a refund of contributions
  • 69. Additional Benefits Department of Human Resources Life Insurance – Term life insurance through Dearborn National – Aetna Universal Life Insurance – ING Universal Life Insurance Retirement Savings: 403(b), 457, Roth 403(b), Roth 457 through ING Long Term Disability through Aetna (for employees enrolled in SERS or Hybrid) Short Term Disability – The Hartford (for employees enrolled in ARP) – Colonial Supplemental Insurance Company – Dearborn National
  • 70. Additional Benefits Department of Human Resources Flexible Spending Accounts – Dependent Care Assistance Program – MEDFLEX Qualified Transportation Account Long Term Care Auto and Homeowner Insurance – Metropolitan Casualty & Property Insurance Company & Affiliates – Liberty Mutual Insurance Company – Travelers
  • 71. WorkLife Resources Department of Human Resources Employee Assistance Program (EAP) Work/Life Connections website – UConn Area Newcomers Network (UCANN)
  • 72. Complete Forms by Deadline Department of Human Resources Most forms available online – hr.uconn.edu>Benefits>New Employees>HR and Benefits New Hire Forms Personalized enrollment form will be emailed to new hires for: – Medical – Dental – Basic/Supplemental Life Insurance
  • 73. Form Submission & Verification Department of Human Resources • Original forms can be mailed or delivered in person and should include copies of proof documents • Option to schedule appointment with a Benefits Representative • Review Confirmation Report – Mailed within two weeks following receipt of completed paperwork • Look for Medical/Pharmacy/Dental ID cards – Mailed within 30 days following receipt of completed paperwork • Verify accuracy of payroll deductions
  • 74. Parking Services Overview of Services Registration Video Location http://www.park.uconn.edu/vids.html Q&A Department of Human Resources http://park.uconn.edu/