Human Resources Menu

• About Us
• ADP Self Service
• Announcements
• Benefits Summary
• Classification and Compensation
• Employee Handbook
• Employment Application
• Forms
• UWG Furlough Procedure 2009 -2010
• HR Manual
• Job Openings
• Payroll Information
• Pay Structure
• Policies
• Position Entry
• Termination Notification
• Tuition Assistance
• Training
• Holiday/Furlough 2010
• User Guides
• USG Shared Services Site

Benefits Summary

 

Summary of Fringe Benefits

Related Links

• PPO Health Insurance Plan Resources 
  
• High Deductible Health Plan(HDHP)
  
• HMO Health Insurance Plan Resources
  
• Dental Insurance Plan Resources
  
• Life Insurance
  
• Retirement Plans

UNIVERSITY OF WEST GEORGIA - BENEFITS SUMMARY

• Retirement
  
• Life Insurance
  
• Health Insurance Options
  
• Dental
  
• AFLAC
  
• IRS Section 125
  
• Flexible Spending Accounts
  
• Long Term Disability (LTD)-ITT Hartford Life Insurance Co.
  
• Credit Union
  
• Direct Deposit
  
• Tax Sheltered Annuities (TSA) - 403b
  
• Notes
  
• Employee Assistance Program
  
• Tuition Assistance Program (TAP)
  
• Policy for Continuing Insurance Benefits
  

Retirement

TEACHERS RETIREMENT SYSTEM OF GEORGIA:

All regular non exempt (bi-weekly paid) staff employees who work one-half time or more are required to participate in the Teachers Retirement System (TRS) of Georgia plan.  The employee contribution rate is 5.25% of gross salary, on a federal and state tax-deferred basis.  The university contribution rate is 9.74%.  Effective July 1, 2010, the employee contribution rate will become 5.53% and the employer contribution rate will become 10.28%.

If you leave our employ and request a refund of your contributions, you will be subject to federal and state taxes plus a 10% penalty if under age 59 ½.  You may avoid this penalty if you roll over your contributions within 60 days of receipt of your refund to another qualified retirement account or an IRA. Your retirement account is considered a “vested” account when you have at least 10 years of credible service.  Vesting means that you have a right to a retirement benefit at age 60.

The Teachers Retirement System of Georgia web site can be accessed at  http://www.trsga.com/.   The TRS Member’s Guide can be accessed and printed from this site (Publications Link).

OPTIONAL RETIREMENT PLAN OF THE UNIVERSITY SYSTEM OF GEORGIA:

Regular faculty members and all exempt (monthly paid) employees may elect to participate in the Optional Retirement Plan (ORP) of the University System of Georgia in lieu of active membership in the TRS of Georgia.  Selection of a retirement plan must be made within 60 days of date of hire for faculty members and eligible staff employees.  All required retirement election forms must be submitted to the Human Resources Office within 60 days of hire date or the employee will automatically be enrolled in the Teachers Retirement System of Georgia plan, with contributions retroactive to date of hire.  Enrollment is irrevocable during the tenure of employment in a covered position with the Board of Regents of the University System of Georgia.  The approved ORP companies are American Century, Fidelity, TIAA-CREF and VALIC.

Members contribute 5% of their gross salary to the ORP retirement plan.  The university contribution matching rate is 9.24%.

For additional information, please refer to the University System of Georgia website at http://www.usg.edu/hr/benefits/retirement_plan_information/

DEFINITION OF A UNIVERSITY SYSTEM OF GEORGIA RETIREE/ELIGIBILITY FOR RETIREMENT:

Effective November 1, 2002, to be eligible for retirement from the University System of Georgia, an employee must meet one of the following four conditions at the time of his/her separation from employment, regardless of the retirement plan elected by the employee:
An employee must have been employed by the University System of Georgia for
the last 10 years in a regular, benefited position and have attained age 60;
OR
An employee must have at least 25 total years of benefited service established with a State of Georgia sponsored retirement plan, of which the last 5 years of employment must have been continuous and with the University System of Georgia. An early pension benefit penalty will apply to an individual who elects to participate in the Teachers Retirement System of Georgia if he/she decides to retire with between 25 and 30 years of benefited service, prior to attaining age 60;
OR
An employee must have at least 30 total years of benefited service established with a State of Georgia sponsored retirement plan, of which the last 5 years must have been continuous and with the University System of Georgia;
OR
An employee must be deemed to be totally and permanently disabled, as documented through the receipt of disability benefits from Social Security or from the Teachers Retirement System of Georgia, following 9.5 years of continuous service to the University System of Georgia in a regular, benefited position.

An individual who has retired from another State of Georgia sponsored retirement plan may not count such retirement service toward meeting the eligibility criteria for retirement from the University System of Georgia.

Note:  Employees should consult their professional financial planners, retirement counselors, tax advisors, etc., for retirement planning advice and services.  Staff members of the University of West Georgia are not to be considered as professional retirement consultants or tax advisors.  No official retirement records are maintained at the University of West Georgia.  Official retirement records for members of the Teachers Retirement System of Georgia (TRS) are maintained at the TRS Office, Two Northside 75, Suite 400, Atlanta, GA 30318, phone no. 1-800-352-0650.  The TRS web site can be accessed at  http://www.trsga.com/.   Official retirement records for the Optional Retirement Plan (ORP) members are maintained by the individual ORP company, and information may be obtained from representatives of the individual ORP company. 

Back to Top

LIFE INSURANCE

CONNECTICUT GENERAL LIFE INSURANCE COMPANY (CIGNA)

Basic:	The University provides each employee with a $25,000 life insurance policy.  This is a double indemnity policy and would be doubled in the event of accidental death.
Supplemental:	Employees have the option to elect supplemental life insurance based on 1, 2, or 3 times your benefits base (annual salary) rounded to the next higher thousand.  The premiums are based on your age and salary.  The supplemental life insurance is also a double indemnity policy, and would be doubled in the event of accidental death.
Dependent:	Employees may elect dependent life insurance which covers all eligible dependents for $10,000 at a cost of $4.70 per month.  Children age two weeks but less than six months in age are insured for $2,000.

Application for enrollment in supplemental and dependent life insurance after the first 30 days of employment requires evidence of insurability. The life insurance plan booklet may be accessed at http://www.usg.edu/hr/benefits/life_insurance/

Back to Top

HEALTH INSURANCE OPTIONS 

Health insurance plans offered to benefits eligible employees are the the Preferred Provider Option (PPO), the High Deductible Plan/HSA, the Blue Choice HMO or the Kaiser Permanente HMO.  Blue Cross Blue Shield of Georgia administers claims for all the plans except for the Kaiser Permanente plan.  For detailed information on each plan refer to plan resources accessible at http://www.usg.edu/hr/benefits.

The healthcare premium contribution for active, eligible employees will be paid with pre-tax dollars. Employees must enroll during the first 30 days of employment or during the annual open enrollment period.  Open enrollment is generally held in the fall of each calendar year.  A University System of Georgia open enrollment period covers a 30 day calendar year time frame.  Healthcare plan elections made during an open enrollment period will become effective at the beginning of the new plan year.  The plan  year is currently a calendar year (January 1 – December 31).   During an open enrollment period, an active and eligible employee may elect to:  (1) enroll in a healthcare plan; (2) drop healthcare coverage; (3) participate in a different healthcare plan option; and/or (4) change his/her level of coverage (i.e., single, employee + child, employee + spouse, or family).

Because your share of the cost for healthcare plan premiums is paid with pre-tax dollars, the Internal Revenue Service rules state that the choices made by a covered member during an annual open enrollment period must remain in effect for the entire plan year.  The only exception permitted is when a covered member has a qualifying event.  If you have a qualifying event, you may add, change, or discontinue healthcare coverage within 30 days of the qualifying event.  Appropriate documentation must be presented to the Human Resources Office before a change in healthcare coverage can be granted.  Some examples of qualifying events include:  the birth or adoption of a child, death of a dependent, change in employment status of a covered member, his/her spouse, or his/her covered dependent, the loss of eligibility status by a covered dependent, member or spouse being called to full-time active military duty, losing or gaining healthcare coverage eligibility under Medicare or Medicaid, or a change in residence to a location outside of a healthcare plan’s service area.  Failure to complete your change form within 30 days of a qualifying event will prohibit you from making such changes until the next University System open enrollment period. 

ELIGIBLE DEPENDENT:  Spouse and unmarried children up to age 19, or up to age 26, if they are full time students.  Full time students are defined as those enrolled three out of four quarters, or 2 out of 3 semesters.  Students enrolled in a co-op program are considered full time for that term.

RELATED HEALTHCARE WEBSITES: 

Health Insurance University System of GA http://www.usg.edu/hr/benefits

This BOR site includes the Health Plans Comparison Chart, links to provider directory info, claim forms, plan booklets, and resource link to Medco (pharmacy benefits manager).

Provider Directories:  http://www.bcbsga.com/bor/
Provides on-line information regarding network providers for all the health care plans under Blue Cross Blue Shield of Georgia. 

Medco:  http://www.medco.com/
The pharmacy benefit program provider has established a web site for University System of Georgia plan participants enrolled in the Indemnity and PPO health care plans.  Helpful information regarding pharmacy benefits under the Indemnity and PPO plans is available at this site.   For those enrolled in the Blue Choice HMO plan or the High Deductible Healthcare plan, pharmacy benefit information can be accessed at the Blue Cross Blue Shield of Georgia website at http://www.bcbsga.com/bor/.

Kaiser Permanente:  http://www.kp.org/
Includes plan and provider information.

PREFERRED PROVIDER OPTION HEALTH PLAN (PPO)
(Self insured plan through the University System of Georgia Board of Regents; claims administered by Blue Cross Blue Shield of Georgia). On-line provider directory information for the PPO plan can be accessed at http://www.bcbsga.com/bor  (BlueChoice PPO Network).  Plan details can be accessed at http://www.usg.edu/hr/benefits/preferred_provider_option_ppo

HIGH DEDUCTIBLE HEALTH PLAN (HDHP/HSA)
This plan is administered by Blue Cross/Blue of Georgia, and provides major medical coverage including diagnosis and/or treatment of illness, injury or medical conditions.  Benefits include physician, hospital, surgical, disease state management, mental health/substance abuse and transplant services.  On-line provider directory information for the HDHP plan can be accessed at http://www.bcbsga.com/bor(Blue Choice PPO Network).  Plan details can be accessed at http://www.usg.edu/hr/benefits/high_deductible_health_plan_hdhp

The High Deductible Health Plan is Health Savings Account (HSA) qualified.  Employees who are enrolled in the High Deductible Health Care Plan are qualifed to enroll in a Health Savings Account (HSA).  The University System offers pre-tax payroll deduction for those who enroll with U.S. Bank.  The HSA is a tax advantaged account established by the employee to pay for qualified medical expenses.  The IRS determines the maximum amount of contributions allowed to the HSA for each calendar year.  The balance of the HSA account rolls over from one calendar year to the next, and employees are allowed to start, stop, or modify contributions at any time.  IRS guidelines do not allow employees to contribute to both a Health Savings Account (HSA) and a Flexible Spending Account in the same calendar year.  If you are considering opening an HSA, you may wish to consult with a qualified tax advisor.

BLUE CHOICE HEALTH PLAN
HEALTH MAINTENANCE ORGANIZATION (HMO)
This is a healthcare program that offers employees an alternative healthcare plan. Members in this plan must use the Blue Choice HMO network providers. The closest participating physicians to Carrollton currently are in Villa Rica. This is an in-network benefit level plan; there is no coverage for out-of-network in the Blue Choice HMO Plan. Participants must declare a primary care physician from the HMO network at the time of enrollment. On-line provider directory information can be obtained at http://www.bcbsga.com/bor , or by calling their customer service line at 1-800-424-8950.

KAISER PERMANENTE HMO
Members in this plan must use Kaiser Permanente network providers.  This is an in-network benefit level plan; there is no coverage for out-of-network in the Kaiser Permanente HMO Plan. Participants must declare a primary care physician from the Kaiser Permanente HMO network at the time of enrollment.   On-line provider directory information can be obtained at www.kp.org/ga ,  or by calling their customer service line at 1-800-255-0056.

CONSUMER CHOICE OPTION:
If you select the Consumer Choice Option for the PPO or HMO plans, and your personal physician or hospital is not a member of the respective PPO or HMO networks, the Georgia Consumer Choice statute permits you the opportunity to nominate a provider to render medical care at in-network levels of benefit coverage, subject to plan and provider approval.  A physician or hospital must have the appropriate licensing; must agree to the PPO's or HMO's contractual terms and conditions for network providers; and must accept the plan's reimbursement rates. However, a physician or a hospital that has been nominated by a member may decline to participate in the PPO or HMO network, and the Plan also has the right to not approve the nomination.  If you select a Consumer Choice option, you will be required to continue under that healthcare plan choice for the remainder of the plan year. While the premium for Consumer Choice is higher, the benefit will be identical to the in-network coverage.

MONTHLY HEALTH PLAN PREMIUMS – PLAN YEAR 2010

PLAN	EMPLOYEE ONLY	EMPLOYEE + CHILD	EMPLOYEE + SPOUSE	SELF + FAMILY
BOR Preferred Provider Organization (PPO)	$ 151.94	$ 273.48	$ 319.07	$ 440.60
BOR Preferred Provider Organization (PPO) Consumer Choice *	$ 202.61	$ 364.70	$ 425.45	$ 587.47
Blue Choice HMO	$ 113.00	$ 203.40	$ 237.30	$ 327.70
Blue Choice HMO Consumer Choice*	$ 178.91	$ 322.05	$ 375.73	$ 518.86
Kaiser Permanente HMO	$ 113.00	$203.41	$ 237.32	$ 327.71
Kaiser Permanente HMO Consumer Choice*	$ 178.91	$ 322.05	$ 375.74	$ 518.85
High Deductible Health Plan/HSA (HDHP/HSA)	$ 25.25	$ 44.12	$ 51.20	$ 70.07
High Deductible Health Plan/HSA (HDHP/HSA) Consumer Choice*	$ 50.50	$  88.24	$ 102.40	$ 140.14

*Consumer Choice Option:  This coverage allows you the opportunity to nominate an out-of-network provider to function as an in-network provider for you, subject to plan and provider approval.  This election is irrevocable during the plan year.

Back to Top

DENTAL INSURANCE

The dental plan is a self-insured indemnity plan through the Board of Regents of the University System of Georgia. MetLife administers the plan and payment of claims. Enrollment in the dental plan is only offered to employees during their first 30 days of employment.  There are typically no open enrollment periods for the dental plan.  According to the dental plan design, a member may elect dental coverage only at the time of initial eligibility (within first 30 days of employment). A qualifying event is the only reason that a member may elect to make a change in his/her dental plan coverage; request must be made within 30 days of qualifying event with presentation of appropriate documentation of qualifying event.

Monthly Dental Premiums (effective January 1, 2010:

Employee Only	$ 28.33
Employee + Child	$ 53.81
Employee+Spouse	$ 56.64
Family	$ 90.63

SUMMARY OF DENTAL COVERAGE

Pays Usual, Customary and Reasonable (UCR) Charges

Deductible:	$50 per year per person
Plan Pays:	100% of UCR for preventive dental services (no deductible) 80% of UCR for routine and major restorative dental services 80% of UCR for orthodontic dental services
Lifetime Maximum Orthodontic Benefit:	$1,000 per person
There is a six-month waiting period for orthodontic benefits
Annual Maximum Plan Benefit:	$1,200 per person (effective 1/1/2010)

The dental insurance plan booklet and participating provider information can be accessed from the University System of GA web site at: http://www.usg.edu/hr/benefits/dental_insurance/ or by logging onto
www.metlife.com/mybenefits.

Back to Top

AFLAC

Several supplemental, voluntary  insurance plans are available through AFLAC using payroll deduction.  Employees can obtain information about these plans and enrollment forms from the local AFLAC representative. The name and phone number of the AFLAC representative is available by contacting the Human Resources Office. Most AFLAC programs are subject to Section 125 and employees must enroll within the first 30 days of employment or during the annual open enrollment period.

Back to Top

(IRS SECTION 125)

Employees have the option to participate in a Cafeteria Plan in which contributions to the healthcare and/or dependent care flexible spending account plan(s) are paid with pre-tax dollars and therefore exempt from FICA (Social Security), Federal and State taxes.

INSURANCE PLANS: Premiums paid by an employee for participation in the health and dental benefit plans are automatically deducted before taxes.

Back to Top

FLEXIBLE SPENDING ACCOUNTS

HEALTH CARE SPENDING ACCOUNT PLAN: Eligible expenses include costs that are not covered by health benefits plans such as deductibles, co-pays, co-insurance payments, dental expenses, vision care, charges in excess of reasonable and customary allowances, charges in excess of insurance plan limits, and over the counter medications used for medical care. The current maximum contribution is $5,000 per year.

DEPENDENT CARE SPENDING ACCOUNT PLAN: Eligible expenses include costs for care of qualifying dependent children and/or parents who meet the requirements to be claimed as a dependent for federal income tax purposes. You may contribute up to a maximum of $5,000 per year to this plan as a single or married individual but only $2,500 per year if you are married and file a separate return.

Eligible employees may enroll in the flexible spending plans during their first 30 days of employment. Employees may also enroll during the annual open enrollment period for the upcoming calendar year (effective January 01). Employees who wish to continue this benefit from one plan year to the next must re-enroll during each annual open enrollment period.

ADP will administer the processing of claims for the Flexible Spending Account plans effective January 1, 2010.

Back to Top

LONG TERM DISABILITY (LTD) - ITT HARTFORD LIFE INSURANCE CO

This is an optional plan offered to eligible employees via payoll deduction. This plan offers coverage for up to 60%  income replacement in the event of long term disability that is certified by a physician.  The rates and elimination periods (waiting periods) are as follows:

Members of Teachers Retirement System	150 day elimination period	$ .34 per $100 of coverage
	90 day elimination period	$ .42 per $100 of coverage
Members of Optional Retirement Plan	150 day elimination period	$ .44 per $100 of coverage
	90 day elimination period	$ .53 per $100 of coverage

Back to Top

CREDIT UNION

Employees may elect to participate in the Georgia Peach Credit Union via payroll deduction. Further information about Credit Union programs can be obtained by contacting Georgia Peach Credit Union at 404-656-2508. Membership application forms and payroll deduction authorization forms are available in the Human Resources Office.

Back to Top

DIRECT DEPOSIT

Payroll checks are directly deposited by ADP, the USG  Direct deposits are made on the regularly scheduled payroll dates for biweekly and monthly paid employees. Employees must provide their routing and account numbers for direct desposit to be established.

Back to Top

TAX SHELTERED ANNUITIES (TSA) - 403b and 457b

Employees may choose to enroll in optional, supplemental plans on a voluntary basis.  Payroll deduction for a 403b or 457b is available for three companies:  Fidelity, TIAA-CREF, and VALIC.  Employee contributions to the 403b and/or 457b are are not subject to Federal and State taxes, but are limited to the annual maximum amounts set by the IRS.  Employees may contribute to both a 403b and a 457b.  To participate in one of these plans via payroll deduction, an employee must enroll with the representative of his/her chosen company, and then complete a salary reduction/ payroll authorization form to be submitted to the Payroll Dept (Human Resources ) at UWG.

Back to Top

NOTES

Employees have 30 days from their initial date of employment to elect most benefits in which they wish to participate. (If you are a member of the corps of instruction and are under contract on at least a regular half-time basis, you are eligible on the first day of the month in which you are required to be at work.) If employees do not elect to enroll in the benefits program within the first 30 days, they are not allowed entrance in the following programs until open enrollment:

¨      Special Note:  DENTAL Plan coverage is offered only within the first 30 days of employment.  Open enrollment periods are typically NOT offered for the dental plan.

If employees do not elect to enroll in the benefits programs listed below within the first 30 days of employment, they can apply by completing an “Evidence of Insurability Application” and being approved by the insurance carrier:

¨ Special Note:  Open enrollment is normally in the Fall of each year, with the changes taking effect the following January 1st.  The open enrollment dates are set by the USG Board of Regents each year.

Back to Top

EMPLOYEE ASSISTANCE PROGRAM

Back to Top

TUITION ASSISTANCE PROGRAM(TAP)