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Full-Time Employee Handbook
Updates to this Handbook
   
TO: All Full-Time Benefits Eligible Employees    
       
DATE: December, 2004    
       
FROM: Julie Lorton-Rowland    
  Executive Director of Human Resources, Central Office
       
RE: Update to the Full-Time Employee Handbook
Below is a summary of the updates made to the Full-Time Employee Handbook. Direct links have been established from this summary to the sections in the handbook to provide you easy access to the updates. Please be sure to review the updates carefully so you are fully aware of the changes in policy.
Other Benefits
Employee Assistance
Program
  Added language to clarify that not all campuses have EAP services available
           
HealthSmart Wellness
Program
  Added new services available through program such as personal, private health coaching and 24-hour nurseline.
           
Tax Saver Program   Expanded language regarding qualifying events, including changes in status, HIPAA special enrollment rights, COBRA elections and other permitted changes.
           
          Added language to state notification of a qualifying event must be submitted in writing within 31 days of the occurrence of the event in order to make changes.
           
Flexible Spending
Accounts
  Added language to state that an employee may enroll in a flexible spending account within 31 days of becoming a benefits-eligible employee, in addition to the already existing option to enroll during open enrollment.
           
          Added language to clarify requirements for dependent care expenses to be reimbursable.
           
          Added language to state that elections are irrevocable during the plan year unless a qualifying event occurs.
           
Long Term Care
Insurance
  New section explaining this new benefit being offered by the College.
           
Health Care Programs
Introduction   Added address for Ivy Tech's benefits website.
           
          Added language to reflect policy that, if an HMO is available, the coverage offered to employees in that region will be through an HMO.
           
Medical Plans   Removed language stating that a traditional plan option is available in all regions.
           
          Replaced references to specific benefits, i.e. co-pay amounts, deductibles, etc., with more general information and direction to the College's benefits website for specific detailed information for each plan.
           
Retirement and Medical
and Dental Benefits
  Added language to state policy that if a retiree terminates his/her own coverage, dependents cannot continue on the College's group plan, except in the case of a surviving spouse.
           
          Stated policy that once a retiree terminates coverage under the College's group plan, coverage cannot be reinstated later.
           
Disability Income
Group Long-Term Disability Insurance
    Eligibility   Added language to state that the College's long term disability insurance carrier may decline coverage for employees not applying for coverage during the first 31 days after becoming benefits-eligible.
           
    Qualifying for a Benefit   Clarified definition of total disability after 39 months of disability.
           
          Added language to state policy that benefits are not payable if disability is caused by the employee's commission of or attempt to commit a crime.
           
Other Disability Benefits    
    Retirement Funds   Removed paragraph regarding possible disability benefits from retirement accounts. Where applicable, potential disability benefits from retirement accounts are discussed in the "Retirement Programs" section of this handbook.
           
Worker's Compensation    
    Reporting Accidents   Added language to state that the filing of a claim does not guarantee compensability.
           
    Medical Care   Clarified policy with regard to the right of the College's insurance carrier to direct injured employees to certain designated facilities for medical care and that reimbursement for medical care may be denied if an employee does not seek care from a designated facility or does not follow the proper procedures.
           
    Reporting Time Off
for Treatment
  Added paragraph to explain the College's policy regarding use of accumulated leave time for attending follow-up medical treatment appointments for a worker's compensation injury.
           
    Compensation   Revised language to state that available accrued sick leave must be used during the seven day waiting period of a worker's compensation injury if the employee is unable to return to work following the injury.
           
          Clarified policy with regard to payment options once the worker's compensation insurance carrier begins paying compensation for lost wages.
           
Survivor Benefits
Life Insurance    
    Basic Life Insurance   Added language to indicate the maximum benefit available of $150,000.
           
    Optional Life Insurance   Added language to state that the College's life insurance carrier may decline coverage for employees not applying for coverage during the first 31 days after becoming benefits- eligible.
           

Accidental Death and
Dismemberment

  Corrected benefit payable amount for loss of one hand, one foot, or sight of one eye to reflect benefit of 50% of the basic life insurance amount.
           

Disability and Your Life
Insurance

 

  Revised language to indicate that the evaluation process for a life insurance premium waiver for an individual receiving LTD benefits is coordinated by the insurance carrier.
           
When Coverage Ends   Removed language stating that optional life insurance coverage terminates when an employee begins receiving LTD benefits.
           
Retirement Programs
PERF    
    Eligibility   Added paragraph explaining the two parts of PERF benefits - the Pension Benefit and the Annuity Savings Account.
           
    Receiving Your Benefits   Added paragraph addressing requirements for receiving an early retirement, reduced pension benefit.
           
          Clarified requirements for eligibility to receive disability benefits from PERF.
           
    Additional Information   Included reference to PERF website and the PERF Member Handbook online for more detailed information.
           
403(b) Retirement Annuity Plan
    All Sections   Added language to reflect option of directing contributions to AUL, in addition to the existing option of TIAA-CREF.
           
    Investments   Added language to explain how contributions can be divided between various funds within either company.
           
    Receiving Your Benefits   Clarified policy with regard to prohibition of distribution of RA funds for any reason, including disability or financial hardship, while still employed by the College.
           
    Additional Information   Added reference information for AUL's and TIAA-CREF's website addresses and member services phone centers.
           
Tax-Deferred Voluntary Plans
    All Sections   Added language to reflect option of directing contributions to AUL, in addition to the existing option of TIAA-CREF, and availability of the 457(b) Deferred Compensation Plan.
           
    Contributions   Revised language to state amended minimum contribution amount of $200 annually.
           
    Additional Information   Added reference information for AUL's and TIAA-CREF's website addresses and member services phone centers.
           
Social Security    
    Retirement   Added language regarding the change in the Social Security law that increases the full retirement age in gradual steps and included a chart indicating the full retirement age by year of birth.
           
    Applying for Benefits   Changed SSA recommended timeline to apply for benefits from six months to three months prior to retirement.
           
          Added reference information for the Social Security Administration's information line and website.
           
Retiree Programs    
    Medicare   Clarified Medicare Part A enrollment requirement for active employees age 65 or over.
           
          Expanded information regarding enrolling in Medicare Part B.
       
If you have any questions about these changes, please contact your regional Human Resources staff.
 
This is the most current version of the handbook.
 
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