Benefit

Who Pays

Coverage Begins

Benefit Specifics

Accidental Death & Dismemberment

Employee

Date of employment if enrolled within 30 days of appointment or during the annual open enrollment period.

A voluntary AD&D plan is available through payroll deduction in increments ranging from 1 to 10 times an employee’s base annual earnings up to a maximum of $1.5 million dollars.

COBRA

If employment terminates or a position is reduced to less than 50% time, coverage under the health and/or dental plans may be continued in accordance with the Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1986, for up to 18 months (29 months if disabled and receiving Social Security Disability (SSD) or deemed disabled by SSD any time during the first 60 days of COBRA coverage) by paying 102% of the monthly premium cost.

Course Fee

Courtesy

University

Upon employment

Dependent children and spouses admitted to Michigan State University to pursue a curriculum leading to a first baccalaureate degree (maximum of first 120 credits attempted) or to a certificate in the Agricultural Technology Program are entitled to Course Fee Courtesy, providing credit of an amount equal to one-half of the applicable Michigan resident on-campus undergraduate course fee.

Dental Coverage

University

Date of employment if enrolled within 30 days of appointment or January 1st if during the annual open enrollment period.

MSU offers Delta Dental PPO, Delta Dental PPO Premium, or Aetna Premium DMO to all benefits-eligible executive management.

Aetna Premium DMO: In a Dental Maintenance Organization (DMO) like Aetna Premium DMO, enrollees select a participating primary care dentist. Their primary dental care is provided by that dentist and only at locations and by dentists that participate in the plan. Although the choice of providers is more limited, it tends to cover a greater range of services at lower co-pays and does not have an annual maximum. If you plan to enroll in the Aetna Premium DMO, please verify that the dentist you want to use accepts “Aetna Premium DMO” rather than just “Aetna” to avoid rejected claims. Please Note: Eligibility for Aetna is determined by where you live. Please contact Aetna directly to confirm if you are eligible to enroll in this plan based on your state and zip code. Please note there are areas within Michigan that are not eligible for coverage through Aetna.

Delta Dental PPO: This plan typically allows more freedom in selecting service providers and services performed. This coverage includes a 50% co-pay on all services and a $600 Annual Maximum and a $600 Lifetime Orthodontic Maximum. Delta offers hundreds of participating providers and allows you to seek care from both participating and non-participating providers (you may incur additional costs if you use a non-participating provider). Contact Delta Dental for information on participating providers.

Delta Dental PPO Premium: This plan offers additional services such as sealants and adult orthodontics. It has a higher level of coverage for many dental services, including 100% coverage for diagnostic and preventative services, and a $2,000 annual maximum and $2,000 lifetime orthodontic maximum. Additionally, diagnostic, and preventive services do not apply to the annual maximum.

Employee-Paid

Life Insurance

Employee

Date of employment if enrolled within 30 days of appointment. Enrolling after 30 days requires Statements of Insurability and waiting until the annual open enrollment period to apply.

Optional life insurance is available through payroll deduction in increments ranging from 1 to 10 times an employee’s base annual earnings up to a maximum benefit of $2 million dollars. Rates for this coverage vary depending on the employee’s age.

Basic Life Plan

University

Upon employment

In case of death of an active employee (including leaves of absence for up to 180 days from the last day paid), the University provides life insurance equal to one year’s annual base salary ($50,000 maximum).

Flexible Spending

Accounts (FSA)

Employee

(Pre-tax basis)

The first of the month following the month of enrollment if enrolled within 30 days of appointment or January 1st if during the annual open enrollment period.

Employee may enroll in a FSA by designating an amount of pre-tax dollars to be set aside for health related and/or dependent care expenses. This results in a tax savings on federal, state, city (if applicable) and social security taxes.

Health Care Coverage

University and employee (on a pre-tax basis) make a monthly contribution toward the premium

Date of employment if enrolled within 30 days of appointment or January 1st if during the annual open enrollment period.

Spouses or other eligible individuals who have access to coverage elsewhere must purchase single coverage through their own employer if the annual premium contribution toward that coverage is $1,200 per year or less.

Guidance on Remote/Hybrid Plan Eligibility:

Employees Living in Michigan: You may enroll in the Blue Care Network (BCN), Community Blue PPO, or Consumer Driven Health Plan (CDHP) with Health Savings Account (HSA).

Employees Living Outside of Michigan: If you live outside of Michigan but within the U.S., you are eligible to enroll in the BlueCard Out-of-State, Community Blue, or CDHP with HSA plans. Please make sure your providers participate when enrolling in a health plan.

Health Plan Options:

Blue Care Network (BCN): BCN is a Health Maintenance Organization (HMO), which means you select and work closely with a primary care physician to manage your care. Deductibles, co-insurance, and prior authorization requirements apply in some circumstances. The in-network deductible is $100 per individual and $200 per family. After meeting the deductible, a 20% co-insurance may apply, up to a maximum of $3,000/single or $6,000/family, per calendar year.

BlueCard Out-of-State: BlueCard Out-of-State is a Preferred Provider Organization (PPO), which gives you the flexibility to manage your own care. Coverage for this plan is similar to the BCN plan but allows individuals that live outside the state of Michigan to enroll. Deductibles, co-insurance and prior authorization requirements apply in some circumstances. The in-network deductible is $100 per individual and $200 per family. After meeting the deductible, a 20% co-insurance may apply, up to a maximum of $3,000/single or $6,000/family, per calendar year.

Community Blue PPO: Community Blue is a Preferred Provider Organization (PPO), which gives you the flexibility to manage your own care. Deductibles, co-insurance, and prior authorization requirements apply in some circumstances. There is a worldwide network of participating PPO physicians and hospitals. The deductible for in-network services is $100/ single or $200/family and $250/single or $500/ family for out-of-network services. After meeting the out-of-network deductible, a 20% coinsurance may apply, up to a maximum of $2,000/ single or $4,000/family, per calendar year.

Consumer Driven Health Plan (CDHP) with Health Savings Account (HSA): The CDHP is a preferred provider organization (PPO), which gives you the flexibility to manage your own care. The provider network for this plan is the same as the Community Blue PPO plan, which means you can choose from a worldwide network of participating PPO physicians and hospitals. While you pay a deductible ($2,000/single and $4,000/family) first before the plan pays medical and prescription benefits, preventive care and certain generic medications for chronic conditions (asthma, cholesterol, diabetes, and antihypertensives) are 100% covered with no deductible or co-pays when using an in-network provider. This plan limits the maximum amount you pay for any covered services in a year to $3,000/single and $6,000/family using in-network providers. After expenses reach this amount, you do not have to pay for any other health care costs, including prescription drugs. Along with the CDHP, you should enroll in the HSA at the same time. MSU contributes up to $750 to the HSA each year and you may add funds to the HSA tax-free. You can use these HSA funds to pay for any eligible medical expenses or doctor visits you do incur.

CVS Caremark Prescription Drug Plan:

When you enroll in an MSU health plan you are automatically enrolled in the CVS Caremark Prescription plan. CVS Caremark has a large network of over 55,000 participating retail pharmacies, including some of the largest drug store chains. Employees may choose to purchase their prescriptions at a participating retail pharmacy, at an MSU pharmacy or through CVS Caremark’s mail order program. See Copays for more detail.

Holidays                 

University                   

Upon employment                                     

There are nine paid holidays in any calendar year: New Year’s Day, the day preceding or following New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and the day following Thanksgiving Day, Christmas Day and the day preceding or following Christmas Day, or as otherwise announced by the University.

Jury Duty

University

Upon Employment

Individuals who are called to serve on jury duty or to testify pursuant to court-issued subpoena will be compensated for the difference between pay for jury duty and regular pay if absent from work for more than 80 hours. No adjustment is required for jury duty service of 80 hours or less.

Leave Without Pay

Upon Employment

Leave without pay may be granted for up to two years. Extensions beyond two years may be approved by the administrative superior to whom responsibility for personnel actions has been delegated.

Long-Term

Disability

Benefits normally begin on the 181^st day following the completion of 180 days of continuous disability.

The monthly income benefit is 60% of monthly base salary up to $15,000. The LTD benefit amount is offset by any Social Security, Workers’ Compensation or other applicable wage replacement benefits.

The monthly waiver benefit will contribute to the Base Retirement Program amount equal to 15% of the employee's eligible compensation during the period of disability. This is in addition to the monthly LTD income benefit.

Both the monthly income benefit and the monthly waiver benefit are increased each year. In addition, the University contribution toward health, dental and Employee-Paid Life benefits will continue.

Medical Leave

University

Upon Employment

Up to six months of paid leave is available if health problems prevent the individual from working. Medical leave is non-accruable with no terminal payoff. Individuals on a Family Medical Leave (FMLA) will have their health and dental benefits continued at the same level and with the same premium contribution as prior to the FMLA leave. Any share of premiums which had been paid by the individual prior to the leave must continue to be paid during the leave, otherwise coverage will be cancelled.

Military Duty

University

Upon Employment

The University cooperates fully with individuals taking part in the reserve program of the military forces which calls for up to 15 days active duty training annually with the National Guard, Officers’ Reserve Corps, or similar U.S military organizations. The University will pay the individual the difference between military pay and allowances and normal take-home pay for up to 15 calendar days when ordered to active duty for training, and for up to 10 additional calendar days per fiscal year when ordered to active duty for the purpose of handling civil disorders.

Outside Work for Pay

Covered by the faculty policy which is described in the Faculty Handbook. The Policy provides an average of four days per month with written approval of the supervisor.

Parental Leave

Covered by the faculty policy which is described in the Faculty Handbook. Leave with pay is available to those who are appointed on at least a 50 percent basis for nine months or more. This policy is to be read in coordination with the Short-Term Disability policy and the Family and Medical Leave Policy for faculty and academic staff in the Faculty Handbook.

The University will provide up to six (6) weeks of paid parental leave in connection with the birth of a child. Those who adopt a child younger than age six and/or not attending school full-time are eligible to receive up to six (6) weeks of paid parental leave.  Additional unpaid leave may be available for the birth of a child or the placement of a child for adoption or foster care in accordance with the Family and Medical Leave Policy and/or the policy regarding Leaves of Absence Without Pay.

Professional Development

Support for professional development is provided by the employing unit to individuals serving as executive managers. Funding for professional development is funded at the department/unit-level. The nature of such support is variable but the level provided is broadly equivalent on a pro-rated basis to the sabbatical leave program for faculty, i.e., approximately $6,000 per year. Requires approval of the supervisor. (Degree-related tuition support in excess of $5,250 is taxable as income per IRC 127).

Retirement Eligibility

Upon Employment

To be considered a retiree from Michigan State University, an individual must have attained one of the following: 1) 15 years of service in an Executive Management position; 2) at least age 62 with a minimum of 15 years of University service; 3) 25 years of service at any age. If the condition of #1, above, is met, the individual retains eligibility for Michigan State University retiree status if assigned subsequently to a non-Executive Management position. If 15 years of executive management service is not completed at the point of transfer, the years served as an executive manager as a percentage of the 15 years for EM retirement eligibility will be applied to the 25 year eligibility requirement for all other university employees, rounded up to the next half year.

An individual entering executive management status from an MSU position in which service credits toward retirement status have been earned shall be given immediate credit toward the fifteen year Executive Management retirement requirement in proportion to the ratio that such prior service bears to the 25 year vesting requirement for all other University employees, rounded up to the next half year.

Access to MSU retiree healthcare and prescription drug coverage through Humana is based on employment date:

Executive Managers hired prior to July 1, 2005 and meeting the minimum University retirement requirements will remain eligible to maintain health and dental coverage and receive a University contribution toward the premiums based on the number of full-time equivalent (FTE) service months at retirement.

For Executive Managers hired on or after July 1, 2005 and before July 1, 2010, the University will contribute the cost of the single rate for the Humana healthcare and prescription drug plan for which the employee/retiree is eligible. At retirement, the employee must designate whether the employee receives the full University contribution or whether the contribution is to be split 50/50 between the employee and their spouse This designation is irrevocable regardless of circumstance, including returning to work or death. The designation of the 50/50 contribution is also non-transferable to future spouses. (The contribution is based on the full-time equivalent (FTE) service months at the time of retirement). Dental coverage may be maintained for eligible retirees, with a University contribution based on the full-time equivalent FTE service months at the time of retirement.

Executive Managers appointed on or after July 1, 2010 are not eligible for a University contribution to health care benefits. Retiree health and dental coverage is available to purchase through the University.

Retirement

Program

Offered upon employment.

Individual enrollment is necessary. Required at age 35 and 24 FTE service months.

The individual contributes 5% of their eligible compensation and effective January 1, 2022 the University contributes a match of 10% of the individual's eligible compensation under the 403(b) Base Retirement Program. The University also offers a voluntary 403(b) Supplemental Retirement Program and a 457(b) Deferred Compensation Plan.

Salary

University

Upon Employment

All salary adjustments will be allocated on the basis of merit.

Special merit salary adjustments in recognition of superior performance or expanded responsibilities may be provided in addition to regular salary adjustments.

Regular reviews of compensation shall be conducted to ensure competitiveness with peers (salary at the midpoint of the Big Ten (CIC) universities is the accepted benchmark).

Transitional Support

The employment of an executive manager may be terminated at any time without notice or cause. An executive manager terminated as a result of reorganization or changes in program needs and directions may receive, in the President’s discretion, up to three months transition pay, pay off of unused vacation days at the time of termination, and continuation of university health, prescription, and dental benefits with the usual university contribution for up to three months following termination. Transition support will not be provided if the executive manager’s employment is terminated for misconduct or unsatisfactory performance. The President will consult with the Board of Trustees’ Compensation Committee regarding any severance arrangements that provide more generous benefits than those described above.

Travel Accident

University

Upon employment

While traveling on University business or approved activity on or beyond campus limits, the University provides accidental death and dismemberment coverage in the principal amount of $50,000.

Vacation

University

Upon Employment

Eligible for forty-eight (48) vacation days biennially on a fiscal year basis. Vacation days are available prospectively; they are non-accruable beyond the biennial fiscal year period. Vacation allowances are granted on July 1 of odd-numbered years. Proportional allowances are granted to individuals appointed during the biennial period. (Vacation days do not include Saturdays and Sundays or official university holidays.) Arrangements to take one’s vacation entitlement should be made prior to resignation/retirement; however terminal payoff can be made by agreement with the supervisor.

Effective July 1, 2021, if a supervisor grants an executive manager a terminal payoff, the vacation payoff will be calculated as the remaining unused vacation days within an individual's biennial period up to a maximum of 30 days.

Voluntary Employee Benefits

Waiver of Health Care Coverage

University

Date of employment if enrolled within 30 days of appointment.

If currently covered by another health plan, employees may waive MSU’s coverage in exchange for a cash payment ($600 maximum). Employees have 30 days to enroll or during annual open enrollment. The waiver is not an option when both the employee and spouse or Other Eligible individual* are employed by MSU.