Faculty Handbook

Optional Benefits

Revised 5/2018


Participation in the following benefits is optional for faculty/academic staff appointed 50 percent time or more for nine months or more. Coverage begins if enrollment takes place within 30 days of initial appointment to an eligible status, during an Open Enrollment, or, in the case of Employee-Paid Life, by furnishing evidence of insurability during Open Enrollment period. Failure to enroll during the initial 30-day eligibility period will result in the faculty/academic staff member having to wait until the next annual open enrollment period.

Health Plan Coverage
Coverage is currently provided by Blue Cross Blue Shield of Michigan Community Blue PPO, or Blue Care Network (BCN), or Consumer Driven Health Plan (CDHP). Enrollment can be retroactive to the appointment date if a new employee enrolls within 30 days of the appointment.

Eligible spouses (or Other Eligible Individual) who are eligible to enroll for health plan coverage through other employment must enroll in that coverage if the annual premium cost to the spouse/Other Eligible Individual is $1,200 or less. MSU's health plan coverage then becomes the secondary payer.

Coverage The health plans offered through the University provide coverage for preventive services, office visits, emergency medical care, diagnostic services, maternity care, hospital care, surgical care, and mental health and substance abuse treatment. Preventive services are covered at 100% without copay or coinsurance. All other services may be subject to copays and/or coinsurance. Blue Cross Blue Shield of Michigan Community Blue PPO, Blue Care Network (BCN) and the Consumer Driven Health Plan offer in- and out-of-network coverage. Out-of-network services require a higher out-of-pocket cost.

Prescription Drugs The prescription drug plan is a co-pay plan for generic and brand drugs and is administered through CVS Caremark. Employees may choose to purchase their prescriptions at a participating retail pharmacy, at an MSU pharmacy (Olin Health Center or the MSU Clinical Center pharmacies) or through CVS Caremark's mail order program. (Copays)

Cost MSU provides a monthly University contribution toward the premium for health plan coverage for eligible faculty/academic staff. If an additional premium is required, it will be deducted from the faculty/academic staff's paycheck.
For more information on health care plans, see Health Care on the HR website.

Dental Plan
This benefit can be retroactive to the appointment date if a new employee enrolls within 30 days of the appointment. Coverage is available to official retirees and their eligible dependents or survivors.

Coverage Dental plan coverage is available through Delta Dental, a traditional dental plan or Aetna, a dental maintenance organization (DMO).

The Delta Dental Plan covers fifty percent of the usual, customary, and reasonable cost of preventive, diagnostic, restorative, prosthodontics and orthodontic services. The plan provides an individual maximum of $600 per calendar year for covered charges. Orthodontic coverage is limited to those under 19 years of age and is subject to an individual lifetime maximum of $600.

Aetna DMO utilizes primary care dentists to lower the cost - it is a managed-care dental plan. Members select a primary care dentist (PCD) from the provider network and visit their PCD as needed for treatment and care. Highlights of the plan include:

* Fixed co-pays for services * No annual or lifetime benefit maximums * No annual or lifetime deductibles * Orthodontia is available for adults and children

Cost Premiums are fully paid by the University for full-time faculty/academic staff for the Delta Dental Plan. There will be a premium deduction for the Aetna DMO plan. There may be premium deduction for part-time employees depending on the percent of employment and the number of persons being covered.
For more information on dental plans, please see Dental Coverage on the HR website.

Flexible Spending Accounts (FSA)
Flexible Spending Accounts enable you to save money by paying for some expenses in pre-tax dollars.

Dependent Care Flexible Spending Accounts (Dependent Care FSA)

The Dependent Care Flexible Spending Account (Dependent Care FSA) is a benefit to help you meet your dependent care expenses, such as; child care, elder care or disabled dependent care. It enables you to save money, on a calendar year basis, by paying for dependent care expenses in pre-tax dollars.

Health Flexible Spending Accounts (Health FSA)

The Health Flexible Spending Account (Health FSA) program is a cost effective way to pay for medical and dental plan deductibles/copayments, eyeglasses, contact lenses, orthodontics and other health-related expenses that are not covered by insurance. It enables you to save money, on a calendar year basis, by paying for health related expenses in pre-tax dollars.

For plan changes and vendor information, as well as annual maximum reimbursement amounts for both the Dependent Care FSA and Health FSA, please refer to Flexible Spending Accounts on the HR website.

Basic Employer-Paid Life
The Basic Employer-Paid Life Insurance program provides coverage equal to one year's base annual earnings up to a maximum of $50,000. No application is necessary. Coverage is automatic and effective immediately the first active work day. Beneficiaries are those designated by the employee and may be changed at any time.

The University pays the entire cost of the benefit.

For more information on Employer-Paid Life, see
Life/Accident Insurance on the HR website.

Accidental Death & Dismemberment (AD&D)
Coverage is provided if death or dismemberment results from accidental cause.

Coverage Coverage may be selected for the faculty/academic staff member and the family, if desired, in varying amounts. Beneficiaries are designated by the individual and may be changed at any time.

Cost Cost of the various coverages offered is described in the brochure available in Human Resources.
For more information on AD&D see
Policies and Procedures.

Employee-Paid Life 
A faculty/academic staff member may select employee paid life within 30 days of initial appointment to an eligible status or by furnishing evidence of insurability during Open Enrollment.

The coverage is decreasing term insurance with no cash or loan value. Coverage may be selected in varying amounts up to a $2,000,000 maximum depending on age and plan selected, as shown in the brochure.

Optional dependent coverage (for spouse or Other Eligible Individual and children, if any) may also be selected.

Benefits are payable to the designated beneficiary in the event of death while the plan is in force. Beneficiaries are designated by the faculty/academic staff member and may be changed at any time.

Costs vary according to the plan selected; rates are subject to future group experience.

For more information on Employee-Paid Life, see Life/Accident Insurance on the HR website.

Waiver of Health Plan Coverage
A faculty/academic staff member appointed 50% time or more for nine months or more, who is covered by another group health plan is eligible to waive their MSU health care coverage and receive up to a $600 cash payment. The normal waiver period is January 1 to December 31, with payment to be received the following February. A completed form is not required each year during open enrollment in order to continue participation in the waiver.

The cash payment is considered taxable income.

If other coverage is discontinued, the faculty/academic staff member has 30 days to enroll in an MSU health care plan with the waiver payment prorated.

Individuals newly hired, terminated, going on unpaid leave of absence, or retiring will also receive a prorated payment.

Individuals accrue points based on their employment percent and the number of months they are enrolled in the waiver: 1 point for each month in waiver if full-time; .75 for 3/4-time or .5 if half-time. See chart below.

Points accrued Waiver payments
Full 12 points $600
9 through 11.75 points $450
6 through 8.75 points $300
3 through 5.75 points $150
Less than 3 points $0

1For benefit purposes only, half-time is defined as 50.0-64.9 percent time; three-quarter time is defined as 65.0-89.9 percent time; full-time is 90.0-100.0 percent time.

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