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On behalf of the Division of Human Resources W elcome to New Faculty Orientation!. Dr. Jaffus Hardrick Vice President of the Division of Human Resources. Talent Management & Development Division of Human Resources. EQUAL OPPORTUNITY PROGRAMS & DIVERSITY. August 15, 2012.

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Presentation Transcript
slide1

On behalf of the

Division of Human Resources

Welcome to

New Faculty Orientation!

Dr. Jaffus Hardrick

Vice President of the Division of Human Resources

slide2

Talent Management & Development

Division of Human Resources

equal opportunity programs diversity
EQUAL OPPORTUNITY PROGRAMS & DIVERSITY

August 15, 2012

Presented by Shirlyon J. McWhorter Director EOPD

diversity inclusion a matter of respect faculty training
DIVERSITY & INCLUSION:“A MATTER OF RESPECT”Faculty Training

Presented by S. J. McWhorter, Director EOPD

equal opportunity programs diversity1
EQUAL OPPORTUNITY PROGRAMS & DIVERSITY

Primera Casa Building (PC)

Room 215

Tel. (305) 348-2785

Fax (305) 348-3459

Presented by S. J. McWhorter, Director EOPD

training objectives
Training Objectives

Participants will be able to:

  • Identify the “protected categories” and understand that complaints of discrimination/harassment must be based upon one or more of the “protected categories.”
  • Define and recognize behavior or conduct that can be perceived as sexual harassment.
  • Understand their responsibility when responding to discrimination/ harassment complaints.
  • Respond appropriately to student request for disability accommodations.

Presented by S. J. McWhorter, Director EOPD

protected categories
Gender

Race

Color

Religion

National Origin

Political Beliefs

Marital Status

Age

Sexual Orientation

Veteran Status

Pregnancy

Sexual Harassment

Disability

PROTECTED CATEGORIES

Presented by S. J. McWhorter, Director EOPD

slide8

ADA: American Disability Act

Understanding and Accommodating

Presented by S. J. McWhorter, Director EOPD

disability defined
DISABILITY DEFINED

Disability is defined as:

Having a physical or mental impairment that substantially limits a major life activity (e.g., walking, talking, eating, breathing, seeing, etc.),

Having a record of such impairment, or

Being regarded as having such an impairment, even when no limitations exist

Presented by S. J. McWhorter, Director EOPD

slide10

EOPD appreciates the initiative and proactive measures managers take to accommodate their staff; however, it is of utmost importance EOPD solely grant accommodations to ensure these practices are in compliance with government and university guidelines.

Presented by S. J. McWhorter, Director EOPD

what should you do
WHAT SHOULD YOU DO?

Employee

Student

Refer the student to the Disability Resource Center. This office maintains records on student accommodations.

  • Encourage the employee to submit his/her request to the Office of Equal Opportunity Programs and Diversity, who acts as the ADA Coordinator for the University.

Presented by S. J. McWhorter, Director EOPD

requirement
REQUIREMENT

Under the auspices of the ADA, strict confidentiality requirements on medical information obtained from students, applicants and employees, regardless of whether they have disabilities or not, must be adhered to at all times.

All information obtained from post-offer medical exams and inquiries must be collected on separate forms and maintained in confidential files.

Presented by S. J. McWhorter, Director EOPD

syllabus statement
Syllabus Statement

One suggestion is to put a general statement on the course syllabus:

Note to students with disabilities: FIU welcomes students with disabilities into the University's educational programs. If you have a disability-related need for modifications or reasonable accommodations in this course, contact Disability Resource Center.

Instructors should be notified as early in the semester as possible regarding the need for modification or reasonable accommodations. Since many students have disabilities not readily noticeable this announcement or statement encourages students to identify their needs early in the semester so timely adaptations can be made.

Presented by S. J. McWhorter, Director EOPD

sexual harassment

SEXUAL HARASSMENT

Presented by S. J. McWhorter, Director EOPD

definition of sexual harassment
DEFINITION OF SEXUAL HARASSMENT

Unwelcome sexual advances, requests for sexual favors, and other verbal, physical or pictorial conduct of a sexual nature

Presented by S. J. McWhorter, Director EOPD

two types of sexual harassment
TWO TYPES OF SEXUAL HARASSMENT
  • Quid Pro Quo
  • Hostile Work Environment

Presented by S. J. McWhorter, Director EOPD

facts about sexual harassment
FACTS ABOUTSEXUAL HARASSMENT
  • The act(s) must be Severe or Pervasive.
  • The victim may be male or female.
  • The victim may be a third party.

Presented by S. J. McWhorter, Director EOPD

sexual harassment is it or is it not
SEXUAL HARASSMENT:Is it or is it not?

Presented by S. J. McWhorter, Director EOPD

slide19

RETALIATION

Presented by S. J. McWhorter, Director EOPD

retaliation defined
RETALIATIONDEFINED
  • Retaliation occurs when an employer illegally strikes back at or seeks revenge on an employee or applicant who has participated in a civil rights action which is considered a:
  • Protected Activity
      • Filed a complaint
      • Opposed an unlawful practice.
      • Participated in an investigation
      • Adverse Employment Action
      • Causal Connection

Presented by S. J. McWhorter, Director EOPD

slide21
INTERNAL COMPLAINT

PROCESS

Presented by S. J. McWhorter, Director EOPD

standard procedure
STANDARD PROCEDURE
  • Intake Process
  • Interviews
  • Summary Report
  • Findings
  • Review Process

Presented by S. J. McWhorter, Director EOPD

eopd staff
EOPD STAFF
  • Shirlyon J. McWhorter, Esq.

Director

  • Jonaura Wisdom

Assistant Director

Presented by S. J. McWhorter, Director EOPD

questions

QUESTIONS

Presented by S. J. McWhorter, Director EOPD

the end
THE END

REMEMBER

“IT’S A MATTER OF RESPECT”

Presented by S. J. McWhorter, Director EOPD

slide26

Talent Management & Development

Division of Human Resources

slide27

Introduction to Ethics and Compliance ConsiderationsFlorida International University

New Faculty Orientation*

Leyda Benitez, J.D. University Compliance Officer

August 15, 2012

*Information abridged to accommodate time allotted during New Faculty Orientation

Talent Management & Development

Division of Human Resources

welcome to the university
Welcome to the University

Talent Management & Development

Division of Human Resources

I. Understanding the Compliance basics

II. Understanding the Code of Ethics basics

III. Understanding the IT Security and Privacy basics

IV. Resources

i compliance basics
I. Compliance Basics

Talent Management & Development

Division of Human Resources

The University Compliance Program is a means to an end:

To demonstrate the University’s commitment to a culture that encourages ethical conduct and compliance with laws

ii code of ethics
II. Code of Ethics

Talent Management & Development

Division of Human Resources

  • We are subject to:
    • State of Florida Code of Ethicsfor Public Officers and Employees
    • University regulations and policies and procedures
  • Some situations we must pay particular attention to:
    • Solicitation and acceptance of gifts or favors
    • Contracts and transactions with the University
    • Misuse of public position or confidential information
    • Conflicting employment or contractual relationships
    • Employment of relatives
ii ethics personal gifts benefits
II. Ethics Personal Gifts/Benefits

Talent Management & Development

Division of Human Resources

  • Public officials and employees should:
    • conduct themselves independently and impartially
    • not use their offices for private gain
    • not solicit or accept personal gifts or benefits provided to influence official action
  • See Ethics in Purchasing and Gift Policy No. 140.105
ii ethics personal gifts benefits cont d
II. Ethics Personal Gifts/Benefits (Cont’d)

Talent Management & Development

Division of Human Resources

  • Additional restrictions apply if you are:
    • a state “procurement employee” or
    • a “reporting individual”
  • A procurement employee influences decision-making in the purchase of goods/services of $1,000 or more
  • Examples:
      • Write specifications for bid
      • Select a consultant
      • Recommend purchase of scientific equipment
ii ethics personal gifts benefits cont d1
II. Ethics Personal Gifts/Benefits (Cont’d)
  • purchasing agents
  • finance/accounting directors
  • business managers
  • personnel officials
  • grant coordinators

Talent Management & Development

Division of Human Resources

  • A reporting individual is required by law to file an annual disclosure of financial interests with the Florida Commission on Ethics
  • At FIU, reporting individuals are:
    • board of trustee members
    • president
    • vice presidents
    • deans
    • legal counsel
ii ethics personal gifts benefits cont d2
II. Ethics Personal Gifts/Benefits (Cont’d)

Talent Management & Development

Division of Human Resources

  • What are the restrictions?
    • Procurement employees and reporting individuals cannot
      • solicit any gifts for themselves or immediate family members from lobbyists
      • accept gifts greater than $100 from any lobbyist of the University
    • Reporting individuals cannot accept personal gifts from registered lobbyists in any amount
    • “Lobbyists” include University vendors (prospective, current, or during previous 12 months)
ii ethics outside activities conflicts of interest
II. Ethics Outside Activities/Conflicts of Interest

Talent Management & Development

Division of Human Resources

What needs to be disclosed?

Florida Law:

All outside compensated professional activities and other activities that may create an actual or potential COI between your private interests and your public duties as an employee of FIU

ii ethics outside activities conflicts of interest cont d
II. Ethics Outside Activities/Conflicts of Interest (Cont’d)

Talent Management & Development

Division of Human Resources

Under Florida’s Code of Ethics, a university officer or employee is prohibited from:

  • Doing business with the University in a private capacity
  • Doing business with an entity in which the employee, his/her spouse, or child owns more than a 5% interest
  • Holding an employment or business relationship with an entity that does business with the University
  • Holding an employment or contractual relationship that would create a frequent and recurring conflict
  • Secondary employment must be disclosed/approved by Academic Affairs (faculty)/HR (staff)
ii ethics outside activities conflicts of interest cont d1
II. Ethics Outside Activities/Conflicts of Interest (Cont’d)

Talent Management & Development

Division of Human Resources

Under narrow circumstances specified by law, these prohibitions on doing business with the University do not apply:

  • Formal bid process
  • Sole source
  • Emergency purchase
  • Aggregate transactions do not exceed $500/calendar year
ii ethics outside activities conflicts of interest cont d2
II. Ethics Outside Activities/Conflicts of Interest (Cont’d)

Talent Management & Development

Division of Human Resources

What needs to be disclosed?

Federal Law: Research

  • New disclosure and training requirements under Public Health Service regulations effective August 24, 2012
  • Significant financial interests (SFIs) in relation to the investigator’s institutional responsibilities (SFIs include those of the investigator’s spouse and dependent children)
  • Institution must determine whether the SFI is related to the research and, if so, whether the SFI is a Financial Conflict of Interest that could directly and significantly affect the design, conduct or reporting of PHS-funded research
  • Outside Activities/Conflicts of Interest are disclosed using the electronic portal available at:

http://hr.fiu.edu/index.php?name=conflict_of_interest

ii ethics nepotism
II. Ethics Nepotism

Talent Management & Development

Division of Human Resources

Nepotism (related employees may work at the University provided they do not supervise or control each other)

“Relationship” is defined as individuals related by blood, marriage, or adoption (and also covers “dating,” “residing in the same household,” or “where the employee’s objectivity may be impaired”)

ii ethics safeguarding university resources
II. EthicsSafeguarding University Resources

Talent Management & Development

Division of Human Resources

FIU employees have a responsibility to safeguard university resources

As such, we need to be familiar with the types of improprieties that may occur within our areas of responsibility

In the event we become aware of irregularities, we must notify our supervisor or other designated university representative

ii ethics non retaliation policy and hotline reporting
II. Ethics Non-Retaliation Policy and Hotline Reporting

Talent Management & Development

Division of Human Resources

  • The University has a strong non-retaliation policy for University employees who report in good faith

Fraud Prevention and Mitigation/University Responsibility and Response Policy No. 140.110

  • Concerns can be reported on an anonymous basis using the ethics and compliance hotline
  • Hotline provided by EthicsPoint is available 24/7, 365 days, via 888-286-5154, or via the Internet at http://www.fiu.ethicspoint.com
iii it security privacy basics laws protect highly sensitive data
III. IT Security/Privacy BasicsLaws protect highly sensitive data

Talent Management & Development

Division of Human Resources

  • Examples of highly sensitive data:
    • Social security numbers
    • Student education records [FERPA]
    • Personally identifiable financial information
    • Personally identifiable health information
    • Research data
  • Hard Copy—Store in file cabinets w/locks and in a location that is locked except during business hours
  • Electronic—Must be encrypted while stored and accessed via a unique name/identifier
    • Data Stewardship Procedure No. 1930.020a
slide43

Know Your Safeguards

Receive/Create

Access

Disclose

University maintainsand keeps “secure” [Confidential, Integrity, Available]

Technical / Administrative

And Physical Safeguards

Federal / State Laws Control

Maintain

Destroy

Information created

or received

Talent Management & Development

Division of Human Resources

iii it security privacy basics
III. IT Security/Privacy Basics

Student education records (FERPA)

Talent Management & Development

Division of Human Resources

student education records ferpa directory information at fiu cont d
Student education records (FERPA) Directory Information at FIU (Cont’d)

Talent Management & Development

Division of Human Resources

student education records ferpa cont d
Student education records (FERPA) (Cont’d)
  • If not directory information, then need the student’s consent (for external disclosures)
  • Within FIU, faculty, administrators, staff and consultants employed by FIU BOT or BOG may access student education records for their work if it involves the performance of:
    • Administrative, supervisory or instructional tasks which relate to students
    • Services which benefit students
  • Other persons specifically authorized by federal and state law may also access
    • Regulation FIU-108, Access to Student Education Records

Talent Management & Development

Division of Human Resources

student education r ecords ferpa cont d
Student Education Records (FERPA)(Cont’d)

RULES OF THE ROAD

  • Don’t:
  • Disclose non-directory information without the written consent of the student
  • Use name, SSN or Panther ID number to publicly post grades
  • Discuss a student’s education record in class or with other students, or leave graded papers in a stack or unsecured location
  • Share your password or leave your computer logged-in and unattended
  • Share education records with any faculty or staff at FIU unless that individual has a legitimate educational interest
  • Provide anyone with a student enrollment list, class schedule, or assist someone in locating a student on campus, unless a legitimate educational interest exists
  • Do:
  • Learn FIU’s designated Directory Information
  • Pay attention to the confidential indicator on PantherSoft system to determine if student has opted out of the directory
  • Learn who is your College/School’s IT Security Administrator and how to reach the IT Security Office: (http://security.fiu.edu/)
  • Use strong passwords
  • Learn College/School specific policies & procedures regarding FERPA
  • Keep student education records in a secure location (hardcopy or encrypted)

Talent Management & Development

Division of Human Resources

iv resources
IV. Resources

University Compliance Directoryhttp://compliance.fiu.edu/directory.htm

University Policies and Procedureshttp://policies.fiu.edu/

FIU Ethics and Code of Conduct http://compliance.fiu.edu/ethics.htm

Division of Researchhttp://research.fiu.edu/compliance/compliance.htmlEnvironmental Health and Safety (EHS)http://www2.fiu.edu/~ehs/safety_training/

Equal Opportunity Programs & Diversityhttp://hr.fiu.edu/index.php?name=equal_opportunity_programs

IT Security Officehttp://security.fiu.edu/Office of the General Counselhttp://generalcounsel.fiu.edu/Office of Internal Audithttp://www.oia.fiu.edu/University Police Departmenthttp://police.fiu.edu

FIU Ethics and Compliance Hotline:

(24 hours/365 days)

Tel. 1-888-286-5154

http://www.fiu.ethicspoint.com

http://www.ethicspoint.com

Talent Management & Development

Division of Human Resources

slide49

University Policies & Procedures Library

http://policies.fiu.edu/

Search byKey Word

Search by Subject Category

Search by Table of Contents

Search by Titles A-Z

Search by UniversityArea

Various Search Functions Allowed

Talent Management & Development

Division of Human Resources

slide50

University Compliance Office

Florida International University

Modesto Maidique Campus

11200 S.W. 8th Street – PC 520

Miami, FL 33199

Telephone: (305) 348-2216

Facsimile: (305) 348-7657

compliance@fiu.edu

Leyda Benitez

Associate Vice President, University Compliance Officer

and Interim Privacy Officer

JoAnn Bova

Assistant Director and Paralegal

Nelson Perez

Assistant Compliance Officer

Claudia Zapata

Administrative Assistant

Talent Management & Development

Division of Human Resources

questions1
Questions?

Talent Management & Development

Division of Human Resources

slide52

Talent Management & Development

Division of Human Resources

slide53

Florida International University

Payroll Essentials

August 15, 2012

slide54

Agenda

  • hr.fiu.edu as a resource
  • PantherSoft HR
    • my.fiu.edu
    • m.fiu.edu
    • Employee Self Service (ESS)
    • Manager Self Service (MSS)
    • Direct Deposit
    • Time & Labor
  • On-line Training
  • Payroll Calendar
  • 9/12 Program
slide59

FIU Mobile

m.fiu.edu

  • Web/Browser Based and native mobile device support
  • Multi-platform Support
    • iOS
    • Android
    • Blackberry
slide68

9 over 12 month Deferred Earnings Program(DEP)

  • Available for all 9 month Faculty
  • Enrolled no later than 2nd Pay Period of Fall Semester
    • (i.e. by 08/22/2012)
  • First Deferral on 09/07/2012 Paycheck
    • - 19 Deferrals to cover 6 Paychecks in the Summer
slide70

Talent Management & Development

Division of Human Resources

slide71

Office Of Employee Assistance

“Help Within Reach”

slide72

Our Mission

  • Enhance the quality of life of FIU faculty and staff
  • Improve personal and organizational effectiveness
  • Create a healthier campus community

Office of Employee Assistance

slide73

Meet Our Staff

Dr. Kate Kominars

Licensed Psychologist & Director

Dr. Minca Brantley

Licensed Psychologist

Dr. Jose A. Miranda

Licensed Psychologist

Office of Employee Assistance

slide74

OEA offers Free and Confidential Services for FIU Employees and Immediate Family Members

  • Consultation
  • Assessment
  • Referral Services
  • Counseling or Coaching

Office of Employee Assistance

slide75

OEA Clinical Staff can provide brief counseling which may include…

  • Support and Encouragement
  • Recommendations for new strategies
  • Opportunities to explore options and alternatives
  • A safe environment …

Office of Employee Assistance

slide76

Stress

Relationship Difficulties

Financial Issues

Parenting

Bereavement

Eldercare

Substance Abuse

Work concerns

Office of Employee Assistance

slide77

No need to feel lost in a crowd

Office of Employee Assistance

2012 faculty connections
2012 Faculty Connections
  • Facebook Page
  • Hosted by OEA
  • Dedicated to connecting incoming 2012 faculty members
  • Avenue by which resources can be distributed and communication maintained
  • To join this page, logon to Facebook and search for FIU 2012 Faculty Connections
slide79

The Office Of Employee Assistance

Can Help!

Call Us! 305-348-2469

Appointments at both MMC & BBC

www.oea.fiu.edu

Office of Employee Assistance

slide80

Talent Management & Development

Division of Human Resources

benefits administration

Evelyn Rodriguez, Benefits Director

Janik Collin, Assistant Director

Larysa Mysyk, Assistant Director

Lourdes Fonnegra, Coordinator

Alicia Pena, Coordinator BBC

Mariela Varona, Coordinator

Martha Montoya, Senior HR Associate

Andrew Hart, Senior HR Associate

Mary Cruz, Workers’ Compensation Coordinator

Cintia O’Reilly, FMLA Coordinator

Benefits Administration

slide82

AGENDA

  • Introduction
  • Enrollment Opportunities
  • Benefits Summary
  • Supplemental Insurance Options
  • Retirement Options
  • Benefits Enrollment Workshops
  • Enrollment Timeline
state benefits
STATE BENEFITS

Health

Dental

Supplemental

Life Insurance

Accident Disability

Vision

FSA/HSA/LMRA

  • Plan Administrator: 1-866-663-4735 People First http:/peoplefirst.myflorida.com
enrollment contact information
Enrollment & Contact Information

State Benefits Plan Administrator : People First

    • 1-866-663-4735
  • People First http://peoplefirst.myflorida.com

Division of Human Resources Benefits Administration

  • Location: PC 224
  • Phone numbers: 305-348-2181to schedule appointment
  • Website:www.fiu.edu/hr

84

introduction
Introduction

FIU BENEFITS

Legal Insurance

Life Insurance

Long Term Care

Long Term Disability

retirement benefits
Retirement Benefits

State Retirement:

  • Pension
  • Investment
  • ORP Eligible
    • Coordinator or above
    • Faculty
    • COM (mandatory for any teaching position)

Voluntary Retirement:

  • TDA/403 (b) (FIU)
  • 457 Deferred Compensation (State)
enrollment opportunities
Enrollment Opportunities
  • New Hires
    • Eligible to enroll within 60 days from hire date
    • Coverage effective first of the month following enrollment/payment
  • Qualifying Status Change (QSC)
    • Must occur within 31 days of the event
  • Open Enrollment Period
    • Once a year in the fall: October 8– November 2, 2012
    • Coverage effective January 1st, 2013
eligible dependents
Eligible Dependents

Spouse ♦ Dependents

Must provide proof of relationship

  • Children, from birth through the end of the calendar year in which they turn age 26
  • Social Security Number (For those who are unable to obtain a social security number, please contact the benefits office at 305.348.2181)
  • Disabled dependents are covered for the length of their disability

Same Sex Domestic Partners – Health Insurance Stipend available; contact the Director of Benefits, Evelyn Rodriguez at 305.348.2464 or rodrige@fiu.edu

Over Age Eligible Dependents – Certain criteria apply; Enrollment information available on Benefits website

All employees and dependents must provide a valid social security number to be effectively covered.

For those who are unable to obtain a social security number, please contact the benefits office at 305.348.2181.

health insurance premiums
Health Insurance Premiums

Insurance (Pretax) Premiums for Full Time Employees*

PPO & HMO

  • Monthly Health Premiums
    • Employee contributions: $50 Individual /$180 Family
    • Employer contributions: $499.80 Individual/1063.34 Family
  • Monthly Health Premiums (9-month Faculty)
    • Single premiums from September through January
    • Double premiums from February through 1st paycheck in May

Health Investor Plans Monthly premiums

  • Employee contributions: $15 Single / $64.30 Family
  • Employer contributions: $499.80 Individual/1063.34 Family

*Part Time (PT) Employee premiums are pro-rated

  • Monthly Employer Contributions for all health plans:
              • $ 499.80 Individual
              • $ 1,063.34 Family
spouse program
Spouse Program

Definition of eligibility

  • Both employees need to be employed full time by a State agency (such as other Public Universities, DOT, FDLE, DCF etc.)

Premiums

  • Employee pays $15/monthly each
  • Employer pays $606.68/monthly each

Requirements

  • Enrollment forms must be completed within 31 days, with plan administrator, People First

Responsibilities

  • If one participant terminates employment, People First and the Benefits dept. must be notified, and either cancel coverage or change to Family coverage
cobra consolidated omnibus budget reconciliation act
COBRAConsolidated Omnibus Budget Reconciliation Act

Continuation of existing group health benefits

  • Eligibility
    • Termination of Employment
    • Dependent overage
  • 18 months or 26 months if retirement
  • Cost: Full Premium cost + 2% administration fee
health insurance plans pharmacy
Health Insurance Plans & Pharmacy

Health Insurance

  • Preferred Provider Organization (PPO)

– Blue Cross Blue Shield

  • Health Maintenance Organization (HMO)
    • AvMed
    • Coventry Health Plan
  • Health Investor Plan (HIP)
    • HMO, AvMed or Coventry
    • PPO, Blue Cross Blue Shield

Prescription/Pharmacy (included with health plan)

    • MEDCO (separate card)
    • Employee receives two cards regardless of plan selected
    • Copays $7/$30/$50
health insurance plans
Health Insurance Plans

Standard PPO Plan

Blue Cross Blue Shield of Florida (Nationwide Coverage)

  • Deductibles:
    • In Network: $250 Single, $500 Family
    • Out of Network: $750 Single, $1,500 Family
  • Co-insurance:
    • Employee 20% / Insurance 80%
  • Co-pay: Preventive/Routine visit
    • $15 PCP
    • $25 Specialist

Prescription plan / MEDCO:

$7/$30/$50

PPO plans are subject to pre-existing conditions limitations except for children up to 19 years old

health savings account
Health Savings Account
  • Mandatory with HIP Plan
  • An HSA is like a personal savings account for healthcare, however it is tax-free
  • Balance carries over into next year
  • Pays for cost of medical, dental or vision care services not covered under HIPs
  • Annual Amounts are divided by 24 paychecks *
  • Enrollment through People First directly
  • *19 paychecks for 9 month employees
flexible spending accounts fsa pre tax contribution
Flexible Spending Accounts [FSA] Pre-tax Contribution
  • Medical : ($5,000 max. /$60 min.)
    • Eligible healthcare (incl. dental) expenses (co-pays, co-insurance and deductibles)
  • Dependent Care: ($5,000 max. /$60 min.)
    • Any child under the age of 13
    • A disabled child
    • Parent
  • Plan Features
    • Reduces federal and FICA taxes
    • Employee may incur expenses through March 15, 2013
    • January 1 – December 31 (unless changes are made during Open Enrollment)
    • Submission of claims – due April 15th of the following year
    • Credit Card available for MRA benefit
    • Use it or Lose it!

January 1, 2013 Maximum Medical FSA Reduced to $2,500

state life insurance plans
State Life Insurance Plans
  • Basic Term Life Insurance (Pre tax)
  • Provided by Minnesota Life Insurance Company
  • Face value $25,000
  • Optional Term Life Insurance (Post Tax)
  • 1 to 7 times employee’s salary to a cap of $1,000,000
      • Medical Underwriting required:
          • if electing 6 or 7 times
          • or face value is greater than $500,000
            • Fill out beneficiary Form online
dental insurance plans
Dental Insurance Plans
  • 1. Prepaid Plans (DHMO):
    • CompBenefits
    • United HealthCare
    • Assurant
    • CIGNA
    • 2. Standard statewide dental DPPO: (in or out of network)
    • CompBenefitsPPO – Receive care from any dentist (Open Access)
    • 3. Dental Indemnity with DPPO network plan:
    • Receive care from any dentist
    • Deductible $50 / person
    • 4. Dental Indemnity plan:
    • CompBenefits: Deductible $50 / person
vision insurance
Vision Insurance
  • Humana Vision Care
    • Pre-tax
    • Two Options:
      • Exam Plus plan:
        • Comprehensive eye exam
        • Materials

Employee pays monthly premium:

      • Materials Only plan:

Employee pays monthly premium:

www.Humana VisionCare.com/custom/FL/

supplemental insurance plans
Supplemental InsurancePlans

FIU Benefits

  • Gabor Agency
    • Disability
    • Long Term Care
    • Gabor Life
  • Arag
    • Legal Plan
  • State Benefits:
    • Cancer
    • Hospitalization
    • Intensive Care
    • Accident and Disability Plans
sick leave pool
Sick Leave Pool
  • Covers Employee only during illness
  • Eligibility
    • Benefits-eligible employee (part-time or full time) for a period of 6 months
    • Invitation is sent via email to employee after 6 months of employment;
    • Can join if accrual of 40 hours (full time) or 20 hours (part-time) of accrued leave is in place
  • Enrollment
    • Donation of a minimum of 8 hours (full time) or 4 hours (part-time) required
  • Catastrophic Pool
    • Any major illness or injury that does not allow an employee to return to work for a period of time
    • Hours may be donated from one employee to another
tuition waiver program
Tuition Waiver Program

Eligibility:

  • Must be a full time employee
  • Available Immediately
  • Be admitted as a degree seeking undergraduate student or
  • Admitted by a graduate program
  • Or enrolled as a special student taking courses specifically related to job assignments
  • Maximum (6) credit hours of on-campus courses /per employee/per semester
  • Maximum (10) credit hours of on-campus courses for dependents (total combined maximum employee/dependent)
  • Covers in-state tuition only (courses at FIU only)
  • Must earn a grade of “B” or better, otherwise tuition payment must be reimbursed to the University
  • Dependent Coverage
    • Spouse, Child (up to age 25) or same sex-domestic partners
post tax insurance options

Disability Insurance

Income Protection

Post-Tax Insurance Options
  • Gabor Agency
    • Benefit equal to 66 2/3 of your basic monthly salary subject to:
      • $15,000 monthly maximum benefit
      • $100 monthly minimum benefit
  • Option I Long Term Disability : 30-day elimination period (benefits begin on the 31st day of disability = smaller deductible)
  • Option II Long Term Disability : 90-day elimination period (benefits begin on the 91st day of disability = larger deductible)
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Long Term Care

Insurance [LTC]

  • Gabor Agency:
    • Eligible employees can apply for coverage on a Simplified Issue basis
      • Limited underwriting within the first 60 days of employment
      • Coverage (with Group discount) is available for employee, spouse, parents, grandparents, in-laws and parents-in-law
    • Benefits based on selected coverage level Contact Representative
    • Coverage is fully portable
    • Issued through John Hancock Life Insurance Company
  • Examples of LTC coverage:
  • Provide assisted living facility care
  • Provide nursing home care
  • Provide home health care
  • Offer homemaker services
  • Offer caregiver training
  • Provide physical, speech, and occupational therapists
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Life Insurance

Guaranteed issue to new employees during the first 60 days

  • Gabor Agency:
  • GROUP (Renewable) TERM
  • Low cost term life insurance  
  • Underwritten by UNUM Life Insurance Company
  • Up to three times their annual salary,
  • Maximum limit of $150,000
  • Employee spouses are also eligible for guaranteed coverage up to $25,000
  • This coverage may be continued at retirement up to $20,000 if payroll deducted through FRS

Renting

LIFE INSURANCE

  • Renewable Term
  • Level-premium Term
  • Return-of-Premium Term
  • Universal (with Guaranteed No-Lapse)
  • Variable Universal
  • Whole Life

Symetra Life Insurance Company

  • Up to four times your annual salary
  • Maximum limit of $250,000
  • Offers up to $25,000 on a guaranteed issue basis to spouses
  • Fully portable at the same rate upon termination of employment or retirement
  • Lifetime guaranteed Universal Life

Owning

health insurance enrollment timeline
Health Insurance Enrollment Timeline

October

September

August

And

17

1

15

16

16

1

Through

30

13

Through

September 30, 2012 deadline for October health benefits Coverage.

Employee needs to pay by check if enrolling after September 13 for October coverage.

Benefits Enrollment labs available

August 31, 2012 deadline for September health benefits Coverage.

Employee needs to pay by check for September 1 coverage.

Deadline to enroll for benefits (60 days from date of hire 8/17/12) October 16thfor November healthBenefits Coverage

Employee needs to pay by check if enrolling after October 11 for November coverage

Benefits Enrollment

Benefits Enrollment

& Labs

Benefits Enrollment

Enrollment Election Deadlines

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Important Dates:

  • 1) Health Insurance Enrollment Deadline: October 16, 2012
  • (60-day deadline)
  • 2) Annual Open Enrollment: October 8, 2012 – November 2, 2012
  • Coverage Effective January 1, 2013
  • Failure to Enroll, results is No Benefits Coverage available for One year,
  • until the next Annual Open Enrollment Period with coverage effective January 1, 2014
  • 3) Retirement Plans:
    • ORP 90-day deadline date is November 15, 2012
  • Default to FRS Pension Plan
    • Default to FRS Pension Plan is November 16, 2012
    • FRS Investment Plan is February 13, 2013
  • Default to FRS Pension Plan
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Talent Management & Development

Division of Human Resources

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Retirement

Presented by

Richard Akirmaian

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Retirement PlansPlans

  • All employees [Exempt, Non-Exempt]may choose:
    • Florida Retirement System Pension plan [FRS pension]
      • Defined Benefit plan
      • 8 years vesting (newly enrolled employees as of 7/1/2012)
      • 3% Employee contribution required
      • Eligible to enrolled in Deferred Retirement Option Program [DROP]
      • Normal retirement at age 65 with 8 yrs FRS or 33 years service regardless of age
      • Default enrollment
    • Florida Retirement System Investment plan [FRS Investment]
      • Defined Contribution plan
      • End of 5th month following month of hire to enroll
      • 1 year vesting
      • 3% Employee contribution required
      • 6.3% Contribution to employee’s account (which includes 3% employee mandatory contribution)
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RetirementPlans

  • Exempt Employees and Faculty may also choose:
    • State University System Optional Retirement Program [SUSORP aka ORP]
      • Immediate vesting
      • Must Select Annuity Company within 90 days of date of hire to enroll
      • Employer contributions 5.14%
      • Employee contribution 3% required
      • Voluntary employee contribution up to 5.14% maximum with option to enroll in separate 403(b)
      • Subject to IRS limit ($17,000 or $22,500 over age 50)
  • ORP State Approved Companies:
  • ING
  • Jefferson National
  • MetLife
  • TIAA-CREF
  • Valic
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Tax Deferred Annuities & Mutual Funds Companies / 403(b)

May defer up to $17,000

Additional $5,500 over age 50

Must meet criteria for retirement to withdraw without penalty

Several Companies to choose from:

Deferred Compensation (457)

No penalty for withdrawal after 30 days of termination

Set up directly through State at: www.myfloridadeferredcomp.com

May defer up to $17,000

Additional $5,500 over age 50

Voluntary RetirementPlans

  • T. Rowe Price
  • Vanguard Group
  • Symetra
  • Valic
  • ING
  • Jefferson National
  • MetLife
  • TIAA – CREF