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Many changes can occur in your time here at Stetson, and many of those will impact your benefits. Here you will find information that can help make those changes easier to handle.
New Employees
New employees can find information about orientation schedules, payroll schedules, and checklists to help you make the most of Stetson’s varied benefits offerings.
Leaves of Absence
Going on paid or unpaid leave? Both have an impact on your benefits.
Status Changes (Marriage, divorce birth/adoption, etc.)
Status changes are the most common types of changes made to benefits plans.
Termination
While we hope you decide to stay with us for a long time, if you do decide to leave the university, we can help ensure that your benefits are in order.
Welcome to the Stetson University Family!
We are happy to have you, and we will be more than happy to help you decide on the appropriate benefits to meet your unique needs. Below you will find links to information that will help you make a seamless transition into your new job!
New Employee Orientation
New Employee Orientations are held by appointment. Contact Sheila Byron at (386) 822-8710 to schedule your orientation session.
Payroll Schedules
When do I get paid??? Learn about Stetson’s payroll schedule by clicking here.
New Employee Benefits Checklist
Print out our checklist so you don’t miss any deadlines for your benefits! Remember, our benefits staff is always here to help you too, but this may help you organize your important benefits decisions!
New Employee Benefits Checklist
LEAVE OF ABSENCE – HOW IT AFFECTS INSURANCE
Leave of Absence With or Without Pay
Under special circumstances, the University may grant paid and unpaid leaves of absence on a case-by-case basis. All requests for special leaves of absence must be submitted to the appropriate Dean or Vice President for consideration. The employee requesting the leave shall receive a copy of the final approved leave arrangement, with a copy sent to the Director of Administrative Services. Persons on approved unpaid leave are responsible for paying the employee portion of benefit premiums.
Nine-month Faculty to Twelve-month Faculty
Insurance
Employees continue the same insurance. The faculty member should contact the Human Resources Benefits Section to ensure proper deductions for health, life, supplemental insurance, and reimbursement accounts and should contact the Human Resources Benefits Section to ensure proper deductions, as well as other miscellaneous payroll deductions.
Qualifying Status Changes
State and federal regulations prohibit additions, changes or cancellations of enrollment in pre-tax plans unless an enrollee experiences a certain type of change known as a "Qualifying Status Change event," or "QSC."
Qualifying Status Change events include such events as a change in employment status (e.g., beginning or terminating employment with a new employer), a loss of insurance coverage and certain changes in personal status (e.g., marriage, having children or acquiring new dependents).
Enrollees must submit the appropriate forms and documentation to Human Resources within prescribed time periods to make benefit changes based upon their occurrence of a QSC. Note: Changes must be made within 30 days after the event has occurred. After the 31-day deadline, employees must wait until the annual open enrollment period to make the necessary changes.
Terminating Stetson Employment
If you are terminating employment with Stetson University, please contact Benefits. Contacting a benefits representative will ensure you understand what will happen to your coverage(s), how long they will continue, what paperwork you need to complete, and your options for continuing or converting coverage.
Insurance Coverage
Because premiums for health insurance plans are paid for the month of, you are eligible to maintain those coverages for the month of terminating.
Reimbursement Accounts
Medical reimbursement account plan participation ends following termination of employment.
Dependent day care reimbursement account plan participation ends following termination of employment.
Updating Your Address
Prior to leaving employment, you should also update your W-4, which is available through the Payroll Section. Doing so will ensure that you receive your W-2 forms and any other notifications such as under- or over-payment of premiums, an application for continuing health insurance coverage via the Consolidated Omnibus Budget Reconciliation Act (COBRA), and/or any updated insurance cards.
Consolidated Omnibus Reconciliation Act (COBRA)
Individuals who terminate their employment with the Stetson University are eligible to continue their Group Health, Dental and Vision Insurance for up to 18 months.
Once the employee’s record has been updated in the HR system stating their termination, the Benefits section will mail a COBRA package to the individual’s home (within 5-7 business days). The individual may then elect to continue their insurance with the COBRA plan. Reminder: Please update your W-4 information with HR to insure timely arrival of your COBRA package.
The individual has 60 days to notify Stetson if they want to elect COBRA coverage. If the decision has been made to continue coverage through COBRA, the length of coverage will last up to 18 months (the individual may elect coverage from the provider companies directly, after they have been on COBRA for 18 months).
Premiums are paid in full by the employee, plus a 2% administrative fee; Stetson does not contribute any money towards the individual’s premiums.
Benefits that can be continued through COBRA coverage are Health, Dental and Vision. Individuals wanting to continue life and supplemental insurance, must contact the provider companies directly for the continuation forms. | 
