All full-time staff and faculty are eligible to participate in Stetson University benefit programs on the first of the month following their date of hire. Please refer to the schedule of 2015 premiums for details on employee benefit costs.
All benefits listed are subject to change. This document is designed to be a condensed informational brochure of Stetson University's benefits for employees and prospective employees and should not be construed to constitute university policy. It does not replace any Certificates of Insurance or Summary Plan Descriptions. Detailed benefit certificates and Summary Plan Descriptions are available in the Office of Human Resources. All specific questions concerning benefits should be directed to the Office of Human Resources.
Click each heading to read detailed information about the employee benefit.
Florida Blue (formerly Blue Cross and Blue Shield of Florida) is the university's group health administrator. Employees have a choice between an HMO or PPO group health plan. The university contributes 60 percent of the total insurance premium; the remaining 40 percent is paid by the employee. The employee's monthly 40 percent contribution is listed below for each health plan:
|Employee + Spouse||$421.82||$632.04|
|Employee + Child(ren)||$383.14||$580.50|
- Understanding Your Coverage: BlueCare HMO
- Understanding Your Coverage: BlueChoice PPO
- BlueCare HMO vs. BlueChoice PPO: A Side-by-Side Comparison
- Summary of Benefits and Coverage: BlueCare HMO
- Summary of Benefits and Coverage: BlueCHoice PPO
Elections must be made within the first 30 days of employment. Acceptance in a PPO plan is subject to the pre-existing conditions clause and federal regulations.
Domestic Partner Benefits
Stetson University is committed to the equitable availability of family benefits and privileges among both married employees and those employees living in certified domestic partnerships. Therefore, the following benefits are available to employees living in certified domestic partnerships in accordance with certain eligibility guidelines:
- Health, Dental and Vision insurance
- AFLAC insurance
- Voluntary Dependent Life Insurance
- Tuition Waiver
- Employee Assistance Program
- Facility privileges such as library utilization, athletic events, concerts, discount meal program, etc.
Dental Insurance/Vision Care
Employees may voluntarily participate in dental insurance offered by Delta Dental and vision care offered by VSP. In these cases the employee pays 100 percent of premiums.
Dental Insurance Information
Vision Care Information
Short-Term and Long-Term Disability Insurance
Benefit-eligible employees are qualified for participation in short-term and long-term disability insurance. This insurance is provided at no cost to employees; however, any income received under these plans is taxable income.
- Employee certificate
Stetson University sponsors a group term life insurance plan and accidental death and dismemberment policy for full-time employees. The insurance is at no cost to the employee and is provided in an amount equal to an employee's gross base annual salary rounded up to the nearest $1,000 increment. The minimum policy equals $20,000 and the maximum policy equals $50,000. Employees have the option to purchase additional voluntary life insurance at group rates.
Employees also have the option to purchase additional voluntary and dependent term life insurance through the same provider. All full-time employees are eligible to participate in this plan. The employee is responsible for one hundred percent of this optional premium. The voluntary life insurance must be purchased in increments of $10,000 up to five times annual base salary up to a maximum of $350,000, whichever is lower.
Supplemental insurance policies are also available to eligible employees and their spouse and dependents to include:
- Intensive Care
- Recovery Plus
- Personal Accident
- Long Term Care
- Supplemental Short Term Disability
- Hospital Indemnity
- Hospital Riders
Employee Assistance Program (EAP)
Stetson University offers independent and confidential counseling services for all employees and their dependents through Aetna Resources for Living. Services are available at no cost for individuals experiencing difficulties with stress, emotional problems, alcohol and/or drug abuse or financial problems. The trained counselors talk with you about your concerns and give guidance and resources. The E.A.P. provides assistance on a variety of issues, including:
- Stress or personal problems
- The loss of a loved one
- Family matters, including relationship issues
- A job loss
- Financial and legal issues
- An alcohol or drug abuse problem
Employees and their household members can use the E.A.P. for free as soon as they become an employee. If the employee and/or dependent(s) need more specialized services or treatment, such as legal or financial services, or treatment for substance abuse, the E.A.P. will make referrals for additional treatment that may have an additional cost.
Contact the E.A.P. at 800-272-7252 or www.horizoncarelink.com (username: STET, password: STET).
Flexible Spending Accounts
Each calendar year, all full-time employees are eligible to participate in Stetson University's flexible spending accounts. Stetson University offers a medical/dental and childcare reimbursement account. Participation in flexible spending is designed to reduce the employee's taxable income reported to the IRS.
Full-time employees, their spouse and dependent children* are eligible for tuition waiver upon completion of the 90-day probationary period (faculty may use the tuition waiver immediately). Both employees and dependents must apply for student status by downloading and filling out the Tuition Waiver Form and submitting it to the Office of Human Resources.
* Eligible dependents, as defined by the Internal Revenue Service and certified domestic partners and domestic partner's children.
Stetson University provides an employer-funded Defined Contribution 403(b) Retirement Plan for benefit eligible employees who work at least one thousand (1,000) hours per year and whose employment is not incidental to their education program(s) at Stetson University. There is an additional employee elective deferral option available under the plan that enables employees to further augment retirement savings with their own contributions.
All exempt employees are paid monthly, on the last business day of the month. Non-exempt employees are paid bi-weekly on Fridays. The university offers direct deposit services with many local banking institutions and encourages employees to participate.
Stetson University employee identification cards are issued to all employees at the time of employment. Identification cards are also available for spouses, partners and dependent children of employees.
All full-time (non-faculty) employees will accrue vacation time the first of each month. Vacation pay rate will be based on the employee's normal rate of pay. Any vacation time exceeding 30 days on December 31st will be removed from the individual's record.
|Years of Employment||Rate Per Month||Annual Days|
|1 - 2||6.25 hours||10|
|3 - 4||7.5 hours||12|
|5 - 9||9.38 hours||15|
Sick leave will accrue based on the employee's normal rate of pay at the rate of 7.5 hours per month which begins the first of each month.
The university acknowledges 12 holidays per year for full-time and part-time employees with regular status and are paid only if the holiday occurs during a period of time the employee is normally scheduled to work. The rate of pay will be based on the regular hours the employee is scheduled to work. Employees on leave will not be eligible for holiday pay. Employees scheduled to work on a holiday will be paid time and one-half their normal rate and receive an alternate day off with pay. Holidays include:
- New Year's Day
- Martin Luther King Day
- Good Friday
- Memorial Day
- Independence Day
- Labor Day
- Thanksgiving (two days)
- Christmas Holiday (three days)
- New Year's Eve
The university's online calendar of events has a comprehensive list of upcoming holidays.
Recreational Facilities and Campus Activities
The recreational facilities on campus may be used by employees and their dependents at no cost, provided it does not interfere with student activities. Admission to certain intercollegiate athletic events and other campus activities are waived upon presentation of the identification card.