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 2017 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.
United Healthcare is the university's group health administrator. Employees have a choice between the Choice and Choice Plus group health plan. The university contributes approx. 60 percent of the total insurance premium; the remaining 40 percent is paid by the employee. The employee's monthly contribution is listed in the premiums chart above.
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 $250,000. 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 https://www.resourcesforliving.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 (full-time faculty are eligible for this benefit immediately). Employees eligible for this benefit must complete the Tuition Waiver Form and submit it to the Office of Human Resources for approval each semester.
* Eligible dependents, as defined by the Internal Revenue Service
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. Accrued sick time may be allowed to exceed 30 days; however, all accrued sick time over 30 days will be removed from the books on December 31 of each year.
The university acknowledges 12 holidays per year for full-time and part-time employees with regular status, and they 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.
Rights and Privileges of Retired Faculty
No faculty member gains new rights or privileges in the University upon retirement, but many of those rights and privileges enjoyed prior to retirement continue to be extended. This is a summary of those rights and privileges, which also extend to spouse or domestic partner, including after the death of the retiree.
Access to most cultural and recreational facilities in the University, as well as to some buildings, requires a Stetson identification card. Retired faculty are entitled to a retiree identification card that will provide such access.
The library use privileges enjoyed by standing faculty are continued for retired faculty members.
Retired faculty may receive a parking permit for Faculty-designated lots on the DeLand campus.
Faculty tuition scholarship benefits are continued if the retiree was eligible for such benefits at the time of retirement. Tuition benefits for dependent children are continued unchanged on retirement, and indeed even after the death of the retiree. Retirees wishing to observe or visit a classroom, lab, or lecture must gain permission from the instructor of that course to eliminate disruption of testing and ensure there is appropriate seating available.
Participation in Governance
By invitation of the dean, retired faculty members may attend meetings of their school faculties and may participate in the work of committees of those faculties. For retired faculty based on the DeLand campus, the right to attend Faculty Senate Meetings is extended to retired faculty by the by-laws of the Senate. Retired faculty have no voting rights in meetings or on committees, except as the elected retiree representative on the Faculty Senate.
Email and Web Pages
Retired faculty may continue to use their University e-mail and Webpage accounts.
Cultural and Recreational
Retired faculty members who have acquired a retired faculty ID card are permitted to use this card to attend recreational and cultural activities. Fees and discounts are assessed/applied at the same rate as standing faculty.
Office and Work Facilities
Assigned office space is generally only available to faculty who are actively teaching at the University. In exceptional situations, and based on availability, provisions for work space and equipment are determined by the dean of the college/department chair prior to retirement. The specifics of each arrangement will be designated through a written agreement and are subject to adjustment at the discretion of the department chair should the needs of the department or school/college change. The terms of the agreements will be valid for one academic semester/year.
Teaching and Mentoring
Continued teaching in areas of special expertise and mentoring junior colleagues, mutually beneficial avenues of continued engagement, may be available to retired faculty. The University has the right but not the obligation, in its sole discretion, to consider a request from the Faculty Member for a post-retirement appointment as “Adjunct Professor” as stated in the University’s policies. Any such requests for post-retirement appointments (by Faculty Member or by the University) will be considered by the University and the Faculty Member based on their respective needs and commitments at the time.
With these rights and privileges come the responsibility of adhering to the policies and upholding the values of Stetson University. The University has the right to revoke any/all privileges listed above should the University determine that the retiree has engaged in activity that runs counter to institutional values or violated university policies.