Employee Benefits
All full-time staff and faculty are eligible to participate in Stetson University's benefit programs on the first of the month following their date of hire. Please refer to the 2024 Insurance Premium Chart for details on employee benefit costs.
All benefits listed are subject to change. The 2024 Benefits Guide and Benefits Presentation is designed to be a condensed informational resource 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.
Each section below provides detailed information about employee benefits.
Medical Benefits
- 2024 BlueCare HMO: Summary of Benefits and Coverage
- 2024 BlueOptions PPO: Summary of Benefits and Coverage
- Blue365 Overview: Exclusive Deals and Savings
- Blue 365 Overview: Exclusive Deals and Savings (Spanish)
- Preventive Care Guidelines
- Medical and Rx FAQs
Pharmacy Benefits
- My RxBenefits Access
- RxBenefits - Member Services Quick Reference
- Prior Authorizations
- PrudentRx - Specialty Rx Benefit
- Caremark Mobile App
Dental Coverage
Vision Coverage
The Americans with Disabilities Act (ADA) and other federal, state, and local laws provide an opportunity for greater economic security for a significant number of citizens by providing orderly processes for achieving and maintaining employment. Beyond any legal requirement, the University strives to demonstrate its commitment to this concept by requiring the removal of unnecessary and artificial barriers to employee selection and work access and by maintaining an orderly and structured process for working with employees in an interactive process to make reasonable accommodations that allow an otherwise qualified individual with a disability to perform the essential functions of a job assignment. It is the policy of the University to provide reasonable accommodations in employment to qualified individuals with disabilities unless the accommodation would impose an undue hardship on the operation of the University's business or would change the essential functions of the position. Retaliation against an individual with a disability for using this policy is prohibited.
Please refer to Stetson's Reasonable Accommodation/Americans with Disabilities Act (ADA) Policy for more information.
Aflac supplemental plans are available to eligible employees and their dependents.
- Accident
- Hospital Indemnity
- Critical Illness
- Cancer
Scan this QR code to learn more about our Aflac insurance products or contact Jennie Hawkins at 386-547-3265 or [email protected].
Special bereavement leave is allowed for deaths in the immediate family (spouse, parents, sister, brother, children, son/daughter in-law, father/mother-in-law). As necessary, up to three days with no loss of pay may be granted. Up to one day may be granted for the purpose of attending a funeral of family members other than those classified as "immediate" family. Employees shall notify their supervisor that bereavement leave is needed. Bereavement leave shall be input on the employee’s leave report or timesheet.
For additional information, please refer to Stetson's Employee Leave Policy.
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 event.
Qualifying 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 documentation to the Office of Human Resources within prescribed time periods to make benefit changes based upon their occurrence of the qualifying event. 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.
Please refer to Stetson's Change to Insurance - Qualifying Event website for more information.
The purpose of the Compassionate Transfer of Leave (CTL) policy is to allow eligible full-time, benefits-eligible staff members who have exhausted all forms of paid leave to supplement their lost wages using vacation leave donated to a Compassionate Transfer of Leave pool by other University staff members. If you're interested in donating your hours, please complete the CTL Donation Form.
Please complete the Request for Compassionate Transfer of Leave if you will be a CTL recipient.
Being a member of our Stetson Community comes with additional benefits including a variety of discounts from our community partners to national retailers and more. Take advantage of these perks simply by showing your employee card.
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 programs, etc.
As an employee you have access to the EAP at no cost to you. EAP advocates will work with you and your household members to help you resolve issues you may be facing, connect you with the right mental health professionals, direct you to a variety of helpful resources and more. Take advantage of a wide range of services including:
- Counseling
- Legal and Financial Resources
- Work/Life Services
- Life Coaching
Each calendar year, all full-time employees are eligible to participate in Stetson University's flexible spending accounts. Stetson University offers a medical and childcare reimbursement account. Participation in flexible spending is designed to reduce the employee's taxable income reported to the IRS.
Under HIPAA's final regulations (45 CFR Parts 160 and 164), "covered entities" (e.g., health plans) are required to provide a notice of their privacy practices for protected health information (PHI). The notice must be issued to individuals whose PHI will be used or maintained by the covered entity. Group health plans must provide a notice no later than the regulations' compliance date - April 14, 2003. Small health plans (i.e., those with annual receipts of $5 million or less) have until April 14, 2004, to comply.
After the compliance date, notices must be provided at enrollment time and to all enrollees within 60 days after the notice is materially changed. Also, plans must provide notice of the availability of the privacy notice at least once every three (3) years.
More information can be found on Stetson's HIPAA Privacy Notice website.
The university acknowledges the following holidays 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. Full-time, non-exempt employees who are entitled to a paid holiday and who are required to work during the holiday period, will be paid double-time for that day. Full-time exempt employees who are required to work during the holiday should work with their supervisors to identify an alternate day off. Holidays include:
- New Year's Day
- Martin Luther King Jr. Day
- Good Friday
- Memorial Day
- Juneteenth
- Independence Day
- Labor Day
- Veterans Day
- Thanksgiving (two days)
- Holiday Break
- New Year's Eve
Views the dates of these University holidays for: 2024 I 2025 I 2026 I 2027
Stetson University employee identification cards are issued to all employees at the time of employment. Additionally, identification cards are available for spouses, partners and dependent children of employees. Please use the below form to request ID cards for your family.
The University accepts as a part of responsible citizenship with its employees the privilege of jury duty. If an employee is called for jury duty, consultation with the supervisor is necessary. If reasonable arrangements can be developed to provide for the employee's duties, the employee is allowed special leave with pay for jury service. This special leave is limited to two weeks. However, employees appearing in court on their own behalf, or as plaintiffs or defendants, must use personal leave time. Employee should notify their supervisor and provide a copy of the summons for jury service and then be filed with the Payroll & Human Resources Offices. Upon completion of jury duty service the letter from the Clerk of Court must be submitted to the Payroll & Human Resources Office.
For additional information, please refer to Stetson's Employee Leave Policy.
Stetson University is concerned for the welfare of all employees and their dependents and acknowledges that employees may, upon occasion, need to request leaves of absence. Please refer to Stetson's Employee Leave Policy for a detailed list of employee leave.
FMLA
The employee must have worked at least 1,250 hours during the twelve (12) month period immediately before the date when the leave is requested to commence. The principles established under the Fair Labor Standards Act (FLSA) determine the number of hours worked by an employee. The FLSA does not include time spent on paid or unpaid leave as hours worked. Consequently, these hours of leave are not counted in determining the 1,250 hours eligibility test for an employee under FMLA. If you feel you qualify, please contact Human Resources as soon as possible. Please refer to Stetson's Family and Medical Leave Act Policy for complete details.
To qualify as FMLA leave under this policy, the employee must be taking leave for one of the six (6) reasons listed below:
- The birth of a child and in order to care for that child.
- The placement of a child for adoption or foster care and to care for the newly placed child.
- To care for a spouse, child or parent with a serious health condition.
- The serious health condition of the employee.
- Qualifying exigency leave for families of members of the National Guard and Reserves when the covered military member is on active duty or called to active duty in support of a contingency operation.
- Military caregiver leave (also known as covered service member leave) to care for an ill or injured service member.
Please view the Employee Guide to the FMLA from the Department of Labor.
Life Insurance Information
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.
Voluntary Life
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 100 percent of this optional premium. The voluntary life insurance must be purchased in increments of $10,000 up to a maximum of $350,000.
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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 to many local banking institutions and encourages employees to participate.
Wishbone Pet Insurance offers easy-to-use pet health insurance at discounted employee rates. Employees can enroll and terminate their plans year-round.
With Wishbone, you get:
- 90% reimbursement on accidents and illnesses
- A low $250 annual deductible
- Quick claims processing in 5 business days
- Lost pet recovery service and 24/7 pet telehealth
- Optional wellness riders
Learn more about Wishbone Pet Health Insurance, and get a quote and enroll in coverage.
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.
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.
403(b) Summary Plan Description
457(b) Summary Plan Description
Schedule time with a financial consultant via TIAA or call 800-732-8353.
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.
Stetson University Tuition Benefits
Full-time employees, their spouses, and dependent children* are eligible for tuition waiver upon completion of the 90-day probationary period (full-time faculty is eligible for this benefit immediately). Employees eligible for this benefit must complete a Tuition Benefits form and submit it to the Office of Human Resources 30 days prior to the start of each semester. * Eligible dependents, as defined by the Internal Revenue Service.
Tuition Exchange
Stetson University participates in two Tuition Exchange programs: the CIC (Council of Independent Colleges) and TEP (Tuition Exchange Program). Tuition exchange is a reciprocal scholarship opportunity for the dependents of eligible faculty and staff at consortium member schools. Each member institution has specific guidelines for imports and exports. Please visit the Tuition Exchange page for detailed information on the program.
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 |
| 10+ | 12.5 hours | 20 |
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.