Employee Benefits

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 2022 Insurance Premium Chart and the 2023 Insurance Premium Chart for details on employee benefit costs.

All benefits listed are subject to change. The 2022 Benefits Overview  / 2022 Benefits Overview (Spanish) are 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.

Each section below provides detailed information about employee benefits.

2022 Medical Coverage

For 2022, Cigna remains the university's group health administrator. Employees have a choice between the Performance (In network only) and Option (In or out of network options) group health plans. The university contributes approximately 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 2022 Insurance Premium Chart.

Cigna Benefit Summaries

Cigna One Guide service can help you make smarter, informed choices and get the most from your plan. Call 1-888-806-5042 to speak to a Cigna One Guide representative. For their concierge service, call Monday through Friday, 8 a.m - 6 p.m.

2023 Medical Coverage

For 2023, Cigna remains the university's group health administrator. The university contributes approximately 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 2023 Insurance Premium Chart.

Cigna One Guide service can help you make smarter, informed choices and get the most from your plan. Call 1-888-806-5042 to speak to a Cigna One Guide representative. For their concierge service, call Monday through Friday, 8 a.m - 6 p.m.

This link leads to the machine readable files that are made available in response to the federal Transparency in Coverage Rule and includes negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine-readable files are formatted to allow researchers, regulators, and application developers to more easily access and analyze data.

https://www.cigna.com/legal/compliance/machine-readable-files

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.

Affidavit of Domestic Partnership Form

» More Information

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

Vision Care 

Summary of Benefits | Online Member Service

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.

Short-Term Disability

Long-Term Disability

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.

Basic Life

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.   

 

Aflac supplemental plans are available to eligible employees and their dependents. 

  • Accident
  • Cancer/Specified-Disease
  • Supplemental Short-Term Disability
  • Hospital Confinement Indemnity
  • Critical Illness 
  • Aflac Plus Rider

Scan this QR code to learn more about our Aflac insurance products or contact Jennie Hawkins at 386.547.3265 or [email protected]

Plan Details and Aflac Overview

Plan Details (Spanish) and Aflac Overview (Spanish)

Get the assistance you need on personal legal matters. MetLaw gives you access to experienced, pre-qualified attorneys for an unlimited number of personal legal matters. Full representation is covered for a wide variety of services, and you may consult with an attorney in-person or by phone on virtually any personal legal issue. 

As an employee you have access to the Cigna 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:

  • Face-to-face or video-based counseling sessions
  • Legal assistance
  • Financial counseling
  • Parenting
  • Eldercare
  • Identity theft

Details and information about how to access the EAP can be found in this video and flyer

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 Policy 4.6 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 Policy 4.5.17 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. 

Bereavement Leave 

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. (please refer to Policy 4.6.5)

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.

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.

HealthEquity FSA

Quick Start FSA Guide

Qualified Dependent Care Expenses

Qualified Medical Expenses

Full-time employees, their spouse, 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 the Spring Tuition Benefits form and submit it to the Office of Human Resources 30 days prior to the start of the semester.

* Eligible dependents, as defined by the Internal Revenue Service

Tuition Benefits Policy

Tuition Benefits Programs

Tuition Fringe FAQ

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.

» Summary Plan Description

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.

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
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.

The university acknowledges 14 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. 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
  • University Holiday (see Holiday Schedule)
  • Memorial Day
  • Juneteenth
  • Independence Day
  • Labor Day
  • Veterans Day
  • Thanksgiving (two days)
  • Winter Holiday (three days)
  • New Year's Eve

Views the dates of these University holidays for: 2022 I 2023 I 2024 I 2025 I 2026 I 2027

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.