All full-time staff and faculty are eligible to participate in Stetson University benefits programs on the first of the month following their date of hire. Please refer to the schedule of 2019 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.
Each section below provides detailed information about the employee benefits.
2019 Medical Coverage
Cigna is the university's group health administrator. Employees have a choice between the OAP (Open Access Plan) Performance and OAP (Open Access Plan) Option 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.
Cigna Benefit Summaries
- 2019 Cigna OAP Performance Plan Benefit Summary and What this Plan Covers and What You Pay for Covered Services. (comparable to HMO structure)
- 2019 Cigna OAP Option Plan Benefit Summary and What this Plan Covers and What You Pay for Covered Services. (comparable to the PPO structure).
- 2019 Cigna 3-Tier Perscription Drug List
- Cigna 90 Now Retail Pharmacy Directory (locally 90-day RX retail can be filled at CVS and Walmart)
- 2019 premium rates
- Search in-network providers before enrolling
- Find a Doctor on Cigna.com
Cigna One Guide is now available to answer questions. 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.
- Benefits Enrollment/Change Form (Health, Dental and Vision Enrollments/Changes)
- Affidavit of Domestic Partnership
2020 Medical Coverage
Open Enrollment for 2020 coverage has begun. Please see the Open Enrollment page for more information on plan designs, rates and what you need to do to elect, change or continue coverage.
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 and 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.
Long Term Disability
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).
Leaves of Absence
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.
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.
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)
Compassionate Transfer of Leave
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.
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 is 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 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|
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.