Transcript EQUAL OPPORTUNITY PROGRAMS & DIVERSITY

On behalf of the
Division of Human Resources
Welcome to
New Faculty Orientation!
Dr. Jaffus Hardrick
Organizational Development & Learning
Vice President of the Division of Human Resources
Division of Human Resources
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
EQUAL OPPORTUNITY PROGRAMS & DIVERSITY
August 15, 2012
Presented by Shirlyon J. McWhorter
Director EOPD
DIVERSITY & INCLUSION:
“A MATTER OF RESPECT”
Faculty Training
Presented by S. J. McWhorter, Director EOPD
EQUAL OPPORTUNITY
PROGRAMS & DIVERSITY
Primera Casa Building (PC)
Room 215
Tel. (305) 348-2785
Fax (305) 348-3459
Presented by S. J. McWhorter, Director EOPD
Training Objectives
Participants will be able to:
1)
2)
3)
4)
Identify the “protected categories” and understand that
complaints of discrimination/harassment must be based
upon one or more of the “protected categories.”
Define and recognize behavior or conduct that can be
perceived as sexual harassment.
Understand their responsibility when responding to
discrimination/ harassment complaints.
Respond appropriately to student request for disability
accommodations.
Presented by S. J. McWhorter, Director EOPD
PROTECTED CATEGORIES
Gender
 Race
 Color
 Religion
 National Origin
 Political Beliefs
 Marital Status

Age
 Sexual Orientation
 Veteran Status
 Pregnancy
 Sexual Harassment
 Disability

Presented by S. J. McWhorter, Director EOPD
ADA: American Disability Act
Understanding and Accommodating
Presented by S. J. McWhorter, Director EOPD
DISABILITY DEFINED
Disability is defined as:

Having a physical or mental impairment that substantially
limits a major life activity (e.g., walking, talking, eating,
breathing, seeing, etc.),

Having a record of such impairment, or

Being regarded as having such an impairment, even
when no limitations exist
Presented by S. J. McWhorter, Director EOPD
EOPD appreciates the
initiative and proactive
measures managers take to
accommodate their staff;
however, it is of utmost
importance EOPD solely
grant accommodations to
ensure these practices are
in compliance with
government and university
guidelines.
Presented by S. J. McWhorter, Director EOPD
WHAT SHOULD YOU DO?
Employee

Encourage the employee
to submit his/her request
to the Office of Equal
Opportunity Programs
and Diversity, who acts
as the ADA Coordinator
for the University.
Student

Refer the student to the
Disability Resource
Center. This office
maintains records on
student accommodations.
Presented by S. J. McWhorter, Director EOPD
REQUIREMENT

Under the auspices of the ADA, strict confidentiality
requirements on medical information obtained from
students, applicants and employees, regardless of
whether they have disabilities or not, must be adhered to
at all times.

All information obtained from post-offer medical exams
and inquiries must be collected on separate forms and
maintained in confidential files.
Presented by S. J. McWhorter, Director EOPD
Syllabus Statement


One suggestion is to put a general statement on the course
syllabus:
Note to students with disabilities: FIU welcomes
students with disabilities into the University's
educational programs. If you have a disability-related
need for modifications or reasonable accommodations
in this course, contact Disability Resource Center.
Instructors should be notified as early in the semester as possible
regarding the need for modification or reasonable
accommodations. Since many students have disabilities not
readily noticeable this announcement or statement encourages
students to identify their needs early in the semester so timely
adaptations can be made.
Presented by S. J. McWhorter, Director EOPD
SEXUAL
HARASSMENT
Presented by S. J. McWhorter, Director EOPD
DEFINITION OF
SEXUAL HARASSMENT
Unwelcome sexual advances,
requests for sexual favors, and
other verbal, physical or pictorial
conduct of a sexual nature
Presented by S. J. McWhorter, Director EOPD
TWO TYPES OF
SEXUAL HARASSMENT
 Quid
Pro Quo
 Hostile
Work Environment
Presented by S. J. McWhorter, Director EOPD
FACTS ABOUT
SEXUAL HARASSMENT
 The
act(s) must be Severe or
Pervasive.
 The
victim may be male or female.
 The
victim may be a third party.
Presented by S. J. McWhorter, Director EOPD
SEXUAL HARASSMENT:
Is it or is it not?
Presented by S. J. McWhorter, Director EOPD
RETALIATION
Presented by S. J. McWhorter, Director EOPD
RETALIATION DEFINED
Retaliation occurs when an employer illegally strikes
back at or seeks revenge on an employee or applicant
who has participated in a civil rights action which is
considered a:
Protected Activity
Filed a complaint
Opposed an unlawful practice.
Participated in an investigation
Adverse Employment Action
Causal Connection
Presented by S. J. McWhorter, Director EOPD
INTERNAL
COMPLAINT
PROCESS
Presented by S. J. McWhorter, Director EOPD
STANDARD PROCEDURE

Intake Process

Interviews

Summary Report

Findings

Review Process
Presented by S. J. McWhorter, Director EOPD
EOPD STAFF

Shirlyon J. McWhorter, Esq.
Director

Jonaura Wisdom
Assistant Director
Presented by S. J. McWhorter, Director EOPD
QUESTIONS
Presented by S. J. McWhorter, Director EOPD
THE END
REMEMBER
“IT’S A MATTER OF RESPECT”
Presented by S. J. McWhorter, Director EOPD
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
Introduction to
Ethics and Compliance
Considerations
Florida International University
New Faculty Orientation*
*Information abridged to accommodate time allotted during
New Faculty Orientation
Leyda Benitez, J.D.
University Compliance Officer
August 15, 2012
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
Welcome to the University
I. Understanding the Compliance basics
II. Understanding the Code of Ethics basics
III. Understanding the IT Security and
Privacy basics
IV. Resources
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
I. Compliance Basics
The University Compliance Program is a means
to an end:
To demonstrate the University’s commitment to a
culture that encourages ethical conduct and
compliance with laws
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
II. Code of Ethics
• We are subject to:
– State of Florida Code of Ethics for Public Officers and
Employees
– University regulations and policies and procedures
• Some situations we must pay particular attention
to:
– Solicitation and acceptance of gifts or favors
– Contracts and transactions with the University
– Misuse of public position or confidential information
– Conflicting employment or contractual relationships
– Employment of relatives
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
II. Ethics
Personal Gifts/Benefits
• Public officials and employees should:
– conduct themselves independently and
impartially
– not use their offices for private gain
– not solicit or accept personal gifts or
benefits provided to influence official
action
• See Ethics in Purchasing and Gift Policy No.
140.105
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
II. Ethics
Personal Gifts/Benefits (Cont’d)
• Additional restrictions apply if you are:
– a state “procurement employee” or
– a “reporting individual”
 A procurement employee influences decisionmaking in the purchase of goods/services of $1,000
or more
 Examples:
 Write specifications for bid
 Select a consultant
 Recommend purchase of scientific equipment
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
II. Ethics
Personal Gifts/Benefits (Cont’d)
 A reporting individual is required by law to
file an annual disclosure of financial
interests with the Florida Commission on
Ethics
 At FIU, reporting individuals are:
•
•
•
•
•
board of trustee members
president
vice presidents
deans
legal counsel
•
•
•
•
•
purchasing agents
finance/accounting directors
business managers
personnel officials
grant coordinators
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
II. Ethics
Personal Gifts/Benefits (Cont’d)
• What are the restrictions?
– Procurement employees and reporting individuals
cannot
• solicit any gifts for themselves or immediate family members
from lobbyists
• accept gifts greater than $100 from any lobbyist of the
University
– Reporting individuals cannot accept personal gifts
from registered lobbyists in any amount
– “Lobbyists” include University vendors (prospective,
current, or during previous 12 months)
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
II. Ethics
Outside Activities/Conflicts of Interest
What needs to be disclosed?
Florida Law:
All outside compensated professional activities
and other activities that may create an actual or
potential COI between your private interests and
your public duties as an employee of FIU
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
II. Ethics
Outside Activities/Conflicts of Interest (Cont’d)
Under Florida’s Code of Ethics, a university officer
or employee is prohibited from:
• Doing business with the University in a private capacity
• Doing business with an entity in which the employee,
his/her spouse, or child owns more than a 5% interest
• Holding an employment or business relationship with an
entity that does business with the University
• Holding an employment or contractual relationship that
would create a frequent and recurring conflict
• Secondary employment must be disclosed/approved by
Academic Affairs (faculty)/HR (staff)
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
II. Ethics
Outside Activities/Conflicts of Interest (Cont’d)
Under narrow circumstances specified by law,
these prohibitions on doing business with the
University do not apply:
•
•
•
•
Formal bid process
Sole source
Emergency purchase
Aggregate transactions do not exceed $500/calendar
year
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
II. Ethics
Outside Activities/Conflicts of Interest (Cont’d)
What needs to be disclosed?
Federal Law: Research
–New disclosure and training requirements under Public Health Service
regulations effective August 24, 2012
–Significant financial interests (SFIs) in relation to the investigator’s
institutional responsibilities (SFIs include those of the investigator’s
spouse and dependent children)
–Institution must determine whether the SFI is related to the research
and, if so, whether the SFI is a Financial Conflict of Interest that could
directly and significantly affect the design, conduct or reporting of PHSfunded research
–Outside Activities/Conflicts of Interest are disclosed using the
electronic portal available at:
http://hr.fiu.edu/index.php?name=conflict_of_interest
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
II. Ethics
Nepotism
• Nepotism (related employees may work at the
University provided they do not supervise or
control each other)
• “Relationship” is defined as individuals related
by blood, marriage, or adoption (and also
covers “dating,” “residing in the same
household,” or “where the employee’s
objectivity may be impaired”)
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
II. Ethics
Safeguarding University Resources
• FIU employees have a responsibility to
safeguard university resources
• As such, we need to be familiar with the
types of improprieties that may occur within
our areas of responsibility
• In the event we become aware of
irregularities, we must notify our supervisor
or other designated university representative
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
II. Ethics
Non-Retaliation Policy and Hotline Reporting
• The University has a strong non-retaliation
policy for University employees who report in
good faith
Fraud Prevention and Mitigation/University Responsibility
and Response Policy No. 140.110
• Concerns can be reported on an anonymous
basis using the ethics and compliance hotline
• Hotline provided by EthicsPoint is available
24/7, 365 days, via 888-286-5154, or via the
Internet at http://www.fiu.ethicspoint.com
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
III. IT Security/Privacy Basics
Laws protect highly sensitive data
• Examples of highly sensitive data:
–
–
–
–
–
Social security numbers
Student education records [FERPA]
Personally identifiable financial information
Personally identifiable health information
Research data
• Hard Copy—Store in file cabinets w/locks and in a
location that is locked except during business hours
• Electronic—Must be encrypted while stored and
accessed via a unique name/identifier
– Data Stewardship Procedure No. 1930.020a
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
Know Your Safeguards
Receive/Create
Access
Disclose
Information created
or received
University maintains
and keeps “secure”
[Confidential,
Integrity, Available]
Technical / Administrative
And Physical Safeguards
Federal / State Laws Control
Destroy
Maintain
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
III. IT Security/Privacy Basics
Student education records (FERPA)
Federal and State laws
prohibit the institution
from having a pattern or
practice of disclosing a
student’s education
records without the
student’s consent
Excepted from student
education records are
categories of
information that the
institution has
designated as directory
information
At FIU, directory
information consists of:
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
Student education records (FERPA)
Directory Information at FIU (Cont’d)
Student’s name,
local and permanent
address, and
telephone numbers
Date and place of
birth
Student
classification and
major and minor
fields of study
Participation in
officially recognized
activities and
sports
Weight and height
of members of
athletic teams
Dates of
attendance,
degrees and
awards received
Most recent previous
educational institution
or agency attended by
the student
Photographic
image
Organizational
Development
& Learning
Talent
Management
& Development
Division
Resources
Division of Human
Human Resources
Student education records (FERPA)
(Cont’d)
• If not directory information, then need the student’s
consent (for external disclosures)
• Within FIU, faculty, administrators, staff and
consultants employed by FIU BOT or BOG may
access student education records for their work if it
involves the performance of:
• Administrative, supervisory or instructional tasks
which relate to students
• Services which benefit students
• Other persons specifically authorized by federal and
state law may also access
• Regulation FIU-108, Access to Student Education
Records
Organizational
Development
& Learning
Talent
Management
& Development
Division
Resources
Division of Human
Human Resources
OF THE ROAD
Student EducationRULES
Records
(FERPA)(Cont’d)
•
•
•
•
•
•
•
Do:
Learn FIU’s designated Directory
Information
Pay attention to the confidential
indicator on PantherSoft system to
determine if student has opted out
of the directory
Learn who is your College/School’s
IT Security Administrator and how
to reach the IT Security Office:
(http://security.fiu.edu/)
Use strong passwords
Learn College/School specific
policies & procedures regarding
FERPA
Keep student education records in a
secure location (hardcopy or
encrypted)
•
•
•
•
•
•
•
Don’t:
Disclose non-directory information
without the written consent of the
student
Use name, SSN or Panther ID
number to publicly post grades
Discuss a student’s education record
in class or with other students, or
leave graded papers in a stack or
unsecured location
Share your password or leave your
computer logged-in and unattended
Share education records with any
faculty or staff at FIU unless that
individual has a legitimate
educational interest
Provide anyone with a student
enrollment list, class schedule, or
assist someone in locating a student
on campus, unless a legitimate
educational interest exists
Talent
Management
& Development
Organizational
Development
& Learning
Division
Resources
Division of
of Human
Human Resources
IV. Resources
University Compliance Directory
http://compliance.fiu.edu/directory.htm
Equal Opportunity Programs & Diversity
http://hr.fiu.edu/index.php?name=equal_opportuni
ty_programs
University Policies and Procedures
http://policies.fiu.edu/
FIU Ethics and Code of Conduct
http://compliance.fiu.edu/ethics.htm
Division of Research
http://research.fiu.edu/compliance/compliance.html
Environmental Health and Safety (EHS)
http://www2.fiu.edu/~ehs/safety_training/
IT Security Office
http://security.fiu.edu/
Office of the General Counsel
http://generalcounsel.fiu.edu/
Office of Internal Audit
http://www.oia.fiu.edu/
University Police Department
http://police.fiu.edu
FIU Ethics and Compliance Hotline:
(24 hours/365 days)
Tel. 1-888-286-5154
http://www.fiu.ethicspoint.com
http://www.ethicspoint.com
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
University Policies & Procedures Library
http://policies.fiu.edu/
Search by
Key Word
Search by
Subject
Category
Search by
Table of
Contents
Search by
Titles A-Z
Search by
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Area
Various Search Functions Allowed
Talent
Management
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Division of Human Resources
Division of Human Resources
University Compliance Office
Leyda Benitez
Associate Vice President,
University Compliance Officer
and Interim Privacy Officer
JoAnn Bova
Assistant Director and Paralegal
Nelson Perez
Assistant Compliance Officer
Florida International University
Modesto Maidique Campus
11200 S.W. 8th Street – PC 520
Miami, FL 33199
Telephone: (305) 348-2216
Facsimile: (305) 348-7657
[email protected]
Claudia Zapata
Administrative Assistant
Talent
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& Development
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Division of Human Resources
Questions?
Talent
Management
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Division of Human
Human Resources
Division
Resources
Talent
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Florida International University
Payroll Essentials
August 15, 2012
Agenda
• hr.fiu.edu as a resource
•PantherSoft HR
• my.fiu.edu
• m.fiu.edu
• Employee Self Service (ESS)
• Manager Self Service (MSS)
• Direct Deposit
• Time & Labor
• On-line Training
• Payroll Calendar
• 9/12 Program
FIU Mobile
• Web/Browser Based and
native mobile device
support
• Multi-platform Support
• iOS
• Android
• Blackberry
TM
MyFIU – Main Menu
TM
9 over 12 month Deferred
Earnings Program(DEP)
• Available for all 9 month Faculty
• Enrolled no later than 2nd Pay Period of Fall Semester
-(i.e. by 08/22/2012)
• First Deferral on 09/07/2012 Paycheck
- 19 Deferrals to cover 6 Paychecks in the Summer
Questions?
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
Office Of Employee
Assistance
“Help Within Reach”
Our Mission
Enhance the quality of life of FIU faculty and staff
Improve personal and organizational effectiveness
Create a healthier campus community
Office of Employee Assistance
Meet Our Staff
Dr. Kate Kominars
Licensed Psychologist & Director
Dr. Minca Brantley
Licensed Psychologist
Office of Employee Assistance
Dr. Jose A. Miranda
Licensed Psychologist
OEA offers Free and
Confidential Services for FIU
Employees and Immediate
Family Members
Consultation
Assessment
Referral Services
Counseling or Coaching
Office of Employee Assistance
OEA Clinical Staff can provide brief
counseling which may include…
Support and Encouragement
Recommendations for new strategies
Opportunities to explore options and alternatives
A safe environment …
Office of Employee Assistance
Office of Employee Assistance
No need to feel lost in a crowd
Office of Employee Assistance
2012 Faculty Connections
• Facebook Page
• Hosted by OEA
• Dedicated to connecting incoming 2012
faculty members
• Avenue by which resources can be
distributed and communication maintained
To join this page, logon to Facebook and
search for FIU 2012 Faculty Connections
The Office Of Employee
Assistance
Can Help!
Call Us! 305-348-2469
Appointments at both MMC & BBC
www.oea.fiu.edu
Office of Employee Assistance
Talent
Management
& Development
Organizational
Development
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Division of Human Resources
Division of Human Resources
Benefits Administration
Evelyn Rodriguez, Benefits Director
Janik Collin, Assistant Director
Larysa Mysyk, Assistant Director
Lourdes Fonnegra, Coordinator
Alicia Pena, Coordinator BBC
Mariela Varona, Coordinator
Martha Montoya, Senior HR Associate
Andrew Hart, Senior HR Associate
Mary Cruz, Workers’ Compensation Coordinator
Cintia O’Reilly, FMLA Coordinator
AGENDA
• Introduction
• Enrollment Opportunities
• Benefits Summary
• Supplemental Insurance Options
• Retirement Options
• Benefits Enrollment Workshops
• Enrollment Timeline
STATE BENEFITS
Health
Dental
Supplemental
Life Insurance
Accident Disability
Vision
FSA/HSA/LMRA
Plan Administrator: 1-866-663-4735
People First http:/peoplefirst.myflorida.com
Enrollment &
Contact Information
State Benefits Plan Administrator : People First
• 1-866-663-4735
• People First http://peoplefirst.myflorida.com
Division of Human Resources Benefits Administration
• Location: PC 224
• Phone numbers: 305-348-2181 to schedule appointment
• Website: www.fiu.edu/hr
84
Introduction
FIU BENEFITS
Legal Insurance
Life Insurance
Long Term Care
Long Term Disability
Retirement Benefits
State Retirement:
• Pension
• Investment
• ORP Eligible
• Coordinator or above
• Faculty
• COM (mandatory for any teaching position)
Voluntary Retirement:
• TDA/403 (b) (FIU)
• 457 Deferred Compensation (State)
Enrollment Opportunities
• New Hires
– Eligible to enroll within 60 days from hire date
– Coverage effective first of the month following enrollment/payment
• Qualifying Status Change (QSC)
– Must occur within 31 days of the event
• Open Enrollment Period
– Once a year in the fall: October 8– November 2, 2012
– Coverage effective January 1st, 2013
Eligible Dependents
Spouse ♦ Dependents
Must provide proof of relationship
 Children, from birth through the end of the calendar year in which they turn
age 26
 Social Security Number (For those who are unable to obtain a social security number, please
contact the benefits office at 305.348.2181)

Disabled dependents are covered for the length of their disability
Same Sex Domestic Partners – Health Insurance Stipend available; contact the
Director of Benefits, Evelyn Rodriguez at 305.348.2464 or [email protected]
Over Age Eligible Dependents – Certain criteria apply; Enrollment information
available on Benefits website
All employees and dependents must provide a valid social security number to be effectively covered.
For those who are unable to obtain a social security number, please contact the benefits office at 305.348.2181.
Health Insurance Premiums
Insurance (Pretax) Premiums for Full Time Employees*
PPO & HMO
Monthly Health Premiums
 Employee contributions: $50 Individual /$180 Family
 Employer contributions: $499.80 Individual/1063.34 Family
Monthly Health Premiums (9-month Faculty)
 Single premiums from September through January
 Double premiums from February through 1st paycheck in May
Health Investor Plans Monthly premiums
 Employee contributions: $15 Single / $64.30 Family
 Employer contributions: $499.80 Individual/1063.34 Family
*Part Time (PT) Employee premiums are pro-rated
Monthly Employer Contributions for all health plans:
 $ 499.80 Individual
 $ 1,063.34
Family
Spouse Program
Definition of eligibility
– Both employees need to be employed full time by a State agency (such as
other Public Universities, DOT, FDLE, DCF etc.)
Premiums
– Employee pays $15/monthly each
– Employer pays $606.68/monthly each
Requirements
– Enrollment forms must be completed within 31 days, with plan
administrator, People First
Responsibilities
– If one participant terminates employment, People First and the Benefits
dept. must be notified, and either cancel coverage or change to Family
coverage
COBRA
Consolidated Omnibus Budget Reconciliation Act
Continuation of existing group health benefits
 Eligibility
 Termination of Employment
 Dependent overage
 18 months or 26 months if retirement
 Cost: Full Premium cost + 2% administration fee
Health Insurance Plans & Pharmacy
Health Insurance
• Preferred Provider Organization (PPO)
– Blue Cross Blue Shield
• Health Maintenance Organization (HMO)
– AvMed
– Coventry Health Plan
• Health Investor Plan (HIP)
– HMO, AvMed or Coventry
– PPO, Blue Cross Blue Shield
Prescription/Pharmacy (included with health plan)
– MEDCO (separate card)
– Employee receives two cards regardless of plan selected
– Copays $7/$30/$50
Health Insurance Plans
Standard PPO Plan
Blue Cross Blue Shield of Florida (Nationwide Coverage)
 Deductibles:
 In Network: $250 Single, $500 Family
 Out of Network: $750 Single, $1,500 Family
 Co-insurance:
 Employee 20% / Insurance 80%
 Co-pay: Preventive/Routine visit
 $15 PCP
 $25 Specialist
Prescription plan / MEDCO:
$7/$30/$50
PPO plans are subject
to pre-existing
conditions limitations
except for children up
to 19 years old
Health Insurance Plans
PCP
Assigned
Specialist
Referral
Network
AVMed
No
No
Local (South Florida)
Coventry Health Plans
Yes
No
Local (South Florida)
HMO
Co Pays – No deductible
Office Visit
ER Visit / Urgent Care Center
PCP $20 / Specialist $40
$100 / $25
Prescription Plan/ MEDCO
$7 generic / $30 Brand / $50 non-brand
PCP = Primary Care Physician
Health Investor Plans
(high deductible/low premium)
HIP
PPO BCBS
Network
Nationwide
Deductible In Network
$1,250 Single/$2,500 Family
Deductible Out of Network
$2,000 Single/ $5,000 Family
Co-Insurance In Network
20% after Deductible is met
Co-Insurance Out of Network 40% after Deductible is met
* Preventative Co-Pays
$15 PCP / $25 Specialist
* Preventative care: routine exams, health screenings & immunizations
Prescriptions (MEDCO)
HMO: AvMed or Coventry
Local South Florida
$1,250 Single/$2,500 Family
No Coverage
20% after Deductible is met
No Coverage
$20 PCP / $40 Specialist
30% Generic & Brand / 50% Non-Brand
Health Savings Account (HAS) Mandatory
Health Savings Account

Mandatory with HIP Plan

An HSA is like a personal savings account for healthcare, however it is tax-free

Balance carries over into next year

Pays for cost of medical, dental or vision care services not covered under HIPs

Annual Amounts are divided by 24 paychecks *

Enrollment through People First directly
*19 paychecks for 9 month employees
Flexible Spending
Accounts [FSA] Pre-tax Contribution
 Medical : ($5,000 max. /$60 min.)
• Eligible healthcare (incl. dental) expenses (co-pays, co-insurance and
deductibles)
 Dependent Care: ($5,000 max. /$60 min.)
• Any child under the age of 13
• A disabled child
• Parent
 Plan Features
• Reduces federal and FICA taxes
• Employee may incur expenses through March 15, 2013
• January 1 – December 31 (unless changes are made during Open Enrollment)
• Submission of claims – due April 15th of the following year
• Credit Card available for MRA benefit
• Use it or Lose it!
January 1, 2013 Maximum Medical FSA Reduced to $2,500
State Life Insurance Plans
• Basic Term Life Insurance (Pre tax)
Provided by Minnesota Life Insurance Company
Face value $25,000
• Optional Term Life Insurance (Post Tax)
1 to 7 times employee’s salary to a cap of $1,000,000
Medical Underwriting required:
• if electing 6 or 7 times
• or face value is greater than $500,000
Fill out beneficiary Form online
Dental Insurance Plans
1. Prepaid Plans (DHMO):
CompBenefits
United HealthCare
Assurant
CIGNA
2. Standard statewide dental DPPO: (in or out of network)
CompBenefits PPO – Receive care from any dentist (Open Access)
3. Dental Indemnity with DPPO network plan:
Receive care from any dentist
Deductible $50 / person
4. Dental Indemnity plan:
CompBenefits: Deductible $50 / person
Vision Insurance
 Humana Vision Care
Pre-tax
Two Options:
1. Exam Plus plan:
Employee Only
Employee +
Spouse
Employee +
Children
• Comprehensive eye exam
Family
• Materials
Employee pays monthly premium:
Exam &
Materials
Materials
Only
$5.85
$4.36
$11.56
$8.60
$11.44
$8.50
$17.98
$13.38
2. Materials Only plan:
Employee pays monthly premium:
www.Humana VisionCare.com/custom/FL/
Supplemental Insurance
Plans
FIU Benefits
• Gabor Agency
• Disability
• Long Term Care
• Gabor Life
• Arag
• Legal Plan
• State Benefits:
•
•
•
•
Cancer
Hospitalization
Intensive Care
Accident and Disability Plans
Sick Leave Pool
― Covers Employee only during illness
― Eligibility
• Benefits-eligible employee (part-time or full time) for a period of 6
months
• Invitation is sent via email to employee after 6 months of employment;
• Can join if accrual of 40 hours (full time) or 20 hours (part-time) of
accrued leave is in place
― Enrollment
• Donation of a minimum of 8 hours (full time) or 4 hours (part-time)
required
― Catastrophic Pool
• Any major illness or injury that does not allow an employee to return to
work for a period of time
• Hours may be donated from one employee to another
102
Tuition Waiver Program
Eligibility:









Must be a full time employee
Available Immediately
Be admitted as a degree seeking undergraduate student or
Admitted by a graduate program
Or enrolled as a special student taking courses specifically related to job
assignments
Maximum (6) credit hours of on-campus courses /per employee/per
semester
Maximum (10) credit hours of on-campus courses for dependents (total
combined maximum employee/dependent)
Covers in-state tuition only (courses at FIU only)
Must earn a grade of “B” or better, otherwise tuition payment must be
reimbursed to the University
 Dependent Coverage
• Spouse, Child (up to age 25) or same sex-domestic partners
103
Disability Insurance
Post-Tax Insurance Options
Income Protection
Gabor Agency
 Benefit equal to 66 2/3 of your basic monthly salary subject to:
 $15,000 monthly maximum benefit
 $100 monthly minimum benefit
EXAMPLE:
Annual Salary
Short Term:
$0.85 per $100
Long Term:
$0.59 per $100
Annual Salary:
$ 40,000.00
Short Term:
400 x $0.85=
$340.00/year
$28.33
Long Term:
400 x $0.59=
$236.00/year
$19.66
$40,000 * 66 2/3 %
/ 100 = $400
$26,666/12 mo=$2222 Monthly Benefit
Monthly Rate
Option I Long Term Disability : 30-day elimination period (benefits begin on the 31st day of disability = smaller deductible)
104
Option II Long Term Disability : 90-day elimination period (benefits begin on the 91st day of disability = larger deductible)
Long Term Care
Insurance [LTC]
 Gabor Agency:
 Eligible employees can apply for coverage
on a Simplified Issue basis
 Limited underwriting within the first 60 days of
employment
 Coverage (with Group discount) is available for
employee, spouse, parents, grandparents, in-laws
and parents-in-law
Examples of LTC coverage:
Provide assisted living facility care
Provide nursing home care
Provide home health care
Offer homemaker services
Offer caregiver training
Provide physical, speech, and occupational therapists
 Benefits based on selected coverage level
Contact Representative
 Coverage is fully portable
 Issued through John Hancock Life
Insurance Company
105
Life Insurance
•
Return-of-Premium Term
Renting
•
•
•
Universal (with Guaranteed No-Lapse)
Variable Universal
Whole Life
Owning
Guaranteed issue to new employees during the first 60 days
Gabor Agency:
LIFE INSURANCE
•
Renewable Term
•
Level-premium Term
•
•
•
•
•
Symetra Life Insurance Company
Up to four times your annual salary
Maximum limit of $250,000
Offers up to $25,000 on a guaranteed issue basis to
spouses
Fully portable at the same rate upon termination of
employment or retirement
Lifetime guaranteed Universal Life
GROUP (Renewable) TERM
•Low cost term life insurance
•Underwritten by UNUM Life Insurance
Company
•Up to three times their annual salary,
•Maximum limit of $150,000
•Employee spouses are also eligible for
guaranteed coverage up to $25,000
•This coverage may be continued at
retirement up to $20,000 if payroll
deducted through FRS
106
Health Insurance Enrollment Timeline
August
16
And
September
17
Benefits Enrollment labs
available
August 31, 2012 deadline
for September health
benefits Coverage.
Employee needs to pay by
check for September 1
coverage.
Benefits Enrollment
& Labs
1
Through
13
September 30, 2012
deadline for October
health benefits Coverage.
Employee needs to pay
by check if enrolling
after September 13 for
October coverage.
October
30
1
Through 16
Deadline to enroll for
benefits (60 days from date
of hire 8/17/12) October
16th for November health
Benefits Coverage
Employee needs to pay by
check if enrolling after
October 11 for November
coverage
Benefits Enrollment
Benefits Enrollment
Enrollment Election Deadlines
15
Important Dates:
1) Health Insurance Enrollment Deadline:
(60-day deadline)
October 16, 2012
2) Annual Open Enrollment: October 8,
Coverage Effective January 1, 2013
2012 – November 2, 2012
Failure to Enroll, results is No Benefits Coverage available for One year,
until the next Annual Open Enrollment Period with coverage effective
January 1, 2014
3) Retirement Plans:

ORP 90-day deadline date is November
Default to FRS Pension Plan
15, 2012

Default to FRS Pension Plan is November

FRS Investment Plan is February
Default to FRS Pension Plan
16, 2012
13, 2013
Questions ?
Talent
Management
& Development
Organizational
Development
& Learning
Division of Human Resources
Division of Human Resources
Retirement
Presented by
Richard Akirmaian
Retirement Plans Plans
 All employees [Exempt, Non-Exempt]may choose:
1.
2.
Florida Retirement System Pension plan [FRS pension]
•
Defined Benefit plan
•
8 years vesting (newly enrolled employees as of 7/1/2012)
•
3% Employee contribution required
•
Eligible to enrolled in Deferred Retirement Option Program [DROP]
•
Normal retirement at age 65 with 8 yrs FRS or 33 years service regardless of age
•
Default enrollment
Florida Retirement System Investment plan [FRS Investment]
•
Defined Contribution plan
•
End of 5th month following month of hire to enroll
•
1 year vesting
•
3% Employee contribution required
•
6.3% Contribution to employee’s account (which includes 3% employee mandatory
contribution)
112
Retirement Plans
 Exempt Employees and Faculty may also choose:
3.
State University System Optional Retirement Program [SUSORP aka ORP]
•
Immediate vesting
•
Must Select Annuity Company within 90 days of date of hire to enroll
•
Employer contributions 5.14%
•
Employee contribution 3% required
•
Voluntary employee contribution up to 5.14% maximum with option to enroll in
separate 403(b)
•
Subject to IRS limit ($17,000 or $22,500 over age 50)
ORP State Approved Companies:
• ING
• Jefferson National
• MetLife
• TIAA-CREF
• Valic
113
Voluntary Retirement Plans
1)
Tax Deferred Annuities & Mutual Funds Companies / 403(b)

May defer up to $17,000

Additional $5,500 over age 50

Must meet criteria for retirement to withdraw without penalty

Several Companies to choose from:




2)
ING
Jefferson National
MetLife
TIAA – CREF




T. Rowe Price
Vanguard Group
Symetra
Valic
Deferred Compensation (457)

No penalty for withdrawal after 30 days of termination

Set up directly through State at: www.myfloridadeferredcomp.com

May defer up to $17,000

Additional $5,500 over age 50
114
Questions ?