New Employee Benefits Guide - Seton Hall University

New Employee

Benefits Guide

Human Resources Department

Martin House

366 South Orange Avenue

South Orange, NJ 07079

973-761-9177

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TABLE OF CONTENTS

EFFECTIVE DATE CHART 3

OVERVIEW YOUR BENEFITS PROGRAM 4

DEPENDENT ELIGIBILITY DEFINITIONS AND ACCEPTABLE DOCUMENTS 5

MEDICAL INSURANCE AND MEDICAL WAIVER 6

PRESCRIPTION DRUG BENEFIT 7

DENTAL INSURANCE 8

EMPLOYEE CONTRIBUTION CHARTS

MONTHLY RATES 9

BI-WEEKLY RATES 10

MAKING CHANGES 11

RETIREMENT ANNUITIES PLANS 12

LIFE AND ACCIDENTAL DEATH INSURANCE 13

SUPPLEMENTAL LIFE AND AD&D 13

FLEXIBLE SPENDING ACCOUNTS 14

COMMUTER BENEFIT PLAN 15

LONG-TERM CARE 15

SHORT AND LONG TERM DISABILITY 16

WORKERS COMPENSATION INSURANCE 16

EMPLOYEE ASSISTANCE PLAN 16

TUITION REMISSION AND TUITION EXCHANGE 17

CONTACT CHART 18

3

Benefit Who Pays When Benefit Begins When Benefit Ends

Medical/RX/Vision You and SHU 1st day of month following

30 days of employment

Faculty Members Only

Date of Hire

Last day of calendar month

in which your employment

ends

Dental You and SHU 1st day of month following



Date of Hire



ends

Basic Life and AD&D SHU 1st day of month following




ends

Supplemental Life /

AD&D

You 1st day of month following




ends

Retirement Annuity

(Mandatory Plan)

Retirement Annuity

(Voluntary Plan)

You and SHU

You

1st day of month following 2

years of employment

Or

Immediately with qualified

higher education experience

Immediately



ends

At any time

Flexible Spending

Accounts





ends

Short Term Disability

Long-Term Disability


Buy-Up Program

SHU

You

1st day of month following






ends



ends

Tuition Remission SHU

Tuition Remission SHU C Last day of calendar month


ends

Benefit Summary Table

Benefit Who Pays When Benefit Begins When Benefit Ends

Medical/RX/Vision You and SHU 1st day of month following



Date of Hire



ends

Dental You and SHU 1st day of month following



Date of Hire



ends

Basic Life and AD&D SHU 1st day of month following




ends

Supplemental Life /

AD&D





ends

Matching Retirement

Annuity—RA

(Mandatory Plan)

Supplemental Retirement

Annuity—GSRA

(Voluntary Plan)

You and SHU

You

1st day of month following 2

years of employment

Or

Immediately with qualified

higher education experience

Immediately



ends

At any time

Flexible Spending

Accounts





ends

Commuter Benefit Plan You 1st day of month following




ends

Long-Term Care You 1st day of month following



in which payments have

been received




Buy-Up Program

SHU

You







ends



ends

Tuition Remission SHU 1st semester/session follow-

ing completion of 6 months

of continuous FT employ-

ment or 940 hours of con-

tinuous PT employment.

Last day of employment.

Charges are pro-rated.

4

Life today is complex. That’s why Seton

Hall University offers a comprehensive

package of benefits and programs to help

you simplify and enrich your life.

These benefits are important elements of

your total university compensation pack-

age. Seton Hall University pays the full

cost of some benefits. You share in the

cost or pay the full cost for other benefits.

HOW YOUR BENEFITS WORK

You are eligible for benefits if you are a

regular full-time employee. Part-time em-

ployees who are scheduled to work at least

25 hours per week are also eligible.

The Seton Hall University benefit package

includes :

Medical/Vision/RX Insurance

Dental Insurance

Basic Life and AD&D

Voluntary Supplemental Group Life

Insurance

Flexible Spending Accounts

Retirement Annuities


Long -Term Disability

Workers’ Compensation

Tuition Remission

Employee Assistance Plan

Dependent Eligibility Policy The University has defined eligible de-

pendents as:

Legal spouse

Civil Union partner

Dependent child—through end of

month in which age 26 is reached

Before any individual may be enrolled on

a benefit plan, the employee must provide

documentation that verifies the dependent

status in accordance with Dependent

Eligibility Verification Program. Please

refer to the List of Acceptable Docu-

ments on the following page.

It is your responsibility to ensure that in-

dividuals listed for coverage continue to

meet the requirements for eligible de-

pendents. The University will periodi-

cally audit dependent coverage on an on-

going basis.

Any employee who has included an ineli-

gible individual on any benefit plan will

be subject to appropriate disciplinary ac-

tions, up to and including termination of

employment.

CHOOSING YOUR BENEFITS

Some benefits—like basic life insur-

ance—are automatic. You don’t have to

choose them because the University pays

the entire cost. But you must actively

choose a medical and dental plan.

Your share of medical and dental cover-

age is automatically taken from your pay-

check on a pre-tax basis.

5

List of Acceptable Documentation for Dependent Eligibility (copies not accepted) Spouse (A member of the opposite sex to whom you are legally married) - Marriage license, mar-riage certificate Civil Union Partner (A member of the same sex with whom you have entered into a Civil Union, recognized by the State of NJ) – Civil Union License Biological Child, Step Child (under age 26) – Official birth certificate Adopted Child or Pending Adoption (under age 26) – Adoption certificate or sworn statement of date of placement, or official birth certificate Child for whom you are the Legal Guardian– Proof of legal guardianship and official birth certificate

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For most people, medical insurance is no

longer a “want”-it’s a need. We’ve all seen

the cost of medical care skyrocket over the

years, so we need insurance to help protect

not only our physical health, but our finan-

cial health as well. But, not everyone has

the same needs.

Some people need coverage only for

themselves; others need coverage for

their families, too.

Some people have medical coverage

available to them through a spouse’s

plan and it’s probably not cost effective

to have dual coverage. These people

may opt to waive SHU medical cover-

age.

It’s Your Choice

SHU offers you the choice of two CIGNA

medical plan options:

1. Point of Service (POS)

2. Open Access Plus (OAP)

Coverage Categories If you enroll in the medical plan, you can

elect on of the following coverage categories:

Employee Only

Employee and Child

Employee and Spouse/Civil Union Partner

Family

What are the Similarities and Differences

Between the Medical Plan Options?

The following chart highlights some impor-

tant similarities and differences between the

plans. Both options are high-quality plans

that are easy to use. The networks have been

designed to offer you a broad selection of

healthcare providers. To find out if your doc-

tor participates in the plan, call 1-800-CIGNA

-24 or go online to www.cigna.com. If your

doctor is not in the network, you may still use

them and go out-of-network; however, the out

-of pocket cost to you is higher.

Key Similarities and Differences POS OAP

What geographic area is covered by the net-

work?

NJ, NY, CT, DE, PA Nationwide

Are referrals from primary care physicians

required?

YES NO

What is the office visit co-pay in-network? $10 $20

Is there an in-network deductible? NO NO

What is the out-of network deductible? $5,000/$10,000 $500/$1000

What is the coverage out-of –network? 70% after deductible 70% after deductible

Are vision benefits included in the plan? Yes—through CIVIS Yes—through the

nationwide network

MEDICAL INSURANCE

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Prescription Drug Benefit

The University is committed to providing

members with access to a wide variety of

medications at a time when prescription

costs continue to rise. The benefits are

administered by Express Scripts, a nation-

ally recognized pharmacy benefit man-

ager. Each person who is covered by the

medical plan is automatically covered by

the prescription drug plan.

The Prescription Drug Benefit plan util-

izes cost savings strategies including Pre-

ferred Drug Step Therapy, Prior Authori-

zation, Quantity Duration and Mail Order

for Maintenance drugs.

Generic Drugs

Generic drugs may have unfamiliar

names, but they are safe and effective. Be

assured that generic drugs and their brand-

name counterparts:

Have the same active ingredients

Are manufactured according to the

same strict federal regulations

Prescriptions filled with generic drugs of-

ten have lower co-payments. Therefore,

you can get the same health benefits at a

lower cost. You should ask your doctor or

pharmacist whether a generic version of

your medication is available and whether

it would be right for you.

Formulary

The benefit includes a formulary, which is

a list of generic and brand-name drugs that

are preferred. This list includes a wide

selection of medications and is preferred

because it offers you choice while helping

to keep the cost of your prescription drugs

affordable.

Benefits at Retail

At participating pharmacies you can get up

to a 31 day supply of covered medication

for the following co-payments:

$10 generic drugs

$20 preferred brand drugs

$35 non-preferred brand drugs

Mail Order Service

If you need maintenance medication , such

as those drugs that treat asthma ,diabetes or

high cholesterol, the plan will provide

benefits at retail a maximum of 3 times.

After 3 fills at retail, the plan will only

cover maintenance medications when or-

dered through the Express Scripts , Mail

Order Service.

You can ask your doctor to prescribe up to

a 90-day supply for home delivery, plus

refills for up to 1 year ( as appropriate).

Mail Order Service offers the safety and

convenience of home delivery for less than

you would pay at the drugstore. Your pre-

scription goes to a highly trained pharma-

cist who help ensure that your prescriptions

are processed correctly.

You’ll receive up to a 90 day supply of

each medication for a single co-payment—

with no shipping costs for standard deliv-

ery.

$20 co-payment for generic drugs

$50 co-payment for formulary/

preferred drugs

$87.50 co-payment for non-preferred

drugs

You can track your prescriptions online at

www.express-scripts.com by calling

Member Services at 1-800-230-0508.

8

DENTAL INSURANCE

It’s Your Choice

SHU offers you the choice of two dental

plans through CIGNA :

1. Preferred Provider Organization (PPO)

2. CIGNA Dental Choice (CDC)

Coverage Categories If you enroll in a dental plan, you can elect

on of the following coverage categories:

Employee Only

Employee and Child

Employee and Spouse/Civil Union

Partner

Family

You may elect to cover different depend-

ents under dental than under medical. A

separate enrollment application will be re-

quired.

ABOUT YOUR DENTAL INSURANCE

The plans cover the three main types of

dental expenses:

Preventative and diagnostic care

Basic Treatments

Major Treatments

What are the Similarities and Differences

Between the Medical Plan Options?

The following chart highlights some impor-

tant similarities and differences between the

plans. Both options are high-quality plans

that are easy to use.

The PPO plan offers dental benefits with a

broad selection of dental care providers. This

plan also provides coverage out-of-network.

The CDC plan offers dental benefits with a

restricted network of participating dentists.

Your out of pocket costs are pre-determined

by the Patient Charge Schedule established by

CIGNA.

To find out if your doctor participates in the

plan, call 1-800-CIGNA-24 or go online to

www.cigna.com.

Key Similarities and Differences PPO CDC

Can you go to any dentist you want?

Yes—In-network and Out-of-

Network coverage

No—In-network coverage

only. Must select a primary

dentist

Is there an annual deductible? Yes—$50 per person /$100

per family

No Deductible

Is there an annual benefit maximum? Yes—$1,500 per person No

Are orthodontics covered? Yes—on children only

$1,000 lifetime maximum

Yes—on children and adults

based on schedule

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Employee Contribution Chart

Monthly Rates

Medical Point of Service

Open Access Plus

Employee Only $91.68 $123.00

Employee & Child(ren) $158.46 $276.09

Employee & Spouse/Civil Union $180.38 $314.95

Family $268.04 $470.44

Dental CDC PPO




Family $21.00 $49.00

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Employee Contribution Chart

Biweekly Rates

Medical Point of Service

Open Access Plus




Family $123.71 $217.13

Dental CDC PPO




Family $9.69 $22.62

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Making Changes

Generally, you can only make changes to

your benefit choices during the annual

open enrollment period. However, you

can change your applicable benefit elec-

tions mid-year if you have a qualified

Family Event such as:

Marriage

Entry into a Civil Union

Divorce or Separation

Birth, adoption, or placement for

adoption of an eligible child

Death of your spouse or covered child

Change is your or your spouse’s work

status that affects benefit eligibility

( example: starting a new job, leaving

a job, reduction in hours)

A change in your child’s eligibility for

benefits

Becoming eligible for Medicare or

Medicaid during the year

If you have a qualified Family Event, you

must notify the Department of Human Re-

sources and submit required documenta-

tion within 30 days of the event. If you do

not notify the Department of Human Re-

sources within 30 days, you will have to

wait until the next annual Open Enroll-

ment period to make changes.

Special Enrollment Period (CHIP)

The expanded Children’s Health Insur-

ance Program (CHIP) created a special

enrollment period for eligible employees

and their dependents if they become ineli-

gible for Medicaid or CHIP and lose cov-

erage. Employees experiencing a Medi-

caid/CHIP event have 60 days from the

date of event to request enrollment in the

employer plan.

Annual Open Enrollment Period

Each year the university provides a period

where you are encouraged to review your

benefit enrollments and make changes, if

desired, for the next calendar year.

The Open Enrollment Period is held during

the Fall Semester ( usually in October or

November). All changes made become

effective on January 1st of the following

year.

During the Open Enrollment Period you

may:

Change or enroll in a medical plan

Change or enroll in a dental plan

Add or remove dependents

Enroll or re-enroll in the Flexible

Spending Accounts

Continuing Your Coverage

Under certain circumstances, you may con-

tinue your health care coverage when it

would otherwise end. COBRA

(Consolidated Omnibus Budget Recon-

ciliation Act of 1985) contains provisions

giving former employees, retirees, spouses

and dependent children the right to tempo-

rary continued coverage at group rates.

You will be notified of COBRA continua-

tion rights if your employment ends or if

you no longer qualify for benefits due to a

reduction of work hours.

It is your responsibility to notify HR and

request a COBRA Notice for a dependent

who looses eligibility for coverage due to

marriage, divorce or reaching the maxi-

mum coverage age.

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Retirement Annuity Plan

The Seton Hall University Retirement An-

nuity Plan—RA is a defined contribution

plan that operates under Section 403(b) of

the Internal Revenue Code (IRC). The

purpose of the plan is to provide retire-

ment income for eligible employees.

TIAA-CREF is the sole retirement vendor

and administrator.

Participation in the Retirement Annuity

Plan—RA is a mandatory condition of

employment. To participate you must:

Complete 2 years of employment, and

Attain age 21

The 2-year waiting period may be reduced

if you were employed in a benefit eligible

position by a non-profit higher education

institution during the six months immedi-

ately preceding your employment with

Seton Hall

To apply for the 2-year waiver, please

download from the HR Webpage a

“Verification of Former Employment

with a Non-Profit University/College”;

complete and return the form to Human

Resources. You will be informed of your

eligibility status and steps to follow once

the verification process has finalized.

The plan contributions are made on a tax-

deferred basis through payroll deductions.

Contributions are based on percentage of

base compensation:

You must contribute 4%

The university will contribute 8%

You will be provided with online enroll-

ment instructions to establish an account

with TIAA-CREF, to designate your bene-

ficiaries and to determine the investment

allocation of your choice.

Supplemental Retirement Annuity Plan

The Seton Hall University Supplemental

Retirement Annuity—GSRA is a defined

contribution plan that operates under Sec-

tion 403(b) of the Internal Revenue Code

(IRC). offers the opportunity to establish a

retirement account at any time during em-

ployment. These accounts are also admin-

istered by TIAA-CREF.

Participation in the Supplemental Retire-

ment Annuity Plan—GSRA is voluntary. A

GSRA Plan allows:

Immediate tax-deferral retirement sav-

ings—up to IRS annual maximums

Additional catch up options available:

Age 50+ and 15-Year Rule

Rollovers from other qualified retire-

ment savings plans

You can open a GSRA account with as lit-

tle as $25 per month.

To participate, please contact Human Re-

sources or go to the HR webpage to access

online enrollment instructions on how to

establish an account with TIAA-CREF,

how to designate your beneficiaries and

how to determine the investment allocation

of your choice.

A Salary Reduction Agreement form must

be submitted to start your payroll deduc-

tions. This form is available on the HR

Webpage.

TIAA CREF provides on-site counseling

throughout the year. Invitations are sent

electronically by Human Resources.

To speak with a consultant about invest-

ment choices, income options or pre-

retirement illustrations call TIAA CREF at

800-842-2776. Information is also avail-

able online at www.tiaa-cref.org/shu.

Retirement Benefit Plans

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Basic Life and AD&D

To protect your family from serious finan-

cial consequences that can occur from the

loss of your earnings, SHU offers impor-

tant life and accidental death and dismem-

berment (AD&D) insurance protection.

SHU offers:

Basic Life Insurance at no cost to you

Basic AD&D Insurance at no cost to

you

Coverage is insured by The Hartford

Life Insurance Company

Amount of Coverage

The amount of coverage for employees is

equal to :

Basic Life = One times annual salary

up to a maximum of $255,000

Basic AD&D = One times annual

salary up to a maximum of $255,000

Life Insurance and Income Taxes

Since SHU pays for your basic life and

AD&D insurance, any coverage of more

than $50,000 is considered “income” by

the IRS. When you receive your W-2

form each January, the value of this bene-

fit will be included in your taxable earn-

ings. These earnings are called “imputed

income”. This imputed income is taxed

just like your regular pay.

How to Enroll

Since the university pays for this coverage

in full, enrollment is automatic. You must

complete a Beneficiary Designation Form.

This form is available on the HR Web

Page.

Supplemental Life Insurance and

AD&D

Supplemental Life and AD&D is a volun-

tary insurance program which enables you

to add to the coverage you already have

through the basic plans.

Now is a good time to review your life pro-

tection to make sure it has kept pace with

your changing needs. This coverage is

available with no medical questionnaire to

newly hired employees who apply within

30 days of date of hire. Late entrants will

be subject to Hartford Life Insurance Com-

pany’s underwriting regulations.

Coverage Options

Supplemental Employee Life in incre-

ments of 1, 2 or 3 times your Base An-

nual Salary up to a maximum of

$200,000

Supplemental Spouse/Civil Union Part-

ner Life—$5,000 benefit

Supplemental Dependent Child Life—

$5,000 benefit

Supplemental AD&D—Employee or

Family coverage in units f $25,000 up

to a maximum of $500,000

How to Enroll

Enrollment form is available on HR Web

page. Complete and return to the Benefits

Specialist.

Continuation Options

Your supplemental life insurance need not

end when your SHU employment termi-

nates or you’re no longer in an eligible

class. The plan includes a Portability and

Conversion Privilege Option.

Life and Accidental Death & Dismemberment Insurance

14

You may continue your coverage by re-

questing either portability or conversion

within 31 days of the termination of your

supplemental life insurance. Please con-

tact the Department of Human Resources

for additional information

Premiums

The cost of coverage is paid through pay-

roll deductions with after tax dollars.

Your cost will automatically increase to

correspond with the appropriate premium

age band and with salary increases.

Supplemental Life and AD&D (cont) Flexible Spending Account (FSA)

Supplemental Life Insurance

Rates per $1,000

Age Employee Spouse

Under 30 $0.055 $0.06

30-34 $0.065 $0.07

35-39 $0.125 $0.13

40-44 $0.17 $0.18

45-49 $0.275 $0.29

50-54 $0.43 $0.45

55-59 $0.695 $0.73

60-64 $0.84 $0.88

65-69 $1.33 $1.40

70-74 $2.35 $2.47

75 + $3.94 $4.14

Supplemental AD&D Insurance

Current Rates per $25,000 unit

Employee Only $0.70 per $25,000

Employee and $1.15 per $25,000

Dependents

Health Care and Dependent Care FSA

Seton Hall University has partnered with

Benefit Concepts to administer the Flexible

Spending Accounts. An FSA is a tax-

advantaged way to pay for qualified out-of-

pocket health care expenses, and qualifying

dependent care expenses. This benefit plan

allows you to pay your expenses with “pre-

tax” dollars.

As you incur health care expenses or de-

pendent care expenses throughout, your

claims will be paid with tax-free dollars

from your account.

We strongly encourage you to review the

education tools and helpful tutorials pro-

vided by Benefit Concepts to better under-

stand how FSA’s work. To access this tools

visit www.BenefitConcepts.com.

How to Enroll

You must determine your qualified expenses

from your eligibility date through December

31. The maximum annual contributions per-

mitted are:

$2,500 for medical reimbursement; and

$5,000 for dependent care

Any unused balance left in your account at

the end of plan year will be forfeited.

How to Request Reimbursements

You must file a claim for reimbursement

and provide itemized receipts for eligible

expenses to Benefit Concepts within 90 days

from the Date of Service. Direct deposit for

all reimbursement is encouraged since it of-

fers you prompt payment and reduces the

chances of lost or stolen checks. Benefit

Concepts issues reimbursements on a

weekly basis.

15

The need for Long-Term Care

Long term care insurance enhances Seton

Hall University’s benefit offerings by

meeting a largely unrecognized need many

of us may have. It pays for covered

expenses for long term care services

whether they are received at home, in the

community or in a nursing facility.

Here are a few points to consider:

These expenses aren’t covered by either

our disability or health insurance.

Relying on government programs may

not be a viable solution.

Without insurance, the costs of these

services may have to come out of our

savings.

The cost

Today, a private room in New Jersey nurs-

ing facility averages $115,000 for 1 year

and costs are rising. So, a long term care

situation could potentially cost at least

$345,000*, particularly if the cost of care

continues to increase.

The opportunity

As a newly hired Seton Hall University

employee, you can now buy this coverage

at competitive group rates with no medical

underwriting depending on your age and

the plan you choose, for the first 30 days of

your employment.

Please refer to the enclosed Long

Term Care Flyer from Genworth for

more details.

Commuter Benefit Long-Term Care Coverage

By enrolling in the Commuter Benefit

Plan, you can pay for qualified workplace

mass transit and parking expenses with tax-

free contributions that you make to the plan

through payroll deductions, meaning that

you will not have to pay federal income

taxes, social security (FICA) taxes and

state income taxes on these expenses. The

IRS governs the type of expenses and es-

tablishes the pre-tax contribution limits.

Qualified Mass Transit Expenses:

Expenses for transportation in a commuter

highway vehicle (e.g. van pool) or mass

transit facilities (e.g. bus, train, subway,

ferry) if such transportation is in connec-

tion with travel between a residence and

place of employment; including expenses

for any pass, token, fare card or similar

item. It does not include highway tolls,

commuting mileage, taxicab fares and fuel

cost. The maximum monthly pre-tax limit

is $130 all monthly elections up to this

limit will be tax-free and any monthly elec-

tion above this limit will be taxable.

Qualified Parking Expenses:

Expenses for parking provided to you on or

near the business premises of your em-

ployer or on or near a location from which

you commute to work by car pool, in a

commuter highway vehicle, on mass transit

facilities or on transportation provided by

any person in the business of transporting

persons for compensation or hire in a

commuter highway vehicle. It does not in-

clude any parking used for residential or

recreational purposes. The maximum

monthly pre-tax limit is $250; all monthly

elections up to this limit will be tax-free

and any monthly election above this limit

will be taxable.

How to Enroll

To enroll complete the enrollment form

located in the HR Benefits web site and

return it to the HR Dept. for processing.

16

Short -Term Disability

Short term disability benefits are coordi-

nated with the New Jersey State Disability

Plan and are administered through a private

plan arrangement with The Hartford. Seton

Hall University fully funds this benefit pro-

gram. Enrollment in this benefit is auto-

matic.

Weekly benefit payments are 66% of

weekly earnings up to annual maximums.

Disability benefits may be paid for up to

twenty-six (26) weeks. Salary Continuation

during periods of short-term disability is

available based on length of service.

Long-Term Disability (LTD) Plan

The Core LTD plan provides income pro-

tection during periods of extended illness.

This valuable benefit is fully funded by

Seton Hall University. Enrollment in this

benefit plan is automatic.

This benefit is insured and administered by

Sun Life Insurance Company. The maxi-

mum benefit available is 60% of monthly

salary up to $2,500 for staff employees and

$5,000 for faculty and administrators.

The Buy-Up LTD plan is voluntary and is

paid by payroll deductions on a post-tax ba-

sis. The Buy-Up LTD benefits are:

Staff employees 66.67% up to $5,000

Faculty/ Admin 66.67% up to $10,000

The Buy-Up LTD rate is $0.21/$100 of cov-

erage.

How to Enroll

Enrollment form is available on HR Web

page. Complete and return to the Benefits

Specialist within 30 days of date of hire.

Workers Compensation

Seton Hall University provides workers

compensation insurance protection to safe-

guard against the costs associated with

medical care and lost salary due to a work-

place illness or injury.

Travelers Indemnity Co of America

(Travelers) is the carrier for workers com-

pensation insurance. In the event of a work

related illness or injury, please report the

incident to the Department of Human Re-

sources at (973) 761-9177 as soon as possi-

ble.

An initial report will be filed with Travel-

ers. If you need medical care, Travelers

will provide authorization and referral to a

workers compensation doctor. There is no

cost to you for authorized medical care. If

you are out of work for more than 8 con-

secutive days, income replacement is also

provided by Travelers.

Employee Assistance Plan

An Employee Assistance Plan (EAP) is

designed to help employees, employees

and their families address problems that

can compromise personal satisfactions and,

sometimes, job performance. Seton Hall

University has contracted with CIGNA to

provide access to a wide range of services

including:

Professional counseling

Free basic will preparation

Child care/Elder care referrals

Discounted Legal Services

You may obtain additional information by

calling CIGNA at 1-877-622-4327 or

online at www.cignabehavioral.com.

17

Tuition Remission

Seton Hall University provides a tuition

remission benefit for courses taught at the

University for you and your eligible de-

pendents. In addition tuition remission

benefits are available for you and your eli-

gible spouse for courses taught at the Law

School equal to fifty (50) percent of the

current tuition rate per credit at the Law

School.

Eligibility for tuition benefits begin with

the semester or session following comple-

tion of six-months of continuous FT em-

ployment. There is an alternate waiting

period for part-time employees that is de-

scribed in the Tuition Remission Policy.

The tuition remission benefit extends to the

employee, legal spouse/civil union partner

and dependent children under age 24.

As the employee, you are eligible for :

Up to 6 credits during the Fall semester

and 6 credits during the Spring Semes-

ter.

Up to 9 credits during the May and

Summer Sessions, with not more than 3

credits per each non-overlapping ses-

sion.

An application for tuition benefits must be

submitted to Human Resources prior to the

start of each semester/session. See Broad-

cast communications for application dead-

lines.

The benefit for spouses/civil union partners

and dependent children does differ from

the employee benefits noted above. Please

refer to the Tuition Remission Policy for

additional information including eligibility

and verification processes.

Tuition Exchange Scholarship

Program

Seton Hall University is a member of

Tuition Exchange, Inc., a 501(c) 3 non-

profit association of colleges and univer-

sities. Tuition Exchange is a reciprocal

scholarship program whereby eligible,

dependent children of faculty, administra-

tors and staff employed at participating

colleges or universities may earn an un-

dergraduate degree at another participat-

ing college or university (the “importing”

institution) with financial assistance being

provided by the importing institution in

the form of tuition waiver.

Eligible faculty, administrators and staff

of Seton Hall University may apply for a

tuition exchange scholarships for their

eligible, dependent child(ren) consistent

with the policies and procedures of Tui-

tion Exchange, Inc., and Seton Hall Uni-

versity. The Number of Scholarships

awarded annually (Exports) are limited

each year based on the number of imports

as well as available financial aid.

Scholarships are awarded based on the

parent’s employment seniority with the

University. Please refer to the full Tui-

tion Exchange Policy for additional de-

tails and eligibility information.

https://www.tuitionexchange.org/index.cfm

https://www.tuitionexchange.org/index.cfm

18

Customer Service Numbers

Carrier Contact Information

Cigna

For Medical and Dental

24 hours Customer Service: 800-244-6224

For Employee Assistance Programs

877-622-4327

www.Cignabehavioral.com

Employer ID: setonhall

Express Scripts

Customer Service: 800-230-0508

Group Number: SETONRX

www.Express-Scripts.com

Local 153 Health Fund

Main Number: (212) 741-8282

Health Office: (212) 741-8260

Pension Office: (212) 741-8259

Union Office: (212) 741-8251

Benefit Concepts Customer Service: 866-629-7320

www.benefitconcepts.com

Benefit Resource

Customer Service: 800-473-9595

Monday through Friday; 8am to 8pm

www.benefitresource.com

TIAA-CREF Customer Service: 800-842-2252

www.tiaa-cref.org/shu

Hartford

Short Term Disability Claim

To file a claim call: 866-945-7781

Monday through Fridays; 8am to 8pm

Or file online at: www.TheHartfordAtWork.com

SunLife Financial

Long Term Disability Claim

To file or inquire about an existing claim call:

800-247-6875. Policy Number: 213746

http://www.Cignabehavioral.com

http://www.Express-Scripts.com

http://www.benefitconcepts.com

http://www.benefitresource.com

http://www.tiaa-cref.org/shu

http://www.TheHartfordAtWork.com

Date post:	31-Dec-2021
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New Employee Benefits Guide - Seton Hall University

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