This brochure highlights the State Employee Health Program, Retired Employee Health Program Supplemental Benefits Program, and leave entitlements for State System employees covered by the State College and University Professional Association (SCUPA) collective bargaining agreement.  The benefits described are available to most employees; however, certain eligibility requirements must be met.

 This brochure is provided for general purposes only.  Legal Plan Documents will govern any discrepancies that may arise.  For additional information concerning health and supplemental benefits, contact the Pennsylvania Employees’ Benefit Trust Fund (PEBTF).  Benefits, benefit levels, and eligibility rules are subject to change.

· Employees may choose from:
· Preferred Provider Organization (PPO) Option *
· Access Care II – Employee must reside within an eligible county
· Capital Blue Cross PPO – Employee must reside within an eligible county
· Highmark PPOBlue – Employee must reside within an eligible county
· Personal Choice PPO - Employee must reside within an eligible county
· Point-of-Service (POS) Option *
· Aetna Choice POS - Employee must reside within an eligible county
· Health Maintenance Organization (HMO) Option* – employee must reside within an eligible county
· Basic Option (Blue Cross Medical/Surgical and Major Medical) EFFECTIVE 7/1/03, AVAILABLE ONLY FOR EMPLOYEES CURRENTLY ENROLLED IN THE PLAN
· Survivor benefits for dependents of employees who die as a result of a work-related injury
· Benefits determined by PEBTF Board of Trustees

* Check availability of coverage by county

Supplemental Benefits Program

· 6 month waiting period
· Prescription Drug Plan
· Vision Plan
· Dental Plan
· Delta Dental (fee for service)
· Concordia Plus (dental HMO)
· Hearing Aid Plan
· Survivor benefits for dependents of employees who die as a result of a work-related injury
· Benefits determined by PEBTF Board of Trustees
Retired Employee Health Program

· Various benefit plans available to annuitants under age 65
· 65-Special coverage to supplement Medicare or Medicare HMOs available to annuitants age 65 and over
· Plans to be determined by PEBTF Board of Trustees
 

Eligibility/Contribution

State Employee Health Program

· For permanent full-time employees hired before August 1, 2003 who elect coverage:
· Effective the first full pay period in July 2005 employee contribution for health care - 0.5% of bi-weekly gross salary
· Effective the first full pay period in January 2007 employee contribution for health care - 1% of bi-weekly gross salary
· For permanent full-time employees hired on or after August 1, 2003 who elect coverage:
· First 6 Months of Employment
· Single coverage only in the least costly plan in their county of residence
· Employee contribution for health care – 1% of bi-weekly gross salary
· May not elect Basic Option
· No supplemental benefits
· May purchase a more expensive plan; must pay cost difference in addition to the employee contribution
· May purchase health benefits for eligible dependents – in same health plan as employee enrolled
· Beginning with 7th Month of Employment
· Employee and eligible dependents covered for medical benefits under least expensive plan
· Employee and eligible dependents receive supplemental benefits
· Continue to contribute 1% of bi-weekly gross salary
· May purchase a more expensive plan; must pay cost difference in addition to the employee contribution
· For permanent part-time employees – employees contribute 50% plus an employee contribution at  the same percentage rate as permanent full-time employees
 

Retired Employee Health Program

· If employee retires July 1, 2004 through June 30, 2005
· at age 60 with at least 15 years of credited service
· at any age with at least 25 years of credited service
· on approved disability with at least 5 years of credited service
· 100% paid for annuitant and dependents
· Will receive the medical and prescription plan of benefits in effect for active employees
· If employee retires on or after July 1, 2005
· at age 60 with at least 15 years of credited service
· at any age with at least 25 years of credited service
· on approved disability with at least 5 years of credited service
· Will contribute 1% of employee’s final annual base salary at the time of retirement
· Will receive the medical and prescription plan of benefits in effect for active employees
· If employee retires on or after July 1, 2008
· at age 60 with at least 20 years of Commonwealth/State System service
· at any age with at least 25 years of credited service
· on approved disability with at least 5 years of credited service
· Will contribute 1% of employee’s final annual base salary at the time of retirement
· Will receive the medical and prescription plan of benefits in effect for active employees
· State System pays $5 toward cost of coverage for annuitants not qualifying under above criteria
 

Reduces the amount of taxes paid by designating a portion of salary to an account for eventual reimbursement of certain medical and dependent care expenses.  Account balances not used by year’s end are forfeited.

Medical Reimbursement Account

· Maximum annual contribution is $3,000
· Eligible expenses for reimbursement include Major Medical deductibles and amounts in excess of plan allowances or maximums, prescription drug co-payments, POS, PPO, and HMO doctor office visit charges, lasik eye surgery, chiropractic services, etc.

Dependent Care Reimbursement

· Maximum annual contribution is $5,000 ($2,500 if you are married and filing a separate income tax return)
· Dependent care must be necessary so that you, and if you are married, your spouse can work or look for work
· Eligible expenses for reimbursement include child care centers that care for six or more children and that meet the IRS definition of a qualified day care center, caregivers for a disabled spouse or dependent who lives with you, babysitters, nursery schools, household expenses provided that a portion of these expenses are incurred to ensure a dependent’s well-being and protection

Eligibility/Contribution

· Permanent full-time employees
· Permanent part-time employees working at least 50% time
· 100% employee-paid
 

Allows employees who are contributing to the cost of health care to pay those contributions on a pre-tax basis, resulting in higher take-home pay

Eligibility/Contribution

All employees enrolled in a health care plan and contributing toward the cost of that plan
 

Coverage

· Term life insurance equal to nearest $1,000 of annual salary
· Minimum coverage $2,500; maximum coverage $50,000
· Coverage reduced at age 70 to 65%; coverage reduced at age 75 to 50%
· $20,000 additional work-related accidental death benefit
· Three-month waiting period
· Right to convert upon termination/retirement
 
Eligibility/Contribution

· State System pays 100% for permanent employees
· Dependents ineligible
 

Coverage

· Employee term life and personal accident insurance in increments of $10,000; maximum coverage $500,000
· Spouse term life and personal accident insurance in increments of $10,000; maximum coverage $100,000
· Children term life and personal accident insurance in amounts of $5,000 or $10,000
 

Eligibility/Contribution

· Permanent full-time employees and dependents
· Permanent part-time employees and dependents, if employee works at least 50% time
· 100% employee-paid
 

Coverage

· Income protection equal up to 60% of gross annual base salary
· Amount offset by retirement benefits, workers’ compensation, social security, and paid leave with a guarantee of 10% of long-term disability benefit amount or $100/month, whichever is greater
· 180-day elimination period
· Cost of living adjustments

Eligibility/Contribution

· Permanent full-time employees
· Permanent part-time employees working at least 50% time
· 100% employee-paid
 

Annual Leave

· Paid leave earned based on percentage of regular hours paid biweekly and years of service as follows:

Up to one year of service   10.4 days/yr. (4% of hrs. paid)
Over 1 year to 15 years of service  15.6 days/yr. (6% of hrs. paid)
Over 15 years to 25 years of service  20.8 days/yr. (8% of hrs. paid)
Over 25 years of service   26.0 days/yr. (10% of hrs. paid)

· Unused leave may be carried from one year to the next
· 45 day maximum accumulation
· Payment for unused leave at termination/retirement

Sick Leave (Includes Bereavement and Sick Family Leave)

· Paid leave earned at 6% of regular hours paid biweekly which equates to 15.6 days/yr.
· Unused leave may be carried from one year to the next
· 300 days accumulation
· Must contribute 2.6 days annually to sick leave bank
· 3-5 days of leave may be used for death of relative, depending on relationship
· 5 days of leave may be used for sickness in immediate family
· Payment of 30% accumulated unused sick leave to a maximum of 90 days upon retirement if certain eligibility is met

Personal Leave
· 12-month employees earn 5 days per year
· 9-month employees earn 4 days per year
· No carry-over from previous year
Holidays
· 10 paid holidays per year
· Observation of holidays may vary by university

· Choice of:
· State Employees’ Retirement System (SERS)
· 6.25% employee contribution to SERS
· Public School Employees’ Retirement System (PSERS)
· 7.5% employee contribution to PSERS
· Alternative Retirement Plan (ARP)
· 5.0% employee contribution to ARP
· Participating ARP companies
· ING – effective 7/1/03
· Met-Life – effective 7/1/03
· TIAA-CREF
· AIG VALIC – effective 7/1/03
· Employee may participate in one or more of the ARP companies at one time
· Employer contribution and benefits vary by plan (see Retirement Comparison Chart)
· Selection of retirement plan must be made within 30 days of date of hire; if no choice is made, employee will automatically default to SERS

Revised 10/04