SCUPA Benefits

ESU offers an excellent benefits package for SCUPA employees including health care, company paid life insurance, retirement benefits, and leave time.

See further details regarding State System employee group, SCUPA.

See below for:

Health Benefits

Health care benefits are overseen by PEBTF (Pennsylvania Employees Benefit Trust Fund).

Employees are eligible to enroll in health care coverage from their first day of employment. There is a 90 day waiting period to enroll in supplemental benefits (dental/vision/hearing) and/or to enroll dependents into eligible plans.

Medical Benefits

During the first 90 days of employment, employees can enroll in any of the following plans for single coverage only. Eligible dependents can be added to any plan on the 91st day of employment.

• PPO (Preferred Provider Organization)
  • Choice PPO – Aetna
  • Basic PPO – Highmark
• HMO (Health Maintenance Organization)
  
  • Custom HMO – Aetna or Geisinger

Flu Shot Information

• ESU provides assistance with Flu Shot Opportunities

Prescription Benefits

• Prescription Coverage
• During first 90 days, employee can opt to enroll, at an additional bi-weekly buy-up cost:
  • Single: $77.66
  • Dependents: $192.66

Supplemental Benefits

Employees are eligible to enroll after 90 days of employment.

• Dental Coverage - United Concordia
• Vision Coverage - NVA (National Vision Administrators)
• Hearing Aid Coverage

There are two types of Flexible Spending Accounts: Healthcare FSA and Dependent Care FSA.

This benefit is a convenient way to set aside money on a pre-tax basis for eligible medical, dental, vision and dependent care expenses. Employees can sign up within 30 days of hire, or during open enrollment period. Once enrolled, the employee will be covered for one calendar year.

Detailed information, including lists of eligible and ineligible expenses can be found in the Flexible Spending Account Handbook. For the handbook please email us at askhr@esu.edu

SCUPA employees are eligible for Annual Leave, Sick Leave, and Sick Family Leave. Leave time is accrued as follows.

Annual Leave

• Up to 1 year of service – 4% of regular hours paid, 10.4 days per year
• 1-15 years of service – 6% of regular hours paid, 15.6 days per yea
• 15-25 years of service – 8% of regular hours paid, 20.8 days per yea
• Over 25 years of service – 10% of regular hours paid, 26 days per year

Sick Leave

• 6% of regular hours paid, 15.6 days per year

Bereavement and Sick Family Leave

• Death of relative – 3-5 days, depending on relationship
• Sickness of immediate family – 5 days per calendar year

Leave used is deducted from sick leave balance.

Personal Leave

• Permanent full-time employees on 12 month schedule – 5 days per year
• Permanent full-time employees on 9 month schedule – 4 days per year
• Permanent part-time – Pro-rated basis

FMLA allows employees who are eligible to take up to a 12 weeks of leave (with or without pay) with benefits for:

• the birth or adoption of a child,
• recovery from a qualifying medical illness,
• providing care for a seriously ill family member.

To request FMLA, the required two forms to be submitted to Human Resources are:

• FMLA – Request for FMLA/SPF Absence – (this form needs to be completed by the employee)
• and the applicable certification form, completed by the health care provider:
  • FMLA Employee Serious Health Condition Certification
  • FMLA Family Member Serious Health Condition Certification

1. Report the injury
   • When an employee suffers a work related injury, employee must report it to their supervisor.
   • Please contact HR for the Accident/Incident Report.
2. Submit Accident/Incident Report form to HR
   • The Accident/Incident Report Form needs to be submitted to Human Resources Business Partner (HRBP), who will provide employee with claim number. The HRBP will provide the workers compensation employee notification and workers compensation forms for you to review, sign and return.
3. Seek Treatment
   
   • If employee has not already gone to emergency room for treatment, HRBP will instruct employee to see one of the doctors from our Panel List of Physicians.
4. Provide Doctors Note to HR
   • The doctor will provide documentation to the employee, which must be submitted to HR. It is very important that the employee provides this documentation, to determine if the employee is okay to return to work, or needs to be placed on any type of restrictions.

The SEAP program is free and confidential, offering personal support and guidance in a variety of issues, problems, and concerns that one deals with on a daily basis.  The program can be beneficial to employees or their immediate families, providing services such as legal advice, drug and alcohol counseling, assistance with financial planning, stress management, depression, and many more.

Dining Meal Plan

A meal plan in which employees can enjoy meals at dining areas on campus, without having to pay upfront. Charges for meal plan are deducted bi-weekly from paycheck.

Employees must sign up for Dining Meal Plan every semester

Just bring your Employee ID and you can enjoy a variety of meals in areas such as Dansbury Commons, Center Court, or even Starbucks.

If you would like to sign up for the Dining Meal Plan please email askhr@esu.edu

Employee Discounts

Take advantage of discounts offered to East Stroudsburg University employees, at select restaurants, bars, attractions and more.

Promotional Flyers from Vendors:

Please note that each savings program has its own restrictions. The discount provider imposes these restrictions. In some cases the discount providers limit discounts to only employees and their families. Information on how to redeem each discount can be retrieved via the vendor’s website or calling them directly. While the University has made an effort to check each offering, it does not warrant or endorse any goods or services provided by any business participating in the Employee Discount Program. It is your responsibility to careful check good and services offered.