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Benefit Information for Management/Confidential Employees The following benefits are available to all full-time employees at the University at Albany designated Management/Confidential. Programs, policies, and costs are subject to change without notice, and such changes are generally applicable to all future employees regardless of the date the original offer or acceptance of employment was made. A. Health Insurance B. Vision Care and Dental Insurance C. Retirement Programs D. Social Security E. Group Long Term Disability Insurance F. Tax-Deferred Savings Plans G. M/C Life Insurance H. Death Benefits I. Tuition and Fee Assistance J. Flex Spending Account K. Long-Term Care Insurance A. HEALTH INSURANCE Coverage is effective on the 43rd day of employment if enrollment forms are received by that date. Employees have a choice of one of five options: a preferred provider organization or one of four health maintenance organizations. Preferred Provider Organization: NYS Empire Plan (http://www.cs.state.ny.us/ebd/) The Empire Plan provides coverage for hospitalization through Blue Cross, combined medical/surgical and Basic Medical coverage through United HealthCare, mental health/substance abuse coverage through GHI Value Options, and prescription drugs through CIGNA Express Scripts. Under the Empire Plan, services rendered by participating providers are paid in full with the exception of a modest copayment for office visits, lab tests, x-rays, and office surgeries. The insurance carrier pays the provider directly. The Empire Plan includes "managed care" components for mental health and substance abuse, provided through ValueOptions; for home health care and durable medical goods, provided through the Home Care Advocacy Program (HCAP); and for physical medicine (chiropractic and physical therapy). Benefits in these areas are substantially reduced if you choose to go outside the network. Claims for services by providers who do not participate in the plan must be submitted as a Basic Medical claim. The enrollee is responsible for paying all charges, and United HealthCare will send any reimbursement directly to the enrollee. Once a deductible is met, Basic Medical will reimburse 80% of reasonable and customary charges to a prescribed maximum. The plan pays 100% of reasonable and customary expenses after the coinsurance maximum limit is met. Health Maintenance Organizations The following HMOs are available to employees who live or work in the HMO service area. All plans provide comprehensive hospital, medical/surgical, mental health/substance abuse, and prescription drug coverage. Most HMOs require members to select a primary physician from among a network of providers practicing in their own offices. Members must go to their primary provider for all health care needs or be referred by him/her to a specialist within the HMO’s network. The plan pays the provider in full, with the exception of a modest copayment. There is no paperwork for the member; the provider takes care of all claim forms. Capital District Physicians' Health Plan (http://www.cdphp.com) This HMO serves Albany, Columbia, Fulton, Greene, Montgomery, Rensselaer, Saratoga, Schenectady, Schoharie, Warren, and Washington counties. CDPHP is also available at a higher premium cost in other areas of the State. Empire BlueCross BlueShield HMO (http://www.empireblue.com) This HMO serves Albany, Clinton, Columbia, Delaware, Essex, Fulton, Greene, Montgomery, Rensselaer, Saratoga, Schenectady, Schoharie, Warren, and Washington counties. Empire BlueCross BlueShield HMO is also available at a higher premium cost in the Mid-Hudson and downstate regions. GHI HMO Select, Inc. (http://www.ghihmo.com) GHI does not require a referral for in-network specialty visits; enrollees may self-refer to a specialist within the HMO’s network of providers. This HMO serves Albany, Columbia, Delaware, Greene, Rensselaer, Saratoga, Schenectady, Warren, and Washington counties. GHI HMO is also available at a higher premium cost in downstate areas. MVP Health Plan (http://www.joinmvp.com) MVP does not require a referral for in-network specialty visits. This HMO serves Albany, Columbia, Fulton, Greene, Hamilton, Montgomery, Rensselaer, Saratoga, Schenectady, Schoharie, Warren, and Washington counties. MVP is also available at a higher premium cost in the Central and Mid-Hudson regions of the State. At this time, the State pays 90% of the cost of individual coverage and 75% of the additional cost for dependent coverage in the NYS Empire Plan. For HMOs, the State pays 90% of the cost of individual and 75% of the additional cost for dependent coverage, not to exceed 100% of its contribution to the NYS Empire Plan. Click here to view a chart containing the current biweekly premium rates arranged by bargaining unit. All health plan premiums are deducted on a pre-tax basis unless specifically declined by an individual employee. All of our plans cover pre-existing conditions. B. VISION CARE AND DENTAL INSURANCE The vision care plan through EyeMed provides for one examination and pair of eye glasses for you and each eligible dependent every 24 months every 12 months for children under age 19). Vision coverage is effective after four weeks of service. Dental coverage for you and your dependents is paid on a fee schedule basis with a $25 deductible for restorative services; GHI (www.ghi.com) is the carrier. Participating dentists accept the fee schedule as payment in full for covered services. Dental coverage is effective after six months of service. C. RETIREMENT PROGRAMS General Retirement Information: You must elect to participate in a retirement program within thirty (30) days of the effective date of your appointment.  If you do not make a timely election, you will be automatically enrolled in either the NYS Employees’ Retirement System (ERS) or the NYS Teachers’ Retirement System (TRS), depending upon your eligibility for either System. Enrollment in a retirement program is mandatory for full-time employees and retirement election is permanent. Full-time professional employees in certain non-teaching position titles are eligible to elect membership in the NYS Employees’ Retirement System, the NYS Teachers’ Retirement System or the Optional Retirement Program.  In general, full-time professional employees may elect membership in either the NYS Employees’ Retirement System or the Optional Retirement System. To view a side-by-side comparison of the key features of ERS, TRS and ORP, click on Comparison of Retirement Plan Options. 1. New York State Employees' Retirement System (ERS) (http://www.osc.state.ny.us/retire/) a. Under current legislation, employees contribute 3 percent of annual salary toward retirement for the first ten years of membership. Employee contributions are deducted prior to the computation of federal taxes. b. At age 62, with 20 to 30 years of full-time credited service, the benefit equals 2% of your final average salary (average of the highest consecutive 36 months of salary) multiplied by your years of credited service. The benefit includes an additional 1.5% of your final average salary for each year of credited service beyond 30 years. Retirement is possible at age 55 with pension reductions, or no reduction at age 55 with 30 years of credited service. c. The retirement benefit for those with more than five but fewer than 20 years of full-time credited service is computed at the rate of 1.66% of final average salary as described above. d. Members who terminate employment with at least five years of full-time credited service are vested in the system and are, therefore, entitled to a retirement allowance upon reaching age 55. Members who terminate employment with fewer than ten years of full-time service credit may ask for a refund of their own contributions when they leave State service. e. The State makes appropriate annual contributions to ERS to provide a pension. f. Nine or ten-month appointments are pro-rated and are not treated as a full year of service in calculating service credit. New York State Teachers' Retirement System (TRS) (http://www.nystrs.org/) Provisions are generally the same as the NYS Employees’ Retirement System with the following exceptions: · TRS allows members with 35 years of service to retire at any age; ERS minimum retirement age is 55. · ERS allows unused sick leave to be used in calculating service credit; TRS does not. · ERS allows for the inclusion of payment for unused vacation towards Final Average Salary (FAS) if FAS is based on the 36 months preceding retirement; TRS allows no such inclusion. The Optional Retirement Program (ING, MetLife, TIAA/CREF, VALIC) a. Under current legislation, employees contribute 3% of annual salary toward retirement. Employee contributions are deducted prior to the computation of federal taxes. b. The State contributions to the Optional Retirement Program will be the following percentages of the employee's first $225,000 (in 2007) of salary: 8% of salary for the first seven years of SUNY service; 10% of salary after seven years of SUNY service. c. Contracts are issued to and become the property of the employee, and the State is not liable for the payment of benefits provided under such contracts. The vendor determines benefits at the time of retirement based on the accumulation of assets in the account. d. New employees coming to the University with existing contracts from ING, MetLife, TIAA-CREF, or VALIC are considered immediately vested and are entitled to immediate University contributions. New employees without such contracts are vested upon completion of 366 days of service and are entitled to retroactive University contributions at that time. Employee contributions begin immediately but are held in escrow by the Office of the State Comptroller until completion of the vesting period and are then forwarded to TIAA-CREF. Employees who leave SUNY service before vesting are eligible for a refund of their contributions plus interest. e. Once an employee has established a CREF account, he/she may transfer part or all of their accumulation to any of three other vendors (ING, MetLife, or VALIC). To view the latest ORP investment performance information for ING, MetLife, TIAA-CREF and VALIC, click on Quarterly Earnings Comparison by Vendor. Vendor Websites: ING: (http://www.ingretirementplans.com\custom\SUNY) MetLife: (http://www.metlife.com) TIAA-CREF: (http://www.tiaa-cref.org) VALIC: (http://www.valic.com) Loan Provision Information D. SOCIAL SECURITY (www.ssa.gov) All employees are covered by Social Security. Taxes are withheld from salary up to the Social Security base as determined each calendar year. In 2007, $97,500 is subject to Social Security taxes (7.65%). Amounts over $97,500 are subject only to the Medicare portion of the Social Security tax (1.45%). E. GROUP LONG-TERM DISABILITY INSURANCE Full-time academic and professional employees are covered under the plan after completion of one year of service with State University. The one-year waiting period is waived when it is verified that, within three months prior to appointment with State University, the previous employer covered the employee under a similar group disability insurance program. In either case, employees are automatically notified as their coverage becomes effective. 1. Benefits begin after six months of total disability. 2. Benefits consist of a guaranteed income equal to 60% of monthly salary as of the date the disability began, not to exceed $5,000 monthly. Guaranteed income is inclusive of Social Security, Workers Comp, and retirement system benefits, if applicable. 3. Benefits are based on the monthly earnings at the time the disability was incurred. 4. Benefits are paid until one of the following events occurs: a. The individual recovers sufficiently to return to gainful employment, b. the individual reaches age 65, or c. the individual dies. The University does not provide short-term disability benefits. You may use sick leave and annual leave accruals or go on leave without pay during the six-month elimination period. You may wish to explore the private purchase of short-term disability insurance to provide coverage during the elimination period. F. TAX-DEFERRED SAVINGS PLANS A tax-deferred annuity program is available to all University employees. Employees may elect to set aside a portion of their salaries before federal and state taxes as a retirement investment under a 403(b) contract with TIAA-CREF and/or Fidelity Investments. For TIAA-CREF, contact the Office of Human Resources at 437-4729 for enrollment information; for general information, including investment fund performance, contact TIAA directly at 800/842-2776 or visit: www.tiaa-cref.org Contact Fidelity Investments at 800/343-0860 or visit: www.fidelity.com for enrollment and general information. All staff are eligible to participate in the 457(b) NYS Deferred Compensation Program. For more information, call 800/422-8463 or visit: www.nysdcp.com General Information on these tax-deferred savings plans, including current IRS maximum deferral limits. G. M/C LIFE INSURANCE The plan offers Group Life Insurance for you in substantial amounts, and eligible dependents in modest amounts, at a premium that varies depending upon your age and smoker/non-smoker status. The plan, underwritten by the Metropolitan Life Insurance Company, offers several options of amount and type of coverage. This gives you the opportunity to select the benefits that are best suited to your needs and those of your family. Employees who enroll during the first 12 weeks of employment are guaranteed issue of a policy. Enrollment after the first 12 weeks requires medical underwriting. H. DEATH BENEFITS A death benefit may be payable to the beneficiary of an individual who dies while employed by the University. Types and amounts of death benefits vary significantly according to the retirement system an employee elects. The public retirement systems (TRS and ERS) provide a benefit equal to one year's salary for each year of service up to three years maximum salary, but with death benefits reduced each year beyond age 61. This benefit is further reduced upon retirement. Under the Optional Retirement Program, the death benefit would be the current value of the annuity accumulation, paid either as income or in a single sum. If the death benefit provided by the retirement system is less than one-half final salary, a separate State program will provide or supplement that amount to a maximum of $10,000. I. TUITION AND FEE ASSISTANCE Full-time employees are eligible for a waiver of a percentage (usually 40-50%, based on the number of employees applying and the availability of funds) of tuition for up to eight credit hours of job-related courses taken at a SUNY campus. Tuition may not be waived for courses taken at a SUNY community college or at a campus external to SUNY. Tuition assistance is not available to the spouse or dependents of employees.  For further details, go to the SUE Tuition Waiver Program page. Employees with six months of state service are also eligible to participate in the M/C Tuition Reimbursement Program. This program provides 75% reimbursement for credit or non-credit courses, seminars and workshops offered by approved schools or organizations. Courses must be job-related or career-related. The maximum annual fiscal year reimbursement is $1,500. Additional details can be found at the Governor's Office of Employee Relations' website on the M/C Tuition Reimbursement Program Guidelines page. J. FLEX SPENDING ACCOUNTS (www.flexspend.state.ny.us) 1. Dependent Care Advantage Account: This program allows employees to pay for up to $5,000/year of dependent care expenses on a pre-tax basis. Qualified dependents include children under the age of 13; handicapped children of any age; and adults who live in the employee's home who are incapable of caring for themselves. Employees must enroll within the first 60 days of employment (or within 60 days of a change in family status) or wait until an annual enrollment period in the fall. Enrollees receive an employer contribution of from $200 to $600, depending on salary. 2. Health Care Spending Account: This program allows eligible State employees to set aside from $150 to $3,000 annually in pre-tax salary to pay for health-related expenses that are not reimbursed by health insurance. Medically necessary medical, dental, prescription, vision, and hearing expenses for enrollees and their dependents are eligible for reimbursement. Employees must enroll within the first 60 days of employment (or within 30 days of a change in family status) or wait until an annual enrollment period in the fall. There is no employer contribution to this program. K. LONG-TERM CARE INSURANCE (www.nyperl.net) The NYS Public Employees and Retirees Long-Term Care Insurance Plan (NYPERL) allows eligible employees and their eligible dependents to purchase long-term care insurance through MedAmerica Insurance Company of NY. Active employees who enroll within 60 days of employment are guaranteed issue of a policy without proof of insurability. Enrollment after 60 days requires proof of insurability. Eligible dependents are required to prove insurability regardless of when they apply. Revised May 2007 Microsoft Word is a registered trademark of Microsoft Corporation. Top Employee Benefits Office of Human Resources Management University at Albany Albany, NY 12222 (518) 437-4729 (Voice) 437-4731 (Fax) Office Hours: M-F, 8:30am to 5:00pm, Summers, 8:00am - 4:00pm

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