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employee benefits

 

Health Care Options for Employees

Employees eligible for medical and dental insurance enroll at the time of initial employment. Thereafter, employees can add or change insurance during the annual open enrollment period. Open enrollment generally occurs during the month of May, and elections made at that time are effective July 1. Look for announcements for specific dates and times during the spring each year.

For specific choices, coverage and rate information, please visit the State web site on health care options.

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Disability Insurance

UNUM Long Term Disability
The UNUM Long Term Disability policy automatically covers all faculty, managerial/ confidential, and UHP employees who are employed at least 50% of full-time. Eligible employees are covered after 3 months of continuous active employment. The plan pays eligible employees 60% of their base salary if they are out due to a long-term health condition beyond 180 days. For complete details of the disability plan please refer to the Plan booklet, or call the Benefits Unit at 860-679-4105.

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Medical & Dental Insurance Plan Information for Graduate Assistants/Trainee

Graduate Assistants and/or trainees are eligible to enroll in medical and dental insurance plans.  We are offering two Anthem medical plan options and one dental plan options.  The summary and rate charts briefly summarize available benefits for the medical and dental plans.  These are not intended to be comprehensive descriptions of the plans.  For more detail information, you may request literature from the medical and dental carriers by visiting their web sites, www.anthem.com, and www.cigna.com, or by calling their toll-free numbers, 1-800-922-2232 (Anthem medical), 1-800-367-1037 (Cigna dental).

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Supplemental Benefits

Employees may enroll in supplemental benefits offered by the State and pay for them through automatic payroll deduction. Choices of benefit options include:

  • Short Term Disability Insurance
  • Long Term Disability Insurance
  • Auto and Homeowners Insurance
  • Cancer Insurance
  • Universal Life Insurance
  • Term Life Insurance

For more information regarding these optional benefits visit the State web site on supplemental benefits or call the Benefits Unit at 860-679-4105.

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COBRA Benefits

The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) requires organizations with more than 20 employees to offer continuation of health insurance benefits upon a "qualifying event."

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Retirement Plans

The State Employees Retirement System (SERS) consists of several defined benefit plans, listed below. The plan available to employees is dependent on the date of hire.

Tier IIA - a contributory plan that is available to employees who were first hired on July 1, 1997 and after.

Tier II - a non-contributory plan (except for hazardous duty positions) that covers employees who were first hired and chose the SERS after July 1, 1984 and up to June 30, 1997.

Tier I - a contributory plan that covers employees who were first hired and chose the SERS on or before July 1, 1984.

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Alternate Retirement Plan

The Alternate Retirement Plan (ARP) was established in 1975 and is available to all new unclassified employees. The third party administrator is ING. Employees contribute 5% of salary; the State contributes an amount equal to 8% of salary.

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Teachers' Retirement System

The Teachers' Retirement System (70K PDF) is a contributory defined benefit plan available to employees who hold a state teachers certificate and have a position at the Health Center which requires a teaching certificate. Employees contribute a total of 7% salary, 6% for the retirement benefit and 1% for retirement health benefits.

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Tuition Program

Tuition Waiver for Dependent Children
A waiver of tuition is available to dependent children of faculty, Managerial/Confidential exclusions, and University Health Professional (UHP) staff enrolled in an undergraduate degree program at the University of Connecticut and its regional campuses.

An in-state rate is available to dependent children of faculty and professional staff who attend University of Maine, Orono or the University of Rhode Island.

Tuition Waiver for UHP Employees (NEW Effective 7/1/06)

A waiver of tuition and a partial waiver of credit fees equivalent to tuition is available to UHP employees on a space available basis for all undergraduate and most graduate courses taken at the University of Connecticut.

Tuition Reimbursement
The tuition reimbursement program is available to members of the classified bargaining units, managerial/confidential employees, and members of the UHP bargaining unit.

     Classified Bargaining Units:

     Managerial/Confidential Employees:

     University Health Professionals (UHP):

1199 Career Mobility Fund
Article 35 of the District 1199 Health Care Employees Union Contract includes a Career Mobility Fund for NP-6 and P-1 Employees who require release time with pay to take courses for a higher education degree.

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Leaves of Absence

Questions pertaining to leaves of absence should be directed to 860-679-4105

Family and Medical Leave Information:

·         Federal FMLA - Employee Rights and Responsibilities

·         Family and Medical Leave Guide

·         Statewide FMLA Policy

 

Requesting a Medical or Family Leave of Absence:

In order for an employee to apply for a medical leave for one’s own medical condition or a family leave to care for an immediate family member who is ill, the following forms need to be completed at least thirty (30) days ahead of time when the leave is foreseeable and returned to Human Resources (MC 4035):

                                        And

Requesting a Military Family Leave
In order for an employee to apply for a military family leave, the applicable form must be completed and returned to Human Resources (MC 4035):

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Civil Union

Civil Unions

Public Act No. 05-10, an act concerning Civil Unions became law effective October 1, 2005.  With this law, state employees and retirees will now be able to cover their civil union partners and eligible dependent children.  An employee or retiree who enters into a civil union will be accorded thirty days there from to obtain medical and dental coverage for his or her civil union partner and eligible dependent children. The employee must contact Human Resources at (860) 679-4105 to obtain the enrollment form.  For federal income tax purposes, if the employee provides more than fifty percent of a civil union partner’s financial support the employee should also provide a signed statement to Human Resources stating that fact.

For those employees who have an approved domestic partnership affidavit on file and who enter into a civil union, the employee is required to notify Human Resources within 30 days of the change in status. 

For those employees or retirees who have an approved domestic partnership affidavit on file who do not enter into a civil union, benefits will remain unchanged. 

An employee or retiree who enters into a civil union but fails to enroll his or her civil union partner and eligible dependent children within thirty days will be required to wait until the annual health insurance open enrollment period in order to do so.

For additional information, contact Human Resources at (860) 679-4105.

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  On-line Resources

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Benefits Updates

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Workers’ Compensation

Workers' Compensation is a type of insurance intended to provide wage replacement, medical bill coverage, and other benefits to employees due to occupational injuries and illnesses. It is a mandated program governed primarily by laws found in the Connecticut General Statutes. The Workers’ Compensation program for state employees is managed by the Department of Administrative Services. 

When employees sustain a work-related injury, the employee must contact Human Resources at 860-679-4589 to immediately report the injury.  Additionally, there are several required forms that must be immediately completed and returned to Human Resources: 

 Workers’ compensation also provides payment and mileage reimbursement for some medical appointments and w/c hearings.   

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Dependent Care Assistance Program

Dependent Care Assistance Program (DCAP)

The DCAP is a flexible spending account (FSA) which offers significant tax advantages in helping you pay for qualified dependent care expenses. Progressive Benefit Solutions (PBS) is the State’s third party administrator, and can be reached at 866-906-8023 with any questions.  Additional information and forms can be downloaded from the Office of the State Comptroller’s website: http://www.osc.state.ct.us/empret/dcapprog/index.html.

DCAP Flyer

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photo of disaster relief
State Employee Volunteer Guidelines for Disaster Relief

State Employees Who Provide Disaster Relief Services with the American Red Cross:

In response to the current need for relief services in Haiti, employees are reminded of the following leave entitlement found in Section 5-249(b) of the Connecticut General Statutes:

“Any state employee who is a certified disaster service volunteer of the American Red Cross may, with the authorization of such employee’s supervisor, be granted a leave not to exceed fifteen working days in each year to participate in specialized disaster relief services for the American Red Cross, upon the request of the American Red Cross, without loss of pay, vacation time, sick leave or earned overtime accumulation.”

Process for Taking Leave Under C.G.S. 5-249 (b):

Upon receiving notification from the American Red Cross of a disaster relief assignment, an employee must do the following:

  • Notify his/her supervisor of the anticipated leave dates (must not exceed 15 working days)
  • Contact Human Resources at 860-679-4105
     
  • Obtain authorization to take the leave (approval is at the Health Center’s discretion and based on operational needs)
  • Submit proof of voluntary service from the American Red Cross to Human Resources (Fax number 860-679-4660)*

*The American Red Cross is unable to provide exact dates that the employee will be deployed because the employee is actually responsible for making his/her own travel arrangements using the American Red Cross’ travel agency. For example, the American Red Cross may notify an employee that s/he will be deployed on January 28, 2010, but the first available flight to the destination is not until January 29, 2010. Therefore, the dates of deployment are actually January 29, 2010 through February 18, 2010 (15 working days, beginning with the date of deployment). Employees are responsible for providing this information to Human Resources (860-679-4105) as soon as it is known. A copy of the itinerary from the travel agency prior to (or upon) his/her return to work is required.

Leave for Relief Efforts Independent of the American Red Cross:

Employees who wish to volunteer with relief efforts independent of the American Red Cross may request to do so using their own Vacation, Personal Leave and/or Compensatory Time. Approval for time off in this circumstance is subject to operational needs and departmental approval.

 
 

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