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Benefits Summary

There are many benefits and services available to University employees. This summary was prepared by the Benefits Office to provide information to employees regarding these benefits. Additional information may be obtained from the Benefits Office, 723 Kenilworth Street, (336) 334-5009.

Contents

State PPO Health Plan Summary

The State Health Plan has created a PPO alternative for all state employees called Smart Choice. What is a PPO? A PPO is an arrangement where providers are under contract to provide medical services at lower than usual fees in return for prompt payment and a certain volume of patients. There is freedom of choice among in-network providers, including specialists. No referrals are required for specialist office visits. When in-network providers are used, out-of-pocket expenses are lower and no claims forms are required.

Monthly Cost to Eligible Employees
2017 Health Rates 70/30 80/20 85/15 CDHP ER Cost
Employee Only 40.00 105.04 80.00 479.48
Employee/Child(ren) 258.14 395.18 276.32 479.48
Employee/Spouse 602.10 773.52 585.90 479.48
Family 638.70 813.76 618.82 479.48
Flat Discounts (not per person)
Health Assessment (just EE) - (25.00) (20.00) -
Primary Care Provider (each person) - (25.00) (20.00) -
Smoker Attestation (just EE) (40.00) (40.00) (40.00) -
Lowest Rates
Employee Only 0.00 15.04 0.00 479.48
Employee/Child(ren) 218.14 305.18 196.32 479.48
Employee/Spouse 562.10 683.52 505.90 479.48
Family 598.70 723.76 538.82 479.48

NCFlex Summary

The NCFlex Benefits Program provides a variety of plans to meet the needs of you and your family. These benefits are available to permanent employees through payroll deduction. Please refer to the NCFlex website for further information. Available benefits include:

NCFlex Dental Benefits

Two traditional options are available; a high coverage plan and a low coverage plan. New employees have 30 days to enroll in either plan and the deduction is taken on a pre-tax basis. Annual enrollments allow for late entrants. Further information is available at the NCFlex website (enter ‘NCFLEX’ as the company name on the MetLife website). The monthly cost for eligible employees is as follows:

Monthly Cost to Eligible Employees
Coverage Type High Option   Low Option
Employee Only 36.10 21.22
Employee and Spouse 72.40 42.78
Employee and Child(ren) 78.20 45.94
Family 123.70 73.22

NCFlex-Flexible Spending Accounts for Health Care and Dependent Day Care

Flexible spending accounts allow employees to set aside pre-tax money for out-of- pocket expenses for health care (medical, dental, vision, etc.) or dependent day care (child or adult). Participation in the health care Flexible Spending Account (FSA) can result in savings of 25% to 42% or more, depending on the employee's overall tax rate. The annual minimum contribution is $120 ($10/month) and the maximum is $2,550 ($212.50/month) for the health care FSA and $5,000 ($416.66/month) for the dependent day care FSA. Contributions to these accounts are sheltered from federal, State and Social Security taxes. Further information is available at the NCFlex website.

NCFlex-Core Accidental Death & Dismemberment Insurance

Administered by Voya Financial, this free program will pay a benefit of up to $10,000 if you suffer a loss or sustain certain disabling injuries while covered. Please refer to the NCFlex website for further information.

NCFlex-Voluntary Accidental Death & Dismemberment Insurance

Also administered by Voya Financial, this voluntary, fee-based program will pay a benefit if you suffer a loss or sustain certain disabling injuries while covered. Please refer to the NCFlex website for further information.

NCFlex Vision Care

Another benefit provided through NC Flex, this plan is administered by Superior Vision Services, and includes eye examinations, glasses, and contact lenses. Employees may cover themselves and their families. Complete plan details are available on the NCFlex website.

Monthly Cost to Eligible Employees
Coverage Type   Basic   Enhanced   Core Wellness  
Employee Only Coverage 5.56 8.58 No Charge
Family Coverage 15.46 22.88 N/A

NCFlex-Critical Illness

The insurance is administered by Allstate Benefits and complements your existing medical coverage, but does not replace it. The coverage pays a lump-sum payment when a covered person experiences a covered condition. Please refer to the NCFlex website for further information.

NCFlex-Term Life

Voluntary Group Term Life Insurance, administered by VOYA, pays a benefit to your beneficiary(ies) if you die while covered under the policy. A minimum of $20,000 of coverage is available up to a maximum of $500,000.

NCFlex-Cancer Insurance

Cancer Insurance is underwritten by Allstate Benefits and helps pay for cancer-related expenses as well as expenses related to 29 other diseases. Employees can enroll in employee or family coverage and choose among 3 different tiers: low, high and premium.


Retirement Summary

Participation in a retirement program is required for permanent, probationary or time-limited employees who work at least 3/4 time for nine months. Employees are required to contribute 6% of their salaries toward the cost of their retirement. There are two retirement programs available:

Teachers' and State Employees' Retirement System (TSERS)

TSERS is a 401(a) "defined benefit plan" and retirement income is based on a formula that is determined by average final compensation, age at retirement, and years of creditable service. An employee must have five years of contributing service in order to be vested in the Retirement System. State law enforcement officers are eligible for enrollment in TSERS, with differences in benefits and may contact the Benefits Office for further information. Click here to view the Retirement System Handbook.

Optional Retirement Program (ORP)

Employees who participate in the ORP may choose among two carriers: Teachers' Insurance & Annuity Association of America (TIAA) or Fidelity Investments. The Optional Retirement Program is a 403(a) "defined contribution plan" in which the participant's benefits are determined by the amount contributed and the investment earnings of the contributions. In addition to the employee's mandatory 6% contribution, the University contributes 6.84% to the employee's ORP account. If the employee leaves the University before he/she is vested (five years), then the employee may have to forfeit the University's contributions to their ORP unless certain State requirements are met. Contact the Benefits Office for further details, or visit the Web sites for TIAA or Fidelity.

*Note: Employees must elect one plan over another within 60 days of eligibility, and should carefully review the plans, the benefits, and the differences, because the decision made at employment is irrevocable.

Supplemental Retirement Plans/Annuities Summary

North Carolina Deferred Compensation Plan (457) - Under this plan, income is sheltered from federal and state income tax. Controlled by Section 457 of the Internal Revenue Code and administered by Prudential, this plan is designed as a long-term savings plan. Contact Prudential at 866-627-5267 for more information.

State 401(k) Plan - The Supplemental Retirement Income Plan of North Carolina was created in 1984 by the General Assembly to give University employees a tax-deferred investment program for retirement. The Plan is administered by Prudential Financial Retirement. For further information, please contact Prudential at 866-627-5267.

UNC System Voluntary 403(b) & 457(b) Retirement Program - TIAA and Fidelity, two strong, highly respected financial service companies, have been selected to provide a wide range of services through 403(b) and 457(b) investment options through their own funds and other top investment managers in the industry.


Disability Insurance Summary

Disability Income Plan of North Carolina (DIPNC)

The Disability Income Plan of North Carolina (DIPNC) is available, at no cost, to all full-time permanent employees participating in either the Teachers' and State Employees' Retirement System (TSERS) or the Optional Retirement Program (ORP) upon completion of certain length-of-service requirements. The plan is divided into Short Term and Long Term Disability benefits. To be eligible for Short Term Disability, the employee must have at least one year of contributing membership in either TSERS or the ORP, earned within 36 months prior to the onset of the disability. The monthly short-term benefit has a 60-day waiting period and is equal to 50% of 1/12 of the employee's annual base rate of compensation, up to a maximum of $3,000 per month for 12 months (may be extended). Long Term Disability is available to the employee who has at least five years of contributing membership in either TSERS or the ORP, earned within 96 months prior to the end of the Short Term Disability period. Prior to the termination of short-term benefits, the eligible employee may apply for long-term benefits. The monthly long-term benefit is equal to 65% of 1/12 of the employee's annual base rate of compensation, to a maximum of $3,900 per month. These benefits would coordinate with any additional benefits received from Social Security or Workers' Compensation. For additional information, please contact Human Resources at ext. 5009.

Supplemental Disability Insurance

Liberty Mutual - This supplemental long-term disability insurance, offered by Liberty Mutual, was designed to provide coverage for those employees who are not yet eligible for the State's plan, or who wish to supplement the State's disability benefits. The plan is available, at a nominal cost, only to employees who are participating in TSERS. After a 90-day waiting period, an eligible employee may receive a benefit equal to 66-2/3% of their monthly salary up to a maximum monthly benefit of $10,000. New employees may enroll within sixty days without completing a medical questionnaire. This plan coordinates with benefits received from Social Security, Workers' Compensation, and DIPNC (once the employee becomes eligible for the State's short- and/or long-term benefits).

The Standard Long Term Disability Insurance Plan - This supplemental long-term disability insurance plan, offered at a nominal cost by The Standard, is available only to participants in the Optional Retirement Program. Designed to help fill the gaps left by the State's plan, this program replaces up to 66-2/3% of the employee's monthly wage base up to a maximum of $10,000 per month. In addition, the plan protects the employee's retirement by providing a contribution equal to the monthly employee and employer retirement. New employees may enroll within sixty (60) days without completing a medical questionnaire. This plan coordinates with benefits received from Social Security, Workers' Compensation, and DIPNC (once the employee becomes eligible for the State's short- and/or long-term benefits).

Worker’s Compensation Summary

All University employees are covered under the North Carolina Workers' Compensation Act, including full-time faculty; staff (EHRA and SHRA) and part-time, temporary, and student employees. Any employee who suffers an accidental injury or contracts an occupational disease within the provisions of the Workers' Compensation Act is entitled to benefits provided by the Act. The employee must notify his or her supervisor immediately, in writing, using appropriate forms available in the Department of Human Resources. In the event of death resulting from an injury arising out of and in the course of employment, compensation is paid to the surviving spouse for 400 weeks at 66-2/3 percent of the deceased employee's average weekly wage at the time of the accident. If there is no surviving spouse, compensation payments due to a dependent child are paid for 400 weeks or until the child reaches the 18th birthday, whichever is later. For further details, refer to your Workers' Compensation Program booklet which you will receive at New Employee Orientation.

Leave Summary- SHRA/EHRA

Leave is available to: permanent SHRA full-time, part-time (20 or more hours), probationary, time-limited, or trainee employees; EHRA non-teaching; or EHRA 12-month teaching. Temporary employees are not included in leave programs. Types of leave are:

SHRA Employees only

Vacation Leave - The vacation leave rate for eligible employees is based upon length of total permanent State service (leave for part-time employees is prorated to the FTE of the appointment). Length of Service periods can be found in the Staff Employee Policy Manual under Vacation Leave; Leave Credits. Leave may be accumulated without applicable maximum until December 31. On December 31, vacation leave in excess of 240 hours (30 days) will be automatically converted to sick leave (prorated for part-time employees). Only 240 hours per calendar year may be carried forward to the next calendar year (prorated for part-time employees). Accumulated vacation shall be paid out upon termination of state employment, up to 240 hours (prorated for part-time employees).

Sick Leave - Sick leave is granted to eligible employees at a rate of eight hours per month. Part-time employees are granted sick leave on a prorated basis. Sick leave can be accumulated indefinitely and, at retirement, can be converted to creditable service at a rate of one month for every 20 days of accumulated sick leave or portion thereof. Accumulated sick leave cannot be paid out upon termination of employment. Instead, it remains on the books for five years, and the balance is restored if the employee returns to work for the State before the end of the five-year period.

EHRA Employees only

Vacation Leave - Vacation leave is earned by permanent EHRA employees with non-faculty and 12- month* faculty appointments. The earnings rate is automatically set by the Board of Governors at 24 days per year with no increments at any time, unless issued by the Board of Governors. Leave may be accumulated without applicable maximum until December 31. On December 31, vacation leave in excess of 240 hours (30 days) will be automatically converted to sick leave. Only 240 hours per calendar year may be carried forward into the next calendar year or paid out at separation. Accumulated vacation shall be paid out upon termination of state employment, up to 240 hours (prorated for part-time employees). For more information, contact the Provost's Office at 334-5494.

Sick Leave - Sick leave is earned by permanent EHRA employees with non-faculty and 12-month faculty appointments. Leave is accrued at a rate of eight hours per month. Sick leave can be accumulated indefinitely and, at retirement, can be converted to creditable service at a rate of one month for every 20 days of accumulated sick leave (applies only to members enrolled in TSERS). Sick leave cannot be paid out upon termination of State service. For participants in the Optional Retirement Program, any sick leave balance is forfeited upon retirement.

Extended Illness Leave - Check the Provost website's Policy Page for EHRA Employees for further information.

Both SHRA and EHRA Employees

Community Service Leave

  • must be pre-approved by the supervisor before an employee can use it.
  • may be used by parents for child involvement who have children in a school as defined by NC Statute.
  • may be used by anyone with or without school age children at any public
  • or private school as defined under NC statute for tutoring/mentoring purposes.
  • may not be used in conjunction with school sponsored athletic activities.
  • may be used to volunteer with any community service organization designated as such by IRS Code 501(c)(3), or a human service organization licensed or accredited to serve citizens with special needs including children, youth, and the elderly.
  • cannot be carried over from one calendar year to another.
  • will not be paid out to terminating employees who do not use the entire eligible amount.

Note: Supervisors:

  • must approve an eligible employee's use of Community Service Leave before it can be used.
  • may require proof of use of Community Service Leave at any time.
  • may require the employee to take Community Service Leave at a different time than requested if business necessity dictates that the employee cannot be absent from work.
  • should make every effort to grant Community Service Leave unless business necessity dictates otherwise.

This policy is not grievable under the University Grievance Policy. Please discuss any issues relating to this policy with the University Employee Relations Manager.

For the complete Community Service Leave Program as administered by the Office of State Personnel and additional information regarding special leave provisions that apply to Emergency Services, Blood and Bone Marrow Donorship and Disaster Service Volunteer with the American Red Cross, see Office of State Personnel Manual, Leave Section, Community Service Leave Program.

Family and Medical Leave - The Family and Medical Leave Act of 1993 was passed by Congress to balance the demands of the workplace with the needs of families, to promote the stability and economic security of families, and to promote national interests in preserving family integrity; to minimize the potential for employment discrimination on the basis of sex by ensuring generally that leave is available for eligible medical reasons (including maternity-related disability) and for compelling family reasons; and to promote the goal of equal employment opportunity for women and men.

This Act provides reasonable unpaid:

  1. Family and medical leave for the birth of a child and to care for the newborn child; for the placement of a child with the employee for adoption or foster care; for the care of a child, spouse or parent who has a serious health condition; for the employee's own serious health condition;
  2. Qualifying Exigency Leave for families of covered members and
  3. Military Caregiver Leave (also known as Covered Service member Leave).

Voluntary Shared Leave - provides an opportunity for employees to assist a fellow State employee affected by a medical condition that requires absence from duty for a prolonged period of time (generally considered to be at least 20 consecutive workdays) resulting in possible loss of income due to lack of accumulated leave. An employee must be in permanent, probationary or trainee appointment status in order to be eligible to accept voluntary shared leave. By letter of application to the agency head, a recipient shall apply or be nominated by a fellow employee to participate in the program. A doctor's statement must be attached to the application. Subject to the maximum amount of 1,040 hours, the number of hours of leave an employee can receive is equal to the projected recovery or treatment period, less the employee's combined vacation and sick leave balance as of the beginning of the recovery or treatment period. The employee must exhaust all available leave before using donated leave. The minimum amount to be donated is four hours. Qualifying guidelines apply to both donors and recipients. For example: a non-family member may contribute only vacation time; family members may contribute vacation or sick leave to an immediate family member.

Holidays - Each year holidays are scheduled in keeping with the operational needs of the University; 11 or 12 days are provided. The holiday schedule is distributed to all employees in September.

Other Benefits/Perks

Automobile and Homeowners Insurance - Auto, home, renters, boat, condominium, or personal liability insurance is available through payroll deduction to permanent employees under a group contract through Metropolitan Insurance Company (MetPay). For information contact a MetPay representative at 1-800-GET-MET-8 (1-800-438-6388).

Life Insurance - Underwritten by MetLife Insurance Company, this is an optional life insurance plan for which all permanent employees are eligible to apply. The amount of insurance can be in increments of $10,000 (up to $500,000). The cost is based upon a combination of age, smoker status plus coverage amount. Employees may apply for either Universal Life or Term Life Insurance, and Term coverage is available for dependents. Evidence of insurability must be presented if the amount of coverage exceeds $100,000, or if the application is not presented within thirty days of eligibility.

Credit Union - The State Employees' Credit Union is open to all permanent employees who are participating in a retirement program. Services include banking, savings, and loans. The local offices located in Greensboro are at 1030 West Market Street and 720 Summit Avenue with hours from 8:30 a.m. to 5:30 p.m., Monday through Friday. Automated teller machines are available in the Dining Hall and Elliott University Center.

Cultural Events - The University Concert/Lecture Series brings to campus renowned performers in the fine arts, including jazz, ballet, acting companies, and others. UNCG staff, faculty, and their families may purchase season tickets for the yearlong series of events at discounted rates. For more information, contact the University Box Office at ext. 4849.

Direct Deposit of Salary Check - All new employees are required to have their paychecks directly deposited into the bank account of their choice (as long as the bank is on the University's approved list). On payday, the salary check is directly deposited into the employee's account and the employee receives a Notification of Direct Deposit slip. For further information, contact the Payroll Office, 270 Mossman Building, at ext. 5748.

Elliott University Center - Provides an informal meeting place for faculty, staff, and students. Services include rooms for meetings, television, game rooms, and other activities. Contact Elliott University Center for additional information at ext. 5510.

Food Service - Food service facilities are available on campus providing a variety of dining options at reasonable costs. Employees and their guests are invited to use these facilities located in the Elliott University Center and the University Dining Hall. Business and personal catering may be arranged through the Aramark Catering Office at ext. 5195.

I.D. Cards - All permanent employees may obtain a University identification card at the time of their initial appointment. IDs are necessary for many services, such as checking out books from the Library, cashing checks at the Cashier's Office, and use of recreational facilities. SHRA employees obtain information on ID card certification in the Department of Human Resources; EHRA employees obtain certification in the Office of the Provost. IDs may be obtained from the ID Center, located in Elliott University Center.

Intercollegiate Athletics - The University's intercollegiate athletics programs are affiliated with the National Collegiate Athletic Association (NCAA) Division I. There are men's and women's basketball, soccer, tennis, and golf teams, as well as women's volleyball and softball teams and men's baseball and cross-country teams. Student athletes are recruited with the possibility of receiving athletic scholarship aid, provided through private and corporate donations to the Spartan Excellence Fund. Athletic facilities include a 2,500-seat spectator gym in the new Physical Activities Complex and a soccer stadium with seating for 1,500. For more information about intercollegiate athletics, contact the Sports Information Office at ext. 5615.

Liability Coverage - University employees are insured under the provisions of a personal liability insurance policy against judgment rendered on acts or omissions made in the course of employment. This is provided under the General Statutes of North Carolina at no cost to employees.

Longevity Pay - Awarded annually to all permanent employees subject to the State Personnel Act (SHRA) who have at least ten years of total State service.

Service Awards - Awarded annually to all employees subject to the State Personnel Act (SHRA) at five-year intervals to recognize total State service.

Recreational Facilities - Recreational facilities include the use of the Student Recreational Facility, swimming pool, tennis courts, golf course, weight room, and gymnasium. Contact Campus Recreation at ext. 43062 for more information..

Educational Opportunities Summary

The University provides educational opportunities to meet the professional and personal learning needs of employees. Through these programs, employees are able to benefit from the courses of study offered at UNCG and other educational institutions.

Tuition Waiver - The purpose of the Tuition Waiver Program is to provide an opportunity for eligible employees to have tuition and fees waived for a course taken at any of the 16 campuses of the University of North Carolina. In order to be eligible for participation in the Tuition Waiver Program, an employee must be a permanent employee working thirty (30) or more hours per week for nine (9) or more months per calendar year.

Tuition and fee charges will be waived for a maximum of three (3) courses per academic year with no limitation as to the number of courses that can be taken each term. Courses may be taken in any term: Fall, Spring, or Summer, so long as the limit of three (3) courses per academic year is not exceeded. The Tuition Waiver Program does not cover non-credit courses, such as those offered through CallDCL. The employee is responsible for any and all additional tuition and fees charged to their student account during the term. Please visit the Cashier's Office webpage for more details.

Educational Assistance - Tuition reimbursement and leave to full-time or part-time employees who have a permanent appointment (trainees may be determined as eligible by management after satisfactory performance for a period of not less than three (3) months) are offered for courses to improve job related skills, prepare for promotional opportunities, and prepare for a career in a State or University system. Courses may not be taken during working hours unless they are not offered at another time. Application Form PD-136 available in the Department of Human Resources must be completed and approved prior to the beginning date of the course.

Note: The plans described here are based on official legal documents that govern the operation of the plans. If there is a conflict between the information presented here and the information in the legal documents, the legal documents always govern. Also, this is a description of the plan under current law. Because laws are subject to change in the future, these plans may change as well.