Valparaiso University's benefit program is designed to protect faculty and staff members and their families from those risks that are most threatening to their health and financial security. We offer eligible, full-time faculty and staff an optional benefit package on a shared-cost basis.
Medical coverage is optional for eligible faculty and staff members of Valparaiso University and their legal dependents. Full time employees wishing to participate in one of the two plans noted below must enroll within 30 days from the employee's start date.
Effective date of coverage is the first day of the month following the employee's start date.
The Choice Plus Preferred Provider Organization (PPO), through United Health Care (UHC), provides coverage for hospital and physician services, prescription drugs, and preventive care. Out-of-network services and in-network hospital admissions are subject to an annual deductible, of which members must pay 100 percent. Once the deductible is satisfied, covered services are subject to co-insurance shared by the plan and the member up to an annual maximum. The co-insurance is shared at 80/20 when choosing a participating UHC PPO Provider or 60/40 when choosing a non-participating UHC PPO Provider. Once the maximum is satisfied, the plan pays 100 percent. There is a $20 co-pay for in-network doctor office visits. Prescription drugs are covered through the UHC health plan as follows: Tier 1 drugs at the greater of $6 or 10%, Tier 2 drugs at the greater of $20 or 20%, and Tier 3 drugs at the greater of $30 or 30%. Mail order service is also available: Tier 1 drugs at the greater of $6 or 10%, Tier 2 drugs at the greater of $40 or 20%, and Tier 3 drugs at the greater of $60 or 30%. A brief outline follows:
Both the the Health Reimbursement Account (HRA) and Choice Plus PPO Plan through UHC covers 100% of the cost for nationally recommended preventive care services with no out-of-pocket costs for you when you see an in-network provider.
Under the HRA plan, for covered medical care and prescriptions, you will have funds as noted below available to pay for these services. Then if you spend all of your HRA funds, you’ll pay a limited amount of out-of-pocket, called a bridge, before traditional health coverage begins. Unused dollars left in your HRA account at the end of the year roll into the next year up to a maximum of $3,000, single, $6,000 family.
Dental and vision benefits are also provided to eligible faculty and staff members through United Health Care. The cost is included in the medical insurance premium.
|Choice Plus PPO Plan||Deductible||Annual Out-of-Pocket Maximums (includes deductible) In-network/out of network||Without PWP* Participation||With PWP* Participation|
|Employee Only: Active employees earning less than $30,000 per year||$1,000.00||$2,000/$3,000||$61.00||$48.00|
|Employee Only: Active employees earning over $30,000 per year||$1,000.00||$2,000/$3,000||$102.00||$82.00|
|Employee + One||$2,000.00||$4,000/$6,000||$192.00||$153.00|
|HRA Plan||Deductible||Annual Out-of-Pocket Maximums (includes deductible) In-network/out of network||Without PWP* Participation||With PWP* Participation|
|Employee Only: Active employees earning less than $30,000 per year||$2,500.00||$3,000/$4,500||$42.00||$33.00|
|Employee Only: Active employees earning over $30,000 per year||$2,500.00||$3,000/$4,500||$67.00||$53.00|
|Employee + One||$5,000.00||$6,000/$9,000||$128.00||$103.00|
*PWP = Personal Wellness Profiles (formerly known as Health Risk Assessments)
You will be covered for health care benefits beginning the first day of the month following your hire date and if you elect to receive such benefits. These benefits will be in existence while you are a full-time faculty or staff employee of Valparaiso University or unless you choose to cancel them.
If there is a status change which affects benefit eligibility, and as a result benefit eligibility is lost, benefits will terminate on the last day of the month in which status change occurs.
If you choose to cancel health care benefits, submit the termination request in writing to the Office of Human Resource Services. Coverage will terminate on the last day of the month in which the request is received or a future date as specified in the request.
Group life insurance is optional for full-time faculty and staff members of Valparaiso University. Basic term life and accidental death and dismemberment coverage is offered in the amount of $50,000. The employee bi-weekly contribution is $1.00 for this coverage. Additional optional term life insurance coverage is also available to eligible faculty and staff members in the amount of three times the employee's salary or $150,000, whichever is less. The cost varies depending upon the amount of coverage selected and the age of the employee. Dependent life insurance is also available for an eligible employee's spouse and children.
Employee premium contributions for Medical, Dental, Vision and Group Life Insurance are deducted through the University payroll system on a pre-tax basis.
Valparaiso University provides eligible full-time faculty and staff members with income protection in the event of long-term or permanent, total disability through long-term disability insurance. The University pays the full cost.
All full-time faculty and staff members are eligible to participate in the plan after one year of continuous service. New faculty and staff members, insured under a previous employer's group total disability program, may be eligible for coverage on the first day of the month following the date of full-time employment. The one-year eligibility waiting period may be waived if the prior employer's policy provided income benefits for five or more years of total disability and the new faculty or staff member was enrolled in the previous plan within three months prior to the date of full-time employment at Valparaiso University. Written verification of the above two conditions must be given to the Office of Human Resources for the waiver of eligibility to become effective.
Valparaiso University offers full time faculty and salaried staff members continuation of at least a portion or their salary, based on years of service, during a period of disability not covered under the long-term disability plan or worker's compensation insurance.
The University participates in the Teachers Insurance and Annuity Association and the College Retirement Equities Fund (TIAA-CREF). All eligible full-time faculty and staff members can participate in the retirement plan on the first day of the month following employment.
Faculty and staff have the option to designate the investment of funds to:
The University contributes seven and one-half percent of the employee’s annual salary. The employee is required to contribute a minimum of one percent, but can contribute up to the maximum amount allowed by the Internal Revenue Service.
Upon the death of a full-time University faculty or staff member, the University will pay the equivalent of the next four regular bi-weekly checks to the beneficiary named by the deceased.
Tuition charges, which are not covered by outside scholarships or grants, are remitted for the eligible faculty or staff member, the current spouse, and the unmarried dependent children of the employee. The University belongs to Tuition Exchange, an association of colleges and universities which subscribe to a program of reciprocal remission of tuition charges for children of faculty and staff members of the participating schools. Eligibility requirements are available from the Office of Human Resources.
The University remits payments to Social Security and Medicare on behalf of its employees. Social security is matched at 6.2 percent up to an annual maximum of $113,700. Medicare is matched at 1.45 percent with no annual maximum.
This is only a brief description of the University's benefit plans. The University reserves the right to amend and/or modify the nature and extent of its benefit plans at any time, solely at its discretion.
If you need further information, please visit or call the Office of Human Resource Services at 219-464-5214.