Human Resources: Benefits

BENEFITS

WHO PAYS

WHEN ELIGIBLE

Medical

BGSU and you

First of month after employment, provided on-line enrollment elections are completed within 31 days of hire and all required documentation submitted within 31 days of hire

* There are two plans to choose from for medical benefits. Both plans are provided under a Managed Care Plan referred to as a Preferred Provider Plan (PPO). These plans provide benefits under a Preferred Provider Network of physicians and hospitals. A summary of these plans is available at the The Office of Human Resources/Benefits department office or via our web page. BGSU has a working spouse/same-sex domestic partner rule which is, if the employee's spouse/same-sex domestic partner works full time, the spouse's/same-sex domestic partner's employer offers medical coverage and the spouse's/same-sex domestic partner's employer pays for at least 70% of the cost of health care, the spouse/same-sex domestic partner of the BGSU employee must pick up single coverage with his/her employer for primary coverage and the BGSU plan will be secondary if the BGSU employee elects to cover his/her spouse/same-sex domestic partner.

Dental

BGSU and you

First of month after employment, provided on-line enrollment elections are completed within 31 days of hire and all required documentation submitted within 31 days of hire

* Plan pays based on usual, customary and reasonable rates at 100% for preventative and diagnostic services; 80 percent (after $50 calendar year deductible) for basic maintenance and restorative, endodontic and periodontal services; 50 percent (after deductible) for prosthodontic services. Maximum benefit of $1,500 per person per calendar year. Orthodontic benefits available for dependent children up to age 19; lifetime maximum benefit payable of $1000. 

Prescription Drug Plan

BGSU and you

First of month after employment, provided on-line 
enrollment elections are completed within 31 days 
of hire and all required documentation submitted 
within 31 days of hire

The prescription drug plan is administered by Express-Scripts, which has network pharmacies. When using a network pharmacy, the Plan pays 80 percent if the brand name is on the primary drug list and pays 60 percent if the brand name drug is not on the primary drug list (primary drug list can change on a quarterly basis-- See Express Scripts web site). The administrative member will pay $6.00 for each prescription that is filled with a generic at the retail pharmacy and will pay $12.00 for the generic if the prescription is filled through the Home Delivery Program. The prescription drug card program allows you to purchase up to a 30-day supply at the retail pharmacy and up to a 90-day supply through the Home Delivery Program. There is a cap on the amount the administrative member will pay per script per fill at the retail or through the mail order pharmacy. The cap is $100 per script per 30 day fill at the retail pharmacy for Brand Name Drugs on the Primary Drug List and $300 per script per 90-day fill through the Home Delivery Program. The cap is $125 per script per 30 day fill at the retail pharmacy for Brand Name Drugs not on the Primary Drug List and $375 per script per 90-day fill through the Home Delivery Program. Home Delivery Program forms may be obtained from the Express Scripts web site.

Voluntary vision coverage was first offered January 1, 2010 and is administered by Vision Service Plan (VSP). Enrollment into this plan is for two years and it is paid for "after tax."  A summary of this plan is available at the The Office of Human Resources or via our web site.

 Retirement

 BGSU and You

Upon Employment

NOTE: University will pick up required employee contribution and send this amount directly to Ohio Public Employees Retirement System (OPERS) or the Alternative Retirement Plan (ARP) carrier on behalf of the employee, thereby reducing the taxable gross salary. The amount is deemed to be deferred income for federal and state income tax purposes and is not 
taxed until ultimately received as part of OPERS or ARP pension benefits or as an optional refund at termination of employment in Ohio.

OPERS/ARP Distribution Rate Change Quick Facts
According to state law, OPERS may annually determine if the alternative retirement plans offered (OPERS Member-Directed Plan, OPERS Combined Plan, and the Alternative Retirement Plan (ARP)) have had a negative financial impact on the OPERS Traditional Plan. If a negative impact exists, then OPERS may require a percentage of the employer contributions be redirected to OPERS Traditional Plan in order to compensate for the loss.

Staff members contributing to OPERS Member-Directed, Combined Plans, or the ARP have .77% of the employer contribution directed to this off-set. Ohio Revised Code Section 3305.6(d) allows OPERS to appropriate up to 6% of the employer contribution. The mitigating contribution can change from 0% to 6%. The mitigating rate will be determined by the OPERS Board each year.

NOTE: University employees do not make Social Security retirement contributions; however, individuals hired after April 1, 1986, do pay 1.45 percent of gross salary for Medicare coverage.

OPERS is the state retirement program for staff. Staff contribute 10% of their salary each pay period to the retirement plan, which is deducted on a pre-tax basis. BGSU also contributes to the staff member's retirement plan based on 14% of his or her gross salary.  As a new member to OPERS on or after January 1, 2003, and if OPERS is your retirement option, you will choose one of three plan options. For members in OPERS with 5 years or more of service as of January 1, 2003, you remain in the one option called Traditional Pension Plan. For more details please visit OPERS web site.  If you would like to view the Plan Select Workbook, which is found on the OPERS web site, please click HERE.

1. Traditional Pension Plan - A defined benefit plan under which retirement benefit is based on a formula determined by age, years of service credit, and final average salary. The option features survivor and disability protection and other benefits. 

2. Member-Direct Plan - A defined contribution plan under which member directs the investment of both member and employer contributions, choosing from professionally managed OPERS investment options. 

3. Combined Plan - A combined defined and defined contribution plan. The member selects where your contributions are invested from a group of funds monitored by OPERS investment professionals. OPERS manages the investment of employer contributions. The option features survivor and disability protection and other benefits.

Retirement Service Credit-only if you elect OPERS as your retirement plan and select either the Traditional or Combined Plan.

You

OPERS members may be able to purchase Ohio valued credit for full-time service such as out-of-state teaching, public service, federal employment, military service credit, and other Ohio credit subject to law. Note: Credit may not be purchased if the service is to be also used in the calculation of a benefit to be paid in another retirement program, such as TIAA-CREF. A benefit from another Social Security based on other employment is allowed.

Alternative Retirement Program

BGSU and You

An option that can be selected as the retirement option for full-time administrative staff members hired on or after January 25, 1999.

The Alternative Retirement Plan (ARP) is a defined contribution plan which allows for immediate vesting of both employer and employee contributions. The Alternative Retirement Plan allows you to select one carrier from a list of approved ARP vendors. Investment of money is controlled by the employee. The new administrative staff member can elect this defined contribution 
retirement plan in lieu of participating in OPERS. Election must be made within 120 days from the effective starting date of contract.

Staff members contributing to OPERS Member-Directed, Combined Plans, or the ARP have .77% of the employer contribution directed to this off-set. Ohio Revised Code Section 3305.6(d) allows OPERS to appropriate up to 6% of the employer contribution. The mitigating contribution can change from 0% to 6%. The mitigating rate will be determined by the OPERS Board each year.

Employee Contribution to ARP- 10% of salary

University Contribution to ARP- 14% of salary and is subject to change.  

Vacation

BGSU

Upon employment, as it is accrued

Vacation is earned at the rate of 14 hours and 40 minutes per month (22 days annually). Accrued vacation time can be taken during the first year of BGSU employment. 
Full-time staff who are contracted less than 12 months and those who receive time off with pay during academic recess are not eligible for vacation.

Life Insurance

BGSU and you

Upon employment (Effective July 1, 2005, first day 
of month following date of hire)

Choice A is based on employee's contract salary; 2 1/2 times salary to $150,000 maximum. Cost is shared by BGSU and employee through payroll deduction. Accidental Death and Dismemberment benefits are included.

Choice B is a $50,000 life insurance policy that is paid for by BGSU.  Accidental Death and Dismemberment benefits are included.

Long-Term Disability

BGSU

One year following employment

Along with Choice A of life insurance, after six months of total disability, policy pays 60 percent of monthly salary (but not more than $5,000) payable until 70th birthday except for 24-month maximum benefit for nervous/mental disabilities.

Along with Choice B of life insurance, after six months of total disability, policy pays 60 percent of monthly salary (but not more than $2,000) payable until 70th birthday except for 24-month maximum benefit for nervous/mental disabilities.

Travel Accident Insurance

BGSU

Upon employment

$50,000 accidental death when traveling on University business. Dismemberment benefits range from $12,000 to $50,000.

Dependent Life Insurance

You

First of month after employment, provided on-line enrollment  elections are completed within 31 days of hire and all required documentation submitted within 31 days of hire

* $10,000 for spouse; $5,000 for each child 6 months to age 21; and $500 for each child 15 days to 6 months.

Tax Deferred Annuity Program

You

Upon employment

* An additional portion of one's salary may be deferred through purchase of annuities and other investment products offered by participating contractors subject to pertinent 
Internal Revenue Service rules.

Sick Leave

BGSU

Upon employment

Sick leave accrues at the rate of 15 days per year. At retirement (with at least 10 years of State service), 1/4 of accrued sick leave may be paid in cash (maximum -30 working days/240 hours). Based on your accrual of sick time at the end of the calendar year, up to 24 hours of personal leave will be given and is prorated based on your accrual of sick time.

Family and Medical Leave Act (FMLA)

You

After working for one (1) year and worked 1,250 hours 
over the previous 12 months.

Employees may find it necessary to take leave from their jobs for a temporary period to address certain family responsibilities or their own serious health conditions. BGSU complies with the Family and Medical Leave Act (FMLA) of 1993. This FML leave runs concurrently with existing leave policies. Under the FMLA guidelines, the University will grant an eligible employee up to 12 weeks unpaid leave during a 12-month period if the request meets the criteria under the FMLA and with appropriate 
documentation (you can use accrued sick time or vacation time depending on the type of FMLA leave). Information packets are available in The Office of Human Resources

Parking

You

Upon employment

Parking in campus parking lots requires registering your vehicle and purchasing a parking permit. Please refer to the Parking Permit Types and Prices located at http://www.bgsu.edu/offices/parking/page96901.html

Military Leave

BGSU

Upon employment

BGSU provides military leave and benefits in accordance with the state and federal laws, including the Uniformed Services Employment and Reemployment Rights Act (USERRA).

Reserve Duty

BGSU

Upon employment

Employees will be granted leaves of absence with pay for up to twenty-two (22) days not to exceed 176 hours per calendar year upon request when they are required to participate in training duty as members of an Armed Forces Reserve Organization, the National Guard, or are called out on an emergency basis for such service.

Jury Duty

BGSU

Upon employment

Full pay; compensation for jury duty to be deposited at the Bursar's Office, unless jury duty occurs outside normal working hours or during vacation.

Staff Fee Waiver Policy

BGSU

Staff Fee Waiver Policy

Dependent Fee Waiver Policy for Full-Time Staff

BGSU and you

Dependent Fee Waiver Policy for Full-Time Staff

Travel Reimbursement

BGSU

Upon employment

Covers authorized travel, lodging and meals while on University business - see travel regulations for reimbursement rates.

Credit Union

You

Upon request

Payroll deductions available for Glass City Federal Credit Union, Inc. (a non-University agency).

Discounts

BGSU

Upon employment

Available to full-time employees for purchases at the Bookstore, ice arena skate shop, and for athletic season tickets.

Banking Services

Upon employment

Automatic deposit of paychecks to a bank, savings and loan, or other federally-insured financial institution is mandatory.

Worker's Compensation

BGSU

Upon employment

State compensation and medical plan for work-related illness or injury.

Unemployment Compensation

BGSU

In accordance with Ohio law

Compensation for periods of unemployment as determined by Ohio law.

Holidays

BGSU

Upon employment

Staff members are entitled to 10 paid holidays annually. These include New Year's day, Martin Luther King day, President's Day, Memorial Day, Independence Day, Labor Day, Columbus Day, Veterans' Day, Thanksgiving Day and Christmas Day. As provided by state law, BGSU permits President's Day and Columbus Day to be celebrated on other dates convenient to the academic schedule.