(Amended 7/02; 10/04; 2/07)
b. Disability Insurance. Mandatory for full-time permanent staff members and part-time permanent staff members working at least 50 percent time. Excludes students, interns, externs, fellows, residents and temporary or visiting staff members. (Amended President 7/1/73; 1/1/86.)
c. Health and Dental Insurance (Voluntary). Available to full- and part-time permanent staff members working at least 50 percent time, with the exception of students, interns, externs, and residents.
d. Retirement Programs. All University staff members with the exception of students or appointments of less than six months must participate in one of the following retirement programs:
(2) University Funded Retirement Program (TIAA and CREF or an approved substitute annuity). Available to permanent staff members who earn at least $7,800 annually. Excludes students, interns, externs, fellows, residents and temporary and visiting staff members. (Entry level amendment Regents 6/14/71; student spouse amendment President 2/1/71)
f. Social Security. Mandatory for all full- and part-time permanent and temporary staff members, excluding students and certain non-resident aliens.
18.2 LIFE INSURANCE.
(Amended 7/02; 1/11)
Coverage begins as of the first day of the month following the employee's appointment. Faculty, professional and scientific staff members have a choice of coverage in the amount of $50,000 or 2, 2.5, or 3 times their salary, while merit staff covered by the bargaining agreement have coverage in the amount of 2 times their salary.
The employee may name anyone as beneficiary or beneficiaries, and may change the beneficiary at any time by the completion of the proper form which is available on the Employee Self Service web site.
18.3 LONG TERM DISABILITY INSURANCE.
The effective date of the Long Term Disability Insurance coverage for faculty and professional and scientific staff is January 1 of the year following one year of continuous employment. For Merit staff coverage begins the first of the month following one year of continuous employment. A staff member who is not actively working at that time becomes eligible on the date of return to work.
(1) Qualifications. Enrolled staff members may qualify for benefits if:
(a) they become totally disabled by reason of disease or bodily injury and such disability during the first 24 months prevents them from performing any and every duty of their own occupation, and during any continuation of such disability beyond 24 months from engaging in any work or occupation for which they are reasonably fitted by education, training or experience; and,
(b) such disability existed for at least 90 working days; and,
(c) they become disabled while their disability insurance is in effect.
(2) Additional requirements and specifications.
(b) A staff member who qualifies will receive a monthly income commencing on the 91st working day or commencing on the day following exhaustion of all accrued sick leave, whichever is greater. The 90-day waiting period will not start anew for employees who, in an effort to return to work, return for ten days or less but cannot continue.
18.4 MEDICAL AND DENTAL PROGRAMS.
The University offers to faculty and staff members a selection of medical and dental programs. Membership is open to eligible faculty and Professional and Scientific staff members on the first day of the month following their first day of employment. Merit staff are eligible for medical and dental insurances on the first of the month following 30 days of employment.
Medical and dental benefits are explained in detail in booklets furnished by the University Benefits Office or at www.uiowa.edu/hr/benefits/index.html.
18.5 RETIREMENT PROGRAMS.
See III-11.4; see also www.uiowa.edu/hr/benefits/retirement/index.html.
18.6 (RESERVED FOR FUTURE USE.)
18.7 UNEMPLOYMENT COMPENSATION.
All University staff members, with the exception of certain students, are eligible for unemployment compensation. The cost of the program is paid entirely by the University. The local State Workforce Development Office takes applications for compensation and will explain an employee's rights and obligations. Departments having questions concerning the program may call the University's Employee and Labor Relations Office.