Summary of Benefits: Hourly Paid & Supervisors
The information listed below is a summary of the employee benefit plans offered to University of Maine System employees. This summary is not intended to replace Summary Plan Descriptions and insurance contracts that provide specific details about eligibility and benefits. They are meant to provide a broad overview. For more information, specific offerings and applicable premiums, please contact the local University Office of Human Resources or the System Office of Human Resources.
The University of Maine System offers medical plans that cover a wide range of services, from hospitalization to doctor’s office visits, from prescription drugs to surgery. Whichever medical plan selected, employees can be sure that it is there to protect them from financially burdensome medical bills. All plans are insured with Cigna.
The health plans, 1) Standard or 2) Quality Incentive, to which you are eligible for are based on your collective bargaining status. Click on the plan name for more information about each set of health plans:
A dental plan through CIGNA Dental is available. The University pays 100% of Employee coverage. Employees pay 100% of the dependent premium.
2012 Biweekly Cost**
2013 Biweekly Cost**
**The dental premiums for biweekly employees will be deducted in 24 equal installments over the course of the calendar year. In those 2 months during the year when there is a third biweekly pay period, employees will have no premium deducted.
A vision plan through CIGNA is available. Employees pay 100% of the total monthly premium for individual and dependent coverage.
**The vision premiums for biweekly employees will be deducted in 24 equal installments over the course of the calendar year. In those 2 months during the year when there is a third biweekly pay period, employees will have no premium deducted.
Group term life insurance equal to the employee’s salary rounded up to nearest $1,000 is provided. The University pays the full premium for this coverage.
Employees can purchase up to five times their annual salary. Evidence of Insurability is not required for amounts up to three times their annual salary (with a maximum of $300,000). Premium costs depend on the employee’s age and salary.
per $1,000 coverage
Protection in case of loss of spouse or domestic partner. Insurance is purchased in $10,000 increments up to a maximum of $50,000 (not to exceed 50% of the employee’s combined basic and optional insurance). Premium costs are dependent on the spouse/domestic partner’s age and the amount of insurance. No medical underwriting is required.
per $1,000 coverage
Choice of 2 coverage levels (per eligible child):
- option I - $5,000 or
- option II - $10,000
Monthly premium amounts are: $.275 (option I) and $.55 (option II) regardless of the number of children. No medical underwriting is required.
1. $5,000 per child
2. $10,000 per child
In addition to providing life insurance, this benefit provides protection against life changing injury such as loss of limb, sight or paralysis.
Group AD&D Insurance equal to the employee’s salary rounded up to nearest $1,000. The University pays the full premium for this coverage.
Employees can purchase additional Optional AD&D Insurance in $10,000 increments up to $350,000, not to exceed 10 times their salary. Both individual and family coverage are available. Employees pay the full cost of this coverage.
per $10,000 of Coverage
Benefits commence after an employee has been out of work for 14 days due to a non-work related illness or injury. The benefit payable is up to 60% of salary with a weekly maximum of $1,000 for a maximum of 26 weeks. Employees pay 100% of the insurance premium. A pre-existing condition clause applies.
Cost per $1,000 of coverage
(annual base salary)
Biweekly Employee Cost
Long-term disability benefits commence after an employee has been out of work for 26 weeks due to disability, illness or injury. The benefit payable is 60% of salary up to a monthly maximum of $13,000. The University of Maine System pays 100% of the insurance premium. A pre-existing condition clause applies.
Retirement Savings Plan (TIAA-CREF):
The program is mandatory for employees hired on and after July 1, 1998. Employees must contribute 1% of their base salary. In addition, employees can voluntarily contribute up to an additional 3% of their base salary. The University matches these contributions dollar for dollar up to a maximum of 4% of the employee’s base salary. There is a four year vesting period for the University's retirement contributions.
After an employee has completed four years of service, the University of Maine System will provide an additional matching contribution to the plan equal to 6% of the employee’s base salary.
Voluntary Tax-Sheltered Annuities:
The University of Maine System offers employees the opportunity to supplement basic pension benefits by tax deferring on a voluntary basis. Contributions may be made up to the maximum permitted by the Internal Revenue Code (Section 403(b) and 415) with either TIAA-CREF, ING, VALIC or Fidelity. Employees wishing to contribute to an alternate vendor must establish a contract with that vendor and complete a Salary Reduction Agreement:
In addition, employees have the opportunity to use the University’s 457(b) deferred program on a voluntary basis. Contributions may be made up to the maximum permitted by the Internal Revenue Code (Section 457(b)) with any of the four current vendors.
All employees who work at least half-time may choose to enroll in the Health Care and/or Dependent Day Care FSA Account. The FSA Accounts are designed to let participants pay for eligible expenses with before-tax dollars. Funds in the FSA Accounts are not subject to federal or state income or social security taxes.
Disability Leave –
Employees who work 40 hours per week and 12 months per year earn 15 days per year with a maximum accumulation of 180 days. Employees working less than full-time earn leave on a pro-rated basis.
Annual Leave -
Employees who work 40 hours per week and 12 months per year earn annual leave based on the following schedule:
Length of Service
0 – 4 years
5 – 8 years
9 – 12 years
13 – 16 years
17 or more years
Employees working less than full-time earn leave on a pro-rated basis. Employees may carry over up to 40 days from one calendar year to the next.
An Employee Assistance Program through CIGNA Behaviorial Health is available to employees and their household family members of the UMA, UMF, UMFK, UMM, UMPI, USM, and SWS campuses. It is free and strictly confidential.
An Employee Assistance Program is available for UM employees and their household family members through the University of Maine’s EAP. The EAP is staffed by in-house licensed clinicians. It is free and strictly confidential.
A maximum of two tuition-free courses per semester or summer session, not to exceed a total of eight credit hours.
The spouse, domestic partner, or dependent children of the employee are eligible for a 50% tuition waiver provided they are attending the University of Maine System as a full-time or part-time matriculated student.
Dependents of employees called to active military service are eligible for the dependent tuition waiver.
Dependents of COLT unit retirees with 20 or more years of service are eligible for the dependent tuition waiver.
The above is a brief summary of major benefits offered by the University of Maine System. Detailed brochures/booklets are available online, at the local University Office of Human Resources, or at the System Office of Human Resources.
If you have a question about benefits enrollment, call toll-free 866-269-9635 (or 973-3373) or email firstname.lastname@example.org. Have your Employee ID number for faster service.
Last Updated: October 23, 2012