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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.
Health Coverage:
Two plans are available on an optional basis. The plans are effective on the employee’s first day of work:
- COMP-CARE: Comprehensive Group Health Plan (Indemnity)
This plan is an open access plan. Plan benefits are subject to individual and family calendar year deductibles ($300/$600) and an 80%/20% coinsurance feature. Maximum calendar year out-of-pocket expenses apply ($1,100/$2,200).
- HMO Choice: Point of Service (Managed Care)
This plan has both In-Network and Out-of-Network features. In-Network benefits are generally paid at 100%. Office visits generally have a $20 co-payment. Out-of-Network Benefits include individual and family deductibles ($250/$500). In addition, there is an Out-of-Network 80%/20% coinsurance feature, subject to calendar year out-of-pocket maximums ($2,500/$5,000).
A three (3) tier Prescription Drug Program is included with both options. Co-payments are:
- Tier 1 (generic drugs) - $10;
- Tier 2 (brand preferred drugs) - $25; and
- Tier 3 (brand non-preferred drugs) - $40, for a 30-day supply.
A mail order option is available where a 90-day supply can be purchased for two (2) co-pays or an employee can use a local pharmacy participating in the program and receive a 90-day supply for two (2) co-pays. Maximum calendar year drug co-payments are $1,300 per individual, $1,950 per family.
Coverage Level |
Biweekly Cost |
|
|---|---|---|
1. COMP-CARE |
2. HMO Choice |
|
Single |
27.74 |
26.09 |
2-Person |
66.96 |
62.96 |
Family |
86.55 |
81.40 |
Dental Plan:
A dental plan through CIGNA Dental is available. The University pays 100% of the single coverage premium. Employees pay 100% of the dependent premium.
Coverage Level
Biweekly Cost**
Single
2-Person
Family
**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.
Vision Plan:
A vision plan through CIGNA is available. Employees pay 100% of the total monthly premium for individual and dependent coverage.
Coverage Level
Biweekly Cost**
Single
2-Person
Family
**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.
Life Insurance:
Basic Life Insurance for Employee -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.
Supplemental (Optional) Life Insurance for Employee -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.
Employee Age
Biweekly
Employee Cost
per $1,000 coverage
Under 35
35-39
40-44
45-49
50-54
55-59
60-64
65-69
70+
Spousal/Domestic Partner Life Insurance -
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.
Spouse Age
Biweekly Employee Cost
per $1,000 coverage
Under 35
35-39
40-44
45-49
50-54
55-59
60-64
65-69
70+
Not Available Child(ren) Life Insurance -
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.
Coverage Amount
Biweekly
Employee Cost
1. $5,000 per child
2. $10,000 per child
Accidental Death and Dismemberment (AD&D) Insurance:
In addition to providing life insurance, this benefit provides protection against life changing injury such as loss of limb, sight or paralysis.
Basic AD&D Insurance for Employees -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.
Supplemental (Optional) AD&D Insurance -
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.
Coverage Level
Biweekly Cost
per $10,000 of Coverage
Employee Only
Family
Short Term Disability Insurance:
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 Insurance:
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.
After an employee has completed four years of service, the University of Maine System will provide an additional 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, AIG Retirement 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.
Flexible Spending Accounts (FSA):
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.
Paid Leave:
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 |
Hours Earned Biweekly |
Hours Earned Annually |
|---|---|---|
0 – 4 years |
3.70 | 92.20 |
5 – 8 years |
4.62 | 120.12 |
9 – 12 years |
5.54 | 144.04 |
13 – 16 years |
6.47 | 168.22 |
17 or more years |
7.39 | 192.14 |
Employees working less than full-time earn leave on a pro-rated basis. Employees with less than 12 years of service may carry over up to 30 days of annual leave. Employees with more than 12 years of service may carry over up to 40 days.
Employee Assistance Programs (EAP)
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.
Tuition Waiver:
Employee Tuition Waiver –
A maximum of two tuition-free courses per semester or summer session, not to exceed a total of eight credit hours.
Dependent Tuition Waiver -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.
Contact Benefits
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 your benefits coverage, benefit deduction amounts or any other benefit related question, contact your Campus Benefits Office. Be prepared to give your Employee ID number.
Last Updated: March 3, 2009