Staff
This summary provides an overview of benefits available to full-time (75%-100% FTE) unrepresented staff who are paid on a monthly or bi-weekly schedule. Current employees can find information regarding UC benefit plans, eligibility, university rules or the plan documents which govern the plans on Bearcats Landing. In the case of any conflict between this document and the official document, the plan document governs. Coverage will begin on the date of hire. Enrollment choices (except retirement) are made through the HR system of record. All rates reflect information for the 2026 benefits year.
Please note that staff represented by a union may have different benefit options and eligibility requirements.
Retirement Savings
As State of Ohio public employees, employees will not contribute to social security. UC offers the following retirement contributions in lieu of contributing to social security.
- Available to full-time and part-time employees
- Vesting schedules applies
- UC Contribution:
- 11.5% for Defined Contribution Plan
- 14% for Defined Benefit Plan
- Employee mandatory contribution is 10%
- Available to full-time (100% FTE) employees that have not had a prior opportunity to enroll in the ARP within 365 days of the most recent hire date
- Defined Contribution Plan
- Immediate vesting
- UC contributes 11.76% of employee's eligible pay
- Employee mandatory contribution is 10%
Voluntary Supplemental Retirement Investment Options
Two optional supplemental retirement plans are available to all employees, Roth or Traditional (pre-tax) 403(b) and 457(b) plans.
Many employees like a Roth investing option. A Roth is a contribution option that allows you to invest post-tax money from your paycheck. This means you have the potential to earn tax-free income, growth and, withdrawals. You can select a Roth option for both the 403(b) and 457 plans. Withdrawals from a Roth 403(b) are tax free and penalty free as long as some conditions are met.
Employees may direct additional retirement savings contributions to:
- 403(b) pre or post (Roth) contribution
- 457(b) pre or post (Roth) contribution
Employees may contribute up to the annual IRS limit of $23,500. A $7,500 catch up contribution is available for those age 50 and older.
Medical Insurance
UC offers two medical plans – a Health Savings Account Plan (HSA) and a Preferred Provider Organization (PPO). Both plans include network and non-network providers. If you utilize non-network providers your costs will be higher. You and the University share in the cost for either plan on a pre-tax basis. A spousal/domestic partner surcharge of $200 per month applies if your spouse or domestic partner is eligible for medical coverage through their employer but chooses not to enroll. Enrollment in either plan includes access to Sydney, a free cost and quality tool. To find network providers and other information, log on to www.anthem.com and establish an online account.
True Rx is the University’s Pharmacy Benefit Manager. Pharmacy coverage is included with both medical plans.
The PPO plan features a smaller deductible and pays a large percentage of the co-insurance after the deductible is met. Many services are co-payment based. Preventive care is covered without the need to meet a deductible.
| PPO Plan | In Network | Out of Network |
|---|---|---|
| Annual Deductible | $1,100 Individual $2,200 Family |
$2,200 Individual $4,400 Family |
| Annual Out of Pocket Maximum | $3,000 Individual $6,000 Family |
$6,000 Individual $12,000 Family |
| Annual Health Savings Account Funding (UC) | Not Applicable | Not Applicable |
| Preventive Care* | Covered 100% | 65% After Deductible |
| Covered Services | 80% After Deductible | 65% After Deductible |
| Pharmacy | Retail/Mail Generic: 30% ($20 min, $30 max retail/$40 min, $60 max mail order Formulary: 30% ($35 min, $55 max retail/$80 min, $110 max mail order) Non-Formulary: 30% ($55 min, $75 max retail/$110 min, $150 max mail order) Speciality: 30% ($250 max) 90-Day maintenance medications now available at retail pharmacies |
Same as in-network |
*As recommended by the American Medical Association
The HSA plan features a higher deductible and pays a large percentage of the co-insurance after the deductible is met. All covered, in-network expenses combine to meet the deductible. Preventive care is covered without the need to meet a deductible.
The University contributes to an HSA based upon the employee’s annual base pay as of January 1. Employees may also contribute to the HSA. Total HSA contributions cannot exceed the IRS annual maximum.
| HSA Plan | In Network | Out of Network | |
|---|---|---|---|
| Annual Deductible | $2,750 Individual $5,500 Family |
$5,500 Individual $11,000 Family |
|
| Annual Out of Pocket Maximum | $4,750 Individual $9,500 Family |
$9,500 Individual $19,000 Family |
|
| Annual Health Savings Account Funding (UC) | $325 - $825 EE $650 - $1,650 Family |
$325 - $825 EE $650 - $1,650 Family |
|
| Preventive Care* | Covered 100% | 65% After Deductible | |
| Covered Services | 80% After Deductible | 80% After Deductible | |
| Pharmacy | 80% After Deductible | 80% After Deductible | |
| Generic Drugs | 80% After Deductible | 80% After Deductible | |
| Formulary Drugs | 80% After Deductible | 80% After Deductible | |
| Non-Formulary Drugs | $75 Maximum | $150 Maximum | |
Specialty Drugs |
80% After Deductible | 80% After Deductible |
*As recommended by the American Medical Association
You may elect to waive coverage. If you elect this option, you will receive a taxable benefit credit. The waiver credit is not available for dually employed UC spouses/domestic partners.
| Family Member(s) Covered | Waiver* | PPO | HSA Plan*** | UC HSA Contrib./yr.**** |
|---|---|---|---|---|
| Employee (EE) Only | $100 | $140.00 | $52.00 | $825.00 |
| EE + Child(ren) | $100 | $273.00 | $104.00 | $1,650.00 |
| EE + Spouse/Domestic Partner** | $100 | $298.00 | $112.00 | $1,650.00 |
| Family | $100 | $444.00 | $164.00 | $1,650.00 |
| Family Member(s) Covered | Waiver* | PPO | HSA Plan*** | UC HSA Contrib./yr.**** |
|---|---|---|---|---|
| Employee (EE) Only | $100 | $148.00 | $55.00 | $575.00 |
| EE + Child(ren) | $100 | $288.00 | $109.00 | $1,150.00 |
| EE + Spouse/Domestic Partner** | $100 | $314.00 | $119.00 | $1,150.00 |
| Family | $100 | $470.00 | $176.00 | $1,150.00 |
| Family Member(s) Covered | Waiver* | PPO | HSA Plan*** | UC HSA Contrib./yr.**** |
|---|---|---|---|---|
| Employee (EE) Only | $100 | $160.00 | $63.00 | $525.00 |
| EE + Child(ren) | $100 | $313.00 | $123.00 | $1,050.00 |
| EE + Spouse/Domestic Partner** | $100 | $340.00 | $134.00 | $1,050.00 |
| Family | $100 | $507.00 | $198.00 | $1,050.00 |
| Family Member(s) Covered | Waiver* | PPO | HSA Plan*** | UC HSA Contrib./yr.**** |
|---|---|---|---|---|
| Employee (EE) Only | $100 | $168.00 | $66.00 | $450.00 |
| EE + Child(ren) | $100 | $328.00 | $129.00 | $900.00 |
| EE + Spouse/Domestic Partner** | $100 | $355.00 | $140.00 | $900.00 |
| Family | $100 | $534.00 | $213.00 | $900.00 |
| Family Member(s) Covered | Waiver* | PPO | HSA Plan*** | UC HSA Contrib./yr.**** |
|---|---|---|---|---|
| Employee (EE) Only | $100 | $192.00 | $78.00 | $350.00 |
| EE + Child(ren) | $100 | $370.00 | $152.00 | $700.00 |
| EE + Spouse/Domestic Partner** | $100 | $406.00 | $164.00 | $700.00 |
| Family | $100 | $602.00 | $242.00 | $700.00 |
| Family Member(s) Covered | Waiver* | PPO | HSA Plan*** | UC HSA Contrib./yr.**** |
|---|---|---|---|---|
| Employee (EE) Only | $100 | $197.00 | $84.00 | $325.00 |
| EE + Child(ren) | $100 | $378.00 | $161.00 | $650.00 |
| EE + Spouse/Domestic Partner** | $100 | $416.00 | $175.00 | $650.00 |
| Family | $100 | $618.00 | $259.00 | $650.00 |
*Waiver credit for medical/ dental plans not available in cases where both spouse/domestic partner work for UC in a benefits-eligible position.
** Surcharge applicable if spouse/domestic partner has medical plan available through their employer and waives it in favor of UC medical plan. Employee must notify benefits@uc.edu to remove surcharge; changes will not be made retroactively. Domestic Partner rate for all plans: Employee is taxed on value of employee only level coverage each pay.
*** UC Health Savings Account (HSA) contribution reflected as a yearly amount, is made on a monthly/bi-weekly basis. Pro-rated for mid-year enrollments or status changes. Medical premium and UC HSA contribution is based on UC + UCP salary for all dually compensated employees. HSA limit subject to 2026 IRS maximum combined contribution of $4,300 for EE only HSA Plan or $8,550 for EE + dependent(s) HSA Plan; if 55+ $1,000 catch-up contribution/year is allowed. Refer to bit.ly/uc-benefits for important HSA pro-ration info applicable to mid-year hires/enrollees.
****HSA plan is the High Deductible Plan.
UC offers two flexible spending accounts. For more information log on to www.chard-snyder.com.
Health Care Flexible Spending Account
This plan allows you to pay for eligible health care expenses, on a pre-tax basis, that are not fully covered or are not eligible for coverage under your medical or dental plans. The minimum contribution is $120/calendar year and the maximum contribution is $3400/calendar year.
You may carry over any unused balance through a grace period into the following plan year. You have until March 15 of the subsequent year to use your prior year’s account balance.
You are not eligible to enroll in this plan if you are enrolled in the HSA Plan.
Dependent Daycare Account
This plan allows you to be reimbursed for eligible dependent daycare expenses on a pre-tax basis. The minimum contribution is $120/calendar year contribution and the maximum contribution is $7,500/calendar year (or $3,750 depending on IRS filing status).
You may carry over unused balance through a grace period into the following plan year. You have until March 15 of the subsequent year to use your prior year’s account balance.
Dental Plans
The University offers three (3) dental plans from which to choose. You may utilize any dental care provider you choose. If you utilize non-network providers, your costs will be higher. You will contribute a portion of the cost for all applicable plans on a pre-tax basis (other than the Basic Plan which is available at no cost). Each plan has an annual deductible and covers a different percentage of services.
| Deductible or Max Benefit | Basic | Comprehensive | Comprehensive With Ortho |
|---|---|---|---|
| Annual Deductible Per Person | $50 | $50 | $50 |
| Annual Deductible Per Family | $150 | $150 | $150 |
| Annual Maxiumum Benefit Per Person | $500 | $1,500 | $2,000 |
| Service | Basic | Comprehensive | Comprehensive with Ortho | |
|---|---|---|---|---|
| Preventative Care | 80% After Deductible | 100% After Deductible | 100% After Deductible | |
| Basic Restorative Services | 80% After Deductible | 80% After Deductible | 80% After Deductible | |
| Major Services | 60% After Deductible | 80% After Deductible | 80% After Deductible |
| Employee Contribution | Basic | Comprehensive | Comprehensive with Ortho |
|---|---|---|---|
| Employee (EE) Only | No Cost | $15.37 | $19.95 |
| EE + Child(ren) | No Cost | $29.71 | $38.49 |
| EE + Spouse/Domestic Partner | No Cost | $30.34 | $52.23 |
| Family | No Cost | $46.37 | $76.84 |
Vision Plans
The VSP vision plan is a materials-only plan. It includes network and non-network providers. If you utilize non-network providers your costs will be higher. A routine vision refraction exam is covered once per calendar year through an Anthem network provider if you are enrolled in a university medical plan. You will pay the cost for the plan on a pre-tax basis. Visit www.vsp.com to find network providers.
| Service of Product | Copay |
|---|---|
| Eye Exam | $20 |
| Frames | $25 |
| Lenses | Included with Prescription Glasses |
| Contacts | $130 Contact Allowance and $60 Copay |
| Family Member(s) Covered | Standard Vision |
|---|---|
| Employee (EE) Only | $3.33 |
| EE + Child(ren) | $7.14 |
| EE + Spouse/Domestic Partner | $6.66 |
| Family | $11.41 |
You may elect to waive coverage. You will not receive a benefit credit.
Employee Assistance Program
The Employee Assistance Plan (EAP) is an additional wellness benefits program providing counseling, legal assistance, identity protection, and more for employees and their household.
- Free, confidential telephone counseling service for employees and family members 24/7/365; provided by AllOne Health; face-to-face, virtual and telephonic counseling available, offered with up to 5 sessions per problem occurrence.
- Legal, financial, and identity theft assistance.
- Child and elder care assistance.
- Management resources, discounts, consumer, and wellness tips.
- Easy to navigate website with a wide array of resources.
Long Term Disability
Long Term Disability (LTD) benefits are designed to replace a certain percentage of your UC base income if you are disabled and unable to work. You and the University share in the cost of the LTD premium for the Basic and Supplemental Plans on an after tax-basis. The University pays the premium for the Limited Plan.
Benefits continue until you recover or reach age 65 (or longer if you become disabled after age 60) as long as you meet the plan’s definition of disability. This LTD option includes payment of a retirement annuity after the disability income stops. Supplemental LTD options are available for those whose annual base pay is $80,000 or greater.
Benefits continue until you recover or reach age 65 (or longer if you become disabled after age 60) as long as you meet the plan’s definition of disability. Supplemental options are available for those whose annual base pay is $80,000 or greater.
Benefits are available at a maximum amount of 60% of base salary up to $2000/month and only for a maximum of two years.
You may elect to waive coverage. You will not receive a benefit credit.
Employee Life Insurance
This plan includes a premium waiver provision in the event of a pre-age 60 disability, accelerated death benefit, and travel assistance. Coverage is portable following separation of employment.
UC pays for coverage in the amount of 1x your annual pay up to a maximum of $50,000. Upon initial enrollment, you may elect coverage in the amount of 1x-6x your annual base pay. The maximum coverage available is $1,000,000. Coverage elected in excess of $50,000 may be considered imputed income and subject to taxation. You will pay for any coverage exceeding $50,000 on a pre-tax basis.
This option provides you with $5,000 coverage – the minimal coverage permitted under the plan. If you elect this option, you will receive a taxable benefit credit each pay.
This option provides you with $50,000 coverage. This is the maximum amount allowed without incurring imputed income under IRS regulations.
Family Life Insurance
You pay the full cost of any coverage for Family Life or Personal Accident Insurance through payroll deduction, on an after-tax basis. If you and your spouse/domestic partner are both UC employees only one employee may cover dependent children for Family Life and Personal Accident Insurance options.
The university offers life insurance coverage for your spouse or domestic partner in the amounts of $5,000, $10,000 or $25,000. If your spouse/domestic partner dies while covered, the plan pays you a benefit. You are always the beneficiary for the spouse/domestic partner. Coverage cannot exceed 50% of employee life insurance.
The university offers life insurance coverage for eligible children up to age 19 (23 if a full-time student) in the amount of $2,000, $5,000 or $10,000. If a dependent child dies while covered, the plan pays you a benefit. You are always the beneficiary for any dependent life insurance. Coverage for your dependents cannot exceed 50% of your employee life insurance.
You may elect to waive coverage. You will not receive a benefit credit.
Personal Accident Insurance
Personal Accident Insurance provides a benefit in the event you die as a result of a covered accident. This benefit will also pay a full or partial benefit for certain accidental injuries, such as the loss of eyesight or a limb.
Personal Accident Insurance providers a benefit in the event you die as a result of a covered accident, in the amount of $50,000, $100,000, or $150,000. This benefit will also pay a full or partial benefit for certain accidental injuries, such as the loss of eyesight or a limb.
You may elect coverage for your family members also in the amount of $50,000, $100,000, or $150,000. If you choose family coverage, your spouse’s/domestic partner’s coverage will equal 50% of your benefit, and each eligible child’s coverage will equal 10% of your benefit.
Eligibility rules for dependents are the same as under the Dependent Child Life Insurance benefit.
You may elect to waive coverage. You will not receive a benefit credit.
Tuition Remission
This benefit becomes available the semester that begins after the first of the month following 28 days of employment. There are some circumstances where graduate tuition remission is taxable.
Your benefit includes unlimited credit or audit hours per semester at any UC campus or online program. Tuition remission benefits include many ancillary fees (i.e. campus, general, IT fees). Tuition remission does not cover late fees.
Your spouse or domestic partner, and your unmarried, eligible dependent children may receive unlimited undergraduate or graduate credit hours at any UC campus or online program. The student must demonstrate Satisfactory Academic Progress. Your spouse or domestic partner and your dependent children must register for graded status in all courses to receive tuition remission. A student is not required to be matriculated.
The following programs are excluded for dependents: MD, MS in Physiology.
Tuition remission benefits do not include any ancillary fees (i.e., general fees, computer fees, books, co-op or lab materials). Tuition remission does not cover late fees.
A tuition remission application and supporting documentation must be submitted by the employee for each Academic Year for each eligible dependent.
Sick and Vacation Time
UC's sick time policy allows employees to take paid sick leave for medical and preventative care visits. In addition to sick and vacation time, employees get 11 paid holidays and additional paid time off at the end of the year, called Winter Season Days. UC also offers 6 weeks of paid parental leave for new parents (biological or through adoption).
- Full-time exempt (salary) employees accrue 10 hours (1.25 days) of sick leave per month
- Full-time non-exempt (hourly) employees accrue 4.6 hours of sick leave for every 80 hours worked
- Unused sick time accrues without any cap
- Full-time exempt (salary) employees accrue 1.67 days of vacation time per month and can accrue unused vacation time up to 240 hours indefinitely
- Full-time non-exempt (hourly) employees accrue 6.16 hours per pay period and can accrue unused vacation time up to 240 hours indefinitely
More Questions?
If you have any questions that are not answered by the information on this page, please contact our Benefits team.
