Faculty

• Available to full-time and part-time employees
• Vesting schedules applies
• UC Contribution:
  • 11.09% for Defined Contribution Plan  
  • 14% for Defined Benefit Plan
• Employee mandatory contribution is 14%

• 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 11.09% of employee's eligible pay
• The employee mandatory contribution is 14% 

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 annual IRS limit of $23,500. A $7,500 catch up contribution is available for those age 50 and older.

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

*As recommended by the American Medical Association 

The 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 a Health Savings Account 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.

*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. 

*Waiver credit for medical/ dental plans not available in cases where both spouse/domestic partner work for UC in a benefits-eligible position.

** PPO employee cost is based on coverage tier and is a percentage of monthly academic base pay as shown; HSA Plan employee cost is determined based on annual base pay and coverage tier.

*** Surcharge applicable if spouse/domestic partner has medical plan available through their employer and waives it in favor of UC med. plan. Employee’s must contact benefits@uc.edu to make surcharge changes; changes will not be made retroactively. Domestic Partner Rate for all plans: Employee is taxed on value of employee only level coverage each pay.

****HSA plan is a High Deductible Plan and includes a Health Savings Account.

*****UC HSA contribution reflected as a yearly amount and is made on a monthly basis corresponding to pay scheduled. Pro-rated for mid-year enrollments or status changes. HSA limit subject to 2026 IRS HSA maximum combined UC+EE annual 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/yr. allowed. Refer to bit.ly/uc-benefits for important HSA pro-ration info applicable to mid-year hires/enrollees.

UC offers two flexible spending accounts. For more information log on to www.chard-snyder.com.

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.

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.

• 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.

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.

You may elect to waive coverage. You will not receive a benefit credit.

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.

The university offers life insurance coverage for your spouse/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 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. 

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/domestic partner, and your unmarried, eligible dependent children, may enroll in 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.

• Faculty members accumulate sick leave at the rate of 15 days per calendar year pro-rated on a monthly basis, up to a maximum of 300 days.

• Faculty on 12-month appointments received paid vacation annually from July 1 to June 30 in the form of 1 and 5/6 days for each month worked during the year
• Vacation may be accrued from year-to-year for a maximum of 3 years
• A maximum of 66 days be be accrued 
• Vacation can be taken after the first paycheck