2013-14 Benefits & Wellness News

2013-2014 Rates

We are pleased to announce that there are no changes in plan design this year, and there will be no increase to life, disability or vision premiums. The University continues to make a sizable investment in your benefits, paying 100 percent of dental insurance premiums and more than 90 percent of health insurance premiums for full-time employees. With health insurance costs rising 6 percent this year, health premiums for full-time employees will rise as well—from $0.66 to $6.44 per pay period, depending on your plan.

Long-Term Care Insurance

  • Prudential: Effective July 1, 2013, Prudential will discontinue sales of new group long-term care insurance. Employees will have until July 1, 2013, to purchase group long-term care insurance through Prudential.  If you are currently enrolled in Prudential’s Long-Term Care insurance, the terms, conditions of coverage and payment method will not change unless you elect to do so. The coverage is guaranteed renewable. As long as premiums are paid on time and benefits are not exhausted, coverage will remain in place – although premiums may change in the future, subject to regulatory review.

  • Genworth: Genworth will become the University’s long-term care insurance provider effective Aug. 1, 2013. Coverage for new hires (after the coverage effective date) will be guaranteed issue; late enrollees and family members will be subject to medical underwriting. Through Genworth, faculty and staff will be provided the options to help create a personalized plan that can make it easier to protect their savings and assets, their family and friends from the burden of care giving, and their ability to choose where care is received. Genworth conducts business in all 50 states.  More information about enrolling in Genworth is forthcoming.

Voluntary 403(b)

Participation in the University’s Voluntary 403(b) Retirement Plan is now available to all individuals who work on a supplemental contract or in a miscellaneous wage position (the plan excludes student employees), in addition to all full-time and part-time faculty and staff. Voluntary contributions enable employees to save and invest, on a tax-deferred basis, additional money for retirement above and beyond their primary University 403(b) Retirement Plan or State Pension Plan. Participation in the Voluntary 403(b) Retirement Plan does not require a minimum contribution. The University makes no contribution to the voluntary plan. Eligible employees may participate concurrently in both Fidelity Investments and TIAA-CREF. Both companies offer a variety of investment options. Please see the Fidelity Investments and/or TIAACREF websites for additional information. Through a secure logon, employees can make allocation changes, change beneficiaries and have access to retirement planning tools. For more information on the voluntary 403(b) retirement savings plan, visit www.udel.edu/001135.

HR Help

The Office of Human Resources is using an automated tracking and response system to better track inquiries and issues as they are received and to continue to provide excellence in customer service. If you need assistance, please submit your question to the Human Resources office by emailing hrhelp@udel.edu or by using the HR Help form. After submitting an email or the form, you will receive a response from the Human Resources office.

Frequently Asked Questions (FAQs )

The Office of Human Resources has incorporated Frequently Asked Questions throughout this Benefits Guide. Additional FAQs can be found online.

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