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Benefits-eligible faculty members that are assigned to work during the spring semester (January 1 - May 15) are eligible for insurance coverage during the summer (May 16-August 15), as long as they maintain benefits-eligible employment and regardless of whether they receive pay during the summer months. Eligibility for benefits requires appointment in an eligible position for both 20 hours or more per week and at least 4.5 months' continuous duration.
For 9-month faculty with summer Additional Jobs, their summer benefits eligibility status is the same as their eligibility status the immediately previous spring semester.
Faculty with multiple jobs
Eligibility for and calculation of the Summer Insurance Deduction is based on the Pay Group of the Primary Job in Workday. In general, deductions are tied to the Primary Job.
Pre-payment
If a faculty job is the primary position and the faculty member is not enrolled in salary spread, any out-of-pocket premiums due for summer insurance are automatically deducted from their June 1 paycheck. This means they will pay for four months of insurance on their June 1 paycheck, which includes payment for May and pre-payment for June - August. See more at HR: Summer Coverage for Faculty.
Pre-payment cancellation
If the faculty member will have a benefits-eligible position from May 16-August 15, then they may opt out of pre-payment by following the instructions at HR: Summer Coverage for Faculty > Pre-Payment Cancellation. The faculty member is responsible for submitting the request and any required documentation by the deadline stated on that web page.
If documentation of a pending job is needed:
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For summer jobs funded by sponsored research, please contact your research administration unit (COERA or Center staff).
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For summer jobs that are Chair or Associate Dean positions, please contact COE Faculty Affairs.
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Termination
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COBRA Continuation Coverage
COBRA (Consolidated Omnibus Budget Reconciliation Act) is a Federal law under which employees and their covered dependents have the opportunity for a temporary extension of medical, dental and/or vision coverage at group rates in instances where coverage under the plan would otherwise end. For more information including eligibility and enrollment, see HR: COBRA Continuation Coverage.
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Please send suggested additions to this page and notifications about broken links to COE-FacultyAffairs@austin.utexas.edu.
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