For general information about UT-provided employee benefits, see HR: Benefits Overview.
Faculty, staff, and graduate student academic employees are eligible for UT benefits if they are expected to work, and are appointed for, at least 20 hours per week (50% FTE) and at least 135 continuous days (one full long semester). The minimum 50% FTE is based on the sum of all active benefits-eligible positions held on campus. For example, a Lecturer with a 25% FTE in the College of Education and a concurrent 25% FTE in a different CSU would be eligible for benefits based on their total 50% FTE across both jobs.
Employee Type is a Workday attribute assigned to each job which drives benefits eligibility and leave eligibility status for an employee.
|
| Employee Type | Criteria | To which Job Profiles does it apply? | End date in Workday? |
|---|---|---|---|
| Regular Benefits Eligible (Expected to Continue) | Appointed for: a) at least 135 continuous days and b) for at least 20 Scheduled Weekly Hours (SWH) either in a single benefits-eligible job, or across multiple benefits-eligible jobs | All faculty Job Profiles except the following:
| Professional-track: No. However, all professional-track faculty must have an active contract in Workday, and a "Contract End Date" will display in their Worker Profile at Summary > Job Details |
| Tenured/tenure-track: No | |||
| Regular Benefits Eligible (Fixed Term) | Appointed for: a) at least 135 continuous days and b) for at least 20 Scheduled Weekly Hours (SWH) either in a single benefits-eligible job, or across multiple benefits-eligible jobs | Only the following faculty Job Profiles:
| Professional-track: Yes. All relevant Job Profiles for this Employee Type are professional-track positions in Workday. |
Tenured/tenure-track: Yes - any Fixed Term job for a tenured/tenure-track faculty member will be an Additional Job (either Faculty Associate or Summer Additional Job) and will have an end date. | |||
| Regular Non-Benefits Eligible (Expected to Continue) | Appointed for fewer than 135 continuous days and/or for fewer than 20 SWH | Professional-track: No. However, all professional-track faculty must have an active contract in Workday, and a "Contract End Date" will display in their Worker Profile at Summary > Job Details | |
| Tenured/tenure-track: No (although tenured-tenure-track faculty are non-benefits eligible only in very unusual and temporary circumstances) | |||
| Regular Non-Benefits Eligible (Fixed Term) | Appointed for fewer than 135 continuous days and/or for fewer than 20 SWH | Professional-track: No. However, all professional-track faculty must have an active contract in Workday, and a "Contract End Date" will display in their Worker Profile at Summary > Job Details | |
| Tenured/tenure-track: No |
If an employee with multiple jobs has one job with benefits-eligible status, all other jobs (excluding Variable and Nonemployee jobs) should also have a benefits-eligible status.
In general, paycheck deductions related to benefits are tied to the Primary Job and its Pay Group.
See also:
See HR: Summer Coverage for Faculty, including cost, payment, pre-payment cancellation, Annual Enrollment, change of status, termination, and COBRA.
Benefits-eligible faculty members that are assigned to work during the spring semester (January 16 - May 31) are eligible for insurance coverage during the summer months of June, July, and August, 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.
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.
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.
If the faculty member will have a benefits-eligible position from June 1-August 31, 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:
If a faculty member separates from employment or become otherwise ineligible for benefits, their insurance will terminate at the end of the month in which the change in employment occurs. If they prepaid for summer insurance, a refund of excess funds will automatically be issued.
Note that a faculty member with a benefits-eligible spring appointment is eligible for active employee insurance through 8/31, if their termination date is 8/31. A termination date of 5/31 will end insurance on 5/31.
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.
Please send suggested additions to this page and notifications about broken links to COE-FacultyAffairs@austin.utexas.edu.
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