2025 BENEFITS SUMMARY
COLLEGE OF MEDICINE DUALLY COMPENSATED EMPLOYEES
University of Cincinnati Academic Health System
College of Medicine
Facilities: • UC Health Physician Offices • University of Cincinnati Medical Center • West Chester Hospital • Daniel Drake Center for Post- Acute Care • Lindner Center of HOPE
Employee Lease
UC College of Medicine Vision: To be indispensable through excellence in education, research, and patient care.
People make us who we are, and we make University of Cincinnati Physicians, Inc., what it is: indispensable to the health and wellbeing of G reater Cincinnati. UC Physicians is the employer of choice for those who are passionate about advancing healthcare, education, and research. As the faculty group practice for UC Health and an integral part of the University of Cincinnati’s education and research missions, UC Physicians is unmatched in its size, scope, and community impact. Serving as the faculty group practice of the University of Cincinnati College of Medicine, UC Physicians began in 1987 when the group practices at the UC College of Medicine started operating under a common administration. The practice grew substantially, today having nearly 980 physicians and 550 advanced practice providers. No other physician practice in Cincinnati offers the wide range of specialty and subspecialty care that is available from the distinguished medical providers of UC Physicians where academic excellence drives innovation, patient care, and community impact. UC Physicians carries out its discovery driven clinical activities through UC Health, which includes the University of Cincinnati Medical Center, West Chester Hospital and the Daniel Drake Center for Post-Acute Care. We are the region’s safety-net hospital providing access to high-quality healthcare for all people. We are the region’s incubator of entrepreneurial and high impact clinical research that leads to novel therapies. We are the region’s academic health center with smart and compassionate learners, residents, and fellows caring for patients under the guidance of expert physician-scientists. And because of the world-class care we provide in every medical and surgical specialty, UC Health is a destination for patients from around the globe who seek solutions to the most complex medical cases. The University of Cincinnati has pioneered bold change for 200 years, and its Next Lives Here strategic direction is meant to disrupt academia’s conventional ways of thinking and doing to define our next 200 years. Cincinnati is like no other city, named after the Roman emperor who, famous for civic virtue, answered the call to servant leadership, led his people out of conflict and then returned to life on his farm. The city and the university share the motto Juncta Juvant— strength in unity—emblematic of the aspiration that we, together, make greater Cincinnati the healthiest city in America. UC Physicians provides a dynamic and collaborative environment where employees can thrive, knowing that their work contributes to a legacy of excellence and a healthier future for all. Join us, and be part of a transformative institution where your contributions matter.
Gregory C. Postel, MD President and Chair University of Cincinnati Physicians, Inc. Senior Vice President for Health Affairs and Christian R. Holmes Professor and Dean University of Cincinnati College of Medicine
Michael T. Archdeacon, MD, MSE Chief Executive Officer
University of Cincinnati Physicians, Inc. Senior Associate Dean for Clinical Affairs University of Cincinnati College of Medicine Peter J. Stern Professor and Chair Department of Orthopaedic Surgery
OVERVIEW
BENEFIT
RETIREMENT SAVINGS PLANS
MEDICAL INSURANCE
HEALTH SAVINGS ACCOUNT
FLEXIBLE SPENDING ACCOUNT
DENTAL INSURANCE
VISION INSURANCE
TUITION REMISSION PAID TIME OFF:
• VACATION ACCRUAL • SICK ACCRUAL • PAID PARENTAL LEAVE • HOLIDAYS & WINTER SEASON DAYS LONG TERM DISABILITY
SUPPLEMENTAL LONG TERM DISABILITY
BASIC LIFE INSURANCE
VOLUNTARY LIFE INSURANCE
ACCIDENT & CRITICAL ILLNESS INSURANCE
EMPLOYEE WELLNESS PROGRAMS
FAMILY CARE ASSISTANCE
EMPLOYEE SERVICES & DISCOUNTS
This brochure highlights the benefit options available to dually compensated employees of the University of Cincinnati and University of Cincinnati Physicians and in no way serves as the policy, summary plan description or plan document. If any discrepancies or conflicts exist between this brochure and the policy or plan documents, the policy or plan document shall govern. We reserve the right to amend, modify or terminate any provisions, policies or benefit plans in whole or in part at any time with or without notice.
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BASE RETIREMENT SAVINGS
EMPLOYER CONTRIBUTIONS UC and UCP offer the following retirement contributions in lieu of contributing to social security. As state of Ohio public employees, employees will not contribute to social security.
FACULTY
ALL EMPLOYEES ❖ Available to full-time and part-time employees ❖ Defined contribution plan
OPTION 1: STRS: STATE TEACHERS RETIREMENT SYSTEM ❖ Available to full-time and part-time employees ❖ Vesting schedule applies ❖ UC contribution: ❖ 11.09% - defined contribution plan ❖ 14% - defined benefit plan ❖ 14% - combined plan ❖ Employee mandatory contribution – 14% OPTION 2: ARP: ALTERNATIVE RETIREMENT PLAN ❖ Available to full-time (100% FTE) employees ❖ Defined contribution plan ❖ Immediate vesting ❖ UC contributes 11.09% of employee’s eligible pay ❖ Employee mandatory contribution – 14%
❖ UCP contribution: ❖ 8.5% of first
$350,000 (IRS limit) ❖ Max $29,750 annual contribution
❖ As part of the total
compensation package, UCP may contribute an
additional amount ❖ Annual limit of $70,000
PLAN INFORMATION
STAFF
❖ Immediate vesting
OPTION 1: OPERS: OHIO PUBLIC EMPLOYEE RETIREMENT SYSTEM ❖ Available to full-time and part-time employees ❖ Vesting schedule applies ❖ UC contribution: ❖ 11.5% - defined contribution plan ❖ 14% - defined benefit plan ❖ Employee mandatory contribution – 10% OPTION 2: ARP: ALTERNATIVE RETIREMENT PLAN ❖ Available to full-time (100% FTE) employees ❖ Defined contribution plan ❖ Immediate vesting ❖ UC contributes 11.76% of employee’s eligible pay ❖ Employee mandatory contribution – 10%
❖ No employee
mandatory contribution
STATE SYSTEM ❖ STRS ❖ OPERS
ARP ❖ AXA ❖ VOYA
PLAN ADMINISTRATORS
❖ FIDELITY
❖ FIDELITY ❖ TIAA
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VOLUNTARY RETIREMENT SAVINGS
EMPLOYEE VOLUNTARY CONTRIBUTIONS
ELIGIBILITY
ALL EMPLOYEES
ALL EMPLOYEES
Employees may direct additional retirement savings contributions to: ❖ 403(b) • Pre-tax contribution • Roth post-tax contribution • After-tax contribution with Roth in- plan conversion (Mega Roth) ❖ 457(b) • Pre-tax contribution • Coming soon! Roth post-tax contribution
Employees may direct additional retirement savings contributions to: ❖ 403(b) pre-tax contribution ❖ 457(b) pre-tax contribution
PLAN INFORMATION
❖ Pre-tax and Roth: up to annual IRS limit of $23,500 ❖ After-tax: up to annual IRS limit of $70,000, less pre-tax and Roth contributions ❖ $7,500 catch up contribution available for age 50 and older
EMPLOYEE CONTRIBUTION
❖ 403(B): AXA, FIDELITY, TIAA, VOYA ❖ 457(B): OHIO DEFFERED COMPENSATION
PLAN ADMINISTRATORS
❖ FIDELITY
RETIREMENT PLAN ADMINISTRATORS
888 ‑ 227 ‑ 7877
STRS
https://www.strsoh.org/
OPERS
https://www.opers.org/
800-222-7377
FIDELITY INVESTMENTS
www.netbenefits.com/universityofcincinnati
800-343-0860
TIAA
https://www.tiaa.org/uc
800-842-2252
AXA EQUITABLE
https://equitable.com/
513-762-7750
800-451-4702 x4025462
VOYA FINANCIAL
https://www.voya.com
OHIO DEFERRED COMPENSATION
https://www.ohio457.org
877-644-6457
FIDELITY INVESTMENTS
www.netbenefits.com/UCP
800-343-0860
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MEDICAL INSURANCE
MEDICAL PLAN INFORMATION
65%+ FTE FACULTY 75%+ FTE STAFF
ELIGIBILITY
PLAN INFORMATION
PPO
HSA
BLUE ACCESS PPO CARE NETWORK
IN NETWORK
OUT OF NETWORK
IN NETWORK
OUT OF NETWORK
$1,000 Individual $2,000 Family $2,750 Individual $5,500 Family $9,200 Individual $18,400 Family (includes copays – medical and pharmacy)
$2,000 Individual $4,000 Family $5,500 Individual $11,000 Family
$2,250 Individual $4,500 Family $4,500 Individual $9,000 Family $4,500 Individual $9,000 Family (non- embedded deductible) (includes in network medical and pharmacy expenses)
$5,000 Per Person $9,000 Family $9,000 Individual $18,000 Family $9,000 Individual $18,000 Family (includes in network medical and pharmacy expenses)
ANNUAL DEDUCTIBLE
ANNUAL OUT-OF- POCKET MAXIMUM**
Not Applicable (no limit on your out- of- pocket expenses)
PLAN MAXIMUM OUT-OF-POCKET***
ANNUAL HEALTH SAVINGS ACCOUNT FUNDING (UC)
$325 – $825 EE $650 - $1,650 Family
$325 – $825 EE $650 - $1,650 Family
Not Applicable
Not Applicable
65% After Deductible 65% After Deductible
65% After Deductible 65% After Deductible
PREVENTIVE CARE*
Covered 100%
Covered 100%
80% After Deductible
80% After Deductible
COVERED SERVICES
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) Specialty: 30% ($250 max) 90-Day maintenance medications now available at retail pharmacies. Pharmacy copays apply to Plan Out-of-Pocket Maximum.
80% After Deductible
PHARMACY
EMPLOYEE CONTRIBUTION
Rates vary based on plan selection. See page 7 for details.
PLAN ADMINISTRATOR
* As recommended by the American Medical Association
**The Annual Out-of-Pocket Maximum includes medical services only, excluding copays and the deductible. This is the maximum amount you will pay in co-insurance (e.g., 20% after deductible).
***The Plan Maximum Out-of-Pocket is the most you could pay in a calendar year for covered services, including deductible, co-insurance, and co- pays for both medical and pharmacy expenses.
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MEDICAL PLAN PREMIUMS
2025 BENEFIT PLAN CONTRIBUTIONS (NON-AAUP)
*Waiver credit for medical/dental plans not available in cases where both husband/wife or domestic partner work for UC in a benefits-eligible position. **Surcharge applicable if spouse/domestic partner has medical plan available through his/her employer and waives it in favor of UC med. 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 contrib. based on UC + UCP salary for all dually compensated employees. HSA limit subject to 2025 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/yr. 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. *****Not all benefit plans available to Annual Adjuncts. Post Docs and their eligible family member(s): UC pays the entire monthly premium for either medical plan. Refer to salary bands above to determine UC HSA contribution. Waiver credit does not apply for medical/dental plans. Not all plans apply to Post Docs or Interns. Rev. 10/2024
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HEALTH AND DEPENDENT CARE SAVINGS/SPENDING PLANS HEALTH SAVINGS ACCOUNT (HSA)
ELIGIBLE ONLY WHEN ENROLLED IN HSA MEDICAL PLAN 65%+ FTE FACULTY 75%+ FTE STAFF
ELIGIBILITY
Employees may contribute pre-tax dollars to pay eligible health care expenses that are not covered by medical, dental or vision plans HSA balance carries over year to year UC contribution is based on total annual base pay (UC + UCP) Maximum annual combined employer and employee contribution: • $4,300 individual • $8,550 family • $1,000 over age 55 catch up contribution
PLAN INFORMATION
EMPLOYEE CONTRIBUTION
PLAN ADMINISTRATOR
FLEXIBLE SPENDING ACCOUNTS (FSA): HEALTH CARE & DEPENDENT CARE
ELIGIBLE FOR HEALTH CARE FSA ONLY WHEN ENROLLED IN PPO MEDICAL PLAN OR IF MEDICAL COVERAGE IS WAIVED. 65%+ FTE FACULTY 75%+ FTE STAFF Employees may contribute pre-tax dollars to pay eligible dependent day care expenses and/or health care expenses that are not covered by medical, dental or vision plans Annual contribution must be applied to expenses incurred in same plan year Unused balances may be claimed until 02/28 of the following plan year, after which they are forfeited Dependent Care: employees may contribute up to $5,000 per calendar year Health Care: employees may contribute up to $3,200 per calendar year
ELIGIBILITY
PLAN INFORMATION
FSA EMPLOYEE CONTRIBUTION
PLAN ADMINISTRATOR
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DENTAL INSURANCE DENTAL PLAN INFORMATION
65%+ FTE FACULTY 75%+ FTE STAFF
ELIGIBILITY
COMPREHENSIVE w/ ORTHO
PLAN INFORMATION
BASIC
COMPREHENSIVE
$50 Per Person $150 Family
$50 Per Person $150 Family
$50 Per Person $150 Per Family
ANNUAL DEDUCTIBLE
Does Not Apply to Diagnostic or Preventive Services $1500 Per Person, Excluding Orthodontic Services
Does Not Apply to Diagnostic, Preventive, or Ortho Services $2,000 Per Person, Excluding Orthodontic Services
ANNUAL MAXIMUM BENEFIT
$500 Per Person
PREVENTIVE CARE
80% After Deductible
100% No Deductible
100% No Deductible
BASIC RESTORATIVE SERVICES
80% After Deductible
80% After Deductible
80% After Deductible
MAJOR SERVICES
60% After Deductible
80% After Deductible
80% After Deductible
60%* *Lifetime max $2,000 per eligible dependent age 18 and under
ORTHODONTIC SERVICES
Not Covered
Not Covered
EMPLOYEE CONTRIBUTION
EMPLOYEE (EE) ONLY EE + CHILD(REN) EE + SPOUSE/DOMESTIC PARTNER FAMILY
$19.95 $38.49 $52.23 $76.84
$15.37 $29.71 $30.34 $46.37
NO COST NO COST NO COST NO COST
PLAN ADMINISTRATOR
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VISION INSURANCE
VISION PLAN INFORMATION
65%+ FTE FACULTY 75%+ FTE STAFF
ELIGIBILITY
PLAN INFORMATION
VISION CARE SERVICES
In Network Member Cost
Out of Network Reimbursement
$25 Copay $150 Frame Allowance 20% Off Balance Over Allowance $80 Walmart®/Sam’s Club®/Costco® Frame Allowance
FRAMES (EVERY OTHER CALENDAR YEAR)
Up To $70
SINGLE VISION BIFOCAL TRIFOCAL IMPACT-RESISTANT LENSES FOR DEPENDENT CHILDREN CONTACT LENSES (IN LIEU OF GLASSES)
Up to $30 Up to $50 Up to $65 Up to $50
Included In Rx Glasses Co-Pay
$60 Copay $130 Contact Allowance
Up to $105
EYE EXAM
Eye Exams Are Covered Under Medical Insurance
$3.33 Employee Only $7.14 Employee + Child(Ren) $6.66 Employee + Spouse $11.41 Employee +Family
EMPLOYEE CONTRIBUTION
PLAN ADMINISTRATOR
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TUITION REMISSION
TUITION REMISSION PLAN INFORMATION
FULL TIME EMPLOYEE: 65%+ FTE FACULTY AND 75%+ FTE STAFF Full time benefits-eligible employees may enroll in an unlimited number of credit hours per semester Dependents of full-time employees may enroll in unlimited undergraduate and graduate credit hours • Eligible dependents include: o Legal spouse o Same or opposite sex domestic partner o Unmarried child (biological, step, adopted, or guardian) Tuition remission benefits are not available for the college of medicine graduate programs of MD and MS in physiology.
ELIGIBILITY
PART TIME EMPLOYEE: < 65% FTE FACULTY AND <75% FTE STAFF 4 credit hours per term Dependents of part time employees are not eligible
For employees, tuition remission covers instructional fees, general fees, campus life fees, and IT fees For dependents, tuition remission covers only instructional fees Books and lab materials are not covered Undergraduate tuition remission is provided at no cost and is tax free for employees and dependents (with the exception of domestic partners) * Graduate tuition remission for employees is taxed if $5,250 or more in a calendar year Graduate tuition remission for dependents is fully taxable
PLAN INFORMATION
EMPLOYEE CONTRIBUTION
*Undergraduate tuition remission is fully taxable for domestic partners
PUBLIC SERVICE LOAN FORGIVENESS (PSLF) If you are employed by a US federal, state, local, or tribal government or not-for-profit organization, you might be eligible for the public service loan forgiveness program. FOR MORE INFORMATION: https://studentaid.gov/manage-loans/forgiveness-cancellation/public-service
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PAID TIME OFF
VACATION TIME ACCRUAL
50%+ FTE FACULTY ALL STAFF
ELIGIBILITY
Full-time (100% FTE) employees accrue vacation at the rate of 13.34 hours/month (160 hours/year) Part-time* employees accrue vacation on a pro-rated basis according to employee’s FTE Vacation accrues from year to year to a maximum of 240 hours Upon separation from employment or transfer to a non-benefit eligible status, employee may be paid unused vacation hours • UC payroll system will pay vacation balance calculated on UC base salary • UCP payroll system will pay up to 120 hours of vacation calculated on UCP base salary, subject to restrictions specified in employment agreement and department compensation plan Employee must follow departmental guidelines for requesting vacation time off from work
*Some clinicians are not eligible for vacation time accrual. Please check with your department administrator to confirm.
SICK TIME ACCRUAL
ELIGIBILITY
ALL EMPLOYEES
Full-time (100% FTE) employees accrue sick time at the rate of10 hours/month (120 hours/year) Part-time* employees accrue sick time on a pro-rated basis according to employee’s FTE Sick time accrues from year to year and is paid according to the following maximums • UC payroll system will pay all accrued sick hours, subject to medical necessity • UCP payroll system will pay up to 520 hours (13 weeks) ofconsecutive sick hours (long term disability elimination period) • Upon separation from employment, an employee will not be paidfor any unused sick days • Subject to university policy, retirees may be eligible to receive a portion of unused accrued sick time at retirement • In some instances, employee may be required to complete leave request and certification of health care provider documentation
*Part-time non-fixed UCP only employees do not accrue vacation or sick time.
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PAID TIME OFF
PAID PARENTAL LEAVE (PPL)
65%+ FTE FACULTY 75%+ FTE STAFF
ELIGIBILITY
Employees are immediately eligible upon hire PPL may be granted for a maximum period of six (6) weeks (240 hours, pro-rated for FTE) for the birth of a child or placement of a newly adopted child who is 17 years old or younger, which may include travel to secure placement of a newly adopted child An employee adopting a spouse's or domestic partner's already-born child(ren) may not use PPL PPL must be taken on a continuous basis, it cannot betaken intermittently PPL must be taken within six (6) months from the date of birth or placement PPL duration may not be extended beyond the maximum six (6) week period for any reason, including, but not limited to multiple births, holidays, or winter season days PPL will run concurrently with leave under FMLA when employee is eligible for FMLA leave PPL may only be used twice in any rolling twelve (12)-month period
HOLIDAYS & WINTER SEASON DAYS
In addition to vacation time, sick time and paid parental leave, UC offers 11 paid holidays, plus winter season days, annually. Winter season days are the non-holiday workdays between Christmas and New Year’s Day. When UC is closed for holidays, dually compensated providers are expected to follow the UC Health holiday schedule and report to work unless time off has been previously scheduled and approved. If a clinic is open, providers that are required to work to staff a clinic will receive comp time. Those who do not work will not receive comp time. If the department requires inpatient providers to work on a UC holiday, the department may provide a comp day as well. Check with your department administrator regarding the use of holidays and winter season days in your department.
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LONG TERM DISABILITY
UCP LONG TERM DISABILITY
ELIGIBILITY
30%+ FTE EMPLOYEES
Plan pays 60% of employee average monthly pre-disability earnings* up to a maximum of: • $15,000/month for physicians • $10,000/month for non-physician providers and staff You must be disabled for 90 days before the benefit pays As an eligible employee, you are automatically enrolled in this benefit Disability defined as specialty/subspeciality Guaranteed issue *Pre-disability earnings are defined as average monthly earnings from “all sources of income”, including base and variable pay, in effect for the 1) 12 calendar months immediately prior to the last day you were actively at work before you become disabled; or 2) the total number of calendar months you worked for the employer as an active employee, if less than the above period. UCP pays the monthly premium. Employee pays tax on the premium, making a tax- free benefit
PLAN INFORMATION
EMPLOYEE CONTRIBUTION
PLAN ADMINISTRATOR
UC LIMITED LONG TERM DISABILITY
65%+ FTE FACULTY 75%+ FTE STAFF
ELIGIBILITY
60% income replacement after 6 months up to a maximum monthly benefit $2,000 (base plan) for a max of 2 years Covers UC SALARY only As an eligible employee, you are automatically enrolled in this benefit Disability defined as any occupation Guaranteed issue Employee may elect other options at additional cost
PLAN INFORMATION
EMPLOYEE CONTRIBUTION
UC pays the monthly premium
PLAN ADMINISTRATOR
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SUPPLEMENTAL LONG TERM DISABILITY
INDIVIDUAL DISABILITY INCOME PROTECTION
75%+ FTE EMPLOYEES WITH $120,000 MINIMUM ANNUAL PAY AVAILABLE ONLY DURING ANNUAL ENROLLMENT
ELIGIBILITY
Provides coverage beyond group long-term disability (LTD) coverage to give you more income replacement Employees may purchase additional coverage to a maximum of $9,000/month or 65% income replacement, whichever is less No medical exams Individual ownership - this is not "group" coverage; you will own your policy and will have the ability to take it with you should you leave UC Physicians
PLAN INFORMATION
EMPLOYEE CONTRIBUTION
Rates vary based on income and age
PLAN ADMINISTRATOR
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LIFE INSURANCE BASIC LIFE INSURANCE
65%+ FTE FACULTY 75%+ FTE STAFF
ELIGIBILITY
30%+ FTE EMPLOYEES
$50,000 Term Life Insurance, Accidental Death and Dismemberment Policy
PLAN INFORMATION
One (1) Times Annual Base Pay
EMPLOYEE CONTRIBUTION PLAN ADMINISTRATOR
UC pays the premium up to $50,000
No Employee Contribution
VOLUNTARY LIFE INSURANCE
65%+ FTE FACULTY 75%+ FTE STAFF
ELIGIBILITY
30%+ FTE EMPLOYEES
SUPPLEMENTAL LIFE Employee may elect the lesser of six (6) times annual UC base pay or $1 million Additional coverage is available for spouse/domestic partner and eligible dependent children Guaranteed issue, if elected within eligibility date, up to: • $1,000,000 employee coverage • All dependent insurance is guaranteed issue PERSONAL ACCIDENT Personal accident insurance provides a benefit in the event you die as a result of a covered accident Will also pay a full or partial benefit for certain accidental injuries Coverage levels ($50,000, $100,000, or $150,000)
$10,000 increments up to the lesser of ten (10) times annual salary or $1,000,000. Additional coverage is available for spouse/domestic partner and eligible dependent children Guaranteed issue, if elected within 30 days of eligibility date, up to limits of: • $250,000 employee coverage • $50,000 spousal coverage • $10,000 child(ren) coverage Additional coverage above guaranteed issue amounts may be granted based on evidence of insurability
PLAN INFORMATION
EMPLOYEE CONTRIBUTION PLAN ADMINISTRATOR
Rates vary based on age and coverage selection
Rates vary based on age and coverage selection
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ACCIDENT & CRITICAL ILLNESS INSURANCE ACCIDENT INSURANCE
65%+ FTE FACULTY AND STAFF AVAILABLE ONLY DURING ANNUAL OPEN ENROLLMENT
ELIGIBILITY
Plan pays a lump sum benefit for off-job accidents Benefit amount up to $10,000 based on type of injury No calendar year maximum, but plan pays only one benefit per accident Allows you to use the money any way you choose $50 annual wellness benefit once per calendar year per covered individual Coverage is portable - you can take the coverage with you if you terminate your employment. Unum will bill you directly.
PLAN INFORMATION
EMPLOYEE CONTRIBUTION
Dependent on plan selection
PLAN ADMINISTRATOR
CRITICAL ILLNESS INSURANCE
65%+ FTE FACULTY AND STAFF AVAILABLE ONLY DURING ANNUAL OPEN ENROLLMENT
ELIGIBILITY
Plan pays a lump sum benefit if employee or covered dependent is diagnosed with any of the covered conditions Benefit amount is $10,000 for employees, $5,000 for spouse and $5,000 for children to be used to cover out of pocket medical expenses or whatever you choose Coverage for spouse is optional while coverage for children is automatic Guarantee issue available with no medical exam or health questions. Each covered condition is payable once per lifetime No pre-existing condition limitation (note: diagnosis must occur on or after policy effective date) $50 annual wellness benefit pays once per calendar year per covered individual
PLAN INFORMATION
EMPLOYEE CONTRIBUTION
Dependent on age and tobacco user status
PLAN ADMINISTRATOR
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EMPLOYEE SERVICES
EMPLOYEE ASSISTANCE PROGRAM (EAP)
ALL EMPLOYEES AND THEIR FAMILY MEMBERS HAVE ACCESS TO CONFIDENTIAL PROFESSIONAL SUPPORT 24 HOURS A DAY, 365 DAYS A YEAR, FREE OF CHARGE.
ELIGIBILITY
UC offers employee assistance services through All One Health. Speak with an All One Health professional for guidance and support related to:
All One Health INFORMATION
❖ General day-to-day issues ❖ Stress ❖ Depression or anxiety ❖ Job performance difficulties ❖ Alcohol/drug abuse ❖ Legal/financial matters ❖ Identity theft recovery assistance ❖ Child/eldercare and other family issues
CALL 1-800-227-6007 24/7/365
Program includes unlimited phone consultation and up to 5 face-to-face counseling sessions per person per occurrence.
UCP offers employee assistance services through MGISComplete. No- cost, confidential solutions to life’s challenges. Your toll -free number gives you direct, 24/7 access to a Guidance Consultant, who will answer your questions and, if needed, refer you to a counselor or other resources. Call: 866-301-9551 Services include:
GUIDANCE RESOURCES INFORMATION
❖ Emotional and work-life counseling ❖ Financial information and resources
CALL 1 -866-301-9551 App: GuidanceNow SM Web ID: MGISComplete
❖ Legal support and resources ❖ Free online will preparation
Program includes 24/7 online support, including “ask the expert” personal responses and up to 5 face-to-face or phone counseling sessions per person per calendar year.
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Be Well UC Programs and Services Be Well UC is your employee wellness program. Our mission is to educate, support and empower faculty and staff to make healthy lifestyle choices while building an overall culture of health for our campus and community. Scan the QR code to start exploring! Wellness Portal and Incentives All UC employees enrolled in the UC medical plans are eligible to earn up to $300 in wellness incentives and have access to our online portal. Incentives reset each calendar year. Be Well UC utilizes a platform powered by a third-party vendor, Virgin Pulse. Faculty and staff can track their progress toward their incentives and have options for earning points from the comfort of their desk or home. Educational Sessions and Events Sessions are hosted on a variety of topics, such as movement, nutrition, productivity, and stress management, each month and are open to all employees. Formats include online and live, Learn It Live, and Connect and Reflect (book club-like format) in partnership with the Staff Success Center. Length varies from 30-60 minutes. Large events (such as Invest in Yourself and Be the Change) are also held quarterly with several sessions and activities that highlight various UC offices, resources and benefits. Take 5 Toolkits Bundles of drop-in activities can be customized and provided to departments. These focus on encouraging teams to take mindful microbreaks in order to return refreshed to increase productivity. Wellness Ambassadors Wellness Ambassadors help us share information about Be Well offerings and events, share emails, and encourage colleagues to make healthy choices throughout the day and participate when the time is right. The program’s voluntary " boots on the ground" helping get the word out and help normalize participation in well-being programming. Work Well Sessions Departments can request Be Well UC to host sessions for their teams. Be Well UC coordinates logistics and topics of interest. Length varies from 15-90 minutes. Health Coaching Telephonic one-on-one appointments for employees who want support in achieving their wellness goals, hosted by a Be Well UC staff member who is a certified health coach.
Additional Related Resources • Diabetes Prevention and Lifestyle Programs • Healthy UC • Mental Health Resources (EAP, LiveHealth Online, and more) • Rec Rewards • Tobacco Free UC
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CAMPUS RECREATION
CAMPUS RECREATION FACILITIES
MEMBERSHIP ELIGIBILITY
UC FACULTY AND STAFF (CURRENT AND RETIRED) ARE ELIGIBLE TO PURCHASE MEMBERSHIPS FOR THEMSELVES AND THEIR FAMILIES.
Campus recreation memberships provide dual access to the main campus recreation center and the fitness center at Care/ Crawley . Free fitness floor orientation All memberships include free group fitness! Premium classes are also available at member rates. Members receive an average of 30% off services such as personal training! Free access to the aquatic complex with 3 pools including an Olympic - sized lap pool. Free access to climbing wall, indoor track, gym and racquetball and squash courts, weight and cardio equipment and so much more! Recreation rewards program available for employees that use facilities 8 times or more a month ($26 is reimbursed/monthly.) More information can be found on rec rewards.
MEMBERSHIP BENEFITS
LENGTH
MONTHLY
PAID IN FULL
ANNUAL*
$36.66
$440
MEMBERSHIP RATES
9-MONTH
N/A
$360
3 -MONTH $125 *Annual membership fees paid monthly will continue on a month-to-month basis after the first-year unless the membership is cancelled in writing. N/A
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FAMILY CARE ASSISTANCE CAREGIVER RESOURCES
UC PHYSICIANS HAS PARTNERED WITH CARE PROVIDER AGENCIES TO ASSIST YOU IN FINDING THE RESOURCES THAT YOU NEED TO HELP CARE FOR YOUR FAMILY AND HOME WHILE YOU ARE AT WORK.
THESE RESOURCES ARE AVAILABLE TO ALL UCP EMPLOYEES. ENROLL at ucphysicians.care.com with your UC email address, or call 1-855-781-1303 SELF SERVICE SEARCH Unlimited access to a database of providers for your family care needs including care for an elderly adult, child, home, pet, or tutoring. Post a job for free on the care.com website. Caregivers will apply and you choose the one that best meets your needs. Payment is made directly to caregiver. SUBSIDIZED BACKUP CARE If your regular caregiver is unavailable and you need backup care while you are at work, UCP will subsidize the caregiver rates. • In-home care provider: $8/hour • In-center childcare: $15/day Caregivers in the backup care program have been vetted and background checked; they include nanny quality caregivers for children and home health agency resources for adults. Limit of 10 days of subsidized backup care per employee per year. TUITION DISCOUNT Save on daycare and preschool at leading childcare centers. REGISTER at whyjuggle.com/register, referral code: UCPhys iOS and Android apps available If you have an existing juggle account, email support@whyjuggle.com and provide the ucphys referral code SELF SERVICE SEARCH Unlimited access to a large database of interviewed and vetted sitters for babysitting, pet sitting, overnight sitting, house assistance, homework help and more. Post a job for free on the juggle website. Be specific with your requirements in your job description and you should be able to match with a juggle sitter suited to your needs! Payment is made through the juggle app. SUBSIDIZED BACKUP CARE For last minute childcare needs, you can offer a bonus to sitters for taking your job. UCP pays the booking fee and 50% of the hourly rate ($7.50 - $10.00) for in- home childcare needed while you are at work Limit of 10 days of subsidized backup care per employee per year.
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Physician Loan Program
LENDING SOLUTIONS THAT REWARD THE SUCCESSFUL PHYSICIAN WHILE PLANTING THE SEEDS FOR A SECURE FUTURE.
3/1, 5/1, 7/1, 10/1 and 15/1 ARMs Maximum loan amount $2 Million •
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100% LTV allowed for loans sizes up to $750,000
Owner Occupied 1-2 Unit Only
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• Our lenders desire physicians and therefore offer value-add products and terms not offered to any other profession. • With over 25+ different lender relationships, this enables me to match my clients with the lender & program that best fits their short and long-term financial goals. • Simply, we can provide the best of what the market has to offer, finding you a lower rate and lower costs and best yet, the lender pays our compensation . “ Zipfel Capital offers an unmatched level of professionalism, communication and expertise. We’ve worked with Tim O’Brien and he has consistently provided better terms than any loan professio nal we’ve worked with. He represents the best interests of his clients and shops with several different lenders to ensure he finds the best terms. ” – Christine Carleton, Principal at Truepoint Wealth Counsel & Tom Carleton, Executive Director at the Leukemia & Lymphoma Society
• Minimum Credit Score 680 for the product, but 700+ for 100% LTV • 50% Max DTI • No Mortgage Insurance. • May qualify based on the Employment Contract. Not restricted to a start date within 30 days of closing.
No AUS Required.
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• Generous student loan debt calculations. • No Subordinate Financing Allowed.
Tim O ’ Brien Equity Partner, Broker 513-310-7180 NMLS#: 246789 3440 Edwards Road Cincinnati, OH 45208 NMLS#: 60903
Please call for a free financial consultation
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You logged the hours. You earned your degree. You’re set with a job. You deserve to be rewarded for your hard work. Huntington’s physician mortgage program is tailored specifically to medical doctors, dentists, and veterinarians 1 . The program offers a wide range of options, including 100% financing up to $1,000,000, 95% financing up to $1,250,000, and 90% financing up to $2,000,000 1 . Other features include: • No private mortgage insurance requirement. • No prepayment penalty. • No restrictions on residency status. We have an income-based student calculator for anyone in a residency or fellowship program to help determine financing options. For more information, contact: A mortgage program specifically for physicians That’s just how we operate
Scott Burleigh Mortgage Loan Officer - Retail
NMLS# 653826 7783 5 Mile Road Cincinnati, OH 45230
o: (513) 826-6480 f: (888) 988-3591 c: (859) 866-5588 e: scott.burleigh@huntington.com www.huntington.com/mortgage/burleigh-scott
1 Program only available to medical doctors who have a minimum degree of M.D., D.O., D.M.D., D.V.M., or D.D.S. and proof of sufficient income or active employment contract with proof of sufficient income and reserves. Minimum reserves required vary depending on amount of the loan. Maximum loan amount at 100% financing is $1,000,000, at 95% financing is $1,250,000 and 90% financing is $2,000,000. Loan-to value (LTV) financing options vary based on customer FICO score. Maximum overall loan amount is $2,000,000 with a maximum overall cash out option of $250,000 for refinances. Program is limited to the purchase or refinance of a primary residence. All loans are subject to application and credit approval, satisfactory appraisal, and title insurance. Terms, conditions, and loan programs are subject to change without notice. Other terms, conditions, and restrictions may apply. The Huntington National Bank is an Equal Housing Lender and Member FDIC. a ®, Huntington® and a Huntington. Welcome.® are federally registered service marks of Huntington Bancshares Incorporated. ©2023 Huntington Bancshares Incorporated. NMLS ID #402436 (06/21) Page 21
EMPLOYEE DISCOUNTS THE UNIVERSITY OF CINCINNATI AND UC HEALTH BENEFITS DEPARTMENTS OFFER GROUP DISCOUNTS TO ALL DUAL COMP FACULTY, STAFF AND RETIREES. BELOW ARE SOME OF THE ORGANIZATIONS THAT PARTICIPATE IN THE EMPLOYEE DISCOUNT PROGRAM.
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