Employee Benefits

The 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.

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 the Health Savings Account based on 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.

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. 

This plan is a comprehensive dental plan. It does not offer orthodontia coverage. There is no monthly premium for the employee and covered family members.

This plan is a comprehensive dental plan which includes a higher level of coverage for dental services than the Basic Plan. It does not include orthodontia coverage.

This plan is a comprehensive dental plan. It includes orthodontia coverage for dependent children 19 or under at the time treatment commences and a lifetime benefit orthodontic maximum of $2000 per eligible child.

You may elect to waive coverage. If you elect this option, you will receive a taxable benefit credit. The credit is not available for dually employed UC spouses/domestic partners

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 per calendar year and the maximum contribution is $2400 per calendar year. You may carry over any unused balance to the following plan year.

You have until 02/28 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/HDHP.

This plan allows you to be reimbursed for eligible dependent daycare expenses on a pre-tax basis. The minimum contribution is $120 per calendar year contribution and the maximum contribution is $5,000 per calendar year (or $2,500 depending on IRS filing status).

You may carry over unused balance to the following plan year. You have until 2/28 of the subsequent year to use your prior year’s account balance.

After a small individual co-payment, the plan provides an allowance for frames and lenses in glass or plastic (e.g. single vision, bifocal and corrective). Or you can choose contacts instead of glasses (frames and lenses). A separate co-payment applies to contacts. Discounts on many types of lens enhancements and other services such as hearing aids and Lasik surgery are included in the plan.

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

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 or 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 (25 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. 

$50,000, $100,000, or $150,000

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/domestic partner’s coverage will equal 50% of your benefit. Coverage for children up to age 19 (25 if a full-time student) coverage will equal 10% of your benefit.

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

This plan offers you a choice of a defined benefit plan, a defined contribution plan, and a combined plan. Survivorship benefits may be available in the event of death. Should you separate from UC, you may request a refund or roll-over of your accumulated contributions

Your contribution is 10% (13% for FOP-LEO) of your pre-tax eligible earnings. The university contributes 14% (18.10% for FOP-LEO) of eligible pay on your behalf. For more information refer to www.opers.org.

This plan offers you a choice of a defined benefit plan, a defined contribution plan, and a combined plan. Survivorship benefits may be available in the event of death. Should you separate from UC, you may request a refund or rollover of your accumulated contributions.

Your contribution is 14% of your pre-tax eligible earnings. The university contributes 14% of eligible pay on your behalf. For more information refer to www.strsoh.org

Available only to 100% full-time employees, This plan is a defined contribution plan. You are considered vested immediately upon enrolling in the ARP. In the event of death, your beneficiary(ies) is eligible to receive your account balance. Should you separate from UC, you may request a refund or rollover of your accumulated contributions.

Your contribution is 10% (11.10% for FOP-LEO; 14% for faculty) of your pre-tax eligible earnings. UC contributions are as follows:

Faculty: UC contributes 9.53% of eligible pay on your behalf to the ARP and 4.47% to STRS.

Librarians: UC contributes 11.56% of eligible pay on your behalf to the ARP and 2.44% to OPERS

FOP-LEO: UC contributes 13.23% of eligible pay on your behalf to the ARP and .77% to OPERS

You can supplement your retirement savings by contributing to the university’s 403(b) and/or the Ohio Deferred Compensation Plan (457). You can contribute the maximum amount allowed by law.

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 or domestic partner, and your unmarried, eligible dependent children may have 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. They are not required to be seeking a degree.

Tuition remission benefits do not include any ancillary fees (i.e., general fees, computer fees, books, coop 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. 

The following programs are excluded for dependents: MD, MS in Physiology.