Benefit-eligible employees may participate in a variety of insurance plans sponsored by the University, including health insurance, dental, insurance, vision insurance, life insurance, accidental death and dismemberment insurance and long term disability insurance.
For most insurance options, to qualify as a “sponsored dependent adult,” the dependent must (1) have the same principle residence as the employee for at least 12 months and continue to have the same principle residence as the employee (except for certain temporary absences), (2) be 18 years of age or older, (3) not be married to another person either under either statutory or common law, and (4) not be related to the employee by blood or a degree of closeness that would prohibit marriage in the law of the state in which the employee resides.
For most insurance options, a child includes a natural child, stepchild, foster child, adopted child or child placed in the employee’s home for adoption younger than age 26. A dependent child is eligible for coverage from 14 days of age to 26 years of age. A child over 26 years of age may remain eligible for coverage if (1) the child is unable to support himself or herself due to a mental or physical handicap which begins before the child reached age 26, and (2) the child is dependent on the employee for maintenance and support.
A benefit-eligible employee cannot be covered as a dependent of another employee. Children cannot be covered as dependents of more than one employee.
New benefit-eligible employees should refer to the Total Rewards Enrolling in benefits for the first time for more information.
Employees can enroll for benefits through myHR via Self-service > Benefits > Benefits enrollment.
Benefit eligible employees of MU Extension have a variety of options available for enrolling in health insurance programs. The major options are summarized here, but interested employees should check with the Total Rewards Benefits office for specific issues or questions.
Healthy Savings Plan
The Healthy Savings Plan is available to all active, benefit eligible employees and retirees. It is an IRS-qualified high deductible insurance plan, and may be coupled with a Health Savings Account.
For a summary of the basic provisions of the Health Savings Plan, including information on deductibles, premium costs, out of pocket limits, prescription drug coverage, preventive care coverage and for other questions, see www.umsystem.edu/totalrewards/benefits/healthy_savings_plan.
Employees enrolled in the Healthy Savings Plan may be eligible to enroll in a Health Savings Account (HSA). To determine eligibility to enroll in an HSA, for questions concerning employee and university contributions to the HSA, and for other questions concerning the terms and conditions for using an HSA, see www.umsystem.edu/totalrewards/benefits/hsa.
Custom Network Plan
Custom network health insurance plans are plans restricted to employees (not retirees) who live or work in a prescribed coverage areas. During 2016, the University provided a custom network plan for employees lining or working in the Columbia area only, and in 2017, a separate custom network plan will also be available for employees living or working in the Saint Louis area. An employee who is eligible for both custom network plans will be given an option of plans, but should note that the participating health care providers in each network may be different. Employees who choose to participate in one of the Custom Network Plans will not qualify for participation in a Health Savings Account (HSA).
For a summary of the basic provisions of the Custom Network Plans, including information on deductibles, premium costs, out of pocket limits, prescription drug coverage, preventive care coverage and for other questions, see www.umsystem.edu/totalrewards/benefits/custom_network_plan.
Preferred Provider Organization (PPO) Plan
A Preferred Provider Organization (PPO) Plan is available to all benefit-eligible employees and retirees who are not eligible for Medicare. Employees who participate in the PPO Plan will not qualify for participation in a Health Savings Account (HSA). For a summary of the basic provisions of the Custom Network Plans, including information on deductibles, premium costs, out of pocket limits, prescription drug coverage, preventive care coverage and for other questions, see www.umsystem.edu/totalrewards/benefits/ppo_plan.
Active employees of the University of Missouri who have reached age 65 or younger employees with specific health conditions may also be eligible for Medicare, the federal health insurance program. For information concerning the coordination of Medicare benefits with the health insurance plans of the University of Missouri, see the appropriate plan documentations. For additional information about Medicare, see www.umsystem.edu/totalrewards/benefits/medicare and Medicare.gov.
Under the provisions of the Patient Protection and Affordable Care Act (PPACA), some employees of the University of Missouri who would not otherwise be eligible for benefits may be eligible for medical insurance only. For more information on PPACA, see the Additional benefits available to non-benefit eligible employees page.
All benefit-eligible MU Extension employees, retirees and family members are eligible to participate in the University’s Dental Plan, administered by Delta Dental. For information concerning covered services, premium costs, deductibles and other questions concerning the Dental Plan, see www.umsystem.edu/totalrewards/benefits/dental_plan.
All benefit eligible MU Extension employees, retirees and family members are eligible to participate in the University’s Vision Plan, administered by VSP Vision Care. For information concerning covered services, premium costs, co-pays and other questions concerning the Vision Plan, see www.umsystem.edu/totalrewards/benefits/vision_plan.
For employees not participating in the VSP Vision Plan, limited vision services are available on a discounted basis through the VSP Vision Savings Pass. This discount program is available only if the employee or any family member does not participates in the full VSP Vision Plan.
All employees, retirees and family members may also benefit from discounted services available through the University Optical and University Optical-East (at the University of Missouri—Columbia) and the UMSL College of Optometry. For information about vision care discount programs, see www.umsystem.edu/totalrewards/benefits/vision.
Flexible spending accounts
Flexible spending accounts (FSAs) are tax-free accounts that allow many benefit-eligible employees to set aside money to pay for qualified expenses. Participating employees are able to contribute money to these accounts on a pre-tax basis, and when expenses are incurred for qualified purposes, the plans reimburse the employee for the amount spent. The University makes two types of FSAs available, a Health Care FSA that may only be used for out-of-pocket health care expenses for the employee, spouse or tax dependent, and a Dependent Care FSA that may be used for childcare or elder care expenses of a tax dependent.
Health care flexible spending account
Participation in a Health Care FSA is limited to benefit-eligible employees who are enrolled in the Custom Network or PPO health care plans and benefit-eligible employees who are not enrolled in any University medical plan. Employees enrolled in the Healthy Savings Plan are not eligible to participate in a Health Care FSA, since they may enroll in a Health Savings Account.
Dependent care flexible spending account
Participation in a Dependent Care FSA is available to all benefit-eligible employees, regardless of what medical plan has been selected. A separate enrollment is required for the Dependent Care FSA.
For either type of FSA, there are limits on the amount of money that can be contributed and additional limits on what expenses qualify for tax-free reimbursement. For information about enrolling in one of the FSAs, questions concerning contribution limits, qualifying uses and other issues, see www.umsystem.edu/totalrewards/benefits/fsa.
Other insurance plans
A variety of other insurance benefits are available to benefit-eligible MU Extension employees. These include basic life insurance, supplemental life insurance, dependent life insurance, accidental death and dismemberment insurance and long-term disability insurance.
Basic life insurance
The University provides group term life insurance for benefit-eligible employees. There are two options available to covered employees. Under Option A, the benefit payable at death is equal to 1 times the employee’s annualized salary at the time of death (rounded up to the next $1000). Under Option B, the benefit payable is 2 times the employee’s annualized salary at the time of death (rounded up to the next $1000). The University pays the full cost of the premium under Option A and the employee and University share in the premium cost of Option B.
The employee may choose Option A or Option B at the time of hire or initial eligibility, provided that the enrollment form is filed within 31 calendar days of hire or initial eligibility. An employee may change from Option A to Option B during the annual enrollment period, but such a change may require submission of evidence of good health.
After age 55, the benefit level is reduced. A retiree who participated in the life insurance plan while employed may continue participation in the basic life insurance plan until reaching age 70.
For additional information about the basic life insurance options, see www.umsystem.edu/totalrewards/benefits/life_insurance and the links to plan documents included on that site.
A benefit-eligible employee may choose to purchase supplemental life insurance. An employee may choose a level of coverage of 1X, 2X or 3X the employee’s base salary, rounded up to the next $5000 if not already an even multiple. Maximum coverage is $1,000,000 and minimum coverage is $20,000.
Evidence of good health is required for enrollment in the supplemental life insurance plan. The employee pays the full cost of premiums, and the premiums increase base on the age of the employee.
For additional information about the Supplemental Term Life Insurance Plan, see www.umsystem.edu/totalrewards/benefits/life_insurance and the links to plan documents included on that site.
Benefit eligible MU Extension employees may purchase dependent life insurance through the University’s dependent life insurance plan. The employee pays the entire cost of coverage of dependents. Subject to different limitations, coverage is available for the employee’s spouse or sponsored adult dependent and for the employee’s dependent children.
Dependent life insurance for an employee’s spouse or sponsored adult is available in increments of $10,000 up to a maximum of $50,000. Coverage in amounts in excess of $20,000 requires evidence of insurability and must be approved by the plan’s underwriter.
Dependent life insurance for an employee’s children is available in increments of $5000 up to a maximum of $25,000. Coverage in amounts in excess of $5000 requires evidence of insurability and must be approved by the plan’s underwriter. The coverage limits apply to each child.
For other information about the Dependent Life Insurance Plan, see www.umsystem.edu/totalrewards/benefits/life_insurance and the links to plan documents included on that site.
Accidental death and dismemberment insurance
Benefit-eligible employees of MU Extension may elect to participate in the Accidental Death and Dismemberment (ADD Plan) insurance plan of the University. Subject to specific limitations, Accidental Death and Dismemberment Insurance provides benefits in the event of death or dismemberment resulting from accidental injury. Death or dismemberment must occur within 365 days of the accidental injury. A covered employee or dependent must have maintained coverage at the time of injury and at the time of the resulting death or dismemberment. The full cost of premiums for ADD insurance is the responsibility of the covered employee.
Employees may select either employee only or family coverage under the ADD Plan. Employee coverage is available in amounts from $25,000 to $150,000, in increments of $25,000. If the employee has selected coverage for a spouse or sponsored dependent adult or children, the amount of benefits paid in the event of death or dismemberment of a dependent is based on a percentage of the benefits elected for the employee.
In the event of the death of a covered employee, covered dependents may continue coverage, as long as the dependent is not an employee of the University.
For more information about the University’s Accidental Death and Dismemberment Insurance plan, see www.umsystem.edu/totalrewards/benefits/accidental_death_dismemberment_insurance and the links to additional plan documents included at that site.
Long-term disability insurance
Long term disability (LTD) insurance is designed to provide financial security to covered employee in the event that they are unable to work due to a long lasting injury or illness. There are two levels of coverage under the LTD Plan. The core plan (Option A) is paid for by the University. An employee may elect additional coverage under Option B. The difference in premium between Option A and Option B is paid for by the employee electing Option B. An employee may enroll in either option at the time of hire or when first becoming benefit-eligible. An employee may increase coverage from Option A to Option B during the annual enrollment period, but evidence of good health will be required.
The amount of coverage depends on the Option selected and the employee’s basic monthly earnings, meaning 1/12 of the employee’s annual salary, not to exceed $150,000. A covered employee is eligible to receive monthly benefits after being disabled for 149 days. Under Option A, the monthly benefit is equal to 60% of the employee’s basic monthly earnings, with a minimum benefit of the greater of 15% of basic monthly earnings or $50, and a maximum monthly benefit of $7,500. Under Option B, the monthly benefit is equal to 66 2/3 % of basic monthly earnings, with a minimum benefit of the greater of 15% of basic monthly earnings or $50, and a maximum benefit of $8,333. Benefits received from other sources may reduce the amount of LTD benefits paid. This includes certain benefits received from workers’ compensation, social security, civil service retirement benefits (including paid by federal or state disability plans), benefits from the University’s Retirement, Disability and Death Benefit Plan and compensation paid by the university (such as accumulated vacation or sick leave). The time limit for receipt of LTD benefits is based on the age of the employee at the time of disability.
For additional information on LTD insurance, see www.umsystem.edu/totalrewards/benefits/long_term_disability_plan and the links to plan documents included at that site.
Changing insurance coverage
Benefit eligible employees will generally select coverage under the various insurance plans available at the time the employee is hired or first becomes benefit-eligible. During the annual enrollment period (usually in October, for changes to take place the following January 1), benefit eligible employees may change their insurance options. Certain changes will require evidence that the employee or dependent is in good health or insurable.
There are certain conditions under which an employee may change insurance options at times other than the annual enrollment period. If significant events in the life of the employee make change in insurance options necessary, the employee should contact the HR Service Center of the UM System Total Rewards office at 573-882-2146 or by email at HRServiceCenter@UMSystem.edu to determine whether a change is possible.
For information about enrolling in any of the insurance options available, see www.umsystem.edu/totalrewards/researching_your_insurance_options and the links to plan information and documents included at that site.
Continuation of benefits when separating from employment or on leave
COBRA - health, dental and vision
Under the provisions of the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA), at the time of separation of employment for specific reasons, the University is obligated to offer an employee the option of continuing coverage under the health insurance plans of the University, but the separating employee will be required to assume the full premium costs of participation in the applicable plans. Under University policy, COBRA benefits include participation in the health and dental insurance plans in which the employee was enrolled at the time of separation. Subject to additional limitations, an employee and covered dependents may continue coverage for up to 18 months if coverage ends because of either a reduction in the number of hours worked or termination of employment for any reason other than gross misconduct.
Dependents of a covered employee may continue coverage under the university’s plan if their coverage ends because of divorce or legal separation from the employee, the death of the employee, or the dependent child reaches the limiting age or otherwise ceases to qualify as a dependent under the plan. The duration of coverage may be extended if the employee is disabled (under the definition of Social Security) or if a divorced or widowed spouse is at least 55 years of age.
Continuation of benefits is not automatic. When the UM System Human Resources office is notified that a qualifying event has occurred, the employee will be sent an election form notifying the employee of the conditions that apply to continued coverage. In the event that the employee becomes divorced or legally separated, or when a dependent child no longer qualifies as a covered dependent under the plan, the employee, covered spouse or covered child must notify the campus HR office within 60 days. The employee, covered spouse or covered dependent must submit the completed election form within 60 days of the later of (1) the date the employee or dependent ceases to be eligible or (2) the date the election form is received.
For additional information about the continuation of coverage under the provisions of COBRA, see www.umsystem.edu/totalrewards/benefits/cobra/.
Suspension or continuation by paying the premium that would otherwise be deducted from pay – that portion paid by the university will generally continue. The employee may generally elect to continue coverage or to suspend coverage by paying the employee’s share of the premium. Note however, that the employee and dependents may be eligible for participation in the military health care plan while on active duty.
Dependent coverage (spouse and children) is not available to family members of an employee on military leave, while on active duty. For health insurance, long-term disability insurance and accidental death and dismemberment insurance, an exclusion applies for loss caused by or resulting from declared or undeclared war.
Under the retirement plans of the university, service credits will continue to accrue during time spent by an employee while on an approved military leave of absence. The pre-retirement death benefit of the retirement plans will provide benefits in the event that a vested employee dies while a qualified member is employed by the university. The employee’s final annual salary will be the basis for computing the pre-retirement death benefit.
For more specific information on the continuation of benefits while an employee is on approved military leave see, www.umsystem.edu/totalrewards/benefits/military.
Other leaves of absence
For information about the continuation of benefits during other types of unpaid leave, contact the HR Service Desk of the Total Rewards office at 573-882-2146 or by email at HRServiceCenter@UMSystem.edu.