2015 Employee Benefit Summary for Faculty, Academic Staff and Limited Appointees Covered by the Wisconsin Retirement System
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2015 Employee Benefit Summary
for Faculty, Academic Staff and Limited Appointees
Covered by the Wisconsin Retirement System
Revised 03/16/15
Table of Contents Your Needs. Your Benefits.
The UW System offers a comprehensive benefits package to meet the
Enrollment Deadlines, Effective Date
diverse needs of our employees. The University contributes towards the
and Dependent Coverage ------------ 2 cost of several benefit plans, which is a valuable piece of your total
Wisconsin Retirement System ------ 3 compensation. It is only through the understanding of your available
benefits options that you are able to get the most out of your benefit
Health Insurance ------------------ 4 & 5
programs. Thirty Days!!
Health Savings Account -------------- 6
Enrollment Deadlines and Effective Date Don’t miss your opportunity to
Retiree Health Insurance Credit enroll. Most benefit plans have
Most benefit plans have a 30 day enrollment
Program ----------------------------------- 6 a 30 day enrollment period!!
period from your hire date. Some plans
Flexible Spending Accounts ---------- 7 require you to be enrolled in the Wisconsin
Retirement System (WRS) for six months
Optional Dental and Vision ---------- 8
before your coverage can begin.
Life Insurance ---------------------------- 9
You will either complete your enrollments
Income Continuation Insurance ---- 10 with paper applications or with the online benefit enrollment system, called
Long Term Care Insurance ---------- 10 eBenefits, depending on your UW institution. Please contact your
institution’s benefits office to learn how to enroll in your benefits.
LifeSuite ----------------------------------- 10
Benefits are effective on the first of the month on or following the receipt of
Retirement Savings -------------------- 11
your application (either by paper or through eBenefits) by your institution’s
Payroll Information -------------------- 11 benefits office, provided all WRS service requirements are met. Contact your
institution‘s benefits office for a Benefit Deadline Worksheet.
Paid Leave -------------------------------- 12
Dependent Coverage
About This Summary Your spouse (same or opposite gender), domestic partner and children
This benefit summary is a high-level are eligible for all benefit plans that offer coverage to dependents.
overview of UW System employee
If you have a domestic partner, you must complete a domestic partnership
benefits. For more detailed
affidavit before you can cover your domestic partner and their children. Due
information, forms and guides/booklets
to IRS regulations, there may be state and federal tax consequences if you
please visit the UW System website at
https://www.wisconsin.edu/ohrwd/ . cover a domestic partner and partner’s children on your health insurance.
Every effort has been made to ensure MyUW Portal
the information in this benefit summary Payroll, benefit, paid leave, personal information and eBenefits access are
is true and accurate. If there is any all found at the MyUW portal (https://my.wisconsin.edu). UW-Madison
discrepancy between this summary and employees go to https://my.wisc.edu.
the official plan documents, the
language in the official documents shall
be considered accurate.
LIFE EVENTS
During the course of your employment, you may have life events such as marriage, domestic partnership, birth or adoption,
employment changes or termination of employment.
You typically have 30 days from a life event to make changes to your benefits. You should contact your benefits office as soon as
a life event occurs.
2
Wisconsin Retirement System (WRS) detail on page 6).
The Wisconsin Retirement System provides retirement Contributions are taken on a pre-tax basis for federal and
(pension) benefits to UW employees and to most public state income tax purposes. Contribution rates are set on an
employees across the state of Wisconsin. If you are eligible annual basis by the Department of Employee Trust Funds.
for the WRS, coverage is mandatory and you will be enrolled Core vs. Variable Fund
automatically. The WRS is administered by the Department of
If you do nothing, your WRS contributions will be invested in
Employee Trust Funds (ETF) and investments are managed by
the Core Fund - a balanced fund that is fully diversified and
the State of Wisconsin Investment Board (SWIB).
has a mixture of holdings (stocks, bonds, real estate…). You
Eligibility may also elect to have 50% of your contributions invested in
If you do not meet the below eligibility requirements when the Variable Fund - a fund invested solely in stocks. You must
you are first hired, you will be covered under the WRS once complete a Variable Election form if you want to invest in the
you meet the requirements or are expected to meet the Variable Fund.
requirements. Retirement
If you first became a WRS participating employee on or after At retirement, your monthly annuity will be based on a
July 1, 2011: calculation using your years of service and your three highest
You are eligible for the WRS if you are expected to work both years of earnings or the cash value of your account, whichever
at least at least one year* and at least 880 hours (42% appt if is greater.
12-month employee; 56% appt if 9-month employee). You may retire with full benefits:
If you first became a WRS participating employee prior to July General/Teacher WRS Category - Age 65 or at age 57 if
1, 2011: you have 30 years of service
You are eligible for the WRS if you are expected to work at Protective WRS Category - Age 54 or at age 53 if you have
least one year* and at least 440 hours (21% appt if 12-month over 25 years of service
employee; 28% appt if 9-month employee). Executive WRS Category - Age 62
*For nine-month employees, one year is the academic year
You may retire at age 55 (age 50 for Protective WRS Category)
with an expectation to return the following academic year.
with reduced benefits.
Vesting Termination of Employment
If you are first covered by the WRS on or after July 1, 2011,
If you terminate employment before minimum retirement age
you are fully vested once you have five years of WRS
or before you are vested, you may take a separation benefit.
creditable service.
A separation benefit includes your employee contributions
If you have WRS service prior to July 1, 2011, you are and interest on those contributions. If you take a separation
immediately vested. benefit, the employer contributions and your years of service
are forfeited.
Contributions
If you are vested and leave employment before minimum
Employees are required to contribute 6.8% (7.70% for those in
retirement age, you may take a separation benefit or leave
the WRS Executive category) of their salary to their WRS
your money in your WRS account and take a retirement
account. The University will also contribute 6.8% (7.70% for
benefit when you are minimum retirement age.
Executive category) of your salary to your WRS account. WRS
contributions are subject to IRS limits - both you and the Other Benefits
University pay WRS contributions on the first $265,000 in
The Wisconsin Retirement System also provides benefits in
earnings.
the event of your death or disability.
The University also contributes 1.2% of your salary to fund the
Retiree Health Insurance Credit program (described in more 3
State Group Health Insurance
The health plans offered through the State Group Health Insurance program provide coverage mainly in Wisconsin
(some offer coverage in surrounding states) and one plan offers nationwide coverage. All plans offer hospital, surgical,
medical and prescription coverage.
The State Group Health Insurance program is administered by the Department of Employee Trust Funds (ETF).
You are eligible for State Group Health Insurance if you are eligible for the Wisconsin Retirement System (WRS). You
may enroll your spouse, domestic partner and any eligible children. You have 30 days from your hire date to enroll and
you are immediately eligible for the employer contribution towards the premium.
Coverage
The University offers many health plans to choose All health plans, except the State Maintenance Plan
from including HMOs, Regional PPOs and the Standard and the Standard Plan, offer Uniform Dental
Plan (a nationwide PPO). Benefits—a standardized level of dental benefits.
HMOs use a specific network of doctors, clinics and Each health plan offers both a High Deductible Health
hospitals and you are expected to receive services Plan (HDHP) and a non-HDHP plan (referred to as the
within the network. Out-of-network care is only Coinsurance Uniform Benefits plan) option.
available in an emergency or upon referral. Regional
If you enroll in the non-HDHP plan, you will pay 10%
PPOs provide the same level of benefits as the HMOs if
coinsurance for non-preventive services.
benefits are received in-network.
If you enroll in an HDHP, you must meet the annual
The Standard Plan provides a nationwide network.
deductible of $1,500 (single)/$3,000 (family) before
Benefits are based on whether or not services are
benefits are payable. Once the deductible is met, you
received in or out-of-network.
will pay 10% co-insurance for non-preventive services.
Uniform Benefits is the standardized level of benefits
Federally mandated preventive services are paid at
offered by an HMO or Regional PPO.
100% under all health plans.
2015 Monthly Employee Premium
Non-High Deductible Health Plan High Deductible Health Plan
Health Plan
Single Family Single Family
All Health Plans except the Standard Plan $92 $230 $32 $81
Standard Plan (if required to work out of
$136 $341 $76 $192
state)
Standard Plan $267 $666 $207 $517
NOTE: Employees working below 50% time must pay 50% of the entire premium for their health plan (non-HDHP /
HDHP).
4
Summary of Benefits
When health services are received, you pay a portion of the cost, usually 10% of the charges (called co-insurance). When you
meet your annual Out-of-Pocket Limit (OOPL), most covered services are paid in full by your health plan for the rest of the
calendar year. If you enroll in the HDHP, you pay the deductible before the health plan begins to pay benefits. This chart
assumes in-network coverage.
Non-High Deductible Health Plan
Benefit High Deductible Health Plan
(Coinsurance Uniform Benefits)
Annual Deductible1 None $1,500/individual $3,000/family
Co-Insurance2 10% After deductible is met: 10%
Annual Out of Pocket Limit (OOPL)3 $500/person $1,000/family $2,500/individual $5,000/family
Routine Preventive You pay nothing You pay nothing
Hearing Exam You pay 10% After deductible is met: You pay 10%
You pay 10% After deductible is met: You pay 10%
Well Vision Exam You pay nothing for children You pay nothing for children
under 5 years of age under 5 years of age
Hospital Days (no limit if medically
You pay 10% After deductible is met: You pay 10%
necessary)
$75 co-pay4 per visit and after deductible is
Emergency Room $75 co-pay4 per visit and you pay 10%
met: You pay 10%
Ambulance You pay 10% After deductible is met: You pay 10%
Mental Health/Alcohol & Drug Abuse You pay 10% After deductible is met: You pay 10%
You pay 10% After deductible is met: You pay 10%
Physical/Speech/Occupational
Up to 50 visits/year, plan may approve Up to 50 visits/year, plan may approve
Therapy
additional 50 additional 50
After deductible is met:
$0 Deductible
$0 Deductible
$1,000 Annual Benefit Max (per person)
$1,000 Annual Benefit Max (per person)
Uniform Dental Benefits Preventive & Restorative covered at 100%
Preventive & Restorative covered at 100%
In-Network Benefits Periodontal & Adjunctive covered at 80%
Periodontal & Adjunctive covered at 80%
Child Orthodontics covered at 50% up to
Child Orthodontics covered at 50% up to
$1,500 lifetime max
$1,500 lifetime max
After deductible is met:
Level 1 - $5
Prescription Drug Co-Pays Level 1 - $5
Level 2 - $15
(30 day supply)4 Level 2 - $15
Level 3 - $35
Level 3 - $35
After deductible is met:
Specialty Drugs Co-Pay Level 4 - $50 ($15 if filled at specialty
Level 4 - $50 ($15 if filled at specialty
(30 day supply) 4 pharmacy)
pharmacy)
Level 1 & 2 - $410/person, $820/family There is no separate annual OOPL for
Prescription Annual Out of Pocket
Level 3 - No OOPL prescriptions under the HDHP. Prescription
Limit (OOPL)3
Level 4 - $1,000/person, $2,000/family costs count towards the OOPL listed above.
1 Annual Deductible - Amount you must pay out of pocket before your health plan will begin paying claims. Your deductible is counted
towards your annual OOPL.
2 Co-insurance - Percentage you must pay of the cost of the covered service.
3 Out of Pocket Limit - The most you will pay out of your pocket for covered costs in one year. Once OOPL is met, you are covered at 100%.
4 Co-Pay - Set amount you must pay upfront for each service or prescription.
These outlines are not intended to be a complete description of coverage. More detailed coverage information including out-of-network
coverage and coverage under the Standard Plan can be found in the It’s Your Choice: Decision Guide and It’s Your Choice: Reference Guide.
5
Health Savings Account (HSA)
A Health Savings Account (HSA) is a pre-tax savings account available only to employees who enroll in a High
Deductible Health Plan. It is used to pay for eligible medical, dental, vision and prescription expenses that aren’t
covered by your insurance.
If you enroll in the High Deductible Health Plan, you are required to enroll in the state-sponsored HSA .
The University will contribute to your account annually. You may also contribute pre-tax dollars up to the federal
contribution limit.
Annual Contribution Information for HSA
Employer Contribution 2015 Limit (including ER
HDHP Enrollment
(If coverage effective January 1st) contribution)
Single $170/year $3,350*
Family $340/year $6,650*
*If you are 55-65 years of age, you may contribute an additional $1,000 “catch-up” per year to your HSA.
The entire employer contribution towards your HSA is deposited to your account in January of each year. If you
enroll in a High Deductible Health Plan/HSA after January 1st, the employer contribution will be pro-rated.
Once contributions are made to the HSA, they belong to you. The money rolls over every year and accumulates
over time and at termination or retirement, you keep the HSA.
Anyone may contribute to your HSA on a post-tax basis.
At age 65, you can use your account to pay for things other than medical expenses. If used for other expenses, the
amount withdrawn will be taxable as income but will not be subject to any other penalties. Individuals under age
65 who use their accounts for non-qualified medical expenses must pay income tax and a 20% penalty on the non-
qualified withdrawal.
UW’s Client/Employer ID (required at enrollment): TAS-WI1368
Retiree Health Insurance Credit Program
Upon retirement, layoff or termination with 20+ years of service, you are eligible to
convert your unused sick leave hours into a dollar amount to pay your State Group
Health Insurance premiums. Your unused sick leave balance is multiplied by your
highest hourly rate of pay and is converted to tax-free credits that are used to pay for
your State Group Health Insurance premiums.
If you have 15 or more years of continuous service when you convert your sick leave credits, you may be eligible for
supplemental sick leave credits.
In the event of your death, any survivors listed on your health insurance coverage will be able to use your sick leave
credits to help pay for their continuation of the State Group Health insurance plan.
6
Flexible Spending Accounts (FSA)
The Flexible Spending Account (FSA) program allows you A Limited Purpose FSA is only available for employees
to set aside money on a pre-tax basis to pay for eligible who enroll in the High Deductible Health Plan and Health
medical and dependent care expenses annually. You Savings Account. It is used to use to pay for eligible dental,
decide how much to set aside and that amount is vision and post-deductible expenses that are not covered
deducted from each paycheck before Federal, State and by insurance.
FICA taxes are calculated so you save money on taxes. The These expenses can be incurred by you, your spouse and
FSA program is administered by TASC. your qualifying child or relative.
Healthcare FSA Contribution Limits
All faculty, academic staff and limited Plan Year and Rollover
Minimum: $100
appointees who are eligible for State
Maximum: $2,550 The plan year for all FSAs is January 1 -
Group Health Insurance are eligible to
December 31st. If there is any
participate in the Flexible Spending
Dependent Day Care FSA remaining money in your Healthcare or
Account program.
Contribution Limits Limited Purpose FSA account on
You must re-enroll every year. Your December 31st, 2015, up to $500 will
Minimum $100
annual enrollment will not carryover carryover to the 2016 plan year.
Maximum: $2,500 - $5,000
from year to year. Anything over $500 will be lost. Any
(varies by tax filing status)
You may only change your annual funds left in your Dependent Day Care
election amount during the year if you FSA at the end of the plan year will be
UW’s Client/Employer ID (required lost.
have a Change in Status (e.g. marriage,
at enrollment): 4607-6190-4348
divorce, birth, leave of absence). Claims Deadline
Contact your institution’s benefits office within 30 days of
All claims for the 2015 plan year must be submitted to
any event that may be considered a Change in Status.
TASC by March 30, 2016.
A Healthcare FSA is used to pay for eligible medical,
dental, vision and prescription expenses that aren’t Parking and Transit
covered by your insurance. These expenses can be TASC also offers a Parking and/or Transit that allows you
incurred by you, your spouse and your qualifying child or to pay for transportation or parking costs on a pre-tax
relative. You are NOT eligible for a Healthcare FSA if you basis. The limits are $130/month for transportation and
are enrolled in a High Deductible Health Plan. $250/month for parking.
A Dependent Day Care FSA is used to pay for eligible The UW System deducts parking costs on a pre-tax basis.
dependent care expenses such as after school care, baby- If you purchase parking through the UW, you already
sitting fees, adult or child daycare and preschool. Eligible receive this pre-tax benefit.
dependents include your qualifying child, spouse and/or
relative.
Career-Related Education Reimbursement
Employees with a half time or greater appointment are eligible to be reimbursed for up to 100% of the cost of one
course (up to 5 credits) per semester at any state accredited public or private higher educational institution.
Coursework at a UW System institution is encouraged. Employees must receive prior authorization from their
supervisor. Approval will rely on the potential for the employee’s increase in knowledge and skills and availability
of department funding.
7
Dental and Vision Plans
The University offers dental and vision plans that provide coverage beyond the coverage available through your
State Group Health plan. You are eligible for the dental and vision plans if you are eligible for State Group Health
Insurance. Once enrolled, you must remain enrolled for the entire calendar year.
Dental Wisconsin is a dental insurance EPIC Benefits+ offers supplemental VSP Vision Insurance provides
plan that offers comprehensive dental dental and vision coverage, a hospital/ coverage to help offset the costs of an
coverage. There are two benefit plans surgery benefit and an accidental annual eye exam, prescription glasses,
you can choose to enroll in: the PPO death and dismemberment benefit. and contact lenses. VSP Vision is
or the Select Plan. Dental Wisconsin is EPIC Benefits+ is administered by EPIC administered by VSP.
administered by EPIC Life Insurance Life Insurance Company.
VSP In-Network coverage includes:
Company.
EPIC Benefits+ coverage includes:
One well-vision exam per year
Dental Wisconsin coverage includes:
Annual benefit maximum of after $15 co-payment
Annual benefit maximum of $1,500/person Coverage for glasses or contact
$1,000/person Fillings, crowns, implants, bridges, lenses each year
Annual cleanings and x-rays (PPO etc. $130 frame allowance every
plan only) Orthodontia, if under 19, with a other year after $25 co-pay,
Fillings, crowns, implants, bridges, lifetime max of $1,200/person (12 lenses every year after $25
etc. (3 month waiting period)* month waiting period) co-pay
Orthodontia, if under 19, with a Hospital confinement and $130 contact lens allowance
lifetime max of $1,000/person (12 outpatient surgery benefit per year
month waiting period)* Accidental Death and Discounts on additional glasses,
Davis Vision Discount Program Dismemberment coverage up to laser vision correction and some
$15,000 services/materials not covered
*Unless you have prior comparable dental Davis Vision Discount Program under the policy.
coverage Optional Vision Insurance for KidsCare Program - allows two
additional premium including exams per year, impact resistant
coverage for: lenses, lenses replaced as needed,
$130 frame allowance every frames replaced annually with $25
Would you like to see the other year after copay, lenses co-pay.
differences between Uniform every year after $25 co-pay
Dental Benefits, Dental Wisconsin EPIC Benefits+ Vision package
OR
and VSP Vision offer slightly
PPO, Dental Wisconsin Select and Up to 8 boxes of contact
EPIC Benefits+ dental coverage? lenses per year different benefits. How do
See the Dental Comparison Chart! Additional coverage and you choose? See the Vision
discounts on materials not Comparison Chart!
covered under the policy.
Employee + Employee +
Monthly Premium Employee Family
Spouse/DP Child(ren)
Dental WI Select $20.52 $42.19 $48.68 $71.59
Dental WI PPO $25.49 $53.96 $60.34 $91.21
EPIC Benefits+ Without Vision $19.77 $39.54 $39.54 $59.31
EPIC Benefits+ With Vision $24.02 $47.04 $47.04 $70.34
VSP $6.54 $13.08 $14.73 $23.54
8
Life Insurance Plans
State Group Life Insurance (SGL) Travel Assist coverage and several benefits to support you and
your family after a covered loss. AD&D is eligible for
State Group Life Insurance offers coverage levels of up to five
continuation at retirement at the group policy rate. You may
times your annual salary. There is also an option to cover your
enroll in this plan at any time.
spouse or domestic partner up to $20,000 and your children
up to $10,000. SGL is the only life insurance plan that is University Insurance Association Life Insurance (UIA)
offered to all State of Wisconsin employees. SGL will also
The UIA Life Insurance plan offers decreasing term life
continue into retirement at the group policy rates.
insurance to eligible Faculty, Academic Staff, and Limited
You must be covered under the Wisconsin Retirement System appointees. If you meet the monthly salary requirement, you
for six months and be under age 70 when you first enroll to be will be automatically enrolled in this plan. No application is
eligible for this plan. Coverage will be effective the 1st of the required. UIA is eligible for continuation at retirement at the
month following the completion of the WRS service group policy rate.
requirement if your application has been received.
The annual premium of $24.00 is deducted from your October
You may enroll in coverage or add a unit of employee earnings.
coverage when you have a new dependent due to a life event
Coverage ranges from $101,000 - $3,400 depending on your
(ex. birth, marriage, domestic partnership).
age. There is no coverage available to family members.
Individual and Family Group Life Insurance
The Individual and Family Group Life Insurance plan offers
term life insurance for employees and their spouse or The Time is Now
domestic partner and eligible children. You are eligible for
You may enroll in as many life insurance plans as
this life insurance plan if you are eligible for State Group
you like. When you are first eligible for life
Health Insurance.
insurance, coverage is guaranteed without medical
An employee may initially select up to $20,000 of employee proof of good health. If you miss your enrollment
coverage, $10,000 of spouse or domestic partner coverage, opportunity at hire, you will have limited
and $5,000 of child coverage. During each Annual Increase opportunities to enroll in the future and you may be
Option you can increase your coverage levels by amounts required to provide proof of good health.
ranging from $5,000-$20,000. Coverage maximums are Why Life Insurance Matters
$300,000 for employee coverage, $150,000 for your spouse or
Life insurance is a way to provide for your family
domestic partner and $25,000 for eligible children.
after you’re gone. Whether you are single and in
UW Employees, Inc. Life Insurance your 20’s, married with kids or are heading into
retirement, life insurance can be a way to know
UW Employees, Inc. Life Insurance plan offers decreasing term
your family’s future finances are secure. Life
life insurance for employees only. Coverage is based on age
insurance can provide your family with the money
and ranges from $33,000-$7,000. You are eligible for this life
needed to pay off any debt you may have, cover
insurance plan if you are eligible for State Group Health
final financial expenses associated with funerals,
Insurance.
cover daycare or college expenses and help ensure
Accidental Death and Dismemberment Insurance future financial stability. See the Life Insurance
(AD&D) Needs Calculator for more information.
The AD&D Insurance plan offers accidental death and
dismemberment insurance for employees and their spouse or
domestic partner and eligible children. You may select
Employee Only or Family coverage. This plan includes Zurich
9
Other Insurance Options
Income Continuation Insurance (ICI)
ICI has two different levels of coverage:
Income Continuation Insurance is disability/income
Standard ICI covers the first $64,000 of earnings. You
replacement insurance that will provide you with up to
may enroll in the Standard ICI coverage if your annual
75% of your monthly salary (based on a maximum salary of
salary is $64,000 or less.
$120,000/year) if you become ill or disabled and are
unable to work. The ICI plan is administered by the Supplemental ICI covers earnings between $64,001
Department of Employee Trust Funds (ETF) and claims are and $120,000. You will only be given an opportunity to
processed by Aetna. enroll in the Supplemental ICI coverage if your annual
salary is $64,001 or more.
You must be covered under the Wisconsin Retirement
System for six months and be under age 70 to be eligible Long Term Care Insurance
for this plan. Coverage will be effective the 1st of the
Long-term care insurance covers services that are typically
month following the completion of the WRS service
not covered by health insurance but are vital for the
requirement if your application has been received.
patient, such as walking, eating, bathing, etc. This plan
If you elect to have your coverage effective after 6 provides financial protection from the rising costs of long-
months of WRS service, you will pay the total premium term care. Coverage includes care in non-institutional
for the first 6 months of coverage. settings, such as assisted living, adult day care, and in-
home care.
If you elect to have your coverage effective after 12
months of WRS service, you will be eligible for the Long Term Care Insurance is available to you, your spouse
employer contribution towards your premium. or domestic partner, your parents and your spouse’s or
domestic partner’s parents. Anyone covered by the plan
If you file an ICI claim, benefits will be payable after you
must live in Wisconsin.
meet your chosen waiting period of 30, 90, 125 or 180
days and/or until you exhaust all of your sick leave (up to Our Long Term Care Insurance is provided by Mutual of
1040 hours), whichever is longer. Omaha through Health Choice.
LifeSuite Program
The LifeSuite Program offers travel assistance, legal services, beneficiary financial counseling and legacy planning
services. You do not have to enroll in this program, it is offered free of charge.
Travel Assistance is available to all active State of Legal Services are available to all State of Wisconsin
Wisconsin employees, spouse or domestic partner and employees (active or retired), along with their spouse or
their eligible dependents. Global Rescue LLC provides domestic partner and eligible dependents. You have
24/7/365 travel assistance services if you are traveling access to over 22,000 attorneys nationwide for
100 or more miles away from home. Services include but consultation on simple wills, estate planning and other
are not limited to finding a local medical provider, legal issues. If you retain an attorney in the network, you
interpretation services, assistance with lost luggage and receive 25% off services.
arranging for a transport of a traveling companion.
Legacy Planning Services are available to all State of
Beneficiary Financial Counseling is available to Wisconsin employees (active or retired), along with their
beneficiaries who receive at least $25,000 in State Group spouse or domestic partner and eligible dependents. This
Life claim benefits. Counseling resources are designed to program provides online information designed to help
help your family make sound financial decisions at a individuals and families work through end-of-life issues
difficult time. Your beneficiaries will receive notification when dealing with the loss of a loved one or planning for
of this service upon payment of a claim. their own passing.
10Retirement Savings Programs
All Faculty, Academic Staff and Limited appointees are eligible for both of these plans and can enroll, change or cancel
at any time. Enroll online with the vendor of your choice and start saving today!
Tax-Sheltered Annuity 403(b) Program (TSA) eligible to contribute up to an additional $3,000 per year
for five years.
The UW Tax-Sheltered Annuity 403(b) Program is a
supplemental retirement savings program regulated by Wisconsin Deferred Compensation 457
Section 403(b) of the Internal Revenue Code. Through the Program (WDC)
TSA Program you can invest a portion of your income for
The Wisconsin Deferred Compensation Program is a
retirement on either a pre-tax basis, an after-tax basis
supplemental retirement savings plan, regulated by
(Roth) or a combination of both. Participation in the UW
TSA Plan is voluntary. You make the entire contribution; Section 457 of the Internal Revenue Code. Through the
WDC Program you can invest a portion of your income for
there is no employer match. You may participate for as
retirement on either a pre-tax basis, an after-tax basis
little as $8 per paycheck.
(Roth) or a combination of both. Participation in the plan is
UW TSA 403(b) Program voluntary. You make the entire
investment options include a Contribution Limits and Fees contribution; there is no employer
wide array of mutual funds and match. There is no minimum
TSA and WDC Annual Contribution Limits
fixed and variable annuities monthly contribution.
managed by five investment Under age 50: $18,000
WDC offers 22 investment options:
companies: Age 50 and over: $24,000
6 Lifecycle Funds
TIAA-CREFF You may contribute the annual maximum to
1 stable value option
Fidelity both plans.
1 FDIC-insured bank option
T. Rowe Price TSA Annual Fee: None
10 mutual funds
Ameriprise/RiverSource Life
WDC Annual Fee: $0-66 depending on the 5 commingled trust options
Insurance
value of your account Self-Directed Brokerage Account
Lincoln National Life
Insurance If you are within 3 years of your
If you have 15 years or more of service with the UW and normal retirement age (see page 3) and you have under-
your TSA contributions average less than $5,000 per year contributed in the past, you may be eligible to contribute
over the course of your UW employment, you may be an additional $18,000.
Payroll Information
All employees, except most students, have FICA taxes Faculty, academic staff and limited appointees are paid
withheld from their paychecks. on a monthly basis and are paid on the first of the month
for the previous month. If the first of the month is on a
Social Security: You and the UW each pay 6.2% on
weekend or holiday, employees are paid the previous
covered compensation up to $118,500.
business day, except June earnings are paid on June 30th
Medicare: You pay 1.45% on covered compensation up and December earnings are paid on the first working day
to $200,000 and 2.35% on covered compensation of January.
thereafter. The UW pays 1.45% on all covered
The University payroll is processed by the UW Service
compensation (no limit).
Center.
11Paid Leave
You are eligible for paid leave if you are enrolled in the Wisconsin Retirement System or are expected to work at least
21% in an annual appointment or 28% in an academic year appointment for at least one year. If you are less than 100%
time, your leave hours will be pro-rated based on your appointment percentage. Paid leave is allocated on a fiscal year
basis - the fiscal year runs from July 1 - June 30. Academic year employees are not eligible for Vacation and Personal
Holiday.
You will earn 176 hours of vacation per fiscal year. You may use vacation before it’s earned. Unused
Vacation
vacation earned in a fiscal year can be carried over for one fiscal year and then will expire.
After 10 years of service, you may put up to 40 hours of unused vacation into an Annual Leave Reserve
Bank Unused Account (ALRA) each year where it can be used at any time and will not expire.
Vacation
After 25 years of service, you may put up to 80 hours of unused vacation into ALRA each year.
New employees are given 176 hours of sick leave for use during the first 18 months of employment.
After the first 18 months of employment, you will earn 96 hours of sick leave per fiscal year.
Sick Leave
Sick leave accumulates without limit and does not expire. It cannot be used before it’s earned. If you do not
submit all required leave reports, your sick leave balance will be reduced.
You will be given 36 hours of personal holiday per fiscal year. Personal holiday hours will expire at the end
Personal Holidays
of the fiscal year in which they are given. They do not carryover.
You will be paid for 9 legal holidays during the year: New Year’s Day, Martin Luther King Jr. Day, Memorial
Legal Holidays Day, July 4th, Labor Day, Thanksgiving, Christmas Eve, Christmas Day and New Year’s Eve. Academic year
employees will only be paid for the legal holidays that fall within the academic year.
All employees who meet the eligibility requirements of 1,250 hours of state employment in preceding 12
Family Medical
months (FMLA) and/or 1,000 hours of state employment in the preceding year (WFMLA) are eligible for up
Leave (W/FMLA)
to 12 weeks of unpaid, job-protected leave each fiscal year for specified family and medical reasons.
If offered at your institution, faculty may request sabbatical leave after they have completed 6 full years of
Faculty Sabbatical
UW System service. You will receive 100% pay for one semester or up to 65% pay for a full academic year.
All employees are eligible for job-protected leave for active duty or required field training. Eligible
employees will receive differential pay for up to 30 days per calendar year for duty or training lasting 3 days
Military Leave
or more. Eligible employees will also receive up to 4 years of differential pay and eligible benefits if on active
duty.
Jury Duty You will receive paid leave when summoned as a witness for the employer or impaneled as a jurist.
Voting You will receive paid leave to vote if you cannot vote outside of work hours.
Bone Marrow and Employees who request to serve as a bone marrow or human organ donor are eligible for paid leave. If you
Human Organ are a bone marrow donor, you may receive up to 5 work days off with pay. If you are a human organ donor,
Donation you may receive up to 30 days off with pay.
The Catastrophic Leave Program is available to help support employees who need to take an extended,
Catastrophic unpaid leave of absence from work due to illness or injury that incapacitates either the employee or the
Leave Program employee’s immediate family member. The program allows employees to donate certain types of paid leave
to other employees granted an unpaid leave of absence due to a catastrophic need.
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