Welcome to Pace University.

Pace University New Employee Benefits Orientation 2011-2012 Full Time Faculty & Staff
Welcome to Pace University. As a new full-time employee, you probably have a lot of questions about your benefits. This presentation is designed to provide an overview of the benefit and retirement plans available to benefit-eligible employees of Pace University. The information contained within is intended to highlight the primary features of the each of the plans. Because this online orientation contains only general and summary information, it should not be considered as a replacement for more detailed information set forth in the plan documents. If there are any discrepancies between the information provided in this orientation and the plan documents, the plan documents will always govern. If you have questions about any section, please contact the University Benefits office at (or at extension 22828). Click to Replay Audio Menu Forward

Benefits Orientation Menu
Full Presentation Reimbursement Accounts It is recommended that you view the entire presentation initially. If you would like to revisit a particular section of the presentation, please click the appropriate button. From any slide, click on the _________________ button to return to this Benefits Orientation Menu. Please click on the links in the New Employee Orientation section of the Human Resources web page to review plan summaries, per paycheck premiums, enrollment forms, etc. Medical Plans Employee Assistance Program Dental Plans Income Protection 403(b) Retirement Plan Long Term Care Life Insurance Education Glossary Click to Replay Audio Back Menu Forward

Your Benefits@Pace Total Rewards Health Income Protection Work Life
Financial Security Education Your Pace University are designed to provide: -Medical and dental insurance for preventive care or diagnostic and surgical procedures; Income protection in the event that you are not actively at work due to injury or illness; Programs and services that assist you in balancing your work and personal life; The opportunity for financial security upon retirement; and Educational opportunities for you and your family to pursue a degree at Pace University or another higher education institution. There are some benefits that the University pays for entirely, some that are subsidized by the University, and some you pay for in full. This presentation will provide you with an overview of the University’s benefit programs. However, it does not describe all of the conditions, limitations, exclusions and benefits of all plans. When a discrepancy arises between this general summary and plan documents, the plan document will prevail. Total Rewards Click to Replay Audio Back Menu Forward

Benefit Eligible Employee
What is the definition of a “benefit eligible employee?” Employees who are employed at .80 FTE (28 hours per week) or greater in a regular full-time position that is expected to be on-going for an indefinite period of time. Employees who are graduate assistants, temporary workers and student employees are not benefit eligible. In order to be “benefits eligible”, an employee must be in a position with a "full time equivalent" of .80 or higher and the position must be expected to be on-going for an indefinite period of time. Graduate assistants, temporary workers and student employees are not eligible for benefits. Click to Replay Audio Back Menu Forward

Who Are Your “Eligible Dependents?”
Your spouse or registered domestic partner Your natural, adopted, step child(ren) or your registered domestic partner’s children who meet one of the following criteria: For medical/vision plan coverage, to age 26 For dental plan coverage, to age 19, or to age 23 if full-time student status is maintained Children placed in your legal guardianship pending adoption Foster child(ren) under the age of 26 for medical/vision, age 19 for dental (or maximum age of 23 with full-time student status) Court Ordered guardianship of a child(ren) under the age of 26 for medical/vision, age 19 for dental (or maximum age of 23 with full-time student status) No exclusions for pre-existing conditions. Pace University allows you to cover dependents on your insurance plan(s) who meet certain criteria. Documentation may be required to verify a dependent’s eligibility to be included on employee-sponsored insurance plan(s) and to determine tax status and tax implications for certain other benefits. Domestic Partners Benefits eligibility and coverage are extended to the same sex and opposite sex domestic partners of our full-time faculty and staff. Domestic partnerships must first be registered with the University Benefits office. Documentation, showing at least 2 years of common residency and financial interdependence, must be submitted to the University Benefits office with the notarized Statement of Domestic Partnership. You will then have 31 days, from the date that the domestic partnership is registered with the University Benefits office, to enroll your domestic partner in the University’s benefits programs. Please visit the University Benefits web site for information regarding the domestic partnership registration process or contact the University Benefits office directly. Benefits for domestic partners are administered in the same manner, as possible, to the benefits for legally married couples. However, contributions for domestic partners are made on an after-tax basis per the IRS. Dependent Children Dependents include natural born, foster, adopted , step children, and children of a registered domestic partner. Due to health care reform legislation, as of July 1, 2011, a dependent child may be covered under the University’s medical/vision plan to age 26. Coverage will continue for a dependent child until the end of the calendar year in which he or she turns 26. For dental insurance, a dependent child is covered to age 19. If the dependent is a full-time student at a higher education institution, coverage will continue to age 23 provided that full-time student status is maintained. Coverage will continue for the dependent child to the end of the month in which he or she turns age 23 or is no longer a full time student. Full-time student status will be verified by the University Benefits office each year. Click to Replay Audio Back Menu Forward

Pre-tax and Post Tax Deductions
Most premiums are deducted on a semi-monthly basis through payroll deduction The portion of premiums paid through payroll deduction for dependents you CANNOT claim is taken from your check after taxes (post-tax deduction) – for example, all domestic partner benefits are post-tax Check with your tax advisor for information about your specific situation Pre-tax deductions include: Medical premiums Dental premiums Vision premiums Flexible Spending Accounts Retirement Contributions Most of your benefit premiums are paid semi-monthly through payroll deduction. The portion of your premium that is paid for you, and the eligible dependents that you can claim on your federal income tax return, is taken from your paycheck before taxes. The portion of your premium that is paid for dependents you cannot claim (i.e. a domestic partner) is taken from your check after taxes. If you have questions about how your dependent’s tax status affects your paycheck and taxable income, please consult your tax advisor. Benefit deductions that are taken on a pre-tax basis cannot be claimed on your federal income tax return. These benefits include: Medical insurance premiums Dental insurance premiums Vision insurance premiums Flexible Spending Account(s) Retirement plan contributions Click to Replay Audio Back Menu Forward

Benefits Effective Dates
First business day of the month following or coinciding with full time date of employment. Enrollment must be completed within 31 days from date of hire, otherwise you must wait for the next Open Enrollment Period. Benefits are extended to spouses/registered domestic partners as well as eligible dependent children. Dependent children, in medical/vision, covered to age 26. For dental, to age 19. If full-time student, covered to end of month in which he/she turns 23. Young Adult Option effective July 1, 2010 A full-time employee is eligible for coverage on the first business day of the month following (or coinciding with) his or her date of hire. If you begin on the 1st of the month or on the first business day of the month, your coverage will be effective on the first of the month. If you begin on any other day of the month, your coverage will become effective on the first of the following month. The enrollment process, for most benefit plans, must be completed within 31 days of your eligibility date, as governed by the IRS. If the process is not completed within this timeframe, you will not be able to enroll until the next annual Open Enrollment period or unless you experience a qualifying change in family status. Young Adult Option Effective July 1, 2010, New York passed a law that gives dependent children the right to continue medical coverage, under certain circumstances, to age 30, after they have reached the maximum child age in their parent’s policy. Please visit the University Benefits web site for information regarding the New York Young Adult Option or contact the University Benefits office directly. Click to Replay Audio Back Menu Forward

Medical Plans There are 4 CIGNA plan options available.
Common Features of all Plans: CIGNA Open Access Plus network Mail order available – 2X retail for 90-day supply Discounts through Healthy Rewards program ( Vision coverage – CIGNA Vision No referrals to see a specialist No need to select a Primary Care Physician, although recommended Emergency Room co-pay waived if admitted Let’s begin our benefits discussion with a review of your medical plan options. All of Pace’s medical plan options are administered by CIGNA HealthCare. No matter which plan option you choose, certain aspects of your coverage remain the same: All medical plan options access the CIGNA Open Access Plus network, which includes prescription coverage. The mail order prescription benefit, provided by CIGNA Tel-Drug, offers a 90-day supply of medication for 2 co-payments. The CIGNA Healthy Rewards program offers significant discounts on services, such as gym memberships and weight loss programs. You can view this program, at once you enroll in health benefits. Vision coverage is provided through CIGNA Vision. (Even if you elect to waive out of the medical plan, you can still enroll in the CIGNA Vision plan for a low semi-monthly premium.) No referrals are necessary. There is no need to select a Primary Care Physician, although it is recommended for coordination of care. The plan option that you elect now will be in effect through June 30th. You will receive an ID card for yourself and for each of your covered dependents, if applicable. Click to Replay Audio Back Menu Forward

Medical Plans Choice of 4 Options with CIGNA HealthCare
CIGNA In-Net 50 Plan CIGNA In-Net 20 Plan CIGNA 90/70 Plan CIGNA 100/70 Plan Even though our plan year extends from July 1st through June 30th, deductibles, maximums, etc. are based upon a calendar year The University offers 4 plan options through CIGNA HealthCare: The CIGNA In-Net 50 plan; The CIGNA In-Net 20 plan; The CIGNA 90/70 plan; and The CIGNA 100/70 plan. The CIGNA In-Net 50 and CIGNA In-Net 20 plans offer in-network coverage only. The CIGNA 90/70 plan and the CIGNA 100/70 plan offer both in- and out-of-network coverage. Please keep in mind that any time you access out-of-network services, you are assuming a degree of risk. Out-of-network providers are not contracted with CIGNA HealthCare and are not bound by UCR (Usual, Customary, and Reasonable) rates. For out-of-network providers, the Out-of-Pocket Maximum refers to the UCR maximum. You may, in fact, pay more than the Out-of-Pocket Maximum if your provider charges rates that are above the UCR guidelines. Although the plans run on a fiscal year, it is important to note that deductibles and out-of-pocket maximums are based upon a calendar year. Click to Replay Audio Back Menu Forward

CIGNA In-Net 50 Plan Out of Network Benefits In Network Benefits
Do Not Apply In Network Benefits $50 co-pay for Office Visits to PCP/Ob-Gyn $50 co-pay to see a Specialist Hospitalization: $500 per day co-pay to annual maximum of $2,500; then 100% $150 Emergency Room co-pay In-Network Rx - $15/$35/$75, Mail Order 2x Annual Out-of-Pocket Maximum - $5,000/$10,000 Outpatient Surgery - $500 co-pay Please review the CIGNA In-Net 50 plan summary and applicable per paycheck premiums, which are located on the New Employee Orientation web page. The CIGNA In-Net 50 plan offers in-network coverage only. That is to say that your provider must be contracted through the CIGNA Open Access Plus network. This plan offers the lowest semi-monthly per paycheck premium. Some features of this plan include: A $50 co-pay to visit your Primary Care Physician, OB-GYN, or a specialist. A $500 per day co-payment, to an annual maximum of $2,500, for hospitalization. Then, in-network hospitalization is covered at 100%. A $150 Emergency Room co-payment, which is waived if you (or a covered dependent) are admitted to the hospital. In-network prescription co-payments of: $15 for generic medications, $35 for preferred brand medications, and $75 for non-preferred brand medications. An annual Out-of-Pocket Maximum of $5,000 for an Individual and $10,000 for employee plus 1 or family coverage. A $500 co-payment for outpatient surgery. Please keep in mind that there is no coverage for out-of-network services. The only exception may apply for an emergency situation, in which the charges are specifically coded as such. This plan costs the least per paycheck, but may be more expensive when you utilize the benefit. Click to Replay Audio Back Menu Forward

CIGNA In-Net 20 Plan In Network Benefits
$20 co-pay for Office Visits to PCP/Ob-Gyn $20 co-pay to see a Specialist No charge for hospital $75 Emergency Room co-pay In-Network Rx - $10/$25/$50, Mail Order 2x Out of Network Benefits Do Not Apply Please review the CIGNA In-Net 20 plan summary and applicable per paycheck premiums. The CIGNA In-Net 20 plan offers in-network coverage only. That is to say that, just as in the CIGNA In-Net 50 plan, your provider must be contracted through the CIGNA Open Access Plus network. The per paycheck premium is higher than that of the CIGNA In-Net 50 plan. The features of this plan include: A $20 co-pay to visit your Primary Care Physician, OB-GYN, or a specialist. No charge for in-network hospitalization. A $75 Emergency Room co-payment, which is waived if you (or a covered dependent) are admitted to the hospital. In-network prescription co-payments of: $10 for generic medications, $25 for preferred brand medications, and $50 for non-preferred brand medications. As was true of the CIGNA In-Net 50 plan, there is no coverage for out-of-network services. The only exception may apply for an emergency situation, in which the charges are specifically coded as such. This plan costs a little more per paycheck, but may be less expensive when you utilize the benefit. Click to Replay Audio Back Menu Forward

Out of Network Benefits
CIGNA 90/70 Plan In Network Benefits Annual Single Deductible: $250 Annual Family Deductible: $500 $20 co-pay for Office Visits to PCP $20 co-pay to see a Specialist Deductible and 10% Coinsurance for Hospital $75 Emergency Room co-pay In- Network Rx $10/$25/$50, Mail Order 2x Out-of-pocket maximum for the calendar year: $750 Single out-of-pocket maximum $1,500 Family out-of-pocket maximum Out of Network Benefits Annual Single Deductible: $500 Annual Family Deductible: $1000 Coinsurance: 70% CIGNA responsibility, 30% Member responsibility All charges subject to usual, customary, and reasonable (UCR) rates Out-of-pocket maximum for the calendar year: $2,000 Single out-of-pocket maximum $4,000 Family out-of-pocket maximum The next plan, the CIGNA 90/70 plan, offers both in- and out-of-network coverage. Please review the appropriate plan summary and applicable per paycheck premiums. This plan introduces a deductible and coinsurance for both in- and out-of-network services. Please review the Glossary section of the New Employee Orientation web site, for the definitions of these terms. In-network prescription co-payments of: $10 for generic medications, $25 for preferred brand medications and $50 for non-preferred brand medications. Let’s first discuss in-network benefits: A regular office visit to a primary care physician, ob/gyn or specialist is just a $20 co-payment. However, anything above a regular office visit or lab work performed at an independent lab such as Quest or LabCorp is subject first to a $250 deductible for an individual, $500 deductible for employee + 1 and family coverage, then 10% member co-insurance. This includes lab and x-ray performed at an outpatient hospital facility, outpatient surgery, and inpatient hospitalization. A $75 Emergency Room co-payment, which is waived if you (or a covered dependent ) are admitted to the hospital. The calendar year Out-of-Pocket Maximum is $750 for an individual and $1,500 for employee plus 1 and family coverage. Now, let’s discuss out-of-network benefits The deductible is $500 for individual and $1,000 for employee + 1 and family coverage. After the deductible is met, all services are subject to 30% employee co-insurance. The annual Out-of-Pocket Maximum, which is based on UCR ( usual, customary and reasonable) rates, is $2,000 for an individual and $4,000 for employee + 1 and family coverage. Remember, for out-of-network providers, you may, in fact, pay more than the Out-of-Pocket Maximum if your provider charges rates that are above the UCR guidelines. In most cases, for out-of-network services, employees pay in advance for services and submit a claim form to CIGNA Healthcare. All claim forms are located on the Human Resources web page under “Forms.” Click to Replay Audio Back Menu Forward

CIGNA 100/70 Plan In Network Benefits
$10 co-pay for Office Visits to PCP/Ob-Gyn $15 co-pay to see a Specialist No charge for hospital $75 Emergency Room co-pay In-Network Rx $10/$25/$50 Rx, Mail Order 2x Out of Network Benefits Annual Single Deductible: $300 Annual Family Deductible: $600 Coinsurance: 70% CIGNA responsibility, 30% Member responsibility All charges subject to usual, customary, and reasonable (UCR) rates Out-of-pocket maximum for the calendar year: $1,800 Single out-of-pocket maximum $3,600 Family out-of-pocket maximum Finally, the CIGNA 100/70 plan, also offers both in- and out-of-network coverage. Please review the appropriate plan summary and applicable per paycheck premiums. On the in-network side, this plan offers a $10 co-payment to visit your Primary Care Physician or OB-GYN and a $15 co-payment to visit a specialist. There is no charge for in-network hospitalization. A $75 Emergency Room in-network co-payment, which is waived if you (or a covered dependent) are admitted to the hospital. In-network prescription co-payments of: $10 for generic medications, $25 for preferred brand medications, and $50 for non-preferred brand medications. On the out-of-network side, the deductible is $300 for individual and $600 for employee + 1 and family coverage. All out-of-network services are subject to 30% employee co-insurance. The calendar year Out-of-Pocket Maximum, which is based on UCR rates, is $1,800 for an Individual and $3,600 for employee + 1 and family coverage. As was true of the CIGNA 90/70 plan, you may pay more than the Out-of-Pocket Maximum if your provider charges rates that are above the UCR guidelines. In most cases, for out-of-network services, employees pay in advance for services and submit a claim form to CIGNA HealthCare. This plan offers the highest per paycheck premium. Click to Replay Audio Back Menu Forward

In-Network vs. Out-of-Network
In-Network (Open Access Plus) Out-of-Network The network consists of providers who have been contracted to accept reduced fees negotiated by CIGNA. While some plans allow you to use both in- and out-of-network benefits, using providers that are in- network ensures that you receive the maximum benefits available through the plan. A list of network providers is available online at and The out-of-network option provides you with the freedom to select any healthcare provider you prefer. If you choose providers that are out- of-network, you are responsible for paying any fees charged over the allowable charge, in addition to paying a higher annual deductible and coinsurance. This slide provides a comparison of the basic differences between in- and out-of-network services. Click to Replay Audio Back Menu Forward

Pharmacy Plan Plan is included with your medical plan.
Pharmacy benefits include retail and mail service/home delivery. Plan uses a 3-Tier Formulary (In-Network Pharmacy) Generic prescriptions, Preferred prescriptions, Non-preferred prescriptions See individual plan summaries for co-pay amounts for a 30-day supply See for prescription co-payment cost quote Mail Order Service – 90 day Supply of Medication Mail Order Service: prescription mailed to you at the cost of two 30-day co-payments. Requires 90 day prescription from your medical care provider It’s important to be an informed consumer, especially when it comes to prescription drugs. In-network pharmacy benefits are included with the medical plan. Cigna’s pharmacy program, CIGNA Tel-Drug, provides a number of useful tools on its website, including downloadable formularies, pharmacy searches for local in-network pharmacies, mail-order service forms, refill information, and prescription histories. Pharmacy information can be accessed via (pre-enrollment) or via (post-enrollment). This plan has a three-tiered formulary, with co-payments for generic prescriptions, preferred prescriptions, and non-preferred prescriptions. These co-payments can be found in the plan summaries and will cover a 30-day supply of your medication. You may order a 90-day supply of maintenance medications (medications that you must take on a daily basis) through CIGNA Tel-Drug. You will be charged two co-payments for your prescription. You save one co-payment by utilizing the mail order program for a 90-day supply rather than the retail pharmacy, which offers a 30-day supply. Please complete and return the CIGNA Mail Order Form, which is available on the Human Resources web page under “Forms.” A 90-day prescription, from your physician, must accompany the form. Click to Replay Audio Back Menu Forward

Medical Plan Waiver Option to waive medical coverage and receive $750 annually (pro-rated to $31.25 per paycheck) If coverage is waived initially, can enroll in medical benefits during plan year due to qualifying “Change in Family Status” If medical coverage is waived, can elect to enroll in CIGNA Vision New employees, who have other medical coverage, may elect to waive medical coverage through Pace University and receive a pro-rated amount of $31.25 per paycheck , which amounts to $750 annually. If an employee waives medical coverage within the first 31 days of full-time employment, he or she can enroll in medical coverage if there is a qualifying change in family status (i.e. loss of other coverage) during the plan year. In this case, the employee has 31 days, from the date of the qualifying event, to submit the enrollment forms to the University Benefits office. In addition, employees who waive medical coverage are still eligible to enroll in the vision plan, through CIGNA Vision, for a low per paycheck premium. Click to Replay Audio Back Menu Forward

CIGNA Vision Plan Included in CIGNA medical coverage; also available if medical coverage is waived Offers both in- and out-of-network coverage Eye exam once per 12 months, frames once per 24 months Find an in-network provider at Receive a separate ID card If you elect a CIGNA medical plan, you (and your covered dependents) are automatically enrolled in the CIGNA Vision plan. In this case, the vision premium is included in the medical plan premium. If you waive medical coverage, you may elect to enroll in the CIGNA Vision plan, for a low semi-monthly premium. The CIGNA Vision plan offers both in- and out-of-network coverage. It’s easy to locate an in-network provider at (post-enrollment). For out-of-network services, covered individuals must pay the provider and submit a claim form. The CIGNA Vision Claim Form is available on the Human Resources web page under “Forms.” The frequency of covered service is once per 12 months for an exam, base lenses (one pair per frequency), and contact lenses (one pair or single purchase per frequency). Frames are covered every 24 months (one per frequency). You will receive a separate ID card from CIGNA Vision. The card is in the name of the primary insured. Click to Replay Audio Back Menu Forward

Dental Plans CIGNA Dental Care (DHMO, In-Network Only)
CIGNA Dental PPO (Offers Both In- and Out-of-Network) Pace University offers two dental plan choices with CIGNA Dental. The first plan option is CIGNA Dental Care. CIGNA Dental Care is a DHMO (Dental Health Maintenance Organization), which offers in-network coverage only. You must elect a primary care dentist, when you enroll in CIGNA Dental Care, and only visit that provider for services. You are able to change providers, but you must contact CIGNA Dental Care prior to visiting the new dentist, even if he or she is within the CIGNA Dental Care network. The second plan option is the CIGNA Dental PPO plan. This plan offers both in- and out-of-network coverage. Let’s discuss both plans in greater detail. Click to Replay Audio Back Menu Forward

CIGNA Dental Care (DHMO)
Please review the CIGNA Dental Care plan summary and applicable per paycheck premiums. Participation in the CIGNA Dental Care plan (the DHMO) requires that you select a primary care dentist. Please access or contact CIGNA, at CIGNA24, for a list of participating providers. You must include the dental office selection on your enrollment form. If you do not select a dentist initially, CIGNA will request this information from you prior to confirming your enrollment. When you visit your primary care dentist (or a network dental specialist referred by your primary care dentist), no deductible is required. Referrals, to see a specialist, are required. Remember, it is possible to change dentists, but you must contact CIGNA Dental Care prior to visiting the new dentist, even if he or she is within the CIGNA Dental Care network. As it may take several days to update CIGNA’s system with the new primary care dentist information, the CIGNA representative will let you know when you may first schedule an appointment with the new dentist. Co-payments will generally apply only to major services provided and no claim forms need to be filed by you. The CIGNA Dental DHMO plan summary details patient co-payments for specific dental services. You will receive an ID card from CIGNA Dental to show proof of coverage. Please keep in mind that if your dentist terminates his or her contract with CIGNA Dental Care, this is not a qualifying event to allow you to change to another dental plan option. Dental Health Maintenance Organization (DHMO) Must choose a Primary Care Dentist No claim forms; No annual benefit maximum Visit for participating dentists You will Receive ID Card Click to Replay Audio Back Menu Forward

CIGNA Dental PPO Freedom of choice Diagnostic and preventive – 100%
Annual deductible ($50/individual;$150/family), based upon a calendar year $2,000 annual benefit maximum per person (PPO dentist), $1,500 per person (non-participating), based upon a calendar year You will not receive an ID card - generic card available for in-network (PPO) providers Please review the CIGNA Dental PPO plan summary and applicable per paycheck premiums. The CIGNA Dental PPO plan allows you the freedom to choose any dentist to receive your care. You are not required to select a primary care dentist. You may visit an in-network dentist (which is a dentist who participates in the CIGNA CORE network) or a dentist that is not contracted with CIGNA Dental. Diagnostic and preventative services are covered at 100%. The calendar year deductible is $50 for individual, $150 for employee + 1 or family coverage. The per person benefit maximum (based on a calendar year) is $2,000 for a an in-network (PPO-participating dentist) or $1,500 for an out-of-network (non-participating) dentist. Charges, for out-of-network services, must be paid at the time of service and submitted through a claim form to CIGNA Dental. The claim form is available on the Human Resources web page under “Forms.” You will not receive an ID card for this plan. Please review the plan summary, for a description of services not covered by the plan, such as implants and adult orthodontics. If the service is not for an emergency, you can submit a predetermination of benefits request to CIGNA Dental so you’ll know in advance exactly what the plan will pay and what you will pay for a particular dental procedure. The next slide gives an example of a hypothetical procedure and how it might be paid through the CIGNA CORE (PPO) network and through a non-participating provider. Click to Replay Audio Back Menu Forward

CIGNA Dental PPO PPO (CORE Network) Out-of-Network Office Fee Charge
$120 Usual, Customary and Reasonable (UCR) Rate $80 $100 % of UCR Paid by CIGNA 90% 80% CIGNA Pays $72 Patient Pays $8 $40 As you can see, the same hypothetical office fee charge will be handled differently in the PPO CORE network vs. outside of the network. Dentists within the PPO CORE network are contracted with CIGNA Dental. In general, for PPO services, the plan will pay 90% of the Usual, Customary and Reasonable (UCR) Rate to the annual benefit maximum. In this case the patient pays the difference between the UCR and the amount that the plan pays. Non-Participating dentists are not contracted with CIGNA Dental. In this case, the patient pays the difference between the amount that the dentist charges and the amount that the plan pays. The CIGNA Dental PPO plan summary provides the payment schedule for common dental services on both the in-network (PPO) and out-of-network (Non-Participating) sides. In general, your total out-of-pocket payment is lowest if you visit a PPO dentist. Click to Replay Audio Back Menu Forward

Changes in Family Status
Events that Qualify for a Change in Coverage Level: Change in legal marital status Birth or adoption Death of a covered dependent Employment-related loss of group coverage Loss of dependent status You 31 days from date of event to enroll in/terminate coverage with appropriate documentation Allows change coverage level, not plan Once you enroll in the University’s medical and/or dental plans, the IRS does not allow you to make a change in your level of coverage during a plan year (except during the annual Open Enrollment period) unless you have a qualifying change in your family status. The following are acceptable changes: Change in legal marital status Birth or adoption of a child Employment related loss in group coverage Dependents are no longer eligible You have 31 days, from the date of the event, to return the forms to change your coverage level. You are not allowed to change plans. The family status change must be relevant to the new decision you make. For example, if you have a baby, and did not previously enroll your other children, the birth allows you to enroll the baby, not your other children. Please contact the University Benefits office immediately when a change in family status occurs so that we can have you complete the necessary forms and provide the documentation required to support the change in family status. Please make sure that you are comfortable with your decisions for health and dental plan coverage, just in case you must increase your coverage level due to a future change in family status. Click to Replay Audio Back Menu Forward

COBRA Continuation of coverage for group health insurance that would otherwise be lost due to specific events (i.e. divorce, child’s loss of dependent status) General Notice – provides information about COBRA and your rights and responsibility to notify the University Benefits office regarding such events Visit Human Resources Website for further information Separating employees or those who lose health or dental plan coverage because of reduced work hours may be able to purchase coverage for themselves and their families for limited periods of time under the Consolidated Omnibus Budget Reconciliation Act (COBRA). COBRA requires continuation coverage to be offered to covered employees, their spouses, their former spouses, and their dependent children when group health coverage would otherwise be lost due to certain specific events. Those events include: the death of a covered employee, termination or reduction in the hours of a covered employee’s employment for reasons other than “gross misconduct,” divorce or legal separation from a covered employee, a covered employee’s becoming entitled to Medicare, and a child’s loss of dependent status (and therefore coverage) under the plan. The initial General COBRA Notice will be mailed to you by our plan administrator, PayFlex. Please review the General COBRA Notice, which is also accessible via the New Employee Orientation section of the Human Resources web site. If you are entitled to COBRA benefits, you will receive a notice stating your right to elect to continue medical and/or dental benefits provided by the plan. You have 60 days to accept coverage or lose all rights to benefits. Once COBRA coverage is chosen, you are required to pay for the coverage on a timely basis. Click to Replay Audio Back Menu Forward

HIPAA Privacy Rule Effective April 14, 2003
Protected Health Information (PHI) Privacy Notice Privacy Officer Visit Human Resources Website for further information The Health Insurance Portability and Accountability Act (HIPAA) Privacy Rule, which is designed to protect the confidentiality of medical records and other personal health information, became effective on April 14, 2003. The Rule limits the use and release of protected health information (PHI). It: (1) gives patients the right to access their medical records; (2) restricts most disclosures of health information to the minimum needed for the intended purpose; and (3) establishes safeguards and restriction regarding disclosure of records. Protected Health Information (“PHI”) is considered to be individually identifiable health information that is transmitted or maintained by Pace University in any form. Pace University will only use or disclose PHI in a manner that complies with HIPAA The Director of University Benefits has been designated as the Privacy Officer for employees at Pace University. The Privacy Officer is responsible for receiving all requests, inquiries, questions and complaints with regard to the use and disclosure of PHI and any questions under this Policy, the Procedures, or the Notice of HIPAA Privacy Practices. The Privacy Officer is also responsible for the interpretation of all laws and regulations related to this policy, and is responsible for training all University Benefits and Human Resources employees to ensure implementation and compliance with the HIPAA policy, procedures and practices. Please review the HIPAA Privacy Notice, which is accessible via the New Employee Orientation section of the Human Resources web site. Click to Replay Audio Back Menu Forward

Medicare Part D Required notification for newly hired employees
Visit Human Resources Website for further information The University is required to provide notice to all new full-time employees, which states that the CIGNA prescription drug plan is creditable when compared to Medicare D prescription coverage. This means that our prescription coverage is comparable to or better than the prescription drug plan offered through Medicare. Please review the Important Notice from Pace University About Your Prescription Drug Coverage and Medicare document, which is accessible via the New Employee Orientation section of the Human Resources web site. Click to Replay Audio Back Menu Forward

403(b) Retirement Plan Defined contribution plan administered by TIAA-CREF Employee contribution – tax deferred University contribution if eligible The Pace University retirement plan is a tax deferred defined contribution plan subject to regulation under IRS code section 403 (b). Contributions are made through payroll deduction only and grow on a tax-deferred basis. Eligible employees may direct their own contributions and the University’s contributions, if applicable, to a variety of investment options. While TIAA-CREF is the plan service provider, the investment choices include a variety of nationally recognized fund families. You can invest in equity, bond, fixed income, real estate and mixed funds. Click to Replay Audio Back Menu Forward

403(b) Retirement Plan Employee Contributions
Salary Reduction Agreement and TIAA-CREF account required No service requirement for employee contributions Immediately vested Pre-tax employee contributions For 2010 and 2011, IRS maximum is $16,500 Additional catch-up for 50+ is $5,500 Must enroll to participate Allowed up to four salary reductions per calendar year Loan feature There is no service requirement to join the plan and participation is voluntary. Participation can begin on the first of the month following your benefits eligibility date, providing that the University Benefits office has received the required documentation from you. Enrollment requires both the completion of the salary reduction agreement form and confirmation of online enrollment via the TIAA-CREF web site. This plan is not impacted by the annual Open Enrollment period and you are not required to enroll within your first 31 days of employment. You can contribute any amount up to the IRS maximum, which is currently $16,500 plus an additional $5,500 for those aged 50 and above (for a total of $22,000). This maximum will remain unchanged in 2011. Contributions are through payroll deduction and are based on a percentage of your base pay. Once you enroll, the percentage that you elect to withhold on a pay period basis will roll over from calendar year to calendar year, unless you make a change. You can make up to four salary reduction changes per calendar year. Your initial enrollment counts as one. The plan has a loan feature. The amount of the loan is based upon your contributions – the amount in the account at the time of the loan request - and is subject to IRS guidelines. Please keep in mind that contributions that you may have made to another retirement plan, perhaps via a different employer, must be calculated against the annual IRS maximum. You are responsible to ensure that your total contributions for the calendar year do not exceed the IRS maximum. Click to Replay Audio Back Menu Forward

403(b) Retirement Plan University Contributions
Eligible once Age and Service Requirements are satisfied and required Employee Contribution of at least 3%: Full-time employees who meet the age and full time service criteria are eligible for the University contribution. The age and years of service requirements may be waived if you worked for a higher education institution or 501(c)(3) organization that had either a 403(b) plan or 401(a) plan and you met the service requirement and are of the required age. You must have worked for this organization within 3 years of your full-time hire date at Pace University. A 501(c)(3) is a not for profit organization (i.e. United Way, museum) – school districts are not 501(c)(3) organizations. For those who worked at Pace University on a part-time basis (other than as a student employee) prior to full-time employment, for purposes of calculating eligibility to receive the University contribution only, two years of part-time service is equal to one year of full-time service. The 403(b) waiver form is provided with the other forms on the New Employee Orientation web site. If you believe that you are eligible to waive the waiting period, please complete the top portion of the form and send it to your former employer. The form should be returned to you for submission to the University Benefits office. You will be notified if you are eligible to waive the waiting period. Age Full Time Service 21-25 years 2 years 26+ years 1 year Eligibility Criteria May be Waived if: Worked at higher education institution or 501(c)(3) organization with 403(b) or 401(a) and, Met service requirements at former employer and are of required age and, Employed at organization within 3 years of working at Pace University Click to Replay Audio Back Menu Forward

403(b) Retirement Plan University Contributions
Eligible for University contribution on first of the month following age, service and employee contribution requirements University contributes 9% of base salary if employee contributes at least 3% of base salary Employees contribute on a pre-tax basis Immediately vested The University contribution will begin on the first of the month following eligibility requirement satisfaction and submission of salary reduction agreement form, which is included with the other forms on the New Employee Orientation web site. The University contributes 9% of your base salary to the plan if you contribute at least 3% of your base salary. You decide how to allocate the investment of both your required contributions and those made on your behalf by the University. The allocation election must be made directly through the TIAA-CREF web site. You have vested rights, to the University’s contributions made on your behalf, immediately. Click to Replay Audio Back Menu Forward

403(b) Retirement Plan Investment Options
TIAA-CREF On-campus counseling sessions – available periodically We strongly advise that you review the information provided on the TIAA-CREF website to assist you in determining your investment options. Please do not contact the University Benefits office for advice on investment options or fund choices. TIAA-CREF does offer investment counseling. Once you enroll in the plan, you may review your account and statements online at via the TIAA-CREF web site. Statements will be mailed to you at home with a prospectus and annual report of the funds that you selected. TIAA-CREF will be on-site periodically throughout the year to provide both group and one-on-one counseling sessions at Pace University. Information, regarding these sessions, will be provided to all eligible employees during the year via . Click to Replay Audio Back Menu Forward

Life Insurance Basic Life
Pace University provides life insurance equal to 1X base annual salary (up to $100,000) at no cost Voluntary Life Ability to purchase additional (voluntary) life insurance at 1X, 2X, or 3X base salary; maximum of basic and voluntary combined coverage is $750,000 Rates (based upon age, salary, and coverage level) are guaranteed until June 30, 2013 Evidence of Insurability for employee is not required during initial enrollment period for amounts under $400,000 Any amounts over $400,000 require medical evidence of insurability The University provides Basic Life and Accidental Death and Dismemberment (AD&D) insurance coverage, currently administered by CIGNA, equal to one times base salary (up to a maximum of $100,000) at no cost. You may also elect additional Supplemental (Voluntary) life insurance coverage equal to 1, 2 or 3 times your base salary, up to a maximum of $750,000 in combined Basic and Supplemental coverage, for a semi-monthly premium. The premium is based upon salary, coverage level, and age. Life insurance premium information is available on the New Employee Orientation web site. Your life insurance premium will increase at “milestone” birthdays (i.e. 35, 40, 45, 50, etc.). Coverage is effective on the first business day of the month following your full-time date of employment. You must complete the enrollment application, even if only electing Basic life insurance. Please be sure to designate your primary and contingent beneficiaries as well as the percentage of benefit payable to each beneficiary. At the time of initial enrollment, if you are under age 60, evidence of insurability, in the form of a questionnaire, is required for any Voluntary life insurance amounts over $400,000. CIGNA may require additional information after the initial medical questionnaire is completed. If you are over age 60, evidence is required for lesser amounts. Additionally, if you enroll during a future Open Enrollment period, you will be required to provide evidence of insurability if you request to increase your current level of coverage by more than one additional level or if that additional level exceeds $400,000 in value. Finally, you may be able to convert your group life insurance to an individual policy if you separate from the University. Click to Replay Audio Back Menu Forward

CIGNA Secure Travel Travel Assist Services
Component of Basic life insurance coverage Available when traveling 100 miles or more from home Comprehensive range of information, referral, coordination, and arrangement services designed to respond to medical care situations and emergencies 24 hours per day, 365 Days per year Available to spouse/registered domestic partner/ dependents traveling with you Visit Human Resources Website for further information CIGNA Secure Travel is a feature of the University’s Basic life insurance coverage, and is provided at no cost to you. It is a 24-hour, toll-free service that provides a comprehensive range of information, referral, coordination and arrangement services designed to respond to most medical care situations and many other emergencies you may have when you travel 100 miles or more from home. It also offers pre-trip assistance before you travel and information on things like passport/visa requirements, foreign currency and weather. This service does not replace your medical insurance. It is not a reimbursement service, but is a referral service. The service also covers eligible dependents traveling with you. There is a “cut-out” wallet card included in the CIGNA Secure Travel brochure. Additional information regarding this service is available on the Human Resources web page. Click to Replay Audio Back Menu Forward

Dependent Life Insurance
Coverage: Spouse/Domestic Partner - $10,000 Children from ages 14 days to 19 years (age 23 if full-time student) - $5,000 Cost: $1.63 / paycheck Rate is the same if covering a spouse or a spouse/registered domestic partner plus children Evidence of Insurability, for dependents, is waived during initial enrollment period The University also offers a voluntary life insurance benefit for an employee’s eligible dependents. This coverage provides $10,000 worth of coverage for spouse/registered domestic partner and $5,000 for children from ages 14 days to 19 (or to age 23 if the dependent is a full-time student). Evidence of insurability is waived for dependents if you enroll within the initial 31-day period. The cost of this coverage is $1.63 per paycheck. The cost is the same whether you are covering just a spouse/domestic partner or a spouse/ domestic partner plus children. The life insurance benefit is paid directly to you. This coverage terminates if you leave the University. Click to Replay Audio Back Menu Forward

Reimbursement Accounts
Flexible Spending Account (FSA) Health Care Dependent Child Care Verify account balance and expenses at Commuter Reimbursement Account (CRA) Mass Transit Parking Verify account balance and expenses at Reimbursement accounts allow you to set aside a pre-determined dollar amount, on a pre-tax basis, to cover allowable unreimbursed expenses. The IRS determines which expenses are eligible for reimbursement. You may elect to contribute to the accounts, through a payroll deduction, on a pre-tax (and post-tax, if applicable) basis. There are four types of reimbursement accounts available: the Health Care Flexible Spending Account, the Dependent Child Care Flexible Spending Account, the Mass Transit Commuter Reimbursement Account and the Parking Commuter Reimbursement Account. PayFlex is the current administrator for our Health Care and Dependent Child Care Flexible Spending Accounts. You can verify your current account balance and expenses at This web site also provides a comprehensive (A-Z) index of eligible vs ineligible expenses. Benefit Resources, Inc. (BRI) is the current plan administrator for our Commuter Reimbursement Accounts. You can verify your current account balance and expenses at You may participate in one or all of these programs, according to your individual needs. Let’s begin with the Health Care and Dependent Child Care Flexible Spending Accounts. Click to Replay Audio Back Menu Forward

Flexible Spending Accounts (FSA)
Health Care FSA You may elect to establish a Health Care Flexible Spending Account to set aside money, on a pre-tax basis, to pay for any health-related expenses, which are allowed by the Internal Revenue Code as tax deductible expenses and are not reimbursable by the health plan. The expenses can be for yourself, your spouse and your qualified dependents, even if they are not enrolled in our health plans. You are allowed to contribute a maximum of $8,000 for the current plan year. The total amount that you elect annually is available immediately, although contributions will be deducted, in equal per paycheck installments, throughout the plan year (from July 1st through June 30th). Premiums that you pay for coverage of health and dental cannot be reimbursed because they are not recognized by the IRS as an eligible expense. Please visit the IRS web site (at for further information. Dependent Child Care FSA A Dependent Child Care FSA is generally applicable to the care of dependent children under the age of 13. You may elect to set aside money, on a pre-tax basis, for expenses that you incur during the plan year for the care of eligible dependent(s) so that you and your spouse, if married, can be gainfully employed or so that you may be gainfully employed while your spouse is disabled or a student. You must supply a taxpayer identification number for each provider. You are allowed to contribute, on a pre-tax basis, up to a maximum of $5,000 (for the current plan year), if you are filing single or are married filing jointly; $2,500 if you are married filing separately and both you and your spouse contribute to Dependent Child Care FSAs. As opposed to the Health Care FSA, funds are available as you contribute. Expenses for the care of a disabled dependent, spouse, or elderly parent who spends at least eights hours in your home each day may also be eligible. The child, spouse or parent must be a dependent you claim on your federal tax return. Please visit the IRS web site (at for further information. For both types of plans, please note that expenses for a domestic partner or domestic family are not reimbursable because the IRS does not recognize domestic partnerships. Your initial election, in either plan, cannot be changed unless there is a qualifying “Change in Family Status” during the plan year. You must enroll in a Health Care or a Dependent Child Care FSA each plan year during the annual Open Enrollment period. Your current FSA election will not roll over into the new plan year. PayFlex will be able to identify you, over the phone, via your University ID number (U#). Health Care Child and Dependent Care Maximum $8,000 $5,000/$2,500 Expenses Co-Payments; Deductibles; Dental Services Day Care, Nursery School; Care for Eligible Disabled Adult Eligible You, Spouse, Dependent Children Children Under Age 13; Disabled Spouse, Parent, Child Funds availability Annual Amount Elected is Available Immediately Amount Available is Based Upon Contributions Made Cannot change initial election during the plan year unless there is a qualifying “Change in Family Status “ Must re-enroll each plan year to participate Click to Replay Audio Back Menu Forward

FSA Grace Period (Health Care Only)
Eligible expenses incurred between July 1st of the new plan year and September 15th of the new plan year will be applied to the remaining balance from the previous plan year (as of June 30th) before they are applied to the new FSA plan year balance. Example: An employee has $100 remaining in the Health Care FSA as of June 30th. The employee incurs a $120 expense for medical procedures on July 12th. The employee can submit a claim for the $120 which will be reimbursed vs. his $100 remaining account balance for the previous plan year and apply the $20 toward the new plan year. All expenses for the plan year from July 1st through June 30th, (plus grace period) must be submitted for reimbursement by September 30th. Flexible Spending Accounts follow the “use it or lose it” rule. This means that if you set aside funds and do not have sufficient expenses to submit for reimbursement by the end of the plan year, you will lose the money that you set aside in your Health Care or Dependent Child Care FSA. This is why it is advisable for new applicants to be conservative in their estimates of eligible health care and dependent child care expenses. Pace University implemented a 2 ½ month grace period to allow participants who enroll in the Health Care Flexible Spending Account program to incur eligible expenses following the end of the plan year. Pace University adopted these measures in order to help employees avoid forfeiting any unused funds they deposited in their FSA accounts. This means that participants may continue to incur expenses through September15th of the following year and submit claims against their unused prior plan year elections. All expenses for the previous plan year must be submitted by September 30th. The example on this slide shows how the Health Care FSA grace period works. Prior to the implementation of the FSA grace period, this employee would have lost the $100 that remained in his account as of June 30th. The grace period allows him to apply eligible expenses, incurred between July 1st and September 15th of the new plan year, against his remaining June 30th balance. In other words, eligible expenses that are incurred between July 1st and September 15th are first applied toward the previous plan year’s unused balance before they are applied to the new plan year’s balance. Click to Replay Audio Back Menu Forward

Eliminates need for claim form
PayFlex Debit Card MasterCard Debit Card Utilize a debit card, at authorized merchants, to pay for eligible health care expenses FSA account is debited and the provider is paid directly from your FSA account Eliminates need for claim form Requires that you retain all receipts for submission to PayFlex as requested, as the plan is governed by the IRS. Employees who utilize the Health Care FSA may submit for reimbursement by using a claim form (which is available on the Human Resources web page under “Forms”) or they may elect to utilize the PayFlex MasterCard debit card. This card can be utilized at authorized merchants to pay for eligible health care expenses. The card will be sent to you automatically when you enroll in the Health Care FSA. You can choose to use it or to submit claim forms. The amount will be debited from your current account balance. However, the debit card is not meant to circumvent the IRS. Please verify your account balance at PayFlex will contact you directly, via your Pace address, if receipts are requested. This is typically done on a quarterly basis. You will be given a specific time period in which to provide the requested receipts and/or accompanying documentation. If the receipts are not provided to and approved by PayFlex within this timeframe, the debit card will no longer be operational and you will be required to submit claim forms going forward. Please remember that the debit card receipt alone may not be sufficient. You may be asked to supply a statement from the provider (i.e. the dentist) showing that on a particular date the exact amount of the debit was applied to your account. Click to Replay Audio Back Menu Forward

Commuter Reimbursement Accounts (CRA)
Transit Parking Maximum $230/Monthly + Post-Tax Contribution, if Applicable Expenses Mass Transit Parking Expenses Incurred Near Work or Train Station Funds Available After the 15th and the Last day of the Month After the 15th and the Last Day of the Month Commuter Reimbursement Accounts You can also elect to set aside funds, on a pre-tax (plus post-tax) basis, to pay for eligible commuting expenses for mass transit and parking expenses near work or at the train station, while you are employed at Pace University. The current pre-tax maximum that you can elect is $230/month ($115 per pay period) for mass transit expenses and $230/month ($115 per pay period) for parking expenses. Our Plan Administrator, Benefit Resource, Inc. (BRI) also allows post-tax contributions. You might include post-tax contributions if your mass transit and/or parking expenses exceed $230 per month and you’d like to use the eTRAC Commute debit card to pay for the entire train pass or ticket. You can only submit claim forms for (or use the debit card for) eligible commuting expenses. The BRI claim form is available on the Human Resources web page under “Forms.” The “use it or lose it” rule does not apply; however, if you elect to submit a claim form, you must submit expenses within 180 days of incurrence in order to be reimbursed. Your per paycheck contribution will roll over from year to year unless you make a change. You can enroll or dis-enroll (or increase and decrease your contribution) at any time. If you have enrolled in the CRA and plan to separate from the University, it is recommended that you stop this contribution as soon as possible. You will not be able to use this account for commuting expenses that pertain to another employer. BRI will be able to identify you, over the phone, via your University ID number (U#). Rolls over from year to year If using claim forms, must submit expenses to BRI within 180 days Can enroll and dis-enroll at any time Click to Replay Audio Back Menu Forward

eTRAC Commute Debit Card
MasterCard Debit Card Used for both mass transit and parking expenses “Stored Value” card Allows pre- and post-tax contributions Requires that you retain all receipts for submission to BRI as requested, as the plan is governed by the IRS. Benefit Resource Inc. (BRI) offers the eTRAC Commute debit card. The card will be mailed to you automatically. You may elect to use the debit card or to submit claim forms. The eTRAC Commute debit card may be used for both workplace parking and mass transit expenses. It is a “stored value” card. If you lose the card, please report the loss immediately to BRI. The pre- and post-tax payroll deductions are automatically loaded onto the card each month, and the card can be used to purchase the choice of fare, from a single fare to a month’s worth. Please access the BRI web site, at to verify your account balance. Employees can purchase exactly the amount they need, and any unused amount rolls over to the next month. BRI will contact you directly, via your Pace address, if receipts are requested. You will be given a specific time period in which to provide the requested receipts and/or accompanying documentation. If the receipts are not provided and approved by BRI within this timeframe, the debit card will no longer be operational and you will be required to submit claim forms going forward. Click to Replay Audio Back Menu Forward

FSA vs. CRA Flex Spending Commuter Contributions Pre-Tax
Pre-Tax + Post-Tax Reimbursable Expenses Health and Dependent Care for You, Spouse and Children Mass Transit and Parking for Employee only Enrollment/ Changes Must Enroll Each Plan Year; Initial Amount Cannot Be Changed Unless Qualifying Change in Family Status Can Enroll, Dis-Enroll , or Change Contribution Throughout Year Roll-Over Grace Period (Health Care only) Through 9/15 of New Plan Year; Otherwise “Use It or Lose It” Contributions Roll Over; Must Submit Expenses Within 180 Days This slide details the main differences between the FSA (Flexible Spending Account) and the CRA (Commuter Reimbursement Account). Click to Replay Audio Back Menu Forward

Employee Assistance Program (EAP)
Work/Life assistance services provided to you and family members living with you Life Assistance Program - EAP benefit through Pace’s disability carrier- CIGNA Available 24 hours per day/7 days per week Web Site: User Name: rewards Password: savings The University understands the challenges that employees face in trying to balance their work and personal lives. We also understand the impact that an employee’s personal life may have in the workplace. It is important to us that you succeed! For this reason, the University provides an Employee Assistance Program (or EAP), at no cost, to all full-time and part-time faculty and staff and to the eligible family members that live with them. This program , Life Assistance, which is offered by CIGNA, the University’s disability carrier, is designed to provide information and resources to help you make decisions that impact you and your family. This benefit is available 24 hours per day, 7 days per week and is strictly confidential. The University may receive information regarding the number of employees that have used the program, but not specific employee information. When you contact the EAP, you can expect to receive services which will help to: -Clarify your needs; -Counsel and educate; -Search for necessary information; -Provide personalized and verified referrals to appropriate resources; -Follow-up to determine your level of satisfaction with the service that you received. Click to Replay Audio Back Menu Forward

Employee Assistance Program (EAP)
Maximum of 3 face-to-face counseling sessions per member, per incident, at no charge Employee should coordinate EAP provider with current health plan for continuation of care The Employee Assistance Program provides an annual benefit maximum, to each member, of three face-to-face counseling sessions per incident at no charge to the employee. You may decide to utilize this benefit if you have issues with family and/or work relationships; adjustment to change, loss and grief, stress or basic life management skills. It is strongly recommended that you choose an EAP provider who also participates in your medical plan (particularly if you have chosen an in-network only plan). This way, if more than three sessions are required, you can continue to receive coverage, if needed, through your medical insurance. Click to Replay Audio Back Menu Forward

*Requires Medical Certification
Income Protection DESCRIPTION BENEFIT Short -Term Disability* Out Sick More Than 7 Consecutive Days Including Weekends/ Holidays Salary and Benefits Continued in Full After One Year of Full-Time Service Up to 26 weeks Workers’ Compensation* Out Sick as a Result of an On-the Job Injury or Illness; Must File a Report with Security Within 24 Hours Long- Term Disability* Protects You in the Event That you are Sick for More Than 6 Months 60% Salary Continuation; Continuation on Medical Plan; Eligible after One Year of Full-Time Service The maximum amount of paid leave, for eligible employees on medically certified short-term disability leave and/or Workers’ Compensation leave, is 26 weeks within a 52-week period. Short-Term Disability (STD) Short-Term Disability insurance is provided at no cost to you. The purpose of short-term disability is to provide salary continuation in the event you are unable to perform the duties of your job because of temporary illness, injury or pregnancy. In these instances, and if eligible, short-term disability will run concurrently with Family and Medical Leave (FMLA). Further information regarding FMLA leave is available on the Human Resources web page. Short Term disability begins on the eighth consecutive calendar day of absence (including weekends/holidays) following the onset of a disability. You must contact the University Benefits office, and your supervisor, if you are unable to come to work, in excess of 7 consecutive calendar days, due to disability. The University Benefits office will provide the information that you need to file a claim with the University’s short-term disability carrier. Your salary and benefits will continue in full ,while on short-term disability, after one year of full time service, provided that the leave is medically certified. If you have less than 3 months of full-time service, you may be eligible for the New York State Disability benefit; however, your salary will not continue through the University. If you become disabled after 3 months of service (through 12 months of service) your salary will continue for a maximum of 2 months at full salary and up to 4 additional months at ½ salary, providing that your physician has certified your leave with the disability carrier.. Worker’s Compensation If you are injured or become ill on the job, you must file an Incident Report immediately with the campus Security Office. This information will be shared with the University Benefits office in order to initiate a claim to our Worker’s Compensation carrier. If you are out of work, as a result of this injury, for more than 7 consecutive calendar days, you must contact the University Benefits office immediately. Your salary and benefits will continue in full , while you are out of work due to a work-related injury or illness, after one year of full-time service. If your full-time service is less than one year, your salary will be prorated based upon your length of service at the time of your disability. Long-Term Disability (LTD) If you are sick more than 26 weeks, you can apply to the carrier for Long-Term Disability benefits. Please contact the University Benefits office as you approach the 26-week maximum. This insurance is provided to you, at no cost, after one year of full-time service. Further information regarding Long-Term Disability coverage is available on the Human Resources web page. You may be eligible to waive the initial one-year waiting period if you participated in a group LTD plan through a previous employer within 3 months of your full-time employment at Pace University. The LTD waiver form is provided with the other forms on the New Employee Orientation web site. If you believe that you are eligible to waive the waiting period, please complete the top portion of the form and send it to your former employer. The form should be returned to you for submission to the University Benefits office. You will be notified if you are eligible to waive the waiting period. In general, once an employee is approved for Long-Term Disability benefits (after 26 weeks on STD within a 52-week period), he or she is no longer considered to be an employee of the University. Please contact the University Benefits office for further information. *Requires Medical Certification Click to Replay Audio Back Menu Forward

Long Term Care Voluntary benefit offered through UNUM
Available to spouses/registered domestic partners, parents, in-laws and grandparents from ages 18-80 Evidence of Insurability, for employee only, will be waived if you enroll within the initial 31-day period Rates are comparably lower than individual policies Convenient payroll deductions for premiums Portable if you retire or separate from Pace University Visit review the details of the plans, calculate monthly costs and complete enrollment forms Pace University offers a group Long Term Care plan to all full-time faculty and staff. This voluntary benefit is provided by the UnumProvident Life Insurance Company of America. Long Term Care is additional insurance that an employee can purchase in order to help with expenses in future years in the event that he or she, or a covered family member, is placed in a nursing facility or needs professional home care due to the loss of at least 2 daily life activities (i.e. walking and continence). Some benefits of this group long term plan include: Flexibility to purchase a plan that is best-tailored to fit your needs and the needs of eligible family members including spouses/domestic partners, parents, children, siblings and grandparents. Evidence of medical insurability for the employee only will be waived during the initial enrollment period. Lower group-rated premiums as compared to premiums for individual long term care policies. Convenient payroll deductions for employee and spousal coverage; This coverage has full portability upon separation or retirement from Pace University. Visit UNUM’s Pace-specific web site, at w3.unumprovident.com/enroll/pace , to review the details of the plans, calculate monthly costs, and complete enrollment forms. Click to Replay Audio Back Menu Forward

Education On-Campus Tuition Remission
Eligible semester following full-time date of hire Must follow Office of Student Assistance (OSA) guidelines – late fees, withdrawals Off-Campus Tuition Remission Employee Dependent Tuition Exchange Programs Tuition Exchange, Inc. – 7 years FT service Council of Independent Colleges (CIC) – 3 years FT service Here at Pace University, we encourage the continuation of education through our on- and off-campus tuition remission programs, as well as through our participation in two tuition exchange programs. All eligible employees must follow the guidelines established by the Office of Student Assistance (OSA) for on-campus tuition remission. For example, fees may be assessed for the late submission of tuition remission forms and for course withdrawals past the deadline. If you separate from the University prior to the end of a semester, you will be charged a pro-rated amount of tuition, based upon the number of weeks that you were employed during that semester. The University does offer off-campus tuition remission benefits as well. Participation in the Tuition Exchange, Inc. program requires a minimum of seven years of full-time service and participation in the Council of Independent Colleges tuition exchange program requires a minimum of three years of full-time service. Click to Replay Audio Back Menu Forward

On Campus Tuition Remission
100% tuition remission for self, spouse/registered domestic partner and eligible dependent children (up to age 24); 50% for Special Programs Dependent children, from 24 through 30, receive a 50% benefit and 25% benefit for Special Programs Books, special fees, tutorials, independent studies are not included Certificate and Continuing Education courses are covered for employee to acquire certain skills when directly job-related (i.e., at Pace Computer Learning Center) An employee is eligible for tuition remission benefits at the start of the semester following his or her full-time date of hire. On-campus tuition remission is given to those who are attending classes for credit at Pace University. You and your spouse/registered domestic partner are eligible to receive 100% tuition remission in all programs except for Special Programs, which are covered at a 50% benefit. Dependent children receive 100% tuition up to the age of 24 in all programs, except the programs mentioned previously. After age 24, dependent children receive 50% benefit and a 25% benefit for Special Programs. All tuition remission benefits cease at the end of the semester in which the dependent child turns age 30. Eligible employees and dependents must satisfy all Pace University academic admission requirements. Charges, other than tuition, are not included. Courses may not be taken during an employee’s scheduled work hours or meal break. Certificate and Continuing Education programs are not covered unless an employee is directed to acquire certain knowledge and skills (through the Pace Computer Learning Center, for example) or is required by his or her department to take a certain certificate program because it necessary for the job. A real estate licensing course would not be covered because it is not a requirement for a job at Pace University. Noncredit courses and programs are only available to the employee. They are not available to spouses/domestic partners or dependent children. These courses must be directly job-related as well. You must complete an on-campus tuition remission application for each semester that you, your child, spouse or domestic partner registers for courses. Please visit the Human Resources web page for further information. Click to Replay Audio Back Menu Forward

Graduate Tuition Remission
For the employee only, the first $5,250, per calendar year, in graduate tuition value is tax-free Spouses and dependent children taking graduate courses are taxed in full Contact the Payroll Office for information regarding possible tax implications Graduate courses are subject to tax withholdings, as governed by the IRS. There may be tax implications for employees who utilize the on-campus tuition remission benefit, for graduate-level courses, for themselves. Employees who are taking graduate courses at Pace University are exempt from paying taxes on the first $5,250 in tuition value in a calendar year. Tuition value, in excess of $5,250 in a calendar year, is considered taxable income. The University offers employees the option of estimating the additional tax value and spreading the deductions throughout the remaining pay periods in the calendar year. Graduate tuition value, for spouses/registered domestic partners and dependent children, is taxed in full. Please contact the Payroll Office for further information regarding the tax implications for graduate level courses Click to Replay Audio Back Menu Forward

Off Campus Tuition Remission
Employee • Enrolled in job-related graduate program, toward degree not offered at Pace • Public colleges $1,000/academic year • Private colleges $1,500/academic year •Maximum benefit is 3 years Eligible Dependent • Matriculated in undergraduate program outside of Pace • Children up to age 24, $600/year • Maximum benefit is $2,400 per eligible dependent Employee An eligible employee may apply for off-campus tuition remission if he or she is matriculated in a graduate degree program outside of Pace University. The program must be job-related and must not be offered at Pace University. For example, the University does not offer a Master’s degree in Library Science, although it may be required for our librarians. You are eligible for the off-campus tuition remission benefit beginning the semester following your full-time date of hire. You must complete and submit an Off-Campus Tuition Assistance Application, each semester, along with the appropriate documentation, to the University Benefits office. You will be reimbursed $1,000 per academic year (payable in two installments of $500/semester) for attendance at a public college and $1,500 per academic year (payable in two installments of $750/semester) for attendance at a private college. The benefit is provided for a maximum of three years, fall and spring semesters only. Dependent An employee may apply for off-campus tuition remission for a dependent child who is matriculated in an undergraduate degree program outside of Pace University. Unmarried dependent children (up to the age of 24) of full-time faculty and staff are eligible. The benefit is effective the semester following the employee’s full-time date of hire. You must complete an Off Campus Dependent Tuition Assistance Application, each semester, with a grade report (showing a minimum GPA of 2.0) to be reimbursed $300 per semester ($600 per academic year). This benefit is only applicable to fall and spring semesters. The lifetime maximum per child is $2,400. All reimbursements will be dispersed via paycheck. Graduate tuition may be subject to withholding per IRS guidelines. Click to Replay Audio Back Menu Forward

Tuition Exchange Tuition Exchange, Inc. CIC Participating Schools 560
350 Eligibility Dependent Children Employees, Spouse and Dependent Children, Depends Upon Importing School Service Required 7 Years Full-Time, Based Upon Seniority 3 Years Full-Time Website Pace University provides opportunities for employees to send their children to other universities that participate in two tuition exchange scholarship programs. While you are not eligible to participate at this time, it is important that you are aware of these programs so that you can apply to in future years. The award process, for both programs, is highly competitive. The Tuition Exchange, Inc. program provides the opportunity for reciprocal undergraduate scholarships to children of full-time faculty and staff members in more than 560 colleges and universities throughout the country. Under this program, the child of a Pace employee could be awarded a scholarship to any of the institutions that participate in the program. Employees must be employed at Pace full time for a minimum of seven years prior to Sept. 1st of the scholarship year and must be active at that time. The opportunity to apply for this scholarship is awarded in accordance with the parent’s years of seniority. In most cases, the value of the scholarship is a set rate of tuition. The University also participates in the tuition exchange program offered through the Council of Independent Colleges (CIC). This program requires only three years of full-time service. The program is not only available to dependent children but also to spouses and employees, if allowed by the importing school. While most universities offer the tuition exchange scholarship for undergraduate courses, some participating schools also offer the scholarship at the graduate level. The value of this scholarship is full tuition. In all cases, the decision to award a scholarship is at the discretion of the importing school. It is possible that a school might accept a student for admission, but not award a tuition exchange scholarship. Please visit each program’s website for a list of participating institutions. Click to Replay Audio Back Menu Forward

NY College Savings Program
Save for eligible higher education expenses through payroll deductions Minimum contribution of $15/paycheck Qualified withdrawals are exempt from federal and state taxes Eligibility for NYS tax deduction – up to $10,000/year Maximum contributions - $100,000/beneficiary; $235,000/lifetime 1-877-NYSAVES or The New York College Savings Program is designed to help you and your family save for college in the most convenient, flexible and affordable way possible – through payroll deductions. In addition, it also provides federal and state tax advantages as defined by Section 529 of the IRS Code and NYS tax regulations. The NY College Savings program provides an opportunity for employees to save towards higher education expenses, including tuition, fees, supplies, books and equipment required for enrollment at eligible undergraduate, graduate or professional institutions (including vocational, business, and trade schools) in the U.S. and around the world. Most room and board expenses are also covered for students enrolled at least one-half time. You can obtain the enrollment application and authorization form from the Human Resources website. If you wish to enroll, please remit the application to the University Benefits office. Please call toll free NYSAVES or visit for further information. Click to Replay Audio Back Menu Forward

Other Pace Offerings Call (914) 923-3608 for further information
Academic Federal Credit Union No fee checking - Credit and debit cards Loans - Vacation/holiday accounts Call (914) for further information Goldstein Fitness Center (located in Pleasantville) Annual Membership: Employee $260; Spouse/Partner $285; 78% Savings Call (914) for further information Pace Bookstore – 10% Discount Pace University, along with 14 other institutions, participates in the Academic Federal Credit Union. The Credit Union acts as a bank and provides transactions similar to a bank, including no-fee checking, loans, credit and debit cards, as well as special savings accounts. Please contact the Credit Union, at (914) , for more information. The Credit Union is located on the Briarcliff campus. In addition, employees and their spouses may apply for membership to the Pace Goldstein Fitness Center , which is located on the Pleasantville campus. Annual membership is $260 for the employee and $285 for a spouse/partner. Please contact the Goldstein Fitness Center, at (914) , for further information. If you become a member, you may elect to pay for your membership through convenient payroll deductions. In addition, Pace employees enjoy a 10% discount at the Pace University Bookstores. You must present your ID in order to take advantage of this discount. Click to Replay Audio Back Menu Forward

New Hire Benefits Checklist
This checklist, and the forms listed below, must be returned to the University Benefits Office within 31 days from your full time date of hire: Benefits Election Form  Medical/Vision Plan Enrollment Form  Dental Enrollment Form  Life Insurance Enrollment Form  Basic Retirement Eligibility Acknowledgement Form  Benefit Eligibility Acknowledgement Form  Flexible Spending Account Plan Enrollment Form  Please be sure to return these forms to the University Benefits office within 31 days of your full-time date of hire. Click to Replay Audio Back Menu Forward

Human Resources Web Page
Visit and click on: Compensation & Benefits and then on Full-Time Faculty & Staff to obtain more plan details , the 2011 – 2012 booklet and links to carrier contact information Forms for links to benefits-related enrollment and change forms Please visit the Human Resources web page, at and click on Compensation & Benefits and then on Full Time Faculty & Staff, to review more detailed information regarding the benefits discussed in this presentation. You can obtain many benefit forms, including claim forms for dental, retirement payroll authorizations forms, and tuition remission forms, by accessing the Forms link. We also provide links to our benefit providers in case you need to search for a doctor or want to review your financial portfolio with our retirement vendor, TIAA-CREF. Click to Replay Audio Back Menu Forward

University Benefits Office
(extension 22828) If you need further information or assistance, the University Benefits staff is available to help. Please contact us via at or via telephone at , from 9am – 5pm, Monday through Friday. Your enrollment forms can be faxed to us at Pace University employees can also log into the Help Desk system at to submit a Help Desk request for many Benefits-related inquiries. This service-focused initiative provides 24/7 access to 100+ Frequently Asked Questions (FAQs) regarding the Benefit programs at Pace University. The Help Desk provides the opportunity to track requests and receive periodic updates. All Benefits-related inquiries and requests will continue to be handled during our regular office hours, Monday through Friday, from 9am-5pm. Once again, welcome to Pace University and best wishes for continued success! Click to Replay Audio Back Menu Forward

Glossary Coinsurance –Medical cost sharing in a health insurance plan that requires an insured person to pay a stated percentage of medical expenses after the deductible amount, if any, was paid. In the case of the Pace University 90/70 Plan - 90 represents the percentage the plan pays for in-network benefits and the 70 represents the amount the plan pays for out-of-network expenses. The insured will then pay 10 percent for in-network benefits and 30 percent for out-of network benefits. Co-payments – fixed dollar amounts the insured pays for medical services (such as office visits) and prescriptions. Deductible – the amount you must pay before your insurance starts to pay its portion of costs for a covered health expense. Deductibles are based upon a calendar year. In-network- The use of health care providers who have contracted with the health plan to provide the medical services for a predetermined rate of reimbursement. Out-of-network - Services received from a provider who does not participate with the enrollee's health plan. Out-of-pocket Maximum – Specific limits for the total amount you will pay out of your own pocket before your plan coinsurance percentage no longer applies. Once you meet these maximums, your plan then pays 100 percent of the “maximum reimbursable charges” or negotiated fees for covered services. Maximums are based on a calendar year. UCR (Usual, Customary & Reasonable) – rates calculation by a healthcare provider of what it believes is the appropriate fee to pay for a specific health care product or service in the geographic area in which the plan operates. Back Menu

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