Organizational Development & Learning Division of Human Resources Dr. Jaffus Hardrick Vice President of the Division of Human Resources On behalf of the Division of Human Resources Welcome to New Faculty Orientation!

Organizational Development & Learning Division of Human Resources Talent Management & Development Division of Human Resources

EQUAL OPPORTUNITY PROGRAMS & DIVERSITY August 15, 2012 Presented by Shirlyon J. McWhorter Director EOPD

DIVERSITY & INCLUSION: “A MATTER OF RESPECT” Faculty Training Presented by S. J. McWhorter, Director EOPD

EQUAL OPPORTUNITY PROGRAMS & DIVERSITY Primera Casa Building (PC) Room 215 Tel. (305) Fax (305) Presented by S. J. McWhorter, Director EOPD

Training Objectives Participants will be able to: 1) Identify the “protected categories” and understand that complaints of discrimination/harassment must be based upon one or more of the “protected categories.” 2) Define and recognize behavior or conduct that can be perceived as sexual harassment. 3) Understand their responsibility when responding to discrimination/ harassment complaints. 4) Respond appropriately to student request for disability accommodations 4) Respond appropriately to student request for disability accommodations. Presented by S. J. McWhorter, Director EOPD

PROTECTED CATEGORIES  Gender  Race  Color  Religion  National Origin  Political Beliefs  Marital Status  Age  Sexual Orientation  Veteran Status  Pregnancy  Sexual Harassment  Disability Presented by S. J. McWhorter, Director EOPD

ADA: American Disability Act ADA: American Disability Act Understanding and Accommodating Presented by S. J. McWhorter, Director EOPD

DISABILITY DEFINED Disability is defined as:  Having a physical or mental impairment that substantially limits a major life activity (e.g., walking, talking, eating, breathing, seeing, etc.),  Having a record of such impairment, or  Being regarded as having such an impairment, even when no limitations exist Presented by S. J. McWhorter, Director EOPD

EOPD appreciates the initiative and proactive measures managers take to accommodate their staff; however, it is of utmost importance EOPD solely grant accommodations to ensure these practices are in compliance with government and university guidelines. Presented by S. J. McWhorter, Director EOPD

WHAT SHOULD YOU DO? Employee  Encourage the employee to submit his/her request to the Office of Equal Opportunity Programs and Diversity, who acts as the ADA Coordinator for the University. Student  Refer the student to the Disability Resource Center. This office maintains records on student accommodations. Presented by S. J. McWhorter, Director EOPD

REQUIREMENT  Under the auspices of the ADA, strict confidentiality requirements on medical information obtained from students, applicants and employees, regardless of whether they have disabilities or not, must be adhered to at all times.  All information obtained from post-offer medical exams and inquiries must be collected on separate forms and maintained in confidential files. Presented by S. J. McWhorter, Director EOPD

Syllabus Statement  One suggestion is to put a general statement on the course syllabus: Note to students with disabilities: FIU welcomes students with disabilities into the University's educational programs. If you have a disability-related need for modifications or reasonable accommodations in this course, contact Disability Resource Center.  Instructors should be notified as early in the semester as possible regarding the need for modification or reasonable accommodations. Since many students have disabilities not readily noticeable this announcement or statement encourages students to identify their needs early in the semester so timely adaptations can be made. Presented by S. J. McWhorter, Director EOPD

SEXUAL HARASSMENT Presented by S. J. McWhorter, Director EOPD

DEFINITION OF SEXUAL HARASSMENT Unwelcome sexual advances, requests for sexual favors, and other verbal, physical or pictorial conduct of a sexual nature Presented by S. J. McWhorter, Director EOPD

TWO TYPES OF SEXUAL HARASSMENT  Quid Pro Quo  Hostile Work Environment Presented by S. J. McWhorter, Director EOPD

FACTS ABOUT SEXUAL HARASSMENT  The act(s) must be Severe or Pervasive.  The victim may be male or female.  The victim may be a third party. Presented by S. J. McWhorter, Director EOPD

SEXUAL HARASSMENT: Is it or is it not? Presented by S. J. McWhorter, Director EOPD

RETALIATION

RETALIATIONDEFINED RETALIATION DEFINED Retaliation occurs when an employer illegally strikes back at or seeks revenge on an employee or applicant who has participated in a civil rights action which is considered a: Protected Activity Filed a complaint Opposed an unlawful practice. Participated in an investigation Adverse Employment Action Causal Connection Presented by S. J. McWhorter, Director EOPD

INTERNAL COMPLAINT PROCESS Presented by S. J. McWhorter, Director EOPD

STANDARD PROCEDURE  Intake Process  Interviews  Summary Report  Findings  Review Process Presented by S. J. McWhorter, Director EOPD

EOPD STAFF  Shirlyon J. McWhorter, Esq. Director  Jonaura Wisdom Assistant Director Assistant Director Presented by S. J. McWhorter, Director EOPD

QUESTIONS

THE END REMEMBER “IT’S A MATTER OF RESPECT” Presented by S. J. McWhorter, Director EOPD

Organizational Development & Learning Division of Human Resources Talent Management & Development Division of Human Resources

Organizational Development & Learning Division of Human Resources Introduction to Ethics and Compliance Considerations Florida International University New Faculty Orientation* Leyda Benitez, J.D. University Compliance Officer August 15, 2012 *Information abridged to accommodate time allotted during New Faculty Orientation Talent Management & Development Division of Human Resources

Organizational Development & Learning Division of Human Resources Welcome to the University I. Understanding the Compliance basics II.Understanding the Code of Ethics basics III.Understanding the IT Security and Privacy basics IV. Resources Talent Management & Development Division of Human Resources

Organizational Development & Learning Division of Human Resources I. Compliance Basics The University Compliance Program is a means to an end: To demonstrate the University’s commitment to a culture that encourages ethical conduct and compliance with laws Talent Management & Development Division of Human Resources

Organizational Development & Learning Division of Human Resources II. Code of Ethics We are subject to: – State of Florida Code of Ethics for Public Officers and Employees – University regulations and policies and procedures Some situations we must pay particular attention to: – Solicitation and acceptance of gifts or favors – Contracts and transactions with the University – Misuse of public position or confidential information – Conflicting employment or contractual relationships – Employment of relatives Talent Management & Development Division of Human Resources

Organizational Development & Learning Division of Human Resources II. Ethics Personal Gifts/Benefits Public officials and employees should: – conduct themselves independently and impartially – not use their offices for private gain – not solicit or accept personal gifts or benefits provided to influence official action See Ethics in Purchasing and Gift Policy No Ethics in Purchasing and Gift Policy No Talent Management & Development Division of Human Resources

Organizational Development & Learning Division of Human Resources II. Ethics Personal Gifts/Benefits (Cont’d) Additional restrictions apply if you are: – a state “procurement employee” or – a “reporting individual”  A procurement employee influences decision- making in the purchase of goods/services of $1,000 or more  Examples:  Write specifications for bid  Select a consultant  Recommend purchase of scientific equipment Talent Management & Development Division of Human Resources

Organizational Development & Learning Division of Human Resources II. Ethics Personal Gifts/Benefits (Cont’d)  A reporting individual is required by law to file an annual disclosure of financial interests with the Florida Commission on Ethics  At FIU, reporting individuals are: board of trustee members president vice presidents deans legal counsel purchasing agents finance/accounting directors business managers personnel officials grant coordinators Talent Management & Development Division of Human Resources

Organizational Development & Learning Division of Human Resources II. Ethics Personal Gifts/Benefits (Cont’d) What are the restrictions? – Procurement employees and reporting individuals cannot solicit any gifts for themselves or immediate family members from lobbyists accept gifts greater than $100 from any lobbyist of the University – Reporting individuals cannot accept personal gifts from registered lobbyists in any amount – “Lobbyists” include University vendors (prospective, current, or during previous 12 months) Talent Management & Development Division of Human Resources

Organizational Development & Learning Division of Human Resources II. Ethics Outside Activities/Conflicts of Interest What needs to be disclosed? Florida Law: All outside compensated professional activities and other activities that may create an actual or potential COI between your private interests and your public duties as an employee of FIU Talent Management & Development Division of Human Resources

Organizational Development & Learning Division of Human Resources II. Ethics Outside Activities/Conflicts of Interest (Cont’d) Under Florida’s Code of Ethics, a university officer or employee is prohibited from: Doing business with the University in a private capacity Doing business with an entity in which the employee, his/her spouse, or child owns more than a 5% interest Holding an employment or business relationship with an entity that does business with the University Holding an employment or contractual relationship that would create a frequent and recurring conflict Secondary employment must be disclosed/approved by Academic Affairs (faculty)/HR (staff) Talent Management & Development Division of Human Resources

Organizational Development & Learning Division of Human Resources II. Ethics Outside Activities/Conflicts of Interest (Cont’d) Under narrow circumstances specified by law, these prohibitions on doing business with the University do not apply: Formal bid process Sole source Emergency purchase Aggregate transactions do not exceed $500/calendar year Talent Management & Development Division of Human Resources

Organizational Development & Learning Division of Human Resources II. Ethics Outside Activities/Conflicts of Interest (Cont’d) What needs to be disclosed? Federal Law: Research – New disclosure and training requirements under Public Health Service regulations effective August 24, 2012 – Significant financial interests (SFIs) in relation to the investigator’s institutional responsibilities (SFIs include those of the investigator’s spouse and dependent children) – Institution must determine whether the SFI is related to the research and, if so, whether the SFI is a Financial Conflict of Interest that could directly and significantly affect the design, conduct or reporting of PHS- funded research – Outside Activities/Conflicts of Interest are disclosed using the electronic portal available at: Talent Management & Development Division of Human Resources

Organizational Development & Learning Division of Human Resources II. Ethics Nepotism Nepotism (related employees may work at the University provided they do not supervise or control each other) “Relationship” is defined as individuals related by blood, marriage, or adoption (and also covers “dating,” “residing in the same household,” or “where the employee’s objectivity may be impaired”) Talent Management & Development Division of Human Resources

Organizational Development & Learning Division of Human Resources II. Ethics Safeguarding University Resources FIU employees have a responsibility to safeguard university resources As such, we need to be familiar with the types of improprieties that may occur within our areas of responsibility In the event we become aware of irregularities, we must notify our supervisor or other designated university representative Talent Management & Development Division of Human Resources

Organizational Development & Learning Division of Human Resources II. Ethics Non-Retaliation Policy and Hotline Reporting The University has a strong non-retaliation policy for University employees who report in good faith Fraud Prevention and Mitigation/University Responsibility and Response Policy No Concerns can be reported on an anonymous basis using the ethics and compliance hotline Hotline provided by EthicsPoint is available 24/7, 365 days, via , or via the Internet at Talent Management & Development Division of Human Resources

Organizational Development & Learning Division of Human Resources III. IT Security/Privacy Basics Laws protect highly sensitive data Examples of highly sensitive data: – Social security numbers – Student education records [FERPA] – Personally identifiable financial information – Personally identifiable health information – Research data Hard Copy —Store in file cabinets w/locks and in a location that is locked except during business hours Electronic —Must be encrypted while stored and accessed via a unique name/identifier – Data Stewardship Procedure No a Data Stewardship Procedure No a Talent Management & Development Division of Human Resources

Organizational Development & Learning Division of Human Resources Information created or received Information created or received Technical / Administrative And Physical Safeguards Technical / Administrative And Physical Safeguards University maintains and keeps “secure” [Confidential, Integrity, Available] Federal / State Laws Control Receive/Create Access Disclose Destroy Maintain Talent Management & Development Division of Human Resources Know Your Safeguards

Organizational Development & Learning Division of Human Resources III. IT Security/Privacy Basics Federal and State laws prohibit the institution from having a pattern or practice of disclosing a student’s education records without the student’s consent Excepted from student education records are categories of information that the institution has designated as directory information At FIU, directory information consists of: Student education records (FERPA) Talent Management & Development Division of Human Resources

Organizational Development & Learning Division of Human Resources Student education records (FERPA) Directory Information at FIU(Cont’d) Student’s name, local and permanent address, and telephone numbers Date and place of birth Student classification and major and minor fields of study Participation in officially recognized activities and sports Weight and height of members of athletic teams Dates of attendance, degrees and awards received Most recent previous educational institution or agency attended by the student Photographic image Division of Human Resources Talent Management & Development

Organizational Development & Learning Division of Human Resources Student education records (FERPA) (Cont’d) If not directory information, then need the student’s consent (for external disclosures) Within FIU, faculty, administrators, staff and consultants employed by FIU BOT or BOG may access student education records for their work if it involves the performance of: Administrative, supervisory or instructional tasks which relate to students Services which benefit students Other persons specifically authorized by federal and state law may also access Regulation FIU-108, Access to Student Education Records Talent Management & Development Division of Human Resources

Organizational Development & Learning Division of Human Resources Student Education Records (FERPA)(Cont’d) Do: Learn FIU’s designated Directory Information Pay attention to the confidential indicator on PantherSoft system to determine if student has opted out of the directory Learn who is your College/School’s IT Security Administrator and how to reach the IT Security Office: ( Use strong passwords Learn College/School specific policies & procedures regarding FERPA Keep student education records in a secure location (hardcopy or encrypted) Do: Learn FIU’s designated Directory Information Pay attention to the confidential indicator on PantherSoft system to determine if student has opted out of the directory Learn who is your College/School’s IT Security Administrator and how to reach the IT Security Office: ( Use strong passwords Learn College/School specific policies & procedures regarding FERPA Keep student education records in a secure location (hardcopy or encrypted) RULES OF THE ROAD Don’t: Disclose non-directory information without the written consent of the student Use name, SSN or Panther ID number to publicly post grades Discuss a student’s education record in class or with other students, or leave graded papers in a stack or unsecured location Share your password or leave your computer logged-in and unattended Share education records with any faculty or staff at FIU unless that individual has a legitimate educational interest Provide anyone with a student enrollment list, class schedule, or assist someone in locating a student on campus, unless a legitimate educational interest exists Don’t: Disclose non-directory information without the written consent of the student Use name, SSN or Panther ID number to publicly post grades Discuss a student’s education record in class or with other students, or leave graded papers in a stack or unsecured location Share your password or leave your computer logged-in and unattended Share education records with any faculty or staff at FIU unless that individual has a legitimate educational interest Provide anyone with a student enrollment list, class schedule, or assist someone in locating a student on campus, unless a legitimate educational interest exists Division of Human Resources Talent Management & Development

Organizational Development & Learning Division of Human Resources IV. Resources Talent Management & Development Division of Human Resources FIU Ethics and Compliance Hotline: (24 hours/365 days) Tel University Compliance Directory University Policies and Procedures FIU Ethics and Code of Conduct Division of Research Environmental Health and Safety (EHS) Equal Opportunity Programs & Diversity ty_programs ty_programs IT Security Office Office of the General Counsel Office of Internal Audit University Police Department

Organizational Development & Learning Division of Human Resources Search by Subject Category Search by Table of Contents Search by Titles A-Z Search by University Area Talent Management & Development Division of Human Resources Search Search by Key Word University Policies & Procedures Library Various Search Functions Allowed

Organizational Development & Learning Division of Human Resources Florida International University Modesto Maidique Campus S.W. 8 th Street – PC 520 Miami, FL Telephone: (305) Facsimile: (305) Florida International University Modesto Maidique Campus S.W. 8 th Street – PC 520 Miami, FL Telephone: (305) Facsimile: (305) Talent Management & Development Division of Human Resources Leyda Benitez Associate Vice President, University Compliance Officer and Interim Privacy Officer JoAnn Bova Assistant Director and Paralegal Nelson Perez Assistant Compliance Officer Claudia Zapata Administrative Assistant Leyda Benitez Associate Vice President, University Compliance Officer and Interim Privacy Officer JoAnn Bova Assistant Director and Paralegal Nelson Perez Assistant Compliance Officer Claudia Zapata Administrative Assistant University Compliance Office

Organizational Development & Learning Division of Human Resources Questions? Talent Management & Development Division of Human Resources

Organizational Development & Learning Division of Human Resources Talent Management & Development Division of Human Resources

Florida International University Payroll Essentials August 15, 2012

hr.fiu.edu as a resource PantherSoft HR my.fiu.edu m.fiu.edu Employee Self Service (ESS) Manager Self Service (MSS) Direct Deposit Time & Labor On-line Training Payroll Calendar 9/12 Program Agenda

Web/Browser Based and native mobile device support Multi-platform Support iOS Android Blackberry FIU Mobile

MyFIU – Main Menu

Available for all 9 month Faculty Enrolled no later than 2nd Pay Period of Fall Semester -(i.e. by 08/22/2012) First Deferral on 09/07/2012 Paycheck - 19 Deferrals to cover 6 Paychecks in the Summer 9 over 12 month Deferred Earnings Program(DEP)

Questions?

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Office Of Employee Assistance “Help Within Reach”

Office of Employee Assistance  Enhance the quality of life of FIU faculty and staff  Improve personal and organizational effectiveness  Create a healthier campus community

Office of Employee Assistance Dr. Kate Kominars Licensed Psychologist & Director Dr. Minca Brantley Licensed Psychologist Dr. Jose A. Miranda Licensed Psychologist

Office of Employee Assistance  Consultation  Assessment  Referral Services  Counseling or Coaching

Office of Employee Assistance  Support and Encouragement  Recommendations for new strategies  Opportunities to explore options and alternatives  A safe environment …

Office of Employee Assistance Stress Relationship Difficulties Financial Issues Parenting Bereavement Eldercare Work concerns Substance Abuse

Office of Employee Assistance No need to feel lost in a crowd

2012 Faculty Connections Facebook Page Hosted by OEA Dedicated to connecting incoming 2012 faculty members Avenue by which resources can be distributed and communication maintained To join this page, logon to Facebook and search for FIU 2012 Faculty Connections

Office of Employee Assistance The Office Of Employee Assistance Can Help! Call Us! Appointments at both MMC & BBC

Organizational Development & Learning Division of Human Resources Talent Management & Development Division of Human Resources

Evelyn Rodriguez, Benefits Director Janik Collin, Assistant Director Larysa Mysyk, Assistant Director Lourdes Fonnegra, Coordinator Alicia Pena, Coordinator BBC Mariela Varona, Coordinator Martha Montoya, Senior HR Associate Andrew Hart, Senior HR Associate Mary Cruz, Workers’ Compensation Coordinator Cintia O’Reilly, FMLA Coordinator Benefits Administration

AGENDA Introduction Enrollment Opportunities Benefits Summary Supplemental Insurance Options Retirement Options Benefits Enrollment Workshops Enrollment Timeline

Health Dental Supplemental Life Insurance Accident Disability Vision FSA/HSA/LMRA Plan Administrator: People First STATE BENEFITS

Enrollment & Contact Information 84 State Benefits Plan Administrator : People First People First Division of Human Resources Benefits Administration Location: PC 224 Phone numbers: to schedule appointment Website: 84

Introduction FIU BENEFITS Legal Insurance Life Insurance Long Term Care Long Term Disability

State Retirement: Pension Investment ORP Eligible Coordinator or above Faculty COM (mandatory for any teaching position) Voluntary Retirement: TDA/403 (b) (FIU) 457 Deferred Compensation (State) Retirement Benefits

Enrollment Opportunities New Hires – Eligible to enroll within 60 days from hire date – Coverage effective first of the month following enrollment/payment Qualifying Status Change (QSC) – Must occur within 31 days of the event Open Enrollment Period – Once a year in the fall: October 8– November 2, 2012 – Coverage effective January 1st, 2013

Eligible Dependents Spouse ♦ Dependents Must provide proof of relationship  Children, from birth through the end of the calendar year in which they turn age 26  Social Security Number (For those who are unable to obtain a social security number, please contact the benefits office at )  Disabled dependents are covered for the length of their disability Same Sex Domestic Partners – Health Insurance Stipend available; contact the Director of Benefits, Evelyn Rodriguez at or Over Age Eligible Dependents – Certain criteria apply; Enrollment information available on Benefits website All employees and dependents must provide a valid social security number to be effectively covered. For those who are unable to obtain a social security number, please contact the benefits office at

Health Insurance Premiums Insurance (Pretax) Premiums for Full Time Employees* PPO & HMO  Monthly Health Premiums  Employee contributions: $50 Individual /$180 Family  Employer contributions: $ Individual/ Family  Monthly Health Premiums (9-month Faculty)  Single premiums from September through January  Double premiums from February through 1st paycheck in May Health Investor Plans Monthly premiums  Employee contributions: $15 Single / $64.30 Family  Employer contributions: $ Individual/ Family *Part Time (PT) Employee premiums are pro-rated Monthly Employer Contributions for all health plans:  $ Individual  $ 1, Family

Spouse Program Definition of eligibility – Both employees need to be employed full time by a State agency (such as other Public Universities, DOT, FDLE, DCF etc.) Premiums – Employee pays $15/monthly each – Employer pays $606.68/monthly each Requirements – Enrollment forms must be completed within 31 days, with plan administrator, People First Responsibilities – If one participant terminates employment, People First and the Benefits dept. must be notified, and either cancel coverage or change to Family coverage

COBRA Consolidated Omnibus Budget Reconciliation Act Continuation of existing group health benefits  Eligibility  Termination of Employment  Dependent overage  18 months or 26 months if retirement  Cost: Full Premium cost + 2% administration fee

Health Insurance Plans & Pharmacy Health Insurance Preferred Provider Organization (PPO) – Blue Cross Blue Shield Health Maintenance Organization (HMO) – AvMed – Coventry Health Plan Health Investor Plan (HIP) – HMO, AvMed or Coventry – PPO, Blue Cross Blue Shield Prescription/Pharmacy (included with health plan) – MEDCO (separate card) – Employee receives two cards regardless of plan selected – Copays $7/$30/$50

Health Insurance Plans Standard PPO Plan Blue Cross Blue Shield of Florida (Nationwide Coverage)  Deductibles:  In Network: $250 Single, $500 Family  Out of Network: $750 Single, $1,500 Family  Co-insurance:  Employee 20% / Insurance 80%  Co-pay: Preventive/Routine visit  $15 PCP  $25 Specialist Prescription plan / MEDCO: $7/$30/$50 PPO plans are subject to pre-existing conditions limitations except for children up to 19 years old

Health Insurance Plans HMO PCP Assigned Specialist ReferralNetwork AVMedNo Local (South Florida) Coventry Health PlansYesNoLocal (South Florida) Co Pays – No deductible Office VisitPCP $20 / Specialist $40 ER Visit / Urgent Care Center$100 / $25 Prescription Plan/ MEDCO$7 generic / $30 Brand / $50 non-brand PCP = Primary Care Physician

Health Investor Plans (high deductible/low premium)

Health Savings Account  Mandatory with HIP Plan  An HSA is like a personal savings account for healthcare, however it is tax-free  Balance carries over into next year  Pays for cost of medical, dental or vision care services not covered under HIPs  Annual Amounts are divided by 24 paychecks *  Enrollment through People First directly *19 paychecks for 9 month employees

Flexible Spending Accounts [FSA] Pre-tax Contribution  Medical : ($5,000 max. /$60 min.) Eligible healthcare (incl. dental) expenses (co-pays, co-insurance and deductibles)  Dependent Care: ($5,000 max. /$60 min.) Any child under the age of 13 A disabled child Parent  Plan Features Reduces federal and FICA taxes Employee may incur expenses through March 15, 2013 January 1 – December 31 ( unless changes are made during Open Enrollment) Submission of claims – due April 15th of the following year Credit Card available for MRA benefit Use it or Lose it! January 1, 2013 Maximum Medical FSA Reduced to $2,500

State Life Insurance Plans Basic Term Life Insurance (Pre tax) Provided by Minnesota Life Insurance Company Face value $25,000 Optional Term Life Insurance (Post Tax) 1 to 7 times employee’s salary to a cap of $1,000,000 Medical Underwriting required: if electing 6 or 7 times or face value is greater than $500,000 Fill out beneficiary Form online

Dental Insurance Plans 1. Prepaid Plans (DHMO): CompBenefits United HealthCare Assurant CIGNA 2. Standard statewide dental DPPO: (in or out of network) CompBenefits PPO – Receive care from any dentist (Open Access) 3. Dental Indemnity with DPPO network plan: Receive care from any dentist Deductible $50 / person 4. Dental Indemnity plan: CompBenefits: Deductible $50 / person

Vision Insurance  Humana Vision Care  Pre-tax  Two Options: 1.Exam Plus plan: Comprehensive eye exam Materials Employee pays monthly premium: 2.Materials Only plan: Employee pays monthly premium: VisionCare.com/custom/FL/

Supplemental Insurance Plans FIU Benefits Gabor Agency Disability Long Term Care Gabor Life Arag Legal Plan State Benefits: Cancer Hospitalization Intensive Care Accident and Disability Plans

Sick Leave Pool ―Covers Employee only during illness ―Eligibility Benefits-eligible employee (part-time or full time) for a period of 6 months Invitation is sent via to employee after 6 months of employment; Can join if accrual of 40 hours (full time) or 20 hours (part-time) of accrued leave is in place ―Enrollment Donation of a minimum of 8 hours (full time) or 4 hours (part-time) required ―Catastrophic Pool Any major illness or injury that does not allow an employee to return to work for a period of time Hours may be donated from one employee to another 102

Tuition Waiver Program Eligibility:  Must be a full time employee  Available Immediately  Be admitted as a degree seeking undergraduate student or  Admitted by a graduate program  Or enrolled as a special student taking courses specifically related to job assignments  Maximum (6) credit hours of on-campus courses /per employee/per semester  Maximum (10) credit hours of on-campus courses for dependents (total combined maximum employee/dependent)  Covers in-state tuition only (courses at FIU only)  Must earn a grade of “B” or better, otherwise tuition payment must be reimbursed to the University  Dependent Coverage Spouse, Child (up to age 25) or same sex-domestic partners 103

Post-Tax Insurance Options  Gabor Agency  Benefit equal to 66 2/3 of your basic monthly salary subject to:  $15,000 monthly maximum benefit  $100 monthly minimum benefit 104  Option I Long Term Disability : 30-day elimination period (benefits begin on the 31 st day of disability = smaller deductible)  Option II Long Term Disability : 90-day elimination period (benefits begin on the 91 st day of disability = larger deductible) Disability Insurance Income Protection EXAMPLE: Annual Salary $40,000 * 66 2/3 % $26,666/12 mo=$2222 Monthly Benefit Short Term:$0.85 per $100 Long Term:$0.59 per $100 Annual Salary: $ 40,000.00/100 = $400 Monthly Rate Short Term:400 x $0.85=$340.00/year$28.33 Long Term:400 x $0.59= $236.00/year$19.66

 Gabor Agency:  Eligible employees can apply for coverage on a Simplified Issue basis  Limited underwriting within the first 60 days of employment  Coverage (with Group discount) is available for employee, spouse, parents, grandparents, in-laws and parents-in-law  Benefits based on selected coverage level Contact Representative  Coverage is fully portable  Issued through John Hancock Life Insurance Company 105 Long Term Care Insurance [LTC] Examples of LTC coverage:  Provide assisted living facility care  Provide nursing home care  Provide home health care  Offer homemaker services  Offer caregiver training  Provide physical, speech, and occupational therapists

LIFE INSURANCE Renewable Term Level-premium Term Return-of-Premium Term Universal (with Guaranteed No-Lapse) Variable Universal Whole Life Symetra Life Insurance Company Up to four times your annual salary Maximum limit of $250,000 Offers up to $25,000 on a guaranteed issue basis to spouses Fully portable at the same rate upon termination of employment or retirement Lifetime guaranteed Universal Life 106 Life Insurance GROUP (Renewable) TERM Low cost term life insurance Underwritten by UNUM Life Insurance Company Up to three times their annual salary, Maximum limit of $150,000 Employee spouses are also eligible for guaranteed coverage up to $25,000 This coverage may be continued at retirement up to $20,000 if payroll deducted through FRS Guaranteed issue to new employees during the first 60 days  Gabor Agency: Renting Owning

Health Insurance Enrollment Timeline 17 And 13 1 Through 16 September October 16 August 1 Through Enrollment Election Deadlines Benefits Enrollment labs available August 31, 2012 deadline for September health benefits Coverage. Employee needs to pay by check for September 1 coverage. September 30, 2012 deadline for October health benefits Coverage. Employee needs to pay by check if enrolling after September 13 for October coverage. Benefits Enrollment Deadline to enroll for benefits (60 days from date of hire 8/17/12) October 16 th for November health Benefits Coverage Employee needs to pay by check if enrolling after October 11 for November coverage Benefits Enrollment & Labs Benefits Enrollment 30 15

Important Dates: 1) Health Insurance Enrollment Deadline: October 16, 2012 (60-day deadline) 2) Annual Open Enrollment: October 8, 2012 – November 2, 2012 Coverage Effective January 1, 2013 Failure to Enroll, results is No Benefits Coverage available for One year, until the next Annual Open Enrollment Period with coverage effective January 1, ) Retirement Plans:  ORP 90-day deadline date is November 15, 2012 Default to FRS Pension Plan  Default to FRS Pension Plan is November 16, 2012  FRS Investment Plan is February 13, 2013 Default to FRS Pension Plan

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Retirement Presented by Richard Akirmaian

112 Retirement Plans Plans  All employees [Exempt, Non-Exempt]may choose: 1.Florida Retirement System Pension plan [FRS pension] Defined Benefit plan 8 years vesting (newly enrolled employees as of 7/1/2012) 3% Employee contribution required Eligible to enrolled in Deferred Retirement Option Program [DROP] Normal retirement at age 65 with 8 yrs FRS or 33 years service regardless of age Default enrollment 2.Florida Retirement System Investment plan [FRS Investment] Defined Contribution plan End of 5th month following month of hire to enroll 1 year vesting 3% Employee contribution required 6.3% Contribution to employee’s account (which includes 3% employee mandatory contribution)

113 Retirement Plans  Exempt Employees and Faculty may also choose: 3.State University System Optional Retirement Program [SUSORP aka ORP] Immediate vesting Must Select Annuity Company within 90 days of date of hire to enroll Employer contributions 5.14% Employee contribution 3% required Voluntary employee contribution up to 5.14% maximum with option to enroll in separate 403(b) Subject to IRS limit ($17,000 or $22,500 over age 50) ORP State Approved Companies: ING Jefferson National MetLife TIAA-CREF Valic

114 1)Tax Deferred Annuities & Mutual Funds Companies / 403(b)  May defer up to $17,000  Additional $5,500 over age 50  Must meet criteria for retirement to withdraw without penalty  Several Companies to choose from: 2)Deferred Compensation (457)  No penalty for withdrawal after 30 days of termination  Set up directly through State at:  May defer up to $17,000  Additional $5,500 over age 50 Voluntary Retirement Plans  ING  Jefferson National  MetLife  TIAA – CREF  T. Rowe Price  Vanguard Group  Symetra  Valic

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