When is Open Enrollment?
In the Fall of every year.
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Where can I find summarized information on my Benefits?
There is a Benefits Handbook in the FIU HR website that provides an overview of benefits available to a new employee.
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Where can I find insurance brochures?
Brochures can be viewed by checking the Guides and Brochures Section of the FIU Benefits website located at

http://www.fiu.edu/hr/Benefits/G&B.html

or by visiting the People First website at

How long can I keep my children as dependents on my insurance?
Children may remain on the insurance plan without having to provide proof of dependency until age 19. From ages 19 to 25, proof is required each semester that the child is in school or living at home and is financially dependent on the employee. The child may stay on the insurance coverage through December 31st of the year of their 25th birthday. A dependent's coverage will be suspended for not providing proper documentation.
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What is the difference between the Health Maintenance Organizations (HMO's)?
The premiums and co-payments are the same. Doctors accepting a specific plan ma vary from plan to plan.
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What are the monthly premiums for individual and family health coverage for full-time employees?
For full-time employees, the monthly premium for individual coverage is $50 and $180 for family coverage.
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Does family coverage under health insurance cost the same with only one dependent?
Yes. Regardless of the number of dependents, the cost of family coverage is the same.
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After enrollment, do I receive membership cards?
Yes. The insurance company mails cards after the effective date of coverage to the employee's home address as it appears on the employee's W-4 form on file.
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If I did not receive or lost my insurance card(s), what do I do?
Contact the insurance company to request a new card and verify your mailing address on file.
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If I did not enroll in health insurance when I was hired, can I change my mind later?
If I did not enroll in health insurance when I was hired, can I change my mind later?
Employees have 60 days from the date of hire to enroll. After that time period, employees may only enroll during the Annual Open Enrollment unless the employee experiences a Qualifying Status Change (QSC).

If you have a QSC, you typically have 31 days from the date of the QSC to make any changes to your benefits (like enrolling, increasing coverage or changing family status). The following are some examples, but not all, valid QSC events:

Marriage or divorce
Legal guardianship
Change in dependent eligibility
Change in employment status for you, your spouse, or dependent:
Death of a spouse or dependent, a birth or adoption (60 days for notice rather than 31 days)
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What happens to my premium rates if I go from full-time to part-time employment?
The premiums are based on an employee's percentage of full-time employment (FTE). Changes in FTE status will result in either an increase or decrease in an employee's premium amounts. If you experience a change in employment status, please contact Benefits Administration at 305-348-2182.
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When should I add my unborn baby to my health insurance coverage?
The People First Service Center urges employees anticipating the birth of a child to change to family coverage approximately 2-3 months prior to the birth of the child. If individual coverage is in effect at the time of the baby's birth, you will have 60 days from the birth of the child to enroll in family coverage. The effective date of coverage will be retroactive to the beginning of the month in which the child is born and premiums will be due accordingly.
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What happens to my insurance coverage if I decide to go on a leave of absence without pay?
If you do not receive a paycheck, premiums for insurance coverage must be paid by personal check or money order. You must contact Benefits Administration to make arrangements to cancel or continue insurance coverage during the duration of the leave of absence without pay.
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Can I keep my health insurance coverage after I terminate from the University?
Yes. You are eligible for the health insurance plan for a specified period of time if you qualify to continue coverage after leaving the University under the terms of the Consolidated Omnibus Budget Reconciliation Act (COBRA).COBRA is a federal law allows you to continue health, dental and vision coverage for up to 18 months following termination. Covered dependent(s) may continue coverage up to 36 months. Under certain circumstances, you and your dependents may continue coverage for longer periods. To continue any other supplemental coverage, contact the company within 31 days from your termination date to complete the appropriate forms. The People First Service Center administers COBRA for all state agencies and universities. For more information, visit

https://peoplefirst.myflorida.com
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Administrative and Faculty are eligible to participate in the Florida Retirement System's Pension or Investment Plan or the Optional Retirement Program.
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What is normal retirement age for the Florida Retirement System?
Age 62 or 30 years of service.
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What is normal retirement age for the Optional Retirement Program?
There is no age or length of service requirement to begin receiving retirement payments. However, IRSpenalties may be assessed if retirement occurs before age 59½.
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Is there a maximum I can contribute to my tax-sheltered annuity?
The contribution limit for 2007 is $15,500 for employees under age 50 and $20,500 for those over age 50 unless the employee is eligible for any "catch up" provisions.

Employees may contribute up to the limits in both a tax sheltered annuity (403b) account and a deferred compensation (457) account. Employees should discuss eligibility and contribution options with their annuity company representative.
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Can I change from one retirement plan to another?
FRS Investment Plan participants have a one time 2nd opportunity to transfer back to the FRS Pension Plan. Keep in mind that this transfer may cost money that the employee is responsible for paying. ORP participants may elect to transfer to the FRS retirement plans during the one time conversion period of January 1 – December 31, . 2008. Pension Plan participants have a one time 2nd opportunity to transfer to the PEORP. In addition, if a Staff Pension Plan participant is hired in a new ORP eligible position, they will have 90 days to elect the ORP or remain in the Pension Plan.
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What is the Deferred Retirement Option Program (DROP) and what are the criteria to participate in the plan?
DROP is an option available to employees enrolled in the FRS defined pension plan. It allows employees who meet normal retirement (age 62 and vested, or 30 years of service at any age; or age 55 and vested or 25 years of Special Risk service for law enforcement officers) to retire and begin accumulating the monthly retirement benefits without terminating employment for up to 60 months. The monthly retirement pension remains in a holding account earning 6.5% interest compounded annually and 3% annual cost of living increases, while the employee continues to work (but does not earn additional service credit for retirement). To be eligible for DROP, employees must be vested (six years of credible service) and eligible for normal retirement (based on years of service or age as required by their retirement class) as a member of the FRS Pension Plan.
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Upon Retirement, what benefits am I eligible to continue?
Retirees will be eligible to continue their state-sponsored health insurance and state-sponsored group life insurance, if covered at the time of retirement. Premiums for both plans, if continued, are eligible to be deducted from the State of Florida 's monthly pension benefit. Employees enrolled in the Optional Retirement Program (ORP) who retire and begin receiving a benefit from their annuity at the time of separation are eligible to continue health and/or state-sponsored life insurance upon validation of retirement from the annuity company. ORP retirees will be placed on a direct pay schedule for monthly premiums. This also applies to employees whose State of Florida monthly pension benefit is less than the monthly premiums. Employees retiring will be responsible for full premiums. Employees should contact University Retirement for premium costs, coverage, and procedures to follow when retiring.
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What are the re-employment limitations after retirement?
After retiring under the Florida Retirement System (FRS), a retiree can work for any private employer, for any public employer not covered by the FRS/ORP, or for any employer in another state without affecting his or her FRS benefits. If a retiree is re-employed by a FRS-covered employer during the first year of retirement, the following limitations apply:

• A retiree who returns to work during the first month of retirement voids retirement.
• A retiree who returns to work during the 2nd through the 12th month after retirement will have pension benefits suspended for this period of time only. A retired faculty member may be reemployed as an adjunct with the university for up to 780 hours (1 full-time semester or 2 half-time semesters) during the 2nd through the 12th month after their effective date of retirement without having their pension benefits suspended.
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What is the Health Insurance Subsidy (HIS) program and who is eligible for this benefit?
The HIS is a monthly supplemental payment to help offset a retiree's health insurance premium. The amount of the subsidy is based on service credit ($5 for each year, not to exceed 30 years or $150) at the time of retirement or date of entry into DROP. Only members of the Florida Retirement System (FRS pension and Investment Plan) are eligible to receive this supplement if they have health coverage.
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Where can I find additional information on Retirement?
Please visit

http://www.myfrs.com
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How many pay periods are there in the year?
USPS, A&P and 12 Month Faculty are calculated with 26.1 pay periods, 9 Month Faculty are calculated with 19.5 pay periods.
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What forms do I need to change my mailing address ?
A new IRS Form W-4 is required to be completed any time there is a change in address or change in the employee’s status.

http://www.irs.gov/pub/irs-pdf/fw4.pdf

A Personal Information Change Form

http://www.fiu.edu/hr/Payroll/Forms/information_change.pdf

must also be completed if there is a change in address. If you are claiming an exempt status, you must complete a new IRS Form W-4 for every calendar year that the exemption applies. Pursuant to IRS regulations, nonresident aliens cannot claim “exempt” on their IRS W-4 Forms. To make changes online please log into your ADP Employee Self Service located at

http://ptp.fiu.edu/self_service.html.

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How do I join the sick leave pool?
You must first meet all of the following criteria:
Be a Faculty, Administrative, or Staff employee
Completed six months of employment
Have an accrued sick leave balance of at least 40 hours for full - time employees, or 20 hours for part - time employees.
If you meet all of the above, please contact Joann Cuesta-Gomez in the Division of Human Resources at ext. 7-3538.
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When do I need to complete a new W-4 or W-5 form?
A new W-4 form needs to be completed each year only if you are claiming "EXEMPT" status as your withholding allowance.
A new W-5 form must be completed each calendar year in order to claim the "earned income credit".

W-4 Form located here:
http://www.irs.gov/pub/irs-pdf/fw4.pdf

W-5 Form located here:
http://www.irs.gov/pub/irs-pdf/fw5.pdf
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How do I sign up for Direct Deposit?
Participation in the Direct Deposit Program is a condition of employment for ALL employees as mandated by Section 110.13 of the Florida Statutes as well as University policy. Complete the Direct Deposit form found here.

http://www.fiu.edu/hr/Payroll/Forms/adpdirectdepositform.pdf

and send it to the HR Payroll by mail or by fax. Please allow three to four weeks for the first direct deposit to begin. Alternatively, you can also update this online by logging into your ADP Employee Self Service, located at.

http://ptp.fiu.edu/self_service.html
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How do I create, update or reclassify positions description in the PAdmin?
Log onto:
https://www.fiujobs.org.
Or to create a user account/call the Compensation Department for account approval. Upon approval, log in, begin a new action and choose “Create a New Adminsitrtaive or Staff position”, follow the instructions and input information pertaining to the position/class code until final page asks whether you want to submit requests to HR. Click submit. Once approved by HR a staffing email will generate automatically and you will receive it via email.

Updates consists of existing position description which is getting additional duties, change in FTE, department change, etc. These updates keep the position number and class code. To update a position description log into the Padmin system, begin a new action, update an Adminsitrative/Staff position, follow instructions and submit to HR for intial review. For unfilled positions please state in the name section (TBA) for first and last name. For filled position please send via interoffice mail the approved Salary Requests Form to Maria Elena Rodriguez. Refer Compensation Manual for Salary Appointment Guidelines Page 7.

Reclassifications of Adminsitrative/Staff position consist of class code change (title) that will cause a promotion, demotion or a lateral reassignment but maintains the same position number. For unfilled positions please state in the name section (TBA) same as updates. For filled position send via interoffice mail the approved Salary Requests Form via to Maria Elena Rodriguez. Refer Compensation Manual for Salary Appointment Guidelines Page 7.

If you need assistance using the system, please contact the Compensation Department at 305-348-6369 for assistance.
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How would I know if a position is covered by a collective bargaining agreement?
A listing of all current job titles in collective bargaining can be found on our website
http://www.fiu.edu/hr/Compensation/Home.html

Scroll down to the bottom of the page and click on the listing.
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Is shift differential pay available to all non-exempt personnel?
Yes
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Is Project Base Pay part of the employee’s base pay?
No, Project Base Pay is paid as a lump sum payment.
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Are Temporary employees eligible for Shift Differential Pay additives?
No, only non-exempt employees in classified positions are eligible for Shift Differential Pay.
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Is an employee eligible to receive an Educational Incentive Award if the employee is awarded a second Master’s or Bachelor’s degree?
An employee may be eligible for an Educational Incentive Award upon approval by the Department Head if the course of study is relevant to the position and/or departmental needs.

For details and the actual policy verbiage, please refer to the Educational Incentive Award Policy in the Policy Library located at:

http://policies.fiu.edu/files/34.pdf
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Since the Educational Incentive Award Policy says “may be awarded”, does this mean that the supervisor may decline to submit a request for an award?
Yes, an award should be relevant to the position and/or departmental needs. Participation should be approved by the Department Head.

For details on the Educational Incentive Award Policy and actual verbiage, please visit
http://policies.fiu.edu/files/34.pdf
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How were Exempt and Non-Exempt designations assigned?
In order to determine whether a position is exempt or non-exempt, each position’s duties is analyzed and put through a salary level test and job duties test as required by FLSA.

• The Fair Labor Standard Act (FLSA) provides an exemption (therefore employees are said to be exempt) from the Act’s minimum wage and overtime requirements for any employee working in a bona fide executive, administrative or professional capacity, and for some computer related positions. To qualify for the above mentioned exemptions, an employee must be compensated on a salary basis at a rate of not less than $455 per week ($23,660 annual).
• Any employee compensated less than $455 per week, ($23,660 annual) is classified as non-exempt.
• Employees who perform work involving repetitive operations with their hands, requiring physical skill, and knowledge usually acquired through apprenticeship and on the job training, not through a prolonged course of specialized intellectual instruction are non-exempt. Also non-exempt are non-management employees in production, maintenance, construction. In addition, police officers, technicians, technologists, clerks, and most secretarial positions are non-exempt.
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Who pays for all compensation monetary awards, such as Spot Awards, Educational Incentive Awards, and Project Based Pay Bonuses?
The departmental budget.
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If there a deadline for approval of an Educational Incentive Award? How is that based on the University’s requirements?
The Educational Incentive Award is granted upon approval by the supervisor if the course of study is relevant to the position and/or departmental needs. It would be up to the Department Head to approve the award once the degree is completed.
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Does “on call” mean that you must be available by phone but do not have to report physically to work?
On call means that the supervisor instructs a non-exempt employee in writing to be available for work outside the regular work schedule, be at a fixed location, and be ready to be back at the work station when needed to perform emergency or other necessary work assignments.
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