Benefits Overview. For Full-Time Expatriate Employees of Carnegie Mellon University in International Locations

Transcription

1 Benefits Overview For Full-Time Expatriate Employees of Carnegie Mellon University in International Locations

2 An Overview of the Carnegie Mellon Benefits Program for Full-Time Expatriate Employees The Carnegie Mellon benefits program for full-time expatriate employees includes: medical, prescription drug, dental and vision care; flexible spending accounts; shortand long-term disability coverage; and life and accidental death and dismemberment (AD&D) insurance for you and your eligible dependents. Benefits also include a university-paid retirement plan, with an optional employee-paid retirement savings plan; as well as, tuition benefits; an Employee Assistance Program (EAP); paid time off; and paid holidays. Mandatory benefits, also a part of the benefits package, include unemployment compensation, workers compensation and Social Security. This document provides an overview of the benefits available to Carnegie Mellon faculty, staff working outside the United States. Since this is an overview, it is not intended to modify in any way the plan documents or Summary Plan Descriptions that, in the case of any difference, will govern. Carnegie Mellon reserves the right to modify, amend, or terminate any or all of the provisions of these benefits upon appropriate action by the university. Carnegie Mellon will observe local employment laws covering benefits. Eligibiliy In order to be eligible for the benefits listed in this overview, you must be employed with Carnegie Mellon as an active, special faculty or staff member, working a minimum of 37.5 hours/week outside the United States. Eligibility for these benefits ends upon the termination of your international assignment. Dependent Eligibility employees may cover their eligible dependents in medical, prescription, dental, vision and life insurance benefits, as well as other benefit programs. Eligible dependents include: spouse or registered domestic partner, children up to age 26, and unmarried children who, upon attainment of age 26, were covered under the particular benefit and were disabled as defined by the insurance company. Documentation is required when adding dependents to your coverage. Domestic Partners The laws and customs of host countries may limit our ability to extend benefits to registered same- or opposite-sex domestic partners of Carnegie Mellon employees working outside the U.S. Domestic Partners residing in the United States while their partners are assigned overseas are entitled to the same benefits to which an employee s legally-married spouse would be entitled, except where U.S. federal regulations prohibit the provision of such benefits. Specific eligibility requirements for Domestic Partners are outlined on the Carnegie Mellon Benefits website: Pre-tax contributions reduce your U.S. taxes Since you will be paid on the university s U.S. payroll, many of your benefits (including health-related benefits) are offered pre-tax. The pre-tax design allows you to pay for your share of these benefits by using income before U.S. taxes are deducted, thus reducing your tax liability. In addition, any employee contributions to either a Health Care Flexible Spending Account or a Dependent Care Reimbursement Account are pre-tax salary reductions. You can also choose to direct part of your salary into a taxed-deferred supplemental retirement account. Options to fit your needs abroad The CIGNA Global Health Benefits Plan provides medical, prescription, vision and dental coverage geared to those employees on overseas assignments. For example, it includes medical evacuation coverage under defined conditions. Sun Life Financial administers the university s short and long-term disability programs, as well as the life and AD&D plans. Health Care Flexible Spending Accounts and Dependent Care Reimbursement Accounts are administered by BCC (Benefit Coordinators Corporation). Upon joining Carnegie Mellon, employees have the opportunity to select the benefits that best meet their needs. Thereafter (with the exception of a qualified family or life status change), employees may change their benefit selections on an annual basis during the Open Enrollment period. Preparing for a secure retirement Carnegie Mellon contributes to a tax-deferred retirement plan qualified under section 403(b) of the Internal Revenue Code for U.S. citizens and permanent residents, and to a 401(k) plan for non-u.s. citizens. The university contributes the equivalent of 8% of your monthly salary toward retirement for those employees with a 12-month appointment or 9.78% for those with a 9-month academic year appointment. Employee contributions are not required. Employees can make their own pre-tax or post-tax (Roth) contributions to a supplemental retirement plan. Employees decide how to invest the money contributed either by the university or themselves. Investment options are available in the 403(b) plans through TIAA-CREF or Vanguard, and Vanguard for the 401(k) plan. More information can be found on the Carnegie Mellon Benefits website: Time off All Carnegie Mellon employees observe designated paid holidays consistent with the host country. Expatriate staff members also accumulate Paid Time Off (PTO) to be used for vacation, illness or other personal needs. Special Faculty on international assignments receive 22 vacation days. Additional time is also provided to employees assigned overseas to accommodate travel needs. Learn more about your options For more information, see and refer to the Benefits Workbook for International Expatriate Employees. For further assistance, please contact the CMUWorks Service Center at cmu-works@andrew.cmu.edu or before you begin your international assignment, or anytime during your assignment.

3 Medical, Prescription Drug and Vision: CIGNA Global Health Benefits Plan InterGlobal International Health Plan (Qatar Campus only) Option 1 (excludes U.S. coverage) Option 2 (includes U.S. coverage) special faculty and staff on international assignment, their spouses/registered domestic partners & eligible child(ren) (whether living in the U.S. or abroad). If already employed by the university, first day of the month prior to the beginning of the international assignment. If newly hired at the university, first day of Carnegie Mellon and Employee, based on level of coverage. Plan covers medically necessary services and scheduled preventive benefits, as well as medical evacuation needs, translator services and other coordination services. Prescription drug and vision coverage is also included. New coverage election permitted within 30 days of first becoming eligible, during annual Open Enrollment period, or during the year if you experience a qualifying family or life status event. For more information about covered services and rates, see and refer to the Benefits Workbook for International Expatriate Employees. Dental: CIGNA Global Health Benefits Plan special faculty and staff on international assignment, their spouses/registered domestic partners & eligible child(ren) (whether living in the U.S. or abroad). If already employed by the university, first day of the month prior to the beginning of the international assignment. If newly hired at the university, first day of Carnegie Mellon and Employee, based on level of coverage. Plan includes 100% coverage of preventive care (not subject to deductible) and basic restorative care after deductible. It also provides an allowance for major restorative, prosthodontic and children s orthodontia after a deductible and co- insurance. New coverage election permitted within 30 days of first becoming eligible, during annual Open Enrollment period, or during the year if you experience a qualifying family or life status event. For more information about covered services and rates, see and refer to the Benefits Workbook for International Expatriate Employees. Benefits Overview for International Expatriate Employees Page 1

4 Health Care Flexible Spending Account (HCFSA): special faculty and staff, their spouses and child(ren) who may be claimed as dependents for federal income tax purposes. after the first day of Spending Accounts are administered by Benefit Coordinators Corporation (BCC). May contribute up to $2,500 USD per year pre-tax. Expenses may be incurred from January 1 December 31 of that calendar year, with a grace period until March 15 of the following year. Any balance not claimed by June 30 of the following year will be forfeited. Reimbursements made for certain medical, prescription, dental and vision expenses, including deductibles and co-insurances that are not covered by a benefit program. Over-the-counter medications and medical supplies as defined by the IRS are also covered. A claim form and accompanying documentation must be submitted to BCC. Due to U.S. tax regulations, expenses for Domestic Partners cannot be reimbursed through an HCFSA, unless the Domestic Partner is claimed as a dependent on the employee s federal tax return. Dependent Care Reimbursement Account (DCRA): Eligible dependents of benefits-eligible special faculty and staff who may be claimed for federal income tax purposes. after the first day of Spending Accounts are administered by Benefit Coordinators Corporation (BCC). May contribute up to $5,000 USD per year pre-tax. (This maximum is reduced by any other child care benefits you may receive.) Expenses may be incurred from January 1 December 31 of that calendar year. Any balance not claimed by June 30 of the following year will be forfeited. Reimbursements made for eligible dependent care expenses to permit employee and spouse to work, seek work or attend school. A claim form and accompanying documentation must be submitted to BCC. Benefits Overview for International Expatriate Employees Page 2

5 Life and AD&D Insurance: fulltime faculty, special faculty and coincident with or after the first day of Basic: Supplemental: Life and AD&D Insurance is provided through Sun Life Financial. Basic coverage of one times annual salary is provided at no cost to employee. Evidence of Insurability is not required for basic coverage. May limit coverage to $50,000 USD to avoid imputed income, if salary exceeds $50,000 USD. May also opt out of basic coverage. May purchase Supplemental Life Insurance in increments of one s annual salary (from one times to four times annual salary), up to maximum coverage of $1 million USD of combined Basic and Supplemental coverage. All levels of Supplemental coverage include an Accidental Death and Dismemberment feature, which pays up to a double benefit in certain circumstances. Medical Evidence of Insurability (EOI) is required if you purchase Supplemental Life Insurance of more than $500,000 USD. Enrollment after initial eligibility will require EOI for any level of coverage. Participation in Supplemental Insurance is required for participation in the Dependent Child or Spouse/Domestic Partner programs. Spouse/Domestic Partner Life Insurance: Spouse or registered domestic partner of benefits- eligible staff who carry Employee Supplemental Life Insurance. after the first day of employment or on date of marriage/ registration of partnership. Spouse/Domestic Partner Life Insurance is provided through Sun Life Financial. Coverage equal to 50% of one s Employee Supplemental Life Insurance may be purchased. Full-time benefits-eligible employees of Carnegie Mellon may not be covered under this Spouse/ Domestic Partner life insurance plan. part-time employees of Carnegie Mellon may be covered under their spouse s plan, but that person will then forfeit their basic life insurance and optional AD&D insurance benefits. Medical Evidence of Insurability (EOI) is required for coverage of more than $50,000 USD at initial eligibility. Enrollment after initial eligibility will require EOI for any level of coverage. Participation in Supplemental Insurance is required for participation in the Spouse/Domestic Partner program. Benefits Overview for International Expatriate Employees Page 3

6 Dependent Child Life Insurance: Eligible dependents of benefits-eligible staff who carry Employee Supplemental Life Insurance. after the first day of employment or on the dependent s date of birth. Dependent Child Life Insurance is provided through Sun Life Financial. Three levels of coverage: $2,500, $5,000 or $10,000 USD per child (cost covers all eligible children for the price). Medical Evidence of Insurability (EOI) is not required at initial eligibility. An increase in coverage or enrollment after initial eligibility requires EOI for any level of coverage. Participation in Supplemental Insurance is required for participation in the Dependent Child program. Short-Term Disability (STD): after the first day of Short-Term Disability is administered through Sun Life Financial. Provides 60% of pay for up to 25 weeks for temporary incapacity caused by non-work related illness, injury or pregnancy. Long-Term Disability (LTD): after the first day of Basic: Enhanced: Carnegie Mellon and Long-Term Disability is administered through Sun Life Financial. Provides 60% of base pay. Benefits payments begin after 6 months of total disability, which is covered under short-term disability or worker s compensation coverage, as appropriate. Optional enhanced coverage is the same as basic coverage, but also includes a 5% annual cost-of-living adjustment feature for up to 10 years. Maximum benefits duration based on age applies to both levels of coverage. Benefits Overview for International Expatriate Employees Page 4

7 Paid Parental Leave: full-time faculty. Upon hire with the approval of the Provost. Faculty member receives 100% of salary for one semester to care for a newborn or newly adopted child. The leave should occur within the first 12 months of the birth or adoptive placement of the child. Faculty member must be the primary caregiver, defined as receiving less than 30 hours per week (on average) of child care assistance during regular working hours. Business Travel Accident: Full-time faculty, Date of Employment. Up to $300,000 USD in event of accidental death, dismemberment or loss of sight when traveling on authorized University business away from campus. Benefits Overview for International Expatriate Employees Page 5

8 Tuition Benefits for Employees: Employees are not guaranteed admission to university academic programs; normal admissions procedures apply. Staff/Special Faculty: Must complete six months of benefitseligible employment on or before the first day of the full semester on the Pittsburgh campus. Faculty: Immediately for courses at For courses taken at an outside institution, must be employed on the first day of the full semester on the Pittsburgh campus. Carnegie Mellon and This benefit applies to undergraduate or graduate credit-bearing courses in degree or non-degree (not certificate) programs. Maximum of 2 courses at any one time per term. 100% tuition remission for courses at 50% tuition assistance for courses taken elsewhere. Graduate tuition benefits that exceed $5,250 USD in a calendar year are subject to IRS tax withholding. The first $5,250 USD in graduate tuition benefits per calendar year are tax- free. Undergraduate and Graduate level tuition benefits for courses taken at outside institutions are subject to state and local taxes. For additional information, including tax liability, please visit Tuition Benefits for Dependent Children: Dependent children are not guaranteed admission to university academic programs; normal admissions procedures apply. Eligible dependent children of benefits-eligible Staff/Special Faculty: Must complete five full years of service by: Fall Term-October 1 st Winter/Spring Term- February 1 st Summer Term-July 1 st Faculty: First full semester following date of Carnegie Mellon and Child must be accepted into and enrolled in an undergraduate program before age 30. Child must be naturally born to or legally adopted by the employee, and be properly claimed on the employee s federal income tax return as a dependent. Children attending another institution must be enrolled full time (except for the summer term). Children attending Carnegie Mellon are eligible for 100% undergraduate tuition remission for up to 8 semesters. Children of faculty attending another institution are eligible for up to 60%* of Carnegie Mellon s tuition for up to 8 semesters. Children of staff/special faculty attending another institution are eligible for up to $6,820 USD* per academic year (up to $3,410 USD* per semester) for up to 8 semesters. Tuition for children attending Carnegie Mellon is available to an unlimited number of children. Tuition for children attending another institution is available for up to two eligible children in a lifetime. *Benefit is subject to state and local taxes. For additional information, including tax liability, please visit Benefits Overview for International Expatriate Employees Page 6

9 Retirement Plan (University Contributions): Full-time faculty, after first day of 8% monthly salary contributed to self-directed account during each month in which an eligible salary is paid. (Contribution is 9.78% of monthly salary for employees with 9-month academic year appointments.) Upon eligibility, university contributions will automatically be invested in an age appropriate TIAA-CREF Lifecycle Fund. You may change this enrollment at any time. May direct contributions into investments offered at either TIAA-CREF and/or Vanguard. Note: Non-U.S. citizens receive university contributions to the 401(k) plan at Vanguard. 3-year vesting requirement. Prior service with another college or university may be recognized to meet this requirement. Supplemental Retirement Accounts (Employee Contributions): Full-time faculty, after first day of May contribute to a traditional or Roth account. May direct contributions to TIAA/CREF and/or selected Vanguard funds (401(k) is Vanguard only). Immediate vesting. Traditional: Pre-tax salary contributions, which lower taxes now. Contributions and earnings are taxable at retirement. Roth: Post-tax salary contributions. Contributions and earnings are not taxable at retirement. May contribute to either or both kinds of accounts, up to a combined maximum allowed by law, not to exceed annual salary. (The deferral contribution limit is $18,000 USD in 2015.) Those aged 50 and older may make additional pre-tax catchup contributions in addition to the applicable deferral limit. (The allowable catch-up contribution is $6,000 USD in 2015.) Rollovers from other employer plans permitted. Benefits Overview for International Expatriate Employees Page 7

10 Holidays: special faculty and staff assigned to international locations. Date of Employment. Fixed holidays are specific to the country in which the employee is based. The total number of holidays will not exceed 12 days per calendar year, and may consist of both fixed and floating holidays. Floating holidays that are not used within the calendar year will be lost. Time Off and Leaves: staff assigned to international locations. after first day of Carnegie Mellon provides full-time employees with time off and leaves as required under labor laws of each individual. Employee Assistance Program (EAP): Faculty, special faculty and staff assigned to an international location, their spouse/registered domestic partner and eligible dependent children living abroad. Date of Employment. The EAP is administered by LifeSolutions. Provides information, resources, and counseling on any work, life, personal, or family issue, at no cost. Support available 24 hours a day, 7 days a week, 365 days a year. Up to 5 sessions of counseling per issue, per year. WEBSITE: COMPANY CODE: cmuieap support@worldwideassist.co.uk When ing, please include your name, company, country location, and the phone number where you can be reached. DIRECT DIAL/REVERSE CHARGE CALLING: For more information about the EAP, see Benefits Overview for International Expatriate Employees Page 8

11 U.S. Mandated Benefits: Unemployment Compensation All employees Date of employment Unemployment Compensation or insurance is a weekly benefit paid for a limited period of time to workers when they are out of work through no fault of their own. Workers Compensation All employees Date of employment Workers Compensation provides partial income replacement and payment of medical expenses to employees due to job-related accidents or occupational diseases. Social Security All employees Date of employment Carnegie Mellon and The Social Security federal program provides benefits to retired workers, to certain dependents of workers who have retired or died, and to disabled workers. To qualify for Social Security benefits, criteria must be met throughout your working lifetime. The amount of benefits a worker receives is based on one s earnings. Benefits Overview for International Expatriate Employees Page 9

12 Carnegie Mellon University does not discriminate in admission, employment, or administration of its programs or activities on the basis of race, color, national origin, sex, handicap or disability, age, sexual orientation, gender identity, religion, creed, ancestry, belief, veteran status, or genetic information. Furthermore, Carnegie Mellon University does not discriminate and is required not to discriminate in violation of federal, state, or local laws or executive orders. Inquiries concerning the application of and compliance with this statement should be directed to the vice president for campus affairs, Carnegie Mellon University, 5000 Forbes Avenue, Pittsburgh, PA 15213, telephone Carnegie Mellon University makes every effort to provide accessible programming and facilities to individuals with disabilities. To request this document in an alternative format, or to obtain information on university accessibility and accommodations, please contact the office of Disability Resources at Obtain general information about Carnegie Mellon University by calling Benefits and Compensation 5000 Forbes Ave Pittsburgh, PA Phone: (412) Web site: Revised 07/21/2015