Employee Benefits

*These are In-Network Values	Cigna Open Access Plus  $500	Cigna- HDHP  (high deductible)
Deductible	$500/Person $1,000/Family	$1,600/Person $3,000/Family
Out-of-Pocket Max	$6,000/Person $12,000/Family	$4,000/Person $8,000/Family
Preventive Services	100% Coverage	100% Coverage
Office Visits	$50/office  $75/Urgent Care	20% AD
Hospital Service	Inpatient 20% AD Outpatient 20% AD	Inpatient 20% AD Outpatient 20% AD
Mental Health Services	Inpatient 20% AD Outpatient 20% AD	Inpatient 20% AD Outpatient 20% AD
Emergency Room	$250 Co-Pay	20% AD
Pharmacy Retail 30 Day Supply	Generic Preferred $15 Brand $45 Non-Preferred Brand $75	Generic Preferred $15 AD Brand $45 AD Non-Preferred Brand $95
Cost - Monthly	Employee Only $40.39  Two-Party $212.49 Family $269.34	Employee Only $16.68 Two-Party $150.44 Family $192.81
HealthJoy	Included	Included

$500 SBC
$500 Summary
$1,600 SBC
$1,600 Summary

Cigna Dental	Total DHMO	Total DPPO
Preventive	100% Coverage
Basic	Copay Schedule	20% AD
Major	Copay Schedule	50% AD
Orthodontics	No Coverage	50% - $1000 Lifetime Max
Annual Max	No Annual Max	$1,250/Person
Deductible	None	$50/Person $150/Family
Cost - Monthly	Employee Only $0.00 Two-Party $15.00 Family $20.00	Employee Only $10.00 Two-Party $40.00 Family $50.00
		For every consecutive year on the plan, each member will receive increased maximums by the schedule outlines below. The annual maximum benefit for each member will never exceed $2,000.

Cigna DPPO

Cigna Vision	EyeMed– In Network
Exam	$10
Standard Lenses
Single	$10
Bifocal	$10
Trifocal	$10
Lenticular	$10
Frames	$120 allowance +20%
Contacts	$120 allowance
Cost– Monthly	Employee Only $4.54 Two-Party $7.98 Family $12.51

Westminster offers options to be able to set money aside pre-tax to help fund medical, dental, vision and dependent care expenses (Employer ID NBS643088).

Flexible Spending (FSA) – NBS

FSA accounts are for those who enroll in the traditional medical plan coverage.

• FSA funds are used to pay for certain medical, dental, or vision expenses, including co-payments and deductibles with pre-tax dollars
• Funds must be use by Dec. 31, 2024
• Rollover of $640. Additional funds will be forfeited. 
• Medical flexible spending limit is $3,200.
• Dependent Care flexible spending limit depends on your federal tax filing status.
  
  • The limit is $5,000 if you are married and filing a joint return or if you are a single parent.
  • The limit is $2,500 if you are married and filing separately.

Health Savings Account (HSA) – Health Equity

HSA funds are used to pay for approved medical, dental, or vision expenses, including co-payments and deductibles. Please refer to the list of generally permitted medical and dental expenses to see everything that may be covered.

HSA Contributions	Employee Max	Westminster's Max
Employee	$4,150	$500
Employee +	$8,300	$1,000
Employee 55+	Additional $1,000	–

*Westminster contribution is included in the employee’s max.

HealthJoy includes access to free virtual urgent care, assistance with provider searches, a benefits wallet that holds your digital medical cards, a bill review, and more.

• What is HealthJoy?
• How to download and activate HealthJoy
• HealthJoy introduction video

Employee Assistance Program

HealthJoy also offers an Employee Assistance Program for all full-time employees, their dependents, and any household members. This program's services can provide support with:

• Depression, grief, and emotional well-being
• Family, marital, and relationship issues
• Life improvement and goal setting
• Addictions and substance abuse
• Stress or anxiety
• Financial and legal concerns
• Online will preparation

Contact the HealthJoy Employee Assistance Program by phone (1.888.731.3EAP) or online (eap.healthjoy.com) for confidential support, 24 hours a day, 365 days a year

Eligibility

Staff who are regularly scheduled to work for 30 or more hours per week and faculty on an annual contract for 9 or more months (including the equivalent of 24 or more credit hours) are eligible for coverage under the university group life insurance/accidental death and dismemberment plan.

Details

Westminster provides basic life and accidental death and dismemberment insurance equal to 2 and a half times your annual salary (to a maximum of $500,000). The university covers the full premium for basic life and accidental death and dismemberment.

Eligible employees must designate a beneficiary. You can update or change beneficiary information through ADP WorkforceNow.

Additional Coverage

Employees who are eligible for basic life insurance may purchase additional term life insurance for themselves and purchase life insurance coverage for their legal dependents. Some coverage amounts may be subject to the completion of an Evidence of Insurability (EOI) medical certification, to be completed by a physician.

Summaries

• Group life and accidental death and dismemberment
• Voluntary accidental death and dismemberment
• Voluntary life

Eligibility

Staff who are regularly scheduled to work for 30 or more hours per week and faculty on an annual contract for 9 or more months (including the equivalent of 24 or more credit hours) are eligible for the university-sponsored long-term disability (LTD) plan.

Details

The long-term disability plan will pay up to 60% of your pre-disability salary (to a maximum of $7,500/month) after the required period of disability. The premiums for this benefit are paid in full by Westminster. You will be automatically enrolled if you are an eligible employee who has satisfied the required 1-year waiting period.

Summaries

• Staff Long-term Disability Insurance
• Westminster University LTD Summary

Staff who are regularly scheduled to work 20 or more hours per week and at least 1,000 hours per year and faculty on an annual contract for 16 or more credit hours are eligible to participate in the Westminster University 403(b) retirement plan and are eligible for the employer contribution. As of January 1, 2022, the university will contribute 5% of eligible income on behalf of participating employees.

Temporary staff scheduled to work 20 or more hours per week and adjunct faculty with a single semester contract for 9 or more credit hours are eligible to make payroll contributions (elective deferrals) to the retirement plan. They are not eligible for the employer contribution.

For detailed information on Westminster's retirement plan, see the retirement plan summary. You can enroll, initiate or change your elective deferral, or select investment options, through the Transamerica website.

You can make changes to your elective deferral through the Transamerica website at any time. Changes submitted 10 days before the next pay date will be processed for that pay cycle. Changes submitted later will be reflected in the next pay cycle.

Westminster has contracted with HUB to provide investment and retirement planning guidance to eligible employees. The retirement plan advisors are available to meet with plan participants individually to assist with:

• Updating your beneficiary information
• Investment options
• Determining how much to contribute
• Transferring assets

Contact

If you have questions or would like to set up a financial planning appointment to review your investment options, email Spencer Welch, client service associate (spencer.welch@hubinternational.com).

Eligibility

Staff with an annual FTE of .75 or greater and faculty on an annual contract for 9 or more months (including the equivalent of 24 or more credit hours) are eligible for tuition exchange. Dependents of faculty with at least a 9-month contract and staff that are scheduled to work at least 30 hours a week and employed for at least a year are eligible for the tuition exchange benefit.

How It Works

Tuition exchange allows eligible dependents to attend a variety of colleges and universities nationwide for up to 8 academic semesters at a tuition rate set by the institution the student would attend. There is an annual cap set by Tuition Exchange, and each college or university may award tuition exchange up to the cap.

Tuition Exchange Defined

The term 'tuition exchange' includes colleges and universities that are part of the Tuition Exchange organization.

How to Get the Benefit

1. Review the Tuition Exchange Policy.
2. Follow the regular application process for the exchange college or university.
3. Complete and submit the online application for tuition exchange.

This process is extremely competitive and selective in nature. If you have questions about the Tuition Exchange program, contact the Financial Aid Office by email (financialaidoffice@westminsteru.edu) or phone (801.832.2500).

Eligibility

Employees who meet one of the following criteria are eligible for this benefit:

• Full-time staff with an annual FTE of .75 (30 hours/week) or greater
• Full-time faculty on an annual contract of 24 or more credit hours
• Faculty on approved phased retirement

Undergraduate Tuition Remission: Eligibility will begin the first full semester after 6 months of full-time employment.

Graduate Tuition Remission: Eligibility will begin the first full semester after 2 years of full-time employment.

How to Get the Benefit

To take advantage of Westminster’s tuition remission benefit:

1. Find out if you are eligible for the Tuition Remission benefit.
2. Review the Tuition Remission Benefit Summary.
3. Complete the Tuition Remission form at least 30 days prior to the start of the semester:
   • 2023-24 Form
   • 2024-25 Form
4. Watch for confirmation that your access to the Tuition Remission benefit was approved by the Financial Aid Office.

Policy and Forms

• Tuition Remission Benefit Summary
• Tuition Remission Eligibility Tool
• Information Release Form (complete this form in your Self-Service portal under User Options > Student Records Release)
• Tuition Remission Form

Submit questions about Westminster’s Tuition Remission program to the Financial Aid Office by email (financialaidoffice@westminsteru.edu) or phone (801.832.2500).