Active Employees

The University currently offers four options for medical coverage:

• Consumer Choice HSA — Provided by Blue Cross Blue Shield of Georgia (BCBS), this plan was formerly known as the Health Savings Account (HSA) Open Access POS. This is the only healthcare plan that provides you with access to an HAS.
• Comprehensive Care — Provided by Blue Cross Blue Shield of Georgia (BCBS), this plan was formerly known as the Open Access POS, and it offers coverage for both in-network and out-of-network providers.
• BlueChoice HMO — You receive benefits when your care is coordinated by your BCBS primary care physician.
• Kaiser Permanente (KP) HMO — You receive benefits when your care is coordinated by your KP primary care physician.
• Prescription Benefits – CVS/Caremark will be the new Pharmacy Benefit Manager for all of the self-insured healthcare plans administered by BCBSGA (Consumer Choice HSA, Comprehensive Care, and BlueChoice HMO).

New employees who are benefits-eligible have 30 days from their date of hire to select a medical plan for themselves and their eligible dependents. Eligible dependents include your spouse and your dependent children up to age 26.

Important Information

2018 Benefits Summary for Active Employees

2018 USG Comparison Guide

The University System of Georgia offers two dental coverage choices through Delta Dental. 

• To Find a Delta Dental Dentist
• See Benefits Highlight for the Base and High Plans
• Register to start your online account

Visit the USG Delta Dental website

Delta Dental offers two plan options — a Base Plan and High Plan. The table below will help you compare your two options.

For more information about your Delta Dental Plan benefits visit

https://www.usg.edu/hr/benefits/2018_benefits/dental

USG provides vision coverage through EyeMed. Its provider network includes top national retail chains, such as LensCrafters®, Sears OpticalSM, Target Optical®, JCPenney Optical® and many Pearle Vision® locations. Most employees have access to local, in-network providers.

Here are the features of your vision benefit option:

As you can see, you’ll receive greater benefits when you use in-network providers and retailers. You’ll find plenty of providers to choose from athttp://www.eyemed.com or by calling 1-866-800-5457.

For more information on your vision option, check out these:

https://www.usg.edu/hr/benefits/2018_benefits/vision

• 2018 Comparison Guide
• Vision Flyer
• Get the EyeMed App
• EyeMed FAQs
• Out-of Network Claim Form
• Vision Summary Plan Document

Visit Website at http://www.eyemed.com for more information

Vision Care FAQs

What is the effective date of my vision coverage?
Your vision coverage is effective the first of the month following your submission of the enrollment form.

Do I have another opportunity to enroll in vision coverage if I do not complete my benefits election form within the first 31 days of employment?
Yes, you can enroll in the Vision plan during the annual open enrollment period.

Healthcare Saving account – Must be enrolled in the Consumer Choice HSA Plan to be able to select this plan.  A healthcare Saving Account (HSA) is a type of personal savings account that helps you save money for many out-of-pocket medical expenses like doctor visits, vision and dental care, and prescriptions.  Unlike a FSA, money left in your HSA rolls over from year to year.

When you contribute to your HSA through Payroll deduction, University System will match you dollar-for-dollar until your contributions reach $375 for an individual or $750 for a family.  In 2018, you can contribute a total of up to $3,450 for an individual or $6,950 for a family.

Contributions to an Optum Flexible Spending Account (FSA) for healthcare and dependent care expenses are tax-free, allowing you to save money on your federal and state income taxes and Social Security taxes.  You must enroll each year in order to have the plans.

For more information, visit:  https://www.usg.edu/hr/benefits/2018_benefits/health_savings_account

Healthcare Flexible Spending Accounts – Covers out of pocket healthcare, prescription drug, dental and vision expense.  You can contribute up to $2,600.

Limited Purpose FSA – Those enrolled in the Consumer Choice HSA healthcare plan can contribute up to $2,600 annually to a Limited Purpose FSA, which can be used for eligible dental and vision expenses only.

Dependent Care Flexible Spending Accounts  – Helps you pay daycare expenses, after school, and Summer camps for children under age 13, and care for a disabled dependent over age 13.  You can contribute up to $5000 a year or $2,500 if you are a single parent.

Qualified Transportation Flexible Spending  Account– Helps you save up to 40% on eligible Parking and Transit expenses.  

Login:  https://mycdh.optum.com  

Contact Optum Bank Consumer Services at (877) 470-1771 (M-F, 7 a.m.-7 p.m. CT) or E-mail: mycdh@healthaccountservices.com

For more information, visit:

https://www.usg.edu/hr/benefits/2018_benefits/flexible_spending_accounts

HSA/FSA Summary

Transportation FSA FAQs

Frequently asked questions about Optum Payment Card.

Disability Insurance Offered by Metlife

If you’re unable to work because of a non-work related illness or accident, these Metlife disability benefits can replace some of the income you’ll lose by not working:

NEW 2015 STD/LTD Leave Coordination

Employees will have two options:

• Employee may use sick and vacation/annual (vacation/annual is optional) leave during elimination period only and then receives up to 60% of weekly or monthly salary as a short or long term disability benefit after the end of the elimination period.
• Employee may use sick and vacation/annual (vacation/annual is optional) leave during the elimination and into the disability benefit period. If an employee exhausts all leave prior to the end of the disability period or chooses to stop using paid leave accruals while still in the disability period, then the employee would be eligible to receive up to 60% of weekly or monthly salary as a short and/or long term disability benefit.

Employee can use sick and vacation/annual (vacation/annual is optional) leave or receives disability payment, but can no longer receive both leave and disability together.

Short-term disability (STD) – after you’ve been disabled for 14 days, this benefit replaces 60% of your weekly salary, up to $2,500. Benefits may last up to 11 weeks.

• There are no pre-existing condition exclusions with this benefit option. Proof of good health is required for late entrance.

Long-term disability (LTD) – if you are eligible, USG replaces 60% of your monthly salary, up to $15,000. Benefits start 90 days after disability begins and continues until you return to work, are no longer disabled, or are of normal Social Security retirement age.

• Important note: You may not be eligible for LTD benefits for 12 months if you received treatment for a condition within three months of when your disability coverage begins. There is no proof of good health requirement for this benefit.

We would like to highlight one of the new features now available to you through MetLife for plan year 2014.  MetLife offers a free, confidential Employee Assistance Program.

Handle life’s challenges

If you are enrolled in the long-term disability plan, EmployeeConnect Services, your free and confidential Employee Assistance Program (EAP) can help you with the challenges of life, including work, family, money, relationships and more. The EAP is available 24/7, 365 days a year.

Please view the Flyer on the Employee Assistance Program for a detailed list of qualified services

Please visit USG Website for more information. Check out this Disability at-a-glance overview.

Reporting Your Disability Claim

Instruction on how to Report Your Disability Claim.

The Family Medical Leave Act (FMLA) entitles eligible employees to take up to 12 weeks of unpaid, job protected leave each year. The employee must be employed for at least one year and have worked at least 1,250 hours over the previous 12 months. Employees may request FMLA for the following events:

• Birth of a child
• Adoption of a child
• Serious health condition of the employee, the employee’s child, spouse, or parent
• Any period of incapacity or treatment connected with inpatient hospital care, hospice or residential medical care facility;
• Any period of incapacity sporadic absences from work, school, or other regular daily activities that also involves continuing treatment by a health care provider; or,
• Continuing treatment by a health care provider for a chronic or long-term health condition that is incurable or so serious that if not treated, would likely result in a period of incapacity; and for prenatal care.

On January 28, President Bush signed into law the National Defense Authorization Act for FY 2008 (NDAA), Public Law 110-181. Section 585(a) of the NDAA amended the FMLA to provide eligible employees working for covered employers two important new leave rights related to military service:

New Leave Entitlement. An eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered service member who is recovering from a serious illness or injury sustained in the line of duty on active duty is entitled to up to 26 weeks of leave in a single 12-month period to care for the service member. This provision became effective immediately upon enactment. This military caregiver leave is available during “a single 12-month period” during which an eligible employee is entitled to a combined total of 26 weeks of all types of FMLA leave.

New Qualifying Reason for Leave. Eligible employees are entitled to up to 12 weeks of leave because of “any qualifying exigency” arising out of the fact that the spouse, son, daughter, or parent of the employee is on active duty, or has been notified of an impending call to active duty status, in support of a contingency operation. By the terms of the statute, this provision requires the Secretary of Labor to issue regulations defining “any qualifying exigency.” In the interim, employers are encouraged to provide this type of leave to qualifying employees.

Handle life’s challenges

If you are enrolled in the long-term disability plan, EmployeeConnect Services, your free and confidential Employee Assistance Program (EAP) can help you with the challenges of life, including work, family, money, relationships and more. The EAP is available 24/7, 365 days a year.

Please view the Flyer on the Employee Assistance Program for a detailed list of qualified services

Forms and Policies

Employee Rights and Responsibilities Under the Family and Medical Leave Act

FMLA Policy

Employee Checklist & Responsibilities While on FMLA Leave

Request FMLA through eTime

Healthcare Provider Certification Form – For Employee

Healthcare Provider Certification Form – For Family Member

The Military Family Leave Provisions under the Family and Medical Leave Act

The military family leave provisions of the Family and Medical Leave Act (FMLA) entitle eligible employees of covered employers to take FMLA leave for any “qualifying exigency” arising from the foreign deployment of the employee’s spouse, son, daughter, or parent with the Armed Forces, or to care for a servicemember with a serious injury or illness if the employee is the servicemember’s spouse, son, daughter, parent or next of kin.

Fact Sheet #28M: The Military Family Leave Provisions under the Family and Medical Leave Act 

Military Family Leave Provisions of the FMLA Frequently Asked Questions

Your Rights Under USERRA The Uniformed Services Employment and Reemployment Rights Act

Board of Regent Personel Policy 8.2.7.5 Military Leave with Pay

Ordered Military Duty
For the purpose of this policy, ordered military duty shall mean any military duty performed in the service of the State or the United States, including, but not limited to, service schools conducted by the armed forces of the United States. Such duty shall be deemed “ordered military duty” regardless of whether the orders are issued with the consent of the employee (BoR Minutes, 1990-91, p. 173).

Leave of Absence
An employee who receives orders for active military duty shall be entitled to absent himself or herself from his or her duties and shall be deemed to have a leave of absence with pay for the period of such ordered military duty, and while going to and returning from such duty, not to exceed a total of eighteen (18) workdays in any one federal fiscal year (October 1 – September 30) as authorized by Georgia Law O.C.G.A. § 38-2-279[e]. At the expiration of the maximum paid leave time, continued absence by the employee shall be considered as military leave without pay. The employee shall be required to submit a copy of his or her orders to active military duty (BoR Minutes 1990-91, pp. 173-174).

Emergency Leave of Absence
Notwithstanding the foregoing leave limitation of eighteen (18) days, in the event the Governor declares an emergency and orders an employee to State active duty as a member of the National Guard, such employee while performing such duty shall be paid his or her salary or other compensation as an employee for a period not exceeding 30 days in any one federal fiscal year.

Payment of Annual Leave
After an employee has exhausted his/her paid military leave, an institution may pay the employee for his/her accumulated annual leave (BoR Minutes, 1990-91, p. 174).

We provide you with coverage to help protect your family’s income against the unexpected.

Basic life insurance and accident coverage is provided to you at no cost. Beyond that, you have options to increase your coverage and financial security for your family in the event of death.

Coverage for newly eligible employees:

• Basic life and AD&D – You’ll receive life and AD&D insurance equal to $25,000 at no cost to you.
• Supplemental life insurance – You can buy additional life insurance coverage from one to eight times your salary, up to a maximum of $2.5 million. The lesser of 3x your annual salary or $500,000 is guaranteed without you providing any Evidence of Insurability (EOI).
• Dependent coverage – You can buy life insurance coverage for your dependents, too. You can choose to cover either your spouse or children or both.
  • Spouse coverage options are available in amounts from $10,000 to $500,000. Your spouse will need to show proof of good health for amounts over $50,000.
  • Child(ren) coverage options are available in the amounts of $5,000, $10,000, or $15,000. No EOI is required.

Note: An increase or election of spouse life will always require an EOI unless you are new eligible and elect $50,000 or less within 31 days of your eligibility date.

Minnesota Life – LifeSuite Resources

You pay no additional premiums to access the following services:

• Beneficiary Financial Counseling– Beneficiaries who receive at least $25,000 in policy benefits may choose to use independent beneficiary counseling services from Price Waterhouse Coopers LLP.
• Travel Assistance Services – Global Rescue provides travel assistance services to all active U.S. employees covered under the group life insurance program and their spouses and dependents. For more information, including program terms and conditions, visit LifeBenefits.com/travel or call 1-855-516-5433 in the U.S. and Canada. From other locations, you can call collect to +1-617-426-6603.
• Legal Services – Ceridian provides employees and their dependents telephone access to a national network of 22,000+ accredited attorneys for consultation on simple wills, estate planning documents and other legal issues. Discounts are available for participating attorneys. Contact Ceridian at 1-877-849-6034 or visit LifeWorks.com (user name: will password: preparation).
• Legacy Planning Services – Active and retired employees, spouses and dependents can access resources designed to help individuals and families work through end-of-life issues when dealing with the loss of a loved one or planning for their own passing. These resources are available at LegacyPlanningServices.com.

For more info, click here. 

Accidental Death and Dismemberment (AD&D)

You can buy supplemental AD&D insurance in amounts of $10,000 to $500,000.

For more information on this benefit and the rates for coverage, check out this Life insurance at-a-glance overview.

Critical Ill Insurance – New for 2014

Critical Illness Insurance can help cover the extra expenses associated with a serious illness. This coverage provides you with a lump sum payment. Payments may be used to help pay for expenses generally not covered by medical and disability income coverage. Plus, the payment(s) will be made directly to you, not to the doctors, hospitals or other health care providers. You will receive a check, mailed directly to your home.

Click here for more info.

• Minnesota Term Life and AD&D Insurance Plan
• More info on Minnesota Term Life and AD&D Insurance

HSA & FSA

• HSA & FSA: US Bank Healthcare Payment Solutions

Whole Life Insurance

• Metlife Whole Life Insurance Plan Summary
• Rate Sheet with Cash Values
• Metlife Texas Life Enrollment Form

Critical Illness Insurance

• Critical Illness Insurance Plan Summary
• Critical Illness Insurance Plan Rates
• CII Benefit Election Form
• Sample certificate

Accident Insurance

• Accident Insurance Plan Summary
• Group Accident Insurance Plan Rates
• Enrollment/Change Form
• Sample High Plan Certificate
• Sample Low Plan Certificate

Find out how Medicare affects you as an active employee and as a retiree.  

This plan is closed for new enrollments.  

Existing participants, please go to: http://gsu.jhancock.com/longtermcare/gsu/home.html

Username:gsu
Password:mybenefit

For all plan options and customer service, please contact John Hancock directly.

John Hancock – Long Term Care

1-888-786-2701

http://gsu.jhancock.com/longtermcare/gsu/home.html

All participants as of 1/1/2012 will be subject to a rate increase in the plan year 2012. You will be notified 6 months in advance of the rate increase effective date. The overall average increase will be approximately 45%. Please note that the final rate increase, once implemented, will vary by issue age, inflation type, and benefit period.

What is COBRA continuation health coverage?
Congress passed the landmark Consolidated Omnibus Budget Reconciliation Act (COBRA) health benefit provisions in 1986. The law amends the Employee Retirement Income Security Act, the Internal Revenue Code and the Public Health Service Act to provide continuation of group health coverage that otherwise might be terminated.

What does COBRA do?
COBRA provides certain former employees, retirees, spouses, former spouses, and dependent children the right to temporary continuation of health coverage at group rates. This coverage, however, is only available when coverage is lost due to certain specific events. Group health coverage for COBRA participants is usually more expensive than health coverage for active employees, since usually the employer pays a part of the premium for active employees while COBRA participants generally pay the entire premium themselves. It is ordinarily less expensive, though, than individual health coverage.

What plans does COBRA cover for our employees and dependents?
COBRA eligible plans include: medical dental or vision.

Who is entitled to benefits under COBRA?
Qualified Beneficiaries – A qualified beneficiary generally is an individual covered by a group health plan on the day before a qualifying event who is either an employee, the employee’s spouse, or an employee’s dependent child. In certain cases, a retired employee, the retired employee’s spouse, and the retired employee’s dependent children may be qualified beneficiaries. In addition, any child born to or placed for adoption with a covered employee during the period of COBRA coverage is considered a qualified beneficiary. Agents, independent contractors, and directors who participate in the group health plan may also be qualified beneficiaries.

Qualifying Events
Qualifying events are certain events that would cause an individual to lose health coverage. The type of qualifying event will determine who the qualified beneficiaries are and the amount of time that a plan must offer the health coverage to them under COBRA. A plan, at its discretion, may provide longer periods of continuation coverage.

Qualifying Events for Employees

• Voluntary or involuntary termination of employment for reasons other than gross misconduct
• Reduction in the number of hours of employment

Qualifying Events for Spouses:

• Voluntary or involuntary termination of the covered employee’s employment for any reason other than gross misconduct
• Reduction in the hours worked by the covered employee
• Covered employee’s becoming entitled to Medicare
• Divorce or legal separation of the covered employee
• Death of the covered employee

Qualifying Events for Dependent Children:

• Loss of dependent child status under the plan rules
• Voluntary or involuntary termination of the covered employee’s employment for any reason other than gross misconduct
• Reduction in the hours worked by the covered employee
• Covered employee’s becoming entitled to Medicare
• Divorce or legal separation of the covered employee
• Death of the covered employee

How long after a qualifying event do I have to elect COBRA coverage?
Qualified beneficiaries must be given an election period during which each qualified beneficiary may choose whether to elect COBRA coverage. Each qualified beneficiary may independently elect COBRA coverage. A covered employee or the covered employee’s spouse may elect COBRA coverage on behalf of all other qualified beneficiaries. A parent or legal guardian may elect on behalf of a minor child. Qualified beneficiaries must be given at least 60 days for the election. This period is measured from the later of the coverage loss date or the date the COBRA election notice is provided by the employer or plan administrator. The election notice must be provided in person or by first class mail within 14 days after the plan administrator receives notice that a qualifying event has occurred.

For further information regarding COBRA rights go to: http://www.dol.gov/dol/topic/health-plans/cobra.htm

COBRA FAQs

2018 Medical Premiums

Section 125 of the IRC allows you to pay many of your benefit premiums on a pretax basis. Doing so saves you money (as much as 25-40% of the cost). If you elect health, vision, and/or dental coverage, your portion of the premium cost is automatically deducted from your pay on a pretax basis. The Medical and Dependent Care Spending Accounts described later are also offered as pretax benefits through Sec. 125.

Georgia State University (GSU) is an equal opportunity employer. Qualified individuals with disabilities are welcome as employees at GSU. Reasonable accommodations may be needed to provide equal access and opportunities to qualified individuals with disabilities. The Benefits Office has been designated to coordinate employee requests for workplace accommodations. An individual with a disability may request a reasonable accommodation by contacting the Benefits Office. Employees requesting a reasonable accommodation are expected to work cooperatively with GSU throughout the accommodation process.

An individual with a disability is a person who:

• Has a physical or mental impairment that substantially limits one or more major life activities;
• Has a record of such an impairment; or
• Is regarded as having such an impairment.

A qualified employee with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question.

Some examples of a reasonable accommodation may include, but is not limited to:

• Making existing facilities readily accessible and usable
• Altering when or how essential functions are performed
• Permitting use of accrued paid or unpaid leave
• Modifying work schedules
• Acquiring or modifying equipment or devices

Need Assistance?

• Call: 404.413.3302
• Email: benefits@gsu.edu

Accommodation Information and Forms

• Employee Accommodation Policy and Procedures
• Employee Medical Certification Form
• Employee Accommodation Request Form
• Employee Voluntary Disclosure Form 

Teachers Retirement System of Georgia (TRS)

The basic retirement program is offered through the Teachers Retirement System of Georgia (TRS). It is a “defined benefit” plan (a pension-type program). Normal retirement age for TRS benefits is 60 with at least 10 years of service. If you have at least 30 years of service, you can retire regardless of age. Reduced benefits are available if you have at least 25 years of service and opt to take “early retirement.”

The actual benefit amount you will receive when you retire depends on a formula that takes into account your total years of service and two highest consecutive years of average salary.

To help administer the TRS program and to fund its benefits, the University also contributes on your behalf. As you are aware, the Teachers Retirement System (TRS) determines employee and employer contribution rates one year prior to their effective date. The TRS, a defined benefit plan, operates on a fiscal year cycle (July 1 – June 30). Please note there is a change in the employer contribution rate for Fiscal Year 2016. The TRS employer contribution rate will increase from 13.15% to 14.27%, while the employee contribution rate will remain at 6.00%. This new rate will become effective July 1, 2015.

Fiscal Year 2016 – TRS Contribution Rates

Employer Contribution Rate 14.27%
Employee Contribution Rate 6.00%

There is currently a 10-year vesting schedule, meaning that once you have 10 years of creditable services in the TRS system, you are eligible for a retirement benefit once you reach age 60.

To view complete TRS information and for access to your personal TRS account, go to www.trsga.com. Here you can find your current contribution summary, review your beneficiaries and if you are within 5 years of retirement, run the benefit estimator to calculate your monthly retirement income.

For your consideration:

1. State law does not allow the employee contribution to go above the current 6.00%.

2. If you remained employed and have at least 10 years of credible service (vested) when you retire, you are guaranteed a monthly income for life based upon your highest consecutive 24 months of salary.

3. If you leave employment prior to 10 years of service, there are 3 options available for your employee contribution account.

3. 1. You may withdraw funds subject to taxes and penalties before age 59 ½

3. 2. You may leave funds in TRS for up to 4 years and earn 4.5% interest

3. 3. You may roll funds over at any time into a comparable retirement plan without any taxes or penalties.

Optional Retirement Plan (ORP)

Instead of participating in the TRS defined benefit plan, faculty and certain administrators may elect to participate in an optional retirement plan (ORP). Exempted employees hired after June 30, 2008 will have the opportunity to elect to participate in the optional retirement plan. The ORP is a “defined contribution” plan. For the remainder of the 2015 fiscal year, the current contribution rates will remain the same. The ORP employer contribution rate will remain at 9.24% and the employee contribution rate will remain at 6%. Any change to contribution rates for Fiscal Year 2017 will be communicated prior to July 1, 2016.

FISCAL YEAR 2016 – ORP Contribution Rates

Employer Contribution Rate 9.24%
Employee Contribution Rate 6.00%

The ORP There is full and immediate vesting of all contributions to an individual’s ORP account.

The resources contributed to your ORP can be invested through your choice of four investment companies: Each company offers several investment options. You may change your ORP vendor quarterly. Click any of the links below to:

enroll, get guidance, choose investments, and view products and services.

• VALIC Retirement 
• Fidelity Investments
• TIAA

IMPORTANT NOTE: Exempt employees have 60 days to make an election.  Otherwise, your retirement election will default to TRS.  Your election is irrevocable for the duration of your comtinuous employment.

• Regent Optional Retirement Plan Election Form
• TRS/ORP Retirement Election Form 
• ORP Enrollment Booklet

Click here to see Vendor appointments dates and registration.

Retirement Vendor Contact Directory

SAVE MORE

403(b) vs. 457(b)

For additional retirement savings, you may elect to choose to contribute to the 403(b) or 457(b) plan or both, which provide options for deferring pretax ( and in some cases after-tax) income for retirement saving. What chiefly distinguishes the plans are how they consider and penalize withdrawals. Click here for more information. 

Voluntary Tax-Sheltered Annuity Plan 403(b) Plan

Most employees* are eligible to participate in a voluntary tax-deferred annuity plan offered through Georgia State University under provision 403(b) of the Internal Revenue Code (IRC). This plan allows participants to direct a portion of their income, on a tax-deferred basis, into any of a number of investment vehicles such as annuity contracts and mutual funds. Taxes are deferred until the money is withdrawn, usually upon retirement (withdrawal prior to retirement age carries a penalty). You make the full contribution, via Salary Reduction Form (there are no employer contributions). You may enroll or change your elections for the 403(b) plan at any time, including during the annual Benefits Open Enrollment period.

In general terms, you may set-aside up to $18,500 in a 403(b) plan during 2018. Employees age 50 or older may set aside up to an additional $6,000 for plan year 2018. Your annual contribution is allocated equally across the number of paychecks you receive during the year for your base salary.

There are three authorized vendors, offering a variety of investment options: TIAA, VALIC and Fidelity (Plan Numbers 50326 & 84767).

Fidelity 403(b) Plan Guide (Plan No. 50326)

Voluntary Deferred-Compensation Plan 457(b) Plan

Georgia State offers a voluntary deferred compensation plan under provision 457(b) of the Internal Revenue Code (IRC). This plan allows you to defer a portion of your income, on a tax-sheltered basis, into any of a number of investment vehicles. Taxes are deferred until the money is withdrawn. Unlike a 403(b) plan, withdrawals at times other than retirement do not carry an additional penalty. You may participate in both the 403(b) and the 457(b) plans. You make the full contribution, via salary reduction (there are no employer contributions). You may enroll or change your elections for the 457(b) plan at any time, including during the annual Benefits Open Enrollment period.

In general terms, you may set-aside up to $18,500 in a 403(b) in a 457 plan during 2018. Employees who are age 50 or older may set aside up to an additional $6,0000 for plan year 2018.

There are three authorized vendors, offering a variety of investment options: TIAA, VALIC and Fidelity (Plan Numbers 50326 & 84767).

Click here to see Vendor appointments dates and registration.

*Tax treaties generally disallow non-immigrant foreign nationals who work in the U.S. from excluding such contributions from their taxable income, so there is no advantage to participation.

2018 Salary Reduction Form

2019 Salary Reduction Form

Retirement Vendor Directory

You may participate in the Path2College 529 Plan by payroll deduction. The program, known as a 529 Plan and administered by TIAA-CREF, allows you to set aside money for higher education expenses – for your children, grandchildren, or other beneficiaries of your choice (including yourself). Under current law, any earnings grow tax-free in the account and are tax-free when withdrawn and used for education purposes. You may also be eligible for a State tax deduction for such contributions.

Participation in the Georgia plan does not mean that the beneficiary must attend college in Georgia; the fund may be used for qualified higher Ed expenses at accredited postsecondary institutions across the country. Accounts can be opened with as little as $25 per investment option and have high allowable total limits (more than $200,000). A variety of investment options are available.

To Open an Account: http://www.path2college529.com/

Resources

Saving for College

Path2College 529 Plan FAQ

What is Path2College 529 Plan?
The Path2College 529 plan created by the State of Georgia is designed to help individuals save for the cost of education after high school.

Why should I participate in Georgia’s 529 Plan?
For Georgia income tax purposes, the plan allows a deduction for part of the contributions and an exclusion for the earnings when they are withdrawn and used for higher education expenses.

How much can I contribute to the 529 Plan?
College savings accounts may be opened with as little as $25 per investment option.

Is the Path2College 529 plan deduction pre-tax?
No, contributions to the GHESP are made on an after tax basis. Contributions to the GHESP grow tax free from federal and state income tax. Withdrawals used for qualified expenses will be free of both federal and Georgia income tax.

What is a “Qualified Higher Education Expense”?
Qualified Higher Education Expenses are tuition, fees and the cost of books, supplies and equipment required for the enrollment or attendance of a beneficiary at an eligible educational institution.

What is an “Eligible Educational Institution”?
In general, eligible educational institutions are accredited, post secondary educational institutions offering credit toward a bachelor’s degree, an associate’s degree, a graduate level or professional degree or another recognized post secondary credential.

What if my beneficiary decides not to attend school in Georgia?
Assets can be used at almost every institution of higher education, within Georgia or within the rest of the country, including undergraduate, graduate, medical, law and technical and vocational colleges/schools.

Are withdrawals from the plan tax-free?
Contributions to the Georgia Higher Education Savings Plan grow free from federal and state income tax. Through the power of compounding, the money you save in a tax-deferred account can provide greater potential for growth. And withdrawals used for qualified expenses will be free of both federal and Georgia income tax.

Can I transfer this benefit to someone else?
If your child decides not to attend college, you may transfer funds in your account to certain other family members of the original beneficiary, including a sibling, first cousin, spouse – even yourself.

Are rollovers permitted under the 529 Plan?
You can roll over the money from another 529 Plan into your account to take advantage of the benefits of the Georgia Higher Education Savings Plan.

What forms do I need to complete?

Complete both the Path2College 529 Plan Account Application and a Payroll Deduction Authorization form. Print a copy of your account setup confirmation. If you wish to make contributions via payroll deduction, a copy of the Payroll Deduction Form must be submitted to the Benefits Office.

• We provide you with coverage to help protect your family’s income against the unexpected.

  Basic life insurance and accident coverage is provided to you at no cost. Beyond that, you have options to increase your coverage and financial security for your family in the event of death.

  Coverage for newly eligible employees:

  • Basic life and AD&D – You’ll receive life and AD&D insurance equal to $25,000 at no cost to you.
  • Supplemental life insurance – You can buy additional life insurance coverage from one to eight times your salary, up to a maximum of $2.5 million. The lesser of 3x your annual salary or $500,000 is guaranteed without you providing any Evidence of Insurability (EOI).
  • Dependent coverage – You can buy life insurance coverage for your dependents, too. You can choose to cover either your spouse or children or both.
    • Spouse coverage options are available in amounts from $10,000 to $500,000. Your spouse will need to show proof of good health for amounts over $50,000.
    • Child(ren) coverage options are available in the amounts of $5,000, $10,000, or $15,000. No EOI is required.

  Note: An increase or election of spouse life will always require an EOI unless you are new eligible and elect $50,000 or less within 31 days of your eligibility date.

  Minnesota Life – LifeSuite Resources

  You pay no additional premiums to access the following services:

  • Beneficiary Financial Counseling– Beneficiaries who receive at least $25,000 in policy benefits may choose to use independent beneficiary counseling services from Price Waterhouse Coopers LLP.
  • Travel Assistance Services – Global Rescue provides travel assistance services to all active U.S. employees covered under the group life insurance program and their spouses and dependents. For more information, including program terms and conditions, visit LifeBenefits.com/travel or call 1-855-516-5433 in the U.S. and Canada. From other locations, you can call collect to +1-617-426-6603.
  • Legal Services – Ceridian provides employees and their dependents telephone access to a national network of 22,000+ accredited attorneys for consultation on simple wills, estate planning documents and other legal issues. Discounts are available for participating attorneys. Contact Ceridian at 1-877-849-6034 or visit LifeWorks.com (user name: will password: preparation).
  • Legacy Planning Services – Active and retired employees, spouses and dependents can access resources designed to help individuals and families work through end-of-life issues when dealing with the loss of a loved one or planning for their own passing. These resources are available at LegacyPlanningServices.com.

  For more info, click here. 

  Accidental Death and Dismemberment (AD&D)

  You can buy supplemental AD&D insurance in amounts of $10,000 to $500,000.

  For more information on this benefit and the rates for coverage, check out this Life insurance at-a-glance overview.

  Critical Ill Insurance – New for 2014

  Critical Illness Insurance can help cover the extra expenses associated with a serious illness. This coverage provides you with a lump sum payment. Payments may be used to help pay for expenses generally not covered by medical and disability income coverage. Plus, the payment(s) will be made directly to you, not to the doctors, hospitals or other health care providers. You will receive a check, mailed directly to your home.

  Click here for more info.

  USG Voluntary Benefits Plan Designs and Premiums Summary 
  Term Life and AD&D
  • Minnesota Term Life and AD&D Insurance Plan
  • More info on Minnesota Term Life and AD&D Insurance

  HSA & FSA

  • HSA & FSA: US Bank Healthcare Payment Solutions

  Whole Life Insurance

  • Metlife Whole Life Insurance Plan Summary
  • Rate Sheet with Cash Values
  • Metlife Texas Life Enrollment Form

  Critical Illness Insurance

  • Critical Illness Insurance Plan Summary
  • Critical Illness Insurance Plan Rates
  • CII Benefit Election Form
  • Sample certificate

  Accident Insurance

  • Accident Insurance Plan Summary
  • Group Accident Insurance Plan Rates
  • Enrollment/Change Form
  • Sample High Plan Certificate
  • Sample Low Plan Certificate

Social Security & Medicare (FICA)

Mandatory federal FICA contributions of 1.45% are withheld from your total gross wages for Medicare. You also contribute 6.2% of your gross wages for Social Security, up to a maximum salary of $106,800. The maximum Social Security Contribution is $6,621.60.

We’d like to remind you to review your Social Security Statement online. The Statement has important Social Security information and, if applicable, estimates of your future benefits.

If you are working, we encourage you to check your Statement yearly to make sure your earnings record is correct. The Statement also will help in planning your financial future.

To enroll or view your most recent Statement, please visit www.socialsecurity.gov/signin and sign into your account.

Unemployment

Georgia State University is a covered employer under the provisions for the Unemployment Compensation Law.

Worker’s Compensation

All employees of the university are covered by the provisions of the Georgia Workers’ Compensation Act. This Act provides payments for medical and hospital expenses, temporary or permanent disability compensation and death benefits in the event an employee is injured or killed in an accident while performing his or her official duties. When an accident occurs on the job, the employee must report the accident as soon as possible to the supervisor and the supervisor makes arrangements to report the accident or injury. The report must be completed even if medical treatment is not required. Failure to report the accident promptly could result in failure to receive benefits.

Employee Tuition Assistance Program FAQ

Are dependents of faculty and staff eligible to participate in the Tuition Assistance Program (TAP)?
TAP benefits are currently only offered to full time faculty and staff members of GSU.

Are part-time employees eligible to participate in the TAP program?
All full-time employees who are eligible for benefits and who have completed their six-month provisional period at the University are eligible to apply for this benefit.

What is the waiting period to participate in the program?
Full time employees are eligible to participate in the TAP program after they have completed their six months probationary period.

How many courses are offered under the TAP program?
Eligible employees can take up to nine credit hours of undergraduate or graduate courses per term at any of the 35 public institutions under the University System of GA.

Are there any courses or programs that are excluded under the TAP program?
Yes, the following professional schools: dental, law, medical, and pharmacy are ineligible programs.

Can employees register for the classes under the TAP program at any time?
Employees must register for classes during the designated “employee registration period” only.

Can I attend an institution outside the USG or a technical school?
Employees must choose among the 35 public institutions under the USG.

Are executive/ premiere graduate programs eligible?
Professional executive/premiere graduate programs such as Executive MBA are ineligible under the TAP program.

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