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THE CITY UNIVERSITY OF NEW YORK
SUMMARY OF BENEFITSExecutive Compensation Plan
The University Benefits OfficeOffice of Faculty and Staff Relations
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The City University of New YorkOffice of Faculty and Staff Relations535 East 80th StreetNew York, N.Y. 10021
Spring, 2002
This handbook was designed to acquaint you with the various health plans andWelfare Fund benefits that the University provides to Executive Compensation Planstaff and their eligible dependents. The handbook also outlines the retirement plansthat you may be eligible to join as well as the various investment options that are available through the tax-sheltered annuity program.
We are pleased to note that this edition of the handbook reflects several enhancementsto the University’s benefits packages, particularly in the areas of health and retirement.Our goal is to continue to offer a comprehensive group of services to meet both thepresent and future needs of our staff and their families.
We hope that you find this handbook both informative and helpful. However, shouldyou have questions or require clarification about any of the programs, please do nothesitate to contact the College Human Resources Office at your school.
The University Benefits Office
I. BASIC HEALTH PLANS (Hospitalization and Major Medical) ..............................1
Eligibility ..................................................................................................................1Eligible Dependents ................................................................................................1Enrollment ..............................................................................................................1Effective Dates of Coverage ....................................................................................2Basic Health Plans ..................................................................................................2Health Plan Models ................................................................................................2How to Select a Health Plan ..................................................................................3Medical Spending Conversion ..............................................................................3
The Premium Conversion Program ................................................................4The Health Benefits Buy-Out Waiver Program ..............................................4
II. PSC-CUNY WELFARE FUND BENEFITS ..........................................................5Eligibility ..................................................................................................................5Eligible Dependents ................................................................................................5Enrollment ..............................................................................................................5Prescription Drug Plan ..........................................................................................6Dental Plan ..............................................................................................................6Optical Plan ............................................................................................................6Hearing Aid Benefit ................................................................................................7Group Life & Accidental Death & Dismemberment Insurance ..........................7
Eligibility ............................................................................................................7Basic Group Life ................................................................................................7
Enrollment and Effective Date ....................................................................7Optional Group Life ..........................................................................................7
Enrollment and Effective Date ....................................................................7Living Choices ....................................................................................................7Conversion..........................................................................................................8
Group Total Disability Insurance ..........................................................................8Eligibility ............................................................................................................8Enrollment and Effective Date ..........................................................................8Elimination Period ............................................................................................8Basic Disability Coverage ..................................................................................8Optional Disability Coverage ............................................................................9Restrictions ........................................................................................................9Conversion..........................................................................................................9
Table of Contents
Major Medical Supplements ................................................................................9CIGNA Major Medical Supplement................................................................9Eligibility ..........................................................................................................9Enrollment ........................................................................................................9Deductible ......................................................................................................10
Long Term Care Plans ........................................................................................10Eligibility ........................................................................................................10Enrollment ......................................................................................................10Premium ........................................................................................................10
Catastrophe Major Medical Insurance Plan ($2,000,000) ................................10Eligibility ........................................................................................................11Deductible ......................................................................................................11Enrollment ......................................................................................................11Effective Date ..................................................................................................11Premium ........................................................................................................11
III. FLEXIBLE SPENDING ACCOUNTS ......................................................................12
Eligibility ..............................................................................................................12Enrollment ..........................................................................................................12Effective Date of Coverage ..................................................................................12Forfeiture Rules ..................................................................................................12Coordination of Benefits ....................................................................................12Rules for Coordination........................................................................................13Special Rules for Dependents of Separated or Divorced Parents ....................13
IV. TERMINATION OF COVERAGE..............................................................................14
Coverage Terminates ..........................................................................................14HIPAA..................................................................................................................14COBRA Continuation of Benefits ......................................................................14
Eligibility ........................................................................................................14Periods of Continuation ..........................................................................15Notification Responsibilities ....................................................................16Election of COBRA Continuation............................................................16
V. WORKERS’ COMPENSATION..........................................................................17
VI. RETIREMENT BENEFITS..................................................................................17The Teachers’ Retirement System of the City of New York ............................17
Type of Plan ....................................................................................................17Vesting ............................................................................................................17
Retirement Eligibility..................................................................................17Contribution Rates......................................................................................18Retirement Allowance ................................................................................18Tax-Deferred Annuity ................................................................................19Disability Benefits ......................................................................................19Death Benefit ..............................................................................................19Portability ....................................................................................................19Loans............................................................................................................19Retiree Health Benefits ..............................................................................20
The Optional Retirement Program. (TIAA-CREF) ........................................20Type of Plan ................................................................................................20Vesting ........................................................................................................20Retirement Age ..........................................................................................20Contribution Rates......................................................................................20Tier Reinstatement ....................................................................................21Retirement Allowance ................................................................................21Tax-Deferred Annuity ................................................................................21Disability Benefits ......................................................................................21Death Benefit ..............................................................................................21Portability ....................................................................................................21Loans............................................................................................................21Cash Withdrawals ......................................................................................21Alternate Funding Vehicles ........................................................................21Retiree Health Benefits ..............................................................................21
VII. LEAVES ............................................................................................................22Annual Leave ....................................................................................................22Family and Medical Leave Act of 1993 (FLMA)..............................................22Holidays ............................................................................................................22Jury Duty ..........................................................................................................22Leaves for Child Care ......................................................................................22Retirement Leaves ..........................................................................................23Temporary Disability Leave (Sick Leave) ........................................................23
VIII. MISCELLANEOUS ..........................................................................................24Federal Credit Union ......................................................................................24New York’s College Savings Program ............................................................24 Tuition Waivers ................................................................................................24 Helpful Telephone Numbers ..........................................................................24
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Eligibility
As a member of the Executive Compensa-tion Plan of The City University of NewYork, you are eligible for health coverageunder the City of New York’s HealthBenefits Program (NYCHBP) and for benefits provided by the Professional StaffCongress/CUNY (PSC-CUNY) WelfareFund, if you work at least 20 hours perweek, and your appointment is expectedto last for more than six months.
Eligible Dependents
You may also enroll your dependents iftheir relationship to you is one of the following:
a. A legally married husband or wife. (Anex-spouse is not eligible for coverageunder the NYCHBP regardless of theprovisions of any legal settlement).
b. A domestic partner, (i.e., a person, atleast eighteen years of age, livingtogether with you in a current continuous and committed relationship,and not related by blood to you in amanner that would bar marriage in theState of New York, and who, togetherwith you, has registered as your domesticpartner with the City of New York andhas not terminated the domestic part-nership. ) There are tax consequences,credit and collection implications, debtobligations, and legal consequences ofyour domestic partnership registrationand health benefits enrollment. Pleaseconsult your tax and legal advisors.
c. Unmarried children under age 19. Theterm “children” for purposes of thisand the following source of definitions,include: natural children; children forwhom a court has accepted a consent
to adopt and for the support of whomyou have entered into an agreement;children for whom a court of law hasmade you legally responsible for support and maintenance; and children who live with you in a regularparent/child relationship and are supported by you.
d. Unmarried dependent children age 19to 23 who are full-time students at anaccredited degree-granting educationalinstitution.
e. Unmarried children who cannot supportthemselves because of a disability,including mental illness, developmentaldisability, mental retardation, or physicalhandicap, so long as their disabilityoccurred while the dependent was covered by the City.
Enrollment
To enroll you must obtain an EmployeeHealth Benefits Application (Form ERB)at your College Human Resources Office.The form must be filed within 31 days ofyour appointment date. If you do not file the form within 31 days of yourappointment date, the start of your coverage will be delayed and you may be subject to a loss of benefits.
You are required to provide acceptabledocumentation to support the eligibilitystatus of all persons to be covered by theNYCHBP, which may include a birth certificate, marriage certificate, divorcepapers, domestic partner registrationforms, etc.
Note: You and your dependents cannotbe covered by two health contracts forwhich the City pays or to which the City contributes.
I. Basic Health Plans - Hospitalization and Major Medical
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Effective Dates of Coverage
Coverage begins on your appointmentdate, provided your College HumanResources Office has received yourEmployee Health Benefits Application(Form ERB) within 31 days of that date.
Coverage for eligible dependents listedon your Application will begin on thedate that you become covered.
Dependents acquired after you submityour Application will be covered from thedate of marriage, domestic partnership,birth or adoption, provided that you submitthe required notification and documenta-tion within 31 days of the event.
Basic Health Plans
As an eligible participant of the NYCHBP,you may choose from several healthplans. These plans provide basic coverage,which may or may not require additionalpremiums from you. You may obtainadditional benefits by paying an additionalpremium through payroll deductions ona pre-tax basis.
The health plans presently available toyou are:
1. AETNA U.S. HEALTHCARE HMO
2. AETNA U.S. HEALTHCARE QPOS
3. CIGNA HEALTHCARE
4. EMPIRE HMO NEW YORK
5. EMPIRE HEALTHCARE NJ HMO
6. EMPIRE EPO
7. GHI-CBP/EBCBS
8. GHI HMO
9. GHI TYPE C/EBCBS (Current Members Only)
10. HIP PRIME HMO
11. HIP PRIME POS (Formerly HIP Choice)
12. METROPLUS
13. HEALTHNET (Formerly PHS)
14. VYTRA HEALTH PLANS
Health Plan Models
Most, but not all, of the health plansavailable to you provide the followingcare, with various limitations accordingto the particular plan:
Health Maintenance Organizations (HMO)
A prepaid medical group practice planthat provides a comprehensive predeter-mined medical care benefits package.
The following services are provided fromparticipating providers only:
Outpatient Care/Office Visits
Specialist Care
Outpatient Diagnostic Tests (X-rays,labs, etc.)
Inpatient Hospital Care
Maternity Care (Mother and newborn)
Emergency Room Care
Mental Health Inpatient Care
Mental Health Outpatient Care
Substance Abuse/ChemicalDependency Inpatient Care
Prescription Drug Coverage
Preferred Provider Organization (PPO)
A managed care plan that contracts withemployers, insurance companies or otherthird party administrators to providecomprehensive medical service. Providersexchange discounted services for increasedvolume and prompt payment. Participants’out-of-pocket costs are usually lower thana fee-for-service plan.
Exclusive Provider Organization (EPO)
A more rigid type of PPO, closely relatedto an HMO. Provides benefits or levelsof benefits only if care is rendered byinstitutional and professional providerswithin a specified network (with someexceptions for emergency and out-of-area services).
Point-of-Service (POS)
A type of managed care plan that allowsmembers to choose at the point wherecare begins, to receive services from aparticipating or non-participating provider,usually with a financial disincentive forgoing outside the network.
The following services are provided bothin-and out-of-network for the EPO, PPO& POS:
Physician’s Visit
Outpatient Diagnostic Tests (X-rays,labs, etc.)
Inpatient Hospital Care
Maternity Care (Mother and newborn)
Emergency Room Care
Prescription Drug Coverage
Mental Health Inpatient Care
Mental Health Outpatient Care
Substance Abuse/ChemicalDependency Inpatient Care
Substance Abuse/ChemicalDependency Outpatient Care
All have deductibles and/or maximumout-of-pocket ceilings.
How To Select A Health Plan
To select a health plan that best meetsyour needs, you should consider the following factors:
1. Coverage: Some plans provide preventiveservices; others do not. Some coverroutine care; others do not.
2. Choice of Doctor: Some plans providepartial reimbursement when non-participating providers are used. Otherplans only pay for or allow the use ofparticipating providers.
3. Convenience of Access: Certain plansmay have participating providers orcenters that are more convenient toeither your home or workplace. Youshould consider the location of physicians’ offices and hospital affilia-tions before selecting a health plan.
4. Cost: Some plans require payrolldeductions for basic coverage. Thecost of Optional Riders also differs.Some plans require a copayment foreach routine doctor visit. Some plansrequire the payment of a yearlydeductible and coinsurance before theplans will reimburse you for the use ofnon-participating providers. If a plandoes not cover certain types of servicesthat you expect to use, you must alsoconsider the out-of-pocket cost ofthese services.
To obtain further information on benefits,participating doctors, office locations, andcosts, please refer to the New York CityHealth Benefits Summary ProgramDescription (SPD).
Medical Spending Conversion (MSC)
MSC is comprised of two distinct programs:
A. The Premium Conversion Programand
B. The Health Benefits Buy-Out WaiverProgram.
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A. Premium Conversion Program
All employees who have payroll deductionsfor health benefits are automaticallyenrolled in the Premium ConversionProgram. The Premium ConversionProgram allows for payments of healthplan deductions on a pre-tax basis, thusreducing the amount of gross salary onwhich Federal Income and SocialSecurity (FICA) taxes are calculated. Theoverall reduction in gross salary isshown on the Form W-2 at the end of theyear, but no change is reflected in thegross salary amount on your biweeklypaycheck. You may decline enrollment inthe Premium Conversion Plan when youfirst become eligible for health plan coverage or during the Open EnrollmentPeriod. To do so, you must complete anMSC Form and submit it together withthe Health Benefits Application to yourCollege Human Resources Office.
B. Health Benefits Buy-Out
Waiver Program
The Health Benefits Buy-Out WaiverProgram allows you, if you are eligiblefor NYCHBP health benefits, to waiveCity health benefits and receive a cashincentive payment, provided that you arecovered under a spouse’s or domesticpartner’s health plan or through anotheremployer that is not a City agency.
The annual incentive payment of $500for individual coverage, or $1000 forfamily coverage, is taxable to you, theemployee.
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Eligibility
You are eligible for benefits provided bythe PSC/CUNY Welfare Fund if you area member of the City University of NewYork Executive Compensation Plan, withan appointment expected to last for morethan six months and you are paid fromtax-levy funds and work at least 20 hoursper week; and you are eligible for health coverage under the City of New York’sHealth Benefits Program (NYCHBP). To obtain more detailed information,please refer to the Summary PlanDescription (SPD) for active members of the PSC/CUNY Welfare Fund.
Eligible Dependents
You may also enroll your dependents iftheir relationship to you is one of the following:
a. A legally married husband or wife.(An ex-spouse is not eligible for cover-age under the NYCHBP regardless ofthe provisions of any legal settlement).
b. A domestic partner, (i.e., a person, atleast eighteen years of age, livingtogether with you in a current continuous and committed relationship,and not related by blood to you in amanner that would bar marriage inthe State of New York, and who,together with you, has registered asyour domestic partner with the City of New York and has not terminatedthe domestic partnership.) There aretax consequences, credit and collectionimplications, debt obligations, andlegal consequences of your domesticpartnership registration and healthbenefits enrollment. Please consultyour tax and legal advisors.
c. Unmarried children under age 19. Theterm “children” for purposes of thisand the following source of definitions,include: natural children; children forwhom a court has accepted a consentto adopt and for the support of whomyou have entered into an agreement;children for whom a court of law hasmade you legally responsible for support and maintenance; and children who live with you in a regularparent/child relationship and are supported by you.
d. Unmarried dependent children age 19 to 23 who are full-time students atan accredited degree-granting educational institution.
e. Unmarried children who cannot supportthemselves because of a disability,including mental illness, developmentaldisability, mental retardation, or physical handicap, so long as their disability occurred while the dependentwas covered by the City.
Enrollment
To enroll, you must obtain a PSC CUNYData Sheet at your College HumanResources Office. The form must befiled within 31 days of your appointmentdate. If you do not file the form within31 days of your appointment date, thestart of your coverage will be delayed andyou may be subject to a loss of benefits.
You are required to provide acceptabledocumentation to support the eligibilitystatus of all persons to be covered by thePSC-CUNY WELFARE FUND, whichmay include a birth certificate, marriagecertificate, divorce papers, domestic partner registration form, etc.
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II. PSC-CUNY Welfare Fund Benefits
Prescription Drug Plan
The plan covers most drugs that legallyrequire a prescription and have FederalDrug Administration (FDA) approval fortreatment of the specified condition.Enrollment under this plan is automaticwhen you apply for health benefits.
1. GHI/CBP, Empire EPO, Empire HMO,Healthnet and Vytra HealthCare
a. National Prescription Administrators(NPA) Generic Reimbursement PlanCard and Central Fill Mail OrderPlan in place of GHI drug rider. Co-payment: $5 or 20%, whicheveris greater.
2. HIP PRIME HMO and HIP PRIMEPOS
a. HIP drug rider.
3. All Other Health Plans.
a. Drug riders are provided throughthe carriers.
4. Psychotropic, Injectable, Chemotherapyand Asthma (PICA) Prescription Drug Program.
The PICA program provides drugs incertain categories to you and your eligible dependents. GHI, Blue Choice,Vitra, or Healthnet members accessthis benefit through their NPA card. Ifyour primary health coverage is HIP,Aetna, or CIGNA you will have an“NPA PICA” card, which you will useonly to access PICA drugs.
PICA covers medications in four specific drug categories:
Psychotropic
Antidepressants.
Antipsychotics.
Injectable
Most medications administered byinjection (not in the doctor’s office)except for diabetes medications, which continue to be covered byyour health plan.
Chemotherapy
Medications used to treat cancer.
Medications used to treat the sideeffects of chemotherapy.
Asthma
Inhalers.
Most medications used to treatasthma.
Dental Plan
The plan is designed to provide you withcomprehensive dental care service whilereducing or eliminating your out-of-pocketexpense. There is no annual deductiblewhen you use a participating dentist.
1. Dental Reimbursement Plan
$100/individual and $200/familydeductible for non-participatingproviders.
$1,750 lifetime maximum to each ofyour eligible family members forOrthodontics Reimbursement as per aschedule of fees.
2. Participating Dentist
Self-Insured Dental Services (SIDS).
No deductible. $1,750 lifetime maxi-mum for Orthodontics Co-paymentfor certain procedures.
Optical Plan
Benefit is available once every 24 monthsto you and your dependents based on thebasic City health plan in which you are
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enrolled. If your carrier does not havethe benefit, the Fund provides the benefit.
1. Direct Reimbursement Plan
$100 maximum reimbursement forprescription glasses purchasedthrough a non-participating provider.
2. Davis Vision
Plan includes eye examination andprescription glasses. Other options areavailable at your expense, co-paymentof $25 for contact lenses.
3. General Vision Services (GVS)
Plan includes eye examination andprescription glasses. Other options areavailable at your expense.
Hearing Aid Benefit
Benefit is available once every 36 monthsbased on the City health plan in whichyou are enrolled. If your carrier does nothave the benefit, the Fund provides thebenefit.
1. Direct Reimbursement $500 maximum
2. Brooklyn College-participating outlet
Eligibility
If you are actively at work full-time, youare eligible for PSC-CUNY Welfare Fundbenefits for Group Life & Accidental Death& Dismemberment Insurance throughThe Teachers Insurance and AnnuityAssociation of America – the CollegeRetirement Equities Fund (TIAA-CREF).
1. Basic Group LifeThe amount of insurance coverage isdetermined by your age as of your
enrollment date. Coverage decreases asyour age increases. The maximum coverage is $50,000 for age 40 or less andthe minimum coverage is $5,000 for age65 and over. The full cost of the basiccoverage is paid by the PSC-CUNY WelfareFund and includes an equal amount ofAccidental Death and Dismemberment(AD&D) insurance.
Enrollment and Effective DateTo apply you must complete an enrollmentapplication. To be eligible you must beactively-at-work on the date of enrollmenteligibility. You may also elect to pay foradditional coverage.
2. Optional Group LifeYou can increase your insurance coverageby choosing additional amounts of lifeinsurance and paying low group liferates through payroll deductions. Theincreased coverage also provides anequal amount of Accidental Death andDismemberment insurance.
Enrollment and Effective DateYou must complete an application card.If you enroll before or within 60 days ofyour date of hire medical evidence ofgood health will not be required.
To be eligible you must be actively-at-work on the date of enrollment eligibility.If you elect the optional coverage withinthe 60-day enrollment period, coveragegoes into effect on the date you elect thecoverage. You must complete a payrollenrollment form.
If you elect coverage after the 60-dayenrollment period, coverage will go intoeffect on the date TIAA approves yourwritten evidence submitted on the“Employee Statement of Health Form.”
LIVING CHOICES: An accelerated deathbenefit from TIAA is a provision of this
Group Life & Accidental Death & Dismemberment Insurance (For you)
Group Life Insurance. This allows anemployee who is terminally ill (lifeexpectancy of 12 months or less as certifiedby a physician) the opportunity to collectall or part of his/her life insurance at atime when he/she needs it most. It ispaid in a lump sum, without fees, inamounts up to 100% of the policy.
Conversion
Any or all, basic group or optional grouplife insurance coverage may be convertedto an individual policy at termination ofemployment or retirement.
Total Disability or Totally Disabled is …
1. For the elimination period and for thenext 24 months, being completelyunable, due to sickness, bodily injuryor pregnancy, to perform the materialand substantial duties of your normaloccupation: and
2. After those 24 months, being unable,due to sickness, bodily injury or pregnancy, to perform the material andsubstantial duties of any occupation forwhich you are reasonably qualified byeducation, training or experience.
You must be under the regular care of aPhysician, other than yourself.
Eligibility
As an actively-at-work, full-time permanentemployee of CUNY, you are eligible forPSC-CUNY Welfare Fund benefits, andfor basic disability coverage, at no cost,after completing one year of service. You may also elect to pay for additional disability coverage.
Enrollment and Effective Date
You must complete an application and anauthorization for payroll deduction card.If you enroll before or within 60 days ofyour date of hire medical evidence ofgood health will not be required.
To be eligible you must be actively-at-workon the date of enrollment eligibility. Ifyou elect the optional coverage withinthe 60-day enrollment period, coveragegoes into effect on the date you elect thecoverage.
If you elect coverage after the 60-dayenrollment period, coverage will go intoeffect on the date TIAA approves yourwritten evidence submitted on the“Employee Statement of Health Form.”
Elimination Period
You must be on disability for a continuousperiod of six (6) months before the basiclong-term disability program pays benefits.
Note: The monthly income benefit provided by this plan subtracts (offsets)any employer-provided benefits, such asSocial Security, Workers’ Compensation,sick leave or other retirement or disabilitybenefits, from your monthly disabilitycheck and may be subject to Federal,State and Local taxes.
1. Basic Disability CoverageThe basic disability coverage pays 50% ofthe pre-disability salary with a minimumof $1,250/month and a maximum of$2,500/month before offsets. This basicmonthly income benefit begins on thefirst of the month following six consecu-tive months of total disability. If you continue to receive sick leave paymentswhich equal the monthly wage past sixconsecutive months of total disability,
Group Total Disability Insurance (For you)
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benefits will begin on the first day of themonth after the month in which the lastsick leave payment equal to the monthlywage base is paid. Benefits continue tothe earlier of five years or age 65 if youbecome disabled at age 60 or less, four-and-a-half years if you become disabledbetween age 60 and 65, to age 70 if youare 65 but less than 68 1⁄2, and one year if you are 68 1⁄2 or older.
2. Optional Disability CoverageThe basic disability coverage is providedfor a maximum of five years. If you needfurther protection, you may elect to payan additional premium through payrolldeductions for the optional Long-TermDisability insurance, which provides thefollowing:
a. Increased Monthly BenefitBenefits increase from 50% of themonthly salary to 60%. The minimumbenefit is $1,500 and the maximumis $5,000 before offsets.
b. The Annuity Premium BenefitContributions to your TIAA-CREFpension accumulation-equal to 10%of your monthly pre-disability salary-continue during disability.
If you are a member of NYCERS orNYCTRS, a TIAA-CREF retirementfund is set up for you. This benefitis in addition to the monthly incomecash benefit.
c. A Longer Benefit Payment PeriodBenefits are extended to age 65. If disability occurs after age 60, the duration of benefits will continue asunder the Basic plan.
d. Minimum Benefit PaymentThe optional plan offers a minimumTIAA benefit of $100 a month, evenif your disability income from other
sources equals or exceeds yourmonthly calculated income benefit.
Restrictions
If you become disabled during your firstyear of coverage due to a pre-existingcondition, the disability is not covered bythe Plan. After your insurance has beenin effect for a full year, you are coveredfor any disability, including one resultingfrom a pre-existing condition.
Conversion
Both Basic Disability and OptionalDisability Insurance terminates at termi-nation of your employment or at yourretirement.
Major Medical Supplements
CIGNA Major Medical Supplement to
GHI/CBP Coverage
The CIGNA Major Medical Supplement isdesigned to provide additional protectionagainst the extraordinary cost of a seriousor long-term illness not covered by yourGHI/CBP allowances.
Eligibility
You and your dependents are eligible forthis coverage if you are:
a) An active full-time member of the CityUniversity Executive CompensationPlan and
b) Covered by the GHI-CBP Plan or
c) A retiree and Medicare is not your (oryour dependent’s) primary coverage.
Enrollment
If eligible, you and your dependents willautomatically be enrolled in the CIGNAMajor Medical coverage.
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Deductible
The deductible is $500 for an individualplan and $1,000 for a family plan forthose who purchase the Optional Riderthrough GHI; $2,000 for an individualplan and $4,000 for a family plan forthose who do not purchase the OptionalRider. Benefits will be paid for up to 80%of the remaining covered expenses. Oncethe total out-of-pocket expenses reach$3,000 for an individual or $4,000 for afamily, benefits will be paid for up to100% of the remaining covered expenses.
Long Term Care Plans (LTC)
These plans provide services rangingfrom nursing home care to custodialcare at home, including help with dailyactivities such as eating and dressing, toprofessional attention, such as skillednursing care. They also include servicesoffered through adult day health careprograms and other community agencies.The plans are designed to help you safe-guard financial assets and plan for thefuture by providing financial protectionagainst the devastating cost of long term care.
Long Term Care provides benefits whenyou are unable to care for yourselfbecause of a chronic illness, severe physical impairment or disease that lastsa long time, the normal aging process, orbecause of a cognitive impairment, suchas Alzheimer’s disease or senile dementia,which requires constant supervision.
Eligibility
As a full time member or a retired member of the Executive CompensationPlan you may enroll in a LTC plan. Your
spouse or domestic partner, parents andparents-in-law may also be coveredwhether or not you enroll.
Enrollment
In order to qualify for coverage, eachapplicant must complete a medical questionnaire.
You may enroll in one of the followingcontributory plans:
1. CNA Group Long-Term CareInsurance Program (offered by theCity of New York). You may pay forthese premiums through payrolldeductions.
2. John Hancock Mutual Life InsuranceCompany (offered by the PSC/CUNYWelfare Fund). You may pay for thesepremiums through payroll deductions
3. TIAA-CREF. You must pay for thesepremiums through direct pay.
Premium
Premiums are determined by the age atinitial enrollment and the benefit levelyou choose.
The Catastrophe Major Medical InsurancePlan has been designed to supplementyour basic policy and help pick up eligibleexpenses not covered by the variousNYCHBP, any other major medical, andhospitalization plans. These plans mayprovide adequate health insurance pro-tection, but may limit benefits on a yearlybasis and may limit benefits again as tocovered charges.
Catastrophe Major MedicalInsurance Plan (Marsh Affinity)$2,000,000
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Eligibility
You, your spouse or domestic partner,and dependent children from birth to 21years of age (27 if attending school full-time), are eligible, provided you and youreligible dependents are covered under abasic health plan.
Deductible
There is a $10,000 deductible (or theamount paid by your basic health insurance if higher). When insured, usualand customary eligible expenses counttoward your deductible in full. Eventhose eligible expenses paid for by yourbasic health insurance policy as well asthose paid out of your own pocket counttoward meeting your deductible.
Enrollment
To enroll yourself and your dependents,complete the application form, andreturn to Seabury-Smith.
Effective Date
As long as each person applying meetseligibility requirements, pays the premium,and has not during the five (5) yearsimmediately prior to completing theapplication been treated for, or diagnosedas having, heart disease, kidney disease,internal cancer, any immune disorder,AIDS or AIDS-Related Complex (ARC),diabetes, neurological disease, mental ornervous dysfunction, alcohol or drugdependency, coverage will be effective the15th of the month following receipt andacceptance of the written application andapplicable premium, through payrolldeduction, or direct payment.
Premium
The premium for this plan is basedupon your age at enrollment and may bepaid through payroll deductions.
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Flexible Spending Accounts are availablefor two types of expense, health anddependent care. They are funded throughpre-tax payroll deductions, therebyreducing your taxable income. TheHealth Care Flexible Spending Account(HCFSA) helps you pay for health-relatedexpenses not paid by your health, dentalor vision insurance. The Dependent CareAssistance Program (DeCAP) SpendingAccount provides the opportunity for youto use tax-free dollars to pay for theexpenses to care for your children or otherdependents while you and your spousework (or go to school full-time). For theHCFSA you must provide documentationthat the service was not covered throughanother source, i.e., Explanation ofBenefits (E.O.B.) from the plan.
Eligibility
You are eligible to participate in theHCFSA and DeCAP programs if you areeligible for health coverage under theNYCHBP.
Enrollment
To participate in either or both spendingaccount programs, you must completeand return an Enrollment/Change Form.
Effective Date of Coverage
The period of coverage for these spend-ing account programs is the tax or calen-dar year. For the Plan Year, the period ofcoverage is from January 1st throughDecember 31st.
Newly eligible employees may participateas soon as they become eligible for
health benefits. To participate, you mustsubmit an Enrollment/Change Formwithin thirty (30) days of becoming eligible for these spending account programs. Contributions will be proratedover the remaining pay periods.
Enrollment is not automatic from year toyear. You must re-enroll each year duringthe annual enrollment period. Electionswill be effective January 1st or the date ofyour first deduction if you become eligi-ble after the beginning of the Plan Year.
Forfeiture Rules
Federal regulations require that you usethe entire amount in each of youraccounts by the end of each Plan Year(December 31st). You have until February28th (for HCFSA) and January 31st (for DeCAP) of the next year to submitany claims incurred during the prior PlanYear in which you were a participant.
If you do not use the entire amount youallocate to each of your accounts, youforfeit the unused balance.
Note: You should also be aware that ifyou participate in both spending accountprograms, the amount you allocate toone account cannot be transferred to the other.
Coordination of Benefits (COB)
You may be covered by two or moregroup health benefit plans, which mayprovide similar benefits. Should youhave services covered by more than oneplan, your plan through the NYCHBPwill coordinate benefit payments with
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III. Flexible Spending Accounts
the other plan. One plan will pay its fullbenefit as a primary insurer, and theother plan will pay secondary benefits.This prevents duplicate payments andoverpayments. In no event shall paymentsexceed 100% of a charge. The NYCHBPfollows certain rules, which have beenestablished to determine which plan isprimary; these rules apply whether ornot you make a claim under both plans.
Rules of Coordination
The rules for determining primary andsecondary benefits are as follows:
1. The plan covering you as an employeeis primary before a plan covering youas a dependent.
2. When two plans cover the same childas a dependent, the child’s coveragewill be as follows:
• The plan of the parent whose birth-day falls earlier in the year providesprimary coverage.
• If both parents have the same birth-day, the plan, which has been ineffect the longest is primary.
• If the other plan has a gender rule(stating that the plan covering adependent of a male employee isprimary before a plan covering adependent of a female employee),the rule of the other plan will deter-mine which plan will cover the child.
3. If no other criteria apply, the plan covering you the longest is primary.However, the plan covering you as alaid-off or retired employee, or as adependent of such a person, is secondary, and the plan covering youas an active employee, or as a dependent of such a person, is primary,as long as the other plan has a COBprovision similar to this one.
If two or more plans cover a dependentchild of divorced or separated parents,benefits are to be determined in the following order:
1. The plan of the parent who has custodyof the child is primary.
2. If the parent with custody of a dependent child remarries, that parent’splan is primary. The stepparent’s plan issecondary and the plan covering theparent without custody is tertiary (third).
3. If the specific decree of the courtstates one parent is responsible for thehealth care of the child, the benefits ofthat parent’s plan are determined first.You must provide the appropriate planwith a copy of the portion of the courtorder showing responsibility forhealth care expenses of the child.
Special Rules for Dependents of Separated or Divorced Parents
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Coverage terminates:
• For you and your covered dependents,when you stop receiving a paycheck,except when you are eligible for:
a) Special Leave of Absence Coverage(SLOAC) as a result of your temporary disability or illness; or
b) Family and Medical Leave Act(FMLA) which entitles you to twelve(12) weeks of leave in a 12-monthperiod to care for a dependentchild, a covered family member, adomestic partner, a child of adomestic partner and/or for yourown serious illness.
• For a spouse, when divorced from youor a retiree.
• For a domestic partner, when partner-ship terminates.
• For a child, upon marriage or reachingan ineligible age, except for unmarrieddependent full-time students who arecovered on most plans up to age 23 or 25.
• For all dependents, unless otherwiseeligible, when you die.
HIPAA
The Health Insurance Portability andAccountability Act of 1996 (HIPAA)requires that the plan administratorissue certificates of group health plancoverage to employees upon terminationof employment which results in the termination of group health coverage.Beginning June 1, 1997, and thereafter,each individual, upon termination, willreceive a certificate of creditable coveragefrom the plan administrator. This
certificate provides the necessary information to certify coverage that willbe credited against any pre-existing condition exclusion period providedunder a new health plan.
COBRA Continuation of Benefits
The Federal Consolidated Omnibus BudgetReconciliation Act of 1985 (COBRA)requires that the City offer employees,retirees and their families the opportunityto continue group health and/or welfarefund coverage in certain instances wherethe coverage would otherwise terminate.
The monthly premium will be 102% ofthe group rate (or 150% of the group ratefor the 19th through 29th months in casesof total disability). All group health benefits,including Optional Riders and WelfareFund health benefits, are available.
The maximum period of coverage is 18, 29, or 36 months depending on thereason for continuation.
Eligibility
If you are not eligible for MedicareYou are eligible for continuation underCOBRA if your health and welfare fundcoverage is terminated due to a reduc-tion in hours of employment or termina-tion of employment (for reasons otherthan gross misconduct). Termination ofemployment includes unpaid leave ofabsence of any kind.
If you are Medicare eligibleIf you have lost coverage because of ter-mination of employment or reduction inyour hours you are eligible under theCity’s Medicare-supplemental plans forup to 18 months after the qualifying
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IV. Termination of Coverage
event, or—in the case of loss of coveragefor all other reasons—up to 36 months.(Medicare eligible family members arealso included).
Spouses/Domestic Partners Not Eligible for MedicareSpouses/Domestic Partners of employeesor retirees have the right to choose continuation of coverage if they lose coverage for any of the following reasons:
1. Your death as an employee or retiree;
2. Termination of your employment (forreasons other than gross misconduct);
3. Loss of health coverage due to a reduc-tion in your hours of employment;
4. Divorce from you as an employee or aretiree;
5. Termination of domestic partnershipwith you as an employee or a retiree;
6. Your retirement, when you are not eligible for retiree health insurance.
Dependent Children not Eligible for MedicareDependent children of employees orretirees have the right to continue coverage if coverage is lost for any of thefollowing reasons:
1. Death of a covered parent;
2. The termination of a covered parent’semployment (for reasons other thangross misconduct);
3. Loss of health coverage due to the cov-ered parent’s reduction in hours ofemployment;
4. The dependent ceases to be a “depend-ent child” under the terms of theNYCHBP; or
5. Retirement of the covered parent.
Note: Individuals covered under anothergroup plan are not eligible for COBRAcontinuation of benefits unless the other
group plan contains a pre-existing condition exclusion. However, these individuals may be able to purchase certainwelfare fund benefits.
Periods of Continuation
Continuation of coverage for the formeremployee, retiree, family, or individualdependent as a result of termination ofemployment (for reasons other thangross misconduct), reduction of workschedule, or loss of welfare fund benefitsdue to retirement is available for a maximum period of 18 months. Thisperiod will be measured from the date ofloss of coverage.
If you are totally disabled on the date oftermination from employment or reduction of hours, continuation of coverage for you and your eligibledependents may be extended from 18 to29 months. The monthly premium forthe 19th through 29th month will be150% of the group rate. To qualify for 29months of COBRA continuation of coverage, Social Security must determinethat you are totally disabled. If SocialSecurity later determines that you are nolonger totally disabled, COBRA continua-tion of coverage may terminate beforethe end of the 29th month.
Continuation of coverage for yourspouse/domestic partner or dependents asa result of your death, divorce, domesticpartnership termination, or loss of coveragedue to Medicare-eligibility, or loss ofdependent child status, is available for amaximum of 36 months.
Continuation of coverage can neverexceed 36 months in total, regardless ofthe number of events, which relate to aloss in coverage. Coverage during the
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continuation period will terminate if theenrolled fails to make timely premiumpayments or becomes enrolled in anothergroup health plan (unless the new plan contains a pre-existing conditionexclusion).
Notification Responsibilities
Under the law, you or a family memberhave the responsibility of notifying theCollege Payroll or Human ResourcesOffice and the applicable welfare fundwithin 60 days of your death, divorce,domestic partnership termination, oryour change of address, or of a child’slosing dependent status. Retirees and/orfamily members must notify the NYCHBPand the applicable welfare fund within60 days in the case of death of the retireeor the occurrence of any of the eventsmentioned above. If you, are totally disabled (as determined by SocialSecurity) on the date of termination ofemployment or reduction of hours, youmust notify your health plan of the disability. The notice must be providedwithin 60 days of Social Security’s determination and before the end of the18-month continuation period. If SocialSecurity subsequently determines thatyou are no longer disabled, you must
also notify the health plan of this. Thisnotice must be provided within 30 daysfrom Social Security’s final determination.When the qualifying event (such as yourdeath, termination of employment, orreduction in hours) occurs, you or yourfamily will receive a COBRA informationpacket from the College describing continuation coverage options.
Election of COBRA Continuation
To elect COBRA continuation of healthcoverage, the eligible person must complete a “COBRA - Continuation ofCoverage Application.” Employeesand/or eligible family members canobtain application forms from theCollege Human Resources Office. As aretiree, your eligible family memberscan obtain application forms by contact-ing the NYCHBP and the Welfare Fund.
Eligible persons electing COBRA contin-uation coverage must do so within 60days of the date on which they receivenotification of their rights, and must paythe initial premium within 45 days oftheir election. Premium payments willbe made on a monthly basis. Paymentsafter the initial payment will have a 30-day grace period.
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You are covered for workers’ compensationbenefits if you suffer a job-related injuryor illness, obtain emergency medical
treatment immediately and then contactthe College Human Resources Office.
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V. Workers’ Compensation (WC)
New York State law mandates participationin a retirement system. As a new staffmember you have 30 days from yourappointment date to choose a retirementprogram, and the choice is irrevocable. Ifno choice is filed within 30 days, the lawmandates that you be assigned to TheTeachers’ Retirement System of the Cityof New York.
You may choose between The Teachers’Retirement System of the City of NewYork (TRS) or the Optional RetirementProgram (ORP) presently administeredby Teachers Insurance and AnnuityAssociation of America – CollegeRetirement Equities Fund (TIAA-CREF).
If you are already a member of the TRSor the New York City Employees’Retirement System (ERS), you may remainin that program. If you were recentlyappointed to an Executive CompensationPlan title and were previously a memberof ERS and you wish to remain a member,you must file an application for TransferContributor status within 30 days of yourappointment.
If you are retired and receiving a pensionfrom New York State or any of its politicalsubdivisions, you may obtain approval towork without affecting your pension, butyou cannot participate in our pensionprogram. You must file for a waiver undersections 211 and/or 212 of the Retirement
and Social Security Law. Please note thatthere are earnings limitations underthese circumstances. Consult your CollegeHuman Resources Office for furtherinformation.
Type of Plan – Defined Benefit Plan:Benefits are based on age, final averagesalary (FAS) and years of service credit.
Vesting Five (5) years
Retirement Eligibility If you are an in-service member who is at least age 55and has completed at least five years ofmembership service, you would be eligibleto receive immediate payment of a retirement allowance. A member whoseparates from service before age 55 withat least five years of membership servicewould be eligible to receive a retirementallowance upon reaching age 55. If youare a Tier I, as described below, you mayretire before age 55 if you have 30 yearsor more of service credit but you willreceive an actuarially reduced benefit. Ifyou are a Tier II, III or IV member asdescribed below, and you retire beforeage 62 with less than 30 years of servicecredit, you will receive an actuariallyreduced benefit.
The Teachers’ Retirement Systemof the City of New York (TRS):
VI. Retirement Benefits
Contribution Rates In general, you quali-fy for Tier I status if you last joined TRSbefore July 1, 1973; for Tier II if you lastjoined after June 30, 1973 and beforeJuly 27, 1976; for Tier III if you joinedafter July 26, 1976 and before September1, 1983; for Tier IV if you last joinedafter August 31, 1983. Contributions forTier I and II are based on factors such asyour age and credited prior service. Ifyou are a Tier III or IV member withless than 10 years of membership orcredited service, you must contribute 3%of your gross pay to TRS’ QualifiedPension Plan (QPP) until you haveattained at least 10 years of membershipor credited service. [Please note that onOctober 1, 2000 the BenefitEnhancement Law (Chapter 126 of theLaws of 2000) was passed that providedfor the stopping of member contribu-tions after 10 years of membership orcredited service. For members not cov-ered by a collective bargaining agree-ment, implementation of this provisionwas also October 1, 2000. For memberscovered by a collective bargaining agree-ment, the implementation date is contin-gent upon the ratification of a new col-lective bargaining agreement. However,the implementation will be retroactive toOctober 1, 2000.]
Retirement Allowance If you are a Tier Imember who has served at least threeyears in the position from which you areretiring, your FAS would generally bethe actual gross salary earnable duringthe 12 months prior to your retirement.If you are a Tier II or III/IV member,your Final Average Salary (FAS) is gener-ally the average of your highest threeconsecutive salaries. Calculation meth-ods are as follows: For eligible Tier I
Plan A members: 50% of your FAS foryour first 20 years of qualifying service,provided you meet your minimum accu-mulation; 1.2% of your FAS for eachadditional year of credited service ren-dered before July 1, 1970 but prior toyour 20-year date; 1.7% % of your FASfor each additional year of credited serv-ice; an amount based on any ITHP accu-mulations in excess of those required tofund the full benefit; and an amountbased on any Annuity Savings Fund(ASF) balance that is in excess of theminimum accumulation. For eligibleTier I Plan B members: 1.2% of yourFAS for each year of credited service ren-dered prior to July 1, 1970; 1.53% of yourFAS for each year of credited service ren-dered after June 30, 1970; and an annu-ity based on the balance of your ASF andITHP as of your retirement date. For eli-gible Tier II Plan C members: 50% ofyour FAS for your first 20 years of credit-ed service, provided you meet your mini-mum accumulation; 1.7% of your FASfor each year of credited service; anamount based on any ITHP accumula-tions in excess of those required to fundthe full benefit; and an amount based onyour ASF balance that is in excess of theminimum accumulation. For eligibleTier II Plan D members: 1.2% of yourFAS for each year of credited service ren-dered before July 1, 1970; 1.53% of yourFAS for each year of credited service ren-dered after June 30, 1970; an amountbased on your ITHP; and ASF balances.For Tier III/IV members, the calculationmethod are as follows: 1 2/3% multi-plied by years of service credit for mem-bers with fewer than 20 years of servicecredit; or 2% of FAS multiplied by yearsof service credit for members with 20-29
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years of service credit; or 60% of FAS forTier III members with 30 years or moreof service credit; or 60% of FAS for first30 years of service credit + 11⁄2% of FASmultiplied by years of service creditexceeding 30 years for Tier IV members.
Tax-Deferred Annuity (TDA) TRS’ TaxDeferred Annuity (TDA) Program is anoptional Section 403(b) investment pro-gram that provides you with a conven-ient and flexible way to accumulate per-sonal investments for your retirement.You may designate a contribution rate(within Internal Revenue Service limits)and make changes to that amount at anytime during the year. You may investyour TDA funds in any combination ofthree investment programs and maychange your investment elections on aquarterly basis during the designated fil-ing periods. You may enroll in ONE taxdeferred annuity program only.
Disability Benefits You are eligible toretire with disability benefits if you have10 or more years of service credit and arephysically or mentally incapable of per-forming work duties. However, there isno minimum service requirement if youare disabled as a natural and proximateresult of an accident that was sustainedin the performance of duties in activeservice and that was not caused by yournegligence. You must file the applicabledisability retirement application: a “Tier IOrdinary Disability Retirement Application(code OD1), a “Tier II Ordinary DisabilityRetirement Application” (code OD2), a“Tier III Ordinary Disability RetirementApplication” (code OD3), a “Tier I AccidentDisability Retirement Application (codeAD1), a “Tier II Accident Disability Retire-ment Application” (code AD2), a “Tier IIIAccident Disability Retirement Application”
(code AD3) or a “Tier IV DisabilityRetirement Application” (code OD4).
Death Benefit If a Tier I in-service memberdies before becoming eligible for retire-ment, the death benefit would equal themember’s Annuity Savings Fund (ASF)balance, ITHP balance, and an amountbased on their salary and years of servicecredit. If the member is eligible for aservice retirement at the time of death,or dies within the first 30 days after retiring, the death benefit would be thegreater of the amount previously mentioned or a benefit based on thereserves that would have been payableunder Option I modified had the memberretired on the day before s(he) died. If aTier II, III, or IV member dies while inservice and is credited with at least oneyear of service since last joining TRS, themember’s designated beneficiary canapply to receive Ordinary Death Benefits.The death benefit would equal the balancein the member’s ASF (for Tier II members) or MCAF and ASAF (for IIIand IV members), plus the amount ofeither Death Benefit #1 or Death Benefit#2 as applicable.
Portability As a TRS members you maytransfer your membership to any eligibleNew York State or New York City publicretirement system. Tier I/II memberswho separate from service may elect towithdraw their ASF funds. Tier III/IVmembers who separate from servicewith fewer than 10 years of service creditmay elect to withdraw their MCAF andASAF funds. In either case, doing sowould terminate their TRS membership.
Loans If you are a Tier I/II member, youbecome eligible for a Qualified PensionPlan (QPP) loan after three years of
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membership. If you are a Tier III/IVmember, you may qualify for a QPP loanafter one year of membership. All members enrolled in the TDA Programbecome eligible for a TDA loan after oneyear of participation.
Retiree Health Benefits You are eligiblefor health coverage and you may enrollin the NYCHBP when you retire if youmeet all of the following criteria:
a. You have, at the time of retirement,the appropriate years of credited serviceas a member of a retirement or pensionsystem maintained by the City of NewYork (this requirement does not applyif you retire because of accidental disability); and
b. You have been employed by the Cityimmediately prior to retirement, as amember of such system, and haveworked regularly for at least 20 hoursper week; and
c. You receive a pension check from aNew York City retirement system.
Please verify your eligibility for healthinsurance as a retiree with your CollegeHuman Resources Office.
Type of Plan - Defined Contribution Plan:Benefits are based on the amounts contributed by the employer and theemployee and the investment experience.
Vesting Vesting occurs after the comple-tion of the first 366 days of continuousemployment as an ECP staff member.
Once vested, retroactive contributionsfrom the date of appointment as anInstructional staff member will be made.Vesting and participation will be imme-diate if an employee has a preexistingopen TIAA-CREF Retirement Annuity(RA) contract.
Retirement Age Minimum: None to collectretirement income. However a minimumretirement age may affect eligibility forother benefits. Note that if you separatefrom service and begin retirement income,Section 150 of the Civil Service Law ofNew York does not allow you to participatein the retirement plan if you are subse-quently re-hired. Moreover, you are ableto work (rehired after retirement) and earna salary if you have a 211 or 212 waiver.
Contribution Rates Tier 1 (appointedbefore June 30, 1973) and Tier II(appointed between July 1, 1973 and July26, 1976) members: You are required tocontribute 1.5% of your NET pay to youraccount at TIAA-CREF. CUNY contributesan amount equal to 10.5% of your salaryfor the first $16,500 earned per year, plusan amount equal to 13.5% of your salaryearned in excess of $16,500 per year. TierIII (appointed between July 27, 1976 andAugust 31, 1983): and Tier IV (appointedbetween September 1, 1983 and July 16,1992) members: You are required to contribute 1.5% of your GROSS pay toyour account at TIAA-CREF. CUNY contributes an amount equal to 10.5% ofyour salary for the first $16,500 earnedper year, plus an amount equal to 13.5%of your salary earned in excess of $16,500per year. Tier V (appointed after July 16,1992) members: You are required to contribute 3% of your GROSS pay to youraccount at TIAA-CREF. CUNY contributesan amount equal to 8% of your yearly
The Optional RetirementProgram (ORP).Teachers Insurance and Annuity Association
- College Retirement Equities Fund
(TIAA-CREF) is the Funding Vehicle for
the ORP.
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21
salary to this account. Once you havereached 7 years of employment as anInstructional Staff Member, CUNY willcontribute an amount equal to 10% ofyour yearly salary thereafter.
Tier Reinstatement You may be eligiblefor Tier reinstatement if you have hadprior service with the University. At thetime of your reappointment, please provide your Human Resources Officewith information regarding your priormembership in TIAA-CREF through yourCUNY service so that a determination canbe made regarding your Tier level.
Retirement Allowance Retirement benefitsare based on your annuity accumulations,age at retirement, and the income optionyou select.
Tax-Deferred Annuity You may participatein a tax-deferred annuity program, whichallows you to set aside pre-tax dollarssubject to IRS limits. Those with 15+years of service with CUNY may be eligiblefor catch-up contributions not to exceeda $15,000 lifetime maximum. CommunityCollege employees are also eligible toenroll in the City’s 401(k) plan. However,the above mentioned 15-year catch-up isnot available to 401(k) plan participants.Effective January 1, 2002, those age 50and over may be eligible to make additional pre-tax contributions. You maybe limited in enrolling with more thanONE 403(b) Funding Vehicle at a timefor your tax deferred annuity program.For more information, please contactyour College Human Resources Office.
Disability Benefits Member may choose toretire and begin annuity income, or canelect to receive distributions from an arrayof alternate payment options, at any time.Disability income will be offset by these
payments (see Disability section). However,the city-provided health benefits are available after you have completed at least10 years of full-time CUNY service imme-diately prior to your becoming disabled.
Death Benefit Total amount in retirementand TDA accounts.
Portability Accumulations are transferableto more than 10,000 institutions thathave TIAA-CREF plans.
Loans Available from your TIAA-CREFRetirement Annuity and TDA accountand subject to limitations.
Cash Withdrawals Employees may be ableto make a cash withdrawal of a portion orall of their retirement accumulations inthe ORP. The withdrawal amount is determined by your age and years ofservice with CUNY. Consult your CollegeHuman Resources Office or TIAA-CREFfor more information. Note that cashwithdrawals prior to age 591⁄2 may besubject to an early withdrawal tax penalty.
Alternate Funding Vehicles (AFV)Available for diversification of your ORPinvestments. At present, the AFVs areThe Guardian and Met Life. Please contact your College Human ResourcesOffice for more information.
Retiree Health Benefits If you are a member of the ORP and are in activestatus as an ECP member on or afterSeptember 1, 2001 and retire and you arecollecting a pension you will be eligiblefor retiree health benefits as follows:
If you are separated from CUNY serviceat age 55 or over with at least ten (10)years of pensionable, continuous full-timeCUNY service or, if you are separatedfrom CUNY service prior to age 55 with
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at least ten (10) years of pensionable,continuous full-time CUNY service uponattainment of age 55, with no subse-quent full-time employment at anotherinstitution of post–secondary educationwith duties related to those performed bythe instructional staff at CUNY. Pleaseconsult your College Human ResourcesOffice for your eligibility status.
Important Information
The receipt of benefits (cash withdrawalor settlement of your contract to receive
an annuity income) from your retirementannuity may affect your ability to returnto your previous tier and eligibility forfuture retiree health benefits if you arereappointed to a position with theUniversity. Also, if you receive benefitsfrom your annuities before reaching age 59 1⁄2, you may be subject to an additional 10% tax on the taxable amounts,unless you meet certain conditions. You should seek assistance from yourpersonal tax advisor.
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Annual Leave
Employees in the Executive CompensationPlan earn 25 workdays per year of annualleave. The annual leave year runs fromSeptember 1 – August 31. You mayaccrue up to 50 days of annual leave. Atthe end of the annual leave year, anyannual leave accumulations above the 50day cap, will be removed from the recordand thereafter may not be used; there isno compensation for unused annualleave in excess of 50 days in the event ofdiscontinuance, resignation or retirement.Exceptions to this policy will be madeonly when a senior executive requires anemployee to forego all or part of his/herannual leave because of extraordinarycircumstances.
As an employee of The City University ofNew York you are eligible for leave underFLMA. Please consult your CollegeHuman Resources Office for furtherinformation.
Holidays
When demands of service permit, youare eligible for the following holidays:
(1) Independence Day- July 4
(2) Labor Day – First Monday inSeptember
(3) Columbus Day –Second Monday inOctober
(4) Thanksgiving Holiday – FourthThursday in November and theFriday following
(5) Christmas Holiday – December 24and 25
(6) New Year’s Holiday – December 31and January 1
(7) Martin Luther King JR’s Birthday –Third Monday in January
(8) Lincoln’s Birthday – February 12
(9) Presidents’ Day – Third Monday inFebruary
(10) Memorial Day – Last Monday in May
In addition, there are four (4) unscheduledholidays (personal days) during the periodSeptember 1 – August 31 of each year.
Jury Duty
Employees in the Executive CompensationPlan who are required to serve on a juryreceive their regular salary during suchabsences provided that they remit to theUniversity an amount equal to the compensation received by them, if any,for jury duty. If you are on jury duty during annual leave or holidays you willnot be required to remit to the Universitycompensation for such duty.
Leaves for Child Care
Special leaves without pay for the purposeof caring for a newborn child shall begranted upon notification to the President(or Chancellor) provided that you havelegal responsibility for the care and/orsupport of said child. Similarly, a leavecan be requested when a child is placedinto your home as a result of adoption orfoster care. The duration of the leaveshall be for six months. An extension ofsuch special leave may be permitted onrequest for a period not to exceed oneyear from the end of the original leave.
Family and Medical Leave Act of
1993 (FLMA)
VII. Leaves
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Retirement Leaves
a) Section 13.3 of the Bylaws of theBoard of Trustees of the CityUniversity of New York governs retire-ment leaves for members of theExecutive Compensation Plan. Theretirement leave (familiarly know asTravia Leave) is a leave of absence withfull pay consisting of one half of theaccumulated unused temporary dis-ability leave up to a maximum fivemonths.
To receive a retirement leave you must
1) belong to one of the public retire-ment systems (such as ERS or TRS)or the Optional RetirementProgram (currently administered byTIAA/CREF),
2) announce your bonafide intentionto retire and file the appropriateretirement application, and
3) meet specific eligibility requirements.
If you belong to one of the publicretirement systems, the eligibilityrequirements for Travia leave are thesame eligibility requirements for aservice retirement i.e., a combinationof years of service and age, whichvaries depending upon your date ofhire. If you belong to the OptionalRetirement Program, the eligibilityrequirements for Travia Leave are similarly based upon a combination ofage and service which varies depend-ing upon your date of hire. Please consult with the Director of HumanResources for details as to specific eligibility requirements.
b) Upon retirement, ECP membersreceive the balance of any accruedannual leave in a lump sum in accordance with the terms and conditions of employment for staff inthe ECP.
c) Any individual who retires from serviceas Chancellor or President, after havingserved in the title for at least sevenyears, shall be eligible to receive onesemester’s salary paid in a lump sumupon retirement from the university.This amount will be in addition to anyTravia and/or lump sum payment foraccrued annual leave to which youmay be entitled. Any individual whoreceives a severance benefit because ofinvoluntary separation shall not be eligible for this payment.
Temporary disability is defined as a temporary physical or mental incapacity,including pregnancy, complications ofpregnancy and childbirth. Each year youearn 20 calendar days of temporary disability leave exclusive of Saturdays,Sundays and authorized holidays andrecesses. The unused portions of temporary disability leave can be accumulated to a maximum of one hundred and sixty (160) calendar days.Sick leave is earned only after a full monthof service and no accruals are granted forservice of less than a calendar month.
Temporary Disability Leave (Sick Leave)
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Federal Credit Union (PSC/CUNY)
You are eligible to participate in the PS/CUNY Federal Credit Union. Servicesinclude share savings plans, individualretirement accounts (IRA) and termshare certificates with various maturities.The following loans are also available:new & used car, signature, sharesecured, educational, home mortgage,home equity and debt consolidation.Please consult your College HumanResources Office for further information.
You are eligible to participate in NewYork’s College Savings Program. Parents,grandparents, relatives or friends can setup a tuition savings account for a futurecollege student through payroll deductions.This program allows you to save forhigher education expenses. Please consultyour College Human Resources Officefor further information.
Tuition Waivers
Tuition for up to six credits per semestermay be waived for both undergraduateand graduate courses offered by theUniversity. Preference will be given tomatriculated students. Please consultyour College Human Resources Officefor further information regarding taxand other consequences.
Helpful Telephone Numbers
American Association on Aging (AOA)
1 800 677-1116
www.aoa.dhhs.gov
Eldercare and retirement planning resources
American Association of Retired Persons(AARP)
1 800 424-3410
www.aarp.org
General retirement planning information
Aetna US HealthCare
1 800 323-9930
www.aetna.org
Provider of health benefits
Board of Education Retirement Systems
1 718 935-5400
www.nycbers.org
BERS retirement system members
Cigna Healthcare
1 800 832-3211
www.cigna.com
Provider of health benefits
College Savings Program
1 877 NYSAVES
www.nysaves.org
College Savings Program
Empire HMO/EPO
1 800 767-8672
www.empireblue.com
Provider of health benefits
New York’s College SavingsProgram
VII. Miscellaneous
Employees’ Retirement System (ERS)
1 347 643-3000
www.ci.nyc.ny.us/html/nycers
ERS retirement system members
New York City Health Benefits Program
1 212 306-7760
www.flexspend.state.ny.us
Dependent and health care flexible spendingaccount, medical spending conversion, long term care
Group Health Incorporated (GHI)
1 212 501-4444
www.ghi.com
Provider of health benefits
Guardian Life Investor ServicesCorporation
1 800 221 3253
www.glic.com
For more information about Guardian asan Alternative Funding Vehicle (AFV)
Health Care Financing Administration(HCFA)
1 800 638-6833
General health care information
Healthnet
1 800 848-4747
www.healthnet.com
Provider of health benefits
HIP Health Plans
1 800 hiptalk
www.hipusa.com
Provider of health benefits
HRC Services Inc.
1 800 786-1598
Broker for Alternative Funding Vehicle and TDA
Internal Revenue Service
1 800 829-1040
www.irs.gov
Federal tax information and forms
John Hancock
1 800 543-7108
www.jhancock.com/gltc
Provider of long term care
Marsh Affinity(Seabury & Smith)
1 800 323-2106
www.seaburychicago.com
Catastrophe major medical insurance
Medicare
1 800 772-1213
www.medicare.gov
Medicare and general retirement planninginformation
Met Life Financial Services
1 646-227-5033 or 5017
www.metlife.com
For more information about MetLife asan Alternative Funding Vehicle (AFV)
New York State Department of Insurance
1 518 474-6600
www.ins.state.ny.us
Consumer insurance information, complaints
New York State Department of Taxation
1 800 CALL-TAX
www.tax.state.ny.us
New York State tax information and forms
PSC/CUNY Welfare Fund
1 212 354-5230
PSC/CUNY member benefit information
26
Social Security Administration
1 800 772-1213
www.ssa.gov
Social Security information
TIAA-CREF Retirement System
1 800 842-2776
www.tiaa-cref.org
TIAA-CREF: The Optional RetirementProgram and TDA
Teachers’ Retirement System (TRS)
1 888 869-2877
www.trs.nyc.ny.us
TRS retirement system members
U.S. Savings Bonds
1 800 426-9314
www.publicdebt.treas.gov/sav/sav.htm
Savings Bonds
Veterans Administration
1 212 807-7229
www.vba.va.gov
Information and resources
Vytra Health Plan
1 800 406-0806
www.vytra.com
Provider of health benefits
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Notes
The Summary of benefits is provided by the University Benefits Office of the City Universityof New York solely for informational purposes, and although every effort has been made toassure its accuracy, it is the interpretations and rules of the benefits providers and retirementsystems that are binding.
The printing of this booklet is made possible by:
Teachers Insurance and Annuity Association - College Retirement Equities Fund