Faculty & Staff Benefits

All benefits activity should be coordinated with the Human Resources benefits staff. People First is the benefits plan administrator for the State of Florida. Their responsibilities include, but are not limited to, processing enrollments of pre-tax insurance, processing qualifying status changes (QSC), verification of dependent eligibility, and COBRA benefits.

Effective July 1, 2020, People First will review documentation for all dependents being added to employees' plans. Employees are responsible for submitting documentation within 60 days of adding the dependent. If qualifying documentation is not received, dependents will be removed from coverage. Visit the MyBenefits Dependent Eligibility Verification webpage for more detailed information.

All documents must be submitted to People First using one of the methods below:

• Upload the dependent documentation directly in the People First system (recommended and fastest approach)( Downloadable Instructions)
  • Log in to People First. 
  • Select the “Submit” icon in the top right corner.
  • Select the document type of “dependent documentation”.
  • Add the necessary comments regarding which dependent(s) the documentation is for.
  • Attach the document(s) and then select the Submit button; OR
• Mail the documentation to People First, P.O. Box 6830, Tallahassee, FL 32314.

The State of Florida conducts an annual open enrollment period to give employees an opportunity to review and/or make changes to insurances.  For further information, refer to our Open Enrollment Overview.  Make sure that confirmation of any benefit changes are provided to UWF Human Resources via email, fax, or hard copy.

Beginning January 1, 2019, the State of Florida offered a Shared Savings Program to reward you for making informed decisions about your healthcare. The Shared Savings Program is a voluntary program that is available to you and your dependents who are enrolled in a State Group Insurance health plan. The purpose of the Shared Savings Program is to reduce healthcare costs and reward you for making informed and cost-effective decisions about your healthcare. 

Under the Shared Savings Program, you can earn rewards by receiving rewardable healthcare services through the use of the state’s new vendors, Healthcare Bluebook and SurgeryPlus. Rewards will be credited to the savings and spending account of your choice and you can use the funds to pay for eligible medical, dental, and vision expenses.

You can earn rewards through one, or both, of the following new benefits:

• “Shop” for eligible healthcare services on the Healthcare Bluebook transparency website or mobile app. The website will identify certain healthcare services that are available for a reward. Rewards are earned after you “shop” for a rewardable healthcare service on the website, receive the service, and the claim has been paid.
• Receive a “bundled” medical service offered by SurgeryPlus. Each “bundled” healthcare service will be available for a reward. Rewards are earned after you receive the “bundled” healthcare service and the claim has been paid.

Please visit the Shared Savings Program page for details and instructions on the program.

Additional Resources Available

• Talking Dollars With Your Doctor flyer
• Video Training Module - Note: this is NOT a mandatory training for UWF employees and there is no required "score" for the quizzes contained within. We are using this video for educational purposes only. 
• Facts About FSA or HRA

 

IRS rules on pre-tax premium plans do not allow for enrollment, additions, changes or cancellations except with the occurrence of a "qualifying status change event (QSC)," followed by written application for a change within a prescribed time frame. The following events are some, but not necessarily all, valid QSC events:

• Marriage or divorce
• Death of a spouse or dependent
• Birth, adoption or legal guardianship
• Change in dependent eligibility
• Change in employment status of employee, spouse or dependent such as termination of spouse's employment or change from part-time to full-time status or vice-versa.

To change a benefit election, employees must submit the appropriate paperwork within sixty (60) days from the first day of the event. Outside the sixty (60) day period, the only other time a change can be made is during the annual open enrollment period. If an employee experiences a QSC, they should contact the Human Resources Benefits Office at 850.474.2604.

Faculty and University Work Force (UWF) employees are eligible to begin insurance coverage on the first day of the month following their date of hire. Enrollment takes effect upon completion of online enrollment on the People First web site, along with payroll deduction of premiums.

Employees must submit a Confirmation of Benefits statement to the Human Resources Department upon enrollment in order for payroll deductions to be set up promptly and accurately. Premiums are paid one month in advance, so payroll deduction must occur prior to the effective date of coverage. For example, premiums for September coverages are deducted from the August paycheck. Premiums are deducted from the first two pay warrants received each month. No insurance deductions are made when a third paycheck is received during the same month.

Early Effective Date

For health insurance only, newly eligible employees may request coverage to begin as early as the first of the month following their enrollment on the People First website and payment of premiums through an alternate method. Health premiums may be "double deducted" to withdraw the full month's premium from the 2nd paycheck in a month. Double deductions are not available for supplemental insurance (e.g. dental, vision, disability, etc.) premiums. Enrollments must be completed on the People First Web Site for supplemental insurance and entered into the payroll system for deductions to begin on the first paycheck in the month prior to the desired effective date of coverage.

All nine and ten month faculty members enrolling in State Life and State Health plans will have double deductions taken from their paycheck each spring. Double deductions for health and/or life insurance begin the first paycheck in February and end with the first check in May. Supplemental insurance plans such as dental, vision, short-term disability and hospital insurance will also be double deducted each spring.

These additional deductions are taken out to pre-pay premiums for the months of June, July, August and September. Regular deductions will resume on the first paycheck in September.

Please review your paycheck statements during the double deduction period to ensure that your deductions are correct.

Under the federal COBRA law, employees who terminate employment are eligible to continue their group health, dental and vision insurance for up to eighteen months. Under special circumstances, you may continue coverage for 29 months if you are disabled. Spouse and dependents may continue coverage for 36 months as a result of divorce.

Upon termination or if eligible for COBRA, People First will send the information necessary for enrolling in COBRA coverage. People First processes all enrollments and payments. The cost to continue coverage is the total premium (no employer contributions) plus a 2% administrative fee. To ensure continuation of coverage, contact the People First Service Center at 866.663.4735.

For basic information on all of our benefits, please review the  Overview of UWF Benefits and Services Offered. More details on State of Florida benefits are given in the Benefits Guide booklet. Additionally, the State of Florida MyBenefits Website includes brochures and side-by-side comparisons for most plans.

Eligibility

Long Term Disability insurance is available to all benefit-eligible employees at the University of West Florida working at least 20 hours per week. Coverage is not available to Other Personal Services (OPS) employees. Employees pay the full premium amount on a post-tax basis. Employees are guaranteed coverage during their first ninety days of employment.

How to Enroll

• New hires within their first 90 days complete the online enrollment process
• If outside of your new hire window, contact Gabor to discuss enrolling using evidence of insurability
• For additional assistance, contact Karla McFarland (850.203.0901) or Samantha Wells (850.291.5379) with Gabor Financial Solutions.

Summary

Long Term Disability, underwritten by The Standard Insurance Company of America, provides 60% of your basic monthly earnings, less any other benefits, up to $15,000 per month. There are two levels of coverage; 30 day elimination with monthly benefits beginning on day 31 of disability, and 90 day elimination with benefits beginning on day 91 of disability.

Note: This plan will not cover any disability that results from a pre-existing condition in the first 12 months after the effective date of coverage.

Visit Gabor Financial Solutions for more information.

Eligibility

Long Term Care insurance is available to all benefit-eligible employees at the University of West Florida working at least 30 hours per week. Coverage is not available to Other Personal Services (OPS) employees. Employees pay the full premium amount on a post-tax basis. Employees are guaranteed coverage during their first sixty days of employment up to a $4000 monthly benefit. Additional coverage is available by submitting the evidence of insurability application. Employees and eligible family members are allowed to enroll at any time by submitting the enrollment form with the evidence of insurability application.

How to Enroll

• New hires within their first 60 days review Long Term Care information, then contact Gabor for next steps
• If outside of your new hire window, contact Gabor to discuss enrolling using evidence of insurability
• For additional assistance, contact Karla McFarland (850.203.0901) or Samantha Wells (850.291.5379) with Gabor Financial Solutions.

Summary

Long-term care insurance provides coverage to individuals who are unable to perform at least two activities of daily living or to someone who has severe cognitive impairment. This coverage may be used to cover expenses relating to care in a skilled nursing facility or home based care. There are four coverage plans available that offer long-term care facility coverage, professional home care, total home care and simple inflation protection. 

For detailed information on coverage and benefit options, please contact Gabor Financial Solutions.

Eligibility

Whole life insurance is available to all benefit-eligible employees at the University of West Florida working at least 20 hours per week. Coverage is not available to Other Personal Services (OPS) employees.  The following coverage amounts and requirements apply.

• Employees | Issue Ages: 18-75
• Guaranteed Issue Coverage can be purchased up to $100,000 during an employee’s first 90-days of employment, or during a special open enrollment period with no medical underwriting or health exam (being actively at work is the only requirement for benefit eligible employees during these periods).
• Express Issue Coverage can be purchases up to $250,000 with limited medical questions and no health exam. Can be purchased any time so long as it does not exceed the annual max purchase limit ($250,000 annually).
• Spouses & Domestic Partners | Issue Ages: 18-60
• Express Issue Coverage of either $25,000 or $50,000 with limited medical questions and no health exam.
• Minimum Employee Coverage: the eligible employee must own the same amount of insurance or more.
• Dependent Coverage | Issue Ages: 0-26
• Guaranteed Issue Coverage for $25,000 with no medical underwriting or health exam.
• Minimum Employee Coverage: the eligible employee must own the same amount of insurance or more.

How to Enroll

• Review Whole Life Insurance information first.
• Then, contact Karla McFarland (850.203.0901) or Samantha Wells (850.291.5379) with Gabor Financial Solutions.

Summary

Group Whole Life Insurance issued by Massachusetts Mutual Life Insurance Company (Mass Mutual) offers permanent protection with premiums that never increase and allows you to help provide for your family even when you can't be there for them.

1. Guaranteed Death Benefit Protection

Your certificate’s death benefit is guaranteed so long as premiums are paid.

2. Guaranteed Level Premiums

Premiums are guaranteed to never increase for the life of the certificate.

3. Guaranteed Cash Value Accumulation

The certificate’s cash value is guaranteed to increase on a tax-deferred basis and will not be impacted by fluctuations in the market.

4. Chronic Care Benefit

This benefit is included at no additional cost and can provide protection should the certificate owner become chronically ill.

MassMutual’s group whole life insurance is offered through payroll deduction and can be continued after retirement or termination of employment with no increase in premium or reduction of coverage.

Visit Gabor Financial Solutions for more information.

Eligibility

Health insurance is available to all benefit-eligible employees. Coverage is available to eligible Other Personal Services (OPS) employees under the Affordable Care Act. The University of West Florida and the employee share the cost of premiums on either a pre-tax or post-tax basis. Employees have 60 days from their date of hire to enroll. Plan changes are only allowed during the annual open enrollment or as a result of an approved qualifying status change.

How to Enroll

• Complete enrollment with People First.
• Submit a confirmation statement to the Human Resources Benefits Section to ensure proper setup of payroll deductions.

Summary

Although the benefits are similar from all providers, there are some differences. For example, out of pocket expenses differ between plans, but the premiums are the same. The monthly premiums are $50 for individual coverage and $180 for family coverage. If you elect to participate in the HDHP (High Deductible Health Plan), the premiums will be $15 for individual coverage and $64.30 for family coverage. For additional information on the HDHP, please visit: MyBenefits - Health Insurance Plans.

HMO: (Health Maintenance Organization)

The self-administered, pre-paid health plan is available to employees who live or work within the HMO's service area. There is no coverage for services outside of the HMO’s network except for life or limb threatening emergencies. In the HMO plan, you will pay a co-payment for routine services and emergency room visits.

PPO: (Preferred Provider Organization)

This self-insured health plan is administered by Blue Cross and Blue Shield of Florida, Inc. This plan provides you with the freedom to go to any health care provider. In-network providers meet a lower deductible and lower co-payment for services than non-network providers. With the PPO plan, you do have the flexibility to receive medical attention wherever you are.

To assist in your decision making process visit the MyFlorida Benefits Web site. This website includes a wealth of health-related information, as well as Health Insurance and Flex Spending Calculators.

Eligibility

Dental insurance is available to all benefit-eligible employees (including eligible OPS employees). Employees pay the full premium amount on a pre-tax basis and have 60 days from their date of hire to enroll. Plan changes are only available during the annual open enrollment or as a result of an approved qualifying status change.

How to Enroll

• Choose a dental company and plan.
• Complete dental insurance enrollment with People First.
• Submit a confirmation statement to the Human Resources Benefits Section to ensure proper setup of payroll deductions.

Summary

PPO/Indemnity Plans are the most secure and flexible of the available options. Indemnity plans offer a scheduled reimbursement amount (set fee) for covered services from any dentist or specialist.  PPO plans allow for discounts or greater benefit amounts on services with dentists in the network. Consult the Dental Plan Comparison Information‌ for a list of all dental plans available.

Eligibility

Vision insurance is available to all benefit-eligible employees (including eligible OPS employees). Employees pay the full premium amount on a pre-tax basis and have 60 days from their date of hire to enroll. Plan changes are only allowed during the annual open enrollment or as a result of an approved qualifying status change.

How to Enroll

• Complete vision insurance enrollment with People First.
• Submit a confirmation statement to the Human Resources Benefits Section.

Summary

Vision insurance is an additional insurance to cover eye care related expenses not covered by basic health insurance. These expenses may include comprehensive eye health examinations, annual contact lens allowances, wholesale pricing on frames, and discounts on Lasik and PRK procedures. Employees may choose a full coverage plan (includes eye exams) or coverage for materials (glasses/contacts) only. Keep in mind that you may have some coverage of vision services available under your health plan.

Eligibility

Group term life insurance, including an Accidental Death and Dismemberment (AD & D) rider, is available to all benefit-eligible employees (including eligible OPS employees). Plan changes are only allowed during the annual Open Enrollment or as a result of an approved qualifying status change.

Basic Life Insurance Coverage and Premiums

A $25,000 policy underwritten by Securian is available to all benefit-eligible employees (including eligible OPS employees). For full-time Faculty and University Work Force staff in permanent, line item positions, the University of West Florida pays the cost of premiums (OPS employees must pay the full cost of premiums). All employees in this category are automatically enrolled unless they decline coverage within 60 days from their date of hire. Employees in part-time roles and Other Personal Services (OPS) categories will receive notice from People First regarding eligibility and premiums for this benefit.

Accidental Death and Dismemberment

The basic life insurance coverage also includes an additional benefit of accidental death and dismemberment coverage (AD & D). Enrollees are eligible for benefits, which are paid in the event of accidental deaths or certain injuries. Payments vary from 25% to 100% depending upon the severity of the injury. Participants may also be eligible to receive benefits for the loss of use of limbs.

Optional Life Insurance

Employees who enroll in the basic term life insurance plan also have the opportunity to purchase additional term life insurance. This benefit is not available to Other Personal Services (OPS) employees. Coverage may be added by selecting amounts from one to seven times the base annual salary, up to a maximum of $1,000,000. This is an "employee pay-all" benefit; however, the premiums are very competitive. Employees who decline optional life coverage when first hired, but subsequently wish to enroll during Open Enrollment, will be subject to medical underwriting conducted by Securian.

How to Enroll

• Complete life insurance enrollment with People First.
• Submit a confirmation statement to the Human Resources Benefits Section.

Eligibility

Participation in flexible spending accounts and/or dependent care reimbursement is available to all benefit-eligible employees (including eligible OPS employees). Employee contributions are made on a pre-tax basis. Employees have 60 days from their date of hire to enroll and plan changes are only allowed during the annual open enrollment or as a result of an approved qualifying status change.

Summary

Reimbursement accounts allow you to pay for eligible out-of-pocket medical and/or dependent/elder care expenses with tax-free dollars. During each open enrollment period you must elect an annual amount to contribute into a reimbursement account. The amount selected will be deducted from your salary on a pre-tax basis throughout the year and (with limited exceptions) must be spent on qualified items and services during that calendar year. Employees may use a Chard Snyder card on eligible expenses or submit a claim to Chard Snyder with receipt documentation of the expense. The dependent care account allows you to save pre-tax money to help you pay for care for children under age 13 or a dependent age 13 and older who lives with you at least 8 hours a day and who needs supervised care, such as an elderly parent or spouse with a disability. For more details, please review the Chard Snyder 2024 Savings and Spending Accounts Guide.

Medical Reimbursement Account:
Minimum: $60 per year     Maximum: $3,050 per year

Dependent Care Reimbursement Account:
Minimum: $60 per year     Maximum: $5,000 per year per household

Note: If you are married, your spouse must be gainfully employed, actively seeking employment, a full-time student or disabled in order to participate in the Dependent Care Reimbursement Account.

How to Use Your Account

You may use your Chard Snyder Benefit Card, or pay for eligible healthcare expenses and then submit a claim for reimbursement via the mobile app, online, or using a paper claim form. 

Deadline for Claims: Up to April 15 of the following year.

Eligibility

Supplemental health/hospital insurance is available to all benefit-eligible employees (including eligible OPS employees). Employees pay the full premium amount on a pre-tax basis. Employees have 60 days from their date of hire to enroll and plan changes are only allowed during the annual open enrollment or as a result of an approved qualifying status change.

How to Enroll

• Complete company application.
• Complete supplemental hospital insurance enrollment with People First.
• Submit a confirmation statement to the Human Resources Benefits Section.

Summary

Hospital insurance is additional insurance to cover hospital expenses not covered by basic health insurance. These expenses may include hospital deductibles, room and board charges, co-payments, and any special fees. In addition to hospital expenses, these plans offer home health care, convalescent care facility, hospice care, extended care facility, and ambulatory surgical center.

Eligibility

Cancer and Intensive Care Insurance is available to all benefit-eligible employees (including eligible OPS employees). Employees pay the full premium amount on a pre-tax basis. Employees have 60 days from their date of hire to enroll and plan changes are only allowed during the annual open enrollment or as a result of an approved qualifying status change.

How to Enroll

• Complete supplemental insurance enrollment with People First.
• Complete company application.
• Submit a confirmation statement to the Human Resources Benefits Section.

Cancer Insurance

This insurance covers the costs for cancer treatment that the basic health insurance does not cover. Each option pays a set amount for surgery and other related treatments.

In addition, each plan offers a first occurrence benefit which is a lump-sum payment made directly to the insured at the time the cancer is diagnosed. The plan also provides assistance towards the cost of family transportation and lodging. The insured must be cancer-free at the time of enrollment.

Intensive Care Insurance

This insurance provides a daily benefit for each day the insured is confined to the hospital intensive care unit for medical reasons.

Eligibility

Colonial Supplemental Insurance provides accident and short-term disability insurance to all benefit-eligible employees (including eligible OPS employees). Employees pay the full premium amount on a pre-tax basis. Employees have 60 days from their date of hire to enroll and plan changes are only allowed during the annual open enrollment or as a result of an approved qualifying status change.

How to Enroll

• Contact Colonial representative (for disability insurance).
• Complete Colonial Supplemental Insurance application form.
• Complete supplemental insurance enrollment with People First.
• Submit a confirmation statement to the Human Resources Benefits Section.

Summary

Short term disability provides a pre-tax benefit for individuals who are injured on or off the job. You are paid up to 66 2/3% of your annual salary, depending on your chosen plan. Furthermore, Colonial will pay your benefit regardless of any other insurance in which you are enrolled. This plan does not cover any pre-existing conditions.

Note: Maternity leave is covered under this plan as long as pregnancy occurs after enrollment.