|
| |
Health Care & Retirement
As a full-time employee
of Connecticut State University, you are entitled to a variety of benefits. If
you have any questions about these benefits, please contact your Human Resources
office.
Health Care -
For a summary of the health care options provided to CSU employees, please
visit the
State Comptroller's website. The open enrollment period is typically during
the month of May, at which time you can change your health insurance. If there
has been a life-altering event, such as your spouse losing their job, you will
be able to make changes to your health insurance plan outside of the open
enrollment period.
Retirement -
As a faculty member, librarian, counselor or coach in the Connecticut State
University Retirement System, you have the choice between three retirement
plans, contingent on eligibility:
-
The State
Employee's Retirement System (SERS): SERS is composed of three (3) tiers
commonly referred to as Tier I, Tier II, and Tier IIA and all are defined
benefit plans. As a new employee, you may only join Tier IIA (or for any
employees who were hired on or after July 1, 1997). Tier I is restricted to
employees hired on or before July 1, 1984, and Tier II is restricted to
employees hired from July 2, 1984 through June 30, 1997. Tier I requires
contributions from your salary, either 2% or 5%. Tier IIA requires a 2%
contribution. Tier II is a non-contributory plan. Under all tiers, at the time
of retirement, benefits are calculated based on the average of your 3 highest
years of earnings, your total years of credited service and a percentage
factor. Normal, early, disability and hazardous duty retirements are available
under these plans. For more information on SERS, please visit the
State Comptroller's website.
-
The
Alternate Retirement Program (ARP): ARP allows full-time and part-time
faculty to contribute 5% of their salaries to a pension plan, while the state
contributes 8% to the plan. There are currently 24 funds available for
investment purposes. For more information, please visit the State
of Connecticut’s Defined Contribution Plans website. Please
read the Q&A about the ARP (9/30/09) prepared by the Comptroller's Office.
SEBAC has officially filed a grievance with the State of Connecticut
pursuant to the SEBAC Pension Agreement in response to reports by state
employees that they have been steered into the Alternate Retirement Plan
(ARP); please read it here.
-
The
Teacher's Retirement System (TRS): TRS is a defined benefit plan which
provides a pension based upon the average of your three highest year's
earnings, age at retirement and length of service. TRS requires a pre-tax
contribution of 7% from your salary on a bi-weekly basis. This plan is only
available to individuals who have previously or currently contribute to TRS
through another teaching position. For more information, please visit the
Teacher's Retirement Board
website.
Same Sex
Domestic Partners and Civil Unions: Same sex domestic partners and eligible
dependent children of the domestic partner had been eligible for coverage under
the State’s pension and health benefit plan. This benefit was awarded to couples
by an arbitrator, however the arbitrator's award terminates same-sex
partners' eligibility for domestic partner benefits as of the date same sex
couples become eligible to marry in Connecticut. The award also holds that
domestic partners and eligible dependent children of the domestic partner on the
State’s pension and health benefit plan will have these benefits cease one year
after same sex marriages are allowed by the State of Connecticut.
As of November 12, 2008, same sex partners have gained the right to obtain
marriage licenses in Connecticut. Accordingly, under the terms of the
arbitrator’s award, and effective November 13, 2008, the State will no longer
recognize “new” domestic partnerships for benefit purposes. For those
individuals currently in a domestic partnership relationship, the health
(including medical, prescription and dental) and pension benefits (including
pre-retirement benefits and spousal waivers) currently provided to partners and
the eligible dependents of the domestic partner will end effective November 30,
2009 unless the partners marry or enter into a civil union prior to this date.
For partners who do not marry, enrolled domestic partners and their dependent
children will be allowed to continue their benefits through COBRA after November
30, 2009.
For current employees with a domestic partner enrolled in health insurance who
marry or enter into a civil union by November 13, 2009, the employee or retiree
will be given thirty days from that date to obtain medical and dental coverage
for his or spouse or civil union partner and eligible dependent children. If
they fail to complete this within the thirty day period, the employee or retiree
will have to wait until the annual open enrollment period, which normally takes
place in June.
With regard to retirement and pension benefits, for current employees with a
domestic partner who marry or enter into a civil union by November 13, 2009, the
employee should complete a form to entitle the civil union partner or spouse to
pre-retirement death benefits (where applicable) and survivorship protections.
For current domestic partners who do not marry or enter into a civil union by
November 13, 2009, the domestic partner can remain the employee’s beneficiary
for retirement purposes but the domestic partner will not be treated by the
Division as a spouse for purposes of pension benefits at the time of the
employee’s retirement.
If you have questions, please contact the Human Resources office.
|
Professors