The university offers comprehensive health insurance programs to all full-time employees. The cost of health insurance coverage is shared by the employee and the university. The health insurance program provides hospitalization, medical, surgical, out-patient, prescription drug and major medical coverage.
Coverage options are:
Coverage in a health care plan begins on the first day of the first full month in which employment begins, but enrollment in a health benefit program must be completed within 31 days of employment. Health insurance coverage ends on the last day of the month when separation from the university occurs, provided premiums have been paid.
Changes to coverage may be made yearly during open enrollment or during the plan year for certain qualifying life events such as marriage or divorce, death of spouse or dependent, birth or adoption of a child, change in a spouse's employment, change in the dependent status of a child, etc. Qualifying life event changes must be made within 60 days of the event and become effective the first of the month following receipt of the enrollment form.
Section 125 of the Internal Revenue Code permits employees to have his/her portion of the health insurance premium deducted prior to state and federal taxation. Employees are automatically placed into the pre-tax program.
Flexible Reimbursement Accounts
Enrollment in a flexible reimbursement account allows for deductions prior to state and federal taxation for qualified medical and dependent care expenses. In a medical reimbursement account, employees set aside pre-tax dollars to pay for medical, dental, vision care, or other eligible expenses which are not covered by their health benefits plan. The maximum amount employees may deposit into their account each plan year is $5,000. The minimum contribution each pay period is $10.
The dependent care reimbursement account allows employees to set aside pre-tax dollars to pay for eligible dependent care expenses. Single employees or employees who are married and file joint returns may deposit a maximum of $5,000 per plan year into the account; married employees who file separate tax returns are limited to $2,500 per plan year. The minimum contribution each pay period is $10.
Once the deduction begins, employees cannot stop their deductions until the open enrollment period or a qualifying life event occurs. Employees should plan carefully when enrolling in either of these accounts, as unused balances at the end of the plan year are forfeited.
AFLAC Supplemental Insurance
AFLAC supplemental policies pay cash benefits directly to the insured. Employees may choose the plan(s) that best suit their needs.
AFLAC currently offers three plans on a pre-tax basis through payroll deduction:
AFLAC currently offers one plan on an after tax basis through payroll deduction:
Classified employees in the old sick leave system and new employees in the VA Sickness and Disability Program who are subject to the one-year waiting period may purchase short-term disability through AFLAC, upon qualification. AFLAC’s Personal Disability Income Protector Benefit provides a source of income while off work for sickness and/or a non-work related accident disability. This benefit will be an after tax payroll deduction.
Genworth Financial Long-Term Care
Long-term care includes a wide range of supportive, medical, personal and social services for people who need assistance for an extended period of time. It provides help with usual activities of daily living such as dressing and walking, often called custodial care. Needs may arise at any time due to an injury or illness or the affects of the natural aging process. Services can be provided in the form of home care, assisted living facilities, adult day care or nursing facilities. Employees enrolled in the Virginia Sickness and Disability Program (VSDP) will receive a $96 daily benefit allowance as part of VSDP. For more information, visit Genworth Financial or call (866) 859-6060.
Workers Compensation/Return to Work JMU Policy 1312
Report all job-related injuries and illnesses, no matter how minor, to your supervisor or to HR’s Workers Compensation Coordinator, Becky Sanford, at (540) 568-2358 within 24 hours, or as soon as possible. Employees then choose a treating physician from JMU’s Panel of Physicians to receive Workers Compensation benefits for approved claims.
In emergency situations, employees may seek treatment at the Rockingham Memorial Hospital emergency room. A physician from JMU’s Panel of Physicians must still be selected to provide follow-up care.
Time Away From Work due to Workplace Illness/Injury
Restricted Duty/Workers Compensation
When possible, JMU will provide altered or restricted duty when prescribed by a Panel Physician for up to a maximum of 90 days.
The Claim Form, Panel of Physicians, FAQ’s and additional information can be found on HR’s Workers Compensation website.
Employee Assistance Program (EAP)
The Employee Assistance Program is a confidential assessment, referral, and short term problem-solving service available to all employees and qualified members of their households through the employee's health plan. ValueOptions Behavioral Health administers the EAP program for state employees. Prior to receiving treatment, contact ValueOptions at (866) 725-0602 for preauthorization, and ask for the four free visits under this program. Counselors can assist with mental health, alcohol or drug abuse assessment, child or elder care, grief counseling, and legal or financial services. Referral from a Primary Care Physician is not necessary. Visit the ValueOptions website for a list of available services and assistance.