Benefits Information

Insurance Benefits, Statutory Benefits, Academic Benefits

INSURANCE BENEFITS

Summary of Benefits

Medical and Dental Insurance

  • The University offers new, full-time employees group health insurance coverage with Humana. The employee pays a flat amount toward single, double or family coverage. The balance is paid by the University.
  • The University also offers dental insurance to new full-time employees. This insurance is with Dental Care Plus. A plan description and rates are available in Human Resources or view current rates here:

For a list of participating dentists near you, log on to www.dentalcareplus.com.

Address

If you have any questions about the the Dental Care Plus Program, please call the Customer Services department at 554-1100 or 1-800-367-9466.

Dental Care Plus
100 Crowne Point Place
Cincinnati, Ohio 45241

The university offers a premium only reduction plan that allows employees to pay required premiums via payroll reduction (before taxes).

Participation in the health and dental insurance as well as the reduction plan are voluntary.Coverage is effective on the first day of the month following your employment, or effective immediately if employment begins on the 1st of the month.

Life Insurance

All full-time employees receive one times their salary in life insurance.  The University pays for this coverage.  New employees receive the coverage on the 1st of the month following employment, or effective immediately if employment begins on the 1st of the month.

Long-Term Disability Insurance

All full-time employees are enrolled in a Long-Term Disability Insurance program which provides a monthly income in the event sickness or injury prevents a participant from working.  The university pays for this coverage.  New employees receive the coverage on the 1st of the month following employment, or effective immediately if employment begins on the 1st of the month.  

As part of this benefit, the University also pays for a waiver to cover the monthly annuity premium.  When an employee begins to collect the monthly income benefit, 10% of the monthly wage base will be credited to the TIAA/CREF Retirement Annuity Contracts.  For more information on TIAA/CREF, visit their website at TIAA/CREF.

Long Term Care Insurance

We have partnered with John Hancock Life Insurance Company to offer long term care insurance to all eligible employees. Long term care insurance can help protect your assets and your family from the high cost of long term care services.

John Hancock is one of the pioneers in the long term care insurance market and has over 140 years experience providing a range of insurance products. To learn more about this exciting benefit, visit the John Hancock website or contact Mark Schnizer at (513) 271-8535.

Auto and Home Insurance from Liberty Mutual

Protect your car and home with customized insurance from Liberty Mutual. We?ll help you select the right coverage and get the discounts you?re eligible for. We offer many ways to save based on important life events as well as Multi-Policy and Multi-Car Discounts. And as a Xavier University employee, you could receive exclusive savings for even greater value.  Click for a free quote.

Contact Chuck Petretti at 513-984-0550 ext. 51983 or via email Charles.Petretti@LibertyMutual.com
Discounts and savings are available where state laws and regulations allow, and may vary by state. Certain discounts apply to specific coverages only. To the extent permitted by law, applicants are individually underwritten; not all applicants may qualify. Please consult a Liberty Mutual sales representative for additional information. 
 

STATUTORY BENEFITS

Social Security

All University employees are covered by the Social Security System. Employee contributions are matched by employer contributions. Benefits include retirement income, early retirement, disability benefits, survivor's benefits and health insurance (Medicare). Further details are available from the local Social Security office.

Worker's Compensation

The Ohio Workers' Compensation Act provides compensation to an employee for injury, occupational illness or death which occurs during the course of and arising out of employment with the University. All expenses connected with this benefit are paid by the University.

Unemployment Compensation

All employees are covered by the provisions of the Unemployment Compensation Laws of Ohio.  The University pays the entire cost of this coverage.

ACADEMIC BENEFITS

Tuition Remission

Continuing full-time employees are eligible for full tuition remission for all undergraduate and graduate courses taken at Xavier University. A staff member wishing to take more than six credit hours per semester must have permission from the area vice president. Continuing part-time employees are eligible for tuition remission in proportion to their work loads compared to that of full-time employees. Application must be made prior to the beginning of each semester.

Tuition remission covers tuition only and does not apply to any fees.  If the employee terminates employment during a semester in which courses are being taken, full tuition remission reverts to partial remission in accordance with the refund schedule of the University.

Dependent Tuition Remission

All new employees will have a one year waiting period for access to spouse/dependent tuition remission.

After this one year waiting period, continuing full-time employees (37.5 hours or more) are eligible for 90% tuition remission for their spouses and dependent children up to and including age 25 who meet the dependency criteria established by the federal tax law.  Human Resources will require proof of dependency after age 22.  Continuing part-time employees are eligible for dependent tuition remission in proportion to their workloads compared to that of full-time employees.  Application must be made prior to the academic year.

The employee is responsible for 10% of the tuition, plus any applicable fees.

PLEASE NOTE:To participate in the tuition remission benefit, employees and their eligible dependents must follow the appropriate application procedures and be accepted for admission. Based on IRS regulations all graduate dependent tuition remission is considered taxable income to the employee.