The University pays the entire premium for group life insurance for 2.5 times the annual salary (subject to a minimum of $75,000 and a maximum of $1,000,000). This benefit is available on the first of the month following 90 days of employment. Within 31 days following the termination of employment, all or part of the life insurance amount may be converted to an individual policy. Applications for this purpose are available in the Office of Human Resources.
The University offers a choice of medical insurance plans: Consumer Driven Health Plan (Personal Choice HDHP) and Keystone HMO. Details on these plans are available in the Office of Human Resources.
The University and the employee share the cost of the medical premium. The University’s share will be announced each plan year prior to the open enrollment period in September.
Coverage may begin as soon as the first of the month coincident with or following the date of employment. An employee may enroll during the first 30 days after the date of employment. Once enrolled, an employee may transfer from one medical plan to another only during the open enrollment period held in September of each year with coverage effective November 1st.
A cash option in lieu of medical insurance is available. This election cannot be revoked or amended during the plan year unless there is a change in family status.
If you are declining enrollment for yourself or your dependents (including your spouse) because of other health insurance coverage, you may in the future be able to enroll yourself or your dependents in this plan, provided that you request enrollment within 30 days after your other coverage ends. In addition, if you have a new dependent as a result of marriage, birth, adoption or placement for adoption, you may be able to enroll yourself and your dependents, provided that you request enrollment within 30 days after the marriage, birth, adoption, or placement for adoption.
Personal Choice or Keystone
Member Services: 1-800-ASK-BLUE
Website for Keystone or Personal Choice: www.ibx.com
Group dental insurance, through Delta Dental PPO or DeltaCare Dental HMO, is available on the first of the month following 90 days of employment. Thereafter, enrollment is allowed only during the open enrollment period in September of each year with coverage effective November 1. Once enrolled, employees may transfer from one dental plan to another only during the open enrollment period. The University and the employee share the cost of the dental premium. Details about these plans are available in the Office of Human Resources.
General Claims, Benefit or Dentist Questions: PPO Plan: 800-932-0783
PA DeltaCare DHMO: 800-422-4234
NJ DeltaCare DHMO:
800-722-3524 if calling from NJ
800-848-3524 if calling from outside of NJ
To check any Delta Network:
A vision care program, Davis Vision, is available on the first of the month following 90 days of employment. Thereafter, enrollment is allowed only during the open enrollment period in September of each year with coverage effective November 1. The University and the employee share the cost of the vision premium. Details about this plan are available in the Office of Human Resources.
Member Services: 1-888-393-2583 or www.ibxpress.com
A Healthcare Spending Account is a type of Flexible Spending Account that allows employees to pay for qualified out-of-pocket healthcare expenses on a pre-tax basis. Expenses that qualify include: medical insurance deductibles and co-payments and other expenses not covered by your medical, dental and vision care insurance(s). Enrollment in this plan is optional. Each year or at the start of employment, an employee may elect the amount he/she wishes to contribute to the healthcare spending account. The annual maximum is $2,550 and the annual minimum is $240. Amounts are deducted each pay period before taxes and deposited into a Healthcare Spending Account. Employees pay for eligible expenses and submit claims to the University’s third party administrator, Payflex. Reimbursement for eligible expenses is made by check or direct deposit. Information and forms for this benefit are available in the Office of Human Resources.
If an employee is covered by one of the health insurance plans, the employee can choose to continue coverage if he or she loses group health coverage because of reduction in hours of employment or the termination of employment (for reasons other than gross misconduct on the employee’s part).
If an employee’s spouse is covered by one of the health insurance plans, he or she may continue coverage if coverage is lost due to: the employee’s death, termination of employment (for reasons other than gross misconduct), or reduction in hours of employment; divorce or legal separation; or the employee’s entitlement to Medicare benefits.
If an employee’s dependent child is covered by one of the health insurance plans, he or she can continue coverage if coverage under that plan is lost for any of the following reasons: the employee’s death, termination of employment (for reasons other than gross misconduct) or reduction in hours of employment; parents’ divorce or legal separation; the child ceases to be a "dependent child" entitled to coverage; or the employee’s entitlement to Medicare benefits.
If continuation of coverage is chosen, coverage will be given which, as of the time coverage is being provided, is identical to the coverage provided under the group health plan to similarly situated employees or family members.
Coverage will continue for 36 months unless you lost group health coverage because of a termination of employment or reduction in hours. In that case, the continuation coverage period is 18 months. However, the 18-month period may be extended to 29 months when the Social Security Administration determines that you, or another covered family member at the time of termination of employment or reduction of hours, was disabled at any time during the first 60 days of continuation coverage and you inform Saint Joseph’s University before the end of the 18-month period.
Coverage will end for any of the following reasons:
- Saint Joseph's University no longer provides group health coverage to any of its employees;
- The premium for continuation coverage is not paid by the first of each month; or
- The covered individual becomes entitled to (covered by) Medicare.
Employees may elect to continue participation in the Healthcare Spending Account for the remainder of the Plan Year, which ends December 31 and continue to make any required contributions to the Plan.
If an employee, spouse or dependent child wishes to continue coverage, the employee will be responsible for notifying the Office of Human Resources within 60 days of the loss of group health coverage.
The University maintains a group Long-term Disability Insurance Plan, which assures each employee a portion of his or her income in the event of a long term disability. This benefit is available on the first of the month following 90 days of employment and the premium is paid by the University. The policy insures a monthly benefit of 60 percent of basic monthly earnings up to the maximum monthly benefit, less other income benefits as stated in the Policy. During sick leave and disability the University will continue its contribution to the employee’s health insurance and long term care insurance plan (if applicable) up to one year, provided the employee maintains his or her contribution to the total premium. In certain circumstances, there may be a waiver of premium for life insurance during long term disability. A description of this insurance benefit is available in the Office of Human Resources.
Saint Joseph’s University is subject to the Pennsylvania Workers’ Compensation Act, which provides for medical expenses and partial salary compensation for valid claims. An employee who is injured in an accident in connection with employment at the University must notify his/her supervisor within 24 hours of the accident and the supervisor must file a report with the Office of Human Resources within the next 24 hours. With any incident, the employee also must complete a notification form and forward it to the Office of Human Resources.
To ensure that your medical treatment will be paid by the University, you must treat with a doctor on the designated panel of physicians. If further treatment is necessary, you will be referred to one of a select panel of physicians. The procedure to follow in the event of a work-related injury is available in the Office of Human Resources. Click here for our designated panel of physicians.
Automobile and Homeowners Insurance through Liberty Mutual Insurance Company may be purchased through the University at a discount. Premiums are payable through payroll deduction with no interest or carrying charges. Acceptance in these programs is determined by the insurance company. Information on both programs is available from the Office of Human Resources.