Overview – Health – Prescription – Dental – Mental Health & Substance Abuse – Personal AD&D – Long Term Care – Long Term Disability – Flexible Spending – Life Insurance – Leave – Tuition Remission – EAP – Childcare – Discounts – Retirement
UMBC offers employees a variety of affordable, competitive, basic, and supplemental health benefit plans with certain coverage available to dependents and spouses, as well as retirement and leave benefits. Availability of benefits is based upon eligibility and category of employment.
UMBC, through the Maryland Department of Budget and Management (DBM), offers a flexible health-related benefits menu which allows employees to choose from a number of options including medical (including vision and mental health), dental, prescription drug, personal accidental death and dismemberment, long term care, and group term life insurance plans. Except for Long Term Care and certain coverage levels of term life insurance, these plans are offered on a pre-tax basis which means that Federal, State and Social Security taxes will not be owed on the amount you contribute for your benefits.
Please click on the benefit links above for more information on each type of plan.
New employees have 60 calendar days from their original date of employment to enroll for any of the benefit programs outlined. Once enrolled in a benefit option, coverage may not be cancelled or changed until the open enrollment period, unless a Qualifying Event occurs (birth of child, marriage, etc.).
The premiums for each plan are listed in the State’s Benefits Guide. Regular employees who enroll in health benefits will have premiums withheld on a bi-weekly basis from their paycheck, mostly before income taxes are applied. Contingent employees are billed monthly, with all payments paid post-tax to the Department of Budget & Management.
The effective date of coverage will be determined by the first available pay period ending date from which your premium deduction(s) can be made following the submission of the completed enrollment form. Effective dates of coverage are always the 1st of the month or the 16th of the month (as determined by the Department of Budget and Management).
In instances where coverage must be utilized before deductions are withheld, the employee may elect to pay out-of-pocket for services and then be reimbursed once a retroactive adjustment has been made. This involves the employee paying the share of the premiums for the missed pay periods up to the effective date of coverage. The employee must elect to pay for retroactive coverage within the first 60 days of employment or forfeit the right to retroactive coverage.
Dependents may be covered for all benefit plans up to the end of the month in which they turn 26 years old. Verification of dependent eligibility is required (marriage certificate for spouse, birth certificates and affidavits for spouse, dependent children, etc.).
Brochures and provider directories for all health plans are available in the Department of Human Resources.
Health Insurance Plans
There are three (3) types of medical plan structures offered by the State:
Preferred Provider Organizations (PPO): This type of plan provides employees with the maximum amount of flexibility in the selection of physician services. Employees in this type of plan do not select a primary care physician and may visit any medical provider desired, whether generalist or specialist. When visiting a provider within the PPO network, the employee pays a co-pay and the plan will pay 90% toward in-patient hospital and other diagnostic services and the employee would be responsible for the remaining 10% coinsurance up to a maximum of $1,000 for Individual or $2,000 for Family. Review the State Benefits Guide for more details regarding specific in-patient and diagnostic services. The PPO plans also offer employees the option to receive services outside of the network at a ratio of 70% (plan), 30% (patient) after the appropriate deductible has been met ($250/Individual, $500/Family) with a co-insurance out-of-pocket maximum of $3,000 for Individual and $6,000 for Family. Vision benefits (purchase of eyeglasses/contact lenses) with limited reimbursement for specified services, are offered as part of medical plan coverage.
Exclusive Provider Organizations (EPO): Require employees to utilize the physicians within the EPO plan network (in most cases this is the same physician network available under the PPO plans). In addition, the plan will cover 100% for all in-network services with the exception of any copays due. The plan will not cover services rendered outside the network. Employees are not required to select a Primary Care Physician and may elect to utilize other participating physicians and specialists within the network, without a referral. The employee pays a co-pay for physician visits. Please review the State Benefits Guide for details.
Integrative Health Model (IHM): The IHM Plan is offered exclusively through Kaiser and is an in-network plan where you can receive care at one of Kaisers Facilities. The plan covers 100% in-network for most services. Please review the State Benefits Guide for details.
CVS Caremark has been contracted by the State to provide prescription drug benefits to employees with the use of generic or brand-name drugs at established co-pay. Employees will be charged a higher co-pay for brand-name drugs.
Maintenance drugs may be issued in up to a 45-day supply for one co-pay or up to a 90-day supply for two co-pays.
There is a $1,000 individual ($1,500 for family) out-of-pocket maximum for co-pays during a plan year. If the employee and covered family members reach the out-of-pocket maximum in the plan year, the employee and covered family members will not pay any more in co-payments for the plan year for covered drugs.
CVS Caremark also offers a Voluntary Mail Order Program. The employee may choose home delivery of drugs with no additional delivery charge. Drugs can be ordered by phone, mail, or internet. If an employee chooses to take advantage of the Voluntary Mail Order Program, co-payments will be the same as if you visited the retail pharmacy.
The State offers two dental plans: one dental health maintenance organizations (DHMO) through Delta Dental and a Preferred Provider Organization (DPPO) plan through United Concordia.
The DHMO requires enrollees to utilize participating plan dentists and get referrals from the primary dental provider to see a specialist.
The DPPO allows enrollees to utilize non-participating dentists with limited reimbursement benefits. The enrollee does not select a primary dental office, and has the option of utilizing in-network benefits or out-of-network benefits without referrals.
Upon enrollment in any of the medical plans, employees are automatically enrolled for behavioral health which provides coverage for mental/substance abuse services. To utilize the benefits you need only call the toll-free number in the State Benefits Guide. No separate enrollment forms are required.
Personal Accidental Death and Dismemberment
Underwritten by Minnesota Life, this plan provides benefit amounts of $100,000, $200,000 or $300,000 to employees or designated beneficiaries in the event of accidental death or dismemberment.
Provides a lump-sum benefit amount for covered accidents or injuries that are incurred either on-the-job or at home. There is a lump sum payment to beneficiaries if a covered accident results in death.
Accidental disappearance benefit will provide for payment of the benefit amount if disappearance occurs as the result of an accident and recovery of the body does not occur within 365 days.
Exclusions are suicide, enlistment in the military during acts of war, self-inflicted wounds, illnesses, etc.
Limited educational and day care benefits provided in cases of disabling accidents.
Long Term Disability (LTD)
Underwritten by UNUM.
Coverage can be initiated or cancelled at any time. If initiated after first 60 days of employment, medical review is required.
Rates based on age, annual salary and elimination period chosen. Rates are post-tax.
Up to 60% of base salary payable upon 90th or 365th day of disability up to a maximum of $8,000 per month. Benefits available until age 65. Please see LTC coverage highlights.
Flexible Spending Accounts
Administered by the State of Maryland through Connect Your Care, allows employees to set aside money on a pre-tax basis for a wide variety of comon health care and dependent day care expenses for you and your eligible dependents.
Health Care Spending account allows for a minimum of $120 to a maximum of $2,650 annually to be withheld to pay out-of-pocket expenses associated with medical care (co-pays for doctor visits, prescription co-pays, etc.).
Dependent Care Spending account allows for a minimum of $120 to a maximum of $5,000 to be withheld to pay out-of-pocket expenses associated with day care costs (day care fees, after care costs for children, etc.)
“Use it or lose it” provision, which means unused funds will be forfeited. Receipts must be for bona-fide expenses or the State will not allow access to monies in the account. Employees have until March 15 (after the end of the coverage term) to submit claims for reimbursement, however for Dependent Care FSA expenses must be incurred during the coverage period (January 1st to December 31st).
Enrollment in any spending account prohibits employees from claiming the identical expenses on their income taxes.
Term Life Insurance Programs
There are two group term life insurance programs offered to employees through the University:
The Minnesota Life (now Securian) Insurance Plan
- Employees can take a maximum of $300,000 coverage
- Dependents can take a maximum of $150,000 coverage
- Guaranteed issue amount is $50,000 offered to employees
Term life program administered by the State of Maryland and underwritten by the Minnesota Life.
Allows employee to take out life insurance for up to $300,000 in $10,000 increments. Insurance for dependents may be taken for 1/2 employee amount or $150,000 whichever is less. Please note that dependent children may be covered up to age 26 (effective July 1, 2012) only. Amounts up to $50,000 for employee are pre-tax. Amounts over $50,000 for employee, and any amount for dependents, are deducted post-tax.
Guaranteed issue amount of $50,000 offered to employees. Anything in excess of $50,000 must have medical insurability form. Any amount in excess of $25,000 for dependents must have medical insurability form.
Rates based on age and level of coverage.
Portability coverage for employee (conversion coverage for dependents) provided upon separation of employment. Also provides for a waiver of premium if required to retire as the result of total disability. Employee must pay first 9 months of premiums.
UNUM Life Insurance Plan
- Employees can take a maximum of $750,000 or 6X annual salary coverage
- Spouse can take a maximum of $150,000 coverage
- Dependents can take a maximum of $10,000 coverage
- Guaranteed issue amount is $50,000 offered to employees
Offered to University employees only.
Allows employee term life insurance coverage up to 6X annual salary in $10,000 increments to a maximum of $750,000. Spouse may be insured for same amount as employee amount or $150,000, whichever is less. Dependent children may be insured for up to $10,000.
Guaranteed issue amount of $100,000. If enrolled within first 60 days of employment, no evidence of insurability is required. Medical evidence of insurability is required for coverage in excess of $100,000. UNUM will notify employee in writing.
Rates based on age, annual salary and level of coverage. Not a pre-tax plan, so enrollment can be initiated, increased, decreased or cancelled at any time.
Portability coverage available at 20% increase in premiums upon separation of employment. Also provides for a waiver of premium for cases of total disability commencing before the age of 60. See coverage highlights for details.
Paid Leave: Leave benefits available dependent upon category of employment.
Family and Medical Leave Act: The FMLA allows employees up to 12 weeks of paid or unpaid leave for qualifying medical event (see policy for details) wherein the University will continue to pay its portion of health benefits.
Unpaid Leave: A Leave of Absence Without Pay (LWOP) is available for personal, medical, military, or research purposes. Employees should consult appropriate employee manual for eligibility criteria.
Holidays: 14 paid holidays (15 in election year). Must be employed on calendar date of occurrence in order to receive credit for holiday when it is observed by the University.
Jury Duty: Administrative leave is provided for persons called for jury service. No charge to accrued leave provided appropriate documentation is supplied.
Military Leave: 15 days of administrative leave for anyone enlisted in the armed forces or organized militia for observance of annual training exercises or military call up.
Full-time regular faculty and staff are eligible for 100% tuition remission for classes not to exceed 8 credits per semester at any USM institution, plus Morgan State University, Saint Mary’s College of Maryland, and Baltimore City Community College. The courses may be at the undergraduate or graduate level and toward any discipline with the exception of Dental and Medical School. Other exclusions may apply at individual institutions. Part-time regular faculty/staff receive benefits proportional to their percentage of employment.
The spouse and dependent children of full-time faculty and staff hired after July 1, 1992 are eligible for remission of tuition only after the faculty/staff member has been employed for 2 years. A full course load may be taken toward the pursuit of the first undergraduate degree (no graduate courses or pursuit of secondary degree will be covered). Courses taken at UMBC will be remitted at 100%. The spouse/dependent child may enroll at any other USM campus (plus dependent children not spouses at Morgan St., St. Mary’s, and BCCC) and courses will be remitted for 50%. Again, part-time regular faculty/staff receive partial benefits proportional to percentage of employment. Please see the HR website for details.
Contingent II employees are eligible to receive 100% tuition remission for up to 8 credits per semester (prorated for part-time), but only at the home institution. Contingent II employees are not eligible for tuition remission at any other campus, nor are spouse and dependent child(ren) eligible.
Tuition remission benefits for graduate-level courses are subject to taxation under the following guidelines: (1) any amount of benefit over $5,250 in a calendar year is taxed for an employee’s own graduate-level courses; and (2) the entire amount of benefit is taxed for graduate-level courses taken by an employee’s spouse or dependents (if eligible). Undergraduate-level courses are taxed if dependent child is not claimed as a tax dependent.
Employee Assistance Program (EAP)
Managed by Inova the program is designed to provide confidential and professional assessment and referral services to employees who may be experiencing problems which may be affecting their work and/or well being. The program assists in the early identification, evaluation and referral for treatment and/or counseling for family, marital, legal, mental health or substance abuse problems.
Visit the EAP section for more information.
Child Care Center
INOVA EAP Childcare Resources: Log in required. (University Username: UMBCEAP, Password: 360231)
As an employee of UMBC, you are eligible to take advantage of benefits, services and discounts offered by companies that have partnered with UMBC, as well as USM and the UMBC Alumni Association. For more information about these special benefits offered visit http://hr.umbc.edu/benefits/employee-benefits-discounts/.
Click here to learn more about the many retirement options available to employees of UMBC.