Employee Benefits

Insurance

The University of Lynchburg offers Anthem group health insurance. The employee and the University share in the premium, based on annual salary, regardless of the level of coverage selected. Employees may elect to begin coverage on the first day of the month following or coinciding with the hire date. Prescription drug services are included in the coverage. There are three insurance plans from which to choose:

  • PPO Plan 4 PPO: A type of health plan that contracts with medical providers, such as hospitals and doctors, to create a network of participating providers. You pay less if you use providers in the plan’s network. You can use doctors, hospitals, and providers outside of the network for an additional cost.
  • Plan 6 HSA (Non-Embedded): A type of savings account that lets you set aside money on a pre-tax basis to pay for qualified medical expenses. By using untaxed dollars in a health savings account (HSA) to pay for deductibles, copayments, coinsurance, and some other expenses, you may be able to lower your overall healthcare costs. HSA funds generally may not be used to pay premiums. You may contribute to an HSA only if you have a high-deductible health plan (HDHP)
  • Plan 7 HSA (Embedded Deductible): Having an embedded deductible means your deductible has a lower limit embedded for each individual. For instance, if your total annual deductible is $5,000 and your embedded deductible is $2,500, an individual has to pay only $2,500 of medical expenses before your plan’s after-deductible benefits begin.

Dental insurance is available to the employee and family members through the Delta Dental PPO Plus Premier plan. There are two plans from which to choose:

  • Low Plan: Covers diagnostic and preventive services at 100%. Covers basic services, such as fillings, simple extractions, root canal therapy, etc., at 80%. The deductible is $50 per person and $150 per family per calendar year. The annual maximum per enrollee per calendar year is $1,000.
  • High Plan: Covers diagnostic and preventive services at 100%. Covers basic services, such as fillings, simple extractions, root canal therapy, etc., at 80%. Covers major services, such as crowns, implants, and orthodontic services (for dependent children under age 19) at 50%. The deductible is $50 per person and $150 per family per calendar year. The annual maximum per enrollee per calendar year is $1,500.

Vision insurance coverage is available for eligible employees and their family members. Employees are responsible for paying the premiums, which are pre-tax and paid through payroll deduction. Further details are outlined in the vision enrollment materials, which can be obtained in Human Resources.

Group term life insurance is provided by the University at no cost to the employee and is effective the first day of the month following the month of employment. The coverage is an amount equal to 1 1/2 times the annual salary, to a maximum amount of $300,000 in life insurance benefits. Coverage reduces on a graduated scale after age 65.

The University provides, at no cost to the employee, a long-term total disability policy that provides payment, after six consecutive months of continuous total disability, of a monthly income benefit that is equal to 60% of the monthly wage base. This benefit will not exceed a total of $10,000, and fewer benefits will be received from Social Security and workers’ compensation. In case of disability, a monthly premium waiver benefit equal to 15% of the base monthly salary will be credited to a TIAA retirement annuity.

The University pays the full cost of unemployment insurance.

The University pays the full cost of workers’ compensation insurance to cover injuries that might occur while working for the University. Any job-related injury should be reported to the supervisor immediately, and an accident report should be filed with Human Resources.

Discover More Benefits

Leave

Vacation Leave

Full-time and regular part-time staff and nine-month faculty during academic breaks are eligible for vacation leave. Accrued annually on July 1, vacation time is based on years of service and employment classification, with part-time staff earning a pro-rated amount. Vacation must be used within 180 days of the fiscal year’s end, or it is forfeited. Unused vacation is paid out upon resignation or termination. During hazardous weather, essential personnel may use only pre-approved vacation leave.

Family and Medical Leave (FMLA)

Eligible employees who have worked at least one year and 1,250 hours in the past 12 months may take up to 12 weeks of unpaid, job-protected leave for family and medical reasons or up to 26 weeks for military caregiver leave. Qualifying reasons include personal or family serious health conditions, birth or adoption of a child, or military exigencies. Leave may be taken intermittently if medically necessary. Health benefits may continue during FMLA leave with arrangements for premium payments. Employees must apply for FMLA if absent for over three consecutive days and provide medical certification.

Sick Leave

Regular full-time and part-time employees are allotted sick leave annually on July 1, increasing with service length. New employees receive a pro-rated amount in their first year. Sick leave covers personal illness, disability, and medical or dental appointments that cannot be scheduled outside work hours. Unused sick leave is unpaid upon termination and does not carry over from year to year. During hazardous weather, sick leave pay is not combined with additional hazardous weather pay.

Family Sick Leave

Employees may use up to three sick days per fiscal year to care for an immediate family or household member for illness or medical appointments. Proof may be required.

Personal Days

Full-time and regular part-time employees receive two personal days per year, credited on July 1 and not carried over. With supervisor approval, these may be used for non-immediate family funerals, extending other types of leave, religious observances, or personal responsibilities. Unused personal days are not paid out upon termination, and essential personnel may only use pre-approved personal days during hazardous weather.

Bereavement Leave

Employees may take up to three paid working days off for the death of an immediate family member to attend funerals and manage related arrangements.

Jury Duty and Court Subpoenas

Paid leave is provided for time spent on jury duty or required court appearances, except in criminal cases where the employee is the defendant. Proof of summons and time served is required, and employees must return to work if excused early.

Military Leave

Under federal and state law, employees are protected when taking military leave, with rights to reemployment and benefit continuation. Military service counts toward leave accruals and length of service. Accrued vacation may be used, and life insurance and tuition remission benefits may continue under specific conditions.

Wellness Program

Wellness and Health Insurance

All University employees and their spouses can join the Healthy Hornets Wellness Program, regardless of health plan enrollment. Free annual blood work and biometrics are included. PPO Plan 4 participants can save $25–$50 monthly on premiums, while Plan 6 and 7 HSA participants receive $400–$800 annually in their HSA.

Retirement Plan

Retirement Plan

The University’s retirement plan is funded jointly by contributions from the University and the employee. Contributions are vested immediately.

  • The University will make a 3% contribution to your retirement without requiring any contribution from you.
  • If you elect to make additional contributions to the plan, you may contribute any percentage of your salary. Plan contributions will be paid as a percentage of the base salary.

Supplemental Retirement Plan

Additional contributions, above the basic plan (up to Internal Revenue Service limitations), may be invested by the employee in TIAA. These contributions are in addition to the 6% contribution and are based on dollar amounts.

On-Campus Perks

Admission to Programs, Lectures, and Athletic Events

Employees and members of their immediate family are provided with free admission to all special events, with the exception of theatre productions, which are charged at a discounted rate.

Recreational Facilities

All employees and their immediate families can use University facilities during usual hours, provided it doesn’t conflict with regularly scheduled programs. This includes the library, tennis courts, and fitness centers. University ID cards are required for admittance, and a waiver must be signed for athletic facilities

Meal Discounts

All employees are invited to eat in Burton Dining Hall with their families and friends, with meals priced at a discounted rate for employees and their guests. Children under 12 years old in the company of parents are charged half price. An additional discount is provided for employees who pay with their Lynchburg Express (declining balance) account. Employees and their dependents should present their University ID cards at the cashier

Campus Store Discounts

A 10% discount in the Campus Store is provided on most purchases, excluding textbooks.

Free Parking

The University designates specific areas for faculty and staff parking. All employee vehicles must be registered with Campus Safety and Security, and their operators are subject to campus traffic regulations. Vehicle registration is free.

Notary Public Services

The services of a notary public are available at no cost to the campus community in the Mail Room, second floor of Drysdale Student Center.

Payment Schedule and Method

Unless otherwise specified, full-time faculty and exempt staff are paid in 12 equal installments, issued on the last working day of each month. The first installment for an academic year is paid at the end of July, and the final installment is paid at the end of June.

Full-time non-exempt staff are paid biweekly based on the total hours worked, as recorded in their attendance records. Employees can opt to have their earnings deposited directly into their checking and/or savings accounts. Funds will be credited by 9 a.m. on each payday. You can view and print your pay stub through the University’s portal under “Payroll History.”

Credit Union

Full-time faculty and staff may participate in Central Virginia Federal Credit Union (CVFCU) or the KEMBA Federal Credit Union. Payroll allows direct deposit into bank or credit union accounts. CVFCU has an ATM on the second floor of Drysdale Student Center.

Employee Assistance Program (EAP)

The Employee Assistance Program (EAP) is a service intended to help employees and their families address personal issues that may be affecting their work or home life. This support includes assistance with health problems and other challenges that could impact job performance or behavior. The EAP provides confidential counseling and referrals and is available to employees and their family members at no cost.

Tuition Remission and Exchange

The University of Lynchburg offers tuition benefits to employees and their families through tuition remission and tuition exchange programs.

Tuition Remission
Full-time and regular part-time employees, their spouses, and dependents are eligible for tuition remission based on hours worked and employment status. Full-time employees may take up to 18 credits annually; part-time staff and adjuncts receive prorated benefits. Spouses and dependents also receive tuition support with specific limits and requirements. Tuition remission does not cover certain fees or apply to all graduate programs. Courses are taken on a space-available basis, and classes during work hours may require supervisor approval. Participants must apply through Human Resources, and all financial aid must be applied before remission.

Tuition Exchange
Through Tuition Exchange, Inc. (TE), eligible dependents of full-time employees may apply for scholarships to attend participating colleges. Employees must have at least three years of full-time service, and dependents must be under 24. Scholarships are competitive, not guaranteed, and require annual re-certification. Applications must be submitted by October 15 each year.

CIC-TEP
The University also participates in the CIC Tuition Exchange Program, which allows dependent children of full-time employees to attend other CIC member institutions tuition-free. Human Resources handles coordination.

Employees should refer to the University’s Faculty and Employee Handbooks or contact Human Resources for full details.

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