The following is a summary of benefits available to University of Lynchburg full-time faculty and staff.
- Prospective employees may contact the Office of Human Resources or the Office of Academic Affairs for additional information.
- Current employees can find additional information on the University of Lynchburg’s internal employee website. Please note that a University username and password is required for access.
All employees are required to have a University of Lynchburg identification card. This card is useful for general identification purposes, but is also required for some of the services listed below. Identification cards for immediate family members are also available.
The University of Lynchburg offers Anthem group health insurance. The employee and the University share in the premium, based upon 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 date of hire. 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 that belong to 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 health care 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.
PPO: Preferred Provider Organization
HSA: Health Savings Account
Each University employee and spouse, regardless of whether they are enrolled in the University’s health plan, are eligible to participate in the Health Hornets Wellness Program. Blood work and biometrics are taken once a year at no charge to the employee.
- PPO Plan 4 PPO participants will realize a savings in their health insurance premiums of $25, $35, or $50 a month.
- Plan 6 HSA or Plan 7 HSA participants will have the annual amount of $400, $600 or $800 deposited into their HSA account.
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 service, such as fillings, simple extractions, root canal therapy, etc., at 80%. Deductible is $50 per person and $150 per family per calendar year. 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%. Deductible is $50 per person and $150 per family per calendar year. Annual maximum per enrollee, per calendar year is $1,500.
Vision insurance is available to employees and family members though UniCare.
Flexible Spending Account (FSA)
The benefits offered through this plan allow payment to be made for uninsured health-related and dependent-care expenses with pre-tax dollars.
The University’s retirement plan is funded jointly by contributions from the University and the employee. Contributions are vested immediately.
- If you do not elect to contribute 6% of your salary to the plan, the University will make a 3% contribution, without requiring any contribution by you.
- If you elect to contribute to the plan, you must contribute 6% of your salary. The University will then make a matching contribution of 6% of your salary to the plan, for a total employer contribution of 9%. Plan contributions will be paid as a percentage of 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.
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 annual salary, to a maximum amount of $300,000 in life insurance benefits. Coverage reduces on a graduated scale after age 65.
Accidental Death and Dismemberment Insurance
Accidental death and dismemberment benefits are provided by the University at no cost to the employee and are effective the first day of the month following the month of employment. The coverage is an amount equal to 1 1/2 times annual salary, to a maximum amount of $300,000 in accidental death and dismemberment insurance benefits . Coverage reduces on a graduated scale after age 65.
Long-term Disability Insurance
The University provides, at no cost to the employee, a long-term total disability policy which provides payment, after six consecutive months of continuous total disability, of a monthly income benefit which is equal to 60% of the monthly wage base. This benefit will not exceed a total of $10,000, less benefits 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.
Worker’s Compensation Insurance
The University pays the full cost of workers’ compensation insurance to cover injuries that might occur while working on behalf of the University.
The University pays the full cost of unemployment insurance.
Our sick leave policy (also considered our short-term disability policy) is self-funded by the institution for personal illness. It is available according to the following schedule:
- First year: total of two weeks at regular base pay.
- Second year: total of four weeks at regular base pay.
- Each succeeding year: four additional weeks per year, up to a maximum of 26 week after eight years of employment.
- The first 13 weeks (of the 26-week maximum) of continuous sick leave is at regular (full) base pay.
- For the next 13 weeks of continuous sick leave, the employee’s salary reduces to 3/4 of the base pay.
Three days per year may be used for illness of an employee’s immediate family member or household. The ill person or persons must be regularly dependent on the employee’s care, requiring the employee’s absence from work. The University will provide up to 12 weeks of unpaid, job-protected leave to eligible employees for certain family and medical reasons, in accordance with the Family and Medical Leave Act (FMLA) of 1993. Employees can use their sick leave in conjunction with FMLA. Sick leave does not accumulate and therefore can not be carried over from one year to the next.
Staff employees are provided vacation benefits which can be used during the first year of employment. Vacation is allocated on a fiscal year basis (July-June). Remaining vacation from a fiscal year, can be carried over for six months, until the end of December.
- Non-exempt positions are provided 10–20 days vacation, according to length of service.
- Exempt positions are provided 15–20 days vacation, according to length of service.
Staff employees are provided 12 paid holidays, which include:
- Independence Day
- Thanksgiving break (Wednesday before, Thanksgiving Day, Friday after Thanksgiving)
- Christmas and New Year’s break (usually 7 days)
- Memorial Day
Staff employees are provided two paid personal days. Personal days do not carry over.
Payment Schedule and Method
Unless otherwise stated, full-time faculty and exempt staff are paid in 12 equal installments, with payment of earnings issued on the last working day of each month. The first installment for an academic year will be issued at the end of July, and the last installment will be issued at the end of June.
Full-time, non-exempt staff are paid on a biweekly frequency, based upon the total hours worked as reported on an attendance record.
Employees may have their earnings deposited directly into their checking and/or savings account(s). Bank account(s) will be credited by 9 a.m. on each payday. You can view and print your pay stub via the University’s portal under “Payroll History.”
Full-time faculty and staff may participate in Central Virginia Federal Credit Union (CVFCU). Direct deposit into bank/credit union accounts may be made through payroll. CVFCU has an ATM on the second floor of Drysdale Student Center.
Employee Assistance Program (EAP)
The University provides free services of the EAP to assist employees and their families for resolution of personal problems which may be interfering with work or home life.
Admission to Programs, Lectures, and Athletic Events
Free admission to all special events is provided for employees and members of their immediate family, with the exception of theatre productions A discounted rate is charged for all theatre productions.
Employees and their families are eligible to take advantage of all recreational facilities on campus. This includes use of the fitness room, outdoor track, and tennis courts.
A discounted rate is charged to employees and members of their immediate family for all meals in Burton Dining Hall. An additional discount is provided to employees who pay for their meals using their Lynchburg Express Account which is a declining balance account.
Campus Store Discounts
A 10% discount is provided on most purchases, but excluding textbooks, in the Campus Store.
The University designates specific areas for faculty and staff parking. All employee vehicles must be registered with Campus Safety and Security, and all operators of such vehicles are subject to campus traffic regulations. There is no charge for registration of vehicles.
Full-time employees can take up to 18 credit hours (undergraduate or graduate, excluding MPAM, DMSc, and DPT) at the University of Lynchburg on a tuition-remission basis each year.
- Spouses may take a full academic load, 18 credits per semester, for undergraduate or graduate study.
- Dependents may take up to 136 total undergraduate credit hours at University of Lynchburg.
An allowance for reimbursement of moving expenses is available to new, full-time faculty and designated new, full-time staff, as outlined in the Moving Expenses Policy.