Definitions of Dependents & Required Documentation

Definition of Dependents:

Spouse: Your lawful spouse (includes a common law spouse in the State of Alabama)

Sponsored Adult Dependent: A sponsored adult dependent is not a relative, is at least 19 years of age, shares a primary residence and has lived with you not as a renter, boarder, tenant or employee for at least twelve months prior to the effective date of coverage.

Children/Student/Disabled Dependent: Your child* up to age 26; Your child* of any age who is incapable of self-sustaining employment by reasons of mental or physical handicap, has been deemed disabled by the Social Security Administration, and is chiefly dependent on you for economic support and maintenance.

*A child is defined as your, your spouse’s or your sponsored adult dependent’s natural child, legally adopted child (including child placed for adoption) or a child in your permanent legal custody. Your, your spouse’s or your sponsored adult dependent’s child of a divorce can be covered as long as a qualified court decree requires you, your spouse, or your sponsored adult dependent to be financially responsible for health care.


Dependent Documentation Required for Coverage:

For Spouse: A copy of your marriage certificate AND documentation dated within the last 6 months establishing financial interdependence

For Children/Incapacitated Dependents: A copy of the child’s birth certificate AND If applicable, a copy of a divorce decree granting full or joint custody OR If applicable, a copy of a court-issued Qualified Medical Child Support Order (QMCSO) or other court order where you or your spouse are required to provide healthcare.

For incapacitated dependents, additionally provide a copy of your most recently filed federal tax return AND a copy of the Social Security Administration approval for disability benefits

For Sponsored Adult Dependent: A copy of the dependent’s birth certificate AND One form of documentation dated on or before January 1, 2013, establishing a common residence AND One form of documentation dated within the past 6 months establishing a common residence

Note: If the child of a sponsored adult dependent is enrolled in the plan but the sponsored adult dependent is not the child’s birth certificate naming the sponsored adult dependent as the parent or appropriate court order / adoption decree AND a copy of the sponsored adult dependent’s 2012 or 2013 federal tax return claiming the child as a dependent will be required.

Family Medical Leave of Absence (FMLA) and Vacation Days, Accruals and Terminal Pay

Important information for UAB faculty and staff:

UAB leadership plans to implement a merit salary increase pool this year. Because of rising state retirement and healthcare costs, as well as uncertainties regarding state and federal budgets, certain changes to employee benefits will begin phasing in this summer.

"We are fortunate to have a comprehensive employee benefit program as part of our overall compensation strategy," said UAB President Ray L. Watts. "Rising costs of these programs and the desire to institute a merit salary increase in the upcoming budget year required us to make some fiscally responsible decisions. We have worked to phase in many of these benefit changes to minimize their immediate impact on our employees."

"We considered a variety of options and looked carefully at our benefits package in comparison with similar institutions," said UAB Vice President of Administration and Finance Richard Margison. "Our goal is to be able to reward employees' performance through annual salary program increases and keep our benefits structure extremely competitive."

The leadership team explored many fronts to identify opportunities to minimize the impact on employee benefits. For instance, a tuition increase, as well as increases in revenues and efficiencies, including those in clinical care, will help.

 

Family Medical Leave of Absence (FMLA)

As of August 1, 2013, the maximum time allowed for any family medical leave of absence request (employee or family related) will be 12 work weeks, consistent with the Family Medical Leave Act.


Vacation Days, Accruals and Terminal Pay

Faculty Appointed on a Nine Month Basis
  • Beginning July 1, 2013, three additional days will be added to personal holiday time for a total of six days per year. Personal days will not carry over, consistent with our current policy. 
  • Beginning August 1, 2013, vacation days for nine month faculty will be replaced by paid time off days during certain periods when classes are not in session and other department obligations are satisfied.
  • Beginning August 1, 2013, no new vacation days will accrue to a subsequent year.
  • Nine month faculty working in the summer of 2013 will be allowed to accumulate vacation, then no vacation will be accrued, for any further summer work, after August 1, 2013. 
  • All current faculty with accrued vacation days will be grandfathered and allowed to maintain and use their existing bank of vacation days until such a bank is fully used or terminal vacation (final pay-out) paid (note changes to terminal pay policies): 
  • The maximum terminal vacation days that will be paid will be reduced over time as follows:
    • Through December 31, 2014 there will be no change – 44 days maximum will be paid
    • Effective January 1, 2015 – 33 days maximum will be paid
    • Effective January 1, 2016 – 22 days maximum will be paid
    • Days in excess of maximum vacation can still roll into sick time and receive current TRS value. 
    • No changes are being made to sick leave policy or campus designated holidays.

      All Employees (Nine and Twelve Month Faculty and Staff)
      • Maximum accumulation of vacation days remains unchanged (see current policy).
      • The maximum terminal vacation days that will be paid will be reduced over time as follows:
        • Through December 31, 2014 there will be no change – 44 days maximum will be paid
        • Effective January 1, 2015 – 33 days maximum will be paid
        • Effective January 1, 2016 – 22 days maximum will be paid
        • Days in excess of maximum vacation can still roll into sick time and receive current TRS value. 

        Why are benefit changes necessary?

        Educational Assistance


        Important information for UAB faculty and staff regarding the UAB Educational Assistance Program.

        As announced last summer, rising state retirement and healthcare costs, as well as uncertainties regarding state and federal budgets, necessitate important changes to employee benefits.  The following changes are being made to the UAB Educational Assistance Program for all academic terms beginning after January 1, 2015.   

        The chart below illustrates the current program and changes for all academic terms beginning after January 1, 2015.

        Provided to

        Current Benefit

        For all academic terms beginning
        after January 1, 2015

        UAB Employee

        100% in-state tuition for up to 18 semester hours at UAB taken at any time during the academic year including undergraduate, graduate, and professional programs

        100% in-state tuition for all undergraduate, graduate, and professional programs courses at UAB.
        The limit of 18 credit hours per academic year removed

        Dependent Children & Children of Sponsored Adults of UAB Employees (up to age 26)

        50% in-state tuition assistance for all undergraduate, graduate, and professional program credit courses at UAB

        50% in-state tuition assistance for all undergraduate credit courses at UAB.

        No longer eligible for tuition assistance for graduate or professional programs

        Spouses & Sponsored Adults of UAB Employees

        100% in-state tuition for up to 18 semester hours at UAB taken any time during the academic year including undergraduate, graduate, and professional programs

        50% in-state tuition assistance for undergraduate courses up to 18 semester hours at UAB taken any time during the academic year.

        Assistance reduced to 50% and no longer eligible for tuition assistance for graduate or professional programs

        UAB Retiree Dependent Children & Children of Sponsored Adults (up to age 26)

        50% in-state tuition assistance for all undergraduate, graduate, and professional program credit courses at UAB

        50% in-state tuition assistance for all undergraduate credit courses at UAB.

        No longer eligible for tuition assistance for graduate or professional programs


        Employees should direct questions regarding the policy changes to UAB Benefits:

                        Phone: 205-934-3458
                        Email: benefits@uab.edu

        Annual Open Enrollment

        Annual Open Enrollment for medical, dental, and vision coverage and flexible spending accounts (FSAs) for all UAB benefit-eligible employees will begin at 7 a.m. CT Friday, October 3, 2014, and end at 5 p.m. CT Monday, October 20, 2014.

        Click here to visit the online enrollment portal, UAB for Me!

        In order to comply with federal laws regulating benefit plan participation and to retain those pre-tax features which are desired by our employees, changes cannot be accepted after the close of Open Enrollment at 5 p.m. CT Monday, October 20, 2014.

        BF-logo-triUAB’s Open Enrollment administrator will continue to be BenefitFocus and will be branded UAB for Me: My Benefits, My Choice. UAB for Me will serve as an ongoing resource for employees not only during Open Enrollment but also going forward as we add new choices to our programs. All plan documentation and rates, including the full Open Enrollment Newsletter, can be found within the enrollment site.

        All new elections will be effective January 1, 2015. Premiums for 2015 medical, dental, and vision coverage and new FSA deductions will be reflected in your January 2015 pay check.


        Join us at the UAB Benefits Fair on Thursday, October 2, 2014 in the West Pavilion Atrium!
        Representatives from VIVA, BCBS, CareMark, MetLife, Vision Service Plan (VSP) and PayFlex will be there to provide UAB employees with an opportunity to ask questions and gather information on the plans. We will also have other tables set up with additional benefit information and fun freebies!