In a regularly scheduled meeting held Thursday, April 11, the Executive
Committee of the Board of Trustees approved the recommendations
made by President Bill Chace concerning changes in the Universitys
employee benefits program (detailed
in table at bottom).
The presidents final recommendations were made following
months of deliberation about alternatives for reducing benefit costs
to respond to skyrocketing health care costs for employees and retireesa
problem being experienced by institutions nationwide.
The University held a series of forums with Chace, Executive Vice
President John Temple and Vice President for Human Resources Alice
Miller to explain to the community the reasons for these cuts in
a strong, growing University and to allow members of the Emory family
to ask questions.
The final benefit changes were decided based on hard financial
data, but they also were decided only after the administration and
trustees carefully considered the comments many of you made during
the past weeks, Chace said. We sought to minimize any
negative consequences to University employees while we faced squarely
the need to contain future costs and to remain competitive with
other universities. I believe we have succeeded, and these changes
will help us do just that.
Chace also thanked the University Senates Fringe Benefits
Committee for its substantive work on various benefit options.
We are committed to preserving affordable health insurance
for all employees, and certain tradeoffs are required to sustain
these benefits, Miller said. As you have heard in the
media, Emory is not alone in this plight; employers all over the
country are facing such a challenge. We believe, however, that even
with changes we will continue to offer attractive and competitive
benefits, while better ensuring our ability to do so for the long
run.
The new benefit structure will go into effect Jan. 1, 2003, for
all employees currently in the University benefit system.
The trustees recognized, as well, that Emory Healthcare faces
different challenges than the schools and colleges and therefore
needs different and separate business strategies to succeed in the
highly competitive Atlanta healthcare market, Chace added.
That means the different components of Emory HealthcareThe
Emory Clinic, The Emory Childrens Center, Emory University
Hospital, Emory Crawford Long Hospital and Wesley Woods Centerwill
need to address overall nonfaculty employee compensation as part
of the strategic restructuring of Emory Healthcare.
Also at the bottom of this page is an explanation of "vesting,"
( vesting)
which applies to the new retirement-contributions plan. Succeeding
issues of Emory Report will present a more detailed analysis
of the Universitys budget, the nature and management of the
Universitys endowment, and the Universitys efforts and
successes in fund raising, all areas in which employees have expressed
a desire for more information.
Benefits
Retirement
(Under current plan):
Eligibility: Age 26 and 1year waiting period
Employer Contributions: 6% basic; 2%-4% match
Vesting: Immediate vesting
(Under
plan effective Jan. 2003)
Eligibility: Age 21 and 1-year vesting period
Employer Contributions: 6%; 1.5%-3% match
Vesting:
Current enrollees: Employees receiving employer contributions
remain vested
New enrollees: 5 years for basic; 3 years for match.
Courtsey
Scholarship
(Under current plan):
Employee: 100% tuition for 5 credit hours after 1 year
of fulltime regular employment
Dependent child(ren) under the age of 25: 100% of Emory
tuition after 2 years of full-time regular employment
Spouse/same-sex domestic partners: 100% tuition for
5 credit hours after 3 years of full time employment for graduate
work
(Under
plan effective Jan. 2003)
Employee: No change in this benefit
Dependent child(ren) under the age of 25: For employees
hired after Dec. 31, 2002:
2-5 years: 50%
5-10 years: 75%
10 or more years: 100%
Spouse/same-sex
domestic partners: Spouses graduate benefit eliminated.
Spouses currently enrolled in a degree program may complete
their study with current benefit.
Retiree
Medical
(Under current plan):
Eligibility: Years of service and age must equal at
least 70
Employer Contributions: Employer contributions average
69%
(Under
plan effective Jan. 2003)
Eligibility: Years of service and age must equal at
least 75
Employer Contributions: Employer contributions will
average 50% with a 4% cap on increase. No employer contributions
for employees hired after Dec. 31, 2002
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Vesting
Vesting provisions will apply to all new hires and
employees who are not currently eligible for University contributions
(that is, if you are under age 26 and/or have less than one year
of service). The purpose of vesting is to encourage employees to
remain with Emory for the long term. The one-year wait for eligibility
is counted toward vesting, and all personal contributions are immediately
vested.
The two parts of Emorys retirement plan will have different
vesting schedules. The basic 6 percent contribution will have a
five-year cliff vesting schedule. This means that Emory will contribute
the basic 6 percent to your retirement account during your first
five years of service, and if you stay with Emory more than five
years, you will fully own that basic contribution to your retirement
accounts. However, you will lose Emorys basic contributions
to your retirement accounts if you leave Emory before you have attained
five years of service.
The matching contribution will have a three-year cliff vesting
schedule, so that if you stay with Emory more than three years,
you will fully own Emorys matching contributions to your retirement
accounts. However, you will lose Emory matching contributions to
your retirement accounts if you leave Emory before you have attained
three years of service.
If you leave Emory after you have satisfied the vesting requirements,
you can leave the contributions in the plan, roll them over into
another qualified plan or take any other action that is allowed
within the plan.
The plan will continue to require one year of service before any
basic or matching contributions are made to your account.
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