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Office of Human Resources June 2010 |
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HR REVIEW
Your Source for University Human Resources News and Information |
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| Upcoming Workshops & Events |
Learning & Organization Development Workshop Highlights
Managing Your Career Series - begins July 10 in Evanston
Take more control of your career and find greater satisfaction at work. This series of six monthly workshops covers career assessment, exploration, planning, applying, and interviewing.
Free. For details and to register, click here.
Leadership and Management Series - begins July 15 in Chicago
Offered to NU's managers and supervisors, these workshops provide a basis for strong leadership practices. Learn the "soft skills and tools" of the effective manager, as well as practical, hands-on advice. $725 for six month series, includes meals. For details and to register, click here. |
| Do you Bike to Work? | |
If your answer is yes, you will definitely want to know about some new amenities.
Chicago - The Park Supervisor at the Lakeshore Chicago Park District facility has given permission for anyone to use its shower facility as long as they sign in at the front desk. That's not just during Bike to Work Week in June, but anytime, all year round EXCEPT during its' six week summer camp ( June 28th to August 6th ) and when they are closed for holidays. This doesn't give anyone permission to access other parts of the facility unless they are a member of CPD, a member of NU's Chicago fitness club, Holmes Place, or have an NU intramural card.
Evanston - Anyone with a WildCARD may use the Patten Gym showers for free.
- Other Accommodations for Bikers:
- Secure bicycle parking for a low annual fee of $25.00. Access to this secure bike room is validated through an activated WildCARD. For Details.
- Bike racks available on all University shuttle buses.
- For additional information, contact University Police at 312-503-8314.
- Detailed transportation maps of the Chicago Northwestern campus are available at either WildCARD Office.
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| Work/Life Resources |
Striving for a Healthy Balance:
The Northwestern University Office of Work/Life Resources provides programs, services and consultation to enable staff and faculty to effectively balance the competing demands of work and home.
What's New? Relocation Resources!
In response to feedback from the NU community, we have developed a new program - Northwestern University now has Relocation Resources to assist new or prospective faculty and staff with their transition to the University. If you or your colleagues are working with a prospective faculty or staff member who is seeking information to assist them in evaluating quality of life in the communities surrounding the University, or if they are interested in specific information about housing, schools, childcare, healthcare and more, you may refer them to the Office of Human Resources for assistance.
The Office of Work/Life Resources is available to speak or meet with individuals and/or their families to assess their needs and assist them in gathering information and/or identifying appropriate resources.
We are interested in your feedback. If there are ways that this service is helpful or ways that we could improve upon it, please let us know. Contact Lori Anne Henderson at 847-491-3612 or la-henderson@northwestern.edu.
Sittercity
You may think of Sittercity as a resource for locating nannies or babysitters, but did you know they also provide access to tutors, elder companions, housekeepers and pet walkers? Visit www.sittercity.com/northwesternuniversity .
To enter the site you will need your username: NOR501 and password: perspectives. |
| Staff Conflict of Interest | |
The 2010 Staff Conflict of Interest process will start in June. Employees will be sent an email notification that this annual process is beginning. During this time, staff employees will use HRIS Self Service to complete their Conflict of Interest questionnaire. The questionnaire consists of six questions.
School Administrators may view outstanding questionnaires (those that have not been completed or approved) on the School Admin COI Summary Page located within the administrative section of HRIS.
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| Managing Your Retirement Contributions |
Now making changes to your 403b Retirement plan contributions is as easy as logging onto the HRIS Self Service System. The new Change Retirement Elections section will allow you to enroll, increase or decrease your paycheck contribution amounts, or even make changes to which investment company you wish to have the contributions sent. You may visit the HRIS Self Service website directly at http://nuhr.northwestern.edu. Please note, the system will allow for one change per day, which will take effect for the following month's payroll.
If you wish to change how your money is being invested, i.e. stocks, bonds, mutual funds; you may do so by visiting your investment company(s) website directly. TIAA-CREF's website is www.tiaa-cref.org and Fidelity is www.fidelity.com.
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| Benefits Briefs - Health Savings Accounts | |
Most of us have heard of a Health Care Flexible Spending Account (FSA). It is an account that offers you the opportunity to put pre-tax contributions into an account to use for non-reimbursable medical, dental, and prescription care expenses.
Then, what is a Health Savings Account? Isn't that the same thing?
Both plans are designed with the same goal - to set money aside from your earnings that is not subject to federal income or Social Security taxes. This money can be used to pay for expenses that aren't covered by the traditional health care plans, such as copayments, deductibles, coinsurance, eyeglasses, contacts, dental work, and some over the counter items.
When considering a Health Care FSA, it is important to know that, "If you don't use it, you lose it!" Participants will want to carefully estimate their medical expenses for the year because if the participant does not have enough eligible expenses to claim back the pledge, the money is lost. This provision has many individuals reluctant to take advantage of the tax-free plan.
Wouldn't it be great if there was a savings account that would allow tax-free contributions AND the money could roll over from year to year?
The Health Savings Account is just that and more!
Listed below are a few facts about the Health Savings Plans offered at Northwestern University. For more information please visit the Benefits Division website . - Available only to participants enrolled in the high deductible Value PPO plan.
- Contributions can remain in your account year to year - if you fail to re-enroll in the Value PPO plan, a small administrative fee will be charged each month.
- The HSA is portable, so that you may continue to use its funds if and when you separate from the University.
- A convenient debit card and check book are provided for participants.
- Last, but certainly not least - Northwestern University provides a one-time contribution upon enrollment into the HSA account! Northwestern University provides a 50% match of the first year's contributions up to $1,400 for 2010.
Note that changes to your health plan and/or HSA and FSA accounts can only be made during Open Enrollment. Open Enrollment will be October 25 - November 12, 2010.
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| University Sponsored Life Insurance | |
Life insurance may not always be an easy topic to discuss. At the same time, you may want to be aware that the University provides basic life insurance coverage to all benefits-eligible faculty and staff. The University offers several different types of insurance: Basic Life Insurance, Supplemental Life Insurance, Dependent Spouse Life Insurance, and Dependent Child Life Insurance.
Basic Life Insurance
You can elect coverage up to 2.5 times your annual University salary, or if no election is made, $50,000*. The maximum coverage is $250,000. Your coverage level is based on your University salary as of September 1st of the prior year, or upon hire for newly hired individuals.
Coverage is not subject to underwriting approval upon hire. If an employee elects to limit coverage to $50,000 upon hire and then later chooses to increase to 2.5 times salary, he/she must complete the Evidence of Insurability (EOI) form and be approved by the sponsoring insurance company. Employees may only change coverage during Open Enrollment OR within 31 days of a qualifying change in family or employment status, by completing the Benefits Change Form.
*Please Note - Under IRS regulations, the value of the employer paid Basic Term Life Insurance coverage in excess of $50,000 is considered taxable income to the covered individual and is reported as Code C in Box 13 of the W2 statements and included as "Wages, Tips and Other Compensation."
Supplemental Life Insurance
Coverage through the Supplemental Life Insurance Plan is voluntary and fully paid by the employee. Employees may elect 1 to 5 times their University salary, not to exceed coverage of $1,000,000. Employees at hire are guaranteed coverage of 2 times their annual salary regardless of health status. If a new employee wishes to elect 3, 4, or 5 times their annual salary, he or she must enroll online at 2 times their salary and submit Evidence of Insurability to apply for the additional amount.
Employees may elect to increase coverage by 1X their annual salary within 31 days of a qualifying change in family or employment status without underwriting. Increases greater than 1X their salary require a submission of the EOI form. Changes during Open Enrollment require the submission of an EOI form and approval of the insurance company.
Spouse Life Insurance
Employees can purchase term life insurance protection for a spouse or same sex domestic partner. The coverage is available in $10,000 increments and cannot exceed the employee's basic plus supplemental coverage. Maximum coverage for Spouse Life Insurance is $500,000.
Upon hire employees are guaranteed coverage of $30,000 regardless of health status. If a new employee wishes to elect more than $30,000 for his or her spouse, he/she must enroll online at $30,000 and submit the Evidence of Insurability form to apply for the additional amount.
After initial eligibility employees may increase coverage up to $30,000 within 31 days of a qualifying change in family or employment status. Any amounts over $30,000 require underwriting.
Dependent Child Life Insurance
Dependent Child Life Insurance allows an employee to purchase term life insurance protection for his or her dependent children. Coverage is available in $2,000 increments to a maximum coverage of $10,000. Underwriting is never required for Dependent Child Life Insurance Plan.
Employees may only change coverage during Open Enrollment or within 31 days of a qualifying change in family or employment status. |
| Learning & Organization Development | |
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