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FAQ: Benefit

Change of Address

These forms need to be completed and returned to the Office of Human Resources within 30 days of a change of address. 

Change in Marital Status

These forms need to be completed and returned to the Office of Human Resources within 30 days of a change in marital status. After 30 days, it is not possible to add your child to your benefits until the next open enrollment period.

Adding or Removing a Dependent

These forms need to be completed and returned to the Office of Human Resources within 30 days of the change to your dependent's status. Please note that you have 30 days from the date of your child's birth to add your child to your benefits. After 30 days, it is not possible to add your child to your benefits until the next open enrollment period.

Additional Contribution to Retirement Plan Forms

If you are not currently enrolled in the voluntary 403(b) contribution plan, please contact the Office of Human Resources at (570) 941-7767.

If you are currently enrolled in the voluntary 403(b) contribution plan, you may change contribution amont by completing:

 Please submit the completed Salary Reduction Agreement to the Office of Human Resources.  If you would like to maximize your contribution or you have questions, please contact Patricia Tetreault at (570) 941-7767.

Health Care Plan Changes (Open Enrollment)

The University of Scranton's Open Enrollment Period is typically held in the month of November. The purpose of Open Enrollment is to allow plan participants to make changes to their health plan election (medical, prescription, dental and vision). Changes in the Open Enrollment Period may include adding or removing dependents from the plan, moving from one plan type to another or electing to opt in or out of the Plan.

Benefit choices made during the Open Enrollment Period for an employee or a dependent will take effect on January 1 of the following year provided the eligibility requirements are met, the participant is covered under the Plan, and all enrollment requirements are met.

Employees making a benefit election change must complete and sign an enrollment/change form for all vendors for the change to take effect on January 1 of the following year.

Open enrollment documents may only be used to make changes to the existing coverages during the University's open enrollment period.

Family and Medical Leave Act (FMLA)

Employees may qualify for a family or medical leave in accordance with the Family and Medical Leave Act.  FMLA leave may be granted to eligible employees for up to 12 weeks of unpaid, job-protected leave during any 12 month rolling period for certain family and/or medical reasons. 

Types of Leave Available

  • For incapacity due to pregnancy, prenatal medical care or child birth;
  • To care for the employee’s child after birth or placement for adoption or foster care;
  • To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition; or,
  • For a serious health condition that makes the employee unable to perform the employee’s job.
  • For certain qualifying exigencies related to covered active duty or the call to covered active duty of the employee’s spouse, son, daughter or parent
  • For care of the employee’s spouse, son, daughter or parent who is a seriously injured or ill servicemember.  An employee may be eligible for up to 26 weeks of leave in a 12-month period to care for this service member.

In order to be able to take FMLA leave, the employee must:

  • Have completed his or her introductory period;
  • Have worked 1250 hours during the 12-month period prior to the leave;
  • Notify his or her supervisor or department head with 30 days advance notice when the leave is foreseeable, such as for the expected birth or placement of a child.  When the leave is not foreseeable, then the employee must notify his or her supervisor (or human resources) as soon as is reasonably possible and comply with the normal call-in policy;
  • Meet with the appropriate Human Resources representative to complete the necessary documentation;
  • Submit a medical certification to support a request for leave due to a serious health condition; and
  • Provide medical updates either monthly or as applicable.

Staff members on FMLA leave will have their benefits maintained by the University for up to twelve (12) weeks.  The staff member remains responsible for his or her employee contributions during the period of the FMLA leave.   

Spouses employed by the University will only be allowed a combined total of 12 weeks leave during any 12 month period, when the leave is related to the birth or placement of a child. Spouses employed by the University will only be allowed a combined total of 26 weeks leave during any 12 month period, when the leave is related to the care of a covered injured or ill service member.

If an eligible employee requests FMLA leave due to the employee’s own serious health condition, the employee must use any accrued benefit time (sick, personal and vacation) concurrently with the FMLA leave.  The employee may also be eligible for short-term disability benefits (STD) concurrently with the FMLA leave.

If the FMLA leave is due to the serious health condition of an eligible family member, then the employee will be permitted to use sick time in addition to accrued vacation and personal time concurrently with the FMLA leave. 

The concurrent use of any paid leave time does not extend the 12 week (job protected) leave period.  For staff employees, the University disability and personal leave policies should offer greater benefit and job protection than those provided under the Family Medical Leave Act.  The University will treat all appropriate STD leave under the provisions of the FMLA with all FMLA leaves running concurrent with other leaves.  An FMLA application is required for all related leaves and the appropriate limitations apply.

Upon return from a job protected FMLA leave, the employee will be restored to his or her original or equivalent position that he or she occupied prior to the leave, with equal pay, benefits and other employment conditions.

Forms for Family and Medical Leave:

Family Medical Leave for illness of the employee

Family Medical Leave for illness of a qualifying family member

This content is for informational purposes only. For specific details concerning scheduling of the family and medical leave please contact the Office of Human Resources at (570) 941-7767.  Additionally, the employees' request for family and medical leave must be approved by the employees' supervisor.

Primary Care Physician Election

The election of a primary care physician is only required under the HMO Plan. If you have the HMO Plus coverage and need to elect and/or change a primary care physician please contact Blue Cross Northeast Pennsylvania at 1-800-822-8753 or www.bcnepa.com

Replacement ID Cards

Replacement Blue Cross of NEPA identification cards can be requested by contacting Blue Cross NEPA at 1-800-822-8753(HMO), 1-888-338-2211 (PPO), 1-800-829-8599 (Traditional), or www.bcnepa.com

Replacement Dental identification cards can be requested by contacting United Concordia at 1-800-332-0366 or www.ucci.com

Replacement Vision identification cards can be requested by contacting Davis Vision at 1-800-406-1324 or www.davisvision.com

Flexible Spending Account Online Access

You can view your account information at: https://www.mywealthcareonline.com/mvphealthcare/Register.aspx

Important: To register with this site, you must have an Employee ID (SSN no dashes) and a Registration ID, which is your Employer ID (MVP708988). 

Retirement Plan Participation

After you have worked the minimum hours required by The University of Scranton Retirement Plans, a representative from the Office of Human Resources will contact you and walk you through the enrollment process.