Bucknell University recognizes that our employees have unique and individualized benefits needs. Our benefits program is designed with this in mind, offering a variety of benefits for all regular and part-time faculty and staff members.

For the 2023 plan year, we offer a competitive total rewards package that includes robust benefit plans that reflect our commitment to keeping our employees healthy and secure. Whether you are just starting your Bucknell career, or have been with us for years, your benefits are an important part of your total compensation.

This benefits guide is a summary description of your Bucknell University benefit plans. If there is a discrepancy between these summaries and the legal written plan documents, the plan documents shall prevail. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier's or provider's contract. Please take the time to review this guide carefully to learn more about your benefit options.

We hope this benefits guide will help you make the best choices for you and your family. If you have any questions regarding your benefits, or the enrollment process in Workday, please contact your Benefits & Wellness team at hr-benefits@bucknell.edu or (570) 577-1631.

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REVISED October 28, 2022

After publication of this benefits guide, the Internal Revenue Service released updated contribution limits for Flexible Spending Accounts (FSAs). This document has been updated to reflect the newly released limits.

Original text: Contribution limit: $2,850 with carryover feature. Allows up to $570 of unused dollars to carry over into the next plan year.

Revised text: Contribution limit: $3,050 with carryover feature. Allows up to $610 of unused dollars to carry over into the next plan year.

These revisions can be found on the 'Flexible Spending Accounts (FSAs)' page of this benefits guide.

Faculty and staff who are employed in a full-time or part-time benefits eligible position are eligible to enroll in University-sponsored benefit plans (unless otherwise noted in this guide).

Eligible dependents include:

Your legal spouse or spousal equivalent, for whom a spousal equivalency certification form is on file
Dependent children (child, stepchild, legally adopted child, a child for whom you have legal guardianship)
Disabled dependent children of any age

Proof of relationship documents are required to add any new dependents. Please refer to myBucknell for complete eligibility requirements.

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Newly hired employees must choose benefits within 30 days of hire or the next opportunity to enroll will be during the annual open enrollment process. New hire and open enrollment benefit forms will be sent automatically to your Workday inbox.

You can make mid-year changes if you experience a qualifying life event. In this case, changes are initiated in the Change Benefits section of the Benefits & Wellness worklet in Workday. Proof of status change is required in order to submit a request.

Benefit Plan	University Pays	Participant Pays	Eligibility Date
Medical Insurance	✔	✔	employment start date
Health Savings Account (HSA)	✔	✔	employment start date
Dental Insurance	✔	✔	employment start date
Vision Insurance		✔	employment start date
Vision Discount Card		✔	employment start date
Flexible Spending Accounts (FSAs)		✔	employment start date
Accidental Injury Insurance	✔	✔	employment start date
Hospital Care Insurance	✔	✔	employment start date
Life and Accidental Death & Dismemberment (AD&D) Insurance	✔		employment start date
Voluntary Life and Dependent Life Insurance		✔	employment start date
Voluntary AD&D Insurance		✔	employment start date
Long-Term Disability Insurance	✔		one-year anniversary
Long-Term Care Insurance		✔	employment start date
Pet Insurance		✔	employment start date

Benefit Plan	University Pays	Participant Pays	Eligibility Date
Employee Assistance Program (EAP)	✔		employment start date
Health Advocacy	✔		employment start date
Retirement Savings	✔	✔	one-year anniversary
Supplemental Retirement Account (SRA or ROTH)		✔	employment start date
Tuition Programs	✔		varies by program

Deductible

The amount you have to pay each year before the plan starts paying a portion of medical expenses. All family members’ expenses that count toward a health plan deductible accumulate together in the aggregate; however, each person also has a limit on their own individual accumulated expenses (the amount varies by plan).

Out-of-Pocket Maximum

This is the total amount you can pay out of pocket each calendar year before the plan pays 100 percent of covered expenses for the rest of the calendar year. Most expenses that meet provider network requirements count toward the annual out-of-pocket maximum, including expenses paid to the annual deductible, copays and coinsurance.

Copays and Coinsurance

These expenses are your share of cost paid for covered health care services. Copays are a fixed dollar amount, and are usually due at the time you receive care. Coinsurance is your share of the allowed amount charged for a service, and is generally billed to you after the health insurance company reconciles the bill with the provider.

Plan Types

Consumer-Driven Health Plan (CDHP) - A plan that has higher annual deductibles in exchange for lower premiums.
Health Maintenance Organization (HMO) - A network that requires you to select a Primary Care Physician (PCP) who coordinates your health care.
Preferred Provider Organization (PPO) - A network of doctors, hospitals and other health care providers.

Medical Insurance

Bucknell University offers three medical insurance plans through Geisinger Health Plan:

Consumer Driven Health Plan (CDHP) with Health Savings Account (HSA)
You must meet the deductible before the plan begins paying. There are both in- and out-of-network services, as well as access to a nationwide network of providers.

Health Maintenance Organization (HMO)
This plan has a lower deductible and some copay services. There is no out-of-network coverage under this plan. Referrals are not required under the HMO.

Preferred Provider Organization (PPO)
This plan has a higher deductible and some copay services. There are both in- and out-of-network services, as well as access to a nationwide network of providers.

	CDHP		HMO	PPO
	In Network	Out of Network	In Network	In Network	Out of Network
Deductible - Employee	$1,750		$500	$750
Deductible - Family*	$3,500		$1,000	$1,500
Co-insurance	10%	30%	10%	20%	30%
Out-of-Pocket Maximum - Employee	$2,500		$3,000	$3,000
Out-of-Pocket Maximum - Family*	$5,000		$6,500	$6,500
ProvenHealth Navigator (PHN) PCP** Office Visit	$20 after deductible	30% after deductible	$20	$20	30% after deductible
Non-PHN PCP** Office Visit	$25 after deductible	30% after deductible	$25	$25	30% after deductible
Specialist Office Visit	$30 after deductible	30% after deductible	$30	$30	30% after deductible
Routine Physicals and Preventive Care***	$0	30% after deductible	$0	$0	30% after deductible

* The family deductible and out-of-pocket maximum are for those with two (2) or more individuals covered by the plan (Employee + Spouse/Spousal Equivalent, Employee + Child(ren), or Employee + Family). There are no individual caps on the family coverage, so the deductible and/or out-of-pocket maximum can be incurred by only one individual.
** PCP = Primary Care Provider
*** For a full list of preventive services refer to healthcare.gov/coverage/preventive-care-benefits

Medical Insurance (continued)

	CDHP		HMO	PPO
	In Network	Out of Network	In Network	In Network	Out of Network
Urgent Care	$50 after deductible		$50	$50	$50 after deductible
Emergency Care (waived if admitted)	$200 after deductible		$200	$200
Diagnostic Services (lab, x-ray, etc.)	10% after deductible	10% after deductible	10% after deductible	20% after deductible	30% after deductible
Hospitalization	10% after deductible	30% after deductible	10% after deductible	20% after deductible	30% after deductible
Chiropractic	$30 after deductible	30% after deductible	$30	$30	30% after deductible
Rehabilitation Services - Physical Therapy	$30 after deductible	30% after deductible	$30 after deductible	$30 after deductible	30% after deductible
Rehabilitation Services - Cardiac Rehab	10% after deductible	30% after deductible	10% after deductible	20% after deductible	30% after deductible
Rehabilitation Services- Pulmonary Rehab	10% after deductible	30% after deductible	10% after deductible	20% after deductible	30% after deductible
Maternity Care - Before and After Birth	$0	30% after deductible	$0	$0	30% after deductible
Maternity Care - Hospitalization	10% after deductible	30% after deductible	10% after deductible	20% after deductible	30% after deductible
Mental Health	$25 after deductible*	30% after deductible	$25*	$25*	30% after deductible

* per individual therapy session

Prescription Benefits

All Bucknell University medical plans provide both retail (monthly) and mail-order (90-day supply) options for obtaining your prescriptions.

Prescription drug co-pays are as follows*:

Triple Choice Formulary Tiers	Retail (Monthly)**	Mail Order (90-Day Supply)***
Tier 1	$10	$25
Tier 2	$40	$100
Tier 3	$75	$187.50

* Under the Consumer Driven Health Plan (CDHP), the deductible is waived for all preventive maintenance medications, so the member only pays the co-pay per 34 day supply for preventive maintenance medications. The easiest way to determine if a medication is a preventive maintenance medication is to reference the online formulary. After selecting a medication, if it states, "considered a preventive maintenance drug" under the medication name, the deductible will not apply.
** Obtain the prescription monthly at a retail pharmacy.
*** Obtain the 90-day prescription via mail-order at the discounted co-pay.

Coverage Level	Full Monthly Premium*	Salary <$40,000	Salary $40,000 - $74,999	Salary $75,000 - $99,999	Salary $100,000 - $149,999	Salary $150,000+
Consumer Driven Health Plan (CDHP)
Employee	$694.16	$32.74	$98.72	$132.90	$167.73	$201.29
Employee + Spouse/Spousal Equivalent	$1,462.74	$96.27	$207.31	$279.10	$352.25	$422.69
Employee + Child(ren)	$1,127.86	$75.64	$162.88	$219.30	$276.77	$332.12
Employee + Family	$2,132.47	$137.53	$296.14	$398.71	$503.21	$603.85
Health Maintenance Organization (HMO)
Employee	$838.58	$100.17	$156.28	$216.88	$278.55	$401.55
Employee + Spouse/Spousal Equivalent	$1,761.01	$210.36	$328.19	$455.43	$584.96	$843.26
Employee + Child(ren)	$1,383.66	$165.29	$257.86	$357.85	$459.61	$662.56
Employee + Family	$2,515.73	$300.52	$468.84	$650.62	$835.66	$1,204.66
Preferred Provider Organization (PPO)
Employee	$1,011.79	$226.97	$277.60	$370.13	$416.40	$462.67
Employee + Spouse/Spousal Equivalent	$2,124.77	$476.64	$582.97	$777.29	$874.45	$971.62
Employee + Child(ren)	$1,669.45	$374.50	$458.05	$610.73	$687.07	$763.41
Employee + Family	$3,035.38	$680.91	$832.81	$1,110.41	$1,249.21	$1,388.02

* After employee cost share, the remaining premium is paid by the University.

A spouse or spousal equivalent who has access to medical insurance through their current employer is welcome to participate in the Bucknell University health plan. However, the employee will pay a monthly surcharge for this coverage. The monthly surcharge is in addition to the cost share for Employee + Spouse/Spousal Equivalent or Employee + Family coverage.

The spousal surcharge does not apply to dually-employed faculty and staff who choose to remain on one plan. In this instance, the plan election must be made by the higher-compensated spouse/spousal equivalent.

Base Salary	Monthly Spousal Surcharge
<$40,000	$62.50
$40,000 - $74,999	$93.75
$75,000 - $99,999	$150.00
$100,000 - $149,999	$225.00
$150,000+	$300.00

The main purpose of a health savings account (HSA) is to offset the cost of a qualifying high deductible health plan (HDHP) and provide savings for your out-of-pocket eligible health care expenses. By using your HSA dollars tax-free to pay for eligible healthcare expenses, you save money on expenses you're already paying for, like doctors' office visits, prescription drugs, and more. Best of all, you decided how and when to use your HSA dollars. Monies in the account are yours to keep, even if you change jobs or retire.

Setting aside pre-tax dollars into your HSA means you pay fewer taxes and increase your take-home pay by your tax savings. You save money on taxes in three ways. The money you contribute to your HSA (up to the IRS annual limit) isn't taxed. Your interest and any investment earnings grow tax-free. The money used toward eligible health care expenses isn't taxed - now or in the future.

HSA funds roll over from year to year and accumulate in your account. There is no "use-it-or-lose-it" rule with HSAs, and you decide how and when to use your HSA funds, which can be used for eligible expenses you have now, in the future, or during retirement. And when you have a certain balance in your HSA, investment opportunities are available.

The University contributes to your HSA per pay period ($600 employee / $1,200 family over the course of the year). Participants are not required to contribute in order to receive the University contribution, but must elect to participate in the HSA in order to receive the University contribution.

Coverage	2023 IRS HSA Annual Contribution Limit*	University Contribution**	55 and Older Catch-Up
Employee	$3,850	$600	$1,000
Family	$7,750	$1,200	$1,000

* Prorated based on time enrolled in a CDHP plan. You must be enrolled in the Consumer Driven Health Plan (CDHP) to contribute to an HSA. You cannot be enrolled in any other type of health plan and also enroll in an HSA.

** Prorated based on effective date of enrollment.

Dental coverage is similar to regular medical insurance — you pay a premium and then your insurance will cover part or all of the cost for many dental services.

Preventative care

Professional dental care can diagnose or help prevent common dental problems, including toothaches, inflamed gums, tooth decay, bad breath and dry mouth. If conditions like these remain untreated, they can worsen into painful and expensive problems, such as gum disease or even tooth loss.

Diagnostic care

Additionally, dental health professionals are able to spot more serious health issues, including some types of cancer. That makes it even more important to see a dentist regularly.

Routine care

Dental coverage allows you to visit a dentist whenever you need to inexpensively receive preventive and diagnostic care.

Specialized treatments

With dental insurance, you’re investing in your smile and overall health. Beyond cleanings and routine care, dental coverage may also help pay for more specialized treatments, such as root canals or fillings.

Dental Insurance

Bucknell University offers a comprehensive dental insurance plan through United Concordia,
with two Preferred Provider Organization (PPO) options.

The plan includes a United Concordia wellness benefit for you or any of your covered dependents that have a covered condition, such as diabetes, heart disease, cerebrovascular disease (stroke), rheumatoid arthritis, lupus, organ transplant, head and neck radiation therapy, or current pregnancy. See plan summary for details.

	Low Option		High Option
	In Network	Out of Network	In Network	Out of Network
Individual Deductible	$50	$50	$50	$50
Family Deductible	$150	$150	$150	$150
Preventive and Diagnostic Services (routine exams, cleanings, x-rays, sealants, fluoride)	100%	100%	100%	100%
Basic Services (fillings, simple extractions, repair of crowns, endodontics, etc.)	80%	80%	80%	80%
Major Services (periodontics, oral surgery, anesthesia, crowns, implants, dentures, etc.)	n/a	n/a	50%	50%
Orthodontics	n/a	n/a	50%	50%
Annual Program Maximum (per person)	$1,750	$1,750	$1,750	$1,750
Lifetime Orthodontic Maximum (per person)	n/a	n/a	$1,750	$1,750

Coverage Level	Monthly Rate - Low Option	Monthly Rate - High Option
Employee	$8.45	$18.07
Employee + Spouse	$25.01	$43.80
Employee + Child(ren)	$27.36	$51.87
Employee + Family	$50.83	$89.60
University Contribution	$8.45	$8.45

Similar to other forms of insurance, with vision care you pay a premium and the insurance company will cover part or all of your vision costs.

Preventative care

Vision coverage is important because an eye doctor can catch eye issues before they worsen. A visit with your eye doctor can determine whether you need corrective lenses and, if so, the correct prescription. Other eye concerns that will be addressed in an eye exam include checking for conditions or diseases —such as glaucoma and cataracts— which can lead to vision loss.

Plans

Vision plans typically cover things like eyeglass frames, lenses, contacts and annual eye exams. In most cases, plans have a set dollar amount that they will pay for certain items. For instance, a plan may pay up to $150 for frames, and anything over that amount is covered by you. Although, your plan specifics may vary.

Coverage

Vision coverage does not usually cover surgeries or experimental vision services. However, vision insurance may help lower the costs of some procedures, such as laser eye surgery, even if it’s not 100% covered. This will depend on the plan.

Diagnostic care

Eye doctors can even help detect some types of cancer, making regular visits even more important.

Vision Insurance

Vision Insurance is provided by Vision Benefits of America (VBA). VBA proudly represents one of the most comprehensive networks of eye care providers in the country.

	Participating Provider	Non-Participating Provider
Routine exam (or glasses) once every 12 months	100%*	Reimbursement Amount up to $40
Lenses once every 12 months Single Vision Bifocal Blended bifocals Progressive Trifocal Lenticular Polycarbonate (under age 19) One (1) Year Scratch Protection	standard glass or plastic 100% 100% 100% controlled cost 100% 100% 100% 100%	up to $40 up to $50 up to $50 up to $75 up to $75 up to $100 n/a n/a
Frames once every 24 months**	Covered 100%* if within the plan’s wholesale allowance
OR
Contact lenses once every 12 months	in lieu of all other materials/services***	in lieu of all other materials/services***
Elective	up to $150	up to $150
Medically necessary (requires prior authorization from VBA)	usual, customary, reasonable	up to $300
* Less $5 copayment on vision exam and less $10 copayment on materials.

* Less $5 copayment on vision exam and less $10 copayment on materials.

** Once every 12 months for children up to age 19.

*** The contact allowance is applied to all services/materials associated with contact lenses. This includes, but is not limited to, all exam costs including the routine eye exam, contact exam, fitting, dispensing, or contact lenses. There is no guarantee that the contact allowance will cover the entire cost.

Coverage Level	Monthly Rate
Employee	$6.58
Employee + Spouse	$11.16
Employee + Child(ren)	$11.80
Employee + Family	$15.79

Vision Discount Card

Outlook Vision is a discount vision program. Over 10,000 optical centers offer discounts of 10% to 50% off the regular retail price of eyeglasses, contact lenses, sunglasses, and corrective surgery (Lasik, RPK, etc.).

The Outlook Vision network includes major chains and independent eye care centers. In addition to local retail optical providers, Outlook Vision also has a mail-order contact lens program for the convenience of their members. Members may save substantially off retail prices by ordering replacement contact lenses through this service.

The $10.00 annual Outlook Vision premium is deducted from the first payroll after enrollment.

A Flexible Spending Account (FSA) is a special account you put money into for certain out-of-pocket health care expenses. Save money on expenses you're already paying for by setting aside money for your FSA from your paycheck before taxes are taken out, then using your pre-tax FSA funds throughout the plan year to pay for eligible health or dependent care expenses.

Health FSA

The full annual election is available January 1. Participants can use the provided debit card or reimburse themselves by submitting claims.

Contribution limit: $3,050 with carryover feature. Allows up to $610 of unused dollars to carry over into the next plan year. Any carryover may be used (in addition to a new FSA election) for eligible expenses throughout the plan year. If you are enrolled in the Consumer Driven Health Plan (CDHP) with Health Savings Account (HSA), you can also make contributions to a Limited Purpose FSA; however, you will be limited to using it for eligible dental and vision expenses only.

Eligible Expenses

Medical expenses: copays, coinsurance and deductibles
Dental expenses: exams, cleanings, X-rays and braces
Vision expenses: exams, contact lenses, eyeglasses and laser eye surgery
Professional services: physical therapy, chiropractic and acupuncture
Prescription drugs and insulin
Over-the-counter health care items such as bandages, pregnancy test kits and blood pressure monitors

Dependent Care FSA

Claims may be submitted for expenses, but are not paid until the funds are received each pay period.

Contribution limit: $5,000 with no carryover feature. Be sure to estimate your expenses carefully because

you’ll forfeit any unused funds at the end of the plan year.

Eligible Expenses

Care for your child who is under the age of 13
Before- and after-school care
Babysitting and nanny expenses
Day care, nursery school and preschool
Summer day camp
Care for a relative who is physically or mentally incapable of self-care and lives in your home

Cigna Accidental Injury supplemental insurance pays for treatments or injuries resulting from a covered accident. It can help you pay for expenses such as rehabilitation, transportation, child care, travel or other out-of-pocket expenses. Coverage continues after your first covered accident and can help provide protection for future covered accidents.

Accident Services Coverage (partial list)	Low Option	High Option
Emergency care	$100	$200
Diagnostic exam (x-ray or lab)	$10	$50
Per covered surgically-repaired fracture	$500	$1,000
Chip fracture (percent of fracture benefit)	25%	25%
Follow-up visit to the doctor	$50	$75
Follow-up physical therapy visits	$25	$50
Wellness Benefit - examples include, but are not limited to, routine gynecological exams, general health exams, mammography, and certain blood tests	$50 per day	$75 per day

Coverage Level	Monthly Rate - Low Option*	Monthly Rate - High Option
Employee	$6.30	$11.64
Employee + Spouse	$11.05	$20.34
Employee + Child(ren)	$11.65	$21.31
Family	$15.89	$29.02

* The University covers the cost of the low option for participants in the Consumer Driven Health Plan (CDHP) 'under $40,000' cost-share bracket. Participants in this cost-share bracket can buy up to the high option and only pay the difference in cost.

Hospital Care Insurance

A hospital stay can happen at any time, and it can be costly. Cigna Hospital Care supplemental insurance can help you and your loved ones have additional financial protection. Cigna can help cover these unexpected events – so you can focus on getting better. Even with medical coverage, out-of-pocket costs can add up. But with Cigna Hospital Care, you receive a check after a qualified hospitalization resulting from a covered injury or illness. You can use the money however you’d like.

Hospitalization Coverage (partial list)	Low Option	High Option
Hospital admission	$1,000 per day	$1,000 per day
Hospital chronic condition admission	$50 per day	$100 per day
Hospital stay	$100 per day	$200 per day
Hospital ICU stay	$200 per day	$400 per day
Hospital observation stay	$100 per 24-hour period	$200 per 24-hour period

Coverage Level	Monthly Rate - Low Option	Monthly Rate - High Option
Employee	$14.64	$18.55
Employee + Spouse	$28.93	$36.85
Employee + Child(ren)	$23.84	$30.71
Family	$38.13	$49.01

The University covers the cost of the low option for participants in the Consumer Driven Health Plan (CDHP) 'under $40,000' cost-share bracket. Participants in this cost-share bracket can buy up to the high option and only pay the difference in cost.

Life insurance isn’t a fun thing to think about, but, if you have people who depend on you for financial support, then life insurance is really about protecting them in case something happens to you. Should the unthinkable happen, life insurance secures your loved ones’ financial health by providing the proceeds they can use to pay bills or continue to achieve financial goals you made together.

Bucknell University provides you with basic life and accidental death & dismemberment (AD&D) insurance at 1x your base salary (up to $50,000) at no cost to you. If you would like added protection for you and your family, you can purchase voluntary life insurance and/or voluntary AD&D.

Voluntary Life Insurance
Guaranteed issue, employee (upon hire only)	3x salary or $250,000, whichever is less
Guaranteed issue, spouse/spousal equivalent (upon employee hire only)	$25,000
Employee (must elect voluntary life to enroll)	$25,000 increments to a maximum of $500,000*
Spouse/spousal equivalent (must elect voluntary life to enroll)	$5,000 increments to a maximum of $250,000 (not to exceed 100% of the employee’s benefit)*
Child (must elect voluntary life to enroll)	$5,000 or $10,000
Coverage changes	Always subject to evidence of insurability (EOI) for increases* Can be reduced at any time
Portability	Yes

* Evidence of Insurability (EOI) information will be provided directly to the provider, who will determine eligibility.

Voluntary Life Insurance Monthly Rate (per $1,000 of coverage)
	Employee	Spouse		Employee	Spouse
Age 18-29	$0.045	$0.099	Age 50-54	$0.230	$0.504
Age 30-34	$0.060	$0.131	Age 55-59	$0.430	$0.942
Age 35-39	$0.080	$0.175	Age 60-64	$0.600	$1.314
Age 40-44	$0.100	$0.219	Age 65-69	$0.610	$1.336
Age 45-49	$0.150	$0.329	Age 70+	$0.610	not eligible
Voluntary Life Insurance Monthly Rate - Child*
$5,000 coverage			$1.00 per month
$10,000 coverage			$2.00 per month

* To age 19, or 24 if full-time student. Please see plan document for full eligibility rules.

The University’s basic Accidental Death and Dismemberment (AD&D) policy, which is provided to you at no cost with the basic life insurance policy, provides an additional 1x your base salary (up to $50,000) of life insurance for a death related to a covered accident or injury. There is also a prorated benefit for significant bodily injury (i.e. loss of limb, etc.). Please see the Accident Certificate for full details.

In addition to the basic AD&D policy provided by the University, voluntary AD&D is also available for purchase. The voluntary AD&D policy provides an additional benefit to the basic AD&D. All life and AD&D policies are subject to an age reduction schedule, as noted below.

Age Reduction Schedule
Age	% of Coverage Amount
Under 65	100%
65-69	65%
70-74	50%
75+	35%

Voluntary AD&D Insurance Rates
	Rate	Coverage Amount
Employee	$2.50	$100,000
Family	$4.20	$100,000 - Employee $50,000 - Spouse $10,000 - Child*

* To age 19, or 24 if full-time student. Please see plan document for full eligibility rules.

Long-term disability insurance is coverage that provides you with income protection should you be unable to work due to an injury or illness. This benefit helps ensure your family's financial security in the event of your disability. The need for disability insurance depends on individual circumstances and financial situations. This valuable coverage adds an extra dimension to your personal insurance portfolio.

The University provides this LTD policy at no cost to all full-time faculty and staff after a one year waiting period. You may be eligible for a waiver of the one year waiting period if your previous employer provided you with long-term disability coverage. A completed service waiver should be returned to Human Resources for review and determination of waiver eligibility.

The University-provided long-term disability benefit is an amount equal to 60% of your salary, subject to the salary cap and effective date of the current base compensation. There is a six (6) month waiting period from the onset of the disability before the plan begins payments.

You may think that long-term care is just for the elderly, or that you're too young to be planning for a time in your life when you might need help with basic, everyday tasks like bathing or getting yourself dressed in the morning. But the need for long-term care services can happen at any time, due to accidents or illness, and the time to plan is now.

That is why we offer you the opportunity to enroll in the Bucknell University Group Long-Term Care Insurance Plan. To learn more, request an enrollment kit, or to apply for the coverage, visit the Bucknell University Group Long-Term Care website (Group ID: Bucknell; Code: groupltc) or call the Genworth Customer Service Center at (800) 416-3624.

Pet insurance provides coverage for pet illnesses and accidents. These plans are somewhat similar to your own health insurance plan, but with more focus on unforeseen medical incidents rather than routine preventive visits. Most pet plans cover dogs and cats, though some may cover other animals, such as chameleons, chinchillas, geckos, gerbils, goats, mice, lizards, hamsters, potbellied pigs, rabbits, rats, snakes and tortoises.

Although most pet owners budget for routine care, surprise accidents and illnesses can be costly. If you're a pet owner who would spend any amount to save your animal friend, pet insurance might be a good option to protect your finances from unexpected vet bills.

Bucknell University has partnered with the ASPCA to offer a discount on the ASPCA's pet insurance program. This program features several plan options with varying levels of protection for your pet. You select which best fits your needs.

In addition, you may:

Save up to 80% on your veterinary bills
Use any vet in the U.S. and Canada
Receive a group discount up to 5% on the base premium for each pet insured
Receive a 10% multiple pet discount
Have access to a comprehensive pet health library
Easily submit claims and access the member center to track the status of your claims

ASPCA pet insurance is completely portable, meaning it can be continued even if you leave the University, and payment is made directly to the ASPCA.

To enroll in pet insurance, visit www.aspcapetinsurance.com/benefits and enter the Bucknell University Priority Code: EB09BUCK01 to start your free quote. Then, you can enroll quickly and easily online. Your discount will be applied to your base plan premium automatically.

Bucknell University's EAP+Work/Life program is a comprehensive support system designed to help you and your eligible family members lead happier and more productive lives at home and at work. All of us have experienced some type of personal problem, concern, or emotional crisis at one time or another. Balancing the needs of work, family, and personal responsibilities isn't always easy.

The EAP+Work/Life program provides a Licensed Professional Counselor (LPC) to listen and:

• Help define the problem clearly

• Assess the type of help needed

• Either provide the required help or make the most appropriate, cost-effective referral for you

For added support, log on to the EAP+Work/Life member website for information and to sign up for monthly webinars. You will also receive newsletters covering a wide range of informative topics.

To reach a Licensed Professional Counselor, simply call (866) 799-2728 or visit the EAP+Work/Life website. This program is available 24/7.

Bucknell University's Health Advocacy service provides personalized assistance to help you and your family navigate the complexities of the healthcare system.

A Personal Health Advocate, typically a registered nurse supported by medical directors and benefits and claims specialists, can help you with a full range of healthcare and insurance-related issues to save you time, money, and worry. The Health Cost Estimator™ service provides detailed estimates for dozens of medical procedures and services, so you can make informed decisions. Your Personal Health Advocate will work with you one-on-one to find solutions to time-consuming issues, such as sorting out billing concerns, finding qualified doctors, transferring medical records, finding eldercare, and more.

The health advocacy benefit is available to all benefits-eligible faculty and staff, their spouse/spousal equivalent, dependent children, and parents /parents-in-law. This program is also available to all University retirees and their spouses/spousal equivalents.

Simply call (866) 799-2728 to reach a Personal Health Advocate or visit the Health Advocate website. This program is available 24/7.

Whether you’re just staring your career or retirement is only a few years away, it’s important to consider your financial needs when the time comes to retire. The Bucknell University Retirement Savings Plan through TIAA
can help you save for retirement and assist you in meeting your financial goals.

There is a one (1) year waiting period for entry into the main retirement account. You may be eligible for a waiver of the one (1) year waiting period if your previous employer made contributions to a qualified 403(b) plan on your behalf, within the most recent 12-month period preceding your start date. A completed service waiver should be returned to Human Resources for review and determination of waiver eligibility.

Non-exempt Staff
On your one (1) year anniversary, the University will begin contributing 10% to your retirement account. You are not required to contribute in order to receive the University contribution.

Exempt Staff & Faculty
On your one (1) year anniversary, the University will begin contributing 10% to your retirement account. You will automatically begin contributing six percent (6%) of your salary (less $88.50 per month if under age 50).

Plan participants have access to complementary Financial Advisor services. Contact your Financial Advisor for assistance with fund roll-overs, selecting investments, etc.

Supplemental Retirement Account (SRA) Contributions

All faculty and staff are eligible to make voluntary contributions to a Supplemental Retirement Account (SRA)
through TIAA (both pre-tax deferrals into an SRA and/or post-tax deferrals into a ROTH). This election can be made at any time throughout the year via the Benefits & Wellness worklet in Workday. This contribution is subject to the IIRS elective deferral limit.

Participants over the age of 50 may also contribute up to the IRS catch-up contribution limit.

The SRAs are a separate account under TIAA and will require opening an SRA and making investment allocations for these plans. These contributions cannot be combined into the the main retirement account.

457(b) Plan

All members of the Operations Management Group (OMG) and all Associate Vice Presidents are eligible to participate in the 457(b) plan through TIAA. This plan provides an additional savings tool, as it has a separate IRS maximum contribution limitn limit from the SRA. The University 457(b) plan does not allow for the catch-up contribution option.

Bucknell University offers generous tuition programs to assist our employees and their families in achieving their educational goals. Full-time and part-time members of the faculty and staff are eligible for tuition remission for themselves. Additionally, full-time members of the faculty and staff are eligible for additional tuition benefits for their spouse/spousal equivalent and/or children.*

Tuition benefits provided to a spousal equivalent or the child of a spousal equivalent, are considered taxable benefits by the IRS.

All programs have a University service requirement. Previous full-time, benefits-eligible employment at another institution of higher education will be counted toward meeting this service requirement, upon return of a completed service waiver.

Tuition Remission

Tuition waived at Bucknell University for regular full-time and regular part-time faculty and staff, full-time casuals with limited benefits, spouse/spousal equivalent of regular full-time faculty and staff, and children of regular full-time faculty and staff.

Tuition Exchange

Children of full-time faculty and staff who have five (5) years of University service are eligible to participate in the tuition exchange program. This program is available for four (4) years of undergraduate study per child, and may further be limited to the extent determined by the admitting institution.

Tuition exchange scholarships are administered in coordination with Tuition Exchange, Inc., whose guidelines all participating institutions are required to follow when setting their own tuition exchange rules. Please note that applying for a tuition exchange scholarship does not guarantee it will be granted. This is determined by the admitting institution.

Tuition Grant

Grants to study at an accredited undergraduate college or university are available for the dependent children of full-time faculty and staff members with 10 or more years of full-time University service.

*Children for whom you were responsible as of their 14th birthday are eligible to utilize their four (4) years of tuition benefits through the semester in which they turn 24, or until they have obtained their first bachelor's degree, whichever comes first. Children serving on active duty in the military can extend the benefit for one additional year for each year of military service, not to exceed age 28. For example, a child who enlists at 18 and serves four (4) years of active duty, then begins college at the age of 22, will be eligible to utilize the tuition benefit through the semester in which they turn 26. Proof of active duty service is required to be eligible for this extension.

Table of Contents

Enrollment booklet for Bucknell University

Introduction

Benefits Eligibility

Benefit Options

Benefit Options (continued)

Medical Insurance Key Terms

Medical Insurance

Medical Insurance (continued)

Prescription Benefits

Medical Insurance - Monthly Cost Share

Medical Insurance - Spousal Surcharge

Health Savings Account (HSA)

Dental Insurance Explained

Dental Insurance

Vision Insurance Explained

Vision Insurance

Vision Discount Card

Flexible Spending Accounts (FSAs)

Flexible Spending Accounts (continued)

Accidental Injury Insurance

Hospital Care Insurance

Life Insurance

Life Insurance Rates

Accidental Death Insurance

Long-Term Disability Insurance

Long-Term Care Insurance

Pet Insurance

Employee Assistance Program (EAP)

Health Advocacy

Retirement Savings

Tuition Programs