Premiums and Contributions. (a) The University shall contribute 85% of the cost of the ‘graduate assistant only’ premium and half the administrative fees for each month in which the graduate assistant has an appointment of 0.2 FTE or greater.
(b) The University shall contribute 50% of the cost of the enrolled graduate assistant’s partner or child or family premium for each month in which the graduate assistant has an appointment of 0.2 FTE or greater.
(c) The University shall continue to contribute 85% of the cost of the ‘graduate assistant only’ premium and half the administrative fees for each month in which the graduate assistant is on approved medical leave, up to three months for an approved continuous medical leave of absence. This provision is subject to the development of a medical leave policy.
(d) The graduate assistant’s portion of the premium is due and payable at the first of each month during the graduate assistant’s employment period.
(e) The University shall contribute 85% of the cost of the ‘graduate assistant only’ premium and half the administrative fees for summer session coverage when there is an expectation of an appointment in the following fall term.
(f) The University shall contribute 50% of the cost of the enrolled graduate assistant’s partner or child or family premium for summer session coverage when there is an expectation of an appointment in the following fall term.
(g) Summer session health insurance is voluntary. Graduate assistants electing to participate in the summer health insurance coverage must submit to University Student Health Services a request for coverage enrollment form prior to November 30, February 28, or April 30.
(h) To be eligible for summer coverage a graduate assistant must have a fall, winter, or spring term appointment of 0.2 FTE and be enrolled in the Graduate School the following fall term.
(i) Graduate assistants employed fall or winter term, but not employed in spring term, must follow the time line in Section 3 (d) to be timely when submitting a summer health insurance coverage form to the University Student Health Services to be eligible for triple deduction, which will be taken from the paycheck (November, February or May).
(j) Graduate assistants who waive coverage under the University health plan are not eligible to receive the University’s contribution.
Premiums and Contributions. Through September 15, 2016, the University shall contribute 85% of the cost of the ‘Graduate Employee only’ premium and half the administrative fees for each month in which the Graduate Employee qualifies. Effective September 16, 2016 through September 15, 2017, the University shall contribute 87% of the cost of the ‘Graduate Employee only’ insurance premium and half the administrative fees for each month in which the Graduate Employee qualifies. Effective September 16, 2017 through September 15, 2018, the University shall contribute 88% of the cost of the ‘Graduate Employee only’ insurance premium and half the administrative fees for each month in which the Graduate Employee qualifies. Effective September 16, 2018 through September 15, 2019, the University shall contribute 89% of the cost of the ‘Graduate Employee only’ insurance premium and half the administrative fees for each month in which the Graduate Employee qualifies. Effective September 16, 2019, the University shall contribute 90% of the cost of the ‘Graduate Employee only’ insurance premium and half the administrative fees for each month in which the Graduate Employee qualifies.
Premiums and Contributions. (a) Through September 15, 2016, the University shall contribute 85% of the cost of the ‘Graduate Employee only’ premium and half the administrative fees for each month in which the Graduate Employee qualifies. Effective September 16, 2016 through September 15, 2017, the University shall contribute 87% of the cost of the ‘Graduate Employee only’ insurance premium and half the administrative fees for each month in which the Graduate Employee qualifies. Effective September 16, 2017 through September 15, 2018, the University shall contribute 88% of the cost of the ‘Graduate Employee only’ insurance premium and half the administrative fees for each month in which the Graduate Employee qualifies. Effective September 16, 2018 through September 15, 2019, the University shall contribute 89% of the cost of the ‘Graduate Employee only’ insurance premium and half the administrative fees for each month in which the Graduate Employee qualifies. Effective September 16, 2019, the University shall contribute 90% of the cost of the ‘Graduate Employee only’ insurance premium and half the administrative fees for each month in which the Graduate Employee qualifies.
(b) The University shall contribute to the cost of the enrolled Graduate Employee’s partner or child or family premium at the same rates mentioned in Section 3(a) of this Article for each month in which the Graduate Employee qualifies.
(c) The University shall continue to contribute to the cost of the ‘Graduate Employee only’ premium and administrative fees at the same rate as the previous term for each month in which the Graduate Employee is on approved medical leave, up to three months for an approved continuous medical leave of absence.
(d) The University shall continue to contribute to the cost of the enrolled Graduate Employee’s partner or child or family premium at the same rate as the previous term for each month in which the Graduate Employee is on approved medical leave, up to twelve (12) weeks for an approved continuous medical leave of absence.
(e) The Graduate Employee’s portion of the premium is due and payable at the first of each month during the Graduate Employee’s employment period.
(f) Graduate Employees who waive coverage under the University health plan are not eligible to receive the University’s contribution.
Premiums and Contributions. (a) The University shall contribute 85% of the cost of the ‘graduate assistant only’ premium and half the administrative fees for each month in which the graduate assistant has an appointment of
Premiums and Contributions a) Effective September 16, 2019 through September 15, 2024, the University shall contribute 90% of the cost of the ‘Graduate Employee only’ insurance premium and half the administrative fees for each month in which the Graduate Employee qualifies.
b) The University shall contribute to the cost of the enrolled Graduate Employee’s partner or child or family premium at the same rates mentioned in Section 3(a) of this Article for each month in which the Graduate Employee qualifies.
c) The University shall continue to contribute to the cost of the ‘Graduate Employee only’ premium and administrative fees at the same rate as the previous term for each month in which the Graduate Employee is on approved medical leave, up to three months for an approved continuous medical leave of absence.
d) The University shall continue to contribute to the cost of the enrolled Graduate Employee’s Partner or child or family premium at the same rate as the previous term for each month in which the Graduate Employee is on approved medical leave, up to twelve
Premiums and Contributions a) The University shall contribute 85% of the cost of the ‘graduate assistant only’ premium and half the administrative fees for each month in which the graduate assistant has an appointment of 0.2 FTE or greater.
b) The graduate assistant’s portion of the premium is due and payable at the first of each month during the graduate assistant’s appointment period.
c) The University shall contribute 50% of the cost of the ‘graduate assistant only’ premium and half the administrative fees for summer session coverage.
d) Summer session health insurance is voluntary. Graduate assistants electing to participate in the summer health insurance coverage must submit to University Student Health Services a request for coverage form prior to March 15th.
e) Effective May 2009, for Graduate Assistants requesting summer session health insurance, the University will triple deduct from the employee’s May salary, the employee’s portion of the summer coverage premiums and administrative fees for the ‘graduate assistant only’ coverage for the months of July, August and September.
f) To be eligible for summer coverage a graduate assistant must have a spring term appointment of 0.2 FTE and be enrolled in Graduate School fall term.
g) Graduate assistants who waive coverage under the University health plan are not eligible to receive the University’s contribution.
Premiums and Contributions. The University shall contribute 85% of the cost of the ‘graduate assistant only’ premium and half the administrative fees for each of the three terms. The University shall contribute 50% of the cost of the ‘graduate assistant only’ premium and half the administrative fees for summer session coverage. This coverage is voluntary and requires only one appointment in the previous academic year; however, this is only effective in May 2009 for those ‘graduate assistants’ with a spring term appointment. Those with appointments with any term appointment will be effective May 2010.
Premiums and Contributions a) The University shall contribute 85% of the cost of the ‘graduate assistant only’ premium and half the administrative fees for each month in which the graduate assistant has an appointment of 0.2 FTE or greater.
b) The graduate assistant’s portion of the premium is due and payable at the first of each month during the graduate assistant’s appointment period.
c) The University shall contribute 50% of the cost of the ‘graduate assistant only’ premium and half the administrative fees for summer session coverage.
d) Summer session health insurance is voluntary. Graduate assistants electing to participate in the summer health insurance coverage must submit to University Student Health Services a request for coverage form prior to March 15th.
e) To be eligible for summer coverage a graduate assistant must have a fall, winter, or spring term appointment of 0.2 FTE and be enrolled in Graduate School the following fall term.
f) Effective May 2009, for graduate assistants employed during spring term and requesting summer session health insurance, the University will triple deduct from the employee’s May salary, the employee’s portion of the summer coverage premiums and administrative fees for the ‘graduate assistant only’ coverage for the months of July, August and September.
g) Effective May 2010, for graduate assistants employed fall or winter but not employed in spring term, the triple deduction will be taken from the last full paycheck (November or February).
h) Graduate assistants who waive coverage under the University health plan are not eligible to receive the University’s contribution.
