Temporary Faculty Coverage
Besides ACA eligibility requirements (see Table 2), temporary faculty may be eligible for more health insurance options.
- Appointed for nine (9) months working at 50% or more.
- Unit Faculty members working 20 hours (50% time) or more per week are eligible for health insurance.
ACA eligibility adds additional means for becoming qualified for health insurance at UNI. If temporary faculty meet an ACA eligibility profile, they will receive communication from Human Resource Services with additional resources and an enrollment form.
Table 1: ACA Eligibility Profile Coverage Options2
| Employee 1/10 Annual Premium | Employee Annual Premium | UNI Annual Premium | |
|---|---|---|---|
| Single ACA UNI Blue Advantage | $123.60 | $1,236.00 | $8,224.68 |
| Family ACA UNI Blue Advantage | $2,061.73 | $20,617.30 | $0.00 |
Table 2: ACA Eligibility Profile Coverage Begins Fall Semester
The following example assumes the temporary faculty is hired at 75% time for a Fall semester and the appointment ends December. Unless the employee is hired again for the Spring semester at 75% or more, health insurance coverage would end December 31.
| Fall Coverage | Employee Monthly Premiums | Notes |
|---|---|---|
| Coverage Starts November 1 | $82.40 | For temporary employees, their coverage starts the first day of the third full calendar month after their [latest] hire date. The monthly premium is reduced to compensate for coverage not beginning in July. |
| December Coverage | $123.60 | 1/10 annual premium. Coverage will end automatically December 31, unless the temporary faculty receives another offer for the Spring semester at 75% time or more. If coverage is continued in the Spring, each month the temporary faculty will have $111.60 deducted from their January through May paychecks. |
| FALL TOTAL: | $206.00 | Coverage for two (2) months. |
Table 3: ACA Eligibility Profile Coverage Begins Spring Semester
The following example assumes the temporary faculty is hired at 75% time for a Spring semester and the appointment ends in May. Unless the employee is hired again for the Fall semester, health insurance coverage would end May 31 or June 30 (see below).
| Spring Coverage | Employee Monthly Premiums | Notes |
|---|---|---|
| Coverage Starts April 1 | $185.40 | For temporary employees, their coverage starts the first day of the third full calendar month after their [latest] hire date. An additional $55.80 is added to the April premium for June coverage since temporary faculty Spring semester payments do not run through a June payroll. The health coverage system assumes the temporary faculty will be reappointed in the Fall semester in order to not have a break in coverage. |
| May Coverage | $123.60 | 1/10 annual premium. Coverage will automatically end June 30, unless...
|
| June Coverage | $0.00 | Temporary faculty do not process through a June payroll. |
| SPRING TOTAL: | $309.00 | Coverage for three (3) months. |
Table 4: ACA Increase in Hours (Change in Hours, Condition 1) Eligibility Profile: Coverage Begins Fall Semester
A variable hour or part-time on-going employee who increases to 75% time or more per week (or assignment hours to 30 or more per week). Unless the employee is hired again for the Spring semester at 75% or more, health insurance coverage would end December 31.
| Increase in Hours Fall Coverage | Employee Monthly Premiums | Notes |
|---|---|---|
| Coverage Starts October 1 | $61.80 | For temporary on-going employees, their coverage starts the first day of the second full calendar month after the effective date of the assignment change. The 1/10 premium is reduced by $55.80 to compensate for coverage not beginning in July. |
| November Coverage | $123.60 | 1/10 annual premium. |
| December Coverage | $123.60 | 1/10 annual premium. Coverage will end automatically December 31, unless the temporary faculty receives another offer for the Spring semester at 75% time or more. If coverage is continued in the Spring, each month the temporary faculty will have $111.60 deducted from their January through May paychecks. |
| FALL TOTAL: | $309.00 | Coverage for three (3) months. |
Table 5: ACA Increase in Hours (Change in Hours, Condition 1) Eligibility Profile: Coverage Begins Spring Semester
A variable hour or part-time on-going employee who increases to 75% time or more per week (or assignment hours to 30 or more per week). Unless the employee is hired again for the Fall semester, health insurance coverage would end May 31 or June 30 (see below).
| Spring Coverage | Employee Monthly Premiums | Notes |
|---|---|---|
| Coverage Starts March 1 | $164.80 | For temporary on-going employees, their coverage starts the first day of the second full calendar month after the effective date of the assignment change. An additional $37.20 is added to the March premium for June coverage since temporary faculty Spring semester payments do not run through a June payroll. The health coverage system assumes the temporary faculty will be reappointed in the Fall semester in order to not have a break in coverage. |
| April Coverage | $123.60 | 1/10 annual premium. |
| May Coverage | $123.60 | 1/10 annual premium. Coverage will automatically end June 30, unless...
|
| June Coverage | $0.00 | Temporary faculty do not process through a June payroll. |
| SPRING TOTAL: | $412.00 | Coverage for four (4) months. |
2Faculty Handbook eligibility coverage options are different.
Waiver of Enrollment
If the temporary employee would like to enroll in the ACA UNI Blue Advantage (HMO) plan they have 30 days from their hire date to complete and return the enrollment form to Human Resource Services or coverage will be waived.
Returning to Work
Retirees who are rehired to work for the university may become eligible for the group plan under the ACA. If the ACA UNI Blue Advantage (HMO) plan is elected, the retiree forfeits the ability to continue retiree health and dental coverage, and will not be allowed to enroll back into their retiree group plan once they are no longer eligible for coverage under the ACA.
Coverage End Date
Coverage will end on the last day of the month the appointment is no longer eligible or the last day of the termination month--whichever comes first.