201 w benefits guide - lsu agcenter · 201 w benefits guide for employees of the louisiana state...

201υBenefitsGuideForEmployeesoftheLouisianaStateUniversitySystem

▪ HealthInsurance ▪ VoluntaryBenefits ▪ FlexibleBenefits ▪ RetirementPlans▪

Forthe LSUAgCenter

TABLEOFCONTENTS

HealthInsuranceBenefits......................... .. Eligibility DependentCoverageOptions Section125TaxImplications ContinuationofMedicalCoverage

33345

HealthInsurancePlanOptions........................ TypesofHealthInsurancePlans BenefitComparisonofAvailableHealthPlanOptions LSUFirstBenefitSnapshot LSUFirstProrationGrid HealthInsurancePremiums

668121415

Tax‐SaverFlexibleBenefitPlans....................... TypesofTax‐SaverPlans FlexibleSpendingAccounts(FSA) ExpenseEstimationWorksheet

16161720

VoluntaryBenefits..............................

AccidentProtectionPlan AccidentalDeath&DismembermentInsurance(AD&D) CriticalIllnessInsurance DentalInsurance LongTermCareInsurance LongTermDisabilityInsurance TermLifeInsurance–thoughLSU TermLifeInsurance–throughStateofLA VisionInsurance

21222324252728303233

RetirementwiththeLSUSystem 33

RetirementPlanOptions......................... .. Classified(CivilService)EmployeeOptions UnclassifiedProfessional/AcademicEmployeeOptions–FullTimeEmployees ComparisonofTRSLandORP UnclassifiedProfessional/AcademicEmployeeOptions–Temporary/PartTime

EmployeesorSpecialCircumstances TaxDeferredSupplementalRetirementAccount

RetirementPlanContactInformation.....................

3435384142

44

47

EnrollmentForms........................... ...

49

StudentTuitionAssistanceandRevenueTrustProgram(529) ......... 50

Leave................................ ....

50

Holidays..................................

52

Paydays........................... .......

52

StaffDirectory............................... 53

WELCOMETOTHELSUSYSTEM

2

EmployeeBenefitsOfferedThroughtheLSUSystemInrecognitionofthediverseneedsofitsemployees,theLouisianaStateUniversitySystemoffersavarietyofemployeebenefitprograms,allowingyoutoselectalevelofprotectionandsecuritybestsuitedtoyourpersonalsituation.ThisbookletprovidesanoverviewofthefollowingBenefitPlans:

MedicalPlanso LSUFirst

Option1 Option2

o PelicanHRA1000o PelicanHSA775o MagnoliaLocalo MagnoliaLocalPluso MagnoliaOpenAccesso Vantage

Tax‐SavingBenefitPlanso PremiumsOnlyPlano HealthcareSpendingAccounto DependentCareSpendingAccount

VoluntaryBenefitPlanso AccidentProtectionPlano AccidentalDeathandDismembermentInsuranceo CriticalIllnessInsuranceo DentalInsuranceo Long‐TermCareInsuranceo Long‐TermDisabilityInsuranceo TermLifeInsuranceo VisionInsurance

RetirementPlanso ClassifiedEmployeeso UnclassifiedEmployees

YourHumanResource/BenefitsDepartmenthasadditionalPlaninformationandenrollmentformsavailableintheiroffice.Inanefforttokeepyouinformedofyourbenefitoptions,theywillalsoprovidebenefitinformationperiodicallyusingothermethodsofcommunication,includingmemoranda,meetings,andnewsletters.Youcanalsofindthisinformation,andmore,ontheLSUSystem

website:www.lsusystem.edu/index.php/faculty‐staff/employee‐benefits/.YoumayalsovisittheLSUAgCenterHumanResourceManagementwebsite:www.lsuagcenter.com/hrm.AlthoughtheLSUSystemhopestoofferparticipationinthesePlansindefinitely,ithastherighttoamendorterminateanyBenefitPlan.EachPlandescribedinthisbookletisgovernedbyalegaldocumentcalledthePlanDocument.TheLSUSystemhastakencaretoaccuratelypresenttheinformationcontainedineachPlanDocumentinawaythatiseasilyunderstood.Thefollowingdescriptionsandinformationarenotintendedtobeall‐inclusiveorsupersedetheindividualPlanDocuments,rulesorpolicies.Therefore,intheeventofadiscrepancybetweenthisbookletandthePlanDocuments,thePlanDocumentswillbefollowed.ItisimportantforyoutohaveagoodunderstandingofeachBenefitPlanthatisoffered.Pleasereviewthisbookletcarefully,andifyouhaveanyquestions,pleasecontactyourlocalHumanResource/BenefitsDepartment.

HEALTHINSURANCEBENEFITS

3

EligibilityAnyactiveemployeeoftheLSUSystemiseligibleforhealthinsuranceprovidedthefollowing: Employedat75%offull‐timeeffortperpayperiod(avg.of30hours/week)orgreater

Appointedforadurationofatleastonesemesteror120daysorgreater

EffectiveDateofCoverageTimelyApplicant:Ifyouenrollwithinyourfirstthirty(30)daysoffull‐timeemployment,yourcoveragewillbeeffectivethe first of the month following your first full calendarmonthofemployment. Forexample:DateofHire=August20th,EffectiveDate=October1st

Consider your benefit needs carefully and make theappropriate selection. Youwill not have an opportunity toadd or drop dependents until the next annual enrollmentperiod,unlessyouexperienceaQualifyingEventduringtheplanyear.DependentCoverageAneligibledependentisdefinedassetforthbelow: ThecoveredEmployee’slegalspouse; AChildfromdateofbirthupto26yearsofage; Anever‐marriedChildofanyagewhomeetsthecriteriafor “Over‐Age Dependents” in the section entitled“OverageDependents,”below.

The Employee may also enroll an eligible DependentduringtheyearifacourtorderstheEmployeetocoveraneligibleDependent(e.g.,aQMCSO). See theSectionentitled “Qualified Medical Child Support Order” formore details regarding a QMCSO. Coverage will takeeffect the first day of themonth following the date ofreceiptbyyourEmployerofallrequiredformspriortothefifteenthofthemonth,orthefirstdayofthesecondmonthfollowingthedateofreceiptbyyourEmployerofallrequiredformsonorafterthefifteenthofthemonth.

OverageDependents. IfaDependentChild is incapable(andbecameincapablepriortoattainmentofage26)ofself‐sustaining employment by reason of mentalretardation or physical incapacity, and is dependentupon the covered Employee for support, the coveragefor the Dependent Child may be continued for thedurationofincapacity.o Prior to the Dependent Child reaching age 26, anapplication for continued coverage with currentmedical information from the Dependent Child’sattendingPhysicianmustbesubmittedtothePlanto

establish eligibility for continued coverage as setforthabove.

o Upon receipt of the application for continuedcoverage, the Plan may require additional medicaldocumentation regarding the Dependent Child’smentalretardationorphysical incapacityasoftenashemaydeemnecessarythereafter.

DependentCertificationRequirementforallHealthPlansandGroupBenefitsLifeInsurance:To deter fraud, abuse, and assure the proper use of publicfunds and Plan Members’ premium dollars, The Office ofGroupBenefitsandLSUFirstjointhemajorityofpublicandprivatehealthbenefitprogramsbyrequiringproof that thedependentscoveredarelegaldependentsoftheEmployee.All active and retired employees are required to providewritten proof that each dependent covered under theEmployee’shealthPlanishis/heractuallegaldependent.Allemployeesmustpresentappropriatewrittenverificationforall currently covered dependents to the Human Resources(HR)/BenefitsDepartmentonhis/hercampus.WrittenVerificationRequiredforDependents:Active Plan Members must provide proof of the status ofeachcovereddependenttoyourHR/BenefitsDepartmentonyourcampus.Failuretocomplywiththeserequirementswillresult in cancellation of your dependents’ coverage. Anydependentverificationdocuments ina languageother thanEnglishmustbetranslatedbyathirdparty.Belowisalistofcategoriesofdependentsandtheproofthatmustbepresentedat the timeofenrollmenttocoverthesedependent(s):1. Spouse Certifiedcopyofmarriagelicenseindicatingdateandplaceofmarriage

2. Dependent child under age 26 or Natural or legallyadoptedchildofPlanMember CertifiedcopyofbirthcertificatelistingPlanMemberasparentor

Certified copy of legal acknowledgment of paternitysignedbyPlanMemberorCertified copy of adoption decree naming PlanMemberasadoptiveparent

3. Stepchild Certifiedcopyofmarriagelicensetospouseandbirthcertificate listing spouse as natural or adoptiveparent


4

4. Child placed with your family for adoption by agencyadoption or irrevocable act of surrender for privateadoption Certified copyof adoptionplacement order showingdateofplacementor

Copyofsignedanddatedirrevocableactofsurrender

5. Childforwhomyouhavebeengrantedguardianshiporlegalcustody,includingprovisionalcustody Certifiedcopyof signed legal judgmentgrantingyoulegalguardianshiporcustody

6. Grandchild forwhomyoudonothave legalcustodyorguardianshipbutwhoisdependentonyouforsupportandwhoseparentisacovereddependent Certifiedbirthcertificateoradoptiondecreeshowingparent of grandchild is a dependent child andcertifiedcopyofbirthcertificateshowingdependentchildisaparentofgrandchild

7. Never‐marriedchildage26orolderwhoisincapableofself‐sustaining employment due to mental retardationorphysicalincapacitywhowascoveredpriortoage26. CertifiedcopyofbirthcertificatelistingPlanMemberasparentor

Certified copy of legal acknowledgment of paternitysignedbyPlanMemberor

Certified copy of adoption decree naming PlanMemberasadoptiveparent

Must also apply for continued coverageprior to age26andprovidesupportingmedicaldocumentation

Must provide additional medical documentation ofchild’sconditionperiodicallyuponrequestbyPlan

If you have questions about the dependent verificationpolicy,contactOGBCustomerServicetoll‐freeat1‐800‐272‐8451orcallorvisityourlocalHR/BenefitsDepartment.AddingNewDependentsTo add newly eligible dependents acquired throughmarriage,birth,oradoption,youmustsubmitachangeformtoyourHR/BenefitsDepartmentwithin30daysoftheevent.Coveragewillbeeffectiveasofthedateoftheeventwhenachangeformissubmittedwithin30days.IMPORTANT NOTE: Newborns are not automaticallyadded toyourpolicy. Youmustcompleteanenrollmentform and submit a birth letter (including name ofparents)within30days of thedate ofbirth in order toaddthemtoyourcoverage.Thebirthcertificateshouldbesubmittedas soonas it is received to ensure your childremainscovered.

DeletingDependents:In order to delete a dependent, youmust submit a changeform to your HR/Benefits Department within 30 days oflosingeligibilityforanyofthefollowingevents: Divorcedspouse Over‐agechildren Childrennolongerdependentonyouoryourspouseforsupport

DeceasedspouseorchildSection125TaxImplicationsThrough the Tax‐Saver Premiums Flexible Benefits Plan, ifyouparticipateinaHealthPlanthroughTheOfficeofGroupBenefitsorLSU,yourpremiumsmaybedeductedonapre‐tax basis, thereby reducing your tax liability. For moreinformation, see page 16. However, there are someimportant conditions per Internal Revenue Serviceregulations:If you enroll for health coveragewith premiums paid on abefore‐taxbasis,youmaynotdiscontinueorreducethelevelof coverage (i.e. Family toSingle coverage)during theyearunlessthechangeisinconnectionwithaqualifyingevent.AnnualEnrollmentEach year during themonthofOctober, eligible employeeshaveanopportunitytochangetheirHealthPlanelectionsorelectnewhealthcoverageforaneffectivedateofJanuary1st.TerminationofMedicalCoverageYourhealth insurancecoverageunderanyof theplanswillendontheearliestofthefollowingdates: Onthedatetheprogramterminates Onthelastdayofthemonthinwhichyouremploymentterminates*

Onthelastdayofthemonthinwhichyourworkhoursare permanently reduced to less than 30 hours perweekorlessthan75%offull‐timeeffort

Onthelastdayofthemonthinwhichyouelecttocancelcoverage

Onthelastdayofthemonthofthecoveredemployee’sdeath

*If you are an academic employee who terminatesemploymentat the endof theacademic year, your coveragemay be extended through September 30th of the same year.SeeyourHRdepartmentformoredetails.


5

ContinuationofMedicalCoverageAtTerminationofEmploymentorIneligibilityofaDependentCOBRA (Consolidated Omnibus Budget Reconciliation Act)is a federal law, which requires that group plans offercovered employees and dependents the opportunity tocontinue health insurance coverage when coverage wouldnormally end for certain specified reasons. The followingprovisionsoutlinetherequirementsforcontinuedcoverageinaccordancewiththelaw: You and your covered dependents may continuecoverageforupto18monthsifcoverageendsbecauseofeitherapermanentreductioninthenumberofhoursworked or termination of employment for any reasonotherthangrossmisconduct.Youand/oryourcovereddependent must apply within 60 days of the datecoverage ends or the date you are notified of yourcontinuationrights,whicheverislater.

Your dependents may continue their coverage underthe group plan for up to 36 months if their coverageendsforanyofthefollowingreasons:o Divorcefromtheemployeeo Deathoftheemployee,oro Dependent child reaches the maximum age orotherwiseceasestoqualifyasadependentunderthePlan.

Coveragewouldbeeffectivethefirstofthemonthfollowingtheevent.AsaSurvivingSpouseorDependentUponyourdeath,yoursurviving legalspousemaycontinuehis/her health insurance coverage by completing anapplication within 30 days of your death and paying theapplicablemonthly premium. Coveragewould be effectivethefirstofthemonthfollowingtheevent.Your surviving dependent childrenmay continue coverageuntil they are no longer eligible as a dependent on Health

PlansofferedbytheLSUSystem.Ifyoursurvivingspouseordependent later becomes employed through the State ofLouisianaand therebygainseligibilityasanemployeeor ifthey are eligible for other group coverage, they will nolonger be eligible for coverage as a surviving spouse ordependent.AtRetirement:YoumaycontinueyourmedicalplanuponretirementifyoumeettheeligibilityrequirementsforageandyearsofserviceundertheTeachers’RetirementSystemofLouisiana(TRSL)orLouisianaStateEmployees’RetirementSystem(LASERS).IfyouareaMemberofTRSL’sOptionalRetirementPlan,youmust meet the eligibility requirements, as defined by theTRSL,tocontinuecoverage.IfyoubeganparticipatinginaHealthPlanthroughtheStateofLouisianaonorafterJanuary1,2002,thestatesubsidyofyourpremiumafterretirementwillbebasedonthenumberofyearsyouhaveparticipatedinaGroupBenefitsprogram.If your spouse and/or dependents began participating in aHealthPlanthroughtheStateofLouisianaonorafterJuly1,2002, the state subsidy of their premium after yourretirement (and upon your death) will be based on thenumberofyearstheyhaveparticipatedinaGroupBenefitsprogrampriortoretirement.Thefollowingscheduleisusedindeterminingthestate’ssubsidyofaretiree’spremium: 10yearsorlessofparticipation:19%ofpremiumpaidbytheState

More than 10 but less than 15 years of participation:38%ofpremiumpaidbytheState

More than 15 but less than 20 years of participation:56%ofpremiumpaidbytheState

20 or more years of participation: 75% of premiumpaidbytheState

*Ifyouelecttocancelmedicalinsuranceasaretiree,coveragecanonlybereinstatedunderverylimitedprovisions(seePlanDocumentforexplanation).

HEALTHINSURANCEPLANOPTIONS

6

The LSU System offers employees and their eligibledependents financial protection against a wide range ofhealthcareexpensesresultingfromillnessorinjury.Aspartof our continuing effort to provide benefits to meet thevarying needs of our employees, the System offers you achoiceofhealth insuranceplans.Thepremiumsareeligiblefor tax sheltering under the Tax‐Saver Premiums OnlyFlexibleBenefitsPlan.ThissectionsummarizesthemainpointsoftheHealthPlansoffered to employees of the LSU System, each of which isgovernedbyalegaldocumentcalledaPlanDocument.Intheevent of a conflict between this summary and the PlanDocument, the terms of the Plan Document will be thegoverningdocumentthattheLSUSystemwillfollow.TypesofHealthInsurancePlans

1. LSUFirst(Option1andOption2)‐Nationwide‐TheLSU System Health Plan (LSU First) is a self‐insuredplanthatutilizesWebTPAastheClaimsAdministrator,AetnaASAastheNationwideNetwork,eQHealthastheMedical Manager, Express Scripts as the PharmacyBenefits Manager, and Verity HealthNet for local andFirst Choice Provider network administration (seepages8‐11formoredetails) Consumer‐driven health plans give you choice andcontrolonhowtospendyourhealthcaredollars.LSUFirst includes up‐front benefit dollars in a HealthReimbursementAccount (HRA), including $1000 foremployee only, $1500 for employee/spouse andemployee/children, and $2000 for family coverage.Preventive care is covered at 100% with no HRAutilization. You can also see a specialist without areferral.

Option1vs.Option2:ThedifferencebetweenOption1andOption2inLSUFirstisthattheDeductibleandOut‐of‐Pocket Maximum is higher under Option 2.The monthly premium is lower as a result of thehigher out‐of‐pocket responsibility of the MemberunderOption2.Option2maybeagoodchoiceifyouhaverolloverdollars fromapreviousPlanYearor ifyou know you will have minimal healthcare costsduringthePlanYear.

2. PelicanHRA1000‐PreferredProvider

Organization(PPO)Nationwide–ThePelicanHRA1000includes$1000inemployercontributionsforemployeeonlyplansand$2000forfamilyplansinahealthreimbursementaccountthatcanbeusedtooffsetdeductibleandotherout‐of‐pockethealthcarecosts.Anyunusedfunds

rolloveruptothein‐networkout‐of‐pocketmaximum,allowingmemberstobuildupbalancesthatcovereligiblemedicalexpenseswhentheyhappen.TheHRA1000isadministeredbyBlueCrossBlueShieldofLouisianaandprovidesanationwidenetworkofproviders.(Seepages8‐11formoredetails),

3. PelicanHSA 775 Nationwide – The Pelican HSA 775offers the lowest premiums in addition to a healthsavings account funded by both the employer andemployee.Employerscontribute$200totheHSA,thenmatch any employee contributions up to $575.Employeescancontributeadditionalfundsonapre‐taxbasis, up to $2,275 for an individual and $5,875 for afamily to cover out‐of‐pocket medical and pharmacycosts. Unused funds can remain in your HSA accountandearninterest–taxfree‐fromyeartoyear.TheHSAdiffers from the HRA in that the money in an HSAfollows themembereven ifhechanges jobsor retires.TheHSA775isadministeredbyBlueCrossBlueShieldof Louisiana and provides a nationwide network ofproviders.(Seepages8‐11formoredetails).

4. Magnolia Local Local– The Magnolia Local plan is atraditional plan that offers $25 primary care co‐paysand$50specialtycareco‐paysformemberswholiveinspecific coverage areas. Community Blue and BlueConnect Networks in Shreveport, New Orleans andBatonRougeareavailableforOGBmembers.(Seepages8‐11formoredetails).

5. MagnoliaLocalPlusNationwide–TheMagnolia LocalPlus offers the same coverage as the Magnolia Localplan, with the benefit of a nationwide network. TheLocal Plus optionoffers $25 primary care co‐pays and$50 specialty care co‐pays for OGB members in anyregion. The Local Plus plan is ideal for members whoprefer the predictability of co‐payments rather thanusing employer funding to offset out‐of‐pocket costs.TheMagnoliaLocalPlus isadministeredbyBlueCrossBlue Shield of Louisiana and provides a nationwidenetworkofproviders.(Seepages8‐11formoredetails),

6. Magnolia Open Access Nationwide– The MagnoliaOpen Access Plan offers coverage both inside andoutside of Blue Cross’s nationwide network. It differsfromtheotherMagnoliaplansinthatmembersenrolledin the Open Access plan will not pay co‐payments at


7

physicianvisits.Instead,onceamember’sdeductibleismet, he or shewill pay 10% of the overall bill for in‐network care and 30% of the overall bill for out‐of‐networkcare.Thoughthepremiumsfortheopenaccessplan are higher, its moderate deductibles combinedwith a nationwide networkmake it an attractive planformemberswho live out of state or travel regularly.(Seepages8‐11formoredetails).

7. Vantage Home HMO Statewide– Vantage’s MedicalHomeHMOisapatient‐centeredapproachtoprovidingcost‐effective and comprehensive primary health carefor children, youth and adults. This plan createspartnershipsbetweenthe individualpatientandhisorher personal physician and, when appropriate, thepatientsfamily.

AllVantageMembers are required to select aPCPuponenrollmentintheVantageRegionalHMOPlan.EachVantageMemberhasanongoingrelationshipwithapersonalPhysiciantrainedtoprovidefirstcontactandassist you in obtaining access to ongoing andcomprehensivehealthcare.ThePrimaryCarePhysicianis your personal physician and will work with you tocoordinate all of your health care. Your personal

Physician, or PCP, leads a team of clinical health careprofessionals who collectively take responsibility foryour immediateandongoinghealthcareneeds.Healthcare professionalsmay also include a variety of otherclinical professionals, such as nurses, social workers,dieticiansandnutritionists.Your PCP will also be responsible for arrangingappropriate care with other qualified health careprofessionals,SpecialtyCareProvidersorfacilities,suchas radiologists, laboratories, surgeons, and Hospitals.YourPCPwillassistyouinprovidingorarrangingforallofyourhealthcareneeds,includingacutecare,Chroniccareandpreventiveservicesacrossallelementsof thecomplex health care system (e.g., subspecialty care,Hospitals, home health agencies, nursing homes) andthepatient’scommunity(e.g.,family,publicandprivatecommunity‐based services). Care is facilitated by theVantage Medical Management department which willworkcloselywithyourPCPtofacilitatecommunicationamong the various Participating Providers involved inyourhealthcare.(Seepages8‐11formoredetails),

FormoreinformationontheHealthPlansand/orforalistofproviders:

Provider CustomerServicePhoneNumber WebsiteProviderSearch

LSUFirstHealthPlan 1‐855‐346‐5781 www.lsufirst.org

OfficeofGroupBenefits 1‐800‐272‐8451 www.groupbenefits.org

BlueCrossBlueShieldofLouisiana 1‐800‐398‐4089 www.bcbsla.com/ogb

Vantage 1‐888‐823‐1910 www.vhp‐stategroup.com


8


9


10


11

Thiscomparisonchartisasummaryofplanfeaturesandispresentedforgeneralinformationonly.Itisnotaguaranteeofcoverage.Forfulldetailsofanyplanlisted,refertothePlanDocument,LSUisnotresponsiblefortheaccuracyofthisinformationasitissubjecttochange.


12


13


14


15

TAX‐SAVERFLEXIBLEBENEFITPLANS

16

TypesofTax‐SaverPlansPremiumsOnlyPlan:IfyouenrollinthePremiumsOnlyPlan,yourpremiumsformedical,dental,vision,andPrudentiallifeinsurancemayautomaticallybedeductedpre‐taxfromyourpaycheckbeforeyourtaxableincomeisdetermined.ThereisnocosttoparticipateinthePremiumsOnlyPlan.ThereisnotaxliabilityonthemoneyputintothePremiumsOnlyPlan.IfyouenrollinthePremiumsOnlyPlanandwanttocancelanyofthebenefitsthatarebeingtax‐shelteredunderthisPlan,youmayonlydosoifyouexperienceaqualifyingevent(see“ChangesinParticipationduringtheYear”section).Ifyoudonotexperienceaqualifyingevent,youmayonlycancelyourparticipationduringAnnualEnrollmentforaJanuary1steffectivedate.FlexibleSpendingAccounts(FSA)Thisbenefitprovidesyouwiththeopportunitytosetasidetax‐exemptdollarsforout‐of‐pockethealthcareordependentcareexpensesincurredbyyouand/oryoureligibledependents.Youmustdetermineanannualamounttobewithheld,andyouwillbeprovidedwithaDebitCardpre‐loadedwiththisamountforyourusethroughoutthe2015PlanYear.Determinetheamounttobewithheldbyforecastingyourout‐of‐pockethealthcareand/ordependentcareexpensesfortheentirePlanyear,plusthegraceperiod(January1stthroughMarch15th).Thedeductionismadebeforetaxesarecomputed,thusmakingthespendingaccountdollarstax‐free.Toaccessthemoneyinyouraccount,youcaneitheruseyourFSADebitCardatthetimeofservice,oryoucanfileaclaimform‐requestingreimbursementforeligible,out‐of‐pocketexpenses,availableinyourHR/BenefitsDepartmentoronlineatwww.lsu.edu/benefits.TheMonthlyFeetoparticipateintheseplansis$5.10for12monthemployeesor$6.90for9monthemployees,whichincludesparticipationinboththeHealthcareSpendingAccountandtheDependentCareSpendingAccount,regardlessofcontributionsmadetoeitheraccount(subjecttominimum/maximumrequirements).

EligibilityAnyactiveemployeeoftheLSUSystemiseligibleforparticipationintheflexiblebenefitsplanprovidedthefollowing: Employedat75%offull‐timeeffortorgreater(atleast30hoursperweek).


EffectiveDateofCoverageYoumustenrollwithinyourfirstthirty(30)daysoffull‐timeemployment;yourcoveragewillbeeffectivethefirstofthefollowingmonthafteryourfirstfullcalendarmonthofemployment.

Forexample:DateofHire=August20thEffectiveDate=October1st

AnnualEnrollmentIfyouenrollinthePremiumsOnlyPlan,yourelectionautomaticallyrollsoverfromoneyeartothenext.ThiselectionmaybecancelledduringAnnualEnrollment(effectiveJanuary1st)orwithin30daysofaqualifyingeventifcancellationisconsistentwiththequalifyingevent.Sincecircumstancesaffectingout‐of‐pocketexpensesaregenerallysubjecttochangeeachyear,youmustre‐enrollintheFlexibleSpendingAccount(FSA)eachyearduringAnnualEnrollment.YourFSAenrollmentwillnotautomaticallycarryoverfromyeartoyear.Ifyouchoosenottore‐enrollduringAnnualEnrollment,youwillnotbeenrolledthefollowingyear.ChangesinParticipationDuringtheYearDuetothetaxadvantagesyouenjoyunderthisprogram,theInternalRevenueServiceimposessomerestrictionsonthechangesyoucanmakeduringthePlanYear.Onceyouhaveelectedtoparticipateinoneormoreoftheseaccounts,youcannotchangeorrevokethiselectionexceptduringAnnualEnrollmentorifyouexperienceaqualifyingevent.Aqualifyingeventonlyallowsforchangestoanexistingelection.IfyoudidnotmakeanelectiontoparticipateinthePlanduringAnnualEnrollmentorwithin30daysofemployment,aqualifyingeventwillnotallowforenrollmentinthePlanmid‐year.Theonlyexceptiontothisruleisincaseswherethereisalossofothercoverage.


17

Qualifyingeventsinclude:1. ChangesinFamilyStatus Changeinlegalmaritalstatus,suchasmarriage,deathofspouse,divorce,legalseparation,orannulment

Changeinnumberofdependents,suchasbirth,adoptionordeathofadependent

Changeinemploymentstatusofyouoryourspouse Aneventthatcausesadependenttosatisfyorceasetosatisfytherequirementsforcoverageduetoattainmentofageoranysimilarcircumstance

2. Changesrequiredbyjudgment,decreeororderresultingfromadivorce,legalseparation,annulmentorchangeinlegalcustody

3. EntitlementtoorlossofMedicareorMedicaid4. Significantcostorcoveragechanges5. FMLAqualifiedleavesofabsence6. Changesinadependentcareproviderorcostofdependentcare

ChangesinHealthCareFSAelectionsmaybeallowedforqualifyingeventsthatfallunderachangeinfamilystatus;however,nochangesareallowedtoHealthCareFSAsforotherqualifyingevents.Also,thechangeinyourelectionmustbeconsistentwithyourchangeinfamilycircumstancesandmustbemadewithin30daysofthedateofchange.HowFlexibleSpendingAccountsSaveYouMoneyAssuminganemployeehasanAnnualGrossIncomeof$30,000andisina15%taxbracket: WithFSA WithoutFSA

GrossMonthlyPayMinusFSAContribution

$2,500

‐$360

$2,500

N/ATaxableIncomeMinusTaxes

$2,140

‐$321

$2,500

‐$375NetIncomePlusFSAReimbursement

$1,819+$360

$2,125N/A

TotalMonthlyPay $2,179 $2,125Monthlytaxsavings=$54.00;Annualtaxsavings=$648.88.NOTE:Savingswillbeevengreaterforpersonsinhighertaxbrackets.

TypesofFlexibleSpendingAccountsHEALTHCARESpendingAccountMinimumContribution:$100MaximumContribution:$2,500QualificationsandEligibleExpenses:Manyhealthcareexpenses,suchasco‐paymentsanddeductibles,arenotfullyreimbursedbyhealth,dental,orvisioninsuranceandmaybeeligibleforreimbursementthroughaHealthCareFSA.ForadetailedlistofhealthcareexpensesthatmayqualifyforreimbursementundertheHealthCareSpendingAccount,contactyourBenefitsRepresentative.HowtoCalculateYourExpenses:Usetheworksheetavailableonpage20toestimateyourunreimbursedhealthcareexpenses.Butkeepthisinmind–IRSregulationsstatethatifallthemoneyintheaccountisnotusedbytheendofthePlanYear,theremainingbalancemustbeforfeited(knownasthe“Use‐it‐or‐Lose‐itrule”).Therefore,youshouldbeconservativeinyourestimates.ItisbettertoestimatelowratherthanhighsinceyouwillhavetoforfeitanymoneyleftintheaccountattheendofthePlanYear.AfterestimatingyourtotalhealthcareexpensesforthePlanYear,dividethisamountbytheappropriatenumberofpayperiodsleftinthePlanYeartocalculateyourper‐pay‐periodcontributionamount.Thisamountwillbedeductedonapre‐taxbasis.DEPENDENTCARESpendingAccountMinimumContribution:$100MaximumContribution:$5,000TherearefourconditionssurroundingparticipationinDependentCareSpendingAccounts:1. Ifyouaremarried,generallybothyouandyourspousemustbeemployedinordertousethisPlantoreimburseeligibledependentdaycareexpenses.

2. Yourcontributionmaynotexceedthelesserofyourincomeortheincomeofyourspouse.Forexample,ifyouearn$30,000ayearandyourspouseearns$2,000ayear,yourcontributionmaybenomorethan$2,000fortheyear.

3. Ifyouaremarriedandfileseparatereturns,yourmaximumcontributionis$2,500.IfyourspousehasaDependentCareAccountatworkandyoufileajointreturn,yourcombinedtotaltax‐shelterfordependentcarecannotexceed$5,000.


18

Qualifications:Youmayreceivetax‐exemptreimbursementsforthecareofcertainindividualsinyourhousehold,whichincludesyourdependentchildrenage12oryoungerandanyotherindividualswhoresidewithyouandwhorelyonyouforatleasthalfoftheirsupportorarephysicallyormentallyunabletocareforthemselves.EligibleExpenses:Eligibledependentcareexpensesarework‐relatedexpensesincurredforqualifyingindividuals.Theaccountisdesignedtoprovideataxsavingssothatyouandyourspousecanwork.Youarerequiredtoreportonyourannualfederalincometaxreturnthename(s)ofthoseprovidersofdependentcareexpenseswhoseexpenseshavebeenreimbursedtoyouthroughyourDependentCareAccount.EligibleDependentCareAccountexpensesinclude: Day‐carecostsforchildren12andyounger Schoolingcosts,notincludingfoodandclothing,foreitherprivateorpublicschools,forchildrennotyetinkindergarten

Ifexpensesforfoodandclothingcannotbeseparatedfromthetotalcostofchildcare,thentheyareeligibleexpenses

Before/after‐schoolcareforchildren12yearsoryounger

Babysittingandlicensedday‐carecentercosts Housekeepingservicesinyourhomethatincludedaycare

EldercareifdependentisclaimedonyourtaxreturnCostsoftransportation,overnightcamping,nursingcarefacilities,andtheschoolingcostsofchildreninthefirstgradeorabovearegenerallyineligibleexpenses.

FederalIncomeTaxCreditforDependentCareExpenses:Youcannotuseboththetaxcreditandthespendingaccountforthesamedependentcareexpenses.Further,expenseseligibleforthetaxcreditarereduced,onadollar‐for‐dollarbasis,bytheamountyoucontributetoadependentcarespendingaccount.Thistaxcreditisanamountsubtractedfromtheactualtaxyouowewhenyoufileyourannualtaxreturn.Determiningwhetheritismoreadvantageousforyoutoopenaspendingaccountorfileforthecreditattheendoftheyearwilldependonanumberoffactorsand,therefore,mustbemadeonanindividualbasis.Thefollowingprinciples,however,canbeusedasageneralguide. Asincomerises,thetaxcreditdecreases,whereasthetaxsavingsonpaymentsmadethroughtheDependentCareAccountbecomegreater,becauseyouareinahighertaxableincomebracket.

SavingsfromusingtheDependentCareAccountincludeSocialSecurity/Medicaretaxsavings.Thesesavingsdonotapplywiththetaxcredit.

TheamountthatcanbereimbursedthroughtheDependentCareAccountisnotloweredwhenyouhaveonlyonequalifyingdependent,ashappenswiththetaxcredit.Forexample,ifyouhaveonlyonechildbutmorethan$2,400ofdependentcareexpenses,moreexpensesarereimbursablethroughtheDependentCareAccount.

HowContributingtoaFlexibleSpendingAccountAffectsOtherBenefitsBenefitsreceivedthroughyourLongTermDisabilityandLifeInsurancearenotreducedeventhoughparticipatinginthePremiumsOnlyPlanmakesitappearthatyouaremakinglessmoney.Thesebenefitsarecalculatedonyourgrossearningsbeforepre‐taxdeductionsaremade.Similarly,yourretirementbenefitisnotaffectedbyyourFlexibleBenefitsparticipation.IfyouareoneofthefewwhopaySocialSecuritytax,pleasenotethatunderpresentlaw,yourearningsforthepurposeofdeterminingyourSocialSecuritybenefitswouldbereducedbycontributionsmadetothespendingaccountsorpremiumswithheldthroughthePremiumsOnlyPlan.Ifyouarecontributingtoasupplementalretirementaccount,beawarethatyourTax‐SaverFlexibleBenefitsPlancontributionswillnotreducethemaximumthatcanbecontributedtoatax‐shelteredannuity.WhatHappenstoMyMoneyWhen…?ItistheendoftheYear:IRSregulationsstatethatifallthemoneyintheaccountisnotusedbytheendofthePlanyear,theremainingbalancemustbeforfeited.Thispracticeiscommonlyreferredtoasthe“Use‐it‐or‐Lose‐itrule.”Anyremainingbalancescannotbepaidtoyouincash,carriedovertothenextPlanYearormadeavailabletoyouinanyotherway.Bybeingfamiliarwithyourlevelofexpensesandplanningcarefully,youcanminimizethisrisk.Pleaseseegraceperiodsectiononthenextpage.Iterminateemployment:youcancontinuetosubmitclaimsafteremploymentterminates.However,youmayonlysubmitclaimsforexpensesincurredonorbeforethelastdayofyouremployment,unlessyouchoosetomakeafter‐taxcontributionstoyourspendingaccount(s)throughCOBRAFSA.COBRAFSArequiresafter‐taxcontributionsinordertokeeptheaccountsactiveforreimbursementsthatmayoccurafterthelastdayofyouremployment.Ifyouterminateemploymentmid‐year,youmustfileclaimswithin


19

120daysoftheendofthemonthinwhichyouterminateorwithin120daysofthePlanYear,whicheverissooner.GracePeriodTherewillbeagraceperiodimmediatelyfollowingtheendofthePlanYearforbothHealthCareandDependentCareSpendingAccounts.Thisextensionwillprovideparticipantsadditionaltimetoincurexpensesforreimbursementfromthepreviousyear’saccount.ThegraceperiodwillbeavailableaftertheendofthePlanYear(December31st)fromJanuary1throughMarch15thforreimbursementfromthepreviousyear’sspendingaccounts.Inordertofileclaimsduringthegraceperiod,areimbursementrequestformmustbesubmittedtotheFlexibleSpendingAccountadministratorwithinthespecifiedtimeframe.IfyousubmitclaimsthatareincurredbetweenJanuary1standMarch15th,theywillbereimbursedoutofyourpreviousyear’saccount,first.Onceyourbalanceisexhaustedfromyourpreviousyear’saccount,andifyou

havere‐enrolledinaflexiblespendingaccountforthefollowingyear,newclaimswillbereimbursedoutofthenextPlanYear’saccount.FilingFSAClaimsFilingaclaimisaseasyascompletingaclaimformandattachingareceipt.Timelyfilingofaclaimwillresultsinatimelyreimbursement.ItisanLSUSystemstandardtohavereimbursementwithintwoweeksoffiling.SeeyourHumanResourceDepartment/BenefitsRepresentativeformoredetailsaboutproceduresforfilingclaimsandapplicabledeadlines.AllclaimsincurredduringthePlanYearmustbesubmittedwithin120daysfollowingtheendofthePlanyearorbyApril30th,whicheverissoonerinordertobeeligibleforreimbursement.ThesameprocedureappliesforparticipantsterminatingduringaPlanYear(unlessCOBRAiselected).


20

ExpenseEstimationWorksheetforUnreimbursedHealthcareCostsAspartofyourbenefitsprogram,youcandecidetodirectpartofyoursalarytotheHealthCareSpendingAccount.Thisaccountpermitsyoutopayforotherwiseunreimbursedhealthcareexpensesonapre‐taxbasis.Thisworksheetwillhelpyouestimatewhatexpensesyouarelikelytofaceinthenextplanyear.RemembertheUse‐It‐Or‐Lose‐ItRule.Beconservativeinyourestimates.Itisbettertoestimatelessratherthanmoresinceyouwillhavetoforfeitanymoneyleftinyouraccountattheendoftheplanyear.Foreachofthefollowingcategories,estimatetheamountofexpensesyouanticipatetoincurinthecomingPlanYearforwhichyoudonotexpecttobereimbursedbyyourinsurancecarrier.

Medicaldeductible

(Majormedicaland/oranyperadmissiondeductibles)... $_________________

Dentaldeductible................................

$_________________

Co‐payments:(Yourshareofexpensesafteranydeductibles,uptotheout‐of‐pocketlimit)

Medical..............................

$_________________

Pharmacy.............................

$_________________

Dental...............................

$_________________

Orthodontia............................

$_________________

VisionExams...........................

$_________________

RoutinePhysicalExams....................

$_________________

Otherplanneduncoveredexpenses.............

$_________________

TOTALESTIMATEDHEALTHCAREEXPENSES.............

$_________________

TheTotalEstimatedHealthCareExpensesfigureisthemaximumamountyoushouldconsiderputtinginyourHealthCareAccount.Thistotalamountwillbedividedbytheappropriatenumberofpayperiodstoreachaperpayperiodaccountdepositamount.Thedepositamountwillbedeductedonapre‐taxbasissavingyoutheamountoftaxyounormallywouldhavepaidonthedepositamount.

VOLUNTARYBENEFITS

21

EligibilityAnyactiveemployeeoftheLSUSystemiseligibleforhealthinsuranceprovidedthefollowing: Employedat75%offull‐timeeffortperpayperiod(avg.of30hours/week)orgreater


EffectiveDateofCoverageTimelyApplicant:Ifyouenrollwithinyourfirstthirty(30)daysoffulltimeemployment,yourcoveragewillbeeffectivethefirstofthemonthfollowingyourfirstfullcalendarmonthofemployment.LateApplicantIfyoudonotenrollintoaVoluntaryBenefitPlanwithinyourfirstthirty(30)daysoffull‐timeemployment,refertotheVoluntaryBenefitsectionthatyouareinterestedinforLateApplicantguidelines.LongTermDisability,LongTermCareandLSUTermLifeInsurancewillrequiremedicalunderwritingandapprovalifyouareenrollingasalateapplicant.

WhendoesCoverageforVoluntaryBenefitsend?YourcoverageunderaVoluntaryBenefitwillendontheearliestofthefollowingdates:

Onthelastdayofthemonthinwhichyouremploymentterminates(foracademicemployeeswhoterminateemploymentattheendoftheacademicyear,coverageextendsthroughSeptember30ofthesameyear.)

Whenyouarenolongereligibleforcoverage. Whenyouceasemakingtherequiredcontribution. WhentheLSUSystemterminatestheplan.

WhendoesCoverageforVoluntaryBenefitsendformydependent(s)?Yourdependent'scoverageunderaVoluntaryBenefitwillendontheearliestofthefollowingdates: Whentheindividualnolongermeetstheplan'sdefinitionofadependent.

Whentheemployee'scoverageterminates. Whentheemployeeceasestomaketherequiredcontributionfordependentcoverage.

WhentheLSUSystemterminatestheplan.

VoluntaryBenefit Vendor Policy#

AccidentProtectionPlan UnitedHealthcare 303972

AccidentalDeath&Dismemberment

UnitedHealthcare 303972

CriticalIllness UnitedHealthcare 303972

Dental UnitedHealthcare 903022

LongTermCare UNUM 100057

LongTermDisability UnitedHealthcare 303972

TermLifeInsuranceandAD&D UnitedHealthcare 303972

Vision UnitedHealthcare 903022

ACCIDENTPROTECTIONPLAN

22

Ifanaccidentoccurs,onoroffthejob,youmaybesurprisedattheexpensesthatcanaddup.Thisinsuranceisdesignedtoprotectyourfinancesbyhelpingyoupayforthoseunexpectedcostsassociatedwithanaccidentalinjury.This benefit covers a wide range of common injuries andcovered accidents. If you or a covered family memberbecome injured, Accident Protection will pay you a directcashbenefit.Theamountofmoneyyoureceivedependsonthetypeandseverityoftheinjuryandcanbeusedanywayyouchoose.

TheLSUSystempartnerswithUnitedHealthcaretoprovideyouandyourfamilywithvaluableAccidentProtectionataffordablerates.Youmayselectcoverageforyourself,yourspouseorchildren.Yourchild(ren)areeligibleforcoverageuptoage26.IfyouandyourspousearebothLSUSystememployees,onlyoneofyoumayenrollyourchildren.

HOWAREBENEFITSPAID?Belowisasummaryofthecashbenefit you could receive based on the type of servicereceived for an accident. In order to receive a benefit, youmust file a claimwithUnitedHealthcare.More servicesandtheirbenefitpayoutcanbelocatedinthePlanDocument.

DoctorVisit‐$40 EmergencyRoom‐$100 GroundAmbulance‐$200 HospitalAdmission‐$800 Coma‐$10,000

Coveragelevel: MonthlyPremium:EmployeeOnly: $9.15Employee&Spouse: $13.60Employee&Children: $12.36Family: $16.81

ForAdditionalInformationcallUnitedHealthcareat1‐888‐299‐2070orvisithttp://www.brainshark.com/UHCSB/LSU_Accident.YoucanalsoscantheQRcodelistedbelowonyoursmartphoneortablet.

ACCIDENTALDEATH&DISMEMBERMENTINSURANCE(AD&D)

23

Anaccidentthatendsindeathordisablinginjuryhasadevastatingeffectonthelivesofyourlovedones.Thelossofafamilywageearnerputsstraininafamilyandraisesconcernsastohowtheywillmanagefinancially.Evenifyouareunmarried,remainingfamilymemberscouldbeleftwithfulfillingyourfinancialresponsibilitiesortakingcareofyou.TheLSUSystempartnerswithUnitedHealthcaretoprovideyouandyourfamilywithvaluableAD&Dinsuranceataffordablerates.Youmayselectcoverageforyourself,yourspouseorchildren.Yourchild(ren)areeligibleforcoverageuptoage26.IfyouandyourspousearebothLSUSystememployees,onlyoneofyoumayenrollyourchildren.LateApplicantforAD&D:Yourinsurancewilltakeeffectonthefirstdayofthemonthfollowingthedateyouenroll,providedtherequiredpremiumhasbeenpaid.Asaneligibleemployee,youcanenrollyourselfand/oryourdependentsatanytime.Familymembersmaybeinsuredforaportionofyourprincipalsum: Spouse=50%yourprincipalsum,or40%ifyouhaveeligiblechildren

Eligiblechildren=15%yourprincipalsumor10%ifyourspouseiseligibleforcoverage

ReductionInBenefits:yourprincipalsumwillreducetothepercentageoftheoriginalbenefitshownbelow: Atage70,thebenefitreducesto82.5% Atage75,thebenefitreducesto57.5% Atage80,thebenefitreducesto37.5% Atage85andolder,thebenefitreducesto20%IfyouelectedFamilycoverage,yourspouseandchildren’sbenefitwillreducefromtheprincipalsumamountoftheinsuredemployee.

Whendoescoverageend?Aslongastheplanisinforce,youareaneligibleemployee,andyoupayyourpremium,yourcoverageremainsineffect.Yourfamilymemberswillremaininsuredaslongastheyareeligible,youarecoveredandtheirpremiumispaid.Handicappedchildrenshallremaininsured,regardlessofage,aslongastheycontinuetobehandicappedandyourcoverageremainsinforce.HOWAREBENEFITSPAID?Benefitswillbepaidforanyofthelossesthatoccurasaresultofaninjurylisted: Life100% Bothhandsorfeet100% Entiresightofbotheyes100% Onehandoronefoot50% Entiresightofoneeye50%Lossmustoccurwithin365daysoftheaccident.Ifmorethanonelossresultsforanyoneaccident,wewillpayonlytheonelargestapplicablebenefitamount.OTHERBENEFITS:CommonCarrierHazardBenefit:Fullcoverageisprovidedforairtravelasapassenger(butnotasapilotorcrewmember)whileridinginanyaircraftusedforthetransportationofpassengers,exceptanaircraftowned,operatedorleasedbyorbehalfoftheLSUSystem.AdditionalBenefits: DaycareBenefit TravelAssist EducationBenefit Repatriation Seatbelt/Airbag Exposureand

DisappearanceForAdditionalInformationcallUnitedHealthcareat1‐888‐299‐2070orvisithttp://www.brainshark.com/UHCSB/LSU_ADD.YoucanalsoscantheQRcodelistedbelowonyoursmartphoneortablet.

BenefitAmounts&Premiums

BenefitAmount

EmployeeOnly

Family BenefitAmount

EmployeeOnly

Family

$27,500 $0.83 $1.24 $165,000 $4.95 $7.43$55,000 $1.65 $2.48 $220,000 $6.60 $9.90$82,500 $2.48 $3.71 $275,000 $8.25 $12.38$110,000 $3.30 $4.95 $300,000 $9.00 $13.50

CRITICALILLNESSINSURANCE

24

TheCriticalIllnessbenefitisdesignedtohelpprotectyouandyourfamily’sfinancialhealth.CriticalIllnessinsurancecanhelpfillafinancialgapifyouorafamilymemberexperiencesasevere,life‐threateningillness,suchascancer,heartattack,andmajororgantransplant.Upondiagnosisofacoveredillness,youcanreceivealump‐sumbenefit.Coveredillnessesincludethefollowing:

Category1(Cancer)—Cancer‐100%;CarcinomainSitu‐25%

Category 2 (Cardiovascular) —Heart Attack,Stroke, Heart Transplant, Ruptured Aneurysm‐100%;CoronaryArteryBypass‐25%

Category 3 (Other)—Chronic Renal Failure,Paralysis, Severe Burns, Severe Brain Damage,Coma,MajorOrganTransplant‐100%

You are eligible to receive payment one time for eachcategory listed.There isareoccurrence/restorationrideryoumaybeeligibleforafter12months.Forexample,ifyoureceive a lump sum payment due to a critical illnessdiagnosisandthenarelaterdiagnosedwithanothercriticalillness in the same category, this restorationbenefitwouldpayanadditionalone‐timebenefitforthesamecategory.

Thisinsuranceplanalsoprovidesawellnessbenefit.Itwillpay out $100 per year for certain health‐screening tests,such as mammograms, colonoscopies, and chest x‐rays. AmoredetailedlistcanbefoundinthePlanDocument.

Employeeshavetwooptionswhenpurchasingthiscoverage:A low option of $10,000; and a high option of $20,000.Spousescanbecoveredfor50%oftheemployeescoverageateither$5,000or$10,000.Thechild(ren)benefitis$2,500.

CoverageAmounts

Employee‐$10,000or$20,000 Spouse‐$5,000or$10,000 Child(ren)‐$2,500

Rates foremployeeandspousearebasedon theageof theemployee. The child(ren) rate is $0.56 for $2,500 ofcoverage. To calculate yourmonthly premium, look for theemployee age band and coverage amount you would like.Addspouserateandchild(ren)rate,ifapplicable.

AgeBands $5,000 $10,000 $20,000<24 $1.85 $3.70 $7.4025‐29 $2.92 $5.84 $11.6830‐34 $3.65 $7.29 $14.5835‐39 $4.89 $9.77 $19.5440‐44 $6.90 $13.80 $27.6045‐49 $9.87 $19.74 $39.4850‐54 $13.79 $27.58 $55.1655‐59 $19.03 $38.05 $76.1060‐64 $26.42 $52.83 $105.6665‐69 $35.45 $70.90 $141.8070‐74 $49.31 $98.62 $197.2475> $62.72 $125.44 $250.88

ForAdditionalInformationcallUnitedHealthcareat1‐888‐299‐2070orvisithttp://www.brainshark.com/UHCSB/LSU_CIPP.YoucanalsoscantheQRcodelistedbelowonyoursmartphoneortablet.

DENTALINSURANCE

25

ThisPlanisdesignedtohelpyoumeettheexpenseofdentalcarebyprovidingabroadrangeofbenefitsforyouandyourfamily.ThePlanencouragespreventivedentalcareandprovidespaymentforcovereddentalexpensesforyouandyoureligibledependents.ThePlan,offeredbyUnitedHealthcare,combinestraditionaldentalinsurancewiththefollowingfeatures:freedomtoselectanylicenseddentist,simpleclaimsprocessing,andatoll‐freetelephonenumber.ThesummaryisdesignedtogiveyouanoverviewofthemajorpointsofthePlan.ThePlanisgovernedbyalegaldocument.IntheeventofaconflictbetweenthissummaryandthePlanDocument,thePlanDocumentwillserveasthegoverningdocument.Youmayselectcoverageforyourself,yourspouseorchildren.Yourchild(ren)areeligibleforcoveragefrombirthuptoage26.IfyouandyourspousearebothLSUSystememployees,onlyoneofyoumayenrollyourchildren.LateApplicantIfyoudonotenrollwhenfirsteligible,youmayenrollduringannualenrollmentinOctoberforaneffectivedateofJanuary1.FreedomtoChooseYourProviderWiththisPlan,youhavethefreedomtochooseanyprovideryouwishwithoutpenalty.However,asignificantnumberofdentistshaveagreedtoprovideservicestoLSUSystememployeesatnegotiatedlowerrates.ThesePreferredProvidersaremembersoftheUnitedHealthcarePPO20network.IfyouchooseadentistwhoisinnetworkwithUntiedHealthcare,

youwillnotpaymorethantheUsualandCustomary(U&C)feeallowance.Insomecases,youmaypayless.Seethebenefitsummaryonthenextpageformoredetails.WhatBenefitsArePayableUnderthePlan?Coveredexpensesincludeonlyusualandcustomary(U&C)chargesthatyouoryourcovereddependentsincurforservicesandsuppliesinanyofthethreetypesofservices–Preventive,Basic,andMajor.WhenthePlandisallowsaportionofthechargefromyourdentist,itmeansthatyourdentist'sfeeisabovetheU&Cfeeallowance,arareoccurrence.MostdentistsacceptthePlan'sfeeschedule,butdentistsarefreetochargeahigherfee,soyoumayberesponsibleforchargesabovetheU&Crate.WhatIfMyFamilyHasOtherDentalCoverage?Ifyouoryourfamilymembersareeligibletoreceivebenefitsunderanothergroupplan,benefitsunderthispolicywillbecoordinatedwiththebenefitsfromanyofyourotherplanssothatnotmorethan100percentoftheallowableexpensesincurredwillbepaid.PlanOptionsUnitedHealthcareandLSUhaveteameduptocreateadentalplanwithoptionstofitdifferentneeds.Youhavethechoiceofoneoftwoplans:Option1EnhancedorOption2Basic.Seenextpageforplandetailsandrates.Foradditionalinformationcall1‐877‐816‐3596orvisitwww.myuhcdental.com.Youcanalsovisithttp://www.brainshark.com/UHCSB/LSU_DentalorscantheQRcodelistedbelowonyoursmartphoneortablet.

DENTALINSURANCE

26

EnhancedPlanTheEnhancedPlanofferscomprehensivedentalcoverageinaneasytouseformat.ThePlanwillcoverapercentageofU&Ccharges,including100%ofPreventiveclaims.Asstatedonthepreviouspage,alldentistsinnetworkhaveagreedtohonorthenegotiatedrates,andmostdentistsnotinthenetworkchargesimilarly,helpingyoutolimityourout‐of‐pocketcosts.Orthodontia,foradultsandchildren,isalsoincludedintheEnhancedPlan,makingitagoodchoiceforfamilieswithmoreextensivedentalneeds. WhatIsTheDeductibleAmount?ThereisnodeductibleunderthisPlan.WhatIsThePlanMaximum?Themaximumamountanycoveredindividualcanreceiveindentalbenefitsforthe2015

calendaryearis$1,500.Orthodonticbenefitsdonotapplytotheannualmaximumandhavea$1,500lifetimemaximum.Coveragelevel: MonthlyPremium:EmployeeOnly: $32.87Employee&Spouse: $64.33Employee&Children: $78.19Family: $109.62 TypeofBenefit: Covered%ofExpenses*:PreventiveProcedures 100%ofMaximumAllowanceBasicProcedures 80%ofMaximumAllowanceMajorProcedures 50%ofMaximumAllowanceOrthodontia 50%ofMaximumAllowance

BasicPlanTheBasicplanisdesignedwithtwogoalsinmind:topromotegooddentalhygienethroughpreventivecareandtoprovideyouwiththedentalcareyouneedatalowcost.Theplanpays100%oftheU&CfeeallowanceforPreventiveServicesandfeaturesabenefitscheduleforallotherservices.Thebenefitscheduleletsyouknowup‐front,infixeddollaramountshowmuchthePlanpaysforcoveredBasicandMajorservices.Tousetheseschedules,checkyourdentist'sfeeandthendeterminehowmuchthePlanpaysaccordingtotheScheduledAmount.ThePlanpayseithertheScheduledAmountortheactualamountchargedwhicheverislower.YouareresponsibleforanychargesabovetheScheduledAmount.WhatIsTheDeductibleAmount?ThereisnodeductibleforPreventiveservices.ForBasicandMajorservices,yourdeductibleamountis$50perperson,upto$150perfamily.Thedeductibleamountappliesseparatelytoeachcoveredperson.

WhatIsThePlanMaximum?Themaximumamountanycoveredindividualcanreceiveindentalbenefitsforthe2015calendaryearis$1,500.

Coveragelevel: MonthlyPremium:EmployeeOnly: $17.88Employee&Spouse: $33.60Employee&Children: $46.45Family: $62.16

TypeofBenefit: Covered%ofExpenses*:PreventiveProcedures 100%ofUsualandCustomaryBasicProcedures DiscountbasedonFeeScheduleMajorProcedures DiscountBasedonFeeScheduleOrthodontia NotCoveredonthisPlan

LONG‐TERMCAREINSURANCE

27

LongTermCare(LTC)insuranceisimportantforpeopleofallagesiftheywanttopreservefinancialsecurityandindependenceintheeventofanextendeddisability.Anddespitepopularmisconceptions,theneedforlonger‐termcareisn'trestrictedtotheelderly,becausemanyworking‐ageadultshavedisablinginjuriesandillnessesaswell: Morethanhalfoflong‐termcareclaimssubmittedtoUnumareforpeopleunderage65.Theaverageageforthoseclaimantsis54.1

20millionAmericansareexpectedtoneedlong‐termcareservicesby2030.2

Thedemandforlong‐termcareservicesisprojectedtodoubleby2040.3

Becausewomengenerallyoutlivemenbyseveralyears,theyfacea50percentgreaterlikelihoodthanmenofenteringanursinghomeafterage65.4

Americanswhoneedlong‐termcarehavemorechoicestoday.Manyareabletoremainintheirhomesandstillreceivethecaretheyneed.Ifyoubecomedisabledforanyreasonandcouldn'tliveindependently,howwouldyoupayforthecareyouneed?Thefinancialimpactoflong‐termcareissignificant,nomatterwhereitisprovided,andgovernmentprogramsdon'talwayspayforservices: Thenationalaveragecostofaprivateroominanursinghomeisabout$70,000ayearandanaveragestayis24to26months.5

Theaveragehourlyrateforahomehealthaideis$25.Basedonthisrate,fourhoursofhomehealthaideservicesdailywouldtotalabout$36,500ayear.6

Theaveragebaserateforaprivateroominassistedlivingcareisabout$33,300peryear.7

Medicalinsurancedoesnotcovermostlongtermcarecost.Medicareonlycoversshort‐term,skillednursinghomecarefollowinghospitalization,andonlypaysforshort‐termassistanceforcareathome,andMedicaidonlypaysafteryouhavedepletedyourpersonalassets.

LateApplicantIfyoudonotenrollwhenfirsteligible,youmayapplyatanyothertimeduringtheyearbutwillhavetocompleteanEvidenceofInsurabilityapplicationandbeapprovedbyunderwritingbeforecoveragewillbecomeeffective.WhoCanICover?Employees,retirees,yourspouse,yourparentsand/orgrandparentsandyourspouse'sparentsand/orgrandparentsmayenrollinthisplan.Coverageforretirees,yourparentsorgrandparentsiscontingentuponthemcompletinganEvidenceofInsurabilityapplicationandbeingapprovedbyunderwriting.ForAdditionalInformationonLongTermCarebenefitsandpricing,contactyourlocalHR/BenefitsRepresentative.

1Unuminternaldatafrom2006inforceblockofnearly1millionpolicyholders,October2007.2"LongTermCareFinancing:AreAmericansPrepared?"TestimonybeforetheU.S.SenateSpecialCommitteeonAging,March9,2006.And,theAmericanAssociationforLongTermCareInsurance,"2008LTCISourcebook,"February20083RTIInternational,"TheNICCompendiumProject:AGuidetoLong‐TermCareProjectionandSimulationModels,"April2008.4HIAA,"GuidetoLong‐TermCareInsurance,"©20025,6,7GeorgetownUniversity,LongTermCareFinancingProject,"NationalSpendingforLong‐TermCareFactSheet,"January2007

LONG‐TERMDISABILITYINSURANCE

28

Weinsureourcars,ourhomes,andevenourhealth.Whywouldn'tweinsureourincome?Considerthesesoberingstatistics: Everysecond,adisablinginjurychangessomeone’slife.¹

Backpain,heartdiseaseandotherillnessesarethereasonsforamajorityoflong‐termworkabsences²

Theactualoddsofbecomingdisabledforaworkerenteringtheworkforcetodayareabout30percent.3

Workers’Compensationkicksinonlyintheeventofawork‐relatedaccidentorinjury,andabout90percentofseriousdisabilitiesaren’trelatedtowork.4

TheaveragemonthlySocialSecuritybenefitforadisabledworkerin2010was$1,065.5.

Ifyousufferanextendedillnessorinjuryandcan'twork,howwillyoupayyourbills?LongTermDisability(LTD)coveragecanhelp.Ifyoubecomedisabledandqualifyforbenefits,LTDcoveragewillpayyou60%ofyourmonthlysalaryuptoamaximumof$12,000permonth.TheLSUSystempartnerswithUnitedHealthcaretoprovideLTDcoveragetohelpyoucontinuetomeetyourfamily’sfinancialneedsintheeventanillnessorinjurypreventsyoufromworking.WhoCanElectLTDCoverage?ThiscoverageisonlyofferedtoanEligibleEmployeeoftheLSUSystem.Spouseanddependentcoverageisnotavailable.EligibilityAnyactiveemployeeoftheLSUSystemiseligibleforhealthinsuranceprovidedthefollowing: Employedat75%offull‐timeeffortperpayperiod(avg.of30hours/week)orgreater


LateApplicantIfyoudonotenrollintoLTDwithinyourfirst30daysofemployment,youmayapplyatanytime,butmustcompleteanEvidenceofInsurabilityApplicationandbeapprovedbyunderwritingbeforecoveragewillbecomeeffective.HowMuchCoverageisAvailable?Thisbenefitcovers60%ofyourmonthlybasesalaryuptoamaximumof$12,000permonth.Calculateyourdisabilitybenefitasfollows:________________x0.60=__________________MonthlySalary MaximumBenefit

PleasenotethatdisabilitybenefitsthroughUnitedHealthcaremaybeadjustedforothersourcesofincome.WhenAreDisabilityBenefitsPaid?Disabilitybenefitsarepaidifyouareconsidereddisabledandyousatisfyawaitingperiodof90daysandtheexhaustionofsicktime.HowIsDisabilityDefined?UnitedHealthcareusesadualdefinitionofdisability.Youareconsidereddisabledandeligibleforbenefitsifbothofthefollowingqualifiersismet: OccupationQualifierYouareconsidereddisabledif,duringthewaitingperiodandthefirst24monthsthereafter,youareunabletoperformthematerialandsubstantialdutiesofyourregularoccupationduetoadisability.Afterthisperiod,youqualifyforbenefitsifyoucontinuetobeunabletoperformanyoccupationforwhichyouarequalifiedbyeducation,trainingorexperience.

EarningsQualifierYouareconsidereddisabledifyouareworkinginanoccupationforwhichyouarequalifiedbyeducation,trainingorexperience,butareunabletoearnmorethan80%ofyourpre‐disabilityearningsduetoaninjuryorsickness.

WhatIfICanWorkDuringMyDisability?Totaldisabilityisnotrequiredduringthewaitingperiod.Youcancontinuetoworkperiodicallyforupto15dayswithoutbeginningthewaitingperiodagain.HowLongWillIReceiveBenefitsifIBecomeDisabled?Benefitswillbepaiduntilyouarenolongerconsidereddisabled,oruntilyoureachthemaximumpayableperiod.AgeatDisability MaximumPayablePeriod

Age59orless toSocialSecurityNormalRetirementAge(SSNRA)

60 60months

61 48 months

62 42months

63 36months

64 30months

65 24months

66 21months

67 18months

68 15months

69+ 12months

LONG‐TERMDISABILITYINSURANCE

29

IsThereaBenefitforMentalHealthorSubstanceAbuse?Uponsatisfyingthewaitingperiod,benefitsarepayableformentalhealthorsubstanceabuseclaimsfor24months.Confinementinahospitalorinstitutionlicensedtoprovidecareandtreatmentformentalillnesswillnotbecountedaspartofthementalhealthlimitation.AreThereAnyExclusions?LTDbenefitsarenotpayablefordisabilitiesresultingfrom: Declaredorundeclaredactsofwar Suicideorself‐inflictedinjuryorsickness Commissionoranattempttocommitafelony Pre‐existingconditions.Ifyouhaveaconditionforwhichyoureceivedmedicaltreatmentoradviceinthe3monthspriortoyourcoverageeffectivedate,itisconsideredpreexistingandwillbeexcludedinthefirst12monthsofcoverage.Following12consecutivemonthsofcoverage,suchconditionswillnolongerbeconsideredpre‐existing.

InnovativePlanFeaturestoProtectYouToensureyouhavetheprotectionyouneedintheeventofadisability,thefollowingbenefitsandservicesareincludedinLTDcoveragethroughUnitedHealthcare. RecurrentDisabilityThisbenefitgivesyoutheabilitytoreturntoworkwithoutworryingaboutrestrictionsshouldyourdisabilityrelapse.Ifyoureturntoworkandbecomedisabledagainduetothesamesicknessorinjurywithinsixmonths,youwillnothavetosatisfyanewwaitingperiodinordertoreceiveLTDbenefits.

WaiverofPremiumIfyoubecometotallydisabledandarereceivingbenefitsunderthepolicy,yourpremiumsarewaived.Keepinmindyoumustcontinuetopaypremiumsduringthewaitingperiod.

WorkIncentiveBenefitThisbenefitisintendedtofacilitateacomfortableandproductivereturntowork.Forupto12monthsafteryoureturntowork,yourdisabilitybenefitsplusyoursalarymayequal100%ofyourpre‐disabilityearnings.

SurvivorBenefitIfyouweretodieaftersatisfyingthebenefitwaitingperiodorafterreceivingadisabilitybenefit,thesamebenefitispaidtoyourbeneficiaryina3monthlumpsum.

CatastrophicDisabilityBenefitIfyoubecomedisabledtotheextentthatyoucannottakecareofyourself(feeding,bathing,toileting,transferring,incontinenceand/ordressing),UnitedHealthcarewill

increaseyourmonthlybenefitby10%.Moreimportantly,thisadditionalbenefitwillnotbeadjustedforothersourcesofincome.Inaddition,UnitedHealthcarewillprovidetrainingandrespiteservicesforthefamilymemberwhoisservingasyourcareprovider.

SocialSecurityAssistanceWhennecessary,UnitedHealthcarewillprovideanadvocatetohelpyouapplyforandsecureSocialSecuritydisabilitybenefits.UnitedHealthcarewillthencoordinatebenefitswithSocialSecuritypayments.Themaximumamountpayabletoyouindisabilitypaymentswillbereducedbyyourfamily'sSocialSecurityin5ofthelast10yearsyoumaynotbeeligibletoreceiveSocialSecurityDisabilitybenefits.PleasecontactSocialSecuritydirectlytodetermineyourbenefiteligibilitybycalling1‐800‐772‐1213.

QualityCoverageatanAffordablePriceYourpremiumisbasedonyoursalary.Calculateyourpremiumasfollows:____________________x0.00482=_______________________MonthlySalary MonthlyCost Example:$3,000___x0.00482=$14.46___MonthlySalary MonthlyCost ForAdditionalInformationcallUnitedHealthcareat1‐888‐299‐2070orvisithttp://www.brainshark.com/UHCSB/LSU_Disability.YoucanalsoscantheQRcodelistedbelowonyoursmartphoneortablet.

TERMLIFE&ACCIDENTALDEATHANDDISMEMBERMENTINSURANCE‐LSU

30

TheLSUSystempartnerswithUnitedHealthcaretoprovideTermLifeInsuranceandAD&D.ThisInsuranceprovidesaffordablefinancialsecurityforyourlovedones,especiallywhenyourfamilydependsonyourincome.WhoCanElectTermLifeInsuranceandAD&DCoverage?AllFull‐TimeActiveEmployees(“Employees”),excludingtemporary,leasedorseasonalandtheirspousesand/ordependents.Full‐TimeEmploymentisanemployeeat75%effortorgreaterperpayperiod(average30hoursperweek),orgreater,withanappointmentof120daysoroneacademicsemester.Employeeswhoareonsabbaticalbutstillreceivingpayarealsoeligible.LateApplicantIfyoudonotenrollintoLifeInsurancewithinyourfirst30daysofemployment,youmayapplyatanytime,butmustcompleteanEvidenceofInsurabilityApplicationandbeapprovedbyUnitedHealthcarebeforecoveragewillbecomeeffective.HowMuchVoluntaryLifeandAD&DInsurancecanIpurchase?Employee: Youareguaranteedthelesserof$500,000or5timesBasicAnnualEarningsifyouenrollwithinyourfirst30daysofemployment.YoumustpurchaseVoluntaryLifeandAD&DInsuranceinincrementsof$10,000.

Themaximumamountyoumaypurchasecannotexceed$1,000,000.Anyamountspurchasedover$500,000willrequireyoutoprovideevidenceofgoodhealththatissatisfactorytoUnitedHealthcarebeforetheexcesscanbecomeeffective.

Ifelected,yourAD&Dpolicywillbeequaltothetermlifeinsuranceamount.

Spouse: IfyouelectVoluntaryLifeorAD&DInsuranceforyourself,youmaychoosetopurchaseSpouseVoluntaryLifeandAD&DInsuranceinincrementsof$5,000,toamaximumof$250,000.

Yourspouseisguaranteedthelesserof$100,000or50%oftheamountelectedbyyouifyouenrollhim/herwithin30daysofyouremploymentorwithin30daysfromyourdateofmarriage.

Foranyamountspurchasedover$100,000,yourspousewillneedtoprovideevidenceofgoodhealththatissatisfactorytoUnitedHealthcarebeforetheexcesscanbecomeeffective.

Ifelected,yourspouse'sAD&Dpolicywillbeequaltothetermlifeinsuranceamount.

Children: YoumaychoosetopurchaseChild(ren)VoluntaryLifeInsurancecoverageintheamount(s)of$5,000,$10,000,$15,000or$20,000foreacheligibledependentchild‐nomedicalinformationrequired.Dependentchildrenarelivebirthuptoage26.

YoumaynotelectCoverageforyourChildifyourChildisanactivememberofthearmedforcesofanycountryorinternationalauthority.

CanIkeepmyLifecoverageifIleavemyemployerorretire?Yes,subjecttothecontract,youhavetheoptionof:ConvertingyourgroupLifecoveragetoyourownindividualpolicy(policies).Ifyouleaveyouremployerorretire,PortabilityisanoptionthatallowsyoutocontinueyourLifeInsurancecoverage.ThisoptionallowsyoutocontinuealloraportionofyourLifeInsurancecoverageunderaseparatePortabilitytermpolicy.Portabilityissubjecttoaminimumof$5,000andamaximumof$500,000anddoesincludecoverageforyourSpouseandChild(ren). Tobeeligible,youmustterminateyouremploymentpriortoSocialSecurityNormalRetirementAge.

ToelectPortability,youmustapplyandpaythepremiumwithin31daysoftheterminationofyourLifeInsurance.

EvidenceofInsurabilitywillnotberequired. DependentSpousePortabilityissubjecttoamaximumof$50,000.

DependentChildPortabilityissubjecttoamaximumof$10,000.

DoIstillpaymyLifeInsurancepremiumsifIbecomedisabled?Ifyoubecometotallydisabledbeforeage60andyourdisabilitylastsforatleast3months,yourLifeInsurancepremiummaybewaived.WhataremybenefitsundertheAD&Dcoverage?AD&Dprovidesbenefitsduetocertaininjuriesordeathfromanaccident.Thecoveredinjuriesordeathcanoccurupto365daysafterthataccident.TheInsurancepays: 100%oftheamountofcoverageyoupurchaseintheeventofanaccidentallossoflife,twolimbs,thesightofbotheyes,onelimbandthesightofoneeye,orquadriplegia

75%forparaplegiaortriplegia(paralysisofthreelimbs) one‐half(50%)foraccidentallossofonelimb,sightofoneeye,orspeechorhearinginbothears,speechandhearinginbothearsorhemiplegia

one‐quarter(25%)foraccidentallossofthumbandindexfingerofthesamehandoruniplegia

TERMLIFE&ACCIDENTALDEATHANDDISMEMBERMENTINSURANCE‐LSU

31

Yourtotalbenefitforalllossesduetothesameaccidentwillnotbemorethan100%oftheamountofcoverageyoupurchase.WhatistheLivingBenefitsOption?Ifyouarediagnosedasterminallyillwitha12monthorlesslifeexpectancy,youmaybeeligibletoreceivepaymentofaportionofyourLifeInsurance.TheremainingamountofyourLifeInsurancewouldbepaidtoyourbeneficiarywhenyoudie.Areanyresourcesavailableforbeneficiaries?UnitedHealthcareprovidesgrief,legalandfinancialcounselingtobeneficiaries(thepersonorpersonsorlegalentitywhoreceivesthebenefitpaymentifyoudiewhileyouarecoveredbythepolicy).UnitedHealthcareoffersthisprogramatnocosttobeneficiariesofanyofitsgrouplifeor

accidentpolicies.Servicesinclude:unlimitedphonecontact,assessmentandactionplanning,uptofiveface‐to‐facesessions,referrals,andmore.ForAdditionalInformationpleasecallUnitedHealthcareat1‐888‐299‐2070orvisithttp://www.brainshark.com/UHCSB/LSU_Life_ADD.YoucanalsoscantheQRcodelistedbelowonyoursmartphoneortablet.

TermLifeInsurancePremiums

AgeEmployeeRate/$10,000

SpouseRate/$5,000

<25 $0.32 $0.16

25‐29 $0.39 $0.20

30‐34 $0.45 $0.23

35‐39 $0.57 $0.29

40‐44 $0.71 $0.36

45‐49 $1.00 $0.50

50‐54 $1.70 $0.85

55‐59 $2.60 $1.30

60‐64 $3.94 $1.97

65‐69 $6.50 $3.25

70‐74 $12.23 $6.12

75‐79 $20.46 $10.23

80‐84 $36.33 $18.17

85+ $68.66 $34.33

TermLifeInsuranceforChildren

Coverageamountforeacheligibledependentchild

$5,000 $10,000 $15,000 $20,000

MonthlyPremium $0.35 $0.70 $1.05 $1.40

AD&DCoverageAmountEqualtoTermLifeInsuranceCoverage

EmployeePremium TermLifeCoverage/10,000*0.31

SpousePremium TermLifeCoverage/5,000*0.16

Child(ren)Premium TermLifeCoverage/5,000*0.16

TERMLIFE&ACCIDENTIALDEATH&DISMEMBERMENTINSURANCE‐STATE

32

Term‐LifeInsuranceOfferedThroughPrudential

Allemployeesappointedat75%effortandaboveareeligibletoparticipateintheGroupLifeInsurancePlan.TheplanisunderwrittenbythePrudentialInsuranceCompany.TheStatepaysforhalfofthelifeinsurancepremiumfortheemployeeand/orretiree,andcoverageisgrantedonaguaranteedbasistoemployeeswhoenrollduringtheirfirst30daysofeligibility.Lateenrolleesaresubjecttounderwritingapproval,andcoverageiseffectivethefirstofthemonthfollowing30daysofemployment.Thepremiumsarecollectedonemonthinadvance,andpremiumsfortheemployeelifecoveragecanbedeductedonabefore‐taxbasisbyenrollingintheCafeteriaPlan.

AccidentalDeathandDismembermentbenefitsareincludedforallactiveemployeesunderage65,andifyouremploymentends,youmayreceivesimilartermlifeinsuranceundertheportabilityprovision,providedyouareunderage70.AccidentalDeathandDismembermentcoverageendsuponterminationofemploymentorretirementatage70.

CoverageReductions:

OnJuly1stoftheyearyouattainage65,theamountofinsuranceisreducedby25%.

OnJuly1stoftheyearyouattainage70,theamountofinsuranceisreducedby50%fromtheoriginalamount.

AccidentalDeathandDismembermentwillendatage70oruponterminationofemployment/retirement.

EmployeeswhoparticipateineitherthebasicorsupplementallifeinsuranceprogramsareeligibletoparticipateinthedependentlifeinsuranceofferedasapartoftheStateEmployee'sGroupBenefitsProgram.

Ratesfordependentlifeareaflatrate,regardlessofthenumberofdependentscoveredbytheemployee.

Employeeisresponsibleforentirepremium.

Eligibledependentchildrenthroughage25.

Legalspouse.

CoverageLevelsandRates

Coverage Type Level of Coverage Cost Per Month

BASIC PLAN

Employee Coverage $5,000.00 $2.70

Dependent Coverage

Option 1: $1,000 for Spouse & $500 for each eligible child Option 2: $2,000 for Spouse and $1,000 for each eligible child

$.98

$1.96

BASIC PLUS SUPPLEMENTAL PLAN

Employee Coverage

To calculate the face amount, multiply annual salary times 1 1/2 and round up. If the result is less than $21,000, add $1,000. (Maximum Coverage is $50,000)

$.54 per $1,000

Dependent Coverage

Option 1: $2,000 for Spouse and $1,000 for each eligible child Option 2: $4,000 for Spouse and $2,000 for each eligible child

$1.96

$3.92

VISIONINSURANCE

33

UnitedHealthcaremeetsthevisioncareneedsofyouandyourfamily,includingexams,lenses,framesandcontacts.Youmayselectcoverageforyourselfandyourdependents.Yourchild(ren)areeligibleforcoverageuptoage26.IfyouandyourspousearebothLSUSystememployees,onlyoneofyoumayenrollyourchildren.LateApplicantforVision:Ifyoudonotenrollwhenfirsteligible,youmayenrollduringannualenrollmentinOctoberforaneffectivedateofJanuary1.Real,RepeatableSavingsMembersreceivereal,dependablevalueonexams,lenses,framesandcontactswithmanyparticipatingproviders.Accessthecareyourfamilyneedsthroughbothournetworkofindependent,privatepracticedoctors(optometristsorophthalmologists)andselectretailpartners,suchasWal‐Mart,Sam'sClubandVisionWorks.YourPlanoffersaselectionofdesigner,namebrandframesthatarecompletelycoveredinfull.

IDCardPleasenoteyouwillnotreceiveanIDcard.Ifyouelectvisioninsurance,allyouhavetodoisgivetheprovideryournameanddateofbirthandtheywillpullyouupintheironlinesystem.Ifyouwouldlikeacard,youcanprintoneatwww.myuhcvision.com.ForAdditionalInformationcall1‐800‐638‐3120orvisitthewebsiteatwww.myuhcvision.com.Youcanalsovisithttp://www.brainshark.com/UHCSB/LSU_Vision.YoucanalsoscantheQRcodelistedbelowonyoursmartphoneortablet.MonthlyPremiumsforDavisVisionPlan:

LevelofCoverage Premium

EmployeeOnly $7.39

Employee+Spouse $12.45

Employee+Child(ren) $12.72

Employee+Family $20.50

InNetworkBenefitsEyeExamination(every12months) NoCopayEyeglassesSpectacleLenses(every12months) CoveredinFullforstandardsinglevision,linedbifocals,orlinedtrifocalsFrames(every12months) $130allowanceplus30%offanyoverageContactLensesContactLensEvaluation,Fitting,andFollowUpCare(every12months)

Formulary:IncludedNon‐formulary:Appliestoallowance

ContactLenses(every12months,inlieuofEyeglasses)

Formulary:upto4boxesNon‐formulary:$130allowance

AdditionalLensOptions*SolidorGradientTint $0Scratch‐ResistantCoating $0UltravioletCoating $0StandardAnti‐ReflectiveCoating $0StandardProgressiveLenses $0DeluxeProgressiveLenses $0*Benefitsarenotlimitedtothislist.PleaseseecertificateforfulllistingofAdditionalLensOptions.

RETIREMENTWITHTHELSUSYSTEM

34

Todayretirementcansignalthebeginningofanewlife.Buthowyouspendyourretirementyearsandhowwellyouprepareforthemareuptoyou.Accordingtostateandfederallaws,employeesoftheLSUSystemmustparticipateinaretirementplan.Toassistyouinreviewingyourplanoptions,belowisalistofretirementplansavailabletothedifferentemployeeclassifications: Ifyouareaclassified,civilserviceemployeewithanappointmentofgreaterthan50%offull‐timeeffort(morethan20hoursperweek)ANDforadurationofgreaterthantwoyears,yourretirementoptionsare:o LouisianaStateEmployees’RetirementSystem(LASERS)

Ifyouareaclassified,civilserviceemployeewithanappointmentof50%offull‐timeeffortorless(20hoursorlessperweek)ORforadurationoftwoyearsorless,yourretirementoptionsare:o SocialSecurityo LouisianaDeferredCompensationPlan(DCCL)

Ifyouareafacultymember*withanappointmentof50%offull‐timeeffortorgreaterORanunclassifiedstaffmember**withanappointmentof51%offull‐timeeffortorgreater(morethan20hoursperweek)ANDyouareappointedforadurationofgreaterthantwoyears,yourretirementoptionsare:o Teacher’sRetirementSystemofLouisiana(TRSL)o OptionalRetirementPlan(ORP)

Ifyouareafacultymember*withanappointmentoflessthan50%offull‐timeeffortORanunclassifiedstaffmember**withanappointmentoflessthan51%offull‐timeeffort(20hoursorlessperweek)ORyouareappointedforadurationoftwoyearsorless,yourretirementoptionsare:o OptionalRetirementPlan(ORP)

o SocialSecurityo LouisianaDeferredCompensationPlan(DCCL)

ParticipationinSocialSecurityWithfewexceptions,theStateofLouisianadoesnotparticipateintheSocialSecurityprogram.IfyouareenrolledinaLouisianaStateretirementplan(TRSL,LASERS,ORP,DCCL),youdonotpaySocialSecuritytax;however,ifyouwerehiredafterApril1,1986,youarerequiredtopaytheMedicareportionoftheFICAtax(1.45%ofyoursalary).ThefollowingpageswillhelpyoudeterminewhetherornotyourappointmentallowsyoutocontributetoSocialSecuritywhileemployedforanLSUSystemcampusormedicalcenter.EmployeesonVisasAccordingtostateandfederallaws,asanemployeeoftheLSUSystem,youmustparticipateinaretirementplan.However,LSUSystememployeesonaJorFVisaarenoteligibletoparticipateinaretirementplanunless“substantialpresence”hasbeenmet.UndertheInternalRevenueServiceCode,theSubstantialPresenceTest(SPT)isusedtodetermine“taxresidency”ofaninternationalperson.Thetestisamathematicaltestbasedontheindividual’svisastatusandnumberofdayspresentintheUnitedStates.OnceaninternationalpersonmeetstheSubstantialPresenceTest,he/sheissubjecttothesametaxlawsasaUnitedStatescitizen.FormoreinformationontheSPT,refertoIRSpublication519“USTaxGuideforAliens”.Ifsubstantialpresenceismet,anemployeemaychoosebetweenSocialSecurityandLouisianaDeferredCompensationRetirementPlan.YouwillbenotifiedbyyourBenefitsRepresentativewhenyouhavereachedsubstantialpresenceandwhenyourretirementelectionisdue.

*FacultyMember:instructor,assistantprofessor,associateprofessor,professororlibrarian**StaffMember:administrativeofficer,professionalstaff,teachingassociate,researchassociate,libraryassociateorcoordinator

RETIREMENTPLANOPTIONS

35

Classified(CivilService)EmployeeOptions

EligibilityMembershipintheLouisianaStateEmployees’RetirementSystem(LASERS)isMANDATORYforallclassified,civilserviceemployeesappointedforgreaterthan50%offull‐timeeffort(morethan20hoursperweek)andforadurationofmorethantwoyears(exceptthoseexcludedbylaw).LASERSmembershipisOPTIONALonlyforthoseemployeeswhoare60yearsofageorgreateratthetimeofemployment,ORforemployeeswhoare55yearsofageorgreateratthetimeofemploymentandwhohavecreditforatleast40quartersintheSocialSecuritySystem.TheseemployeesalsohavetheoptionofparticipatingintheLouisianaDeferredCompensationPlan(DCCL).LouisianaStateEmployees’RetirementSystem(LASERS)TheLouisianaStateEmployees’RetirementSystem(LASERS)isaqualifieddefinedbenefitplanandretirementplanunderSection401(a)oftheInternalRevenueServicecode.ItwasfirstestablishedbyanactoftheLouisianaLegislaturein1946.LASERSisatrustfundcreatedtoprovideretirementincomeandotherbenefitstostateofficers,employees,andtheirbeneficiaries.DetailedinformationonLASERSisprovidedintheMembershipHandbookatwww.lasersonline.org.InadditiontothegeneralinformationontheLASERSwebsite,activemembersandretireescanusethesitetosecurelyaccesstheirLASERSrecordsbyregisteringaUserIDandPassword.Seebelowforasummaryoftheplan.Withfewexceptions,theStateofLouisianadoesnotparticipateintheSocialSecurityprogram.IfyouareenrolledinaLouisianaStateretirementplan,youdonotpaySocialSecuritytax;however,ifyouwerehiredafterApril1,1986,youarerequiredtopaytheMedicareportionoftheFICAtax(1.45%ofyoursalary).AdministratorsofLASERSA13‐memberBoardofTrusteesoverseesLASERS’operations,9ofwhomareselectedbythemembers.LASERSmonthlyBoardmeetingsareopentothepublic,andtakeplaceinthe4thFloorBoardRoomoftheLouisianaRetirementSystemsBuilding,locatedat8401UnitedPlazaBoulevard,inBatonRouge.

EffectiveDateofEnrollmentYouareautomaticallyenrolledintoLASERSatthetimeofemployment(unlessyoumeetoneoftheoptionalcriteriamentionedabove)andwillbegincontributionswithyourfirstpaycheck.ContributionRateRegularMemberswhojoinedLASERSonorbeforeJune30,2006,willcontribute7.5%ofearnedcompensation(basepay)asdefinedbyLASERS.RegularMemberswhojoinedLASERSonorafterJuly1,2006,willcontribute8%ofearnedcompensation(basepay)asdefinedbyLASERS.TheemployercontributionisbasedonanactuarialformulasetbythePublicRetirementSystems’ActuarialCommittee(PRSAC)andchangesannually.TheemployercontributionrateisnotcreditedtoindividualmemberaccountsbutaredepositedintheLASERStrustaccounttohelpfundthedefinedbenefitspayabletoallmembersandtheirbeneficiaries.RetirementEligibilityRetirementbenefitsarepaidmonthlyandareguaranteedforyourlifetime.Youareresponsibleforknowingwhenyouareeligibleforretirement.Youreligibilitytoretireisbasedonyourageandyearsofservice.OneoftherequirementsbelowmustbemetinordertoreceivearetirementbenefitfromLASERS:AmemberwhojoinedLASERSonorbeforeJune30,2006,shallbeeligibletoretireifhe/shehas: 30yearsofserviceormoreregardlessofage 25yearsofserviceormoreatage55orlater 10yearsofserviceormoreatage60orlater At20yearsofserviceyoumayretireatanyagebutyourbenefitwillbereducedonanactuarialbasiswhichisbasedonyourage,lengthofserviceandnumberofyearsfromyourregularretirementage.

AmemberwhojoinedLASERSonorafterJuly1,2006,shallbeeligibleforretirementifhe/shehas: 5yearsofserviceormoreatage60orthereafter At20yearsofserviceyoumayretireatanyagebutyourbenefitwillbereducedonanactuarialbasiswhichisbasedonyourage,lengthofserviceandnumberofyearsfromyourregularretirementage.


36

RetirementBenefitCalculationThefollowingformulasareusedtodetermineyourretirementbenefit.IfyouareaRegularMemberofLASERS,youwillaccruebenefitsat2.5percentofyouraveragecompensationperyear.AmemberwhojoinedLASERSonorbeforeJune30,2006,willhavehis/herretirementbenefitcalculatedasfollows:

[YearsofService]X[Formula%]x[36‐monthHighAverageSalary]=AnnualRetirementBenefit

AmemberwhojoinedLASERSonorafterJuly1,2006,willhavehis/herretirementbenefitcalculatedasfollows:

[YearsofService]x[Formula%]x[60‐monthHighAverageSalary]=AnnualRetirementBenefit

SampleCalculations:25YearsofServicex2.5%x$30,000=$18,75030YearsofServicex2.5%x$30,000=$22,500*EmployeeswhobecamemembersbeforeJuly1,1986,willbeentitledto$300peryearinsupplementalbenefitsuponretirement.DisabilityRetirementBenefitsAsaRegularMemberyoumaybeentitledtodisabilitybenefitsifyouareunabletoperformyourworkduties,andhaveaccumulatedatleast10yearsofservicecreditandareactivelyemployedatthetimethedisabilityapplicationissubmitted.SurvivorBenefitsSurvivorbenefitsarepayableundercertainconditionstoyourspouse,minorchildrenandtotallydisabledormentallyhandicappedchildrenuponyourdeath.LASERSshouldbenotifiedimmediatelyofamember’sdeath.LASERSmayalsorequiresurvivorstoprovideproofannuallyoratothertimesthattheyarestilllegallyentitledtosurvivorbenefits.SurvivorbenefitsarenotsubjecttoLouisianainheritancetaxes.ForRegularMembershiredpriortoJanuary1,2011,andyoudiewhileinactiveserviceorhaveatleast20yearsof

servicecredit,andarenotretiredthemaximumtotalbenefitpayabletoallsurvivorsis75percentofyouraveragecompensationifyouhavequalifiedsurvivingchildren;or50percenttoyoursurvivingspouse,ifyouhavenoqualifiedsurvivingchildren.Ifthereisabenefitforasurvivingspouseandqualifiedsurvivingchildren,thesurvivingspousereceivesone‐thirdofthetotalbenefitpayable,andthechildrenreceivetwo‐thirdsofthetotalbenefit.Ifthereismorethanonesurvivingchild,thesurvivingchildportionisdividedequallyamongallqualifiedchildren.Inorderforbenefitstobepaidyoumusthave: Creditforatleastfiveyearsofserviceforabenefittobepayabletoyoursurvivingminorchildren

Creditforatleast10yearsofserviceforabenefittobepayabletoyoursurvivingspouse

Creditforatleast20yearsofserviceforsurvivorbenefitstobepayableifdeathoccursafteryouhaveterminatedemployment.

Ifsurvivorbenefitsarenotpayable,yoursurvivors,yourbeneficiary,oryourestatewillreceiveanamountequaltoyourtotalemployeecontributions.ForRegularMembershiredafterJanuary1,2011,therearesignificantchangesinthesurvivorbenefits:SurvivorBenefitsofRank&FileMemberswithSurvivingSpousewithChild/ChildrenEligibility:Membermusthavebeenanactivememberwithatleastfiveyearsofservice,atleasttwoofwhichwereimmediatelypriortodeath,or20ormoreyearsofserviceregardlessofwhetherthememberwasactiveatthetimeofdeath.Benefit: Benefitisequaltothegreaterof50%ofthebenefitthememberwouldhavebeenentitledtoifheretiredonthedateofdeathregardlessofyearsofserviceor$600.

Benefitceasesuponremarriage.Benefitsresumeupondeathofordivorcefromnewspouse.

Benefitsshallnotceaseuponremarriageifthememberwaseligibleforretirementonthedateofdeath.

Whenallchildrenceasetobeeligibleforasurvivorbenefit,thesurvivingspouse’seligibilityandbenefitamountaredeterminedbasedontheprovisionsforasurvivingspousewithoutachild.


37

SurvivorBenefitsforRankandFileMemberswithSurvivingChild/Children(NoSpouse)Eligibility:Themembermusthavehadatleastfiveyearsofservice.Thereisnorequirementthatthememberbeanactivememberorthatthememberhavetwoyearsofserviceimmediatelypriortodeath.Benefit: Theamountofthebenefitisequalto50%ofthebenefitforasurvivingspousewithchild/children(evenifthereisnosurvivingspouseeligibleforabenefit)foreachchilduptoamaximumoftwochildren.

Thisamountshallbedividedequallyamongalleligiblechildren.

Thebenefitsforachildceasewhenthechildnolongermeetsthedefinitionofaminorchild.

Nosurvivingchildmayreceivemorethanonesurvivor’sbenefit.Iftwobenefitsareapplicable,onlythelargerbenefitshallapply.

Survivorbenefitsarepayabletosurvivingchild/childrenevenifthememberhasretired.

Survivorbenefitswouldbeinadditiontoanyoptionalretirementbenefitpayabletothenamedbeneficiary.

Thebenefitsforchild/childrenshallbepaidtothepersonwithcustodyofthechild/childrenortoatrustforthebenefitofthechild/children.

Additionalruleregardingtheamountofbenefitspayabletothesurvivingspouseandchild/children: Ifbenefitsarepayabletoasurvivingspouseandachildorchildren,thenthetotalamountpaidshallnotbelessthantheOption2Aequivalentwhichwouldbepaidtothespouse.

Thisruleshallapplyforaslongasthespouseandchild/childrenareeligibleforsurvivorbenefits.

SurvivorBenefitsforRankandFileMemberswithSurvivingSpouse(NoChildren)Eligibility:Thesurvivingspousemusthavebeenmarriedtothememberforatleastoneyearpriortodeath,andthemembermusthavebeenanactivememberwithatleast10yearsofservice,atleasttwoofwhichwereimmediatelypriortodeath,or20yearsofserviceregardlessofwhetherthememberwasactiveatthetimeofdeath.

Benefit: BenefitisequalthegreateroftheOption2Aequivalentofthebenefitbaseduponyearsofserviceusingtheapplicableaccrualrateor$600.

Benefitceasesuponremarriage.Benefitsresumeupondeathofordivorcefromnewspouse.

Benefitsshallnotceaseuponremarriageifthememberwaseligibleforretirementonthedateofdeath.

ExampleofSurvivingSpousewith3children:Memberbenefit=$2,000Spousebenefit(50%ofmember)=$1,000Childbenefit(50%ofSpouse)foreachchild(maximumof2)=$1,000($500x2)Thetotalbenefitamountavailableforthechildrenis$1,000becausetherearetwoormorechildren.(Thebenefitwouldhavebeen$500iftherewasjustoneeligiblechild). The$1,000benefitwillbesplitequallyamongalleligiblechildren.Thethreechildreninthisexamplewillsplitthe$1,000benefitthreeways($333.33each).

Whenonechildisnolongereligible,thebenefitwillstillbe$1,000($500x2children)splitequallybetweenthetwo($500each). Whenthenextchildbecomesineligible,thebenefitwillbe$500fortheremainingchild.

TrustforMinorChildrenAnybenefitduethequalifiedsurvivingminorchildrenmaybepaidtoatrustcreatedunderLouisianalawforeachchild.TerminationofEmploymentbeforeRetirement:Ifyouleavestateservicebeforeyouareeligibletoretire,youmayqualifyforamonthlybenefituponreachingminimumretirementage.Thefollowingcriteriawouldallowyoutoqualifyinthismanner: Musthaveobtainedcreditfortheminimumnumberofyearsofserviceneededtoretire(vested),and

LeftyourcontributionsondepositwithLASERSInlieuofleavingyourcontributionsondeposit,youmayapplyforarefund.SeeyourBenefitsRepresentativeformoreinformation.

UnclassifiedProfessional/AcademicEmployeeOptionsPermanentEmployeeEligibilityMembership in a retirement plan is MANDATORY for allpermanentemployeeswhichinclude:a. FacultymembersoftheLSUSystemwithanappointmentof greater than two years at 50% of full‐time effort orgreater,exceptthoseexcludedbylaw;and

b. UnclassifiedstaffmembersoftheLSUSystemwithanappointmentofgreaterthantwoyearsat51%offull‐timeeffortorgreater(morethan20hoursperweek),exceptthoseexcludedbylaw.

Ifyourappointmentdoesnotfit thisdescription,seepage26 for temporary and part‐time employee retirement


38

options.IfyouareintheUnitedStatesonaJorFvisa,youarenoteligibleformembershipinTRSL.RetirementOptionsasaPermanentEmployee1. Teachers’RetirementSystemofLouisiana(TRSL)2. OptionalRetirementPlan(ORP)

Teachers’RetirementSystemofLouisiana(TRSL)The Teachers’ Retirement System of Louisiana (TRSL) is apublic trust fund established in 1936 to provide retirementbenefits for its members. These benefits are guaranteed bythestateconstitution.Teachers’RetirementSystemofLouisianaoffersyouachoiceofadefinedbenefitplanoradefinedcontributionplan.The defined benefit plan, referred to as “TRSL”, is a planwherein you, as an employee, and the LSU System makecontributions into a pool of funds fromwhich you receive aretirementincomebasedonabenefitformula.Theamountofbenefitisdeterminedbytheyearsofserviceandtheaveragesalaryforthe36highestsuccessivemonthsofearnings.Thecompensation amount for employees hired on or afterJanuary1,2011, iscalculatedbytheyearsofserviceandtheaverage salary for the highest successive 60 months ofearnings. Detailed information on TRSL is provided in theMembershipHandbookatwww.trsl.org.The defined contribution plan, known as the “OptionalRetirement Plan” or “ORP,” is a retirement annuity contractfunded by employee and employer contributions. Benefitsarebasedonthevalueoftheaccountwhenyouelecttoretireandarepaidintheformofalifetimeincome.TRSLpensionsarealsoexempt fromLouisiana state incometax.TheDefinedBenefitPlanthroughTRSLMost TRSL members do not participate in Social Security(benefits are generally 40 percent of your average salary),which makes TRSL (benefits are typically 60‐75 percent ofyourhighest,three‐orfive‐yearaveragesalaryconsecutivelyearned)theirprimarysourceofretirementincome.IfyouareenrolledinaLouisianaStateretirementplan,youdonotpaySocial Security tax;however, if youwerehiredafterApril1,1986, you are required to pay the Medicare portion of theFICAtax(1.45%ofyoursalary).Accordingtostateandfederallaws,asanemployeeoftheLSUSystem, you must participate in a retirement plan. As apermanent employee, you are automatically enrolled intoTRSL at the timeof employmentwith contributions startingwithyourfirstpaycheck.IfyouelecttoparticipateintheORPasanalternativetoTRSL,youmaydosowithinthefirst60daysofemployment.IfyouoptoutofTRSLforanOptionalRetirementPlanwithinyour

first60daysof employment,bothyour contributions andthe state’s portion contributed towards your retirementmayberolledintoyourORPaccount.Ifyouwaitpastyourfirst 60 days of employment to enroll in the ORP, youreffective datewill be delayed to the first of the followingmonthandonlyyourcontributionswilltransfertoovertoyourORPcarrier(notthosemadebythestate). Onceyouhave contributed to the TRSL defined benefit plan forgreaterthanfiveyear,youarenoteligibletoenrollintoanOptionalRetirementPlan.AdministratorsofTRSLTRSL isgovernedbyaBoardofTrusteescomprisedof12elected members. The TRSL Board is responsible forsafeguarding and managing the assets held in trust toprovideretirementincomeforTRSLmembers.ContributionsEmployee contributions are 8.0% of allowable earnedcompensation. The employer contribution is determinedeachyearbasedonanactuarialformuladeterminedbytheState.RetirementEligibilityYour eligibility to retire is determined by the date youjoinedTRSL.There are different eligibility requirements for memberswhojoinedTRSL

priortoJuly1,1999, fromJuly1,1999andDecember31,2010 onorafterJanuary1,2011

*Detailedinformationregardingretirementeligibilitypriorto January 1, 2011 can be found in the MembershipHandbookforTRSLRegularPlanmembers.For TRSL members who first became eligible formembershipinoneofthefourstateretirementsystemsonorafterJanuary1,2011:

5yearsofserviceatage60 At20yearsofserviceatanyage,butyourbenefit

will be reduced on an actuarial basis which isbasedonyourage, lengthofserviceandnumberofyearsfromyourregularretirementage.

RetirementBenefitCalculation:The following formula is used to determine yourretirementbenefit:[YearsofService]x[Formula%]x[3‐YearHighAverageSalary]=AnnualRetirementBenefit


39

SampleCalculations:25YearsofServicex2.5%x$50,000=$31,25030YearsofServicex2.5%x$50,000=$37,500NOTE:TheabovecalculationappliestoemployeeswhowerehiredbetweenJanuary1,1999andDecember31,2010..

DisabilityRetirementBenefitsMembersareeligibletoapplyfordisabilityretirementiftheyare permanently disabled while actively employed. If youwerehiredpriortoJanuary1,2011,youmusthaveatleastfiveyearsofservicecreditinTRSL.ForindividualswhofirstbecamemembersinoneofthefourstateretirementsystemsonorafterJanuary1,2011,youmusthaveatleasttenyearsofservicecredit.SurvivorBenefitsTRSL should be notified immediately of the death of theparticipant. Survivorsarespousesand/orminorchildrenofmemberswhowereactivelyworkingat the timeofdeath. Ifyou have at least five, limited benefits are available to yourminor childrenandeligible spouse. If youhave10, but lessthan 20 years of service credit, limited benefits are alsoavailable to your minor children and surviving spouse ifmarried to the member for at least one year prior to themember’s death. Please visit www.trsl.org for detailedinformationregardingDeathandSurvivorBenefits.dTerminationofEmploymentbeforeRetirementIfyouhavelessthanfiveyearsofservicecreditatthetimeoftermination,youmayapplyforarefundofyourcontributionsto the system. Employees with five years or more servicecredit will be eligible to receive a benefit at age 60 ifcontributionsareleftondepositwithTRSL.You may obtain a refund of your employee contributions,uponrequest,atterminationofemployment.Theearliestyoumay receive your refund is 90 days after your terminationdate. You may obtain your refund application from yourHumanResource/BenefitsDepartment.

TheOptionalRetirementPlan(ORP)The Optional Retirement Plan (ORP) is an alternativeretirementplantoTRSLand isprovidedbyaprivatecarrierforacademicemployeesandunclassifiedstaffmembersoftheLSUSystem.TheORPisa“definedcontributionplan”towhichyou,asanemployee, and the LSU System make contributions to beinvestedinaretirementannuitycontractinyourname.ORPbenefitsarepaidintheformofalifetimeincomeand,exceptfordeathbenefits, single‐sumpayments (lump sum)arenotpermitted.

With few exceptions, the State of Louisiana does notparticipate in the Social Security program. If you areenrolled in a Louisiana State retirement plan, you do notpay Social Security tax; however, if you were hired afterApril1,1986,youarerequiredtopaytheMedicareportionoftheFICAtax(1.45%ofyoursalary).AdministratorofthePlanTheTeachers’RetirementSystemofLouisianaadministersthe plan. ORPs, which were first offered in 1990, areofferedby: VOYA Life Insurance and Annuity Company(formerlyINGLifeInsuranceandAnnuityCompany)

TeachersInsuranceandAnnuityAssociation–CollegeRetirementEquityFund(TIAA‐CREF)

VALICRetirementServicesCompanyThedirectoryonpage51listsORPrepresentativesforeachcampus/medicalcenter.EffectiveDateofEnrollmentAs a permanent employee you are automatically enrolledintotheTRSLdefinedbenefitplan.IfyouwishtoenrollinanORP,youhave60daysfromyourdateofhiretoenrollretroactivetoyouroriginalhiredate.Ifyouwaitpastyourfirst60daystoenroll,youreffectivedatewillbedelayedtothefirstofthefollowingmonthandonly your contributions will transfer over to your ORPcarrier (not those made by the LSU System). Once youhave contributed to the TRSL defined benefit plan forgreaterthanfiveyears,youarenoteligibletoenrollintoanOptionalRetirementPlan.IMPORTANT! The decision to participate in the ORP isIRREVOCABLE. Youmay not enroll in the ORP and thenlater change to the TRSL defined benefit plan. However,you may elect to change ORP carriers at any timethroughouttheyear.ContributionsYour employee contribution is 8% of allowable earnedcompensation and is tax‐sheltered. TRSL charges you0.05% to administer the funds. The LSU Systemcontributes 5.1839% of your allowable earnedcompensation forFY2015. ForFY2016, theLSUSystemwillcontribute5.4379%.ThecontributionrateissubjecttochangeeachJuly1st.There are many investment options in the ORP. Eachoption has varying degrees of financial risk and rates ofreturn. You may contact the ORP representatives forinformationconcerning theseoptionsand thebestprofileforyou.


40

VestingYourORPaccountisimmediatelyvested.RetirementEligibilityAsanORPparticipant,youareeligibletoannuitizeyourORPaccountatterminationofemployment.Inordertobeeligibleto continue group insurance policies after retirement, as anORP retiree, you must meet the minimum retirementeligibility requirements under the provisions of TRSL (seepage25).RetirementBenefitPaymentOptionsUndertheprovisionsofLouisianalaw(LSA‐R.S.11:929B)youmayelectaonetime,lump‐sumpaymentofupto36monthsofyourannuityinadditiontoalifetimeannuityatthetimeofyourretirement.ORP account balances can be distributed by any of thefollowing:

Alifetimeincome Trustee‐to‐trustee, single lump‐sum cash rollover

betweenqualifiedplans IRA Deathbenefits

The ORP is a defined contribution retirement plan and theamount of the monthly income payable at retirement isdirectly related to the balance in your account, your age atretirement,andtheincomeoptionyouselect. Whenyouareready to retire, youwill select from several annuity options(the optionsmay differ slightly, depending on the companyyouhaveselectedasyourORPcarrier).DisabilityBenefitsPleasenotethatORPbenefitsarealwaysbasedonthevalueofthe ORP account. Therefore, there is no guaranteed ordefined disability benefit as a participant in the ORP.However,intheeventofadisability,anORPparticipantmaybeabletocontinueparticipationinotherinsuranceprograms.If youbecomedisabled, youmusthave at least five yearsofservice inanORPtoapply forcontinuedparticipation intheinsuranceplansatretirement.TheLSUSystemwillrequireamedical examination by an independent physician. Thephysician must certify that you are mentally or physicallyincapacitatedforfurtherperformanceofthedutiescurrentlybeingperformed, that the incapacity is likely tobe total andpermanent,andthatyoushouldberetired.Ifapproved,youmaycontinueparticipationintheinsuranceplansineffectatthetimeofyourretirementontheORP.

SurvivorBenefitsYoursurvivor(s)maychoosealump‐sumrefundorelecttoreceive a monthly benefit based on the value of youraccount.

TerminationofEmploymentbeforeRetirementState law does not permit a lump‐sum refund atterminationofemployment.Youretainownershipofyouraccount and you may elect to receive a monthly benefitbased on the value of your account. Funds in your ORPaccountareeligibleforalump‐sumIRArollover,subjecttowithdrawalprovisionsofyourORPcarrier.*PLEASE NOTE: Terminating employment with onecovered employer and beginning work with anothercovered employer does not qualify as termination ofemployment. Termination of all covered employmentmeans than an ORP member must not be employed byanotherTRSLreportingagency.

ComparisonofTRSLandORP

TRSLorORP? That is thequestion. Theanswershouldbe reached only after you have taken a careful look atyourcareerexpectations. If you are reasonably certain youwill not continue

inyourcurrentpositionordonotplantoremaininLouisiana, then you should give carefulconsiderationto an ORP because your planwill beportabletomostotherU.S.collegesanduniversities.However, if you plan to continue teaching orworking in Louisiana, either at a public college,university, vocation/ technical institute, or school,or a state or local government agency, you shouldconsider enrolling inTRSL.

If you enroll in TRSL,with five years of service, youcanleaveyourcontributionswithTRSLandatage60beginreceivingabenefit.

If youenroll inTRSL,youhaveaperiodof fiveyearsin which to change your mind and transfer theemployeeportion(not theemployerportion)ofyourretirement contributions into an ORP. Remember:AN ELECTION TO PARTICIPATE IN THE ORP ISIRREVOCABLE.

WerecommendthatyouconsiderenrollingintheLongTermDisabilityPlanandLifeInsurancesinceneitherTRSL nor ORP provide substantial benefit until youhavebeencontributingforatleast15years.


41

Teachers’RetirementSystemofLouisiana(TRSL) Optional RetirementPlan(ORP)

Definedbenefitplan –pensiondeterminedbyyears ofserviceandhighest,consecutivethree‐yearaverageannualsalary.

Defined contribution plan – monthly annuity determinedbyemployerandmembercontributionsandinvestmentreturnonthosecontributions.

Contributions do not determine benefits. Employeecontribution is 8% of salary. Total employer contribution isthesameastheOptionalRetirementPlan.

Contributions and investment earnings determine benefits.Employeepayrollcontributionis8%ofsalary.TheLSUSystemcontributes 5.1839% of your allowable earned compensationfor 2014‐2015 and will contribute 5.4379% for FY 2016beginning7/1/15.

Lifetimebenefit. Benefit based on amount of accumulatedcontributions.

Lifetime benefit payable after 20 years of service or fiveyearsofserviceatage60.

Lifetime benefit based on accumulated contributions andpayable at the member’s option, after termination ORPparticipation.

GuaranteedbytheStateofLouisiana. Guaranteed bythe solvency of thecarrier.

Refund of employee contributions upon request atterminationofemployment.

Partial lump‐sumpayout possible at time of retirement.Also,rolloverof all or part of the funds to an IRA orqualifiedplanmaybedoneaftertermination.

A member has five years after joining TRSL to decide tochangetoanORP.

ORP members cannot change their minds and join TRSL.ORPelectionsareirrevocable.

If a member with five years of service credit dies, survivorbenefitsareprovidedforspousewithminorchildren(10yearsofservicecreditinthecaseofspousewithnominorchildren).

Uponthedeathofamember,amountoftheORPaccountispaidoutinalumpsumorasanannuity.

IfamemberwhojoinedTRSLonorbeforeDecember31,2010andhas fiveyearsofservicecredit isdisabled,heorshewill receivedisabilitybenefits fromTRSL for life. If amemberwhojoinedTRSLonorafterJanuary1,2011andhastenyearsof service credit is disabled, he or shewill received disabilitybenefitsfromTRSLforlife.

Lifetime benefits based on accumulated contributions andpayable at the member’s option, after termination of ORPparticipation.Nootherdisabilitybenefitsareincluded.

Transferrable to other Louisiana public schools, colleges,universities,vocational/technicalinstitutes,andmanystateagencies.

PortabletomostcollegesanduniversitiesintheUnitedStates.

TRSL controls/monitors members’ investments (current five‐yearaverageannualreturnis13.3%).

Members control their investments (See the ORP carrier’sbrochureforreturndata).


42

UnclassifiedProfessional/AcademicEmployeeOptionsEligibilityforTemporary/Part‐time/SpecialCircumstancesMembershipinaretirementplanisMANDATORYforthefollowingemployees:TemporaryEmployees Haveafull‐timeappointmentoftwoyearsorless

Part‐timeEmployees Areafacultymemberappointedforlessthan50%offull‐timeeffort(lessthan20hoursperweek)

Areastaffmemberappointedforlessthan51%offull‐timeeffort(20hoursorlessperweek)

SpecialCircumstancesInaddition,thefollowingsituationsmayaffectanemployees’retirementeligibilityand/oroptions: EmployeesonaJorFvisaareeligibletoparticipateineitherSocialSecurityorLouisianaDeferredCompensationif“substantialpresence”hasbeenmet

Employeeswhoare60yearsofageormoreatthetimeofemployment,ORforemployeeswhoare55yearsofageormoreatthetimeofemploymentandwhohavecreditforatleast40quartersintheSocialSecuritySystemmayelectLouisianaDeferredCompensationPlanorSocialSecurityasanalternativetoLASERS

RetirementOptionsasaTemporary/Part‐timeEmployeeorfortheAboveSpecialCircumstances1. SocialSecurity2. LouisianaDeferredCompensationPlan(DCCL)3. OptionalRetirementPlan(ORP)

SOCIALSECURITYAccordingtostateandfederallaws,asanemployeeoftheLSUSystem,youmustparticipateinaretirementplan.Ifyourappointmentisconsideredtemporaryorpart‐timeforretirementpurposes,youwillautomaticallybeenrolledintoSocialSecurity.SocialSecurityisthenation’sbasicmethodofprovidingacontinuingincomewhenfamilyearningsarereducedorstoppedbecauseofretirement,disability,ordeath.Withfewexceptions,theStateofLouisianadoesnotparticipateintheSocialSecurityprogram.IfyouareenrolledinaLouisianaStateretirementplan,youdonotpaySocialSecuritytax;however,ifyouwerehiredafterApril1,1986,youarerequiredtopaytheMedicareportionoftheFICAtax(1.45%ofyoursalary).ContributionsYourcontributionis6.2%ofgrosssalary.TheLSUSystem’sshareisalso6.2%ofyourgrosssalary.

VestingTechnically,youdonotbecomevestedinSocialSecurity.YouareonlyeligibletoreceiveyourSocialSecuritybenefitsonceyoumeetNormalSocialSecurityRetirementAgeandhavecontributedaminimumof40quartersintoSocialSecurity.Formoreinformation,pleasecallSocialSecurityAdministrationat1‐800‐772‐1213,orvisitwww.ssa.gov.TerminationofSocialSecurityContributionsifEmploymentEnds:IfyouleaveemploymentwiththeLSUSystem,yourSocialSecurityContributionsmaynotberefunded.YouareonlyeligibletoreceivebenefitsonceyoureachNormalSocialSecurityRetirementAgeandhavecontributedacertainamountofquartersintoSocialSecurity.Formoreinformation,pleasecallSocialSecurityAdministrationat1‐800‐772‐1213,orvisitwww.ssa.gov.EmployeeswhoContributetoSocialSecurityforatLeastTwoYears:OnceyouhavecontributedtoSocialSecurityfortwoyearswiththeLSUSystem,youwillbedefaultedintoTheTeacher’sRetirementSystemofLouisiana(TRSL)definedbenefitplanandhavetheoptiontochangetotheOptionalRetirementPlan.However,ifyouareapart‐timeemployeeuponcontinuation,youwillcontinuetoparticipateinSocialSecurity.Onceyourappointmentbecomesfull‐time,youwillbedefaultedintoTRSLwiththeoptiontochangetotheORP.LouisianaDeferredCompensationPlan(DCCL)InlieuofSocialSecurity,TheLouisianaDeferredCompensationPlan(DCCL)isofferedasaretirementplanoptiontopart‐timeortemporaryemployeesandthoseemployeeswithspecialcircumstancesasdefinedabove.EffectiveDateofEnrollmentAsatemporaryemployeeyouareautomaticallyenrolledintoSocialSecurity.IfyouwishtoenrollinDCCL,youhave30daysfromyourdateofhiretoenrollretroactivetoyouroriginaldate.Ifyouwaitpastyourfirst30daysofemploymenttoenroll,youreffectivedatewillbedelayedtothefirstofthefollowingmonthandthecontributionsthatweremadetoSocialSecuritywillNOTbetransferredintoyourDCCLaccount.ContributionsYourcontributionis7.5%ofyourallowableearnedcompensation.Youremployercontributes6.2%ofyourallowableearnedcompensation.VestingYourDCCLAccountisimmediatelyvested.


43

TerminationofDCCLContributionsifEmploymentEnds:Youwillbeabletoaccessthesefundsuponseparationfromservicewithoutanyagerequirementorpenalty.YouwillbeunabletoaccessthesefundsuntilyouactuallyseparateemploymentfromtheLSUSystem.EmployeeswhoContributetoDCCLforatLeastTwoYears:OnceyouhavecontributedtoDCCLfortwoyearswiththeLSUSystem,youwillbedefaultedintoTheTeacher’s

RetirementSystemofLouisiana(TRSL)definedbenefitplanandhavetheoptiontochangetothedefinedcontribution,OptionalRetirementPlan.However,ifyouareapart‐timeemployeeuponcontinuation,youwillcontinuetoparticipateinSocialSecurity.Onceyourappointmentbecomesfull‐time,youwillbedefaultedintoTRSLwiththeoptiontochangetotheORP.TheOptionalRetirementPlanInlieuofSocialSecurity,TheOptionalRetirementPlan(ORP)isanotheralternativetoDCCLthatofferedtopart‐timeortemporaryemployees.

SUPPLEMENTALRETIREMENT

44

SupplementalRetirementTypesofSupplementalRetirementAccountPrograms:Roth403(b),403(b),and457(b)

*LSUcannotguaranteethesuccessoftheSRAproductsorthelevelofserviceandweurgeyoutofullyreviewtheproductbeforeyouparticipate.Enrollingand/orInquiries:ForemployeeswhoareinterestedinopeningaSupplementalRetirementAccount,contacttherepresentativeforthecompanyofyourchoicelistedonpage51.Therepresentativewillsetupameetingwithyoutocompletetheenrollmentpaperwork.YourparticipationistotallyvoluntaryandtheLSUSystemdoesnotmakeanycontributionsonyourbehalf.

Contributions

ThemaximumcontributionisdeterminedbyfederallawandissetbytheIRSeachcalendaryear.For2015,thatamountis$18,000foremployeesunderage50.Foremployeesage50andover,thecontributionamountmaxis$24,000.Youareeligibletomaximizecontributionstobotha403(b)and457(b)accountatthesametime.Employeesmayswitchsupplementalretirementaccountvendorsatanypointduringtheyear.

403(b)

The403(b)planisnowenhancedtogiveyouevenmoreflexibility!YourplannowincludestheRoth403(b)featurewhichprovidesanewopportunitytosavewithretirement.Youcanmakecontributionsonanafter‐taxbasisundertheRoth403(b),onapre‐taxbasis,oracombinationofthetwo.Althoughthisoptiondoesn'tchangehowmuchyoucancontribute,itdoesgiveyoumorecontroloverwhenyourcontributions‐andretirementincome‐willbesubjecttofederalincometax.Ifyouhavetheaccountforatleastfiveyearsandhaveturnedage591/2,everycentinaRoth403(b)couldbewithdrawntax‐free.Allapprovedsupplementalretirementvendors,VOYA,MetLife,TIAACREF,VALIC,andFidelityareofferingtheRoth403(b)option.Contactinformationcanbefoundbelow.The403(b)planoffersLSUemployeesseveraloptionsintermsofwhotheycaninvesttheirmoneywith.Alongwiththeseveralcompaniesyouhavetochoosefrom,youalsohavenumerousfundsavailabletoyouinwhichyoucandiversifyyourretirementportfolio.

TerminationofemploymentwithLSUwouldallowyoutorollyourfundsovertoanIRAorotherqualifiedplan.Earlywithdrawalpenaltieswillbeassessedifyouwithdrawyourmoneypriortoobtainingage59½.Toadjustcontributionstoanactive403(b),submittheSalaryReductionAuthorizationformto110ThomasBoydHall.457(b)

The457(b)plan(throughStateofLouisianaDeferredCompensationPlan/GreatWestFinancialServices)offersLSUemployeesoneoptionthroughtheStateofLouisianaDeferredCompensationPlan,theexclusiveprovider.TerminationofemploymentwiththeLSUSystemwouldallowyoutorollyourcontributionsovertoanIRAorotherqualifiedplanorreceiveacashdistributionwithoutanearlywithdrawalpenalty.BenefitsofaSupplementalRetirementAccount(SRA)

The403(b)and457(b)plansallowyoutosetasideaportionofyoursalarybeforefederalandstateincometaxesarepaid.Thisdeferredsalary(before‐taxdeductions)isplacedintoaninvestmentaccountofyourchoice.ParticipatinginanSRAallowsyoutodelaypaymentoftaxesonthemoneyyouinvestandanyinterestthatmoneyhasearneduntillater‐usuallyatretirement. Decidehowmuchtosave(subjecttotheminimum

andmaximumdepositlimitations). Decidethetypeofinvestmentvehicletouseforyour

deposits. Increase,decrease,stop,orresume

Example:Assuming$100/Month($1200/year)Savings

WithSRA WithoutSRAAnnualSalary(GrossPay) $30,000 $30,000Less403(b)or457(b)Savings

‐$1,200 N/A

LessRetirementContribution(8%)

‐$2,400 ‐$2,400

TaxableIncome $26,400 $27,600LessFederalTax* ‐$3,960 ‐$4,140LessMedicareTax ‐$435 ‐$435LessAfterTaxSavings N/A ‐$1,200RemainingSpendablePay $22,005 $21,825

*Assumesfederaltaxbracketof15%.Savingswillbeevengreaterforpersoninhighertaxbrackets.


45

AnnuityContracts

Therearetwotypesofannuitycontacts:fixedannuitiesandvariableannuities.

Thefixedannuitiesprovideaguaranteeofprincipalandaguaranteedrateofreturn.Fixedannuitiesalsoprovideforfixedperiodicpaymentsatretirementandaspecificrateofreturnforacertainperiodoftime.Atretirement,youcanselectfromseveralpaymentoptions,dependingontheinvestmentcontractorpolicyyouhavechosen.

Thevariableannuitiesinvestmainlyinstocks,bonds,andmoneymarketfundsanddonothaveafixedrateofreturnoraguaranteeofprincipal.Theamountofmoneyyoureceiveatretirementoryourmonthlyretirementpaymentswillvary,dependingontheinvestmentperformanceofthefund.Thistypeofinvestmentreliesongrowthoveraperiodoftimetoincreasethevalueofthefund.Therearenoguaranteesthatyouraccountwillgrow;thevalueofyouraccountcangoupordownwiththeinvestmentperformanceofthefund.Someofthecompaniesofferacombinationofbothfixedandvariableannuities.Youmayspecifythepercentoramountofeachdepositthatistobeinvestedineachaccount.MutualFunds

Thecustodialaccountsavailablethroughthemutualfundcompaniesareverysimilartothevariableannuityoptiondescribedabove.

Thevalueofyouraccountcangoupordownwiththeinvestmentperformanceofthefund.WithdrawingMoneyfromyourSRA

WhileStillEmployed:ThemainpurposeoftheSRAistohelpprovideyouwithlong‐termfinancialsecuritythroughcurrenttax‐efficientsavings.InexchangeforthetaxbreakstheIRSgives,you,governmentregulationslimitwithdrawalswhileyouareemployed.Inaddition,someinvestmentcompanieshavepolicyorcontractrestrictionsthatmayincludefeesorinterestpenaltiesforearlywithdrawal.Besuretoreviewthecompany’spolicybeforemakingyourdecision.Withdrawalformsmayberequestedfromyourinvestmentcompanyoritsrepresentative.Thereareinstancesinwhichyouwouldbeeligibletowithdrawthismoneyintheeventofahardship.Inordertoqualifyforahardship,youmusthaveaverifiable,immediate,andheavyfinancialneed.Thewithdrawal

mustbenecessarytomeettheneed;inotherwords,youareunabletomeettheneedfromanyothersource.Inthiscase,youcanwithdrawonlyyourcontributions,nottheearningsonthem.Ifyouwithdrawmoneyfromyour403(b)SRAbefore59½youmustpaya10%penaltytaxontheamountwithdrawnunlessthedistributionmeetsoneofthefollowingrequirements:

Itisduetoterminationofemploymentonorafterage55;

Itisintheformofsubstantiallyequalpaymentsforlifeorlifeexpectancy,afterterminationofemployment;

Itisduetodisabilityordeath;

Itisfornon‐reimbursedmedicalexpensestotheextentallowedtobeitemizedonyourincometaxreturn(morethan7.5%ofadjustedgrossincome);

Itisapaymenttoanalternatepayeedirectedbyaqualifieddomesticrelationsorder(QDRO).

depositsanytimeyouchoose. Selectfromavarietyofsettlementoptionsupon

termination.Yourpolicy/contractmayincludetheseoptionsandmore:

o Animmediatelump‐sumcashsettlemento Anannuitysettlemento Installmentsforaselectedperiodo Asurvivorannuity

DesignateabeneficiaryforthedeathbenefitrelatedtoyourSRA.Youalsohavetherighttoselectaninstallmentorannuity;

Itisfornon‐reimbursedmedicalexpensestotheextentallowedtobeitemizedonyourincometaxreturn(morethan7.5%ofadjustedgrossincome);

Itisapaymenttoanalternatepayeedirectedbyaqualifieddomesticrelationsorder(QDRO).

AfterTermination:IfyouleavetheLSUSystem,yourdepositstotheSRAwillstop.Thedepositsandearningsyouhaveaccumulatedcanbewithdrawnandpaidtoyou(oryourbeneficiaryifyoudie).Contractorpolicywithdrawalrestrictionswillapply.Distributionsmadethatarenotpartofaseriesofsubstantiallyequalpaymentsmadeoveraperiodof10yearsormore,orthatarenotrequiredtobemadeundertheIRSminimumdistributionrules,mayberolledovertoanIRA.Youmayalsoelectnottodeferanytaxliability.AnywithdrawalsthatarenotdirectlyrolledovertoanIRAoranotherSRAwillbesubjecttotaxwithholdingof20%.


46

Inaddition,ifyouarenotyet59½anddonotmeetanyofthecriteriaexplainedunderthegovernmentalrestrictionsoutlinedbelow,yourdistributionfroma403(b)willbesubjecttoa10%penaltytaxaccordingtoIRSregulations.Thispenaltytaxisinadditiontoanycontractorpolicywithdrawalrestrictionsthatmayapply.IntheEventofYourDeath:Intheeventofyourdeath,yourbeneficiarymustcontacttheinvestmentcompanyoritsrepresentativetoreceivewithdrawalinformation.

WhenyouenrollinanSRA,youwillbegivenabeneficiarydesignationformthatcontainsalltheinformationforbeneficiaryelection.Intheeventyouwanttochangeyourdesignationofbeneficiary,youneedtocontacttheinvestmentcompanyoritsrepresentative.RequiredMinimumDistributions:403(b)and457(b)SRAPlansmustbeginbyApril1stoftheyearfollowingthelaterofthesetwoevents‐youattain70½yearsofageoryouretire.

RETIREMENTPLANCONTACTINFORMATION

47

ContactInformationforVendorsavailableundersection403(b)and457(b)

ORPrepresentativesforeachcampus/medicalcenter2

Campus Voya TIAA‐Cref VALIC MetLife La.DefComp

HealthCareServicesDivision,Headquarters

ColetteRiha225‐266‐9413

ConnieShaver,225‐266‐4032

MarkDigiovanni866‐836‐8935

MindyLewis225‐241‐9706or1‐800‐892‐5558ext.87784

BonnieD.Leerkes225‐300‐1539BrandyBellina225‐300‐1534

(800)937‐7604

LallieKempRegionalMedicalCenter

HowardWeiser504‐620‐5572


ColomboBaldini985‐285‐0749or1‐800‐892‐5558ext.88182

ClydeJ.BohneIII225‐368‐2261

(800)937‐7604

LSUA&MCollege(BatonRouge)

MikeSotile225‐766‐8711

LindaAlumbaugh225‐273‐0844BrandonGoll504‐779‐2887


MindyLewis225‐241‐9706DavidMills

225‐201‐1060


(800)937‐7604

LSUAgriculturalCenter

ColetteRiha225‐266‐9413ConnieShaver225‐266‐4032



225‐201‐1060


GradySavoie(800)937‐7604

LSUatAlexandria

MattSaterfiel318‐325‐1317


CharlesDuff318‐758‐1486or1‐800‐892‐5558ext.87588

ClydeJ.BohneIII,225‐368‐2261

(800)937‐7604

LSUatEuniceBobbyEtheridge337‐462‐2004


KennethPettus318‐201‐10571‐800‐892‐5558

ext.89071

BonnieLeerkes225‐300‐1539

(800)937‐7604

LSUHealthScienceCenter/NewOrleans

DannyMisse504‐710‐7766


GregMancina225‐772‐3804or1‐800‐892‐5558ext.88214

BrandyBellina225‐300‐1534

(800)937‐7604

LSUHealthScienceCenter/Shreveport

GarySaterfiel318‐387‐9168or318‐355‐9168

MatthewRobertson

972‐831‐7027

MelissaMcConnell

318‐572‐8601or1‐800‐892‐5558ext.88735

JohnBarr318‐820‐7647or1‐800‐892‐5558ext.88662

GregNorwood318‐212‐4514DavidPaul

318‐212‐8924

(800)937‐7604

LSUPenningtonBiomedicalResearchCenter





225‐201‐1060

BonnieLeerkes225‐300‐1539

(800)937‐7604

2 ORPs are ONLY offered by ING Financial Services, Teacher’s Insurance and Annuity Association (TIAA‐Cref) and Variable Annuity Life Insurance Company (VALIC).

RETIREMENTPLANCONTACTINFORMATION

48

LSUatShreveport

DonnaCausey318‐469‐1933

MatthewRobertson

972‐831‐7027

StephenTucker,318‐423‐2232Or1‐800‐892‐5558ext.88743

GregNorwood318‐212‐4514DavidPaul

318‐212‐8924

(800)937‐7604

LSUSystemOffice




MindyLewis225‐241‐9706Or1‐800‐892‐5558ext.87784


(800)937‐7604

PaulM.HebertLawCenter




MindyLewis225‐241‐9706or1‐800‐892‐5558ext.87784


(800)937‐7604

49

EnrollmentForms

PleasecompletetheappropriateEnrollmentFormsforyourVoluntaryBenefitselectionsandreturntoyourHumanResource/BenefitsDepartment.Reminder:Youmustenrollwithinyourfirstthirty(30)daysoffull‐timeemployment,yourcoveragewillbeeffectivethefirstofthemonthfollowingyourfirstfullcalendarmonthofemployment.Ifyoudonotenrollwithinthefirstthirtydaysofemployment,youcanenrollduringAnnualEnrollment,whichoccurseveryOctoberforaJanuary1steffectivedate.Ifyouhaveexperiencedafamilyqualifyingeventsuchasmarriage,divorce,spousebeginsorendsemployment,etc.,youmayenrollduringtheplanyear.Enrollmentmustbewithin30daysofthequalifyingevent.ContactHRMforacompletelistofqualifyingeventsandspecificbenefitstartdates.

STUDENTTUITIONASSISTANCEANDREVENUETRUSTPROGRAM

50

TheStateofLouisianaoffersasavingsprogramknownastheStudentTuitionAssistanceandRevenueTrustProgram,commonlyreferredtoasthe“STARTSavingProgram.”Thisprogramwascreatedtohelpresidentssavefortheirchildren’spostsecondaryeducation.Asanincentivetosave,theStateofLouisianawillallocatefundstoanemployee’saccountatavariablerate,dependingupontheamountemployeesdepositandtheiradjustedgrossincome.

TheopenenrollmentperiodforthisprogramisJuly1throughNovember1ofeachyear.Applicationsforchildrenovertheageofoneareonlyacceptedduringtheopenenrollmentperiod.Theprogramacceptsnewapplications,forchildrenundertheageofone,atanytimeduringtheyear.Moreinformationabouttheprogramcanbefoundontheirwebsite:http://www.startsaving.la.gov/savings/index.jsp.

LEAVE_________________________________________________________________________________________EligibilityEligibleemployeesreceiveseveraltypesofleavewhicharedefinedbelow.Thetypeofappointmentonwhichtheindividualisemployeddetermineseligibilityforthetypesofleaveavailable.

Academicandunclassifiedemployeesonregularappointmentsofgreaterthan180daysandgreaterthan50%effortareeligibleforalltypesofleave.Academicandunclassifiedemployeesontemporaryappointmentsoflessthan181daysoronappointmentsfor50%effortorlessarenoteligibleforannualandsickleave,butareeligibleforcivil,funeralandmilitaryleave.

Classifiedemployeesonregularappointmentsareeligibleforalltypesofleave.Classifiedemployeesservingonrestrictedappointmentsdonotearnanytypeofleave.Accrualmethodsofbothannualandsickleavearedeterminedbytheemployee’stypeofappointment.

AnnualLeaveAnnualleaveisleavewithpaygrantedemployeesforvacationandtransactionofpersonalaffairs.Annualleavemaybeusedatanytimeafteritisearnedcontingentuponapprovalofsupervisorypersonnel.Annualleaveiscreditedattheendofthepayperiodandcannotbeadvancedtoemployees.

Eligibleacademicandnon‐classifiedemployeesmaychoosetoaccumulate(accrue)theirannualleaveundereithertheLSUSchedule(Option1)ortheCivilServiceSchedule(Option2).Anemployeeonanacademicyearbasis(9monthappointment)doesnotaccrueannualleave,butdoesaccruesickleave.Newemployeesmustselectoneofthescheduleswithin30daysoftheirdateofemployment.Thedecisionmadeisirrevocable.

Note:Uponresignation,employeesarepaidforupto300hoursofaccumulated,unusedannualleave.

ACADEMIC/NON‐CLASSIFIEDEMPLOYEES

YearsofServiceOption1:

LSUSchedule

Option2:

CivilServiceSchedule

Lessthan3years 14hrs/month* 8hrs/month

3,butlessthan5 14hrs/month* 10hrs/month

5,butlessthan10

14hrs/month* 12hrs/month

10,butlessthan15

14hrs/month**

14hrs/month

15yearsandup16

hrs/month**16hrs/month

*Totalaccumulationlimitedto176hours

**Nolimitontotalaccumulation

Eligibleclassifiedemployeesaccumulate(accrue)annualleaveaccordingtothefollowingschedulewithnolimitontotalaccumulation:

CLASSIFIEDEMPLOYEES

YearsofService

AmountAccrued

PerHour

ApproximateAmount

AccruedPerMonth

Lessthan3years .0461/hour 8hours/month

3,butlessthan5 .0576/hour 10hours/month

51



15yearsandup .0923/hour 16hours/month

SickLeaveSickleaveisleavewithpaygrantedemployeeswhoaresufferingwithdisabilitiesasaresultofaccident,illnessorchildbearingwhichpreventthemfromperformingtheirusualdutiesandresponsibilitiesorwhorequiremedical,dentaloropticalconsultationortreatment.Sickleavemaybeusedatanytimeafteritisearned.Absencescoveredbysickleavemustimmediatelybereportedtosupervisorypersonnel.Sickleaveiscreditedattheendofthepayperiodandcannotbeadvancedtoemployees.

Eligibleacademicandnon‐classifiedemployeesaccumulate(accrue)sickleaveaccordingtothefollowingschedulewithnolimitontotalaccumulation:

ACADEMIC/NON‐CLASSIFIEDEMPLOYEES

YearsofService AmountAccrued

Lessthan3years 8hours/month

3,butlessthan5 10hours/month



15yearsandup 16hours/month

Eligibleclassifiedemployeesaccumulate(accrue)sickleaveaccordingtothefollowingschedulewithnolimitontotalaccumulation:

CLASSIFIEDEMPLOYEES

YearsofService

AmountAccrued

PerHour

ApproximateAmount

AccruedPerMonth

Lessthan3years .0461/hour 8hours/month




15yearsandup .0923/hour 16hours/month

CivilLeaveEligibleemployeesmayreceivecivilleavewithpaywhileperformingjurydutyorwhensubpoenaedtoappearasawitnessbeforeacourtorpublicbody.Employeesmayalsoreceiveleaveforvotingpurposes,limitedto2hoursofleavetovoteintheparishwhereemployedandnotmorethan1daytovoteinaparishoutsidetheonewhereemployed.

FuneralLeaveAmaximumoftwodaysfuneralleavemaybegrantedaneligibleemployeetoattendthefuneralorburialritesofaparent,step‐parent,child,step‐child,brother,step‐brother,sister,step‐sister,spouse,mother‐in‐law,father‐in‐law,grandparentorgrandchild.

FamilyandMedicalLeaveTheFamilyandMedicalLeaveActof1993(FMLA)guaranteesthatcoveredemployeeswillbeallowedtouseatotalofupto12weeksofannualleave,sickleave,orleavewithoutpay,asappropriate,withina12monthperiod,foranyofthefollowingreasons:(1)tocarefortheemployee'schildafterbirth,orplacementforadoptionorfostercare;(2)tocarefortheemployee'sspouse,childorparent,whohasaserioushealthcondition;or(3)foraserioushealthconditionwhichmakestheemployeeunabletoperformhis/herjob.CoveredemployeesarethosewhohavebeenemployedbytheStateofLouisianaforatleast12monthsandwhohaveworkedatleast1250hoursduringthe12‐monthperiodimmediatelyprecedingthecommencementoftheleave.AnemployeemayapplyforleaveundertheFMLAbycompletingtheappropriatespacesonaleaverequestform.Theemployeeordinarilymustprovide30daysadvancenoticewhentheleaveisforeseeable.Additionally,medicalcertificationtosupporttherequestisrequired.AgCenterPS‐12providesadditionaldetails.

EducationalLeaveforLSUSystemCoursework&TuitionExemptionProgramEligibleemployeesmayregisterforjob‐relatedcoursesatparticipatinginstitutionsintheLSUSystem,foruptosixcollegecredithoursperregularsemesterandreceivetuitionexemption.(Note:Theexemptionistypicallyfortuitiononlyanddoesnotapplytomostfees.Also,thevalueoftheexemptionmaybeconsideredtaxableincometotheemployeeinaccordancewithInternalRevenueServiceregulations.)Anemployeemustmeetallofthefollowingcriteriatobeeligiblefortuitionexemption:(1)mustbeemployedfull‐timeforatleastoneyearinaneligibleposition;(2)mustbeafull‐timenon‐academicorotheracademicemployee–

52

excludesfaculty(instructors,professorialranks,etc.)andfacultyequivalentranks(agents,etc.);(3)thecollegecreditcourse(s)mustbejob‐related,andmustbeapprovedbytheimmediatesupervisorandunithead;and(4)onlythreehoursperweekofjob‐relatedcoursesmaybetakenduringworktimewithoutchargetoleaveormakinguptime.Continuedparticipationinthisprogramisbasedonsatisfactoryacademicprogress.Duringthefirstyearofemployment,employeesareeligiblefortimeoff,butnotfortuitionexemption.Applicationsaredistributedtoallunitheadspriortoeachsemester.EducationalleaveisgovernedbyAgCenterPS‐25.

MilitaryLeaveMilitaryleaveofupto15dayspaidleavemaybegrantedtoemployeeswhoaremembersofareservecomponentoftheArmedForcesoftheU.S.oroftheNationalGuardwhentheyareorderedtoactivetrainingduty.

LeaveWithoutPayLeavegrantedtoemployeesforgoodcauseunderstipulatedconditions.

HOLIDAYS____________________________________________________________________________________

Full‐time,fiscal(12month)employeesreceive14holidays.BecausetheUniversityCalendarisintendedtoservetheoperationalneedsoftheUniversitycommunity,itdoesnotnecessarilyfollowthestate’sholidayschedule.HolidaysincludeIndependenceDay,LaborDay,Thanksgiving,ChristmasNewYear’s,MardiGras,EasterandotherholidaysasannouncedbytheUniversityeachfiscalyear.

PAYDAYS_____________________________________________________________________________________

Exceptasnotedbelow,foracademic/unclassifiedemployees,paydayisthelastworkdayofthemonth.Classifiedemployeesarepaidonabi‐weeklybasiswithpaydayoccurringeveryotherFriday.Paydaysareadjustedaccordinglywhentheregularlyscheduledpaydayfallsonaholiday.Allemployeepaychecksaredistributedbyelectronicdirectdeposittothebankoftheemployee’schoice.EmployeesmayreviewtheirdepositstubseachpaydaythroughtheironlineMyLSUaccountandarestronglyencouragedtoreviewtheirgrosspayandpayrolldeductions.AnydiscrepanciesshouldbepromptlyreportedtotheAgCenterHumanResourceManagementoffice.

STAFFDIRECTORY

Foradditionalinformation,pleasevisittheHumanResourceManagementwebsiteat

http://www.lsuagcenter.com/en/administration/about_us/Human_Resources

orcontacttheappropriatestaffmemberlistedbelow.

KevinBrady,DirectorGeneralHRMPolicies,EmployeeRelations,Immigration(HVisas),EEO,DiversityEmail:[email protected]:(225)578‐4640

SharonSalzer,AssistantDirectorCompensation,InformationSystems,EEOReporting,TrainingEmail:[email protected]:(225)578‐4643

DeniseFontenot,HRManagerClassifiedEmployment,ClassifiedPerformanceReview,LeaveCertificationEmail:[email protected]:(225)578‐8685

ElaineHenderson,HRAnalystAcademic,UnclassifiedandGraduateAssistantProcessingEmail:[email protected]:(225)578‐4641

DoloresNehlig,HRManagerEmployeeBenefits,ImmigrationEmail:[email protected]:(225)578‐4631

KristenManes,HRAnalystAcademicAppointments,EmployeeBenefits,EmploymentEmail:[email protected]:(225)578‐4629

JessicaWinders,HRAnalystClassifiedEmployees,TransientProcessing,Payroll,Immigration(JVisas)Email:[email protected]:(225)578‐8223

StephenSmith,HRAnalystEmployment,AcademicProcessing,StudentProcessing,LeaveProcessingEmail:[email protected]:(225)578‐0324

Address:LSUAgCenter

HumanResourceManagement103J.NormanEffersonHall110LSUUnionSquareBatonRouge,LA70803

HRMMainPhone:(225)578‐2258

FAX:(225)578‐8284