The latest work-life information at IU
No. 51
July 2010


University Human Resources
hr.iu.edu
Informed Employee

IU Health Engagement Program

Indiana University is expected to spend over $169 million on employees’ healthcare benefits during the new fiscal year. Continued increases in this expenditure could jeopardize the University’s academic and research missions. As a result, the University has made it a priority to find ways to contain rising healthcare costs.

The IU Health Engagement Program is intended to improve the health of employees and spouses/domestic partners, effecting future containment of healthcare rate increases. The program will be phased in over a three-year period beginning January 2011. This article describes Phases 1 and 2. A booklet explaining these two phases in detail will be sent to employee home addresses in early August.

For each phase, an additional premium will be added to the base medical premium amount according to employees’ salary level. This new program also includes an incentives component that allows for a full or partial reduction of the additional premium. Employees and covered spouses will have the opportunity to reduce or eliminate the additional premium by completing specific Health Engagement activities. If all activities are completed the employee pays only the base premium amount.

To summarize, the medical plan premium will consist of two amounts:

  • The base premium will continue to be established for each level of coverage (Employee Only, Employee/Spouse, Employee/Child, Family) just as it has in the past. This premium does not vary by salary level; and,
  • The additional premium in each phase will vary by salary level and can be reduced or eliminated by participating in Health Engagement activities.

Base premium amounts will be announced in Open Enrollment materials in October.

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Overtime Policy Changes

Revisions to IU’s Overtime policy became effective May 16, 2010. The essential change is that the University will primarily only count time worked in determining an employee’s eligibility for overtime pay. Time off with pay no longer counts as time worked, with the following exceptions: hours applied to Adverse Weather (WTH), Adverse Working Conditions (ADW), Emergency Rest Time (ERT), Holiday (including HOL and HTK), and Injury on the Job (INJ). Other details include the following:

The Overtime policy is at hr.iu.edu/policies/uwide/overtime.html.

 


Hourly Positions

Personnel policies related to the employment of Hourly employees have been modified to clarify which Hourly positions receive retirement benefits and the maximum number of hours an Hourly employee can work in a calendar year. (Hourly employees are generally defined as temporary or seasonal employees who are not in a budgeted position.)
There are two categories of Hourly employees:

All hours worked for Indiana University in a calendar year in all positions are counted in determining when and if the 1,000-hour and 1,929-hour thresholds are reached.

Policies for Hourly Positions, Filling Hourly Positions, and Establishing a Staff Position can be found under the Personnel Policies tab at www.hr.iu.edu.

 


Tobacco Use and Health
Parents: Help Keep Kids Tobacco-Free

Prevalence of cigarette use among children and teens in the U.S. is less than it was ten years ago but it is still higher than that of adults. Parents are the key in preventing a child’s tobacco use. Parents must take the lead not just once or occasionally, but in the context of a series of conversations that take place as a child learns and grows. Start the dialog about tobacco at age 5 or 6 and continue through the high school years. Many kids start using tobacco by age 11, and many are addicted by age 14.

Kids who use tobacco:

Despite the impact of movies, music, and TV, parents can be the greatest influence in their kids’ lives.

Summarized from the
Centers for Disease Control and Prevention

 

 

 

UHRS

Page updated: 22 July 2010
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