Frequently Asked Questions

Explore these frequently asked questions for answers regarding employment, retirement, learning and development, and more. Don't see an answer to your question here? Contact OHR or visit the staff directory. Need help understanding a word you see here? Visit the glossary of terms for a list of commonly used terms and definitions.

Benefits

Medical Insurance

I’ve submitted my enrollment form. When will I receive my insurance card?

In most cases, your information will be in UPMC’s system within 72 hours of submitting your form depending on your effective date of coverage. It then takes 7-10 business days to receive the card from UPMC. You will have active coverage in UPMC’s system even if you do not physically have the card.

I still haven’t received, or I lost my new health insurance card. How can I get a new one?

Please contact UPMC directly at 1-888-499-6885 since they distribute the cards.

How can I find participating providers and facilities in UPMC's network?

UPMC participating providers and facilities can be found online at www.upmchealthplan.com, then click “Find a Doctor."

I would like to change my PCP, OB/GYN, or child’s pediatrician. Do I have to call UPMC directly?

Yes, you would have to contact them directly at 1-888-499-6885.

I recently moved, do I need to change my address with Benefits for my insurance?

No, you do not need to change it with the Benefits Department. As long as you change it either with your department or Payroll, it will automatically forward on to all of the health insurance companies.

I recently had a baby, got married/divorced, had a dependent graduate from college, or my spouse/partner’s benefits changed at his/her employer. How can I make the appropriate changes to my benefit selections?

This type of change is known as a Change in Status. You can download the 2 forms you would need to make the changes from our “Forms, Benefits: Enrollment” section on the website. Those 2 forms are the enrollment form (please elect the one that pertains to your position) and the status change; supplement to enrollment form. You only need to fill out the sections on the enrollment form that pertain to the change you are making. Both forms are due back in our office within 60 days of the event date. You can drop them off in person, send them, or fax them. Please do not email Social Security Numbers. If you fax them, please put a contact phone number on the cover sheet.

If I do not qualify for a change in status can I still change my benefits?

If you do not qualify for a change in status, which would be an event that qualifies under the IRS guidelines to make a change throughout the year to your benefits, you will be unable to make that change until the open enrollment period. The open enrollment period is usually around May/June.

How is medical coverage provided for a newborn?

A newborn automatically has 30 days of coverage under their mother's medical plan. Within those 30 days, the employee must submit an updated enrollment form for a change in status to continue coverage for the baby.

What is a deductible/co pay/coinsurance, etc.?

Please see visit the Medical Plan Definitions section of our website for a glossary of terms.

Do I need to designate my primary care physician (PCP) to complete the online enrollment/enrollment form?

No, you do not have to restate your PCP if and your dependents (if any) are currently enrolled the Panther Gold plan. You will only need to designate a PCP if you and/or your dependent(s) are enrolling for the first time. If you are currently enrolled in the Panther Gold and would like to change your doctor, you must contact UPMC Health Plan directly at 1-888-499-6885. The designation of PCP's is not applicable if you are enrolled in a PPO plan (Panther Advocate, Panther Plus, and Panther Basic QHDHP with HSA option).

How do I locate participating PCPs in the Panther Gold plan?

PCPs, pediatricians, OB/GYNs, and specialists in the Panther Gold plan can be located by visiting upmchealthplan.com and clicking "Members" then "Find a Doctor" then "UPMC Health Plan HMO". You can then search by provider type and name, city or zip. Once you find a provider, click on the provider’s name and write down the four (4) digit practice number.

In previous years I had to designate my OB/GYN on the enrollment form. I don’t see a place for the code on the online enrollment form. Do I need to designate an OB/GYN for open enrollment?

No, you do not need to designate an OB/GYN. As long as your OB/GYN participates in the Panther Gold plan, you will still have coverage. It will no longer print on your insurance card either. This will not be a problem when you go to your OB/GYN provided they participate in the Panther Gold plan.

Can I change PCPs during the plan year?

Yes, you can change PCP at any time during the plan year. Please contact UPMC directly at 1-888-499-6885 to change your PCP.

What is the Advantage Network?

Advantage Network refers to the specific network of UPMC owned hospitals and facilities. The Advantage Network applies to the Panther Gold plan only. If services are provided at an Advantage Network Facility, you will have 100% benefit coverage after the copyment.

My PCP or specialist does not have admitting privileges to a UPMC advantage network facility. What are my options?

Under the Gold Plan, if you want the highest benefit level, your doctor can refer you to a specialist who has admitting privileges to an advantage network facility. If you decide to go to a UPMC Health Plan network facility that is NOT an Advantage Network facility, but is part of the affiliated UPMC Health Plan network, you will be subject to a deductible and 20% coinsurance.

What is a deductible?

A deductible is the initial amount that you must pay each plan year for covered services before the plan begins to provide benefits.

What is coinsurance?

Coinsurance is the percentage of the cost of medical services shared by UPMC Health Plan and you after you have met your deductible.

What is the out-of-pocket maximum?

The out-of-pocket maximum is the most you have to pay each plan year before the plan begins to pay 100% of reasonable and customary covered expenses. Out-of-pocket maximums include all copayments, deductibles and prescription drug expenses that are incurred In-Network.

Do I have coverage if I am traveling?

Under all four plans, you have coverage worldwide if you have a life threatening emergency. In medical emergency situations:

  • Seek care immediately from the nearest emergency care facility
    • If you are in the Gold plan, contact your PCP within 24-48 hours.
    • If you are in one of the PPO plans, contact UPMC Member Services within 24-48 hours.
  • Through UPMC Health Insurance, University travelers are automatically eligible for Assist America services. If you will be traveling 100 miles or more from home or in another country, and you encounter an emergency, this is a resource.

How does the copayment for the diagnostic services work?

The copayment applies for your first four services per plan year. After that, UPMC pays 100%.

Dental Insurance

I haven’t received, or I lost my dental insurance card. How can I get a new one?

Please contact the United Concordia directly at 1-877-215-3616, since they distribute the cards.

How can I find a dentist who participates in the United Concordia Plus Managed Care plan?

The provider directory for United Concordia is online at www.ucci.com. Click on “Find a Dentist,” and the Plus plan falls under the DHMO category.

I would like to change my dentist. Do I have to call United Concordia directly?

Yes, you would have to contact them directly at 1-877-215-3616.

I recently moved, do I need to change my address with Benefits for my insurance?

No, you do not need to change it with the Benefits Department. As long as you change it either with your department or Payroll, it will automatically forward on to all of the health insurance companies.

I recently had a baby, got married/divorced, had a dependent graduate from college, or my spouse/partner’s benefits changed at his/her employer. How can I make the appropriate changes to my benefit selections?

This type of change is known as a Change in Status. You can download the 2 forms you would need to make the changes from our “Forms” section on the website. Those 2 forms are the enrollment form and the status change form. You only need to fill out the sections on the enrollment form that pertain to the change you are making. Both forms are due back in our office the last working day of the month prior to when you want them to take effect. You can drop them off in person, send them, or fax them. If you fax them, please put a contact phone number on the cover sheet.

If I do not qualify for a change in status can I still change my benefits?

If you do not qualify for a change in status, which would be an event that qualifies under the IRS guidelines to make a change throughout the year to your benefits, you will be unable to make that change until the open enrollment period. The open enrollment period is usually around May/June.

Do I need to restate my Primary Dental Office (PDO) to complete the online enrollment/enrollment form?

No, you do not have to restate your PDO in the Concordia Plus plan. You will only need to designate a PDO if you and/or your dependent(s) are enrolling for the first time.

If you are currently enrolled in the Plus plan and want to change your PDO, contact United Concordia directly at 1-877-215-3616, prior to seeking services.

Do not use services until your PDO is established, otherwise the claim will be denied.

Your Primary Dental Office must be in Pennsylvania and must be a part of the Concordia Plus DHMO Network.

How do I locate dentists who are members in the Concordia Plus plan network?

Visit United Concordia Dental to find a Primary Dental Office (PDO) in the Concordia Plus network by selecting the “Find a Dentist” button. Search for a dentist under the plan you would like to choose (Concordia Plus for the DHMO, Concordia Plus General Dentist, or Concordia Advantage Plus for one of the Flex Plans).

Note: For the DHMO Concordia Plus option, use the last 6 digits of the Provider ID to designate the PDO(s) when enrolling. This plan requires the selection of a network primary dental office(PDO), claims will be denied for services provided by anyone other than the designated PDO. If a PDO is not elected at enrollment, one will be assigned. Each participant can have their own PDO.

What is a participating provider?

PDOs are not needed for the Concordia Flex I and Flex II plans. However in Flex I and Flex II, it is important to understand the difference between participating and nonparticipating providers.

A participating provider is a provider that participates in the Concordia Advantage network, which is separate and distinct network and should not be confused with the managed care network of Concordia Plus.

What is the advantage of choosing a participating provider?

An advantage is that participating providers have agreed accept United Concordia’s Maximum Allowable Charge (MAC) as payment in full. These providers also will file claims on your behalf.

A non-participating provider is under no obligation to accept these payments as payments in full and may bill you for amounts in excess of the MAC.

Can I change my dentist during the plan year?

Yes, you can change PDOs at any time during the plan year. Please contact United Concordia directly at 1-877-215-3616 to change your PDO. You must change your PDO prior to receiving services from the new dentist.

What does the $5 copay apply to?

The $5 office visit copay applies to Diagnostic and Preventive Services under the Concordia Plus plan. This copay applies to services provided only at the University Dental Health Services (Provider Number 608061).

If I am going to cover two children, can I elect the Individual plus spouse or child option?

No, you must elect the Family coverage option. Individual plus spouse or child refers to you and only one member of your family.

Vision Insurance

I haven’t received, or I lost my vision insurance card. How can I get a new one?

Please contact Davis Vision directly at 1-800-999-5431, since they distribute the cards.

How can I find an optometrist/ophthalmologist who participates in the Davis Vision plan?

The provider directory for Davis Vision is online at www.davisvision.com.

I recently moved, do I need to change my address with Benefits for my insurance?

No, you do not need to change it with the Benefits Department. As long as you change it either with your department or Payroll, it will automatically forward on to all of the health insurance companies.

I recently had a baby, got married/divorced, had a dependent graduate from college, or my spouse/partner’s benefits changed at his/her employer. How can I make the appropriate changes to my benefit selections?

This type of change is known as a Change in Status. You can download the 2 forms you would need to make the changes from our “Forms” section on the website. Those 2 forms are the enrollment form and the status change form. You only need to fill out the sections on the enrollment form that pertain to the change you are making. Both forms are due back in our office the last working day of the month prior to when you want them to take effect. You can drop them off in person, send them, or fax them. If you fax them, please put a contact phone number on the cover sheet.

If I do not qualify for a change in status can I still change my benefits?

If you do not qualify for a change in status, which would be an event that qualifies under the IRS guidelines to make a change throughout the year to your benefits, you will be unable to make that change until the open enrollment period. The open enrollment period is usually around May/June.

How do I locate participating vision providers in the Davis Vision plan?

Visit Davis Vision for vision providers. Select "Member" and then enter client code 4228 for the Fashion Excellence Plan or 4583 for the Designer Gold Plan.

I just had an eye exam in March. Can I get another one in July since it is the start of the new plan year?

No, current participants that will continue with the program will have to wait one year from the date that services were last obtained. So if you had an eye exam in March 2017, you will not be eligible for another one until March 2018.

If I am going to cover two children, can I elect the Individual plus spouse or child option?

No, you must elect the family coverage option. Individual plus spouse or child refers to you and only one member of your family.

Life Insurance and Accidental Death & Dismemberment (AD&D)

What is the difference between Life Insurance and AD&D (Accidental Death & Dismemberment)?

Life insurance is insurance for death due to natural causes (e.g. heart attack, stroke), whereas AD&D is insurance for death due to accidents (e.g. car accident).

Does the University provide Life Insurance and Accidental Death and Dismemberment to its employees?

The University provides basic life insurance and Accidental Death and Dismemberment (AD&D) to its employees. The basic coverage is 1x your salary up to the maximum of $50,000. If 1x your salary happens to be more than $50,000, your basic life insurance and AD&D is capped off at that amount.

Can I elect optional life insurance and/or AD&D?

You can elect optional life insurance and/or AD&D during open enrollment or if you have a Change in Status. It is possible that you will have to complete an Evidence of Insurability (EOI) to be approved for optional life insurance by Aetna. An EOI does not need to be completed for additional AD&D.

I am currently not participating in optional life. Can I elect it now?

You can elect optional life insurance during open enrollment or if you have a Change in Status, but you will be required to fill out Evidence of Insurability (EOI).

Note: If you are currently a participant, you can increase an additional one times (1x) base pay for each open enrollment without EOI, up to the guarantee issue limit of $500,000.

What if I do not want to fill out the medical history statement, or I did fill it out and I was not approved? Does that mean I cannot get additional life insurance?

If you do not want to fill out the medical history statement or you did fill it out and were not approved, you cannot elect additional coverage. You can elect an additional one times (1x) your salary every year with open enrollment only if you already have coverage. If you only had the basic level, you will always need to submit EOI for any addtional elections, unless otherwise noted. For example, if you have an additional 1x already elected, then for this year's open enrollment you can elect 2x additional life insurance without EOI. You can increase one level each year until reaching the guarantee issue limit of $500,000. Any increase beyond that amount will require EOI.

I know that I can purchase additional life and/or AD&D, but how much is it going to cost me?

The additional life insurance is age-graded, meaning the older you are, the more it is going to cost you. Please keep in mind that you may need to complete a medical history statement before you are approved for additional life insurance. The AD&D is not age-graded. The cost for additional AD&D is .02/$1000. An employee can elect between 1x-6x their salary for additional life insurance and/or AD&D. The equation to determine the cost of the additional life insurance is as follows:

Take for example an employee who is age 42 and has an annual salary of $25,000. This employee would like to have a total of $75,000 in additional life insurance, which would be 3x his/her salary. You will need to locate your age-graded rate from the following chart.*

25,000 X 3 = 75,000
75,000/1000 = 75
75 X .132* = $9.90/month
For additional AD&D using the same example, replace the age-graded rate with .02
75 X .02 = $1.50/month

What is Dependent Life Insurance?

Dependent Life Insurance is insurance to cover your dependents (spouse and children). If your dependent(s) were to pass away, you as the employee would be the beneficiary.

I am currently not participating in Dependent Life Insurance. Can I elect it now?

You can elect dependent life insurance during open enrollment or if you have a Change in Status. However, your spouse/partner will be required to fill out Evidence of Insurability.

Education Benefits

I’m an employee at the University. Do my education benefits go through your office?

If you are a staff member, your education benefits are administered through the Benefits Department. If you are a faculty member or research associate, the education benefits are administered through Faculty Records. Their phone number is 412-624-4232 and they are located in G39 in the Cathedral of Learning.

My child is taking undergraduate classes at the University. Do I need to submit any forms so that they can receive the education benefit?

If you are a staff member, you will need to download and complete the Request for Education Benefits Form from our forms web page. THIS FORM MUST BE SUBMITTED WITH A COPY OF THE FIRST PAGE OF YOUR 1040 FORM. IF THE 1040 IS NOT ATTACHED, YOUR REQUEST WILL NOT BE PROCESSED. These forms can then be mailed, faxed, or dropped off to the Benefits Department.

Can my child take graduate level classes at the University and receive the education benefit?

No, as a staff member, your child is only eligible to receive education benefits for the first baccalaureate degree.

I’m a staff member and my spouse/partner would like to take classes at Pitt. What forms do I need to submit for the education benefit?

You will need to download and complete the Request for Education Benefits Form from our forms web page. THIS FORM MUST BE SUBMITTED WITH A COPY OF YOUR MARRIAGE CERTIFICATE. IF YOUR MARRIAGE CERTIFICATE IS NOT SUBMITTED, YOUR REQUEST WILL NOT BE PROCESSED. These forms can then be mailed, faxed, or dropped off in person to the Benefits Department.

My child is looking into the Tuition Exchange Program. Will he/she receive education benefits for that program?

Any questions that you have about this program will need to be directed through the Office of Admissions and Financial Aid at 412-624-7192. We do not administer this program through the Benefits Department.

Retirement Savings

What does “vesting” mean?

Vesting refers to your right as the employee to receive the retirement benefit from the University, regardless of whether or not you remain employed at the University of Pittsburgh. In other words, vesting is referring to how long you have to be participating in a Pitt retirement plan in order to keep your University benefit. The Vesting Period under the Defined Contribution Program (Contributory Program) is approximately three years with a 1000 or more hours worked each calendar year. An individual is credited with 190 hours each month regardless of percent of effort and must be contributing to accrue vesting. Anything that you contribute in this program is yours to keep whether or not you remain working here at the University. The Vesting period under the Noncontributory Defined Benefit Pension Program is five years with 1000 or more hours of participation in each calendar year.

I’m vested in the contributory program, what does that mean?

If you’re vested in the contributory program, the University match increases from 100% to 150%, you can move the University match out of TIAA into Vanguard if you would like to and the University’s portion becomes portable should you decide to leave Pitt.

How can I change the amount that is deducted from my paycheck for retirement, start or stop a supplemental account (SRA), change allocation between investment companies?

All changes must be made through the University Web Portal at my.pitt.edu. For questions on how to get started please contact the Benefits department at 412-624-8160, or review the Online Enrollment Guide for step-by-step enrollment instructions.

How can I set up a one-one-one session with a representative from the investment company?

One-on-one sessions with a representative from TIAA can be scheduled directly with the investment company. The company holds individual one-on-one sessions on campus, as well as offering telephone counseling sessions.

Can I only make changes to my retirement contributions during open enrollment?

No, you can change the amount that is being deducted from your paycheck on a monthly basis.

Please note: Due to IRS regulations as well as University policies, the online elections are ALWAYS due to be on record the month prior to when you want to make the change. For example, if you would like to make a change for 6/1, the change must be on record by 5/31. You will see the change reflected in your 6/30 paycheck. You can change the funds that you are invested in on a daily basis directly with TIAA.

How can I change the amount that is deducted from my paycheck for retirement, start a supplemental account, or change the tax status of my contribution?

An Online System through the University Portal is available to you 7 days a week, 24 hours a day.

For your contribution election to be effective for any given month, you must enter the election prior to the start of the pay period for that month.

  • Log into the University Portal, at my.pitt.edu
  • Click on the “My Resources” tab
  • Select “Human Resources” from the drop-down list
  • Select “Retirement Savings Plan Access” located on the right side of the screen
  • Select orange “Manage Elections” button

If you need assistance to log into the portal, call the Technology Help Desk at (412) 624-HELP (4357). 

If you need assistance to make your election, contact the Retirement Plan Call Center at 800-682-9139.

How can I change the funds within the investment company?

You will do this on the “Retirement Savings Plan Access page” under the “My Account” section. If you need assistance to make your election, contact the Retirement Plan Call Center at 800-682-9139.

Leaving the University

I’m thinking about leaving the University. Can I continue my health insurance?

Yes, you can continue your same health insurance through COBRA for a time period after you leave, which is administered through UPMC BMS.

Review more information about COBRA.

Is the cost still the same as I pay now as an active employee?

No, you will have to pay the portion that the University paid towards your medical insurance while you were an active employee. The dental and vision prices are the same as that of an active employee. However, there is a 2% administrative charge applied to each premium rate for medical, dental, and vision.

How do I get information to sign up for COBRA when I leave the University?

You will automatically receive information for COBRA within 2-3 weeks after you leave the University. The coverage is retroactive to the date when your coverage under the University stopped. Please make sure to leave an updated address with either your department or payroll, so that you receive the information.

What happens to my retirement?

You have one of three options in regards to your retirement:

  1. You can roll your retirement over to another 403b/IRA plan at your new employer. To do this, you can contact the investment company directly to get the necessary forms. TIAA: 1-800-842-2776 Vanguard: 1-800-523-1188
  2. You can leave your retirement where it is in the investment company and withdraw it when you go to retire.
  3. You can withdraw it as cash, but you will receive Severe Tax Penalties for doing so because your retirement was deducted on a pre-tax basis when you were an active employee.

Flexible Spending Accounts (FSA)

What is the Health Care Flexible Spending Account?

A Health Care Flexible Spending Account allows you to put aside pre-tax dollars to pay for predictable health care expenses.

How much can I contribute to the Health Care Flexible Spending Account?

The minimum contribution is $10 per month and the maximum contribution is $216.67 per month ($2,600 per plan year). If you are a faculty member on a less than annual contract, you can contribute a maximum of $325.00 per month for eight months.

What types of expenses are covered under my flexible spending health care account?

A few examples include deductibles and copayments. For a more complete listing, please see our eligible expenses for flexible spending accounts, Qualifying Health Care FSA Expenses.

I never received or lost my MyFlex Advantage MasterCard. How can I get a new one?

Please contact UPMC Health Plan directly or log on to their website at www.upmchealthplan.com. They manage the flexible spending accounts for the University of Pittsburgh.

I only have a flexible spending dependent care account. Why can't I use my MyFlex Advantage MasterCard for that?

The MyFlex Advantage MasterCard can only be used for flexible spending health care accounts. Government regulations do not permit the use of a card for dependent care accounts. We apologize for any inconvenience, it is the government’s policy, not the University’s policy. You will have to file a claim form for a flexible spending dependent care account.

How can I get a claim form to file for my dependent care account?

Download a claim form by logging into your UPMC Health Plan Member Portal, or by calling UPMC Health Plan Member Services at 1-888-499-6885. The form includes instructions for completing the form.

Can I change my contributions?

You cannot increase or decrease your contributions during the plan year unless you experience a qualifying status change. It is very important to plan your contributions carefully.

Can I cancel my participation in the program?

No, you would only be able to cancel your participation if you experience a qualifying status change; otherwise you will have to wait until the next Open Enrollment period to cancel your Health Care Flexible Spending Account.

What if I don’t use all of my contributions?

The IRS has modified the use it or lose it rule for the Health Care Flexible Spending Account. Starting with the 2014-2015 plan year, you will be able to carryover up to $500 of unused contributions annually. The carryover does not count against the $2,600 contribution maximum.

Can I still rollover up to $500 even if I do not elect a Health Care Flexible Spending for the following plan year but I have money left?

Yes. You will still have access to that money the following year. If funds are still available, up to $500 will be put into an active account for the new plan year. This will happen automatically. Even if you terminate your contributions, you will still have an active Health Care Flexible Spending Account.

Is there still a grace period?

Due to the IRS modifications of the use it or lose it rule, there will no longer be a 2.5 month extension beginning with the 2014-2015 plan year. Instead, you will be able to carryover up to $500 of unused contributions.

What happens to the funds that are not claimed?

These funds are forfeited and remain in trust to be used only for the operating costs of the flexible spending program.

Can I elect a Health Care Flexible Spending Account (FSA) if I did not elect the medical, vision and/or dental insurance?

Yes, you can elect a Health Care Flexible Spending Account even if you did not elect medical, vision and/or dental insurance.

Can I use a Health Care Flexible Spending for my spouse/partner and/or dependents health care expenses?

Yes, you can use the Health Care Flexible Spending Account for your spouse/partner and/or dependent's health care expenses.

What is the Dependent Care Flexible Spending Account?

The Dependent Care Account reimburses dependent care expenses necessary while you (and your spouse) are working, looking for work, or attending school full time.

How much can I contribute to the Dependent Care Flexible Spending Account?

The minimum contribution is $10 per month and the maximum contribution is $416.67 per month ($5000 per plan year). If you are a faculty member on a less than annual contract, you can contribute a maximum of $625 per month.

What types of expenses are covered under my Dependent Care Flexible Spending Account?

A few examples include day care and summer day camp. For a more complete listing, please see our list of eligible expenses for flexible spending accounts, Dependent Care.

Can I change my contributions?

You cannot increase or decrease your contributions during the plan year unless you experience a qualifying status change.

Can I cancel my participation in the program?

No, you would only be able to cancel your participation if you experience a qualified status change; otherwise you must to wait until the next Open Enrollment period to cancel your account.

What if I don’t use all of my contributions?

The Dependent Care Spending Flexible Account has a use it or lose it provision. Any funds that are not used for services and expenses incurred during the Plan Year and are not claimed by the end of the grace period, are forfeited.

How long is the grace period?

You have 180 days from the end of the Plan Year to submit claims for reimbursement.

What happens to the funds that are not claimed?

These funds are forfeited and remain in the University's account to be used only for the operating costs of the flexible spending program.

Prescription Coverage

What is Generic First?

When a generic equivalent of a brand drug is available, a pharmacist will dispense the generic equivalent.

If you choose not to accept the generic equivalent and elect a brand name drug, you will be responsible for the preferred brand copayment PLUS the cost difference between the generic and brand drugs.

How does Generic First work?

If you are currently taking a brand name drug that has a generic equivalent available, you do not have to do anything. If you choose, you can continue taking the brand name drug at the preferred brand copayment.

If your doctor writes a new prescription for you that is not listed in the Your Choice Pharmacy brochure, your pharmacist will automatically dispense the generic equivalent. If it does not work, your doctor will need to complete a prior authorization for the brand name drug.

What if I can’t take a generic?

If there is a medical reason why you cannot take a generic equivalent of a brand drug, your physician can request a medical exception from UPMC Health Plan.

What if I have a new prescription for a non-sedating antihistamine?

You will have to try over-the-counter version first. If it does not work, your doctor will need to complete a prior authorization for the brand name drug.

Where can I get a list of the preferred and non-preferred brands?

For information on pharmacy plans you can go to UPMC Pharmacy Services or call 1-800-396-4139.

Leaves of Absence

I have questions about taking a leave of absence, do I need to contact the Benefits Department directly?

If you are a staff member, please contact our office directly at 412-624-8160. If you are faculty, please contact faculty records directly at 412-624-4232.

I’m a staff member, can I get the paperwork for a Family Medical Leave online?

Yes! You can access MetLife, the University's FMLA administrator, online by logging into my.pitt.edu using your University username and password. Click the "My Resources" tab at the top of the page, then select "Human Resources." Select the "MetLife MyBenefits" link from the list on the right side of the page. You can also contact MetLife by phone at 1-888-777-7418 to initiate a claim.

Payroll Deductions

I thought that my medical insurance was only supposed to cost me (fill in the blank here with whatever amount you thought was supposed to be deducted). Why is it costing me more under my pre-tax deductions?

Because you get a $50 benefit credit under Earnings that you need to subtract off of the amount that is showing under your pre-tax deductions. This is the amount that your medical insurance is actually costing you out of your pocket. If you are union and are receiving biweekly paychecks, your medical insurance premium is split between both of your paychecks, as well as your benefit credit. In other words, if you are union then your benefit credit should be listed as $25 under earnings.

I used to have a benefit credit listed on my paycheck, where did it go?

The monthly benefit credit for individuals enrolled in coverage is now reflected in the employer contribution portion of the medical insurance premium. Individuals who do not elect coverage will receive a $50 monthly benefit credit in their paycheck.

Short-Term Disability (STD)

If I am a "less than 12-month employee," am I eligible to file a claim during the time when I am not scheduled to work?

Yes. Claims will be processed and, if approved, paid throughout the year, whether or not you are scheduled to work. The claim will be calculated on the basis of annual salary divided by 52 weeks.

If I am under a short-term disability claim, and then return to work and find that I need to be off again for the same condition, are these two periods cumulative? Am I again required to satisfy an elimination period?

If a disability for which benefits were payable ends but recurs because of the same or related causes no more than 90 days after the end of the prior disability, it will be considered a resumption of the prior disability. Under these circumstances there is no need to satisfy another elimination period.
A disability which recurs 91 days or more after the end of a prior disability is subject to a new elimination period and a new maximum benefit period.

Is a job held open while receiving benefits under the short-term disability plan?

For a classified staff employee, the University will make every reasonable effort to hold open his or her position during the time he or she is collecting payments under the short-term disability plan. If there is a compelling business reason to replace the individual and fill the position, recruiting for and filling the position will require the approval of the Associate Vice Chancellor for Human Resources or his/her appointed designee.

If I meet the eligibility requirements for the short-term disability insurance coverage and then terminate my employment with the University, will I be required to meet a six-month eligibility period again if I am rehired at the University?

Yes. A rehire after termination has the requirement to meet a six-month eligibility period.

There may be one exception if the reason for termination was the elimination of a position and return is within 365 days. This also applies to a position elimination that takes place while a member of the classified staff is on Short-Term Disability.

Who is eligible to participate in the STD Plan?

All ACTIVE regular full-time and regular part-time classified staff who work at least 50% effort and have worked for the University for at least 6 months in a regular position are eligible to participate in this plan. If you are a union employee, check your contract for eligibility.

When does coverage become effective?

You are eligible for the short-term disability plan after you have completed 6 months of employment with the University. You must be actively at work on the effective date of coverage. 

What is the elimination period?

It is a period of continuous disability which must be satisfied before you are eligible to receive short-term disability benefit payments. The elimination period begins on the day you become disabled and lasts thirty (30) calendar days for classified staff. The amount of working days in this period will vary from 20 to 23, depending on the length of the month.

What is the definition of "disabled"?

"Disabled" means that you are unable to perform all the material duties of your job, not doing any work for payment, and under the regular and continuing care of a physician.

Am I required to use sick days while I am not working? Vacation Days? Personal Holidays?

You are required to use your accrued sick days up to a maximum of 12 weeks under the University's policy for FMLA leave. This may require you to use up to a maximum of 60 sick days (if they are available) to cover the FMLA period (12 weeks X 5 days).

If you are not eligible for an FMLA leave, you must still use your accrued sick days.

You are not required to use accrued vacation days or personal holidays during your disability. However, you may choose to use these days in lieu of short-term disability benefit coverage, if you desire.

FMLA (Use up to 60 accrued sick days)
Day 1 - 30 Day 31 - 120 Day 121 (26th Week)
Elimination Period Short-Term Disability Benefit Coverage Begins Long Term Disability Coverage Begins

What amount of Short-Term Disability benefit will I receive?

Once the elimination period is satisfied, and you have used the required sick days , you are eligible to receive a weekly benefit equal to 60% of your basic weekly salary (calculated from your monthly earnings) up to a maximum benefit of $1,500 per week.

How long will I receive the Short-Term Disability benefit?

Short-term disability benefit payments begin after the 30th calendar day (4 weeks) of coverage and continue for the duration of the disability to a maximum of 26 weeks. The illustration below shows how the duration of the short-term disability works:

FMLA (Use up to 60 accrued sick days)
Day 1 - 30 Day 31 - 120 Day 121 (26th Week)
Elimination Period Short-Term Disability Benefit Coverage Begins Long Term Disability Coverage Begins

If you are unable to return to work at the end of the short-term disability coverage period, you may be eligible for long term disability coverage pending approval from your physician and the insurance carrier. If this is the case, you would experience continual coverage through your disability. For maternity leaves - check the New-Parent/Parent-to-Be page for more information.

When and how do I file a claim?

Short-term disability claims must be filed immediately after a disabling injury or illness ocurs. You must contact MetLife to initiate a claim. This can be done by phone by calling MetLife at 1-888-777-7418 or you can file online by logging into my.pitt.edu using your University username and password. Click the "My Resources" tab at the top of the page, then select "Human Resources." Select the "MetLife MyBenefits" link from the list on the right side of the page.

What is excluded from benefit coverage?

Short-term disability benefits are not paid for any period of disability caused by an intentionally self-inflicted injury, an act of war, commission of or attempt to commit a felony, or sickness or injury for which workers' compensation benefits are paid.

Also, short-term disability benefits are not paid for days during the period of disability used as sick days, personal holidays, or vacation days.

Who pays for short-term disability coverage?

The University pays for the entire cost of your short-term disability insurance.

Who is the claims administrator of this plan?

The processing of claims associated with short-term disability plan will be administered by MetLife, the current claims administrator of the University's long term disability plan. MetLife can be reached at 1-888-777-7418.

What happens to my enrollment in other benefits while I am on short-term disability leave?

You may elect to continue participation through the University for your insurance benefits. If you elect to continue your insurance benefits, your share of the premium costs will continue to be deducted from your paycheck.

What if I need additional information?

If you have additional questions regarding your short-term disability coverage, please call the Benefits Department at 412-624-8160.

Form 1095-C

What is a Form 1095-C?

The Affordable Care Act, or Obamacare, includes both the individual mandate and the employer mandate. The individual mandate requires that most Americans have qualifying healthcare coverage or potentially face a fine. The employer mandate requires employers with 50 or more full-time equivalent employees to offer healthcare coverage to their full-time employees or potentially face a fine. Much like the Form W-2 is used to determine whether or not you owe taxes, the IRS will use the information reported from your Form 1095-C to determine whether you (or your employer) may have to pay a fine for failing to comply with the Affordable Care Act.

Who receives a Form 1095-C?

Any employee who was full-time (worked an average of 30 or more hours per week) or who was enrolled in their health insurance plan in 2016.

Why did I get a Form 1095-C?

If you were full-time (worked an average of 30 or more hours per week) or were enrolled in health insurance through the University of Pittsburgh’s employer group health plan at any time during 2016, you may receive a 1095-C.

Why did I get more than one Form 1095-C?

If you worked at more than one company, you may receive a 1095-C from each employer.

Why didn’t I get a Form 1095-C?

If you were not full-time (worked an average of 30 or more hours per week) and were not enrolled in health care coverage through the University of Pittsburgh at any time during 2016, you should not receive a 1095-C. You may also not receive a 1095-C if you were not the primary insured.

Will I be fined if I did not receive a Form 1095?

If you don’t have qualifying health insurance, in some cases you can claim a health care coverage exemption. You can use the IRS Health Coverage Exemptions Form 8965 to find out if you qualify. Please visit www.irs.gov or www.healthcare.gov to learn more.

When will I get my Form 1095-C?

Form 1095-C’s for the University of Pittsburgh employees for the 2016 tax year are to be mailed in February 2017. If you believe you should have received a Form 1095-C but did not, please contact the University of Pittsburgh’s Benefits Department at hr-benque@pitt.edu.

What should I do with my Form 1095-C?

 When you receive your 1095-C, keep it for your records.

What information is on the Form 1095-C?

There are three parts to the form:

  • Part 1 reports information about you and your employer.
  • Part 2 reports information about the coverage offered to you by your employer, the affordability of the coverage offered, and the reason why you were or were not offered coverage.
  • Part 3 reports information about the individuals covered under your plan, including dependents.

How will the Form 1095 impact my taxes?

If you do not have health care coverage and do not qualify for an exemption, you may be subject to a fine when you file for your 2016 tax return. Or, if there’s a discrepancy in the information that you and your employer report to the IRS about the health care coverage offered to you, your tax return may be delayed.

Can I file my tax return if I have not received a Form 1095-C?

If you and your entire family were covered for the entire year, you may check the full-year coverage box on your return. If you or your family members did not have coverage for one or more months of the calendar year, you may claim an exemption or make an individual shared responsibility payment. 

You will not need to send the IRS proof of your health coverage. However, you should keep any documentation with your other tax records. This includes records of your family’s employer-provided coverage, premiums paid, and type of coverage.

What is the difference between a 1095-A, 1095-B, and 1095-C?

The forms are very similar. The main difference is who sends the form to you. The entity that provides you with health insurance will be responsible for sending a Form 1095.

  • You will receive a 1095-A if you were covered by a federal or state marketplace (also called an exchange)
  • You will receive a 1095-B if you were covered by other insurers such as small self-funded groups or employers who use the Small Business Health Options Program (SHOP) 
  • You will receive a 1095-C if you were covered by your employer

If I am a student worker, will I receive a Form 1095-C?

Any student employee who was full-time (worked an average of 30 or more hours per week) or who was enrolled in the student health insurance plan in 2016 may receive a Form 1095-B from UPMC Health Plan. Because the IRS extended the mailing deadline for Form 1095-B’s, UPMC Health Plan will be mailing the forms to subscribers by March 2, 2017.

What if I need to request a duplicate copy of my 1095-C?

You can print a duplicate copy of your 1095-C through the secure website http://www.mytaxform.com. Review printing instructions.

What if I have questions?

If you have additional questions about your Form 1095-C, please contact the University of Pittsburgh’s Benefits Department at hr-benque@pitt.edu. You may also visit www.irs.gov or www.healthcare.gov to learn more.

Also, if you’re not sure what the codes on the document mean, please visit www.mytaxform.com/form-1095-decoder for an interactive Form 1095-C Decoder to learn more.


Clearances & Training

Child Protection Clearances

How do I report suspected child abuse that has any connection to the University?

Anyone affiliated with the University who has reasonable cause to suspect child abuse, including but not limited to sexual abuse, shall make an immediate and direct report to ChildLine either electronically at compass.state.pa.us/cwis or by calling 1-800-932-0313. Immediately thereafter, the individual must also make an immediate and direct report to the University Police or the Office of General Counsel. Retaliation is strictly prohibited against anyone who makes a good faith report of suspected child abuse or who participates in a related investigation. Visit keepkidssafe.pa.gov/ for more information.

What are key phone numbers I should be aware of for reporting child abuse?

Phone Numbers:

  • PA Department of Human Services ChildLine for Abuse Reporting: 1-800-932-0313
  • University Police: 412-624-2121
  • Office of General Counsel: 412-624-5674
  • Off-Campus Emergency: 911

What is the definition of a "child" for purposes of reporting suspected child abuse?

An individual under 18 years of age.

Where can I receive training on preventing, recognizing, and reporting child abuse?

If you will have direct contact with children, the University recommends that you are trained on the protection of children. One place you may receive training on recognizing and reporting child abuse is through reportabusepa.pitt.edu. The PA Department of Human Services collaborated with the University’s School of Social Work, Pennsylvania Child Welfare Resource Center in developing this free, publically available training program. Moreover, the PA Department of Human Services and each county agency will conduct a continuing publicity and education program for the citizens of this Commonwealth aimed at the prevention of child abuse and child neglect. The Department of Human Services will provide information related to the recognition and reporting of child abuse on its website in forms; including, but not limited to, printable booklets and brochures, educational videos, and internet-based interactive training exercises. For more information from the Department of Human Services on training requirements and services, visit keepkidssafe.pa.gov/training/index.htm.

Who must obtain and submit child protection clearances?

A. Relevant Definitions

  • "Child." An individual under 18 years of age
  • "Direct contact with children." The care, supervision, guidance or control of children or Routine Interaction with children.
  • "Direct volunteer contact." Care, supervision, guidance or control of children and Routine Interaction with children.
  • "Exception." An employee of an institution of higher education whose direct contact with children, in the course of employment, is limited to either:
  1. Prospective students visiting a campus operated by the institution of higher education;
  2. Matriculated students who are enrolled with the institution and not also enrolled in a secondary institution. 
  • "Matriculated Student." A student who is enrolled in an institution of higher education and pursuing a program of study that results in a postsecondary credential, such as a certificate, diploma or degree.
  • "Routine Interaction." Regular and repeated contact that is integral to a person’s employment or volunteer responsibilities.

B. Minimum Legal Requirements

The Pennsylvania Child Protective Services Law permits more stringent requirements than the minimum required by law, and the University may exceed these minimum requirements as it deems necessary and appropriate.

C. New University Employees and Appointees

Prior to commencement of employment or appointment, new employees and appointees who will have “direct contact with children” not subject to the “Exception” must satisfactorily obtain and present directly to Human Resources the following three child protection clearances:

  1. Pennsylvania Department of Human Services Child Abuse History Clearance
  2. Pennsylvania State Police Criminal Record Check
  3. FBI Criminal Record Check

The State has posted information on how to obtain these three clearances. Additional information can be found from the Office of Human Resources. Under limited circumstances, a new employee or appointee who has applied for, but not yet received, all three clearances may be allowed up to a 90 day provisional work/appointment period pending receipt of the clearances if certain strict requirements are met. Please consult with Human Resources about the necessary requirements for a provisional period.

D. Current University Employees and Appointees

By law, by no later than December 31, 2015, all current employees and appointees who have “direct contact with children” not subject to the “Exception” must satisfactorily obtain and present to Human Resources the following three child protection clearances:

  1. Pennsylvania Department of Human Services Child Abuse History Clearance
  2. Pennsylvania State Police Criminal Record Check
  3. FBI Criminal Record Check

Moreover, on an ongoing basis, current employees and appointees who previously did not need the clearances will need to satisfactorily obtain and present them to Human Resources if their work/appointment will now result in “direct contact with children” that is not subject to the “Exception.” For example, clearances will be required from an employee who did not previously need to obtain them if the employee is reassigned to a new human research subject study involving children, has a high school student enroll in his or her course, or participates in a summer camp/mentoring program involving children.

E. Activities Involving Direct Contact with Children

  1. Registration - Responsibility Centers are required to register with Human Resources any camp, clinic, program or similar activity (“Activity”) that may result in “direct contact with children,” including Activities owned and operated by the University as well as Activities occurring on our campuses owned or operated by a third party other than the University. This includes, but is not limited to, registration of camps, mentoring programs or academic programs that permit children enrolled in elementary or secondary schools to participate in educational programming, such as research experiences. Upon registration of the Activity, Human Resources will provide additional instructions to the Department/Responsibility Center regarding preparing a roster of Activity employees and volunteers as well as instructions for obtaining, reviewing and submitting all required child protection clearances for the Activity.
  2. Activity Volunteers - If you are an unpaid volunteer at an Activity as defined in the “Registration” section immediately above (“Volunteer”) and you will be responsible for the child’s welfare or have “direct volunteer contact” with children, you must have the: (1) Pennsylvania State Police Criminal Record Check, (2) Pennsylvania Department of Human Services Child Abuse History Clearance, and (3) FBI Criminal Record Check. Direct Volunteer Contact is defined as the care, supervision, guidance OR control of children and “Routine Interaction” with children. A limited exception exists whereby, under certain conditions, volunteers who have lived in Pennsylvania for the past 10 years do not need to obtain the FBI Criminal Record Check. Please consult with Human Resources about the necessary requirements to invoke this exception.

F. Portability/Age of Valid Clearances

  1. Employees and Paid Appointees – By law, new and current employees and paid appointees may use clearances that are less than 60 months old and that were not obtained for volunteer service. However, all employees and paid appointees who use clearances less than 60 months old that were originally obtained for another employer must also sign a disclosure statement to swear or affirm that they have not committed a disqualifying offense. 
  2. Unpaid Volunteers and Unpaid Appointees – The law permits unpaid volunteers and unpaid “volunteer” appointees to use clearances that are less than 60 months old regardless of whether the clearance was previously obtained for the purpose of employment or volunteer service. However, prior to commencement of service, an individual who relies upon a clearance originally obtained for another entity must sign a disclosure statement to swear or affirm that they have not committed a disqualifying offense. 

G. Recertification

Clearances for anyone who is required to have them must be renewed every 60 months from the date of the individual’s oldest certification.

H. Vendors

Requirements for service vendors and contractors of the University, if any, depend upon the individual facts and circumstances and are addressed in the individual contracts with such vendors and contractors. Questions should be directed to the Office of General Counsel.

What child abuse records or criminal convictions constitute grounds for denying employment, appointment or volunteer service for individuals with "direct contact" or "direct volunteer contact" with children?

Employment, appointment or volunteer service must be denied if the Department of Human Services has verified that the individual is named in the statewide database as the perpetrator of a founded report of child abuse committed within the past five-years. In addition, an individual is disqualified from employment, appointment or volunteer service if the State Police or FBI Criminal Record checks indicate that the individual has been convicted of one or more of the following offenses under Pennsylvania law or an offense similar in nature under Federal law, the law of another state or the law of any other foreign or domestic jurisdiction:

(1) An offense under one or more of the following provisions of Title 18 of the Pennsylvania Consolidated Statutes:

A. Chapter 25 (relating to criminal homicide).

B. Section 2702 (relating to aggravated assault).

C. Section 2709.1 (relating to stalking).

D. Section 2901 (relating to kidnapping).

E. Section 2902 (relating to unlawful restraint).

F. Section 3121 (relating to rape).

G. Section 3122.1 (relating to statutory sexual assault).

H. Section 3123 (relating to involuntary deviate sexual intercourse).

I. Section 3124.1 (relating to sexual assault).

J. Section 3125 (relating to aggravated indecent assault).

K. Section 3126 (relating to indecent assault).

L. Section 3127 (relating to indecent exposure).

M. Section 4302 (relating to incest).

N. Section 4303 (relating to concealing death of child).

O. Section 4304 (relating to endangering welfare of children).

P. Section 4305 (relating to dealing in infant children).

Q. A felony offense under section 5902(b) (relating to prostitution and related offenses).

R. Section 5903(c) or (d) (relating to obscene and other sexual materials and performances).

S. Section 6301(relating to corruption of minors).

T. Section 6312 (relating to sexual abuse of children).

U. The attempt, solicitation or conspiracy to commit any of the offenses set forth above.

(2) A felony offense under the act of April 14, 1972 (P.L. 233, No. 64), known as “The Controlled Substance, Drug, Device and Cosmetic Act” (35 P.S. 780-101 et seq.) committed within the past five years.

Must employees, appointees and volunteers who have direct contact with children report new arrests, convictions or substantiated child abuse?

Yes. The law requires an employee, appointee or volunteer who has direct contact with children to provide written notice within 72 hours of any arrest or conviction that would constitute grounds for denying employment or participation in a program, activity or service, or who is named as a perpetrator in a founded or indicated report of child abuse. A list of the offenses that would constitute grounds for reporting an arrest or a conviction is listed under the answer to the question immediately above. Any written reports should be submitted to: Robert W. Hartman, Assistant Vice Chancellor, Employee Relations, Office of Human Resources, University of Pittsburgh, 502 Craig Hall, 200 S. Craig Street, Pittsburgh, PA 15260 (robertwh@pitt.edu).

If I am a student, must I have child protection clearances?

As a general rule, students do not need to obtain child protection clearances. However, student volunteers who have “direct volunteer contact” with children and student employees who have “direct contact with children” are subject to the same child protection clearance requirements as other volunteers and employees except as noted below for student volunteers. Moreover, students who will have “direct contact” with children in connection with their academic program, such as student teachers in an elementary or secondary school, will be required to obtain child protection clearances. Students should refer to their school or departmental requirements that are usually found in the school’s student handbook.

By law, a student volunteer does not have to obtain the clearances if all the following apply:

  • The student is currently enrolled at the University
  • The student is not a person responsible for the child’s welfare
  • The student is volunteering for an event that occurs on campus
  • The event is sponsored by the University
  • The event is not for children who are in the care of a child-care service

Who at the University will review and retain employee and appointee clearances?

Human Resources will be responsible for collecting, reviewing and retaining copies of the clearances for employees and appointees. Human Resources will consult with other offices, such as the Office of General Counsel, on an as needed basis depending on the results of the clearances.

Where can I get more information on Pennsylvania’s Child Protective Services Law1 and on how to protect children?

The Pennsylvania Department of Human Services has posted information at keepkidssafe.pa.gov/. The University of Pittsburgh School of Social Work, Pennsylvania Child Welfare Resource Center has posted information regarding child welfare pacwrc.pitt.edu/. Questions about University child protection processes and procedures should be directed to your responsibility center’s administrator or to Human Resources.

1Due to evolving best practices and legal requirements, these compliance guidelines are subject to change with or without notice.


Compensation

Employee Records

What types of Employee Records (ERs) should be sent to the Compensation department for processing?

Compensation processes the following ERs: Annual Increase, Equity Increase, Non-Assignment Period (NAP) changes, Less than 12-month appointment changes, Title changes, and Job Reclassifications. 

Fair Labor Standards Act (FLSA)

What is the Fair Labor Standards Act? 

The FLSA is a federal law that establishes minimum wage, overtime pay, recordkeeping, and youth employment standards for employees.

Does the University of Pittsburgh have to comply with the FLSA?

Yes.

Who is covered under the FLSA? 

Minimum wage and overtime requirements of the FLSA apply to most employees in the United States. However, there are exemptions from the FLSA's requirements that are applicable to many employees working in higher education.

What does “exempt” mean?

This means an employee is "exempt" from the FLSA's minimum wage and overtime requirements. "Exempt" employees in higher education include: 1. Bona fide teachers, such as most faculty members; 2. Licensed doctors (including dentists) who are actually engaged in the practice of medicine; and 3. Individuals who perform certain "exempt" duties and are paid on a salary basis in an amount above the FLSA's minimum salary threshold.

What does “non-exempt” mean? 

This means an employee is not exempt from the FLSA's minimum wage and overtime requirements. In other words, a "non-exempt" employee is eligible for overtime.

What is the FLSA overtime requirement?

Non-exempt employees are entitled to overtime pay for all time actually worked over 40 hours in a work week at a rate of one and one-half time their regular rate of pay.

What is the federal minimum wage?

The federal minimum wage is $7.25 per hour. Individual states may have different minimum wage rates, but the higher of the federal or state rate would apply. Please note: the minimum wage rate of Pennsylvania is currently $7.25 per hour.

Do non-exempt employees need to record their time actually worked?

Yes. To ensure accurate records and payment of all wages due as required by the FLSA, the University requires non-exempt employees to record work time. Information on how to accurately record work time is available through the PRISM TRKS website.

Where may I find more information about the FLSA?

The University electronically posts required workplace notices, including "Employee Rights Under the Fair Labor Standards Act." The University's Office of Human Resources also has additional guidance on the FLSA, including information on how to accurately record work time.

What should I do if I have further questions or need additional information about the FLSA at the University of Pittsburgh?

If you require additional information on FLSA, contact the HR Compensation team at ohrcomp@pitt.edu. For further clarity with any situation, please contact Employee Relations at 412-624-4645.

Is travel time considered compensable time?

If your position requires you to travel away from your regular work site, that time may be considered compensable. Review these guidelines for differences in types of travel and whether it is compensable. The Department of Labor provides additional guidelines on travel and hours worked.

PittSource

I'd like to apply for a job. Where should I go?

Those wishing to apply for a University position, whether full-time, part-time, temporary, student, or otherwise, can apply at PittSource.

Who should I contact for help navigating PittSource?

Staff members with questions about PittSource should email hradsup@pitt.edu or call 412-624-7000 for assistance.

PRISM TRKS

How do I access the self-service menu for PRISM TRKS?

Access PRISM TRKS directly, or:

  • Go to www.my.pitt.edu 
  • Log in using your University log-in credentials
  • Click PRISM TRKS Time on the right hand side
  • Click Time Entry to create and submit a weekly timecard

Where can I learn more about timecards and time keeping?

Information about timecards and time keeping can be found here. Additional information about PRISM TRKS, including educational modules and other requirements can be found on the PRISM TRKS website.

Who should I contact for help about PRISM TRKS?

Staff members with questions about PRISM TRKS should email trks@pitt.edu or call 412-624-7000 for assistance.

Can I delete a week in PRISM TRKS?

Once a timecard is generated, you cannot delete the week. However, you can go in and edit that week to reflect time actually worked.

How do I reassign a supervisor for an employee in PRISM TRKS?

The current supervisor must go into PRISM TRKS – Supervisor and click the link that says Change Manager.

How can I be added as a backup approver in PRISM TRKS?

Your supervisor will need to add you to the Worklist Access in PRISM. Please contact your supervisor for more information.


Employee & Labor Relations

Employee & Labor Relations

How do I file a grievance?

An informal complaint can be made verbally to an employee’s immediate supervisor or department administrator, or to an employee from the supervisor. For formal complaints, please refer to both the ADA Grievance Procedure PDF and the Staff Handbook. After a written complaint has been filed, an investigation will be made and a review hearing will be held in order to resolve the grievance with the employee. For informal complaints, first attempt to discuss the issue with your supervisor or other appropriate department administrator before filing a written complaint.

When should I file a grievance?

The Americans with Disabilities Act prohibits discrimination against qualified individuals with disabilities in the workplace. If you feel that you have not been reasonably accommodated in the workplace or have been denied a previously requested accommodation, or if there is inaccessibility to activities, discrimination, or harassment based on disability, you may file a grievance addressed to the attention of the Employee & Labor Relations department. Please visit the ADA Grievance Procedure PDF for a step-by-step filing process.

How do I know when to take disciplinary action as a supervisor?

If an employee violates a University rule or policy, is not meeting performance requirements, or has engaged in conduct that has affected the workplace, a supervisor may choose to take appropriate disciplinary action. Disciplinary action includes an oral or written warning, a written reprimand, suspension, or dismissal, and can be taken at the discretion of the supervisor.

What does the Discrimination and Harassment Prevention online training course cover?

It is the duty of the entire University community to maintain an environment that is free of harassment and discrimination. In order to achieve that, a one-hour online training course is available to all faculty and staff on the Employee & Labor Relations homepage. This course covers topics including how to identify and avoid discrimination and harassment, reporting wrongful behavior, basic legal considerations, and the University’s policies and procedures.

How do I request an accommodation as an employee with disabilities?

A reasonable accommodation for a faculty or staff member with disabilities is defined as a change or adjustment to a work environment in order to afford an employee the opportunity to perform the essential functions of the job. Essential functions are the duties an employee must be able to perform as part of their job position. If you are in need of a reasonable accommodation, you may request one by contacting your immediate supervisor or the Office of Disability Resources and Services (DRS). Requests will be determined on a case-by-case and will require documentation of the disability from the employee.

How do I apply for Child Protection Clearances?

Child Protection Clearances are required for all new and current employees who will have direct contact with children under the age of 18. These clearances include a Pennsylvania State Police criminal records check, a Pennsylvania Department of Human Services child abuse history clearance, and an FBI criminal record check. Employees must share results of these clearances with the Office of Human Resources immediately after receiving results. Step-by-step instructions and information on how to submit can be found online.

How do I manage employee performance as a manager or supervisor?

As a supervisor, manager, or HR professional, you have the responsibility of ensuring productivity in your employees. This includes ongoing communication, helping employees focus on goals to achieve best workplace practices, and utilizing University resources when appropriate, including disciplinary action, filing grievances, and making accommodations for employees with disabilities. Please visit the Employee & Labor Relations homepage for more performance management tools and resources.

How do I apply for FMLA?

Employees must give 30-days’ notice before the date of the intended FMLA leave, including providing sufficient information to MetLife, the University’s FMLA administrator, to determine if the employee is qualified for FMLA protection. This information may include continuing treatment or hospitalization, a family member unable to perform daily activities, military family leave, or an employee unable to perform job functions. Please contact the Benefits Department for questions about the FMLA leave process or visit the Benefits homepage online.


Learning & Development

Administration Certificate Program

I have taken one or more of the courses prior to this certification program. Do I have to retake?

If you have taken Talent Acquisition: Understanding the Staff Hiring Process at Pitt – for Supervisors, Compensation Administration for Supervisors, Managing Staff Performance: Maximizing Your Staff’s Potential or Family and Medical Leave Act (FMLA) for Supervisors in the last year, you do not need to repeat. A mastery test will be administered to earn a certificate.

I am responsible for the HR function in my department, but do not supervise staff. Can I still earn a certificate?

You are not eligible to earn a certificate because several of the courses are specific to supervisory responsibilities. We are however, happy for you to participate in the following courses if you oversee the HR function: FMLA, PittSource, and Understanding the Staff Hiring Process at Pitt.

When will the courses be offered?

Courses will be offered through the Faculty Staff Development Program (FSDP) on a rotating basis.

How do I sign up for the courses?

Register online through the Faculty & Staff Development Program.

How do I access the Knowledge Mastery Test?

Once you have completed all eight courses, email your completed certificate form to hr-odcont@mail.pitt.edu or fax to 412-624-4781. Your course attendance will be validating and you will receive a link to access the Mastery Test.

Can I use notes from the courses to complete the Knowledge Mastery Test?

Yes!

What if I do not earn 85% on my Knowledge Mastery Test?

You may take the Mastery Test up to two times to achieve 85% without retaking the eight courses. 

What does it mean that my courses need to be validated?

Organization Development will verify your attendance at each course through the sign in sheets at each of the courses, so be certain to sign in!

Do these courses have to be taken in any order?

You can take the courses in any order, however, it would be most helpful for you to complete the Managing Staff Performance: Maximizing Your Staff’s Potential and Understanding Policies and Procedures for Staff Time Off- for Supervisors prior to the Managing Staff Performance: Addressing the Need for Improvement.

How long do I have to complete the certificate?

This is a self-paced program. You track your courses. Take as long as you need to complete.

When will I receive my certificate?

Certificates will be issued in January and July via campus mail to all participants who have passed the Knowledge Mastery Test during the previous six month period.

Do I have to be a supervisor to earn the certificate?

Yes. You need to supervise at least one full-time staff member.

I have questions. Who do I contact?

If you have additional questions about the certificate, please contact Organization Development at 412-624-8044.

How do I register for FSDP courses?

Register for courses via the FSDP registration page.

How do I access lynda.com?

Visit www.lynda.pitt.edu and log in using your Pitt credentials. You may also access it by logging in through the CSSD Lynda website.

What should I expect at the capstone conversation?

The capstone conversation is an informal session where you and others share how you have applied or will apply what you learned in the certificate program. You will be given time in the session to prepare a few minutes of information to share with others in small group discussions.

Faculty & Staff Development Program (FSDP)

How do I know if a class is appropriate for me?

When reading the descriptions of each workshop, each one will include an answer to "Who should attend?" Some workshops require a supervisory level position.

Can I take a class during my regular work hours?

Workshops are scheduled during work hours because they are designed to provide faculty and staff with professional skills to help them be more effective on the job. As with any absence from regular work hours, staff are required to have their supervisor's approval to attend workshops.

Is there a fee for the FSDP workshop?

Workshops are free for faculty and staff unless otherwise indicated in the workshop description.

Is there a record of the FSDP workshops that I have already attended?

Employees with an FSDP registration account can access a list of workshops they have registered for or attended at http://www2.hr.pitt.edu/FSDP/.

Can you provide me with written confirmation of my attendance at a FSDP workshop?

Upon request, OD will send an email confirming attendance at a specific workshop. Simply call 412-624-8044 or submit a request via email to hr-odcont@mail.pitt.edu.

Can my entire department go through a FSDP workshop?

Please contact OD at 412-624-8044 to inquire about the availability of an FSDP workshop for an entire department.

Organization Development

Who can request Organization Development (OD) services?

Any University faculty or staff member can inquire about OD services, however, the initial meeting and subsequent project work will need to include the college, school or department senior leadership.

What is the best way to contact OD?

Call us at 412-624-8044 or submit a request via email at hr-odcont@mail.pitt.edu.

Do you charge for your consulting services?

OD consulting services are provided free of charge to the University colleges, schools and departments. When meetings, training or retreats require travel outside of the Pittsburgh campus, departments will be asked to pay the travel expenses of the OD consultant(s) involved. If OD interventions involve training, there may be a charge for proprietary training materials.

I would like to find a more effective way to evaluate my employees' performance. Where can I find information about this?

OD provides consultation and services on performance management/performance appraisal and has worked with a number of colleges, schools and departments across the University to improve their performance management process. Contact OD at 412-624-8044 to schedule a consultation.

What is the general process and timeline for utilizing OD services?

Once a department requests assistance from OD, a consultation meeting will be scheduled to gather information and assess the needs of the department. Once the services have been identified and agreed upon, OD will then work with the department to construct a project plan. The involvement of the department requesting assistance is vital to the planning process and a successful outcome. Department representatives will need to be involved and available throughout the process. The scope of the project will dictate the time involved.


Talent Acquisition

Applying for Employment

Do I have to fill out an online job application?

Yes. The University of Pittsburgh only accepts online job applications and résumés.

How do I check the status of my application?

You can check the status of your application online. When you login to PittSource.com there is a link that says Your Applications. When you click on this, it shows all of the positions you have applied to as well as a status for each position. It can take from several weeks to a few months to fill a posting because of a typical high volume of applicants. If the department reviews your application and thinks you could be a good fit, they will typically reach out to you to discuss it further.

What does “In Progress” mean on my PittSource account when I apply to a job?

“In Progress” means that a department is still actively recruiting for the position. You may still be contacted to advance through the recruitment process since the job has been neither cancelled nor filled at this point. You should continually check the status of your application for any updates, and if the department reviews your application and thinks you could be a good fit, they will typically reach out to you to discuss it further.

May I apply for multiple positions?

Yes. Your application must be submitted for each position individually, but you may have several applications in process at once.

If a position is posted, does it mean that it is open?

You can check PittSource.com for open positions. All positions are currently accepting applications. If you do not see the position you are interested in, then the department is unfortunately no longer accepting applications. Several new jobs are added every day, so be sure to check the website frequently.

How long are job postings listed on the website?

Job postings are listed on the website for as long as the department is still accepting applications. There isn’t a set time for when positions are taken off the site; the department will take it down when they are content with the quantity and quality of applications. Be sure to apply as soon as you can.

How do I know which job family my skills will match with?

Job Families are specialized groupings of jobs with similar functions, roles, or skills. All staff positions are assigned to a job family during the classification process based on the general roles, functions, and skills needed for that position. 

I have already applied online for positions. Why haven't I heard anything?

The recruitment timeframe can vary for each position. Unfortunately, due to application volume, we are unable to follow up personally with each applicant. Here are a few helpful hints to assist you through your employment search:

  • To ensure that your skills are a match, we highly encourage you to review the minimum requirements for each position prior to applying online.
  • We encourage you to please refer to the Manage Jobs screen in PittSource to view the status for your online application(s). The status of each position will be viewable as "In Progress," "Cancelled," or "Filled."

What if I don't have computer access to apply online?

Please stop by the Office of Human Resources at 100 Craig Hall, 200 South Craig Street, Oakland. Computers are available in the lobby for candidates to apply online.

What if I forget my user name and /or password?

If you forget your username and/or password, please go to PittSource, click Login on the left side, then click "I forgot my username or password." You will be taken to a new screen that will provide directions on how to retrieve your username and/or password online. If you need further assistance, please contact us at 412-624-8150 or empquestions@hr.pitt.edu.

Staff

Can I look for new employment elsewhere at the University while I still hold a current position?

Yes. The University of Pittsburgh values career advancement for all of our current staff. You can find available positions at the University through PittSource.com. Before being considered for and seeking a new position, you must complete twice your provisional period first in your current position.

What is a provisional period?

When staff employees are hired, transfer to a different position, or are promoted, they are subject to a provisional period of employment. The provisional period gives the employee time to learn and adjust to the new position and gives the supervisor, time to evaluate the employee's suitability for the position. This is accomplished by conducting a performance appraisal at the midpoint of the provisional period. If you have any additional questions about your provisional period at the University, please talk to your supervisor or contact the Office of Human Resources.

Can I transfer to a new position within the University if I’m still in my current provisional period?

Before transferring or applying to a new position within the University, you must first complete twice your provisional period. Provisional periods are either 3-month or 6-month periods and include provisional reviews that you will complete with your supervisor. For more information, please visit the policy page.

All-Temps

Can I continue to seek full-time, regular jobs at the University of Pittsburgh while I am working in a temporary position?

All-Temps are encouraged to continue their job searches while working in temporary positions. The experience you are gaining on the temporary assignment with the University helps to build your résumé and familiarize you with the organization, and offers networking opportunities in various Pitt departments.

As an All-Temps employee, is it likely that my current temporary assignment will turn into a regular, full-time job?

A temporary employee may be considered for regular hiring if a staff vacancy exists. Occasionally, departments may specify a temporary assignment to be temp-to-hire, though that does not guarantee that the All-Temps employee will receive an offer for the regular staff position.

Faculty

How do I apply for a Faculty or Research Associate opening at the University of Pittsburgh?

Click on the links above to view all open Faculty and Research Associate openings. From the list of openings, click on the position title to view the position details including a brief job description and instructions on how to apply. Application instructions are specific to each position, and may or may not include a deadline.

How can I determine if a job that I applied for on the University's faculty website has been filled?

Faculty and Research Associate positions remain on the faculty website until the Office of Diversity and Inclusion has been notified that a job offer has been extended and accepted.

Can my CV be posted on the University's faculty website?

No. The position details will specify the departmental contact to which your CV and references may be sent.

Students

How do I apply for student employment?

Positions for students can be found on PittSource.com. Employment is available on the Pittsburgh campus, as well as at all of the regional campuses. For more information about student employment, visit the How to Find a Position page.

What do I do after I receive a job offer?

If you have already accepted an offer from Pitt for student employment, please visit the What to Do After an Employment Offer page for more details regarding first-time and current Pitt student employment. All additional inquiries can be answered by calling Student Employment within the Office of Human Resources at 412-648-7132 or wpc105@pitt.edu.

Is health insurance available to students?

Health services are available to students through the Student Health Services center on campus. Health coverage is also available to graduate and general students, including dental, vision, and health plans, as well as dental coverage for students who do not have private dental coverage. More information on coverage options and summary guides can be found on the Student section and the Benefits homepage.

How do I change my benefits? What qualifies as a life event?

If you need to change your student benefits because of a life event, you will need to complete all the necessary steps through your My.Pitt account online to submit a life event. Instructions for this can be found on the Changing Your Benefits page. University-recognized life events for students include gaining or losing coverage, birth and adoption, change in marital status, and death of a dependent. Details about each life event can also be found on the Changing Your Benefits page.

I am an international student. Where can I find information on employment and health coverage?

The Office of International Services (OIS) offers services to international students of the Pitt community including employment assistance, health coverage information, and immigration-related services. Please visit their website for a complete list of resources.

How do I apply for a Federal Work Study?

Federal Work Study is awarded to students based on demonstrated financial aid and is limited by availability of funds from the Department of Education. Students may work on-campus or at local and eligible non-profit organizations located in Pittsburgh. Visit the Office of Admissions and Financial Aid online for more information on eligibility, required hours and pay rates, and guidelines.

What is the definition of a minor?

"An individual under 18 years of age." This includes minors who are enrolled in college.

What laws and regulations apply to employment of minors?

As a starting point, minors are covered by the same employment laws and policies that apply to adults. Minors also are protected by the additional requirements of child labor laws and child protection laws. The Commonwealth of Pennsylvania has posted information about state child labor laws and related links here: http://www.education.pa.gov. The federal government has posted information about federal child labor laws and related links here http://www.youthrules.dol.gov/for-employers/index.htm. The University has posted information about child protection laws, including requirements for reporting suspected abuse of a minor, here: http://www.education.pa.gov. While the basic child labor law requirements are summarized below, the above links and the Office of Human Resources-Student Employment should be consulted for more detailed information.

What are some of the basic requirements for employing a minor?

  1. Any employee or appointee who may have "direct contact" with the minor must have satisfactory child protection clearances on file with the Office of Human Resources. The exception would be that if the minor is not enrolled in a secondary institution and is a matriculated student enrolled at the University, child protection clearances would not be required by law, but could be required at the discretion of the hiring department.. These clearances can take some time to get processed, so it is important to start this process well before a minor commences employment. Information on the definition of "direct contact" with children and how to obtain and submit child protection clearances is posted under Clearances & Training on this page.
  2. Any employee or volunteer who may have direct contact with the minor should take the following online child protection training course posted here: www.reportabusepa.pitt.edu.
  3. Minors under the age of 14 may not be employed, except in very limited circumstances (such as delivery of newspapers/caddying) which are unlikely to occur at the University.
  4. A minor is prohibited from performing work in certain establishments or involving certain hazardous duties. Some of these prohibitions vary depending on the minor's age. Information on the duties that are prohibited under state law may be found here: Prohibited Occupations Under the Child Labor Act Information on the duties that are prohibited under federal law may be found here: http://www.dol.gov/whd/regs/compliance/childlabor101_text.htm. Take particular note of the prohibitions against working on certain power driven machines. Also take note of the EH&S guidance on restricted areas posted here: http://www.ehs.pitt.edu/assets/docs/restricted-areas.pdf
  5. A minor's hours of employment are subject to limitations, which vary depending on the minor's age and whether the minor's school is in session. Information on the restrictions on the hours of employment is available here: Pennsylvania Department of Labor and Industry's Abstract of the Child Labor law.
  6. A minor must have a valid work permit. Prior to employing a minor, an employer must verify the original work permit and retain a copy for the employer's records. Information on how a minor may obtain a work permit is available here: http://www.portal.state.pa.us/portal/server.pt/community/child_labor_law/7508. Accordingly, the hiring unit must verify the original work permit, save a copy for the hiring unit's files and forward a copy to the Office of Human Resources - Student Employment along with other onboarding paperwork.
  7. If a minor is under the age of 16, the employer must complete and the minor's parent or legal guardian must sign a "Parental Acknowledgement of Minor's Duties and Hours of Employment" which is available here: LLC-75, Parental Acknowledgement of Minor's Duties and Hours of Employment. The original of this signed form must be retained by the employer with a copy of the work permit. Accordingly, the hiring unit must complete this form, obtain a signature on the form from a parent or legal guardian, retain the original and forward a copy to the Office of Human Resources-Student Employment along with other onboarding paperwork.
  8. Within five days of commencement of employment, the employer (the hiring unit) must provide written notification of the minor's employment and normal hours and duties to the individual who issued the work permit. A copy of this letter must be retained with the work permit and, if the minor is under age 16, with the original Parental Acknowledgment. Accordingly, the hiring unit must timely provide this written notification, retain a copy and forward a copy to the Office of Human Resources-Student Employment.
  9. The employer (the hiring unit) must post the Pennsylvania Department of Labor and Industry's Abstract of the Child Labor law in a conspicuous place in the building or area where a minor works.
  10. The employer (the hiring unit) must maintain certain records regarding minor employees, including:
    • a list of all minors employed by the employer;
    • a schedule of hours of labor of minors, including the maximum number of hours each minor is required or permitted to work each day of the weeks, the weekly total of hours actually worked by each minor, the daily hours for commencing and stopping and for time allowed for meals, and
    • copy of the work permit, original of parental acknowledgment if applicable, copy of written notice of employment and work schedule to individual who issued permit.
  11. Within five days of a minor's termination from employment, the employer (the hiring unit) must provide written notification to the individual who issued the minor's work permit. Accordingly, the hiring unit must provide this written notification, retain a copy and forward a copy to the Office of Human Resources - Student Employment.

May high school students perform services for free in laboratories in order to obtain research experience?

No. Under long-standing policy (University Policy and Procedure 09-09-02), high school students who perform services in a laboratory must be paid employees. The sections of this policy describing requirements/processes for employing minors have been suspended because they do not reflect the latest child labor law requirements that have been summarized in these guidelines. However, the basic requirement in Policy 09-09-02 that high school students who perform services in laboratories must be paid employees of the University is still consistent with the law, and therefore is still in effect. Employment is not required for minors who are not performing services, but rather are participating in bona fide educational programs, such as grant funded summer academies or academic camps, which have been registered (http://www2.hr.pitt.edu/Camp/) with the Office of Human Resources and have been designed consistent with the Department of Labor's test in its fact sheet posted here: http://www.dol.gov/whd/regs/compliance/whdfs71.htm.

What is the process for hiring a minor at the University?

Before any minor may be offered employment, the hiring unit must review these guidelines and the related links. PittSource, the University's automated recruiting system for hiring student employs must be used for all hiring, including the hiring of minors. The hiring proposal process in Pittsourse will require documentation including the unit, building and area where the minor would work, the nature of any hazards in the workplace, the specific duties that the minor would perform, the hourly rate of pay, the proposed weekly and daily work schedule of the minor, the individuals who would have direct contact with the minor and the process for selecting the minor.

Who should I contact for more information about employing minors?

Contact the Office of Human Resources, Student Employment Division at: Stuemp89@pitt.edu or 412-624-7000.


Retirement

Retiring from the University

I’m thinking about retiring from the University, what should I be doing?

Register now for a group information session presented by a Benefits Representative to learn about: retirement eligibility, medical plans, including Medicare options, the University’s defined dollar benefit program, retiree life insurance, and more.

Benefits Upon Turning Age 65

Am I and/or my spouse/domestic partner eligible to continue on the University’s medical plan when I turn 65?

Yes, you continue to maintain your medical benefits as long as you continue to work in a benefits eligible position.

If I continue to work, am I required to sign up for Medicare when I turn 65?

If you are on the University’s group health plan, you can postpone your enrollment in Medicare Part B. You should sign up for Medicare Part A upon turning 65.

What happens to my Medicare enrollment upon retirement if I have postponed enrollment in the past?

You may be eligible to sign up for Medicare during a Special Enrollment Period (SEP) if you were on active University medical coverage beyond the age of 65. You will be required to submit an employer verification form along with you Medicare enrollment, this can be acquired from your local social security office. This form can be completed by a Benefits Analyst in the Office of Human Resources. This form cannot be process until your formal retirement/resignation has been entered in the University’s payroll system.

Can I elect Medicare part B while still working?

You can choose to elect Medicare Part B as a secondary coverage to your active group health plan, but there is a premium associated with Medicare part B, which can be avoided by postponing participation.

I am still active, and I have postponed my enrollment in Medicare, why did I receive an annual credible coverage notice that seems to be related to Medicare?

This credible coverage letter is mandated by the government, and the University is required to send it out annually to employees over the age of 65, regardless of their Medicare participation. It does not require any action, but simply serves as documented proof that the plan you are enrolled in meet requirements set by the government.

Defined Dollar Benefit Plan

Do I pay for the cost of retiree health care coverage?

You will have an excess of credits that are rolled over from month to month and year to year if the cost of coverage is less than the amount of DDB credits you receive.

You will be responsible for paying for the difference between the cost of coverage and the amount of credits you are provided if the cost of coverage exceeds the amount of DDB credits. Any amount above and beyond the credit (value) allowance will then be withdrawn each month from the checking account you designate on the Automatic Premium Payment Authorization (APPA) Form.

What happens if there's an age differences between the retiree and the spouse/domestic partner?

It is likely that the retiree may be 65 years of age or older while the spouse is younger than age 65 or vice versa. Listed below are the possible scenarios and the impact on coverage.

Spouses/domestic partners under Age 62:

  • A University contribution is not provided to the spouse/domestic partner if they are not at least age 62. They are eligible for access to group coverage but they are responsible for the full cost of that coverage.

Retiree is 65 or older and the spouse/domestic partner is between 62 and 65:

  • The retiree receives DDB credits that may be used to purchase post-65 coverage.
  • The spouse/domestic partner is eligible to continue active coverage and pay the cost share or receive DDB credits.

Retiree is between 62 and 65 and the spouse/domestic partner is age 65 or older:

  • The retiree is eligible to continue active coverage and pay the cost share or receive DDB credits.
  • The spouse/domestic partner receives DDB credits that may be used to purchase post-65 coverage.

What happens to the credits when I die?

  • The retiree’s credit balance is dissolved.
  • The surviving spouse/domestic partner continues to receive credits for three months following the end of the month of the date of death of retiree. At that point, the spouse’s/domestic partner’s credits may be used until the balance is dissolved. The spouse’s/domestic partner’s credit balance is dissolved if he/she passes. Please refer to the section on Surviving Family for additional information on coverage.