You may make changes to your demographic information or beneficiary designations at any time throughout the year. Demographic changes include the following:
If you have a qualifying life event, you must notify The Enrollment Center and provide necessary documentation within 30 days of the event. If you do not do so, you must wait until the next Open Enrollment to make any changes to your benefits.
This form will initiate changes to your address and contact information on file with the University, Blue Cross Blue Shield, The Standard Life insurance and long term disability accounts.Employee Information and Direct Deposit Form (PDF)
Changes to TRS or RSA accounts should be initiated by completing the forms listed on the Retirement Systems website http://www.rsa-al.gov/index.php/members/trs/pubs-forms/#change-forms
Participation in the TRS is mandatory if a person is employed in a position eligible for coverage in a non-temporary capacity on at least a one-half time basis earning at least the federal minimum wage. Once enrolled, the member must continue participation until employment is terminated. TRS is the primary retirement plan for University employees and requires a contribution based on Tier l or Tier 2.
Members with any service prior to January 1, 2013, are classified as Tier 1 participants.
Members hires on or after January 1, 2013, are classified as Tier 2 participants.
Employees planning to retire should notify the Office of Human Resources 90 days prior to the retirement date so that appropriate documents may be prepared.
Full-time classified staff earn 3.12 hours of annual leave per bi-weekly pay period. Full-time professional staff earn 8 hours of annual leave per month. Faculty and part-time employees are not eligible for annual leave. A complete description of leave benefits is covered in the TROY Staff Handbook.
FSAs allow you to set aside before-tax dollars to cover qualified expenses that you would normally pay out of pocket with after-tax dollars. You pay no federal income, state income or Social Security taxes on the money you place in your FSA.
A Dependent Care Account is used to pay for eligible dependent care expenses such as child care for children under age 13 or day care for anyone who you claim as a dependent on your Federal tax return who is physically or mentally incapable of self-care.
Blue Cross/Blue Shield is the carrier for both basic and major medical health, dental and mental health insurance. Employees may elect coverage under the Blue Cross/Blue Shield PMD (Preferred Medical Doctor) Benefit.
A list of Blue Cross/Blue Shield preferred providers can be found at Blue Cross/Blue Shield (select the "Find Healthcare Provider" link in the BC/BS Website). Additional plan information can be found by clicking the following links.
Blue Cross/Blue Shield PRIME Therapeutics is the carrier for prescription coverage. Additional plan information can be found at www.bcbsal.com and clicking on pharmacy.
Effective January 1, 2013, Troy University employees enrolled in Blue Cross Blue Shield will be assessed an annual charge of $228 ($19 per month) for the usage of tobacco products. To avoid this surcharge, you must submit this Tobacco Usage certification documenting that you and any of your covered dependents have not used tobacco products in the past 6 months.
Members of the Troy University Health Insurance Plan now have access to BeHealthy.com. This wellness benefit provides members with personalized information and tools to help them take control of their health. Among the benefits of the program are the following:
Life insurance equal to one times annual salary up to a maximum of $100,000. You are not subject to any co-pay charge and your life insurance coverage will end when you terminate employment or retire. Age Reduction Coverage will apply commencing at age 60. Accidental death and dismemberment coverage is also included.
Life Insurance Certificate
Travel Assistance and Resource Link - available free to regular full-time TROY employees.
Immediately upon employment, full-time and part-time employees may elect to contribute to the Troy University supplemental retirement program on a non-matching basis. Eligibility for the matching portion of this plan requires one year of full-time employment. An employee may choose either TIAA/CREF or Lincoln Financial as a supplemental retirement plan carrier. Employees eligible for the matching portion of this program may not split the match between both companies. It is the employee’s responsibility to contact Human Resources after completing the one year eligibility period to process paperwork for the University match.
Participants must contribute 3% or more of their salary. Employees eligible for TROY's matching program will receive a match of 3% on a maximum of $18,000.00 of salary ($540.00 annual maximum [$45.00 monthly for a 12 month employee; $54.00 monthly for a 10 month employee]).
An employee who earns $60,535.00 or more is considered "highly compensated" and does not qualify for TROY's match. Once an employee reaches highly compensated, and the Troy matching is discontinued, it will not be reinstated if the employee reverts back to a salary below the highly compensated level. Employees may still participate at the non-matching level.
Troy University provides both 403b and 457b retirement savings plans. Each year, the Internal Revenue Service (IRS) sets a limit on the amount of money you can voluntary contribute on a pretax basis to these optional retirement savings plans. These limits apply to all pretax contributions you make to any plan/plans at the University and any other employer you might have during the year.