At Youngstown State University we are committed to a comprehensive employee benefit program that helps our employees live healthy, feel secure, and maintain a work/life balance. YSU offers medical, dental, vision and life insurance as well as additional retirement options and tuition remission, all at a competitive cost.

Information On Retirement and Layoff*

              Frequently Asked Questions regarding Unemployment Compensation, Healthcare, COBRA, Retirement and Vacation Payout*

 

 

  • Benefits Frequently Asked Questions

    To add a new dependent to your Healthcare Plan in additional to the enrollment form you must submit a copy of your marriage certificate (if applicable) and birth certificates for all dependents.

    If you experience a (QE) Qualifying Event which would include a marriage, birth, death, divorce or adoption. Human Resources needs to be notified within 30 days to make changes along with the proper documentation.

    The Flexsave Program requires a new form to be complete each calendar year. Each year the IRS will post the annual dollar amounts that are permitted for the Medical/Dependent Flexsave programs. We will communicate the amounts as soon as they are released.

    You can verify your 2019 pledge amount and remaining balance in your account by contacting Medical Mutual Flexsave program at 1-800-525-9252. Or, through your personal Myhealtplan.com if you have set up an account.

    The following information can be obtained through self-service banner:

    • View your contributions/deductions
    • What pay cycle you are 24, 26 or 18

     

    Frequently Asked Questions

    When does my insurance coverage end when I leave YSU?

    Your medical, prescription, dental and vision coverage will end on the last day of the month. This applies to both resignation and retirements.

    What do I need to do if I am planning on resigning or retiring from YSU?

    If you are retiring you need to contact STRS, OPERS or ARP with your retirement date. Submit a letter to your Department and Human Resources (for retirement/resignation). Once, the information is received you will be begin to receive documentation from Human Resources.

    If you will be turning 65 and are planning on continuing working full-time you need to contact the Social Security office three months prior to you 65th birthday, it includes your birth month, and extends three months after your birth month. You can enroll for Medical Part A by calling your local security office if you do not enroll during the initial Enrollment Period, you may incur late fees or have to wait until the General Period between January 1 to March 31 the following year.

    If you or your spouse are still working when you turn 65 and you have health insurance though your employer, you would delay the Enrollment in Part B. You do not have to pay the Part B premium if you don’t need the coverage.

    When your employer coverage ends, you will be provided with a Special Enrollment Period that lasts eight months to sign up for Medical Part B without incurring a penalty. Youngstown State’s Healthcare Plan will remain as your Primary Insurance since you are still working fulltime.

    What is imputed income for life insurance and how can I avoid it?

    Life insurance is a tax-free benefit in amounts up to $50,000. The IRS requires you to pay income tax on the value of any amount exceeding $50,000.00. The IRS determined value is called “imputed income” and is calculated from the government’s uniform premium table which is age-based. Although the benefit provided to YSU benefit-eligible employees is 2.5 times their basic annual income, employees may elect to cap the benefit at $50,000 to avoid imputed income.

    What is the difference between a 403(b) and the 457(b) plan?

    Although both plans allow you to save for retirement using tax-free funds, the withdrawal restrictions differ. 403(b) – Less stringent withdrawal restrictions while you are employed, but the 10% early withdrawal federal tax penalty may be applied. Hardship withdrawals may be made for the following reasons: unreimbursed medical expenses, payment to purchase a principal resigned, higher education expenses, payments to prevent eviction or foreclosure of a mortgage. 457 (b) – More stringent withdrawal restrictions while employed but no 10% penalty after you separate from service. Withdrawals are restricted to an “unforeseeable emergency” such as a sudden and unexpected illness or accident, loss of your property due to casualty, other similar extraordinary circumstances beyond your control.

    How can I enroll in a 403(b)?

    A current list of the approved 403(b) vendors at YSU is available on the Benefits website, under Benefit Resources. You may contact the vendors to decide which one you wish to use for your retirement savings. Once you have established an account with the vendor you can begin your payroll deductions by logging on the third party website, MyRetirementManager.com. You will set up a password and then set up your payroll deduction. You will use this site each time you wish to change your deduction or elect a loan or withdrawal. Payroll will received a file from this site to update our payroll system each pay.

    What is the maximum age limit for my dependent children?

    The plan will cover a married or unmarried child through the last day of the month in which he/she reaches age 26.

    What is FMLA?

    It is the Family and Medical Leave Act that is a federal law that requires employer to provide employees-job protected leave for qualified medical and family reasons. The laws also states that paid leave provided by the employer will run concurrently with the unpaid FMLA leave. If an employee is off (3) consecutively days the paperwork must be completed.

    Who is eligible to participate in the Wellness Program?

    The Wellness program is a benefit for any full-time or benefits eligible employee. Spouses are invited to participate in some of the special programs offered such as the health screenings and flu shots.

  • Health & Prescription

    To be eligible for coverage under all the health plans, an employee must be included in one of the employee groups:

    • Faculty – fulltime
    • YSU Police – fulltime
    • Administrative – fulltime and part time (.50)
    • Administrative Excluded – fulltime and part time (.50)
    • Classified – fulltime and part time (.50)
    • Classified Excluded – fulltime and part time (.50)

     

    Group coverage is effective on the day the employee becomes eligible for coverage. Employees have 30 days from that date to elect coverage. If the employee fails to enroll within the election period of 30 days, he/she will have an opportunity to enroll or make changes to their coverage during annual open enrollment. Employees may make coverage changes within 30 days of a qualifying event such as a marriage, divorce, birth, adoption, or loss of other coverage. Contact the Human Resources department to determine if a family status change qualifies under the Plan document and IRS regulations.

    Eligible dependents include:

    • Spouse
    • Children, stepchildren, legally adopted children or children for whom the employee is the legal guardian or custodian or those who, by court order, must be provided coverage

     

    The Affordable Care Act requires the plan to offer coverage to adult children up to age 26, regardless if the young adult no longer lives with the parent, is not a dependent on a parent’s tax return, or is no longer a student. Coverage is available through the end of the month the young adult reaches the age of 26. Coverage is not available for the young adult’s spouse or children.

    Working Spouse/Coordination of Benefits

    If an employee’s spouse is eligible to participate in their employer’s group health insurance and/or prescription drug insurance, as an active or retired employee, the spouse of the employee MUST enroll with at least single coverage in said employer’s sponsored group insurance coverage(s). If a spouse is self-employed and offers a group health and/or prescription drug plan to his/her employees, such self-employed spouse MUST also enroll with at least single coverage in such employer-sponsored group insurance.

    Upon the spouse enrollment in any such group sponsored health and/or prescription drug insurance coverage, as an active or retired employee, that coverage will become the primary payer of benefits, and the coverage sponsored by the University will become the secondary payer of benefits according to the primary plan’s Coordination of Benefits and participation rules.

    This requirement does not apply to any spouse who works less than 25 hours per week AND that must pay more than 50% of the monthly single premium paid by the spouse’s employer or $300 per month, whichever is greater. A certification form is required annually for all spouses covered by the University as primary.

     

    Employee Contributions:

    Employees contribute to the premiums through payroll deduction on a pre-tax basis and if preferred, can elect to have the deduction taken post-tax. Premiums may be adjusted annually based on the renewal rates and bargaining unit language. Employees may elect:

    • Single coverage
    • Employee and One Dependent Coverage (spouse or a child)
    • Family Coverage (employee with two or more dependents)

     

    Medical, Dental and Vision rates

    Medical Plans:

    An eligible employee may enroll in one of the three medical plans available through the university. Employees are encouraged to review the summary plan descriptions of each plan and determine the best plan for their needs.

    Summary Plan descriptions:

    Traditional (90/70) PPO Medical and Prescription Drug Plan

    Alternative (80/50) PPO Medical and Prescription Drug Plan

    High Deductible Health Plan and Prescription Drug Plan

     

    Please Note:

    If you and your spouse both work for the University, the employee with the higher income will be the primary holder of the benefits for the couple/family.

     

  • Dental

    To be eligible for coverage under all the health plans, an employee must be included in one of the employee groups:

    • Faculty – fulltime
    • YSU Police – fulltime
    • Administrative – fulltime and part time (.50)
    • Administrative Excluded – fulltime and part time (.50)
    • Classified – fulltime and part time (.50)
    • Classified Excluded – fulltime and part time (.50)

     

    Group coverage is effective on the day the employee becomes eligible for coverage. Employees have 30 days from that date to elect coverage. If the employee fails to enroll within the election period of 30 days, he/she will have an opportunity to enroll or make changes to their coverage during annual open enrollment. Changes in family status such as a marriage, divorce, birth, adoption, or loss of coverage provides an opportunity for employees to make changes within 30 days of the status change date. Contact the Human Resources department to determine if a family status change qualifies under the Plan document and IRS regulations.

     

    Eligible dependents include:

    • Spouse
    • Unmarried children, stepchildren, legally adopted children or children for whom the employee is the legal guardian or custodian or those who, by court order, must be provided coverage.

    The Affordable Care Act requires the plan to offer coverage to adult children up to age 26, regardless if the young adult no longer lives with the parent, is not a dependent on a parent’s tax return, or is no longer a student. Coverage is available until the end of the month the young adult reaches the age of 26. Coverage is not available for the young adult’s spouse or children.

    An eligible employee may enroll in the dental coverage available through the university. Employees are encouraged to review the summary plan description and determine if the plan meets the needs of the employee.

     

    Summary of the plan:

    Dental Insurance

     

  • Vision

    To be eligible for coverage under all the health plans, an employee must be included in one of the employee groups:

    • Faculty – fulltime
    • YSU Police – fulltime
    • Administrative – fulltime and part time (.50)
    • Administrative Excluded – fulltime and part time (.50)
    • Classified – fulltime and part time (.50)
    • Classified Excluded – fulltime and part time (.50)

     

    Group coverage is effective on the day the employee becomes eligible for coverage. Employees have 30 days from that date to elect coverage. If the employee fails to enroll within the election period of 30 days, he/she will have an opportunity to enroll or make changes to their coverage during annual open enrollment. Employees may make coverage changes within 30 days of a qualifying event such as a marriage, divorce, birth, adoption, or loss of other coverage. Contact the Human Resources department to determine if a family status change qualifies under the Plan document and IRS regulations.

     

    Eligible dependents include:

    • Spouse
    • Children, stepchildren, legally adopted children or children for whom the employee is the legal guardian or custodian or those who, by court order, must be provided coverage

    The Affordable Care Act requires the plan to offer coverage to adult children up to age 26, regardless if the young adult no longer lives with the parent, is not a dependent on a parent’s tax return, or is no longer a student. Coverage is available through the end of the month the young adult reaches the age of 26. Coverage is not available for the young adult’s spouse or children.

    An eligible employee may enroll in the vision coverage available through the university. Employees are encouraged to review the summary plan description and determine if the plan meets the needs of the employee.

     

    Summary of the plan:

    Vision Insurance

     

  • Flexible Spending Account

    Eligibility – Not allowed if enrolled in HDHP plan

    To be eligible for coverage an employee must be included in one of the employee groups:

    • Faculty – fulltime
    • YSU Police – fulltime
    • Administrative – fulltime and part time (.50)
    • Administrative Excluded – fulltime and part time (.50)
    • Classified – fulltime and part time (.50)
    • Classified Excluded – fulltime and part time (.50)

     

    Youngstown State University employees who are eligible may elect to participate in the plan on his/her date of hire. An election form must be completed within 30 days of the employee’s date of hire. Once enrolled, the elections are fixed for the remainder of the plan year. Changes in family status allow employees to make midyear changes in coverage consistent with the family status change. Please contact the Human Resources department to determine if a family status changes qualifies under the Plan document and IRS regulations.

    Elections for the healthcare and dependent care programs must be made annually during the annual open enrollment period. Elections do not roll over into subsequent years. IRS rules indicate that claims must be submitted by March 31 of the following year or funds will be forfeited.

     

    Benefits You Receive Flexible Spending Accounts

    (FSAs) allow you to set aside money to reimburse yourself for health and dependent care expenses. Estimate how much you’ll spend on health and/or dependent care during the year, and set the money aside in your FSAs at the beginning of the year. You’ll have funds to pay for expenses when they come up. And, you’ll lower your taxable income since contributions are taken pre-tax from your pay. Plan carefully: anything you don’t spend is forfeited at the end of the year.

     

    Health Care Reimbursement FSA

    This program lets Youngstown State University’s employees pay for certain IRS-approved medical care expenses not covered by their insurance plan with pre-tax dollars.

    Some examples include:

    § Co-pays, deductibles and coinsurance for which the employee is responsible

    § Hearing services, including hearing aids and batteries

    § Vision services, including contact lenses, contact lens solution, eye examinations, and eyeglasses not already covered by the plan

    § Dental expenses such as deductibles, coinsurance or services not covered by the plan

    § Chiropractic services

    § Acupuncture

    The annual maximum amount you may contribute to the Health Care Reimbursement FSA for 2020 is $2,750. Claims may be incurred from January 1 to March 15 of the following year using a 14 ½ month plan year.

     

    Dependent Care FSA

    The Dependent Care FSA lets Youngstown State University’s employees use pre-tax dollars towards qualified dependent care such as caring for children under the age 13 or caring for elders. The annual maximum amount you may contribute to the Dependent Care FSA is $5,000 (or $2,500 if married and filing separately) per calendar year.

    Examples include:

    § The cost of child or adult dependent care

    § The cost for an individual to provide care either in or out of your house

    § Nursery schools and preschools (excluding kindergarten) FLEXIBLE SPENDING ACCOUNTS (SECTION 125 BENEFITS)

  • Health Saving Account

    Enrollment is only available to employees who elect the HDHP.

    To be eligible for coverage an employee must be included in one of the employee groups:

    • Faculty – fulltime
    • YSU Police – fulltime
    • Administrative – fulltime and part time (.50)
    • Administrative Excluded – fulltime and part time (.50)
    • Classified – fulltime and part time (.50)
    • Classified Excluded – fulltime and part time (.50)

     

    Youngstown State University employees who are eligible may elect to participate in the plan on his/her date of hire. An election form must be completed within 30 days of the employee’s date of hire. Once enrolled, the elections are fixed for the remainder of the plan year. Changes in family status allow employees to make midyear changes in coverage consistent with the family status change. Please contact the Human Resources department to determine if a family status changes qualifies under the Plan document and IRS regulations.

    Elections for the healthcare and dependent care programs must be made annually during the annual open enrollment period. Elections do not roll over into subsequent years. Funds deposited into your HSA remain in your account and automatically roll over from one year to the next.

    HSA FAQ’s

    Benefits You Receive Health Savings Accounts (HSAs) allow you to set aside money to reimburse yourself for health care expenses. Estimate how much you’ll spend on health care during the year, and set the money aside in your HSAs at the beginning of the year. You’ll have funds to pay for expenses when they come up. And, you’ll lower your taxable income since contributions are taken pre-tax from your pay. You have control, portability, tax advantage, and retirement savings.

    This program allows Youngstown State University employees help save for qualified medical expenses on a tax-advantaged basis. Additionally, you have the option to invest in a variety of mutual funds and grow your dollars tax-free upon reaching certain minimum balance requirements and withdraw your dollars tax-free as long as you use them for qualified medical expenses.

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

    Youngstown State University employees who meet the eligibility listed below are eligible to participate in the Life Insurance plan. Coverage becomes effective on the date the employee meets the eligibility requirements:

    • Faculty – fulltime
    • YSU Police – fulltime
    • Administrative – fulltime and part time (.50)
    • Administrative Excluded – fulltime and part time (.50)
    • Classified – fulltime and part time (.50)
    • Classified Excluded – fulltime and part time (.50)

    Benefits You Receive

    Youngstown State University provides life insurance in the amount of 2.5 times your basic annual compensation (rounded to the next higher $1,000) to a maximum benefit of $250,000. Basic compensation does not include supplemental pays such as overtime, overload. It does include deferred earnings under the retirement plans such as STRS, OPERS, ARP and voluntary 403(b) contributions.

    Accidental Death and Dismemberment covers a percentage of the full benefit for the loss of a limb. A loss of life would provide another death benefit of 2.5 times your annual compensation.

    Employees are asked to keep updated beneficiaries on file in Human Resources.

     

    Additional Coverage

    Employees who want to supplement their group life insurance benefits may purchase additional coverage. Employees are responsible for the full cost which are deducted through payroll deductions. You can purchase coverage for yourself and your spouse in $10,000 increments. For plan minimums and maximums for spouse and dependent coverage, contact the Benefits Manager or Benefits Management Analyst in the Office of Human Resource for more information.

    Rates

  • Long Term Disability

    Youngstown State University employees are enrolled in the Long Term Disability Insurance plan if they have less than 5 years of Ohio Retirement System service and belong to one of the employee groups below:

    • Faculty – fulltime
    • YSU Police – fulltime
    • Administrative – fulltime and part time (.50)
    • Administrative Excluded – fulltime and part time (.50)
    • Classified – fulltime and part time (.50)
    • Classified Excluded – fulltime and part time (.50)

     

    Voluntary coverage is available after the completion of the first five years of service and is 100% cost to the employee. Employees may enroll upon the completion of their first five years of service, due to a qualifying event or during the annual open enrollment. Employees are encouraged to review their benefits through their state retirement system to determine availability and effective date before enrolling in coverage

    Flyer

    Benefits You Receive

    In the event you become disabled from a non work-related injury or sickness, disability income benefits are provided as a source of income.

     

    BENEFIT INDICATOR - AMOUNT

    Elimination Period - 90 days

    Percentage of Income Replaced - 60% of monthly income

    Maximum Monthly Benefit - $7,500

    Minimum Monthly Benefit - $100

     

  • Retirement Plans

    Employees at Youngstown State University are required to participate in one of the state retirement systems - Ohio Public Employees Retirement System (OPERS) or the State Teachers Retirement System of Ohio (STRS). University employees do not contribute to the federal social security system and all retirement benefits related to their employment come from the state retirement system(s).

    Employees who at some time work in employment covered by the federal social security system may have an adjustment in their social security benefits as a result of their coverage under one of the state retirement systems. The Windfall Elimination Provision*(PDF) notice from the Social Security Administration Form SSA-1945 contains more information on this adjustment.

    • Full-time classified and unclassified employees may elect to participate in either OPERS or an Alternative Retirement Plan (ARP).
    • Full-time faculty members may elect to participate in either STRS or an ARP.
    • Part-time classified and unclassified employees must participate in OPERS
    • Part-time faculty must participate in STRS.

    NOTE: There is no ARP option available for part-time employees.

    Eligibility

    Since Ohio public institutions do not participate in the federal Social Security system, you have a choice regarding your retirement plans. Eligible faculty members will be enrolled in the State Teachers Retirement System (STRS) and staff members will be enrolled in the Ohio Public Employees Retirement System (OPERS). New employees have 120 days to make an election to opt out of the above plans and participate in the Alternate Retirement Plan (ARP).

    STRS is the state retirement plan for faculty. Effective July 1, 2016, faculty contributes 14% of their salary to the retirement plan. The University contributes 14% of the faculty member’s salary to his or her retirement plan. More information is available at the STRS website.

    OPERS is the state retirement program for staff. Staff contribute 10% of their salary each pay to the retirement plan, which is deducted on a pre-tax basis. The University also contributes to the staff member’s retirement plan based on 14% of his or her salary. Ohio Revised Code Section 3305.6(d) allows OPERS to withhold a portion of the employer’s contribution to offset any negative financial impact the OPERS Traditional Plan may experience by the offering of the alternative retirement plan. More information is available at the OPERS website. If you are considering returning as a re-employed retiree, please contact OPERS or see the OPERS fact sheet*.

    If enrolling in OPERS/STRS, you have 180 days from your eligible appointment date to elect enrollment in of the three OPERS/STRS plan options:

    • Traditional Pension Plan (OPERS)/Defined Benefit Plan (STRS)
    • Member-Directed Plan (OPERS)/Defined Contribution Plan (STRS)
    • Combined Plan (OPERS/STRS)

    Refer to the OPERS or STRS publications for details regarding each of its retirement plan options. Enrollment in OPERS/STRS cannot be changed while employed at Youngstown State unless you meet certain criteria.

    Alternative Retirement Plan (ARP)

    The Alternative Retirement Plan (ARP) is an alternative to OPERS/STRS for eligible faculty and staff. It provides a retirement investment program but does not offer benefits after retirement like OPERS/STRS. By participating in the ARP, employees must elect an investment provider from the list approved by Youngstown State University and the state of Ohio.

    Effective July 1, 2017, faculty contributes 14% of their salary to the retirement plan. The University contributes 9.53% of the faculty member's salary to his or her retirement plan, and is required to contribute 4.47% of salary to STRS finance unfunded liability.

    Effective July 1, 2017, staff contributes 10% of their salary each pay period to the retirement plan, which is deducted on a pre-tax basis. The University also contributes to the staff member's retirement plan based on 11.56% of his or her salary, and is required to contribute 2.44% of salary to OPERS finance unfunded liability. Ohio Revised Code Section 3305.6(d) allows OPERS to withhold a portion of the employer's contributions to offset any negative financial impact the OPERS Traditional Plan may experience by the offering of alternative retirement plan options.

    Participants in the ARP plan must choose a provider from the approved list and activate an account with the chosen ARP provider. Enrollment in the ARP cannot be changed while employed at Youngstown State. You may change your ARP provider at any time by returning an ARP Provider Change Form available online.

    List of the current ARP vendors and contact information

     

    Preparing to Retire

    The Office of Human Resources is dedicated to helping our employees with information about employee benefits and provide resources for consideration to retiring employees. Employees who are considering retirement should review Preparing to Retire.  This documents helps employees to navigate through the stages of the retirement process but may not not answer all questions.  Human Resources is available through email at benefits@ysu.edu or phone 330-941-1508 to answer any questions.  

  • Supplemental Retirement Options

    Employees may enhance their retirement plan savings through voluntary pre-tax contributions to either a Tax Deferred (403(b)) or Deferred Compensation (457(b)) account. Employees may elect to contribute to these plan on a pre-tax basis to save additional monies to supplement their income after retirement.

    All active YSU employee’s are eligible to participate in the Supplement Retirement Options upon their hire date. To participate, employee must enroll with an approved provider and complete the payroll deduction process through www.myretirementmanager.com. YSU does not contribute to these accounts and all employees investments are 100% vested. Please see our Approved Provider List for contact information for an investment representative.

    The 2020 maximum contribution limit is $19,500 for the 403(b) and $19,500 for the 457(b). There is an additional catch-up deferral of $6,500 for both plans for employees over the age of 50.

    Employees who wish to enroll in the Ohio Public Employees Deferred Compensation Program must initiate all paperwork with Ohio DC as it does not coordinate with Retirement Manager.

     

    Retirement Manager

     

    To begin your tax deferred 403(b) or 457(b) salary reduction, you must log on to Retirement Manager, our third party administrator, to indicate the amount to be deducted each pay. Retirement Manager is a convenient, secure, web-based access point from which you can manage our retirement plan activities.

    You must use the website to change your contributions, request loan and withdrawal certificates or read financial planning information.

    To register and begin to use your account,

    1. My Retirement Manager
    2. Select Your Employer (Youngstown State University)
    3. Provide User Verification (you must have your Banner ID to complete this process)
    4. Set up your Security Profile

    Quick Reference Guide for Retirement Manager*

    Retirement Manager Tutorial

    Once complete you will be ready to begin your payroll deduction process, make changes to your current investments, requests loan and etc.

    Although account balances are noted on the website it may vary slightly with your vendor based on the timing of the last contribution.

  • Employee Assistance Program

    The IMPACT Employee Assistance (EAP) & Work/Life Program is a program available to you and your family offering access to confidential professional support 24 hours a day, 365 days a year. All IMPACT counselors are qualified masters/ doctoral level professionals.

    Program Features

    The IMPACT program includes access to: Unlimited phone consultation, 6 complimentary face-to-face counseling sessions per person per occurrence and numerous resources.

    Live, Immediate Assistance: Call toll-free, 24/7: 800-227-6007

    Speak with an IMPACT professional for guidance and support related to: general day-to-day issues, stress, depression or anxiety, job performance difficulties, alcohol/drug abuse, legal/financial matters, identity theft recovery assistance, child/eldercare and other family issues, and more...

     

    Frequently Asked Questions

    Who pays for the program? The IMPACT Employee Assistance & Work/Life Program is available to you free of charge, courtesy of your employer. Please note: Certain professional treatment services, such as medical care, long-term counseling/psychotherapy or testing are not included in the EAP offerings. In the event that such services are needed, refer to your health care plan for an explanation of covered services.

    Will my employer know when I use the program? All services are confidential and governed by federal and state laws. Information will not be shared without your consent or as mandated by law. Using the program will not affect your job security or advancement and all organizational policies and procedures remain in effect.

    Who is eligible for the program? All employees, household members, dependents in and away from home, and parents/parents-in-law are eligible.

    For additional support, log on to the web for access to a wide range of articles, resources, and interactive features visit: www.myimpactsolution.com Member Login: YSU

  • Leave of Absence

    The University recognizes that during an employee's career circumstances may arise which require prolonged absence from work. Leaves of Absence are available for this purpose. For more information regarding extended leaves, please contact Linda Moore ext. 2137. For general questions about leaves, please refer to University policies, the appropriate Collective Bargaining Unit, or reach out to an HR representative.

    List of Leaves

  • Tuition Remission

    The Tuition Remission Program is a valuable education benefit that grants employees and their families access to a wide range of courses and degree programs.

    • Benefits for an employee begin on the first day following your date of hire.
    • Benefits for your spouse and dependent children begin on the first day of the semester after the employees date of hire

    Tuition Remission benefits are granted on a semester basis. For the purposes of the program, the academic year runs from the first day of summer session through the last day of the following spring session.

     

    Employee Eligibility:

    Employees shall receive remission of instructional and general fees, including out-of-state fees where applicable, for up to eighteen (18) semester hours per academic year and six (6) semester hours each Summer Term.

    Courses may not be taken at times which conflict with assigned duties. Remission of the general fee shall be granted to employees only. The restriction of six (6) semester hours will not apply to courses taken at YSU as part of a Sabbatical or Faculty Improvement Leave granted.

    Dependent Eligibility (Spouse and Children):

    Dependent children and spouses of employees are granted remission for instructional fees at YSU, including out-of-state instructional fees where applicable. "Dependent children" for purposes of tuition remission are identified as “biological children, legally adopted or step-children of a bargaining unit employee”. Dependent children are eligible for fee remission to the end of the academic year of age twenty-four (25).

    Retiree Eligibility:

    Professional Administrative Excluded retired employees shall continue to be eligible for the instructional fee remission. Union employees will receive instructional and general fee remission for the duration of the union contract. Once new contract begins, retirees will only be eligible for remission of instructional fees.

    Retiree dependent Eligibility (spouse and Children):

    Dependents will be eligible remission of instructional fees. Dependent children of an employee who dies are eligible for fee remission of instructional and general fees until the end of the academic year during which they reach age twenty five (25). A surviving spouse of an employee who dies is eligible for fee remission as long as he/she remains unmarried.

    Part Time Faculty:

    Part-time Faculty who teach two or more Workload Hours in a given semester at the University receive remission of one-half of the instructional fee for up to three (3) credit hours per term. The maximum benefit per academic year cannot exceed nine credit hours at 50% remission. Credit hours may be accrued and used during the fall and spring semesters of an academic year and the following summer term. The Office of Financial Aid and Scholarships administers this program (see University Policy 3356-7-33).

    Graduate Level Classes:

    Tuition Remission is fully taxable for Graduate level classes taken by spouses and dependents. Employee Tuition Remission for Graduate level classes is taxable in excess of the IRS limit of $5,250.00. The required tax deductions include Federal, Medicare, State (PA & OH) and Youngstown local.

    The required tax deductions for this benefit can be large depending on the total benefit amount incurred each semester. Payroll will be applying this non-cash fringe benefit on a per pay basis. This will distribute tax withholding over the entire year.

    Employees are encouraged to review their Collective Bargaining Unit agreement or University Policy 7-31 Fringe benefits, excluded professional/administrative employees fee remission program for additional information.

    To apply for tuition remission, please log into https://ytr.ysu.edu/#/login

  • Health Benefits Required Notices
  •