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.

  • Benefits Frequently Asked Questions

    When does an employee's elected coverage begin with the University?

    An employee's coverage is effective on the employee's date of hire.  

    When does an employee's insurance coverage end when they leave YSU?

    An employee's medical/prescription, dental and vision coverage will end on the last day of the month. This applies to both resignation and retirements.

    When should an employee notify the supervisor of the intent to retire or resign from YSU?

    If an employee is retiring it is recommended to contact their retirement system either State Teachers Retirement System (STRS) or Ohio Public Employee Retirement System (OPERS) or financial planner if enrolled in an Alternative Retirement Plan (ARP) to determine a retirement date.  Once a date is determined for retirement purposes, submit a letter to the Department and Human Resources stating the employees last day with the University if  this is due to a retirement or resignation.  Upon receipt of the letter, documentation will be sent confirming receipt of the letter.   

    If an employee will be turning 65 and are planning on continuing working full-time you need to contact the social security office three (3) months prior to an employee's 65th birthday, which includes the birth month, and extends three (3) months after the birth month. An employee may enroll for Medical Part A by calling the local social security office. If an employee does not enroll during the initial enrollment period, they may incur late fees or have to wait until the general period between January 1 to March 31 the following year.

    If an employee or their spouse are still working when they turn sixty-five (65) and are enrolled in health insurance though their employer, the employee may delay the enrollment in Part B. Employees are encouraged to speak to a social security administration representative for more information.  

    When the employer coverage ends, the employee 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 primary insurance while an employee is enrolled in coverage and working full-time with the University.  

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

    Life insurance is a tax-free benefit in amount up to $50,000. The IRS requires employees 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 two and a half (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 an employee to save for retirement using tax-free funds, the withdrawal restrictions differ. 403(b) – Less stringent withdrawal restrictions while an employee is employed, but the ten percent (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 residence, higher education expenses, payments to prevent eviction or foreclosure of a mortgage. 457 (b) – More stringent withdrawal restrictions while employed but no ten percent (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 an employee 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. Employees may contact the vendor representative to decide which account best suit the needs of the employee.  Once an account is established with the vendor payroll deductions may begin by logging on the third party website, MyRetirementManager.com. Employees will set up a password and payroll deductions through this website. Employees will use this site each time to change deductions, elect a loan or request a withdrawal. Payroll will receive a file from this site to update YSU's 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 they reach 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. Paid leave provided by YSU will run concurrently with the unpaid FMLA leave. If an employee is off three (3) consecutively days, paperwork will be submitted and must be returned to the Office of Human Resources.  

    Who is eligible to participate in the Wellness Program?

    The Wellness program is a benefit for full-time or benefits eligible employees as defined in the employee eligibility tab. 

  • Employee Eligibility

    To be eligible for coverage in the medical, dental, vision, life insurance and AD&D benefits, an employee must be included in one of the employee groups:

    Full time is defined as an employee who is scheduled to work forty (40) hours per work week. Part time is defined as an employee who is scheduled to work twenty (20) hours or more per work week. 

    • Faculty – full-time YSU
    • Police – full-time Administrative – full-time and part-time 
    • Administrative Excluded – full-time and part-time
    • Classified – full-time and part-time
    • Classified Excluded – full-time and part-time 
  • Health & Prescription

    Group coverage is effective the day the employee becomes eligible for coverage. Employees have thirty (30) days from the eligibility date to elect coverage. If the employee fails to enroll within the election period of  thirty (30) days, they will have an opportunity to enroll or make changes to their coverage during annual open enrollment. Employees will also be eligible to make changes within thirty (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

    Dependents may be added to an employees medical coverage with a qualifying event by submitting a completed enrollment form, copy of a marriage certificate (if applicable) and birth certificates for all dependents to benefits@ysu.edu.

    If an employee experiences a qualifying event (QE) such as marriage, birth, death, divorce or adoption, A human resources representative must be notified within thirty (30) days of the event to make changes in elections.  

    The Affordable Care Act requires the plan to offer coverage to adult children up to age twenty-six (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 twenty-six (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.

    Staff 

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

    Faculty

    The above requirement does not apply to any spouse who works less than twenty-five (25) hours per week AND that must pay more than fifty percent (50%) of the monthly single premium paid by the spouse’s employer or  five hundred dollars ($500) 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 - Effective 7/1/2022

    Please Note:

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

    Medical Plans:

    EFFECTIVE JULY 1, 2022

     

    YSU will offer two medical plans through Medical Mutual of Ohio to suit the needs of our employees (Aetna Open Choice for employee who reside outside of Ohio).  A summary plan description for each of the plans are located below for your review. 

    PPO (85/60) Medical and Prescription Drug Plan*

    Consumer Driven Health Plan (CDHP)*

  • Dental

    Group coverage is effective the day the employee becomes eligible for coverage. Employees have thirty (30) days from their eligibility date to elect coverage. If the employee fails to enroll within the election period of thirty (30) days, the employee 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 twenty-six (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 twenty-six (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

    Group coverage is effective the day the employee becomes eligible for coverage. Employees have thirty (30) days from their eligibility date to elect coverage. If the employee fails to enroll within the election period of thirty (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 twenty-six (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 twenty-six (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*

    NVA Mobile App*

  • Flexible Spending Account

    Employees enrolled in a Consumer Driven Health Plan are not eligible to enroll in a Flexible Spending Account. 

    Youngstown State University employees who are eligible may elect to participate in the Flexible Spending Account (FSA/flexsave) on their date of hire. An election form must be completed within thirty (30) days effective the employee’s date of hire. Once enrolled, elections are fixed for the remainder of the plan year. Changes in family status allow employees to make mid-year 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.

    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. 

    You can verify your 2021 pledge amount and remaining balance in your account by contacting Medical Mutual flexsave program at 1-800-525-9252. Or, through your personal Myhealthplan.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

    Benefits You Receive Flexible Spending Accounts

    (FSAs) allow you to set aside money to reimburse yourself for health and dependent care expenses. Estimate the amount to be spent annually on health and/or dependent care during the year, and set the money aside in an FSA at the beginning of the year.  Plan carefully: anything not spent will be 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

    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)

    2022 Flexible Spending Account Summary Plan Description*

    Annual Enrollment is required to participate in the healthcare flexible spending account and the dependent care flexible spending account. 

    **As an account holder of an Flexible Spending , the employee is responsible for understanding and knowing the IRS rules and regulations of a FSA account.** 

  • Health Saving Account

    Employees are ONLY eligible to enroll in the Health Savings Account (HSA) if enrolled in the Consumer Driven Health Plan (CDHP)

    A healthcare savings account (HSA) provides employees enrolled in a Consumer Driven Health Plan an opportunity to set aside money on a pre-tax basis for qualified medical expenses such as co-pays, deductibles, and other non-covered medical expenses. 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.  The funds in the HSA roll over from year to year and will remain with the employees after separation of employment from the University.  

    Employees who are eligible may elect to participate in the HSA upon their date of hire and an election form must be completed within thirty (30) days of the employee’s date of hire. Once enrolled, the elections are calculated for the remainder of the plan year. A qualifying event allow employees to make midyear changes in coverage consistent with the qualifying event.  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.

    To be eligible and qualify for he tax benefits of a HSA:

    • An employee must be covered under a qualified Cosnumer Driven Health Plan (CDHP) as your only health coverage (except as other wise permitted under IRS guidelines)
    • NOT BE ENROLLED IN MEDICARE
    • Not be claimed as a dependent on someone's else tax return

    YSU contributes $500 to the Health Savings Account for an employee enrolled in single coverage and $1000 for an employee enrolled in family coverage into the Health Savings Account for 2022.   

    HSA FAQ’s*

    PNC HSA Employee Guide

    **As an account holder of an Health Savings Accounts, the employee is responsible for understanding and knowing the IRS rules and regulations of a HSA account.** 

    Annual Enrollment is required to participate in the employee contribution of the health savings account. 

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

    Benefits You Receive

    Youngstown State University provides life insurance in the amount of two and a half (2.5) times your basic annual compensation (rounded to the next higher one thousand dollars ($1,000)) to a maximum benefit of two hundred and fifty thousand dollars ($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 two and a half (2.5) times your annual compensation.

    Coverage begins on the date of hire of the employee and  coverage ends on the employees last day with the University. 

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

    Supplemental 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 ten thousand dollars ($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*

    Continuing Coverage after Leaving the University

    Employee YSU Sponsored life insurance (two and a half (2.5) times your base annual salary up to a maximum of two hundred and fifty thousand dollars ($250,000)) and elected life and AD&D is available to be either ported or converted into an individual policy upon separation from the University.  A portability/conversion election must be completed within 31 days of the last day of coverage.  Group life insurance (Basic and voluntary) and accidental death and dismemberment insurance and elected voluntary insurance will end on the date you separate from employment. Last day of coverage is the last day of the month following the spearation date of the employee.  

    For more information please review Coverage Continuation When You Leave.

    How Much Life Insurance Do I Need? Worksheet*

    More information about YSU life insurance Life and AD&D policy by reviewing the Ceritificate of Coverage. 

  • Long Term Disability

    Youngstown State University provides employees with less than five years of service and working at least twenty (20) hours per week employer sponsored long term disability coverage.  The long term disability plan provides financial protection to employees by paying a portion of their income while disabled. The amount you receive is based on the amount you earned before your disability began. This benefit is paid (100%) by the employer.

    Voluntary coverage is available after the completion of the first five years of service and is one hundred percent (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 at a Glance*

    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

    Waiting Period - 90 days

    Percentage of Income Replaced - 60% of monthly income

    Maximum Monthly Benefit - $7,500

    Minimum Monthly Benefit - $100

    Application for Conversion of Long Term Disability Insurance*

  • 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). 

    Additional information regarding retirement and supplemental retirement  are located on the Retirement webpage.

  • Employee Assistance Program

    The IMPACT Employee Assistance Program (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.MYLIFEEXPERT.COM Member Login: ysueap

  • 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.

    Requesting a Leave of Absence*

  • 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 of the semester after the employees 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-five (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 for 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 five thousand two hundred and fifty dollars ($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