2/10—2/11/2014
What to Wear the First
Two Days:

Scrubs or casual
business attire

No jeans, sweats, or
tank tops

Close-toed shoes

Men: Be sure to
check the fit-testing
flyer if you have facial hair.
Wi nt e r 20 14
N u r se R e si de nt s
Vanderbilt University Medical Center
Orientation: Where Do I Go? What Do I Need to Do?
We have designed an orienta-
working at Vanderbilt.
Schedules
tion specifically geared toward
(Current employees must at-

your needs.
tend-some info might be re-

Plan on working Mon.Friday the first week
2/10-2/14.
Monday, 2/17, is another class day but you’ll
get a placement email
that day, letting you
know your home unit..
Key Times ~ 2/10/2014
Check-in
7:007:30
Meet & Greet
7:308:00
Breakfast
Welcome
8:00
Lunch
(provided)
11:30
a.m.
Dismissal
4:30
dundant but there’s a lot of
Orientation kicks off with a
new info as well.)
Meet-and-Greet Breakfast in
Langford Auditorium. Check-in
Later, we will also provide a
anytime between 7:00– 7:30
boxed lunch free of charge.
a.m. (No need to arrive before
Orientation will continue after
7:00 a.m.—it just takes a few
lunch and will finish around
minutes.) At check-in, we’ll
4:30 p.m.
give you a notebook and a
Vanderbilt’s Nurse Residency
Program shines a light on the
profession
temporary ID, and free you up
for breakfast..
Tuesday, Feb. 11, we start a
little later with a 7:30 a.m.
check-in, It will be an active
At 7:30, we have a Meet-and-
cators and nursing administra-
Greet Breakfast, which will
day and you’ll get to visit units
tors.
in your track. The day will end
After breakfast, we’ll gather in
no later than 4:30 p.m. but
the auditorium where we’ll
may end a little earlier.
cover a variety of topics on
See you Monday!
During the first two days, you
Although there is no shuttle
will park at the WEST Garage
service from the parking
and take a right onto Garland
(see the map included in this
garage to Langford Auditori-
mailing).
um, the parking shuttle map
give you the chance to get to
know some of the key players
in your new career, such as
the unit managers, nurse edu-
Key Time ~ 2/11/2014
Check-in starts 7:30
Welcome
8:00
Lunch
(provided)
11:10
a.m.
Tour the Units
Noon
Dismissal
?
Use the 25th Ave. South
entrance only! Park in spaces
included in this packet can help
guide you.
Avenue. Continue down Garland toward Medical Center
North, where you’ll reach a
shuttle turn-around. Veer toward the right and Langford is
1-227, which are allotted for
Exit the parking garage on the
just on your right, past Eskind
WW permits. If you park any-
24th Ave. side of the building,
Library.
where else, you may get a
turn left and walk uphill on
ticket.
24th Ave., past the VA hospital
1
VUMC Parking & Transportation Services
2014 Nurse Resident Parking Arrangement Information
615-936-1215, option 3
Vanderbilt University Medical Center requires all vehicles parked by faculty, staff, students, vendors,
and construction workers be registered with VUMC Parking & Transportation Services. Prior to
registration, please go to www.mc.vanderbilt.edu/parking to review all parking privileges, rules and
regulations.
Orientation Parking
Monday 2/10/14 and Tuesday 2/11/14
Park in West Garage in the WW permit area which
is spaces 1 – 227.
entrance only.
Use the 25th Avenue side
Permit Registration on Tuesday 2/11/14
Visit our table during Orientation to obtain your
parking permit.
The following items are required:
 VUMC I. D. Badge
 Current State Vehicle Registration
 Completed Parking Agreement
 $5 Cash (only) for a Gate Card deposit
2/4/2014
If you miss us at Orientation, Visit the
VUMC Parking Permit Office located in
East Garage on the Ground Level (This is
a Patient Garage) Open 7:30 AM-4:30
PM M-F
The following items are required:
 VUMC I. D. Badge
 Current State Vehicle Registration
 Completed Parking Agreement
 $5 Cash, Check or Credit Card for a
Gate Card deposit
2014 Spring Nurse Resident Mail Out
New Employee Information Form _____________________________________________________ ( _________ ) _________________________________ Employee ID or Social Security Number ________ / __________ / _________ Home Phone Number Date of Birth _____________________________________________________ ______________________________________________ ____________ Last Name First Name M.I. _____________________________________________________ ______________________________________________ ____________ _____________________ Home Mailing Address City State ZIP GENDER:  Male  Female  I do not wish to disclose MARRIED:  Yes  No Race/Ethnic Group Are you Hispanic or Latino? (Check the appropriate box) 
 Yes  No A person of Cuban, Mexican, Puerto Rican, South or Central American or other Spanish culture or origin, regardless of race Please select one or more races from the list below. (Check all that apply) A person having origins in any of the original peoples of Europe, North Africa, or the Middle East  White  Black or African American A person having origins in any of the Black racial groups of Africa  American Indian/Alaskan Native A person having origins in any of the original peoples of North, Central or South America and (not Hispanic or Latino) who maintains tribal affiliation or community attachment  Asian A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian Subcontinent. This area includes China, Japan, Korea, Thailand, and Vietnam.  Pacific Islander A person having origins in any of the original peoples of the Pacific Islands, the Philippine Islands, Samoa, Hawaii, and Guam.  I do not wish to disclose Military Information (Check all that apply)  Not applicable  Disabled Veteran a veteran 1) of the U.S. military ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs, or 2) who was discharged or released from active duty because of a service‐connected disability  Vietnam‐Era Veteran a veteran whose active military, naval or air service was during the period August 5, 1964 through May 7, 1975 who served on active duty for more than 180 days and was discharged with other than a dishonorable discharge or because of a service‐connected disability  Other Protected Veteran a veteran who served on active duty in the U.S. military ground, naval or air service during a war or in a campaign or expedition for which a campaign badge has been authorized, under the laws administered by the Department of Defense  Armed Forces Service Medal Veteran a veteran who, while serving on active duty in the U.S. military ground, naval or air service participated in a U.S. military operation for which an Armed Forces Service Medal was awarded pursuant to Executive Order 12985 (61 FR 1209, 3 CFR, 1996 Comp., p. 159)  Recently Separated Veteran a veteran during the three‐year period beginning on the date of such veteran’s discharge or release from active duty in the U.S. military ground, naval or air service Military Status:  Active Reserve  Inactive Reserve Separation Date _________ / __________ / __________ Vanderbilt is committed to principles of equal opportunity and affirmative action. Vanderbilt is committed to a policy of non‐discrimination in employment and education and complies with the requirements of the Americans with Disabilities Act of 1990 (ADA) and the Rehabilitation Act of 1973, which prohibit discrimination against persons with disabilities. If you have questions or concerns pertaining to accommodation services for people with disabilities contact the Disability Program Director, Opportunity Development Center, VU Station B #351809, 2301 Vanderbilt Place, Nashville, TN 37235‐1809; phone 615.322.4705 (V/TDD); fax 615.343.0671; Web site www.vanderbilt.edu/odc. ______________________________________________________________ __________________________________ Signature Date Processing Office Use Only Pay Group _________________ Employee ID # ______________ Entered by _________________ Audited by _________________ Date Received in Processing Mail form to: Vanderbilt HR Processing, PMB #407718, 2301 Vanderbilt Place, Nashville, TN 37235‐7718 Deliver form to: HR Processing, 975 Baker Building, Nashville, TN 37203 7/10
Respirator Fit-Testing and Staff with Facial Hair
Vanderbilt Environmental Health and Safety (VEHS) provides fit testing services for the Vanderbilt University
Medical Center Airborne Precautions/Hazardous Drug Respiratory Protection Program.
Consistent with OSHA requirements, persons with beards or long sideburns cannot be fit tested due to the
inability to get a good facial seal. OSHA law prohibits those individuals from wearing a tight fitting
respirator until the person is clean-shaven and fit-tested.
Options for staff with facial hair:
 Shave facial hair to be compliant for fit testing and when providing care to Airborne Precautions patients
or when working with aerosolized hazardous drugs.
 Request that your department/unit management purchase a powered air purifying respirator (PAPR) that
you can use when you are required to provide care for patients on Airborne Precautions or when
working with aerosolized hazardous drugs. (Information regarding purchase and use of a PAPR is
available through VEHS.)
 Work with your department/unit management to ensure that you are not scheduled to provide care to
patients on Airborne Precautions or work with aerosolized hazardous drugs, until you are fit tested with a
respirator or have been trained to use a PAPR provided by your department.
 Transfer to another unit/department where use of the N95 respirator/fit testing is not required.
RESPIRATOR FIT TESTING FACIAL HAIR GUIDELINES
If there is facial hair anywhere along the red area, it will prevent the
respirator from sealing against the skin, and will not provide protection
against infectious agents.
Edges of respirator create seal against
clean-shaven skin. This moustache does
not interfere with the respirator seal.
Vanderbilt Environmental Health and Safety
Revised: 6/14/2012
INFORMATION FROM THE OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION (OSHA)
OSHA Regulation:
http://www.osha.gov/pls/oshaweb/owadisp.show_document?p_table=STANDARDS&p_id=12716
1910.134(g)(1) Facepiece seal protection.
1910.134(g)(1)(i) The employer shall not permit respirators with tight-fitting facepieces to be worn by
employees who have:
1910.134(g)(1)(i)(A) Facial hair that comes between the sealing surface of the facepiece and the face or that
interferes with valve function;
OSHA Interpretation Letter:
http://www.osha.gov/pls/oshaweb/owadisp.show_document?p_table=INTERPRETATIONS&p_id=19355
This is in response to your letter […] regarding the use of respirators.
A copy of the pertinent section of the respirator standard that applies, [29 CFR 1910.134(g)(1)(i-iii)], is
enclosed. It states that respirators shall not be worn when conditions prevent a good face seal. Such
conditions may be a growth of beard, sideburns, a skull cap that projects under the facepiece, or temple pieces
on glasses. This regulation does not ban facial hair on respirator users, per se, from the workplace. However,
when a respirator must be worn to protect employees from airborne contaminants, it has to fit correctly, and
this will require the wearer's face to be clean-shaven where the respirator seals against it.
It does not matter if hair is allowed to grow on other areas of the face, if it does not protrude under the
respirator seal, or extend far enough to interfere with the device's function (such as the interference with valve
function). Accordingly, short mustaches, sideburns and small goatees that are trimmed so that no hair
underlies the seal of the respirator present no hazard and do not violate [29 CFR 1910.134(g)(1)(i)]. In general,
however, beards present serious problems of acceptability because their texture and density vary daily, there
is no consistency to respirator fit, and there is higher leakage.
OSHA Citation Guidelines
http://www.osha.gov/pls/oshaweb/owadisp.show_document?p_table=DIRECTIVES&p_id=2275
1.
Facepiece Seal Protection (g)(1):
a.
Inspection Guidelines - The CSHO should be alert for the presence of facial hair (more than one
day's growth) that comes between the sealing surface of the respirator and the face as well as other
conditions that could result in facepiece seal leakage or interfere with valve function of tight-fitting
respirators, such as the presence of facial scars, the wearing of jewelry, or the use of headgear that
projects under the facepiece seal. …
b.
Citation Guidelines - CSHO should cite (g)(1)(i)(A) when employees' facial hair comes between the
sealing surface of the facepiece and the face or interferes with valve function;…
Vanderbilt Environmental Health and Safety
Revised: 6/14/2012
2014 Benefits Overview
Changing Your Benefit Elections
In addition to offering a lively community that encourages learning and celebrates diversity, Vanderbilt University provides its
faculty and staff with a benefits package that is comprehensive
and flexible.
Your elections for the health plan, dental, vision, AD&D and
Flexible Spending Accounts stay in effect for the plan year
(January 1–December 31), unless you have a qualifying family
status change event. Changes such as marriage or having a
baby are examples of qualifying events for making a family
status change. For more information, see hr.vanderbilt.edu/
benefits/fsc.php.
You can make changes to retirement, short-term disability,
long-term disability and life insurance during the plan year, but
you may need to meet other requirements.
Core and Voluntary Benefits
Vanderbilt shares the cost of these core benefits with you:
• Health Plan
• Life Insurance
• Short-Term Disability (eligible staff*)
• Long-Term Disability
• 403(b) Retirement Plan
Open Enrollment
You also may choose to enroll in the following voluntary benefits. You will pay the full cost.
• Accidental Death & Dismemberment (AD&D)
• Dental
• Flexible Spending Accounts
• Short-Term Disability (newly eligible staff and union staff)
• Vision
• Payroll-Deducted Discount Programs: Auto, Home and Pet
Insurance
Each fall, you can make changes for the following year for these
benefits: health plan, dental, vision, Flexible Spending Accounts,
and AD&D.
Questions?
Contact the Employee Service Center at 343.7000 or human.
resources@vanderbilt.edu. You can also visit HR Express at
2525 West End Avenue, 2nd Floor. Hours are Monday-Friday
from 7:30 am - 5:30 pm.
How to Enroll
Use the My VU Benefits Enrollment Tool to enroll for your
benefits. You have 30 days from your hire date to complete
your benefits enrollment. Retirement has a separate enrollment
process (see page 10 for more information).
To enroll:
1. Go to hr.vanderbilt.edu and click on My VU Benefits under
the Benefits tab
2.Log in with your VUnetID and ePassword
3.Make your benefits selections
4.Print your benefits enrollment receipt and keep it for your
records
Contents
2
7
8
9
10 11
12
13
Vanderbilt Health Plan
Life Insurance, Long-Term Disability
Short-Term Disability
Retirement Plan
Dental, Vision
AD&D, Discount Programs
Flexible Spending Accounts, Go for the Gold
Tuition Assistance, Time Off
*Faculty, house staff and post-docs should refer to their manuals and programs
for guidance on disability benefits. Those with house staff benefits are eligible
for short-term disability insurance.
About This Booklet. This document provides information about your benefit options. It is not meant to replace the Summary Plan
Descriptions, which are the governing documents for Vanderbilt benefits. Summary Plan Descriptions are available at hr.vanderbilt.edu/
benefits/sbc-eoc.php. Offerings and plans are subject to change. Prices are valid for the 2014 plan year.
2
1
C O R E
B E N E F I T
Vanderbilt Health Plan
3. Your children 26 years of age or older who are incapable of
self-support because of mental or physical disability. The
disability must have existed and been documented with
Vanderbilt Human Resources prior to the child reaching
the age of 26. Other eligibility requirements apply; please
contact the Employee Service Center at 343.7000 or
human.resources@vanderbilt.edu for details.
The Vanderbilt Health Plan includes three PPO (preferred
provider organization) options:
• Aetna Plus
• Aetna Select
• Aetna HealthFund
All three options allow you to see any provider as well as a
specialist without a referral. The health plan options have three
networks:
1.Vanderbilt Health Affiliated Network. For details, see
hr.vanderbilt.edu/benefits/vanderbilt-affiliates.
2. In-network, Aetna “POS II” National network
3.Out-of-network. Out-of-network providers may be used,
but you will not have the advantage of the network
discount. Also, out-of-network expenses have their own
deductible and co-insurance limit. Other charges may
apply if you seek care outside the network.
The Vanderbilt Health Affiliated Network co-pay, co-insurance
and deductible offer employees the biggest discount on health
care expenses.
Aetna National Network includes doctors and hospitals
throughout the United States.
Health Plan Costs
See the table on page 3 for the monthly health plan premiums. If
you are paid weekly or biweekly, these amounts will be divided
equally between your two or four paychecks each month.
Premiums are based on your Annual Base Benefits
Rate (ABBR). You can find your ABBR on C2HR, under Job
Information. Your ABBR is not necessarily the same as your
salary.
Please note that the cost for benefits is not prorated; the full cost
must be paid for the month your benefits begin.
Tobacco-free Credit
Receive a $20 a month credit toward your health care payroll
premiums as long as you and everyone covered by your health
plan are tobacco-free or trying to quit.
Provider Directories
You can use the Aetna directory to search for in-network
doctors and hospitals: www.aetna.com/docfind/custom/
vanderbilt
Spouse or Same-Sex Domestic Partner Coverage Fee
Who’s Eligible
For spouses or partners who have access to health coverage
through an outside employer but prefer the convenience of
using the Vanderbilt plan, a $100 monthly fee will apply to
payroll premiums.
Your coverage begins on your hire date. The following family
members are eligible to enroll in the health, dental or vision
plans:
Random Audits
1. Your spouse or same-sex domestic partner: see
hr.vanderbilt.edu/benefits/partnerchecklist.php for
eligibility details.
Vanderbilt University reserves the right to audit eligibility and
may require copies of any legal papers issued to establish a
person as your spouse, partner or child. Only copies of actual
court documents issued by the respective courts will be
considered as acceptable documentation for dependents.
Attempting to insure someone who is not eligible may be
subject to disciplinary action, up to and including termination of
employment.
2. Your children from birth to age 26:
• An employee’s natural child by birth, adopted child,
child placed with the employee for adoption, stepchild
or foster child.
• Children under legal guardianship or custody of the
employee must meet the definition of a dependent
under the Federal Tax Code for income tax purposes
and must be able to show supporting documentation.
• Children of the employee’s same-sex domestic partner
are eligible dependents under the Vanderbilt Health
Plan as long as they meet the eligibility requirements.
2
Summary of Benefits and Coverage
In addition to this booklet, Vanderbilt provides a Summary of
Benefits and Coverage for each health plan. Required by law,
the SBCs provide an easy-to-understand summary about each
3
C O R E
B E N E F I T
Health Plan Monthly* Premiums
health plan’s benefits and coverage. You can find them at
hr.vanderbilt.edu/benefits/sbc-eoc.php or you can request a
printed copy by calling 615.343.7000.
Band 1: For employees with salaries of $49,999.99 or less
Prescription Drug Benefit
A prescription drug benefit is included with your enrollment in
any health plan option. Navitus Health Solutions administers
the Vanderbilt prescription drug benefit and will send you a
Navitus card to use at the pharmacy to fill a prescription.
Health Plan
Individual
Individual +
Spouse/Partner
Individual +
Children
Family
Aetna Plus
$66
$164
$135
$220
Aetna Select
$93
$260
$204
$358
Aetna HealthFund
$74
$187
$155
$251
Band 2: For employees with salaries of $50,000-99,999.99
Drug Tiers
Vanderbilt encourages you to use generics when a generic
equivalent drug is available. This will save you money. Read the
Health Plan Summary Plan Description at hr.vanderbilt.edu/
benefits/sbc-eoc.php for details on costs of brand-name drugs
vs. generic equivalents.
The prescription drug list (formulary) is available on Navitus
Health Solutions website (www.navitus.com).
Mail order and specialty drug prescriptions are available
only through Vanderbilt outpatient pharmacies. The Vanderbilt
Specialty Pharmacy helps members of the health plan taking
medications classified as “specialty” for chronic illnesses
or complex diseases. For a list of specialty drugs, go to
hr.vanderbilt.edu/benefits/prescription.php.
The Vanderbilt pharmacies are located in The Vanderbilt
Clinic, Medical Center East, Monroe Carell Jr. Children’s
Hospital at Vanderbilt, and Vanderbilt Health One Hundred
Oaks.
Health Plan
Individual
Individual +
Spouse/Partner
Individual +
Children
Family
Aetna Plus
$88
$205
$175
$265
Aetna Select
$117
$306
$247
$410
Aetna HealthFund
$95
$230
$196
$299
Band 3: For employees with salaries of $100,000-149,999.99
Health Plan
Individual
Individual +
Spouse/Partner
Individual +
Children
Family
Aetna Plus
$93
$228
$185
$291
Aetna Select
$134
$335
$271
$444
Aetna HealthFund
$102
$254
$218
$327
Band 4: For employees with salaries of $150,000-199,999.99
Health Plan
Cap for Prescription Expenses
Vanderbilt caps your annual co-pay and co-insurance amount
for prescriptions at $2,500 per individual and $5,000 per
family.
Individual
Individual +
Spouse/Partner
Individual +
Children
Family
Aetna Plus
$96
$238
$192
$323
Aetna Select
$143
$368
$292
$481
Aetna HealthFund
$110
$272
$229
$361
Band 5: For employees with salaries of $200,000 or more
Health Plan
Individual
Individual +
Spouse/Partner
Individual +
Children
Family
Aetna Plus
$100
$249
$204
$337
Aetna Select
$149
$399
$314
$535
Aetna HealthFund
$117
$293
$241
$401
Pharmacy Co-Insurance Chart
Vanderbilt Pharmacy
(30 day supply)
Vanderbilt Pharmacy
(90 day supply)
Non-Vanderbilt Pharmacy
(30 day supply)
Out of Network
Maintenance Generic
$1
$3
N/A
N/A
Level 1
$5
$15
$15
N/A
Level 2
30% co-insurance up to $50
30% co-insurance up to $125
50% co-insurance up to $75
N/A
Level 3
50% co-insurance up to $75
50% co-insurance up to $225
70% co-insurance up to $100
N/A
Specialty
10% co-insurance up to $100
N/A
N/A
N/A
4
3
Aetna Plus Option Overview of Costs
Tier 1: Vanderbilt Health
Affiliated Network1
Tier 2: Aetna National
Network
Tier 3: Out-of-Network
The Wellness Credit you earn for participating in Go for the Gold will default into your Vanderbilt Health Plan Account.2 You will not file claims to access these funds, as Aetna
will pay your first medical claims (not co-pays) out of the Health Plan Account. The account helps you meet your deductible.
Go for the Gold Wellness Credit will default into your
Vanderbilt Health Plan Account
Annual amount depends on level of participation:
Bronze $120, Silver $180, Gold $240
Deductible3 — Vanderbilt Health Plan Account (Go for the Gold) is used to help you meet your deductible.
Individual Deductible
$550
$1,150
$2,100
Family Maximum (all other tiers)
$850
$2,100
$3,800
40%
60%
Co-Insurance Rate — After meeting your deductible, you pay this percentage of billed claims in each network.
20%
Out-of-Pocket Limit4
Individual Limit
$4,000
$8,500
Family Limit (all other tiers)
$7,500
$16,500
Cost of Services
Preventive visit (see HR website for more information)
Sick visit, specialist visit, mental health visit
Emergency room visit
Urgent care visit
$0
$0
N/A
$20 co-pay
$35 co-pay
50% after deductible
$115 co-pay, then 20%
after deductible
$115 co-pay, then 40%
after deductible
$115 co-pay, then
40% after deductible
$50 co-pay, then
20% after deductible
$57 co-pay, then
40% after deductible
$57 co-pay, then
60% after deductible
20% after deductible
40% after deductible
60% after deductible
Hospital inpatient (including maternity), outpatient services,
diagnostic testing
Mental health inpatient
Skilled nursing (limit of 60 days/year)
Home health care (limits apply, 120 visits/year maximum)
Hospice care
Therapy (physical, speech, occupational, cardiac rehab)
1
Includes some community pediatricians [view the directory at https://synergy.mc.vanderbilt.edu/ebase/insurance.aspx]
You have the option of having your Go for the Gold Wellness Credit applied to your Health Plan Account or applied toward a membership
to the Vanderbilt Recreation and Wellness Center in 2014. See page 12 for details.
3 The deductible for each participant will not exceed the ‘individual deductible’. The total deductible amount paid in the employee + spouse/
partner, employee + children, or family tiers will not exceed the ‘family limit’. There is a separate deductible for each network.
4 The out-of-pocket limit includes the total of co-insurance payments, co-pays and deductibles. The out-of-pocket limit for the Vanderbilt
Health Affiliated Network and the Aetna National Network are combined. For Out-of-Network, if you meet the out-of-pocket limit, you still
will be responsible for any balance due between the Billed Charge and the Maximum Allowable Charge.
2
4
5
Aetna Select Option Overview of Costs
Tier 1: Vanderbilt Health
Affiliated Network1
Tier 2: Aetna National
Network
Tier 3: Out-of-Network
The Wellness Credit you earn for participating in Go for the Gold will default into your Vanderbilt Health Plan Account.2 You will not file claims to access these funds, as Aetna will
pay your first medical claims (not co-pays) out of the Health Plan Account. The account helps you meet your deductible.
Annual amount depends on level of participation:
Bronze $120, Silver $180, Gold $240
Go for the Gold Wellness Credit will default into your
Vanderbilt Health Plan Account
Deductible3 — Vanderbilt Health Plan Account (Go for the Gold) is used to help you meet your deductible.
Individual Limit
$450
$900
$1,800
Family Limit (all other tiers)
$750
$1,500
$3,000
30%
50%
Co-insurance Rate — After meeting your deductible, you pay this percentage of billed claims in each network.
10%
Out-of-Pocket Limit4
Individual Limit
$3,500
$7,000
Family Limit (all other tiers)
$7,000
$13,000
Cost of Services
Preventive visit (see HR website for more information)
$0
Sick visit, specialist visit, mental health visit
Emergency room visit
Urgent care visit
$20 co-pay
$0
N/A
$35 co-pay
50% after deductible
$115 co-pay, then 10%
after deductible
$115 co-pay, then 30%
after deductible
$115 co-pay, then
30% after deductible
$50 co-pay, then
10% after deductible
$57 co-pay, then
30% after deductible
$57 co-pay, then
50% after deductible
10% after deductible
30% after deductible
50% after deductible
Hospital inpatient (including maternity), outpatient services,
diagnostic testing
Mental health inpatient
Skilled nursing (limit of 60 days/year)
Home health care (limits apply, 120 visits/year maximum)
Hospice care
Therapy (physical, speech, occupational, cardiac rehab)
1
Includes some community pediatricians [view the directory at https://synergy.mc.vanderbilt.edu/ebase/insurance.aspx]
You have the option of having your Go for the Gold Wellness Credit applied to your Health Plan Account or applied toward a membership
to the Vanderbilt Recreation and Wellness Center in 2014. See page 12 for details.
3 The deductible for each participant will not exceed the ‘individual limit’. The total deductible amount paid in the employee + spouse/partner,
employee + children, or family tiers will not exceed the ‘family limit’. There is a separate deductible for each network.
4 The out-of-pocket limit includes the total of co-insurance payments, co-pays and deductibles. The out-of-pocket limit for the Vanderbilt
Health Affiliated Network and the Aetna National Network are combined. For Out-of-Network, if you meet the out-of-pocket limit, you still
will be responsible for any balance due between the Billed Charge and the Maximum Allowable Charge.
2
6
5
Aetna HealthFund Option Overview of Costs
Tier 1: Vanderbilt Health
Affiliated Network1
Tier 2: Aetna National
Network
Tier 3: Out-of-Network
The Wellness Credit you earn for participating in Go for the Gold will default into your Vanderbilt Health Plan Account and be added to your HealthFund amount.2 You will not file
claims to access these funds, as Aetna will pay your first medical claims (not co-pays) out of the Health Plan Account. The account helps you meet your deductible.
Go for the Gold Wellness Credit will default into your
Vanderbilt Health Plan Account
Annual amount depends on your level of participation:
Bronze $120, Silver $180, Gold $240
HealthFund3 — Deposited by Vanderbilt on your behalf with Aetna. Unused balance rolls to future years up to fund maximum.
$750 (plus GFTG Wellness Credit amount)
HealthFund for employee-only coverage tier
$1,500 (plus GFTG Wellness Credit amount)
HealthFund for other coverage tiers
Deductible4
— HealthFund and Vanderbilt Health Plan Account (Go for the Gold) are used to help you meet your deductible.
Individual Deductible
$1,750
$2,000
$5,000
Family Limit (all other tiers)
$3,250
$4,000
$9,500
30%
50%
Co-insurance Rate — After meeting your deductible, you pay this percentage of billed claims in each network.
10%
Out-of-Pocket Limit5
Individual Limit
$3,750
$8,500
Family Limit (all other tiers)
$7,250
$16,500
Cost of Services
Preventive visit (see HR website for more information)
$0
$0
N/A
10% after deductible
30% after deductible
50% after deductible
Sick visit, specialist visit, mental health visit
Urgent care visit
Hospital inpatient (including maternity), outpatient services,
diagnostic testing
Mental health inpatient
Skilled nursing (limit of 60 days/year)
Home health care (limits apply, 120 visits/year maximum)
Hospice care
Therapy (physical, speech, occupational, cardiac rehab)
Emergency room visit
30% after deductible
1
Includes some community pediatricians [view the directory at https://synergy.mc.vanderbilt.edu/ebase/insurance.aspx]
You have the option of having your Go for the Gold Wellness Credit applied to your Health Plan Account or applied toward a membership
to the Vanderbilt Recreation and Wellness Center in 2014. See page 12 for details.
3 Your Health Plan Account and HealthFund operate as one account. Aetna pays your first claims from the total amount in your fund. If your
benefits begin on or after July 1, the HealthFund amount for that year is 50% of annual amount.
4 The deductible for each participant will not exceed the ‘individual deductible’. The total deductible amount paid in the employee + spouse/
partner, employee + children, or family tiers will not exceed the ‘family limit’.
5 The out-of-pocket limit includes the total of co-insurance payments, co-pays and deductibles. The out-of-pocket limit for the Vanderbilt
Health Affiliated Network and the Aetna National Network are combined. For Out-of-Network, if you meet the out-of-pocket limit, you still
will be responsible for any balance due between the Billed Charge and the Maximum Allowable Charge.
2
6
7
C O R E
B E N E F I T
Life Insurance
• Employees are eligible for
basic life as a core benefit and
supplemental life as a voluntary
benefit.
• Your spouse/domestic partner, if
they meet the eligibility criteria,
are eligible for basic life dependent
coverage of $5,000.
• Children up to age 19, or age 23 if
full-time student, are eligible for
basic life dependent coverage of
$2,500.
• Dependent coverage cannot be
increased.
Vanderbilt provides basic life insurance in an amount equal to
your Annual Base Benefits Rate (which is typically your annual
salary) up to $500,000. Life insurance is administered by
MetLife.
You can add supplemental life coverage of 1, 2 or 3 times
your annual base benefits rate — up to an overall maximum
of $1,000,000 (basic life plus supplemental life). If you
elect supplemental life coverage within your new employee
enrollment period, there is no medical review required for
coverage that does not exceed $500,000. If you are past your
new employee enrollment period, or coverage will exceed
$500,000, you must complete a MetLife Statement of Health
Form to add supplemental life coverage. To increase coverage,
log in to the My VU Benefits website.
Premiums for
Supplemental Life
Age
Rate
Under 30
.000036
30-34
.000045
35-44
.000059
45-49
.000078
50-54
.000128
55-59
.000219
60-64
.000334
65-69
.000367
70-74
.000400
75-79
.000423
80+
.000293
Who’s Eligible
Premium Costs
If you are a full-time, exempt faculty or staff member (paid
monthly), your life insurance begins on your hire date. If you
are a full-time, non-exempt staff member (paid weekly or
biweekly), your life insurance begins 90 days after your hire
date.
You can change your supplemental life election at any time,
but adding coverage after your initial enrollment period will
require a MetLife Statement of Health Form and underwriting
review.
To calculate your premium for the
voluntary supplemental life insurance, multiply your annual
base benefits rate by the rate for your age, as shown at right. For
example, if you are 43 years old and make $60,000:
.000059 × 60,000 = $3.54
(monthly premium amount for 1 times your salary)
Multiply $3.54 by either 1, 2, or 3 to calculate the premium for
the level of supplemental life coverage you choose.
Long-Term Disability
Vanderbilt. Complete and submit the Long-Term Disability
Certification of Prior Coverage Form within 90 days of your hire
date to waive the one-year wait. The form is on the HR website
(hr.vanderbilt.edu/forms).
You may waive the employee-paid long-term disability
coverage when you enroll for benefits on the My VU Benefits
website.
Long-term disability is a core benefit that replaces 60% of
your income if you become disabled and cannot work for more
than six months. Initially, a disability is one that prevents you
from working at your own occupation. Long-term disability
benefits include a 10% contribution to your retirement account
and access to your Vanderbilt Life Insurance and health care
coverage. Long-term disability is administered by Unum.
How to Enroll
Premium Costs
Automatic enrollment in the long-term disability plan occurs on
the first of the month after your one-year anniversary for faculty
and staff and immediately for house staff, so no enrollment is
necessary.
You can waive the one-year wait if you had group long-term
disability coverage within 90 days prior to coming to work at
Vanderbilt pays for long-term disability insurance covering
the first $24,000 of your annual base salary. You pay for the
coverage above $24,000. To calculate your monthly cost,
multiply the amount of your salary above $24,000 by .0037
and divide the result by 12.
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7
C O R E
B E N E F I T
Short-Term Disability
Short-term disability insurance provides nearly full income
replacement if you are unable to work for an extended period
due to an approved medical condition. Once you have fulfilled
the applicable waiting period, short-term disability insurance
provides income protection up to 66 2/3% of your annual base
benefits pay (up to $2,500 per week maximum). Short-term
disability benefits may continue for up to 26 weeks. The benefit
is administered by Unum.
Learn more in the Summary Plan Description at hr.vanderbilt.
edu/benefits/sbc-eoc.php or at HR Express.
Newly Eligible Staff (less than 1 year of service)
During the waiting period for automatic enrollment into the
enhanced short-term disability plan, you may elect Option 1
of the traditional short-term disability plan (see below for plan
details). You will have a 14-day waiting period before your
short-term disability coverage begins on the 15th calendar day
after your disability begins and continues up to 24 weeks.
Traditional Short-Term Disability
(only available for Union staff)
Enhanced Short-Term Disability
You have two options:
• Option 1: 14-day wait. Coverage under this option
begins on the 15th calendar day after your disability
begins and continues up to 24 weeks. The cost is 0.71
cents per $10 of weekly benefit.
• Option 2: 29-day wait. Coverage under this option
begins on the 30th calendar day after your disability begins and continues up to 22 weeks. The cost is
0.445 cents per $10 weekly benefit.
The enhanced short-term disability benefit is available to eligible staff effective January 1, 2014. House staff and post-docs
should refer to their manuals and programs for guidance on
disability. Those with house staff benefits are eligible for shortterm disability insurance.
The enhanced short-term disability provides a no-cost base
coverage, which is paid for by Vanderbilt, and “buy-up” coverage, which is paid for by the employee. The base portion covers
up to $24,000 a year of your salary with only a two-week waiting period (10 work days). Costs for the buy-up depend on your
annual salary. You may opt out of the buy-up coverage at any
time. If you wish to re-enroll in the buy-up coverage at another
time, you will be subject to medical review and you could be
denied.
Your monthly cost is calculated automatically when you
enroll for your benefits on the My VU Benefits website.
Short-term disability premiums are after-tax, so you do
not owe income taxes on the benefit when you receive the
disability pay.
How to Enroll
How to Enroll
Automatic enrollment in the short-term disability plan occurs
on the first of the month after your one-year anniversary. You
may waive the employee-paid short-term disability coverage at
any time by going to the My VU Benefits website.
Go to the My VU Benefits website within 30 days of your
hire date to complete your enrollment. Please note that the
plan is not effective until the first of the month following
30 days of employment. You also may apply for shortterm disability insurance during Vanderbilt’s annual Open
Enrollment period.
Premium Costs
Vanderbilt pays for short-term disability insurance covering the
first $24,000 of your annual base salary. You pay for the coverage above $24,000. The cost is 0.484 cents per $10 weekly
benefit. Your monthly cost is calculated automatically when you
enroll for your benefits on the My VU Benefits website.
When you receive the disability pay, you will be responsible
for the income taxes on the base portion of your benefit (the
first $24,000 of your annual base salary paid by Vanderbilt).
However, since your buy-up short-term disability premiums are
after-tax, you will not owe income taxes on your portion of the
benefit, (the coverage above $24,000 paid by you).
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9
C O R E
B E N E F I T
403(b) Retirement Plan
The Vanderbilt University Retirement Plan, an Internal Revenue
Code Section 403(b) plan, is a mandatory long-term investment program for eligible faculty and staff. You can select from
four investment companies: TIAA-CREF, Vanguard, VALIC and
Fidelity.
• Retirement company application for TIAA-CREF, Vanguard,
VALIC and Fidelity. You can open an account with one or
more companies. You also will need to choose your investment funds and designate your beneficiary.
It’s important to submit all your enrollment materials prior
to your eligibility in Vanderbilt’s retirement plan; otherwise, you
will be enrolled at the mandatory contribution level in a default
account with Fidelity.
Eligibility
• Full-Time Staff and House Staff. The retirement plan is
optional at the supplemental level when you are new, but
at your one-year anniversary the retirement plan becomes
mandatory and you are automatically enrolled. (If you are
covered by a collective bargaining unit, other plan terms
may apply.)
• Part-Time Staff. If you are scheduled to work 20 hours per
week or more, you are automatically enrolled when you
meet one year of service.
• Faculty.* Your enrollment is based on your appointment
date. If your appointment date is the first of the month,
enrollment begins that month; if your appointment date is
any other day of the month, enrollment begins on the first
of the month following your appointment date.
Returning Employees
If you are a returning employee in an eligible position, and you
were eligible for the retirement match during your previous
Vanderbilt employment, you are required to participate and will
be eligible to receive matching contributions on the first of the
month immediately following your re-employment.
To enroll, complete a Retirement Plan Election Form to
choose your retirement plan contribution amount and your
investment company. If you don’t complete the Retirement Plan
Election Form, you will be enrolled in at the mandatory contribution level with Fidelity.
Retirement Consultation Sessions
Plan Options
TIAA-CREF, Vanguard, VALIC and Fidelity offer free one-on-one
retirement consultations at convenient Vanderbilt locations.
You can meet with one or all company representatives to learn
about their investment products, discuss how much money you
may need at retirement, review your current investments, learn
how to initiate a rollover, or discuss investment strategies.
Visit the HR website (hr.vanderbilt.edu/benefits/retirement/
counseling.php) to make an appointment.
There are three contribution levels:
• Mandatory: 3% (6.47% for VMG) of your annual salary.
Vanderbilt matches 3%.
• Basic: an additional voluntary contribution of 2%.
Vanderbilt matches 2%.
• Supplemental: additional voluntary contributions. You can
make supplemental contributions at any time, but they are
not matched by Vanderbilt.
The total of basic and supplemental level contributions
cannot exceed IRS limits. Each year the IRS determines the
annual maximum you can save toward retirement. To view current IRS limits, visit the HR website (hr.vanderbilt.edu/benefits/
retirementplan.php).
You can change elections once per calendar quarter.
How to Enroll
Complete and submit the following forms, which are available at
hr.vanderbilt.edu/forms:
• Retirement Plan Election Form (Salary Reduction
Agreement). Elections you make on the Retirement Plan
Election Form are effective the first of the month following
approval by Human Resources.
10
* For faculty, VMG and executive administration members: If
your gross compensation exceeds $115,000 by December 31 of
your first year working at Vanderbilt, your match will stop until
you reach the one-year anniversary of your appointment date. At
that time, matching contributions will resume. This is a requirement of the Plan to meet non-discrimination regulations. See the
Faculty Manual, www.vanderbilt.edu/facman (Part VI, Section A,
Eligibility section), for a full explanation. Also see page 1 of the
Retirement Plan Summary Plan Description at hr.vanderbilt.edu/
RetirementSPD2013.pdf
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V O L U N T A R Y
B E N E F I T
Dental
There are two dental plans: CIGNA Dental DHMO and
BlueCross BlueShield DentalBlue PPO. Both plans offer:
• Preventive care (cleanings, x-rays)
• Basic care (fillings, basic restorative work)
• Major services (bridges, crowns, root canals, orthodontia)
• There is a waiting period and limitations for orthodontia
procedures
To find DentalBlue network providers, visit www.BCBST.com.
CIGNA Dental Care (DHMO)
If you choose to enroll in the dental plan, your coverage will
begin on your hire date. You, your spouse/same-sex domestic
partner, and your children up to age 26 are eligible for dental
insurance.
You can change your elections only during Open Enrollment
(usually in the fall), unless you experience a qualifying event,
such as marriage or birth of a child.
• You must see a CIGNA Dental Care DHMO dentist (no
coverage for out-of-network)
• You must have a referral to see a specialist
• No waiting periods, no deductibles, no annual limit
• Orthodontia available for children and adults
If you do not indicate a Dental Facility Number when you enroll
for benefits, CIGNA will assign you a CIGNA DHMO-network
dentist. If you wish to change your dentist, call CIGNA at
800.642.5810. Find a CIGNA DHMO-network dentist online at
www.cigna.com.
Who’s Eligible
Monthly Premiums
Dental Care Premiums
BCBS DentalBlue PPO
• You pay co-insurance (a percentage of the cost)
• You may see any dentist, but receive the best coverage if
you see an in-network dentist
• There is a deductible and calendar year maximum
Plan
Individual
Individual
+ Spouse/
Partner
Individual +
Child(ren)
Family
CIGNA Dental
Care DHMO
$14.50
$24.66
$30.03
$37.27
BCBST Dental$30.69
Blue PPO
$60.94
$73.57
$103.34
Vision
Superior Vision offers a wide network of providers, including
Vanderbilt Eye Institute, Target, WalMart and LensCrafters. Your
coverage includes eye examinations, prescription eyewear and
contact lenses.
See a provider list at www.superiorvision.com or call
1.800.507.3800.
You can change your elections only during Open Enrollment
(usually in the fall), unless you experience a qualifying event,
such as marriage or birth of a child.
Monthly Premiums
Vision Payroll Premiums
Who’s Eligible
Plan
If you choose to enroll in the vision plan, your coverage will
begin on your hire date. You, your spouse/same-sex domestic
partner, and your children up to age 26 are eligible for vision
insurance.
10
Individual
Superior Vision $6.10
11
Individual +
Individual +
Family
Spouse/Partner Child(ren)
$10.20
$10.70
$17.40
V O L U N T A R Y
B E N E F I T
Accidental Death & Dismemberment
• Payout for your injury is 100% for death or double
dismemberment.
Accidental Death & Dismemberment (AD&D) pays your
beneficiary if you die in an accident; AD&D would pay you a
percentage of the elected benefit if you suffer a dismemberment in an accident. AD&D is administered by MetLife. You,
your spouse/domestic partner, and your children up to age 19
(or age 23 if a full-time student) are eligible for this benefit.
There are three levels of payouts for family coverage:
• If you and your spouse/partner have no children, the
amount paid to you if your spouse/partner dies in an accident, or if the accident causes dismemberment, is 50% of
your coverage.
• If you and your spouse/partner have children, the amount
paid to you if your spouse/partner dies in an accident, or
if the accident causes dismemberment, is 40% of your
coverage. The amount paid to you if your child dies in an
accident, or if the accident causes dismemberment, is 10%
of your coverage.
• If you have children, but do not have a spouse/partner,
the amount paid to you if your child dies in an accident,
or if the accident causes dismemberment, is 15% of your
coverage.
Eligibility
If you choose to enroll, your coverage will begin on your hire
date (for exempt faculty and staff) or 90 days after your hire
date (for nonexempt staff). You can change elections only
during Open Enrollment (usually in the fall), unless your experience a qualifying event, such as marriage or birth of a child.
Premium Costs
Full-time regular faculty and staff may purchase AD&D coverage in increments of $10,000 (up to 10× your annual salary or
$500,000, whichever is less). The cost for individual coverage
is .14 cents per $10,000 per month and for family coverage is
.23 cents per $10,000 per month.
Payroll-Deducted Discount Programs
These discount programs are available to Vanderbilt employees
and the cost is conveniently payroll deducted.
• Auto & Homeowners Insurance. Group auto and homeowners insurance is offered by MetLife. Call 1.800.GETMET8 to get a free insurance review and a no-obligation
quote.
• Pet Insurance. Pet insurance is offered through Veterinary
Pet Insurance. Two levels of coverage for accidents and
illness, as well as vaccination and routine care coverage,
are available. For more information, contact Veterinary Pet
Insurance at 1.800.USA.PETS, or online at www.petinsurance.com.
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V O L U N T A R Y
B E N E F I T
Flexible Spending Accounts
November paycheck.
You can change your elections only during Open Enrollment
(usually in the fall), unless you experience a qualifying event, such
as marriage or birth of a child.
A Flexible Spending Account (FSA) lets you set aside money
on a pre-tax basis (before federal income and FICA taxes
are deducted) to pay for eligible medical or dependent care
expenses. You save money by paying less taxes. FSA benefits
are managed by Benefit Express.
There is a 90-day wait before the FSA benefit begins.
The amount(s) you elect will be deducted evenly from each
paycheck throughout the year, beginning with the first paycheck
after three months of employment. The money contributed to
your FSA account must be used during the plan year after your
initial 90-day wait. Money not used will be lost, as required by
federal law. The annual election minimums and maximums are:
• Health FSA: $104 to $2,500 per employee. If both spouses
work, both can claim $2,500 - for a total household limit of
$5,000.
• Dependent Care FSA: $104 to $5,000 per household
Health FSA
Use your Health FSA funds for out-of-pocket medical expenses.
Co-pays, deductibles, prescription drugs, eye care and other
expenses for you, your tax dependents and your adult children up
to age 26 are eligible for reimbursement with the Health FSA (see
IRS Publication 502: Medical and Dental Expenses at www.irs.
gov/pub/irs-pdf/p502.pdf for details).
Dependent Care FSA
Dependent Care FSA funds are used to pay expenses to place
your child(ren) (under the age of 13) or other eligible dependents
in day care or other custodial care to enable you (and, if married,
your spouse) to work or seek work (see IRS Publication 503, Child
and Dependent Care Expenses at www.irs.gov/pub/irs-pdf/p503.
pdf for more details).
Note that highly compensated employees may be affected by
the Dependent Care FSA annual non-discrimination testing based
on the Internal Revenue Code.
How to Enroll
Complete the My VU Benefits enrollment tool within 30 days of
your hire date. FSAs require an annual election; for subsequent
years, you will enroll during Open Enrollment. Please note that
the dollar amount you enter is the annual amount.
Your FSA payroll deductions begin the first of the month
after three months of employment. For example, if you were
hired on July 10, your payroll deductions would start with your
Go for the Gold Program
This health promotion program helps faculty, staff and their
families lead healthier and more productive lives by identifying
health risks and taking action to reduce those risks.
If you participate in Go for the Gold, and you are enrolled in
the Vanderbilt Health Plan, you can earn a wellness credit of up
to $240 per year. You have two options on how your wellness
credits are applied: 1) Vanderbilt Health Plan Account, or 2)
Vanderbilt Recreation and Wellness Center Membership.
Option 2: Vanderbilt Recreation and Wellness Center (VRWC)
Membership
Apply your wellness credit (bronze $10/month), silver ($15/
month), or gold ($20/month) toward membership at the new
VRWC. See the Health Plus website for details.
To receive the wellness credit, complete Go for the Gold by
October 31 each year. The wellness credit will be applied to your
choice of either your Vanderbilt Health Plan Account or VRWC
membership the following January. You must enroll in a Vanderbilt
Health Plan by the following January 1 to receive the wellness
credit for the year.
Note: The Go for the Gold Wellness Credit is available only to
employees who elect and pay for the Vanderbilt Health Plan. If
your spouse/partner also works at Vanderbilt, waives Health Plan
coverage and is covered as your spouse/partner on the Vanderbilt
Health Plan, she/he is not eligible to receive the Wellness Credit.
Learn more at hr.vanderbilt.edu/benefits/gftgFAQ.php and
healthplus.vanderbilt.edu.
Option 1: Health Plan Account
Vanderbilt deposits your Go for the Gold wellness credit into a
Health Plan Account managed by Aetna. The Health Plan Account
helps you pay your deductibles and co-insurance. The wellness
credit amount can be applied to other covered members on your
health plan, including your spouse, partner and dependents. Aetna
will automatically draw from this account when they receive a bill
from a doctor’s office or facility. (The Health Plan Account does not
apply toward co-pays.) If the credit isn’t used, the money will roll
over each year, to a maximum of $1,000.
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13
Tuition Assistance
Staff
Children
Staff may receive 70% tuition reimbursement for one course
for up to three credit hours (undergraduate or graduate-level)
per semester taken at any accredited college or university in
the United States (not to exceed 70% of Vanderbilt tuition for
similar course). You will need your supervisor’s approval and
reimbursement applies only if you receive a grade of ‘C’ or better.
Eligibility starts with the semester beginning three months after
your hire date. You may audit one three-hour course per semester at Vanderbilt. Tuition will be waived, as long as you have the
instructor’s permission to attend. No college credit is given for an
audited course. Contact the registrar’s office for audit details.
Your eligible dependent children may qualify for a 55% tuition
discount on Vanderbilt courses. For dependent children enrolled
at another eligible institution, the benefit is tied to the tuition
amount charged and may not exceed 55% of Vanderbilt’s tuition.
Each eligible dependent may receive tuition discounts for
up to eight semesters or 12 quarters of undergraduate courses.
Eligibility starts with the semester beginning five years after your
hire date (time worked at another college or university may count
toward the five-year wait).
To qualify, your child must be enrolled in undergraduate
courses leading to the first baccalaureate degree at an accredited
college or university. See hr.vanderbilt.edu/policies/tuition-child,
call the Tuition Hotline at 322.4088 or email tuitionbenefit@
vanderbilt.edu.
Spouse/Partner
Your spouse or domestic partner can receive a 47% tuition
discount for one course per semester taken at Vanderbilt. Your
spouse/partner cannot be seeking a degree at Vanderbilt. The
spouse/partner tuition benefit is subject to income tax. Eligibility
starts with the semester beginning three months after your hire
date.
How to Enroll
Go to hr.vanderbilt.edu/forms and complete these forms:
• Tuition Benefit for My Child
• Tuition Benefit for Myself or My Spouse/Partner
Time Off
flexPTO
flexPTO is Vanderbilt’s new paid time off program for eligible
staff that combines your vacation, personal, holiday and sick
days into one flexible bank of time. Flexible paid time off programs are valued in many organizations because they meet the
needs of today’s diverse workforce, offering employees choice
and flexibility at every life phase.
Your time off will accrue each pay period until you reach
the flexPTO bank limit (see the flexPTO Program Guide for
details). Once you reach your bank limit, you will not accrue any
additional time in your flexPTO bank. You won’t lose any time
you have already earned - you just won’t accrue additional time.
Once you get below your current limit, you will start accruing
time again.
FlexPTO also includes a two-week paid parental leave for
eligible birth parents, spouses/partners to birth parents, and
adoptive parents. This paid leave can also be used during the
14-day waiting period for short-term disability.
Medical Center staff transitioned to flexPTO in January 2014
and University Central staff will transition in July 2014.
Learn more at hr.vanderbilt.edu/secure/flex-pto.
Other Leaves
Vanderbilt provides time off to eligible staff for:
• FMLA
• Non-FMLA
• Bereavement
• Jury duty
• Military leave
See the HR website, hr.vanderbilt.edu/policies, for details.
1/9/2014
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