TABLE OF CONTENTS
Benefits at a Glance
5
Oxford Freedom Medical Plans
EPO Plan – Option #1
90/70 Plan – Option #2
100/70 Plan – Option #3
6
6
6
Cancer Resource Services (CRS)
Emergency Room Services
Gym Reimbursement
Healthy Bonus®
Precertification
Prescription Drugs
Vision
7
7
7
7
7
7
8,9
Health Plan Enrollment Considerations
10
Dental Plans
DeltaCare
Delta Dental PPO Plus Premier
11
11,12
Domestic Partners
13
The Tax-Free Advantage
14
Changes in Your Family Status
14,15
Income Protection
Short Term Disability
Workers’ Compensation
Long Term Disability
15
15
16
Long Term Care
16
Life and AD&D Insurance
Enrollment Considerations
17
MEDEX Travel Assist
18
Dependent Life Insurance
19
Employee Assistance Program (EAP)
19
Reimbursement Account Programs
Health Care Flexible Spending Account
Dependent and Child Care Flexible Spending Account
PayFlex Debit Card
FSA Grace Period
FSA Enrollment Considerations
Commuter Reimbursement Programs
eTRAC Commute Debit Card
20,21
21
22
22
22,23
23
23
Retirement Plans
Basic Retirement Plan
Supplemental Retirement Plan
Enrollment Considerations
24
24
25
Educational
On-Campus Tuition Remission
Off-Campus Tuition Remission
Off-Campus Dependent Child Tuition Remission
26
26, 27
27
2
TABLE OF CONTENTS
Tuition Exchange Program
28, 29
New York College Savings Program
30
Human Resources Web Page
31
Oxford Freedom Medical Plan Summaries
EPO Plan – Option #1
90/70 Plan – Option #2
100/70 Plan – Option #3
32
3
IMPORTANT INFORMATION
This publication is intended only as a general overview. Additional coverage
information about each plan and/or benefit program is available by contacting
the University Benefits office.
This publication does not state all of the plans and/or benefit programs’ terms
and conditions. In all cases, the plan documents and not this publication will
govern the benefits paid.
Pace University and its sponsored plan administrators/insurance carriers
reserve the right to update this publication as needed.
4
BENEFITS AT A GLANCE
Pace University provides you with a very competitive benefit program. The Univerisity is committed to providing
a variety of programs and services to include your spouse or domestic partner and dependents.
Your benefits at Pace University are designed to provide:





Medical and dental insurance for preventive care or diagnostic and surgical procedures
Income protection in the event you are not actively at work, due to illness
Programs and services that assist you in balancing your work and personal life
Financial security upon retirement
Educational opportunities for you and your family to pursue a degree at Pace or another higher
education institution
Your benefits package includes:
HEALTH
Medical Plan
Dental Plan
FINANCIAL SECURITY
Basic Retirement Plan
Supplemental Retirement Plan
Post Retirement Benefits (if eligible)
INCOME PROTECTION
Short Term Disability Salary and Benefit Continuation
Long Term Disability Insurance
Worker’s Compensation
Long-Term Care
Life Insurance
Dependent Life Insurance
EDUCATION
On-Campus Tuition Remission
Off-Campus Graduate Tuition Reimbursement
Off-Campus Dependent Tuition Reimbursement
Tuition Exchange Programs
New York College Savings Program (529 Plan)
WORK/LIFE
Employee Assistance Program
Health Care Flexible Spending Account
Dependent Care Flexible Spending Account
Commuter Reimbursement Accounts
Academic Federal Credit Union
Paid University Holidays
Paid Vacation/Personal Days
Leaves of Absence
Some benefits are fully paid by the University, some are partially subsidized, while some are paid only by the
employee.
5
OXFORD HEALTH PLANS, A UNITED HEALTHCARE COMPANY
Pace University has consolidated its medical plans under Oxford Health Plans, a United Healthcare Company.
The plan design offers Pace full-time faculty and staff the opportunity to select from among three options, all are
open access and do not require the selection of a primary care physician (gatekeeper) and permits members to
self refer to specialists and services.
Oxford Freedom EPO Plan – Option #1 (Oxford Exclusive Plan), which is modeled after the HMO plans,
offers access to Oxford’s Freedom network (tri-state area) as well as United Healthcare Choice Plus (nationally),
an excellent selection of providers and facilities, but restricts all services to the network. This plan includes
coverage for preventative services and wellness programming, including an annual $400 allowance for a health
club membership for the employee.
Oxford Freedom 90/70 Plan – Option #2 (Freedom Plan Direct) introduces a deductible and coinsurance limit
for hospitalization (inpatient and outpatient) and other services (e.g., outpatient procedures) but maintains a
reasonable co-pay for office, specialist, and pharmacy services by In-Network providers. The In-Network
deductible is $250 per member (up to a maximum of $500 for family contracts). This option has a 10%
coinsurance, for In-Network services, but is capped at an annout out-of-pocket maximum of $750 per individual
and $1,500 for family contracts. The coinsurance for In-Network will always be based on the significantly
discounted and negotiated rates established between Oxford Health Plans and the provider/facility. The savings
are passed on to the member immediately. There is also a deductible ($500 individual, $1,000 family) and
coinsurance (30%) for Out-of-Network services.
Oxford Freedom 100/70 Plan – Option #3 (Freedom Plan Access) offers, in most cases, a reasonable co-pay
for office and specialist visits. In general, there is no deductible or coinsurance for In-Network services. There is
a deductible ($300 individual, $600 family) and coinsurance (30%) for Out-of-Network services.
In all cases, the emergency room co-pay is introduced to discourage unnecessary use and is waived if hospital
admission is required.
Oxford Freedom 90/70 Plan – Option #2 and Oxford Freedom 100/70 Plan – Option #3 are Point of Service
(POS) plans that offer access to Oxford’s Freedom network (tri-state) area as well as United Healthcare Choice
Plus (nationally) and offer coverage for services performed outside of these networks. The member decides
where he/she will receive care. In-Network benefits include coverage for preventative services and wellness
programming, including an annual $400 allowance for a health club membership for the employee.
It should be noted that for all three plans, students who are covered under the employee’s plan are covered until
the end of the calendar year in which they lose their student status up to the age of 25. For example, if a
student graduates in May at age 23, he/she is covered for the remainder of that calendar year. This benefit
affords additional coverage for the dependent student before the dependent needs to obtain his/her own
coverage or enroll in COBRA coverage.
6
OXFORD HEALTH PLANS, A UNITED HEALTHCARE COMPANY
All of the plans listed above offer the following features:
Cancer Resource Services (CRS)
If a member has been diagnosed with cancer and is interested in receiving care from a CRS participating facility,
he/she must register with Cancer Resource Services in advance of treatment. Members may call
1-866-936-6002 to register. Registration will ensure that services performed at centers such as Memorial SloanKettering will be treated as In-Network. Please visit www.urncrs.com for general information.
Emergency Room Services
The member is responsible for a $75 Emergency Room co-payment. The co-payment is waived if the member is
admitted to the hospital through the Emergency Room. If the Emergency Room visit results in a hospital
admission, the member must notify Oxford’s Customer Service Department, at 1-800-444-6222, within 48 hours
of the admission.
Gym Reimbursement
 Members are eligible for up to $200 per 6-month period; $100 reimbursement for enrolled
spouse/domestic partner;
 Must complete a minimum of 50 visits per 6-month period;
 Reimbursement form is available on the Human Resources web page (www.pace.edu/hr) under Forms
> Medical.
Healthy Bonus®
A preventative program offering members access to discounts and special offers on health-related products and
services. Offers include weight loss, nutrition, wellness and important health issues such as pediatric nutrition
and condition management (diabetes and asthma).
Precertification
Precertification is required for all planned in-patient hospitalizations and professional services and all out-patient
procedures performed at hospital out-patient departments, ambulatory surgical facilities, and freestanding
facilities. Precertification is also required for major diagnostic tests, such as CT Scans, Magnetic Resonance
Imaging (MRI), Magnetic Resonance Angiography (MRA), Positron Emission Tomography (PET), and nuclear
medicine studies.
For In-Network covered services, the member’s participating provider must obtain the necessary precertification
directly from Oxford Health Plans. When a member seeks care Out-of-Network, he/she is responsible for
obtaining any necessary precertification. Members who do not receive precertification for services received Outof-Network will be obligated to pay for all charges, or may be subject to a reduction in coverage, depending on
their plan. Self-referrals and pre-authorizations are not the same.
Prescription Drugs
Oxford Health Plans contracts with a pharmacy benefit manager, Medco Health Solutions, to help administer
retail and mail-order pharmacy services.
There is a three-tier structure for prescription drug coverage under all Oxford Health Plans. When members visit
a participating pharmacy for covered prescriptions, they will be responsible for a co-pay of $10, $25, or $50 for
Tier 1 (generic), Tier 2 (preferred brand), and Tier 3 (non-preferred brand) drugs respectively. Effective July 1,
2008, members will be utilizing Oxford’s Traditional Formulary. They may visit the Oxford Health Plan web site,
at www.oxhp.com, to view, by tier, the current prescription drug list by selecting “Traditional Prescription Drug
List”.
Members are able to purchase prescriptions through the mail-order program, Medco by Mail. If a prescription is
eligible for mail-order purchase, a member will pay only 2 co-payments (e.g., 2X) for a 90-day supply. For futher
information, please contact Medco Health Solutions at 1-800-905-0201.
7
OXFORD HEALTH PLANS, A UNITED HEALTHCARE COMPANY
Effective July 1, 2008 Pace University will be offering a comprehensive vision plan through United HealthCare
Specialty Benefits (formerly known as Spectera) . Vision services will no longer be covered under the Oxford
medical plans.
All employees enrolled in the Oxford medical plans will be enrolled into the United HealthCare Vision program
according to your Oxford medical plan election. Employees and their dependents are entitled to the following
vision services:
Eye Examination:

Includes a comprehensive eye exam, covered in full (after $10 co-payment).
Spectacle Lenses:
 Includes a pair of clear, single vision, lined bifocal or lined trifocal lenses, covered in full (after $20 copayment), as well as standard scratch-resistant coating.
Frame Benefit:
 Applies to most frames on the market today, many of which are covered in full, (after $20 co-payment).
Contact Lens Benefit:
 Includes contact fitting/evaluation fee and contact lenses (including many of the most popular brands
on the market), as well as disposables (depending on prescription and plan) and up to two follow up
visits – covered in full (Note: When electing contact lenses outside of covered-in-full selection, such as
toric, gas permeable and bifocal contacts, an allowance is provided and material co-pay does not
apply).
Access to Discounted Laser Vision Correction Procedures:
 Partner with the Laser Vision Network of America (LVNA) for discounted laser vision correction
procedures.
 Enables members to access a NCQA-credentialed surgeon from a national network of 400 laser vision
correction providers.
Out-of-Network Reimbursement:
 Reimburse services rendered outside our network, up to the plan maximum allowance schedule
National Network:
 Access to more than 27,000 providers in private practice or retail chains
 Partner with more than 75 national retail chains through the country
 Provide access to a diverse network of providers with day, evening and weekend appointments Able to
perform targeted provider recruiting, if needed, to ensure adequate access
 Require participating providers to meet or exceed established quality and licensing standards.
For a full list of participating providers, visit their website at www.uhcspecialtybenefits.com
For further information, please contact the Oxford Member Services department at 1-800-444-6222.
8
OXFORD HEALTH PLANS, A UNITED HEALTHCARE COMPANY
Vision Plan Summary
Benefit Type
UnitedHealthCare Specialty Benefits
Plan Frequency
Examination
Lenses
Frames
Contacts (In lieu of eyeglass lenses & frame
Member Provider Coverage
once every 12 months
once every 12 months
once every 24 months
once every 12 months
Exam Copay (eyeglass exam)
Lenses (uncoated plastics)
Single
Bifocal
Trifocal
Lenticular
Material Copay (lens and/or frame)
Frame wholesale allowance
$10 copay
Paid in full after copay
Paid in full after copay
Paid in full after copay
Paid in full after copay
$20 copay
Up to $50 wholesale
Up to $130 retail value
Elective Contact Lenses (contacts in lieu of
eyeglass lenses & frame)
Medically Necessary Contacts
Non-Member Provider Coverage
Exam
Lenses
Single
Bifocal
Trifocal
Lenticular
Frames
Elective Contact Lenses
Medically Necessary Contacts
Retail Chains included in network?
Fully Covered Frames?
Fully Covered Contacts?
Provider Locations
Centralized or Independent Lab
Discount Services
Through Company Providers (least
expensive option within respective category)
Oversize Lenses (For Lenses > 61MM)
Fashion and gradient tinting
Glass-Grey #3 Prescription Sunglasses
Laser Vision Correction
Standard Progressive lens
Premium Progressive lens
Photochromatic lens
Scratch Resistant Coating
Standard Anti-Reflective Coating
Premium Anti-Reflective Coating
Hi-Index lenses (1.60 spherical)
Polarized lenses
Polycarbonate lenses
Plastic Photo-Sensitive Lenses
Ultraviolet Coating
Up to $125 reimbursement
Up to $210 reimbursement
Up to $40 reimbursement
Up to $40 reimbursement
Up to $60 reimbursement
Up to $80 reimbursement
Up to $80 reimbursement
Up to $90 reimbursement
Up to $125 reimbursement
Up to $210 reimbursement
Major Retail Chain Network Providers include
EyeMasters, Wal-Mart, Sterling Optical, and Sam's Club
Up to Allowance
Up to Allowance
National
Centralized
Up to $10 reimbursement
Up to $15 reimbursement
Up to $30 reimbursement
Discount of 15%
Up to $70 reimbursement
Up to $110 reimbursement
Up to $65 reimbursement
Included
Up to $40 reimbursement
Up to $80 reimbursement
Up to $40 Single Vision/$60 Multi-focal reimbursement
Up to $45 Single Vision/$69 Multi-focal reimbursement
Up to $25 Single Vision/$30 Multi-focal reimbursement
Up to $50 Single Vision/ $65 Multi-focal reimbursement
Up to $18 reimbursement
9
HEALTH PLAN ENROLLMENT CONSIDERATIONS
Your elections for your medical plan will remain in effect until June 30, 2009, unless there is a qualifying
change in your family status. See “Changes in Family Status” in this publication for further information.

You can select from three coverage levels: ‘individual’, ‘employee + one’ or ‘family’ for your medical
and/or dental plans.

Domestic partners and the partner’s natural or legally adopted children can be enrolled in the medical
and/or dental plans once the “Statement of Domestic Partnership” is completed and approved. All
contributions for additional medical and dental coverage for a domestic partner and the partner’s
dependent children will be deducted on an after-tax basis. See “Domestic Partners” in this publication
for further information.

You can add dependents to or drop dependents from your coverage whenever you have a qualifying
change in your family status. See “Changes in Family Status” in this publication for further information.

If your spouse or domestic partner has medical or dental coverage under his or her employer's plan, you
should consider that coverage as you decide on your medical and/or dental coverage through Pace
University.

For the medical or dental plan, dependent children are covered through age 19. For medical coverage
only, students who are covered under the employee’s plan are covered until the end of the calendar
year in which they lose their student status up to the age of 25. For dental, coverage will continue for
dependent children with full time student status at a higher education institution until the end of the
month in which they turn age 23.
10
DENTAL PLANS
Pace University offers dental coverage with our provider Delta Dental. You will have a choice between two (2)
plans for dental coverage, DeltaCare USA or Delta Dental PPO Plus Premier.
DeltaCare USA
The DeltaCare USA plan works very much like a Health Maintenance Organization in that you must select a
primary care dentist from a list of participating network dentists in order to be enrolled and receive coverage. If
you see your primary care dentist (or a network dental specialist referred by your primary care dentist), no
deductible is required. Co-payments will generally apply only to major services provided and no claim forms
need to be filed by you. The co-payment schedule(s) are available at our website, www.pace.edu/hr or at the
Human Resources/Benefits office. DeltaCare USA is offered in the states of New York and New Jersey only.
SUMMARY OF COVERAGE
Preventive
100%
Basic Restorative
100%
Major Restorative
Fixed co-pay
Orthodontia (one course of treatment per
Fixed co-pay
individual)
Annual Maximum
Unlimited (excluding orthodontia)
For an updated list of participating providers, please review their website at www.deltadentalins.com. You can
contact DeltaCare USA in New York at 1-800-422-4234 or in New Jersey at 1-800-722-3524.
Please refer to the plan document for more specific details about the benefits provided. DeltaCare USA will
issue members an identification card.
Delta Dental PPO Plus Premier
Employees may choose a participating dentist from the Delta Dental Premier or Delta Dental PPO programs.
The Delta Dental Premier program has Delta Dental’s largest dentist network, paying the higher amount per
procedure of the two programs. The Delta Dental PPO network is smaller and the dentists agree to accept less
per dental service.
Your participation in the Delta Dental PPO Plus Premier program provides you with the flexibility to choose
dentists within the network (Delta Dental PPO) or out-of-network (Delta Dental Premier and Non-Participating).
Your choice of dentist can determine your cost savings.
Here is an example of how the Delta Dental PPO Plus Premier works:
PPO
Premier
Non-Participating
Example Fee
Charged
$120
$120
$120
Sample MPA
Allowance
$80
$90
$100
% of Allowance Paid
by Delta Dental
90%
80%
80%
Delta Dental Pays
$72
$72
$80
Patient Pays
$8
$18
$40
*Assumes dental service is Basic Restorative. As you can see from this example, your out of pocket expenses
can be reduced by your choice of dentist.
11
DENTAL PLANS
Delta Dental PPO Plus Premier Brochure (pdf)
Annual Benefit Maximum
There is a $2,000 annual benefit maximum per person for in-network (Delta Dental PPO only) or $1,500 for outof-network (Delta Dental Premier and Non-Participating).
For example, if you use an out-of-network dentist and meet the $1,500 annual benefit maximum, you can then
switch to an in-network provider and receive an additional $500 toward your annual benefit maximum. At no
time does the annual benefit maximum exceed $2,000.
Dental Plan Summary
Benefit
DIAGNOSTIC
PREVENTIVE
BASIC RESTORATIVE
ORAL SURGERY
ENDODONTICS
Delta Dental PPO
Paid by Delta
Paid by Patient
100%
0%
100%
0%
90%
10%
90%
10%
90%
10%
Delta Premier and Non-Participating
Paid by Delta
Paid by Patient
100%
0%
100%
0%
80%
20%
80%
20%
80%
20%
PERIODONTICS
90%
10%
80%
20%
MAJOR RESTORATIVE
PROSTHODONTICS
ORTHODONTICS
TEMPOROMANDIBULAR
JOINT DYSFUNCTION
60%
60%
60%
40%
40%
40%
50%
50%
50%
50%
50%
50%
50%
50%
50%
50%
For an updated list of participating providers, please review their website at www.deltadentalins.com. In
addition, you can contact Delta Dental at 1- 800-932-0783.
Please refer to the plan document for more specific details about the benefits provided.
Identification Card
An ID card is included in the Delta Dental brochure that is provided during the Benefits orientation. Please
contact the University Benefits office if you would like a copy of the brochure.
12
DOMESTIC PARTNERS
Pace University’s benefits coverage will be extended to same sex and opposite sex domestic partners of our
faculty and staff. Benefits for domestic partners will be administered in the same manner, as possible, to the
benefits for legally married couples.
The following details the procedure and eligibility criteria for enrollment of domestic partners in the University’s
benefit programs.
Registration: To establish the eligibility for University benefits of a same sex or opposite sex domestic partner,
an affidavit titled “Statement of Domestic Partnership,”must be completed by the employee and domestic
partner, accompanied with supporting documentation of financial interdependence and common residence for
the past two calendar years.
Copies of this affidavit are available at the Human Resources website, www.pace.edu/hr or at your campus
Human Resources office.
Benefits Eligibility: Once the “Statement of Domestic Partnership” is completed and approved, the employee’s
domestic partner and the partner’s natural or legally adopted dependent children become eligible to apply for
University benefits.
You have 31 days from the date of registration to enroll the domestic partner and the domestic partner’s
dependent children in the medical and/or dental plans. If you choose not to enroll during these 31 days, you will
need to wait until the next open enrollment period. Please see “Changes in Family Status” for other benefit
enrollment considerations outside the open enrollment period.
Medical/Dental Plan: As a full-time employee, you may elect to add a domestic partner and/or dependent
children of a domestic partner under the “employee plus one” or “family” coverage option of our medical and
dental plans.
Tuition Remission: The same eligibility rules that apply to all employees’ spouses and children will apply to
registered domestic partners and their natural and adopted children. Applications for on-campus or off-campus
tuition remission benefits may be made as soon as the “Statement of Domestic Partnership” is completed and
approved for benefit coverage.
Other Benefits: Employees who are not married may name anyone as a beneficiary on life insurance or
retirement plans. It is not necessary to register a domestic partner to name that person as beneficiary.
Eligible employees who retire and have sufficient age and years of service, according to policy, to retain medical
coverage in retirement, may also retain medical coverage for a registered domestic partner, in the same manner
that such coverage is made available to spouses of retiring employees.
Pace University policy language regarding leaves of absence to care for newborn and/or adopted
Children or ill family members, or for purposes of death in a family will be extended to include
domestic partners and children of domestic partners.
Tax Implications: The Internal Revenue Code does not recognize the tax exemption of benefits extended to
domestic partners, as such, there will be certain tax consequences to the employee who enrolls a domestic
partner. An employee’s contributions for medical and/or dental coverage of a domestic partner and that
person’s dependent children will be deducted from pay on an after-tax basis. In the case of tuition remission for
domestic partners and their children, the value of the tuition will be treated as ‘imputed’ or direct income to the
employee and taxes will be withheld based on that additional income. Medical and dependent care expenses
for a domestic partner and/or children of a domestic partner cannot be reimbursed through an FSA.
13
THE TAX-FREE ADVANTAGE
Your share of the cost of medical coverage and dental coverage is withheld from your paycheck with pre-tax dollars before
federal, state and social security taxes are taken out. Your contributions to the Flexible Spending and Commuter
Reimbursement Accounts are also made on a tax-free basis.
Here is an example to show how pre-tax contributions and enrolling in a Flexible Spending and Commuter Reimbursement
Account can help you save on taxes.
Let us assume the following:
Employee Elections
Oxford 90/70 Plan, Family
Delta PPO, Family
Total Medical and Dental Premiums
Annual Employee Cost *
$6,924.00
1,650.00
$8,574.00
Employee Expenses
Annual Medical Expenses
Annual Child Care Expenses
Annual Metro Card Expenses
Total Employee Expenses
2,000.00
1,500.00
1,008.00
$4,508.00
Annual Salary: $55,000
Tax Bracket**: 25%
Tax-Free
Tax Free
With FSA Without FSA
Annual Pay
$55,000
$55,000
Total Medical and Dental Premiums
8,574
8,574
Medical and Dependent Care FSA
3,500
0
Commuter Reimbursement
1,008
0
Taxable Income
41,918
46,426
Federal Income Tax
10,480
11,607
Social Security Tax
3,206
3,552
After-tax Expense
0
4,508
Take-Home Pay
$28,232
$26,759
Tax Free Savings from FSA
$1,473
Total Tax Free Savings
$4,272
After-Tax
$55,000
0
0
0
55,000
13,750
4,208
13,082
$23,960
* Based upon Medical plan and dental plan premium rates effective July 1, 2008.
** If state taxes were included in this example, your tax savings would be even greater.
CHANGES IN YOUR FAMILY STATUS
Once you enroll in our medical and/or dental plans, the IRS does not allow you to make a change to the plan
and coverage level during the calendar year, except during open enrollment. The IRS will only allow you to
make a change to your coverage level during a calendar year if there is a qualifying change in your family
status.
The following are acceptable changes:



Gaining or losing a dependent through marriage, divorce, birth, adoption or death;
Ineligibility of a dependent child for coverage due to age restrictions (19 or 25 with full time student
status);
Change in spousal/domestic partner employment status.
14
CHANGES IN YOUR FAMILY STATUS
For example, if you do not initially enroll your 5-year-old child in the medical plan, you would not be able to enroll
this 5-year-old child upon the birth of another child.
An employee has 31 days, from the date of the event, to complete enrollment forms to change his/her
coverage level relevant to the qualifying event. Please contact your Human Resources/Benefits office within
31 days of the qualifying event in order to complete the appropriate change forms. If an employee waits
longer than 31 days, he/she will need to make the changes at the next annual Open Enrollment.
INCOME PROTECTION
Pace University hopes our employees will stay healthy. It is important to know what benefits Pace University
provides to protect your income and your family in the event that you are not actively at work due to illness or
injury or you become deceased.
Short Term Disability
The University provides you with short-term disability insurance and supplements New York State disability to
provide salary and benefit continuation in the event you are unable to perform the duties of your job because of
illness, injury or pregnancy. Your short-term disability begins on the eighth calendar day, including weekends
and holidays, following the onset of illness or injury.
Pace University’s short term disability insurance and process is managed by UNUM. The carrier is responsible
for administering claims, and managing the medical case with a focus on expediting your successful and healthy
return to work. Pace University not only pays for the full cost of this coverage but also provides salary and
benefits continuation to our full time employees as indicated below:
Length of full time service at time of disability
Less than 3 months
3-12 months
12 months and over
Salary and Benefits continuation
No salary or benefits continuation
First two (2) months – full base salary
Up to four (4) additional months – one-half salary
Full base salary and benefits up to 26 weeks
If you are ill or injured for eight or more consecutive days, you, someone representing you, or your supervisor,
may contact UNUM at 1-888-673-9940 to initiate your claim and ensure salary and benefits continuation, during
your disability leave. Pace’s STD Policy # is 903560.
Workers’ Compensation
Workers’ compensation is insurance that provides cash benefits and/or medical care for workers who are injured
or become ill as a direct result of their job.
Pace University contributes fully towards this benefit. Weekly cash benefits and medical care are paid by
Pace’s University’s insurance carrier, the State Insurance Fund, as directed by the New York State Workers’
Compensation Board. The Workers’ Compensation Board is a state agency that processes the claims and
determines, through a judicial proceeding, whether the claim is justified and how much will be awarded.
Pace University provides salary and benefit continuation according to the same schedule noted under Short
Term Disability.
It is important that you or someone else report any injury on the job within 24 hours to your campus Security
Office. It is equally important that your supervisor or department head be advised of the incident. Responsibility
for claiming compensation is on the injured employee. All incidents are to be reported no matter how minor they
appear to be. The Security Office then must immediately complete an Incident Report and investigate the
incident. The University can refuse to compensate an employee if the incident is not reported in a timely
manner.
15
INCOME PROTECTION
Long Term Disability
The University also provides an insurance benefit to assist employees who are disabled more than 26 weeks.
UNUM also administers our long-term disability benefit. As a result of a combined managed disability program
with one carrier, the transition from short-term disability to long-term disability will be seamless to the employee.
If approved for long-term disability, employees are entitled to the following benefits covered by this insurance:



Income of up to 60% of your current base salary, not to exceed $7,500.00 per month. This
replacement income will be offset by income provided by Social Security Disability, Worker’s
Compensation and/or any other income source available to you.
Continued retirement contributions on your behalf, for the duration of your disability.
Continued life insurance coverage if approved by the life insurance carrier
Pace University provides the following additional benefits to supplement this insurance:




Continued medical coverage while on Long Term Disability
On-campus tuition remission for you, your spouse and dependent children up to age 30, if you have
been employed full time for at least 5 years as of your date of disability.
Ability to participate in the group dental plan for a maximum of 42 months.
Continued Pace University e-mail account.
LONG TERM CARE
Pace University offers a group long term care plan to all full time faculty and staff. Some benefits of this group
long term plan include:
 Flexibility to purchase a plan that is tailored to best fit your needs and the needs of eligible family
members including spouses/domestic partners, parents, children, siblings and grandparents;
 Lower group-rated premiums as compared to premiums for individual long term care policies;
 Convenient payroll deductions for employee and spousal coverage;
 Full portability upon separation or retirement from Pace University.
Enrollment in the Long Term Care insurance program continues on a rolling basis. However, if you enroll during
the first 31 days of employment, the medical questionnaire that is required to be completed will be waived for
most Long Term Care Plans.
If you would like an enrollment package for the long term care program at any time during the year, please visit
the website at http://w3.unumprovident.com/enroll/pace .
16
LIFE AND AD&D INSURANCE
The University provides you with basic life and accidental death and dismemberment (AD&D) insurance
coverage equal to one times your base salary (up to $100,000), at no cost to you.
.
You may choose additional life insurance and AD&D coverage equal to another one, two or three time your
base salary. The combined life insurance maximum for basic and supplemental coverage is $750,000. Evidence
of health is required when increasing your life insurance by more than one level. The Standard Life Insurance
Company of New York is the carrier for this coverage.
The cost of supplemental life and AD&D insurance coverage will be based on age-related rates, according to
the following schedule effective through June 30, 2010:
Age
Under 30
30 to 34
35 to 39
40 to 44
45 to 49
50 to 54
55 to 59
60 to 64
65 to 69
70 to 74
75 to 79
80 to 84
85 to 99
$0.10
$0.11
$0.12
$0.17
$0.29
$0.48
$0.73
$0.83
$1.45
$2.43
$4.10
$6.28
$9.92
1. Evidence of insurability is required for anyone who increases more than one level;
2. Supplemental insurance only is subject to the following age reduction schedule:
a. Total supplemental life insurance value decreases to 67% for an employee who
is ages 70-74.9.
b. Total supplemental life insurance value decreases to 50% for an employee who
is age 75 and over.
Example:
Base Salary: $50,000
Age: 34
Elect: 1X Life Insurance
Monthly Cost: $11.00
Total Life Insurance: $100,000 ($50,000 basic
and $50,000 supplemental)
Enrollment Considerations
 You should consider other sources of income your beneficiary would have at your death. These may
include other life insurance policies, the retirement plan and any other assets you have.
 Please keep in mind that the cost of group term life insurance, inclusive of basic and supplemental life
insurance, in excess of $50,000 is includable as income and subject to Social Security and Medicare
taxes. The IRS defines an age-related table to impute the value of this benefit. Contact the Payroll
Office (x22898) for additional details or refer to IRS Pub. 525, Taxable and Non-Taxable Income.
 Evidence of good health is needed to choose one or more additional levels of life. Please contact the
Human Resources/Benefits Office for the necessary forms.
 Any increase in your life insurance will be effective on the first day of the month following the approval
from the carrier, The Standard Life Insurance Company of New York.
 You may name one or more beneficiaries to your life insurance. If you do not name a beneficiary,
benefits will be paid to your estate. You should review your beneficiary designations from time to
time to make sure they are current.
17
MEDEX TRAVEL ASSIST
MEDEX Travel Assist is a comprehensive program of information, referral, assistance, transportation and
evacuation services designed to help you respond to medical care situations and many other emergencies that
may arise during travel. MEDEX Travel Assist also offers pre-travel assistance, which gives you access to
information on things like passport and visa requirements, foreign currency and worldwide weather.
Covered Services
These worldwide assistance services are available to you and eligible family members whenever you travel 100
miles or more from home or internationally for trips of up to 90 days.
Pre-trip Assistance
Medical Assistance Services
• Consulate and embassy locations
• Currency exchange information
• Health hazards advice and inoculation
requirements
• Passport and visa information
• Weather information
• Travel locator service
• Locating medical care
• Case communications
• Translation/interpreter services
• Hotel convalescence arrangements
• Medical insurance assistance
• Prescription drug assistance
Emergency Transportation Services
• Emergency credit card/ticket
replacement
• Emergency passport/document
replacement
• Emergency message service
• Missing baggage assistance
• Locating legal services
• Bail bond services
• Emergency evacuation
• Medically necessary repatriation
• Family/friend travel arrangements
• Return of dependent children
• Vehicle return
Travel Assistance Services
MEDEX Travel Assist also provides real-time security intelligence and security evacuation services in the event
of a threatening situation.
For MEDEX Travel Assist emergency medical, legal and travel assistance information and referral service 24hours a day, 365 days a year, call (800) 527-0218 in the U.S., Canada, Puerto Rico, U.S. Virgin Islands, and
Bermuda. In other locations worldwide, call collect (410)453-6330 Worldwide: All covered services must be
arranged by MEDEX Assistance Corporation.
18
DEPENDENT LIFE INSURANCE
Pace University offers a voluntary life insurance benefit to cover a spouse/domestic partner and dependent
children for the following coverage:
1. Spouse - $10,000
2. Children ages 14 days to 1 year old - $500
3. Children ages 1 to 19 (23 if full time student) - $5,000.
The monthly cost for this coverage would be $3.26/family unit or $1.63/paycheck. The rate is the same if there
is only one spouse/domestic partner or there is a spouse/domestic partner plus eligible children. Medical
evidence of insurability is waived if you enroll in this benefit during the first 31 days of your full-time
employment. It is required thereafter if you elect this coverage during subsequent Open Enrollments.
The enrollment form for this benefit can be found at our website, www.pace.edu/hr , by following the link to
Forms.
EMPLOYEE ASSISTANCE PROGRAM (EAP)
The Employee Assistance Program (EAP), with United Behavioral Health, provides confidential support for
everyday challenges and for more serious problems. The University absorbs the entire cost of this program.
An employee may be struggling with stress at work, seeking financial or legal advice, or coping with the death of
a loved one. The EAP offers assistance and support for these concerns and more:





Depression, anxiety, and stress
Substance abuse
Workplace problems or conflicts
Parenting and family issues
Child and elder care
There is no charge for referrals or for seeing a clinician in the United Behavioral Health network. There is no
cost for the initial consultation with financial/legal experts or mediators. Subsequent legal assistance is available
at a 25% discount.
Any member of your household may access these online services, including dependents living away from home.
You can reach United Behavioral Health 24 hours a day 365 days a year at 1-866-248-4096. You can also get
information on-line at www.liveandworkwell.com . Our access code is 61530.
19
REIMBURSEMENT ACCOUNT PROGRAMS
The Pace University Reimbursement Account programs provide you with the opportunity to set aside, on a pretax basis, a pre-determined dollar amount to reimburse yourself for eligible expenses.
There are two types of Reimbursement Accounts:
1. Flexible Spending Accounts for medical/dental and/or dependent daycare expenses
2. Commuter Reimbursement Accounts for mass transit and/or parking expenses
Flexible Spending Accounts (FSA)
Effective July 1, 2008, PayFlex will be Pace University’s new administrator for Health and Child/ Dependent
Care FSA. This change comes as a result of service issues during the transition of our prior vendor’s
(BeniSource) acquisition by CBIZ. This change in administration will allow for many enhancements to provide
you with more convenient access to managing your flexible spending accounts. Some of these enhancements
include online claims submission, personalized customer service and a fully integrated website offering,
accessed through www.mypayflex.com .
The Health Care FSA will reimburse you with ‘tax-free dollars” savings for unreimbursed medical and dental
expenses (i.e., medical co-payments, prescription co-payments) and you may contribute up to a maximum of
$8,000 for this plan year from July 1, 2008 through June 30, 2009.
Through the Child and Dependent Care FSA you can set aside savings with the same ‘tax-free’ advantage to
reimburse yourself for day care expenses incurred for your dependent children under age 13 or other qualified
dependents. You can contribute a maximum of $5,000 to the Child and Dependent Care FSA ($2,500 if you
and your spouse enroll in separate FSAs) for this plan year from July 1, 2008 through June 30, 2009.
You will actually save 25% to 40% on qualified purchases when you use your flex account dollars. This is
because the money in your flex account goes in as pre-tax dollars, and this money is never taxed. Your savings
are based upon the amount of tax you would have paid on those dollars had you not put them into a Flexible
Spending Account. We have included the Tax Free Advantage to illustrate the tax savings by enrolling in a
Flexible Spending Account.
The minimum contribution for each FSA is $200 for this plan year.
If you choose not to enroll in the FSA for this plan year, you will not have another opportunity to enroll in the
Flexible Spending Account program until the following plan year beginning July 1, 2009.
Health Care Flexible Spending Account
This account will reimburse you with “tax-free dollars” for unreimbursed medical and dental expenses (i.e.
medical co-payments, prescription co-payments) incurred by you, your spouse or your dependent.
You may elect to contribute up to a maximum of $8,000 to the Health Care FSA for this plan year from
July 1, 2008 through June 30, 2009. The minimum annual contribution is $200.
Examples of Eligible Medical and Dental Expenses:
Copayments, deductibles and coinsurance
Expenses that exceed usual, reasonable and customary (UCR) limits
Vision or hearing expenses not covered by your plan
Unreimbursed expenses for mental health care
Unreimbursed chiropractic expenses
Over the counter medicines and drugs
Any other expense that would qualify as a medical expense deduction for federal income tax purposes
Examples of Expenses that do NOT Qualify for Reimbursement:
Health or Dental plan premiums (including COBRA)
20
REIMBURSEMENT ACCOUNT PROGRAMS
Health club dues
Cosmetic surgery that is not medically necessary
Long-Term Care insurance premiums
Expenses for domestic partner or children of domestic partner
Any other expense that would NOT qualify as a medical expense deduction for federal income tax
purposes
You can obtain a complete list of eligible expenses in IRS Publication 502-Medical and Dental Expenses. This
publication is available at your local IRS office or on the IRS website, www.irs.ustreas.gov/.
Dependent and Child Care Flexible Spending Account
This account will reimburse you with “tax-free dollars” for day care expenses incurred for your dependent child
under age 13 while you and your spouse (if married) are at work. Day care expenses incurred for dependents
age 13 or over are considered eligible only if the dependent is physically or mentally disabled, spends at least
eight hours a day in your home and depends on you for at least half of his or her support. To be eligible, the
child, spouse or parent must be a dependent you claim on your federal tax return.
You may elect to contribute up to a maximum of $5,000 to the Dependent Care FSA for for this plan year from
July 1, 2008 through June 30, 2009. The maximum is $2,500 if you and your spouse each establish a
Dependent and Child Care flexible spending account. The minimum annual contribution is $200.
Examples of Eligible Dependent Care Expenses:
Payments for dependent care services provided in the home. The services cannot be provided by
someone you also claim as a dependent, or by your child under age 19, whether or not a dependent.
Pre-school or nursery school tuition (below first grade)
Day camp
After-school programs
Child care centers
Examples of Dependent Care Expenses that are NOT Eligible:
Education expenses for the first grade or higher
Payments to a care giver while at home sick from work
Round-the-clock nursing home care
Overnight camp
Transportation to and from a care site
If you use the services of a dependent care center that provides care for at least six individuals, the center must
be in compliance with state and local laws.
You can obtain a complete list of eligible expenses in IRS Publication 503-Child and Dependent Care Expenses.
This publication is available at your local IRS office or on the IRS website, www.irs.ustreas.gov/.
21
REIMBURSEMENT ACCOUNT PROGRAMS
PAYFLEX FSA DEBIT CARD
Pace University is offering the PayFlex debit card to help you save time and money. PayFlex, Pace University’s
new FSA vendor, issues their own proprietary branded MasterCard debit card which has the capability for its
payment processing system to work with participating IIAS (i.e., Inventory Information Approval System)
merchants to electronically substantiate over-the-counter flexible spending account (FSA) eligible items. This
service has already been implemented at many of the nation’s leading drugstore chains. When purchasing
prescriptions and/or over-the-counter (OTC) FSA-eligible items, new special coding along with PayFlex’s
proprietary payment technology, will only allow eligible FSA items to be purchased at the point of sale. This new
technology should reduce the need for substantiation. Non-eligible items are not allowed to be purchased using
the PayFlex Card.
Although the merchant will be paid directly from the funds in your FSA, YOU STILL MUST KEEP ITEMIZED
MERCHANT RECEIPTS AND PayFlex Debit card receipts for purchases made using your debit card. PayFlex
may audit, as required by the IRS, and notify you directly via your Pace e-mail account if these receipts are
requested. You have 31 days in order to submit receipts to substantiate the charges that are in question and to
avoid suspension of your PayFlex Debit card privileges. It is customary for PayFlex to request receipts that do
not match our current medical co-payment design, or for purchases that are made at retailers that offer
convenience products or services other than pharmaceutical.
FSA GRACE PERIOD
Pace University has implemented a 2 ½ month grace period to allow participants who enroll in the HealthCare
Flexible Spending Program for the July 1, 2008 - June 30, 2009 plan year to incur eligible expenses following
the end of the plan year (i.e., June 30, 2009). This means that participants may continue to incur expenses
through September 15, 2009. All reimbursements must be submitted by September 30, 2009.
We have provided an example to explain how this change will impact you:
John Smith has $100 remaining in his health care FSA as of June 30, 2008. He incurs $120 expense for
medical procedures on August 12, 2008.
Prior to the Grace Period: John would have forfeited the $100.
Implementation of Grace Period through September 15, 2008: John can submit a claim for the $100 which will
be reimbursed vs. his $100 remaining account balance for the current plan year, ending on June 30, 2008 and
apply the $20 toward the new 2008-2009 balance.
FSA Enrollment Considerations

If you do not incur enough eligible expenses by year-end or the end of the grace period (i.e., September
15th) to receive all the money back from your account, the balance is forfeited as stipulated by Section
125 of the Internal Revenue Code. The unused balance cannot be carried forward to the next plan year.
In addition, you cannot use money in your Dependent Care FSA to pay health care expenses or vice
versa. It is important that you estimate your expenses carefully, so as not to lose the money you have
elected to set aside.

You can be reimbursed for eligible health care expenses, up to the total of your yearly contributions,
even before your contributions to the Health Care FSA have been made. For instance, if you authorize
$1,000 in Health Care FSA contributions, $83.33 would be withheld, from your paycheck each month. If
you have $250 in eligible expenses in February, you would be reimbursed the full $250, even though
your contributions to date were only $166.66.
22
REIMBURSEMENT ACCOUNT PROGRAMS

Your dependent care expenses can be reimbursed only up to the current balance in your Dependent
Care FSA. In addition, if you are reimbursed for dependent care expenses through your FSA, the same
expenses cannot be applied toward a tax credit on your federal income tax return.

You may want to compare your tax savings for dependent care under the FSA plan with the tax credit
you could receive at year-end when you file your federal income tax return. You can claim the tax credit
only for expenses that were not reimbursed through your Dependent Care FSA. You should speak with
a tax advisor to determine which option is best for you.

Your current FSA election will not roll over in 2008-2009. You must make an annual election during
each Open Enrollment period to participate in this option.
COMMUTER REIMBURSEMENT PROGRAMS
Pace University has also selected a new vendor, Benefit Resource, Inc., to administer our commuter
reimbursement programs. This change will provide employees with the capabilities of choosing both pre- and
post-tax payroll deductions and the flexibility for employees to change their elections monthly online at
www.benefitresource.com .
The Commuter Reimbursement Accounts provide employees with maximum pre-tax reimbursements for out-ofpocket mass transit and parking expenses. If you participate, you will reduce your federal, state and local
income tax liability because your elected contributions are not subject to these taxes.
In 2008 the Transportation Reimbursement Account will allow you to continue to set aside up to $115/month
from your paycheck on a tax-free basis to cover mass transit expenses. The Parking Reimbursement Account
will allow you set aside up to $220/month from your paycheck on a pre-tax basis to cover parking expenses
incurred near your place of employment while at work.
Employees will also be able to make post-tax payroll contributions to cover the total cost of commuting
expenses over the IRS pre-tax limit. With the new enhancement to allow pre- and post-tax contributions,
employees will now have the ability to use one card for their commuter reimbursements rather than utilizing two
forms of payment.
eTRAC COMMUTE DEBIT CARD
Benefit Resource Inc. offers the eTRAC debit card. The eTRAC card is a MasterCard “stored value” card. If an
employee loses a card, it can be reported lost and his/her funds are guaranteed. The pre- and post-tax payroll
deductions are automatically loaded onto the card each month, and the card can be used to purchase the
choice of fare; from a single fare to a month’s worth. Employees can purchase exactly the amount they need,
and any unused amount rolls over to the next month. This encourages greater usage and tax savings. eTRAC
Commute can be used for both workplace parking and mass transit fees.
23
RETIREMENT PLANS
Pace University offers a retirement program to assist you in building financial security. The retirement plan
provides you with an opportunity to make contributions to tax sheltered investments for the purpose of
accumulating retirement income.
The University’s retirement program is made up of two separate plans, Basic and Supplemental. Participation in
the plans is voluntary and contributions made by either the University and/or the employee are immediately
vested.
Employees may direct either their own contributions and the University contributions to either one of all of the
following funding vehicles. Each of the funding vehicles allow you to invest in equities, bonds, fixed income and
mixed funds.
Investment Carrier
TIAA-CREF
Fidelity Investments
T.Rowe Price
Website
www.tiaa-cref.org
www.fidelity.com
www.troweprice.com
Telephone Number
800-842-2776
800-868-1023
800-492-7670
Basic Retirement Plan
The Basic Retirement plan is a defined contribution plan in which specific contributions are made by the
employee and the University once eligibility requirements are met. The requirements are based upon age and
full time service criteria. Please review our website www.pace.edu/hr for eligibility requirements needed to join
the basic retirement plan.
Once you meet the eligiblity requirements and have completed the necessary enrollment forms, the University
will contribute a percentage of your base salary, up to $230,000. You may also be required to make
contributions, which will be on a tax-deferred basis.
The percentages that the you and the University contribute will differ based upon your full time date of
employment and years of service with the University. Please review our website, www.pace.edu/hr to see what
percentage you and the University contribute to the retirement plan.
Supplemental Retirement Plan
The Supplemental Retirement Plan is a tax deferred contribution plan in which the employee makes additional
voluntary contributions to supplement other retirement investments.
There is no eligiblity and/or service requirements to join. Participation begins on the first of the following month
upon completion of the necessary enrollment forms. You are not required to participate in the basic retirement
plan to join the supplemental retirement plan.
The maximum that you can contribute is subject to IRS statutory limitations. Effective January 1, 2008,
employees will be able to contribute a maximum of $15,500 per year, which includes your contributions to the
basic and supplemental plans. If you are over the age of 50, you may also be eligible to contribute an additional
$5,000. You may also be eligible to contribute an additional $3,000 if you have 15 or more years of service at
Pace University and have not met the lifetime maximum limit of $15,000. Please note that the IRS has identified
that additional catch-up contributions must be elected each year.
The total annual maximum for University
and employee contributions is $46,000. Please contact the Human Resources/Benefits office to determine your
annual maximum contribution.
24
RETIREMENT PLANS
Tax Advantage

Your contributions to the basic retirement or supplemental retirement plan are not subject to federal
state and local income tax, as governed under section 403(b) of the Internal Revenue Code.

University contributions are also not taxable to you as income as long as they remain in the retirement
plan.

Investment earnings that accumulate are tax deferred, until withdrawn. Your investment returns grow
faster because they are not taxed each year.
Enrollment Considerations

You must complete the necessary enrollment and payroll authorization forms to participate in the
retirement program. Any contributions that you make are tax deferred and are subject to a statutory IRS
annual limit.

Once you join the Supplemental Retirement Plan, your contributions except for the additional catch-up
contributions will continue and roll-over from year to year. You are able to make 3 changes per
calendar year which includes your initial enrollment. All changes and/or new enrollments must be
completed no later than October 31st of each year.

You decide how to allocate the investment of both your required contributions and those made on behalf
of the University. Any changes to your investment strategies can be addressed directly with your
investment carrier(s).

Enrollment in the supplemental plan will not automatically enroll you in the Basic plan when you become
eligible. You must complete the appropriate enrollment forms for the Basic plan upon reaching eligiblity.

You may be eligible for a special tax credit of up to $2,000 based upon your adjusted gross income.
You should speak with a tax advisor to determine your eligibility. For more information, contact your
local IRS office or review their website at www.irs.ustreas.gov.
25
EDUCATIONAL
On-Campus Tuition Remission
On-Campus Tuition Remission is given to those who are attending classes for credit at Pace University. OnCampus Tuition Remission covers only the tuition. All other charges including lab fees, late charges or activities
fees are not included. Attendance in classes will not be allowed during scheduled works hours including during
one's lunch period. Graduate courses are subject to tax withholdings governed by the IRS.
Spouse/Partner
Eligible to receive 100% tuition for the duration of the employee's employment in all programs except for the
Executive Business Program, the Ph.D. Psychology Program, and the Law School, and all doctoral programs.
Those programs only receive a tuition benefit, not to exceed the greater of the total tuition to complete a
Master's degree in Lubin or CSIS or 50% of the special graduate degree tuition.
Children
Are eligible to receive 100% tuition in all programs except for the Executive Business program, the Law School,
and all doctoral programs. Those programs receive a tuition benefit, not to exceed the greater of the total tuition
to complete a master's degree in Lubin or CSIS or 50% of the special graduate degree tuition.
Dependent children receive 100% tuition up to age 24. After age 24 they receive 50% tuition benefit except for
the Executive Business Program, the Ph.D. Psychology Program and the Law School, and all doctoral
programs. Those programs receive 25% tuition benefit. All tuition remission benefits end at the end of the
semester in which the child turns 30.
Tuition Remission benefits available under the On-Campus Tuition Remission Program do not cover special
arrangements such as tutorials, independent study, or courses conducted off-campus which are accepted for
credit at Pace. Special course fees and all late fees are also not covered, and are the responsibility of the
student. However, the General Institution Fee (GIF) is covered by the Tuition Remission Program.
Non-Credit or Certificate Courses/Programs
Covered for the employee only and when directly related to his/her job. Contact Human Resources for
requirements and application procedures.
Further information, regarding On-Campus Tuition Remission, can be found on the Human Resources
web page under Benefits > Full Time Faculty & Staff > Educational.
Off-Campus Tuition Remission
Eligibility
For full time faculty and staff enrolled in a job related graduate program not offered at Pace University.
Remission
 Up to $1,500 per academic year – Private Institutions – ($750 per semester)
 Up to $1,000 per academic year – Public Institutions – ($500 per semester)
 Benefits provided for a maximum of three years
26
EDUCATIONAL
Procedure
Complete an Off-Campus Tuition Remission Application accompanied by current job description and statement
from supervisor to justify relationship of program to current job responsibilities.
In addition, must also provide a copy of paid statement and completion of courses for the given semester.
Documents should be submitted directly to the University Benefits Office in Costello House, Pleasantville.
Reimbursement
Upon satisfactory completion of the required documents, reimbursement for courses will be made following the
end of Pace’s semester schedule. For example, reimbursement for the Fall semester will be made in January,
while reimbursement for the Spring semester will be made in June.
Further information, regarding Off-Campus Tuition Remission, can be found on the Human Resources
web page under Benefits > Full Time Faculty & Staff > Educational.
Off-Campus Dependent Child Reimbursement
Eligibility
Dependent children of full-time faculty and staff members*, matriculated in full-time undergraduate studies at
any institution other than Pace University. Dependent children already enrolled in the Tuition Exchange
Programs will not be eligible for the Tuition Remission Program. Child must maintain a minimum GPA of 2.0
Definition of Dependent
Natural born children, adopted children, step-children and foster children, up to age 24.
Reimbursement
$600 per child per year**, payable in two (2) installments of $300 per term (maximum $2400 per child). Each
term grant ($300) will only be payable at end of the term.
Procedures for Employee
1. An employee must complete an Off-Campus Dependent Child Tuition Remission Application and attach
it to the Grade Report.
2. Completed application and attached documents are to be sent to the University Benefits Office within 90
days following the completion of the student's term. Reimbursement will not be made for applications
filed after the 90-day period.
*If both parents are employed by Pace University, an eligible child can only receive one grant.
**Applicable only for Fall and Spring terms.
Further information, regarding Off-Campus Dependent Child Reimbursement, can be found on the
Human Resources web page under Benefits > Full Time Faculty & Staff > Educational.
27
EDUCATIONAL
Tuition Exchange, Inc.
The program, which is administered by the Tuition Exchange, Inc., Washington, D.C., provides for reciprocal
undergraduate scholarships to children of faculty and staff employees of more than five hundred colleges and
universities across the country. Under it, the child of a Pace employee would be awarded a scholarship to any of
the institutions in the program.
Duration
Scholarships are awarded for four consecutive years. A student may retain a Tuition Exchange, Inc. scholarship
if she or he continues to meet the academic standards of the school attended.
Eligibility
Parent must be employed at Pace full-time for a minimum of seven years prior to September 1st, of the
scholarship year and also must be in active full-time service at that time. An employee's children by birth or
adoption, under age 24, are eligible for this program. Stepchildren of an employee are not eligible.
Once an employee's child has been awarded the Tuition Exchange, Inc. scholarship, the employee moves to the
end of the line of those who are eligible for such scholarships, and will be eligible for a second scholarship only
if no other employee who has priority, based on seniority, is applying for an available scholarship in a given
year. Only one Tuition Exchange, Inc. scholarship will be awarded to an employee.
Selection
A limited number of scholarships may or may not be available in a given year. Available scholarships will be
awarded in accordance with the parent's seniority (years of service) at Pace. Seniority will be measured from the
parent's date of full-time employment at Pace University to September 1st, of the scholarship year.
The number of awards to be granted is based on a review of the prior academic year's exchange activity and an
estimate of the current year's final exchanges.
Awards will be granted only after Pace's receipt of letters of acceptance and financial aid from the selected
institution.
Pace University's Tuition Exchange, Inc. Liaison is Michele Russo-Ramirez, Director of University Benefits,
Human Resources.
Visit www.tuitionexchange.org for more information about the schools participating in the Tuition Exchange, Inc.
program.
Further information, regarding Tuition Exchange, Inc., can be found on the Human Resources web page
under Benefits > Full Time Faculty & Staff > Educational.
Council of Independent Colleges (CIC)
The Council of Independent Colleges Tuition Exchange Program (CIC-TEP) encourages dependent students
and other immediate family members from employee families of private colleges and universities to attend
similar institutions and assist these families in meeting the tuition costs of college attendance.
Duration
The award is granted for up to 4 consecutive years for full tuition only for undergraduate studies. * This award
will continue dependent upon student’s academic record and employee’s full time status at the University.
28
EDUCATIONAL
Eligibility
The employee must be employed at Pace full-time for a minimum of three years prior to September 1st, of the
scholarship year and also must be in active full-time service at that time. The employee, spouse/domestic
partner and dependent children as defined by the IRS are eligible to participate in this program.
An employee who is currently receiving a scholarship through the Tuition Exchange Program will not be eligible
to apply for the CIC-TEP. Only one tuition exchange scholarship will be awarded to an employee. Employees
are not eligible for off-campus dependent reimbursement if dependents are awarded a tuition exchange
scholarship.
Selection
There are no limits on the number of students exported from Pace University to other institutions. The
employee will complete a form to apply for this scholarship. The University Benefits Office will submit
appropriate forms to participating institutions, which are responsible for determination of acceptance under the
CIC-TEP.
Participating Institutions
For a current list of participating institutions, visit their website at www.cic.edu.
Pace University’s Tuition Exchange Liaison Officer is Michele Russo-Ramirez, Director of University Benefits,
Human Resources.
*Participating institution may also offer graduate studies. Contact institution directly for more information.
Further information, regarding the Council of Independent Colleges, can be found on the Human
Resources web page under Benefits > Full Time Faculty & Staff > Educational.
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NEW YORK COLLEGE SAVINGS PROGRAM
Pace University is offering the New York College Savings Program, administered by Upromise Investments, Inc
making saving for college convenient for full time and part time faculty and staff. Now more than ever, families
need a college savings strategy that helps them reach their goals in the most efficient way possible. The best
way to meet this challenge is to start planning and saving now. The New York College Savings Program is
designed to help you and families save for college in the most convenient, flexible and affordable way possible.
In addition, it also provides federal and state tax advantages as defined by Section 529 of the Internal Revenue
Code and New York State tax regulations.
The New York College Savings Program provides an opportunity for employees to save towards higher
education expenses, including tuition, fees, supplies, books, and equipment required for enrollment at eligible
undergraduate, graduate or professional institutions (including vocational, business, and trade schools) in the
United States and around the world. Most room and board expenses are also covered for students enrolled at
least half time.
Some of the benefits of this program are:
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Minimum contribution of $15/paycheck
Contributions and earnings grow tax free
Choice of fifteen investment options by the Vanguard Group
Qualified withdrawals are tax exempt from federal and New York State taxes
Eligibility for a tax deduction ($10,000 married filing jointly; $5,000 filing single)
Portability upon separation from the University
Maximum contributions of $110,000/beneficiary; lifetime maximum of $235,000, inclusive of earnings
Employees can set up as many accounts on behalf of beneficiaries, in which no familiar relationship is
needed to exist and there is no age restriction
Additional savings with the free Upromise Rewards Service
For more information about the New York College Savings Program, please call toll free 1-877-NYSAVES or
visit www.nysaves.org. in order to enroll on-line and complete the Payroll Authorization form which should be
returned to the Benefits Office for processing at any time during the year. The best way to ensure that your
children receive the college education they deserve is to start planning and saving today.
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HUMAN RESOURCES WEB PAGE
The Human Resources website, www.pace.edu/hr contains more information about the benefit programs that
are outlined in this publication as well as programs that are not discussed including:
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On-Campus and Off-Campus Tuition Remission programs
Leaves of Absences
Academic Federal Credit Union
You have accessability to 20+ forms that you can retrieve and print or save to your PC for future use. Some of
the forms include:
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Oxford Claim form
Oxford Gym Reimbursement form
Oxford Medco By Mail Order form
Dental Claim form
Flexible Spending Account and Commuter Reimbursement forms
On campus and off-campus tuition remission applications
Payroll authorization forms for retirement contributions
If you do not see a benefits form on our website, please contact the Human Resources/Benefits office to obtain
one.
In addition, you also have access to all of our benefit provider websites. We have included the links within our
website in order for you to obtain information at the click of a mouse. Your needs may vary from reviewing the
health plan provider directories to reviewing your financial portfolio with your retirement investment carrier.
We encourage you to use this web site for your benefit needs and questions.
University Benefits Office at Costello House in Pleasantville at X33810.
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You can also contact the
MEDICAL PLAN SUMMARIES
PACE UNIVERSITY
Oxford Freedom EPO Plan – Option #1 (Oxford Exclusive Plan)
Oxford Freedom 90/70 Plan – Option #2 (Freedom Plan Direct)
Oxford Freedom 100/70 Plan – Option #3 (Freedom Plan Access)
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