Faculty and staff on academic or 9-month appointments will have summer premiums and surcharges collected from the last paychecks of the Spring Semester. Summer premiums for life insurance will be collected from the May 10 paycheck, and medical premiums and any surcharges will be collected from the May 24 paycheck. The lump sum premium will be equivalent to seven pay periods (one May contribution, and all June, July, and August premiums).
For individuals on 9.5 or 10-month appointments, deduction dates will vary based on when the summer break occurs. Those on 11-month appointments will not see a Summer deduction on their paychecks prior to their break, and we will capture any premiums due after the break.
Employees will see Summer medical premiums, as well as any applicable tobacco and/or spousal insurance surcharges collected from the May 24 paycheck. Life insurance premiums for the summer months, however, will be collected from the May 10 paycheck.
Coverage or Premium Changes that Occur Over the Break
In the event a life or medical insurance change occurs over the Summer, WSU will collect/refund associated premiums in the Fall when the employee returns to work to bring accounts into balance. Changes that could cause premiums to be out of balance would be a change in premium rates due to adding or dropping dependent coverage over the Summer.
Summer Benefits Example
An employee has full family coverage (self, spouse, and child[ren]) under Uniform Medical Classic Plan and Employee Supplemental Life Insurance. They normally pay $170.50 for Medical, and $45.00 for Life insurance each pay period.
Premiums
May 10th Check
May 24th Check
Life Insurance Life Insurance (Summer Benefits) Total
$45.00 + 270.00 ($45.00×6) $315.00
$45.00
Health Insurance Health Insurance (Summer Benefits) Total
$170.50
$170.50 +$1023.00 ($170.50×6) $1193.50
**Normal life insurance deduction on the May 24 check **Normal health insurance deduction on the May 10 check
Summer Benefit FAQs
The following Q&As primarily address summer benefits for faculty and staff on 9-month appointments. For employees on 9.5, 10, and 11-month appointments, payroll deduction dates will vary based on when their summer break occurs.
WSU provides 12 months of coverage for employees on less than 12-month appointments, provided the faculty or staff member will be returning to work at WSU following the Summer break.
Premiums for the summer months will be collected from the May 10 paycheck (life insurance premiums) and the May 24 paycheck (medical premiums and surcharges).
For 9-month employees, seven pay cycles worth of life insurance premiums, medical insurance premiums, spousal surcharges, and/or tobacco surcharges need to be collected prior to the summer break. To help diffuse the impact of this potentially large sum of deductions, WSU collects these premiums and surcharges from the two May paychecks.
If you make changes to your coverage during the summer months that result in a change in premiums after the lump sum payment has already been deducted, an over- or under-deduction may have occurred. Any deficient or surplus premiums will be collected or refunded when you return to work in the fall.
No. All summer premiums and surcharges should have been collected at the end of the spring semester, and collection of premiums/surcharges from summer pay would not be required.
If a faculty member is not expected to return to WSU for the fall semester, they are not eligible for summer benefits and their coverage will end May 31. Premiums would not be collected on the May paychecks. Departments and Colleges are requested to submit Termination actions in Workday as soon as possible to ensure benefits are processed correctly.
If the faculty member will have a summer appointment, please see “What if I will have a Summer Appointment following the end of my regular 9-month appointment?”
A refund of the summer portion of life insurance premiums will be issued, possibly as early as the May 24 paycheck. In addition, the additional summer medical premiums would not be withheld from the May 24 paycheck, just that cycle’s amount only.
If a faculty member is not expected to return to work in the Fall, but will have a summer appointment, HRS Benefits must be contacted so we can determine if the summer appointment may extend benefit eligibility beyond the end of the Spring semester, and if so, for how long.
In any semester, be it Fall, Spring, or Summer, a faculty member must be employed at at least a 50% or 50% average for the full semester to maintain benefit eligibility. Since there can be a variety of summer appointments, all appointments occurring for the period of May 16 – August 15 are reviewed to determine if the 50% average is met for the entire Summer Session. Since the Summer semester is shorter than the normal academic year semester, a weighted average may be used.
Please contact HRS Benefits to request a review of continued eligibility based on summer employment.
Yes. If you will be continuing with another higher education institution in the Fall, WSU would maintain your benefits through the summer, and the other institution would pick you up in the Fall (September 1).
This is only if you are moving to another State of Washington institution. Moving to a higher education employer in another state does not extend your employee benefits.
Please contact HRS Benefits to inform us of this change in employer so we can assist with a smooth benefit transition to the new institution.
If you have been on benefits for at least two years, then experience a reduction in FTE to below 50% or a semester break, but it is anticipated you will be returning to work with WSU in the future, you can request HRS Benefits to perform a two-year averaging review. This may allow you to maintain your benefits for a period of time until it can be confirmed whether or not you will average working 50% or more over a year.
Questions can be directed to HRS Benefits at 509-335-4521 or hrs.benefits@wsu.edu.