Benefits
The University of Denver is proud to offer a comprehensive benefits package to employees who hold an appointed position that is at least 20 hours per week. This package includes options for health care and other types of insurance, retirement savings, paid and unpaid leave, the DU tuition waiver, and more. Many of the available insurance plans also offer coverage for eligible dependents.
Insurance premiums for monthly-paid employees are deducted from each payroll check on the first of the month for coverage for that month. Insurance premiums for bi-weekly paid employees are deducted from the first bi-weekly payroll check of each month for coverage for that month.
The University also provides a set of "core benefits" which are effective on the date of hire at no cost to the employee. These benefits include term life insurance, accidental death and dismemberment insurance, short-term disability insurance, and long-term disability insurance.
For a brief overview of the benefit plans available to DU employees in both benefited and non-benefited positions, see the documents linked below.
Eligibility
Eligibility for DU benefit plans begins for both you and your eligible dependents on the first day of the month following your date of hire into an appointed position. If your hire date is the first of the month, your eligibility may begin on either your hire date or the first of the following month.
Eligible dependents include:
- Your legal spouse (including common-law and civil union) or domestic partner (including same and opposite sex)
- Your children up to 25 years of age (including natural or legally adopted children, stepchildren, the children of your domestic partner, and children who have been placed under your legal guardianship)
- Your children over 25 years of age who otherwise satisfy the above definition and are mentally or physically incapable of earning a living and primarily supported by you
You can make changes to your benefits during the annual Open Enrollment period in May for an effective date of July 1, or within 30 days of an IRS qualifying life event.
If you have any questions or need assistance, please contact benefits@du.edu.
Important Updates
- 2023 FAMLI Program Notice
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Transparency in Coverage
The Department of Labor (DOL), Health and Human Services (HHS), and Treasury published the “Transparency in Coverage Rule”, imposing new requirements on group health plans and health insurers in the individual and group markets to disclose cost-sharing information, in-network provider negotiated rates, historical out-of-network network allowed amounts, and drug pricing information.
Machine-readable files are made available in response to the federal Transparency in Coverage Rule and includes negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The files are formatted to allow researchers, regulators, and application developers to more easily access and analyze data.
Click on the following link to access the files: https://www.cigna.com/legal/compliance/machine-readable-files -
Over-the-Counter COVID-19 Testing Kits for Cigna Members
Cigna will cover over-the-counter (OTC) COVID-19 antigen tests as a medical benefit for all US commercial customers per the federal mandate that is effective January 15, 2022.
Summary of the Requirement- Customers may receive reimbursement for up to eight OTC COVID-19 at-home tests per covered individual per 30 days without a health care provider prescription or individualized clinical assessment. Each individual test is counted separately, so if a package includes eight tests, it counts as eight tests (not one) toward the quantity.
- Health plans must reimburse the costs of OTC tests, regardless of where they were obtained (in or out of network, including online).
- COVID-19 testing performed by health care providers is not subject to a quantity limit.
- OTC testing used for employment purposes is not covered under this mandate. If a client would like to cover testing for employment purposes, please notify your client or account manager, who can discuss options with you. Also, Cigna offers Evernorth Rapid Antigen Self-Testing Solutions to help control and manage the cost of workplace testing. Your client or account manager can provide more information on these programs.
Review the flyer for additional information. To be reimbursed for the test kits, you must complete the COVID-19 OTC Test Kit Claim Form and submit the form to Cigna per the submission instructions on page 2 of the form.
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New Law Affecting Flexible Spending and Dependent Care Accounts
Congress passed the Consolidated Appropriations Act of 2021 (The Act). The Act has several changes to health Flexible Spending Accounts and dependent care Flexible Spending Accounts. These options are a great benefit for employees. The University of Denver has adopted the following changes.
Change ElectionsEmployees may change their health and dependent care flexible spending account elections at any time. The change is limited to the greater of the amount the employee has already been paid or the amount they have contributed less the amount they have been paid.
Carryover from 2020 Plan YearUnused health and dependent care flexible spending account balances to carry over from plan years ending in 2020 to the next plan year with no maximum.
Carryover from 2021 Plan YearUnused health and dependent care flexible spending account balances to carry over from plan years ending in 2021 to the next plan year with no maximum.
Extension of Grace PeriodsGrace periods for health and dependent care flexible spending accounts ending in 2020 or 2021 are extended from 2½ months after the end of the plan year to 12 months after the end of the plan year.
Post-termination Reimbursement for Health FSAsAn Employee terminating or ceasing to participate in 2020 or 2021 may continue to receive reimbursements from unused benefits or contributions through the end of the plan year when their participation ceased.
Special Age Rule for Dependent CareIf an employee has dependent care and their dependent became too old for dependent care, the age dependent care may be used will be increased from 13 to 14 in the current plan year. A carryover into the next plan year is allowed.
