The University contributes 75% of the total cost for health insurance premiums. Employees pay 25% of the associated costs. The semi-monthly 2019 health premiums are listed below:
The University pays 100% of the premium costs for dental coverage through CIGNA DHMO plan. An employee can elect the CIGNA Dental PPO and will be responsible for the associated premium cost.
Group Life Insurance - Term life insurance provides coverage equal to an employee’s annual salary rounded to the next thousand, plus $2000. An employee pays two-thirds of the total cost of group life insurance and the University pays one-third. For example:
| Basic Salary | You pay… |
|---|---|
| $100,100 (rounded to the next thousand)
$102,000 + $2,000 = $104,000 |
$8.84 |
Optional Life Insurance - Optional life insurance is available at low cost for an employee and their dependents. Employees pay 100% of the cost of optional life insurance. Listed is an example of the estimated cost of optional life insurance coverage.
| Optional Plan | Additional Coverage | Premium Amount |
|---|---|---|
| Option A -Standard | Additional $10,000 | Determined by age |
| Option B -Additional | Up to 5X employee’s salary | Determined by age and salary |
| Option C -Family
|
10K, 25K, or 50K (spouse)
10K (eligible child) |
Determined by age and coverage selected |
Long Term- In addition to the protection afforded to all employees under the Worker’s Compensation Act of the District of Columbia, the District Government and the University provide disability plans for eligible full-time employees.
Short Term- All benefits-eligible employees may enroll in the Short-Term Disability Insurance Program. Short-term disability insurance provides income replacement that may be used in conjunction with your annual or sick leave. This program has a 20-day elimination period. Income is replaced at 66 2/3% of the employee’s base pay and coverage lasts for six months.
Indemnity Plans- All benefits-eligible employees may enroll in the AFLAC Indemnity Plans. The plans pay benefits for covered health events. There are five plans available to employees:
- Cancer Insurance
- Hospital Confinement
- Personal Sickness
- Personal Accident
- Specified Health Event
For additional information on AFLAC indemnity plans, please click the following link:
Changing Your Benefits
Open Enrollment is your annual opportunity to review your current benefit elections and make any necessary changes. The benefit elections you select during Open Enrollment will apply to your coverage for each plan year. Generally, you cannot change your elections during a plan year; however, you may change your elections during a plan year if you experience a “change in status”.
- Change in Marital Status: This includes a marriage, divorce, legal separation, or death of a spouse.
- Change in Number of Children: This includes the birth, adoption, or placement of a child. It also includes the removal of a child due to death or age limitations.
- Change in Employment Status: This includes a change in employment status of the employee, spouse or same sex domestic partner, or dependent children.
- Change in Place of Residency: This includes a change in the place of residence of an employee and/or dependents.
- Age Limitations for Coverage: This includes the ages at which employees and/or dependents age out of varying University benefits.
Coverage Effective Dates
For employees who are paid biweekly, changes made during Open Enrollment will be effective January 6, 2020.
For employees who are paid semi-monthly (some DCPS and UDC), changes made during Open Enrollment will be effective January 1, 2020.
Save the Date: Open Enrollment for your 2019 DC Government employee benefits begins Monday, November 11, 2019 and ends Monday, December 9, 2019 at 5:00 p.m.
Retirement Plans:
403 (b) (Administrative Employees)
The University of the District of Columbia provides a 403(b) defined contribution plan sponsored by Teachers Insurance Annuity Association – College Retirement Equities Fund (TIAA-CREF). The University contributes 7% of an employee’s annual salary. Employee Contribution is optional.
Defined Contribution Pension Plan – 401(a) (Career Service Employees)
The District government’s primary retirement plan for eligible employees first hired on or after October 1, 1987, is a “defined contribution” plan, with benefits based on 100% employer-provided contributions plus earnings over the course of the participant’s working years. The District funds this plan; there is no employee contribution. The current employer-paid contribution is 5% of the base salary (5.5% for Corrections Officers). Employees must have one year of continuous service to participate, and they are fully vested in the Defined Contribution Pension Plan after five years of continuous service.
Deferred Compensation Plans
All University employees are eligible to participate in the Deferred Compensation Program, an optional savings program that allows employees to tax-defer income and invest for the future. The portion of salary an employee contributes reduces the amount of taxable income in each paycheck. The Internal Revenue Service determines the annual maximum amount that can be deferred. The 457 plan is administered through ICMA-RC. The 403 plan is administered by TIAA-CREF, VOYA, New York Life and MetLife.
Main Office: Building 39, 2nd Floor | 
202.274.5020 | 
202.274.6300
Office Hours: 8:30am – 5pm, Mon – Fri
Employees are encouraged to use UDC’s portal: myUDC for internal information and communications
