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Office of Human Resources: Employee Benefits Frequently Asked Questions

Off-site Employee Benefits FAQs
Health Insurance Eligibility

http://www.dhrm.virginia.gov/hbenefits/faqs/eligibilityfaqs.html

Retirement for active employees in the VRS

Plan 1 Member Questions

Plan 2 Member Questions

Voluntary long-term care

http://www.genworth.com/content/etc/medialib/vrs/pdfs.Par.17660.File.dat/FAQ_48203VRS_101909_gnw.pdf

The Commonwealth of Virginia Deferred Compensation Plan - 457 Plan

https://vadcp.ingplans.com/csinfo/planinfo.aspx?cl=VIRGNA&pl=650271PU&page=plan_informationfaqs&domain=vadcp.csplans.com&s=&d=d5b0aab9410f851f283689dcff679941b0ade207

Employee Benefits FAQs & Answers
When is the annual open enrollment period for health insurance and flexible reimbursement accounts?

Mid-April to Mid-May each year.

If I make a change during the annual open enrollment period, when is the change effective?

July 1.

If I make a change due to a qualifying mid-year event, when is the change effective?

The change must be made within 60 days of the qualifying event and it is generally effective the first of the month following receipt of the paperwork and supporting documentation.

When is the annual open enrollment period for Optional Retirement Plan participants?

October each year.

If I make a change during the ORP open enrollment, when is the change effective?

January 1.

How do I change my beneficiaries for my group life insurance and VRS retirement benefits?

You must complete a Beneficiary Designation Form.

How do I change my contribution amount to my 403(b) account?

You must complete a Salary Reduction Agreement.

Who do I contact about starting a 403(b) account?

You contact one of the providers from the TCC 403(b) and 401(a) plans vendor listing directly about setting up an account. They will provide the paperwork you need to complete to get your account started.

Who do I contact about withdrawals or loans on my 403(b) account?

You contact your 403(b) provider directly for eligibility details and necessary paperwork.

What is Family and Medical Leave?

Family and Medical Leave generally provides 12 workweeks (60 days) of job protected leave for eligible employees - employees taking leave to care for a family member who is a servicemember with a serious injury or illness may have greater job protection. It does not specify that you be paid while you are out, but it may run in conjunction with the paid leaves offered to employees. To qualify for Family and Medical Leave, you must have one year of state service, worked 1,250 hours in the 12 months immediately preceding the leave, and be out for one of the following qualifying reasons: birth or adoption of a child, employee's own illness or disability, illness/injury of close family member (close family member is defined as parent, child, or spouse), qualifying exigency arising out of the fact that a spouse, child, or parent is on active duty or called to active duty status in support of a contingency operation, or illness/injury of spouse, child, parent or next of kin who is a covered servicemember.

How do I initiate a short-term disability claim under VSDP?

Call Unum, the VSDP third-party administrator, at 1-800-652-5602.

If I am approved for Long-Term Disability by Unum, what is my employment status?

Once you are approved for Long-Term Disability by Unum, the third party administrator of VSDP, you are no longer considered an active employee of the Commonwealth of Virginia . TCC may recruit and fill your pre-disability position. You still qualify to continue in the state's retiree health insurance program, keep your group life insurance coverage, and to earn VRS service credit.

What is the difference between overtime and compensatory time for non-exempt employees?

Overtime is earned when non-exempt employees physically work more than 40 hours in a workweek (Sunday through Saturday). Compensatory time is earned when non-exempt employees log more than 40 hours for the workweek, but did not physically work over 40 hours in the workweek. For example, non-exempt employee is paid 8 hours of holiday pay for Monday, then works 10 hours each day, Thursday through Friday. Total hours logged for the week equal 48, but the employee only physically worked 40 hours. 8 hours are compensatory hours and may be compensated by either giving 8 hours of compensatory leave or by paying the employee for 8 hours at straight time.

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