Professional Support Staff Benefits
Effective October 1, 2017 newly hired part-time (less than three-quarters time) Professional Support Staff and Confidential Professional Support Staff will not be eligible for GVSU medical benefits.
GVSU High Deductible Health Plan With HSA
Priority Health administers the GVSU High Deductible Health Plan with HSA. This plan encourages you to use the Priority Health PPO network which is the primary network or, if traveling outside of the network, Cigna which is a secondary national network. Services including physician office visits, prescriptions, hospital, surgical, laboratory & x-ray fees, chemotherapy, physical therapy, etc. will be subject to an in-network annual deductible of $2,000 for single coverage or $4,000 for dual or family coverage. Once the deductible has been met the plan covers 100% of eligible expenses.
Under the GVSU High Deductible Health Plan with HSA, you may go outside the Priority Health PPO network at any time. Outside the network, the plan provides coverage for 80% of eligible expenses for treatment of sickness or injury, after the annual deductible ($4,000 single, $8,000 dual/family maximum) is met. If your 20% annual share reaches the $2,000 limit for single coverage; $4,000 per dual/family, the plan covers 100% of eligible expenses. The out-of-pocket limit does not include deductibles, co-pays or any amounts exceeding reasonable and customary.
The Prescription drug benefit, provided by CVS/Caremark, is a generic mandatory program. You will be given a generic equivalent for each drug if one exists. If you request a brand name drug when a generic equivalent exists, you must provide the pharmacist with a DAW (Dispense As Written) from the prescribing physician. If you request a brand name without a DAW and a generic equivalent exists, you will pay the cost differential between the generic and brand name.
In 2018 GVSU introduced a pharmacy copayment on each prescription that you fill after you have met your annual deductible of $2,000 for single coverage or $4,000 for dual/family coverage. The copayment per prescription will be as follows
- Generic - $4.00
- Preferred Brand Name - $20.00
- Non-Preferred Brand Name - $40.00
The pharmacy copayment has an annual limit, so the most you could pay for the year, after you have met your deductible, is $250 for single and $500 for dual/family
For more information on available plans and costs consult the 2020 Medical Plan Comparison Chart, the 2020 Simplified Plan Design Chart, and the 2020 Must Pay Might Pay Chart.
GVSU Standard PPO Plan
Priority Health also administers the GVSU Standard PPO Plan. This plan encourages you to use the Priority Health PPO network which is the primary network or, if traveling outside of the network, Cigna which is a secondary national network. A $20 co-payment applies to Priority Health PPO network and Cigna physician's office visits. Other services including hospital, surgical, laboratory & x-ray fees, chemotherapy, physical therapy...etc. will be subject to an in-network annual deductible of $250 for single coverage; $500 for dual or family coverage & then payable at 90%. If your 10% share reaches the $1,000 out-of-pocket limit for single coverage; $2,000 for dual/family, the plan covers 100% of eligible expenses. The out-of-pocket limit does not include deductibles, co-pays or any amounts exceeding reasonable and customary.
Under the GVSU Standard PPO Plan, you may go outside the Priority Health PPO network at any time. Outside the network, the plan provides coverage for 70% of eligible expenses for treatment of sickness or injury, after the annual deductible ($500 for single, $1,000 dual/family maximum) is met. If your 30% annual share reaches the $2,500 limit for single coverage; $5,000 for dual/family, the plan covers 100% of eligible expenses. The out-of-pocket limit does not include deductibles, co-pays or any amounts exceeding reasonable and customary.
The Prescription drug benefit, provided by CVS/Caremark, is a generic mandatory program, which requires a co-payment of $4 for generic, $20 for formulary drugs and $40 for name brand and specialty drugs. You will be given a generic equivalent for each drug if one exists. If you request a brand name drug when a generic equivalent exists, you must provide the pharmacist with a DAW (Dispense As Written) from the prescribing physician. If you request a brand name without a DAW and a generic equivalent exists, you will pay the cost differential between the generic and brand name plus the co-pay.
For more information on available plans and costs consult the 2020 Medical Plan Comparison Chart, the 2020 Simplified Plan Design Chart, and the 2020 Must Pay Might Pay Chart.
If you have medical coverage through another non-GVSU plan, you may choose the "No Coverage" option, which enables you to opt out of all GVSU medical plans. To be eligible for the No Coverage option, you must provide proof of coverage under the other plan by completing the "Verification of Other Coverage-Medical" during enrollment.
If you and your spouse are employed by GVSU as regular faculty or staff, both of you must enroll in a medical plan. If you choose "no coverage" under your medical plan, you must be covered on your spouse's plan and you will not receive the medical credit for waiving coverage.
You may list each other as dependents for dental coverage, but you may not do so for medical coverage. If both you and your spouse want the optional vision coverage, only one person has to select this plan. Individuals who select the No Coverage option will receive a $750 cash credit annually, to be used for the purchase of other benefits or to be added to their paychecks as taxable income.
If you or one of your dependents become ineligible for other medical coverage during the year because of a status change, you have 30 days from the time of loss of coverage to enroll in any of the medical options available under GVSU's Personalized Benefits Program.
If you are looking for more information about Grand Valley's Medical plans or would like to look at the plan documents visit our Benefit Information Center.
Delta Dental PPO (Point-of-Service)
The Delta Dental PPO plan features a managed care incentive. The level of benefit coverage for eligible services depends on the dentist who is providing service(s). Under the Delta Dental PPO plan, you have a choice with every visit to use a Delta Dental participating dentist and receive the Premier level of benefit coverage or a Delta Dental PPO (PPO) member dentist and receive the PPO level of benefit coverage. The Delta Dental PPO plan provides an economic incentive to go to a PPO member dentist. You are free to change dentists at any time for any reason.
Participating dentists are reimbursed for each covered service performed based on the fee they charge for that service. PPO member dentists are paid on a fee-for-service basis according to a schedule established by Delta Dental.
The table below illustrates the different level of benefits and the percentages paid by Delta Dental and your co-pay percentage. Remember, in order to receive the PPO benefit, you must go to a PPO member dentist. Otherwise, your eligible services will be paid according to the Premier Dental benefit.
For a better understanding of what is covered Delta Dental Benefit Summary.
Visit the Delta Dental website where you can verify eligibility and benefits for yourself as well as spouses and dependents, check the status on claims, print an ID card, print a claim form and have access to a dentist directory - all through the consumer toolkit.
If you have dental coverage through a non-GVSU plan, you may choose the No Coverage option, which enables you to opt out of the GVSU dental plan. To be eligible for the No Coverage option, you must provide proof of coverage under another plan by completing the "Verification of Other Coverage - Dental" during enrollment. If you and your spouse are employed by GVSU, you both must choose a dental plan. You may not select the No Coverage option. However, you may list each other as dependents if you select dual or family coverage.
Faculty and staff who select the No Coverage option will receive a cash credit annually, to be used to purchase other benefits or to be added to their paychecks as taxable income. If you become ineligible for other dental coverage during the year because of a status change as defined under the Plan Document, you may enroll in this dental option.
If you are looking for more information about Grand Valley's Dental plan or would like to look at the plan document visit our Benefit Information Center.
If you are enrolled in a University Medical Plan you have a free vision benefit offered by PriorityVison. This plan allows you to receive routine preventive eye exams every two years, while saving you money on your eye care purchases.
The University offers elective Vision coverage through EyeMed Vision Care. During the open enrollment period, you are given the option to purchase this elective vision coverage from EyeMed Vision Care. This plan allows you to improve your health through routine eye exams, while saving you money on your eye care purchases. The elective vision plan is available for all Faculty, Professional Support Staff, Police, Pew Campus Security, Maintenance, Grounds and Service Staff and Executive, Administrative and Professional staff members with full time appointments (one half-time or more) who are paid on the basis of a fiscal or academic year are eligible to participate in the plan. Visiting Faculty and Adjunct Administrative and Professional staff are not eligible to participate in the elective vision plan.
You are also eligible for vision discounts at any time of the year. Get information on vision discounts available immediately.
If you are looking for more information about Grand Valley's Vision plans or would like to look at the plan documents visit our Benefit Information Center.
Flexible Spending Account
The Flexible Spending Account (FSA) option makes your earnings go further by allowing you to set aside pre-tax earnings to pay for eligible health and dependent care expenses.
Your pre-tax dollars are deposited to your FSA(s) and are not considered taxable income. This saves you from paying Social Security, federal, state, or local income taxes on that portion of your income. A Flexible Spending Account, be it dependent and/or health, must be set annually. Unused spending account balances at the end of the calendar year will not carry over and will be forfeited. You have until March 15 of each year to incur Health Spending Account claims for the prior calendar year.
The University offers two types of accounts; a Health Care FSA and a Dependent Care FSA; you have the option of selecting one or both of them.
The maximum annual amount you may deposit in your Flexible Health Care Spending Account is $2,500.
Any item allowed as a medical deduction on your income tax return is eligible for reimbursement under the Flexible Health Care Spending Account as long as you do not also deduct those expenses on your income tax return.
Get examples of eligible/non-eligible expenses. Get a worksheet to assist you in determining the amount you elect for your Health Care Account.
Dependent Care Accounts
Your Dependent Care Flexible Spending Account may be used to pay for certain expenses connected with taking care of your eligible dependents, as defined by the Internal Revenue Service for tax purposes, provided the care is necessary for you and your spouse to work. Working couples as well as single persons may use the account for any of the following dependent care expenses, as long as they are incurred during working hours:
- Nursery schools or pre-schools used in place of day care.
- Licensed day care centers.
- Private baby-sitters, either in their home or your home.
- Custodial care for dependent adults.
You cannot be reimbursed for dependent care payments you make to your spouse, to your child who is under the age of 19, or to any person you claim as a dependent on your income tax return. You are responsible for obtaining the taxpayer ID number of the care provider. This number is necessary to validate costs in the event of an audit.
There are two important limitations on the amount you may deposit for dependent care expenses. If you are married, your dependent care reimbursements cannot exceed the earned income of the lower-paid spouse, unless the spouse is a full-time student or is disabled. Also, you are limited in the amount you may deposit to your dependent care account to $5,000 annually.
In some circumstances you may realize greater tax savings if you use the federal child care tax credit instead of the Flexible Spending Account. Generally, persons with family incomes of $24,000 or more each year benefit more from using a Flexible Spending Account. However, GVSU cannot provide you with tax advice. You should seek the guidance of a professional tax consultant
Requesting Reimbursements From Your Account
To receive reimbursements for health care and dependent care expenses you will file claims with our third party FSA Administrator, iSolved Benefit Services.
If you are looking for more information about Grand Valley's Flexible Spending plan or would like to look at the plan document visit our Benefit Information Center.
Base Life Insurance
The University provides group term life and accidental death and dismemberment coverage. The basic coverage is equal to 1.5 times your base salary including commissions if applicable up to a maximum of $350,000.
Life insurance coverage is effective upon employment and terminates on the last day of employment. However, you will be given the opportunity to convert the University policy to a personal policy and assume payment for premiums. You have 31 days after termination to apply for a personal policy. The life insurance company will continue your coverage during the 31-day period if you elect to continue coverage.
Faculty/Staff Optional Life
Within the first 30 days of hire at GVSU, Faculty/Staff may purchase supplemental life insurance in $10,000 increments, up to 3 times Base Salary or $250,000, whichever is less. If the faculty/staff elect this additional life insurance within the first 30 days of employment, it is a guaranteed policy, effective on the date of hire. (The following guaranteed issue amounts apply: Under age 70 - 3 times Base Salary up to $300,000; Ages 70 and older - maximum benefit is $50,000.)
With an application from Lincoln Financial Group obtained through GVSU Human Resources, additional term life insurance coverage may be purchased at anytime in $10,000 increments, up to the lesser of 5 times Base Salary or $750,000, effective on the date of approval from Lincoln Financial Group.
Faculty/Staff have the option of purchasing Accidental Death and Dismemberment Benefits (AD & D) equal to the amount of the supplemental term life coverage requested. In addition to providing twice the benefit for accidental death, AD & D also provides indemnity against accidental loss of limb or eyesight. Rates are based upon smoker versus non-smoker with AD & D versus without AD & D.
To apply for this benefit, or increase the amount you are currently insured for, you must complete an enrollment form. Coverage will become effective upon date of approval from Lincoln Financial Group.
Your coverage will end on your last day of employment or retirement, or when eligibility is lost. At this time, if applicable, you will have the opportunity to continue your life insurance policy at the group portability rates.
Spousal/Household Member Coverage
Faculty/Staff who elect supplemental life insurance coverage for themselves also have the option to purchase coverage for their spouses or household members. Within the first 30 days of hire at GVSU, Faculty/Staff may elect spouse/household member coverage in $5,000 increments, up to 50% of the Faculty/Staff election or $50,000, whichever is less. If the faculty/staff member elects the optional spouse/household member coverage within the first 30 days of employment, it is a guaranteed policy effective on the date of hire. (The following guaranteed issue amounts apply: Under age 60 - $50,000; Ages 60-69 - $10,000. Spouse coverage terminates when the spouse reaches age 70.)
With an application from Lincoln Financial Group obtained through GVSU Human Resources, additional coverage may be elected at anytime in $5,000 increments, up to the lesser of 50% of the faculty/staff election or $150,000, effective on the date of approval from Lincoln Financial Group.
Faculty/Staff who elect supplemental life insurance coverage for themselves also have the option to purchase coverage for their children. Coverage may be elected in $2,000 increments, up to the lesser of 50% of the faculty/staff election or $10,000. Within the first 30 days of hire, the child life insurance election is a guaranteed issue.
Unmarried dependent children are eligible for coverage up to age 19, or to age 27 if a full-time student. For children between the ages of 14 days and 1 year, the benefit amount is reduced to $500. At age 1 the policy is worth its full amount.
An application to purchase any of the above options may be filled out after the 30th day of employment (end of Guaranteed Issue Period); however, it is subject to the approval of Lincoln Financial Group. Policies obtained after the Guaranteed Issue period are effective on the date of approval from Lincoln Financial Group.
If you are looking for more information about Grand Valley's Life Insurance plans or would like to look at the plan documents visit our Benefit Information Center.
Salary Continuation and Disability
The University provides a salary continuation program that includes income protection during periods of disability. Regular full-time staff members who have completed six (6) months of employment shall have the first ten (10) working days of any disability fully paid. Regular full-time staff members who have completed one (1) year of employment shall have the first twenty (20) working days of any disability fully paid. Eligibility for a full ten (10) or twenty (20) days of salary continuation shall be restored for any disability after the staff member has returned to work for five (5) full consecutive working days. Regular full-time staff members with less than six (6) months service will have one day per calendar month of salary continuation, if needed (non-accumulative). Regular part-time staff members will only receive salary continuation for the actual number of hours missed due to a disability up to a maximum of forty (40) working hours per calendar year. Working hours are defined as the number of hours the part-time staff member is scheduled to work.
Coverage terminates on the last day of employment.
Refer to the Professional Support Staff contract for detailed information concerning the usage of salary continuation. Salary continuation is subject to the approval of your supervisor.
Short Term Disability
What is Short-Term Disability?
Short-term disability is income protection for full-time staff members who need a leave of absence from work due to an illness or injury that continues for a period longer than twenty work days and less than six months and prevents the staff member from performing the duties of their position.
Who is Eligible?
All regular full-time members of the Grand Valley State University Professional Support Staff, Maintenance, Grounds, Service; Pew Campus Security and Public Safety Staff become eligible for short-term disability income benefits six (6) calendar months after their date of hire. Dependents are not covered. To be eligible for short-term disability income benefits, you must be unable to perform all duties required of your position and be under the direct care of a physician. Care begins at the time of the first examination by a physician. The physician cannot be a relative.
Short Term Disability Definitions:
Last Day Worked: The last day the staff member actually works prior to their leave of absence.
Waiting Period: Employees have a waiting period of twenty work days (160 hours) before short-term disability payments will begin. Staff who request short-term disability and have been employed longer than six months, but less than one year will have ten days of salary continuation or sick leave accrual to cover half of the waiting period. Staff who have been employed for one year or longer will have twenty days of salary continuation or sick leave accrual to cover the waiting period. However, the amount of salary continuation or sick leave accrual to cover the waiting period is always dependent on the staff member's available sick balance. If the waiting period is not completely covered with salary continuation or sick leave accrual then staff can request to use their available vacation time. If any part of the waiting period is not covered with sick or vacation time, then lost time will be applied until the disability rate is applied on the twenty-first day.
Twenty-first Day: On the twenty-first day short-term disability benefits will be paid at 75% of the staff member's base weekly rate. Upon request the 75% can be supplemented with available vacation time until the vacation has been exhausted, or the leave expires, whichever comes first.
Reduction in Benefits:
Benefits will be reduced by any amount paid from:
1. Compulsory "no-fault" motor vehicle coverage for lost earnings.
2. Social Security or Railroad Retirement due to your disability. It will be assumed that you are entitled to the largest amount of Social Security or Railroad Retirement benefits, including those for dependents until the actual determination is received from the appropriate administration. A copy of the determination must be given to the Payroll Office to adjust the benefit accordingly.
No benefits will be paid for a disability which occurs as a result of:
1. An injury or illness due to employment with any employer or self-employment
2. An intentionally self-inflicted injury
3. Involvement in the Armed Forces of any country
4. Involvement in the commission of a felony
Coverage terminates on the last day of employment.
Return to Work:
Prior to returning to work, a staff member must provide a work release from their treating physician.
When an employee returns to active work on a reduced schedule:
- The employee receives regular pay for the hours worked and the remaining hours of their normal work schedule will be paid at the applicable salary continuation/ short-term disability rate.
- The time on a reduced schedule continues to count towards the maximum time period (6 months) for salary continuation/short term disability usage.
When an employee returns to active work, then must go back on leave:
- They are treated as separate periods, if the periods of disability are due to unrelated causes and separated by a return to active work.
- They are treated as the separate periods, if the periods of disability are due to related causes and separated by a return to active work for at least two weeks. If there is no such separation, it is treated as one period of disability. If it is one period of disability, then the number of days actually worked will be added onto the original six-month period.
Leave of Absence
When your salary continuation and short-term disability pay has been exhausted, you may request to be placed on an extended sick leave if you continue to be unable to perform the duties of your position due to the illness or accident. Your request must be made thirty (30) days prior to the expiration of your short-term disability payments. Extended sick leave may continue for up to eighteen (18) months from your last day worked. The time period may be extended be mutual agreement of the University and the Association. If you are released to work during your extended sick leave, you will be offered the next available position for which you are qualified. The University will pay the cost of COBRA medical coverage during the first twelve (12) months of extended sick leave.
Long Term Disability
The University provides a partial income replacement program, which provides monthly payments of 60% of your base salary subject to a $15,000 monthly maximum. The long-term disability insurance policy is administered by Lincoln Financial Group. Long Term Disability is available for full-time Professional Support Staff.
Long-term disability benefits are effective the first day of the month following date of hire and coverage terminates on the last day of employment.
This plan will pay a monthly benefit for a period of total disability caused by a disease or accidental bodily injury.
If you would like to view the Long Term Disability Certificate of Coverage please view our Benefits Information Center.
You may, with your supervisor's approval, enroll in Grand Valley State University courses tuition free. Eligible fees will also be paid by the University.
To take advantage of this benefit, you must complete and sign the academic participation form. Your supervisor must also sign the application. All courses must be taken for credit. Fulfillment of prerequisites and requirements is expected. Graduate course registration must be done with the appropriate office if you have not been previously admitted into the program. The academic participation form will be processed if it is received in the Benefits Office before the close of regular business hours on the last day of classes of the preceding semester in which you wish to take a course(s). You are not guaranteed admittance into a course and should adhere to the "General Academic Policies and Regulations" outlined in the University Catalog. You must attach course permits, if required, to the academic participation form.
You must complete Academic Participation Form for each semester that you wish to enroll in a class. Refer to your handbook for complete details.
Spouses, Household Members and eligible dependents of faculty, staff and retirees are eligible for a 50% reduction in tuition and eligible fees for Grand Valley State University courses.
A Tuition Reduction Form must be completed at the beginning of each semester. Refer to your handbook for complete details.
The GVSU Tuition Reduction Program uses the IRS standard definition of a dependent when determining eligibility for the program. In order to receive tuition reduction, a dependent must meet one of the options mentioned on the form. The following detail from the IRS may assist you in determining if your dependent qualifies:
In general, the IRS requires that a “qualifying child” meet five tests:
1. The child must be your son, daughter or stepchild
2. The child must be
(a) under age 19 at the end of the year,
(b) under age 24 at the end of the year and a full-time student, or
(c) any age if permanently and totally disabled.
3. The child must have lived with you for more than half of the year
4. The child must not have provided more than half of his/her own support for the year
5. If the child meets the rules to be a qualifying child of more than one person, you must be the person entitled to claim the child as a qualifying child.
In general, the IRS requires that a "qualifying relative" meet four tests:
1. The person does not meet the "qualifying child" tests (see above);
2. The person either (a) must be related to you in one of the ways listed under “Relatives who do not have to live with you (see below)”, or (b) must live with you all year as a member of your household (and your relationship must not violate local law).
3. The person’s gross income must be less than $4,300 for the year. (However, under Internal Revenue Service Notice 2004-79 (www.irs.gov/pub/irs-drop/n-04-79.pdf), this gross income limit does not apply for purposes of determining tax dependent status when you are covering the person on your health insurance policy. For health insurance purposes, the domestic partner or adult child only needs to meet the remaining three tests to be a qualifying relative).
4. You must provide more than half of the person’s support for the year.
A dependent may include a child or step-child of an eligible faculty or staff member. It is not necessary for the dependent to reside with the employee to qualify for the tuition reduction benefit.
A student receiving Tuition Reduction who becomes ineligible due to the death of a faculty or staff member will be able to continue to receive the reduction until they complete their undergraduate degree; up to an additional 4 academic years.
Retirement Plan A
Eligibility: Professional Support Staff members hired prior to 02/02/2006 and Police staff members hired before 03/04/2007 are members in the Defined Benefit Retirement Plan (Plan A). The Clerical, Office and Technical Employees Defined Benefit Retirement Plan is funded by the University.
Vesting: Participants are vested 100% upon completion of ten years of vesting service.
Get the Summary Plan Description. This document provides further details of the Base Retirement Plan and an example of how benefits are calculated
Retirement Plan B
Eligibility: Professional Support Staff members hired after 02/02/2006 and Police/Public Safety staff members hired after 03/04/2007 are in the Defined Contribution Plan (Plan B).
Get the Summary Plan Description. This document provides further details of the Base Retirement Plan.
Participation and Vesting: Eligible Professional Support Staff hired after 02/02/2006 and Public Safety staff hired after 03/04/2007 will begin participation in the retirement plan upon employment with the University. Participants are vested 100% upon completion of two calendar years of employment.
The University contributes an amount equal to 8% of a participant's base salary. Contributions are made to the investment options of the participants choice on a bi-weekly basis. Participants may choose the retirement planning option that they feel best matches their goals. Participants may direct all or part of their retirement contributions into any combination of the following alternatives:
1. Teachers Insurance and Annuity Association (TIAA)
2. Fidelity Investments
Participants must inform Human Resources of their choice of allocation for the University contribution between TIAA and Fidelity Investments. Changes to this allocation may be made at any time during the year by completing the Allocation of University Retirement Contributions/Wavier of 2-year Vesting Period Form available in Human Resources or online.
Changing The Allocation of Funds Within The Investment Firm: Participants may change their allocation of the funds selected within TIAA or Fidelity Investments as frequently as permitted by that company by contacting the company directly. TIAA may be contacted at 1-800-842-2733 and Fidelity Investments may be contacted at 1-800-343-0860. Human Resources does not need to be informed of these changes.
Tax Free-Fund Transfer: The University will allow a participant to transfer any portion of their accumulated retirement fund to another approved retirement fund to the extent permitted by law and the companies involved.
Retirement Benefits: Upon retirement at any age, death or total disability, a participant will be entitled to receive monthly or periodic income in accordance with the payment options available by the investment company, subject to any legal requirements. There will be no requirement to select an annuity payment option.
Availability of Withdrawals: The University will permit retirement plan withdrawals on/after age 59 1/2 for current faculty and staff. Withdrawals, transfers and rollovers are also available to those who retire or terminate employment. Borrowing from the base retirement plan (University contributions) is not permitted.
Supplemental Retirement Accounts
Faculty and Staff are encouraged to make a pretax contribution to a supplemental retirement account to supplement their retirement income and reduce their current tax burden. Participants can contribute up to the maximum permitted by law to any of the approved retirement investment options.
Faculty and Staff have the opportunity to participate in a 403(b) or 457(b) tax-deferred compensation plan.
Additional information and supplemental retirement account applications for each vendor are available in Human Resources.
If you are looking for more information about Grand Valley's Retirement plans or would like to look at the plan documents or investment options visit our Benefit Information Center.
Professional Support Staff accrue .077 hours of vacation time for each regular hour worked for up to a total of 20 vacation days annually.
No more than two hundred (200) hours (one hundred (100) hours for part-time staff) of earned vacation may be carried from one calendar year to the next calendar year.
Grand Valley State University recognizes that faculty and staff choose to build their families in many ways. To support faculty and staff who are adopting, GVSU provides adoption resource information and financial reimbursement.
Eligibility Requirements All full time and part time faculty and staff are eligible for adoption benefits upon hire. If a faculty or staff member and their spouse both work at GVSU, only one member can utilize the benefit.
An eligible adopted child is defined as being under 18 years of age. Kinship adoptions qualify for this benefit, however stepparent adoptions do not qualify.
GVSU realizes the process of adopting a child can be very time-consuming and difficult. Therefore, faculty and staff members may be eligible to apply for the Family Medical Leave Act (FMLA) or a personal leave of absence. Visit the Human Resources website and click on policies for more information on FMLA.
Faculty and staff members are requested to provide their Appointing Officer with as much preliminary information on their request for time off as early as possible.
Qualifying adoption expenses will be reimbursed up to a maximum of $3,000 per child. Qualifying expenses are defined as those that are reasonable and necessary adoption fees, court costs, attorney fees, traveling expenses while away from home, and other expenses related to, and whose principal purpose is for, the legal adoption of a child.
Process for Applying for Benefits
Upon formal placement of the adopted child, submit an adoption assistance claim form to Human Resources at 1090 James H Zumberge Hall (JHZ) along with detailed receipts for eligible expenses. Human Resources will determine eligible expenses, the amount payable for reimbursement and will submit a request to the Payroll Office for payment. The reimbursement will be processed with the next payroll.
Adding Dependent to Insurance
At the time of placement, you may add your child to your benefit plans. Any additions or changes must occur within 30 days of the official placement. Contact Human Resources at 331-2220 to add dependents.
Grand Valley State University holidays include:
- Day before New Year's Day
- New Year's Day
- Memorial Day
- Independence Day
- Labor Day
- Thanksgiving Day
- Day after Thanksgiving Day
- Day before Christmas Day
- Christmas Day
- Floating holidays during Holiday break
To view a calendar showing the specific dates of the holidays for the current year, please visit the payroll site.
Faculty/staff ID: Your faculty/staff ID card serves as your GVSU Library card, as well as your pass to enjoy the Recreation Center on the Allendale Campus. Flash your ID card to any Grand Rapids Rapid Bus Driver and you receive a free ride on The Rapid. ID's can be obtained through the Student Services office.
Discounts: Simply present your university identification to the list of businesses on our Discount Page at time of purchase and follow any special instructions provided by the business to receive the benefit of being a GVSU Employee.
Parking: At the beginning of every academic year, faculty/staff members will need to register for a parking permit via Parking Services. Once your vehicle is registered, parking on any campus is absolutely free. If you join the university mid-year, you can register for a permit at that time. Permits are now linked to your license plate; a physical sticker is not required. See where you can park as a faculty/staff member.
Social Security Coverage: The university contributes 6.2% of your social security while 6.2% is also deducted from your paycheck. The 7.65% is the combined amount for FICA and MQFE taxes.
If you are a new hire and would like to explore additional resources, check out our New Staff Orientation page.