Santa Clara University

Human Resorces

Details and Information

Below is information regarding all of the benefits that Santa Clara University offers to its eligible employees.

View the Snapshot Summary for more information regarding any of our plans.

Medical Plans

Santa Clara University offers the following medical plans:

Click here to view information about benefits plans available to Santa Clara University employess »

Please visit the FAQs section for more information regarding HMO and PPO plans.

See also:
Dental

All dental benefits provided by Santa Clara University are administered through Delta Dental of California.

Diagnostic and Preventive services are paid at 100% as long as you use a Delta Dentist. You are allowed 3 cleanings per calendar year under any Delta Plan. If you choose a dentist that is affiliated with the Dental Preferred Option (DPO), you will see slightly higher benefits.

Blue View Vision

Santa Clara University's Vision Service Plan is administered by Anthem Blue Cross - Blue View Vision.

You and your eligible family members may enroll in the plan, designed to encourage you to maintain your vision through regular eye examinations and to help with vision care expenses for required glasses or contact lenses.

See Also
Employee Assistance Program (EAP)

Santa Clara University benefit eligible employees and their dependents have access to a full range of emotional health services provided by United Behavioral Health:

EAP Counseling

Professional counselors are available to provide an objective viewpoint and expert guidance.

Legal Assistance

Advice for wills/trusts, landlord/tenant issues, personal injury, bankruptcy and other concerns. Family mediation services are also available.

Financial Services

Consultations with certified financial planners on debt management, taxes, investing and other related topics.

Use of this program is completely confidential and free to benefit eligible employees and their dependents. No copayment nor claim forms to complete. 8 visits per family/per calendar year.

Retirement

Santa Clara University's retirement benefits help you build long-term savings and a source of income after you retire from the University. Contributions to both plans below are tax deferred.

Defined Contribution Retirement Plan - 401(a)

The University will contribute an amount equal to 10% of your base compensation. You become eligible the first day of the month coinciding with, or next following your date of hire. You are 100% vested after 2 years of employment.

Faculty and Staff Retirement Plan - 403(b)

You can make voluntary contributions to a 403(b) plan subject to plan year limits. There are also catch-up provisions for those over age 50 or with 15 years of service.

Education

biology professor with student

Santa Clara University education benefits provide opportunities for personal and educational development for all benefits eligible employees taking SCU courses for credit. Spouses and children pursuing an academic degree (matriculating) will be granted tuition remission for one degree, either graduate or undergraduate.

Tuition Remission Program

The tuition remission program provides tuition costs for employees and their dependents, provided the employee is working an equivalent of 30 hours or more per week. Employees working an equivalent of 20-29 hours per week will receive tuition remission on a pro-rated basis, and the benefit is not available to their dependents. Tuition remission does not include other costs such as books, laboratory, application, service, and other fees. All charges other than tuition must be paid to the University in the same manner as required of other students.

More information about Tuition Remission »

Faculty-Administrator's Children Exchange Program (FACHEX)

The tuition remission program provides tuition costs for employees and their dependents, provided the employee is working an equivalent of 30 hours or more per week. Employees working an equivalent of 20-29 hours per week will receive tuition remission on a pro-rated basis, and the benefit is not available to their dependents. Tuition remission does not include other costs such as books, laboratory, application, service, and other fees. All charges other than tuition must be paid to the University in the same manner as required of other students.

Learn more about FACHEX »

Tuition Exchange

This tuition exchange program is a national scholarship exchange program for institutions of higher education. Children of eligible employees may apply for undergraduate admission to one of the participating institutions and, if accepted, are eligible for a tuition scholarship subject to the terms and conditions set by the accepting institution. Participation in this program is in lieu of eligibility for enrollment at Santa Clara University.

Tuition Exchange, Inc. (TE), is a partnership of approximately 560 colleges and universities offering competitive tuition exchange scholarships. The Tuition Exchange Scholarships are not a guaranteed award. Each member institution is obligated to maintain a balance between students sent on the exchange (exports) and students received on the exchange (imports).

Who is Eligible?

Benefits Eligible University employees with at least 3 years of continuous service and have a FTE of .75 or greater are eligible to participate in the Santa Clara University tuition exchange program for dependent children. The service requirement must be met within 15 calender days of the close of late registration for the quarter/semester.

What is the Dollar Value of a TE Scholarship?

Most scholarships cover full tuition for four-years (eight semesters) of undergraduate education at the host institution, but not special fees, course overloads or room and board charges. However, for 2014-2015, institutions with tuition costs greater than $32,500 are permitted to award less than their full tuition but not less than $32,500. The minimum value of TE scholarships is set annually by the Tuition Exchange, Inc.'s Board of Directors. Any difference between TE scholarship value and the actual tuition must be paid by the student's family.

How Do I Apply for a TE Scholarship?

After reviewing the list of participating colleges and universities on the TE website, select the institution(s) to which your student has or will apply. All students must seek admission to the institution as a separate process.

  1. Complete all sections of the online Tuition Exchange Application Form (PDF 302KB)
  2. Print 2 copies of the form
  3. Submit 1 copy to the Human Resources Department Service Desk by December 1st of the year preceding your student's anticipated enrollment date. For example, forms for a Fall 2015 enrollment are due December 01, 2014
  4. The Tuition Exchange Liaison Officer will send to the parent a copy of the "Scholarship Certification and Application" Form once it has been sent to the participating institution(s) of choice

Apply Now »

Please contact Debby Merryman at x 2758 with any further questions.

Learn More »
Flexible Spending Accounts

Flexible spending accounts (FSAs) allow you to set aside money to pay for certain medical, dental or dependent care expenses. Your contributions are deducted from your paycheck before federal and state income taxes and Social Security taxes are withheld.

Participation is voluntary, and you must sign up every year you wish to participate. You should estimate your expenses carefully based on predictable expenses, because the IRS requires that you forfeit any money left unclaimed in your accounts at year-end.

Life/AD&D/Supplemental Medical Insurance

The following plans are offered to Santa Clara University benefit eligible employees:

Life Insurance

Basic and Optional Employee Term Life Coverage

Basic term life insurance coverage is $70,000. You don't need to enroll in basic term life insurance; you're automatically covered once you become eligible. If you become terminally ill, Santa Clara University's life insurance program allows you to receive an accelerated living benefit of 80% to a maximum of $56,000. You may also buy optional term life insurance, for which you pay a premium. Coverage is currently available for up to five times your annual salary in addition to your basic benefit to a maximum of $500,000.

Dependents Term Life Coverage (optional)

You may also purchase dependents term life insurance for your qualified dependents. Consult the summary plan document for more information.

Accidental Death and Dismemberment Insurance

Employee Accidental Death and Dismemberment Coverage

The amount of insurance for accidental death is $70,000. Consult the summary plan document for other amount payable information.

Travel Accidental Death and Dismemberment Coverage

The amount of coverage is $100,000. Benefits are payable if you die, suffer a serious bodily injury, or become disabled as the result of an accident that occurs while you're traveling on University business. View the Life/AD&D Snapshot Summary for more information.

Supplemental Medical Insurance

Cancer Protection Plans

American Fidelity offers several products that can help with the expenses that may not be covered by other insurance, including cancer screenings. Benefits and rates vary depending on the plan chosen. View the Cancer Protection Snapshot Summary for more information.

Long-Term Care

Santa Clara University sponsors a group long-term care insurance program which allows you to purchase long-term care insurance on a group basis at affordable premiums. In addition you and your spouse's eligible parents and grandparents can purchase this protection.

With the high cost of nursing home care, such coverage can help you and your family protect your financial assets and preserve a wide choice of care possibilities.

The plan offers a range of coverage options, so you can choose the option that best meets your needs and budget.

Coverage under this plan is optional, and you pay the full cost with after-tax payroll deductions.

Work Related Injuries and Illnesses

Employee & Supervisor Information

If you, or someone who reports to you, suffer a work-related injury or illness, the following steps should be taken immediately:

Is the injury a life threatening emergency?
If the Injury Does Not Require Immediate Medical Treatment

If medical or other emergency care is not needed for the injury, employees must notify their supervisors and the Department of Human Resources (x4392 or x1860).

The Following Applies to All Injuries

All work-related injuries and illnesses

The Department of Human Resources will provide employees with:

  1. Initial Report of Injury (PDF 44KB)
  2. CA Department of Industrial Relations Workers' Compensation Claim Form and Notice to Employees - Injuries Caused by Work (PDF 231KB)

Employees are required to complete the report and forms as soon as possible.

Following receipt of initial medical treatment
  1. Give a copy of the “work status report” to your supervisor.
  2. Review “work status report” with your supervisor to evaluate any job limitations and/or modifications directed by the physician.
If you need follow up care, please remember the following:
  1. University practice is to pay employees regular time for time missed from work not only for the initial receipt of care, but for follow up care as well.
  2. Physical therapy appointments must be pre-arranged with supervisor. Time missed for travel to and from and duration of appointment is paid at regular time.
  3. Keep your supervisor apprised of any changes to your work status.
If your injury or illness requires a temporary period of time away from work?
  1. Immediately notify your supervisor and the Department of Human Resources (x4392 or x1860)
  2. Complete the appropriate paperwork for an industrial leave of absence
  3. Communicate regularly with the Worker’s Compensation insurance provider regarding your treatment, care, and work status.

*Please contact the Department of Human Resources with any questions at (408) 554-4932.

See Also
Disability

Santa Clara University employees are covered by various disability plans provided by the University.

Short-Term Disability

In the event an employee becomes disabled and is unable to work because of a non-job related injury or illness, short term disability replaces part of the employee's income until he/she is able to return to work. All California employees of Santa Clara University are eligible for coverage under this plan.

Long-Term Disability

All Santa Clara University regular employees working at least 20 hours a week are covered under this policy. In order to receive benefits, the disability must be continuous for at least 360 days.

See Also
Leaves

The University provides leaves of absence to enable employees to attend to personal and professional obligations and for periods of disability. The policy for workers covered by a collective bargaining agreement is contained in that agreement. All requests for leaves should be submitted to the Human Resources department for approval.

For more information, employees can consult the Staff Policy Manual for each type of leave below:

Paid Family Leave

Santa Clara University provides Paid Family Leave Insurance (PFL) administered by The Hartford. This plan provides wage replacement to those on an approved leave of absence to care for a spouse, domestic partner, child, or parent with a serious health condition, or to bond with a newborn within the first year of life or a child within the first year following adoption or foster care placement.

Read the SCU California Paid Family Leave brochure (PDF 100KB)

See Also
Holidays

The University grants its employees certain paid holidays. All regular and fixed term staff employees whose full time equivalency is at least 50% (20 hours per week) are eligible for paid holidays from their date of hire.

At the discretion of the President of the University, other paid days off may be declared on a one time basis.

For more information, view the current year Holiday Calendar.

Note: Employees can view the Holidays (616) policy page in the Staff Policy Manual for specific Holiday policy details.
Vacation

The University grants paid vacation for the purpose of rest and relaxation.

Vacation leave accrues from the first of the month following the date of hire as a regular or academic staff member and continues during periods of work, sick leave, vacation and other periods of paid leave. Vacation does not accrue for hours worked on an overtime basis.

The maximum amount of vacation that staff members can accumulate is the amount they would accrue in one and one-half years at their current annual accrual rate. For instance, if a staff member has 10 years of service the maximum number of vacation hours which can be accrued is 264 hours; the staff member will not accrue any additional vacation hours until the available balance falls below 264 hours.

Note: Employees can view the Vacation Pay (612) policy page in the Staff Policy Manual for specific Holiday policy details.

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