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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.
Santa Clara University offers the following medical plans:
Please visit the FAQs section for more information regarding HMO and PPO plans.
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.
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:
Professional counselors are available to provide an objective viewpoint and expert guidance.
Advice for wills/trusts, landlord/tenant issues, personal injury, bankruptcy and other concerns. Family mediation services are also available.
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.
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.
The University grants education benefits to provide opportunities for personal and educational development for all benefit eligible employees taking Santa Clara University courses for credit. It also has several education benefit programs for spouses, registered domestic partners, and dependent children (as defined by the IRS) of eligible employees.Each of the University's education benefit programs are described below.
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.
Transit Plan (FSA)
The Transit Plan is similar to Flexible Spending Account program in that it allows employees to set aside pre-tax dollars for the reimbursement of qualified transportation expenses they incur while commuting to and from work.
Life/AD&D/Supplemental Medical Insurance
The following plans are offered to Santa Clara University benefit eligible employees:
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.
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 (408) 554-4392.
The Following Applies to All Injuries
All work-related injuries and illnesses
The Department of Human Resources will provide employees with:
- Initial Report of Injury (PDF 44KB)
- 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
- Give a copy of the “work status report” to your supervisor.
- 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:
- 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.
- 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.
- 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?
- Immediately notify your supervisor and the Department of Human Resources (408) 554-4932.
- Complete the appropriate paperwork for an industrial leave of absence
- 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.
Santa Clara University employees are covered by various disability plans provided by the University.
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.
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.
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.
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.|
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.|