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Faculty Benefits

Santa Clara University offers comprehensive health care and insurance benefits designed to promote and sustain good health for you and your family, help cushion financial obligations associated with illness or death, and assist in building a retirement income. 

This summary provides a high-level overview of many of the key benefits valued by SCU faculty.

Refer to your Benefits Information Guide 2020 for more information.


Benefit Plan Changes Due To CARES Act.

The Coronavirus Aid, Relief, and Economic Security Act (CARES Act) signed into law on March 31, 2020 contains important provisions that will affect HSAs, HRAs and FSAs.

Effective immediately:

  • HSA-qualified health plans can now cover telehealth and other remote care service expenses below the HDHP statutory deductible limit, or at no or low-cost sharing, without affecting an account holder’s ability to continue contributing to their HSA. This provision will last until December 31, 2021.
  • Over-the-counter drugs and medicines can be paid for or reimbursed through an FSA, HRA or HSA without a doctor’s prescription.
  • Menstrual care products are now considered a qualified medical expense and are eligible for payment or reimbursement through an FSA, HRA or HSA. All expenses incurred after December 31, 2019 qualify, and the provision has no expiration date.

As a participant in our Santa Clara University Tax Deferred Annuity Plan 403(b) Plans, we want to make you aware of the options available to you as a result of the Coronavirus Aid, Relief and Economic Security (CARES) Act.

The act was signed into law by the president on March 27 and provides options for you to consider as you navigate financial decisions in the coming months. As always, we recommend reaching out to your Fidelity or TIAA financial consultant to review your current situation–along with short- and long-term financial goals–before making any decisions.

Santa Clara University has chosen to adopt the following CARES Act provisions for our retirement plan:

  • Penalties and withholding are waived for qualified distributions from retirement plan accounts
  • Retirement plan loan limits have been increased
  • Optional suspension of required minimum distributions (RMDs) for 2020

In addition to these CARES Act relief measures, the deadline for 2019 Individual Retirement Account (IRA) contributions has been extended from April 15 to July 15, 2020.

 CARES Retirement Loan and Withdrawal Information

 

Retirement Plans Portal

FAQs-401(a) Changes

The answers to the most frequently asked questions regarding the recent changes to the 401(a) University Retirement Plan.

Accessing The Portal

Access the portal to enroll in or make changes to your 403b contributions and select investment provider for your 401a and/or 403b plans.

Portal User Guide

Information on how to access the SCU Retirement Plan Portal is found in the Plan Enhancements Guide.

Plan Enhancement Guide

The Retirement Enhancement Guide provides details about the new Retirement Plans Portal and the new services and features.


Benefits Information and Guides

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Policies and Procedures
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Benefits Information Guide
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Retirement Information
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Benefits Videos

2020 Benefit Rates

Employee and employer benefit premiums for plan year 2019.

Retirement Plan Changes

Retirement plans now include a self-directed brokerage account option and a reduction of the core number of investments plan platforms.

Retirement Plans

California Voluntary Disability

Delta Dental

CBIZ

 Blue Shield

Kaiser

Health Equity HSA

ACA, IRS Form 1095-C

Benefit Enrollment Notices

Benefit Plans

SCU offers its employees multiple leave options.

The University provides leaves of absence to enable employees to attend to personal and professional obligations, and for periods of disability. All requests for leaves should be initiated in Workday which will be submitted to the Department of Human Resources for processing and approval. Managers should direct any employee requests for leave to Benefits in the Department of Human Resources.

Faculty Handbook

Need to File an FMLA/ PFL / STD / LTD Claim?

In an effort to improve the processing time and simplify the claims experience for employees, Santa Clara University has contracted with Matrix Absence Management (Matrix), a division of Reliance Standard Life Insurance Company, to administer the Short Term Disability (STD)/Paid Family Leave, Long Term Disability (LTD) and Family Medical Leave Act (FMLA) programs.

Read the Matrix Leave of Absence Brochure

See Also

 

Refer the employee to Benefits in the Department of Human Resources. Notify the Benefits office of the request. Provide the name of the employee and the nature of the request.

ADA Employee Accommodation Request Form

ADA Healthcare Provider Form

ADA Packet Healthcare Provider Authorization Release

  

Lactation Accommodation Policy

Employees are responsible for coordinating lactation accommodations directly with their managers.  Managers will work with employees to identify appropriate lactation accommodations.  Managers needing assistance identifying lactation accommodations consistent with this Policy are directed to contact Human Resources. 

Santa Clara University is required to provide a reasonable amount of break time to accommodate an employee desiring to express breastmilk for the employee's infant child, provided that such break time does not seriously disrupt Santa Clara University’s operations. If possible, the break time should coincide with the employee's regular paid break time. If the break time cannot coincide with the employee’s regular paid break time, the break time need not be paid. 

Santa Clara University shall provide employees with adequate space to express breastmilk.   A manager and employee should work together to identify an appropriate location for the employee to express breastmilk if the employee does not have a private office. Under this Policy, a bathroom is not a suitable location for an employee to express breastmilk.  An appropriate location must:

  • Be close in proximity to the employee’s work area, shielded from view, and free from intrusion while the employee is expressing milk;
  • Be safe, clean, and free of hazardous materials;
  • Contain a surface to place a breast pump and personal items;
  • Contain a place to sit; and
  • Have access to electricity or alternative devices, including, but not limited to, extension cords or charging stations, needed to operate an electric or battery-powered breast pump. 

A manager shall also ensure the employee has access to a sink with running water and a refrigerator suitable for storing milk in close proximity to the employee’s workspace.  If a refrigerator cannot be provided, the manager must contact Human Resources for assistance in providing another cooling device suitable for storing milk, such as a cooler.

If a multipurpose room is used for lactation, among other uses, the use of the room for lactation shall take precedence over the other uses, but only for the time it is in use for lactation purposes.

Employees who believe they have been denied reasonable lactation accommodations should immediately contact Human Resources.  Employees may also file a complaint with the California Labor Commissioner’s Office.

Your Benefits Team

Senior Benefits Specialist

Michele DuBois

As a Senior Benefits Specialist, Michele provides support for daily requests and transactions for faculty, staff, and vendor/providers regarding benefits provided by the University.

Benefits Specialist

Georgina Santiago

Georgina Santiago is a Benefits Specialist. In this role, she provides support for daily requests and transactions for faculty, staff, and vendor/providers regarding benefits provided by the University.

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