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Scope

Employees

Policy Statement

The following policy describes the general eligibility requirements that employees must satisfy in order to participate in the Syracuse University benefit plans, subject to special eligibility provisions that exist in certain of those plans. Among the plans that have special eligibility requirements are the Dependent Tuition, TIAA-CREF, and Disability plans. Further information about the special eligibility requirements that exist in certain of the University's benefit plans is available from the Office of Human Resources.

"Benefits Eligible Employees" of the University who are receiving compensation through the University's Syracuse, New York payroll system generally will be eligible to participate in the Syracuse University benefits plans (subject to the special eligibility requirements that may apply with respect to certain of those plans). Employees represented for collective bargaining purposes by a labor union will only be covered by a plan to the extent plan benefits have been agreed to by the applicable union and employer.

"Benefits Eligible Employee" means an individual who satisfies the requirements of one of the classifications set forth below:

1. a "Regular Faculty Employee" who is a member of the faculty of the University, and who: (1) has a full-time tenured or tenure-track appointment or otherwise has a single appointment to teach at least five three-credit hour courses (or the equivalent) in a single University academic unit for two or more consecutive academic years (excluding summer sessions), and who is classified as a "Regular" employee in the records of the Office of Human Resources; (2) would have been covered by the preceding item (1), but for the fact that the employee is on a leave of absence with benefits or a layoff with benefits that has been approved by the University, and provided that the employee also is classified as eligible for benefits in the Office of Human Resources; (3) is a participant in the University's Tenured Faculty Voluntary Phased Retirement Program, and who, with respect to SUBlue, SUOrange, SUPro and prescription drug benefits, is not a "highly compensated individual;" or (4) has otherwise been classified as eligible for benefits in the records of the Office of Human Resources; or

2. a "Regular Staff Employee" who is an employee of the University and is not a member of the University's faculty, and who: (1) is regularly scheduled to work either at least 37.5 hours per week for at least 8.5 months during the University's academic year, or at least 20 hours per week for 12 months during the University's fiscal year, and who with respect to either schedule is classified as a "Regular" employee in the records of the Office of Human Resources; (2) would have been covered by the preceding item (1), but for the fact the employee is on a leave of absence with benefits or a layoff with benefits that has been approved by the University, and provided that the employee is also classified as eligible for benefits in the records of the Office of Human Resources; or (3) has otherwise been classified as eligible for benefits in the records of the Office of Human Resources.

The following individuals may be eligible for benefits under certain of the Syracuse University benefits plans due to their relationship to a Benefits Eligible Employee.

1. Your spouse or your same-sex domestic partner. Spouse means the person to whom you are married within the meaning of the laws of the jurisdiction of your domicile, provided that marriage is recognized as valid under the laws of the United States. Same-sex domestic partner means a person who:
   1. is of the same sex as you;

   2. has provided the University with a signed affirmation, in a form acceptable to the University, that confirms an existing and established relationship of intended future duration that involves economic interdependency;

   3. has provided the University with documentation of cohabitation, financial interdependence, and/or tax-dependency status, in such manner as is acceptable to the University; and

   4. has registered as your same-sex domestic partner if living in a city or county providing for registration of same-sex domestic partners, and has provided the University with a copy of the appropriate certificate.

   Benefits for eligible same-sex domestic partners could, in certain circumstances, be taxable.

2. Your unmarried eligible dependents to their 19th birthday. Eligible dependents mean:
   1. your biological children;

   2. children of your spouse or eligible same-sex domestic partner;

   3. children for whom you have legal custody, or for whom you have been appointed legal guardian; and
   4. your adopted children and children who have been placed with you for adoption; provided that you certify (in a manner acceptable to the University) that they qualify as your dependents for federal income tax dependency exemption purposes, and that you provide the University with any information and/or documentation regarding such fact as the University may, in its sole discretion, request. Benefits for the children of eligible same-sex domestic partners could, in certain circumstances, be taxable.

3. Your unmarried eligible dependents to their 25th birthday, if they are full-time students. An eligible dependent is a full-time student if the dependent is: registered at, and attending, what the University determines is an accredited institution of learning. An accredited institution of learning is:
   1. an institution that offers courses of study leading to a high school diploma, associate, bachelor or graduate degree; or

   2. an institution that provides programs for career training and, upon completion of study, credentials the full-time student through licensing, certification or diploma. Such an institution of learning may include a business, vocational, technical, trade, or mechanical school. It does not include an on-the-job training course or a correspondence school.

   An eligible full-time student will continue to be covered during the period of time an accredited institution of learning recognizes as the recess period between semesters, provided the full-time student is enrolled for the next academic session. An eligible full-time student will also continue to be covered during an institution's recognized legal holidays and vacation periods.

   An eligible full-time student who is covered and who takes a leave of absence from an accredited institution of learning due to an illness will continue to be covered for up to twelve months from the date of the leave of absence. However, in no event will an eligible child be covered beyond the age at which coverage of children who are enrolled as full-time students terminates. The medical necessity of a child's leave of absence must be certified by the child's attending physician and written documentation of the illness must be submitted to the University.

4. Your unmarried eligible dependents who are unable to work or support themselves. Your dependent must be incapable of working because of mental illness, developmental disability or mental retardation, all as defined in the New York Mental Hygiene Law, or because of physical disability. The condition must have occurred: before the dependent is no longer eligible for coverage under the applicable University benefit plan; before the dependent reached age 19; or before the dependent reached age 25, if a full-time student.

In addition to the special eligibility requirements that apply to the Dependent Tuition, TIAA-CREF, and Disability plans that are mentioned in the first paragraph of this policy, other plans that have special eligibility provisions include the Life Insurance and Accidental Death and Dismemberment, Dental, Cafeteria, Severance Pay, Adoption Assistance, Group Long-Term Care, and Voluntary Group Long Term Disability plans. Special benefit eligibility requirements also exist for retirees, graduate assistants, and fellows. A copy of the special eligibility requirements that apply with respect to a particular benefit can be obtained from the Office of Human Resources.

If there is any inconsistency between this policy (or any policy referred to in this policy) and the terms of the applicable University employee benefits plan, policy, or program, the terms of that applicable plan, policy, or program will control. As is the case with all of the University's employee benefit plans, policies, and programs, the University reserves the right to modify or terminate those plans, policies and programs from time to time.

Policy Administration

• Human Resources

Revised Date: March 2007
October 2007