Brigham Young University–Hawaii provides several benefit programs for regular full-time faculty, staff, and administrative personnel. Minimum benefits are also available for regular, part-time staff and temporary employees. Please contact the Benefits Manager at (808) 675-4845 or noemi.paddock@byuh.edu if you have any questions regarding the University's benefits.
Core Plans
A five-part core package of insurance plans offered through Deseret Mutual Benefit Administrators (DMBA) is available for personnel, their spouses, and eligible children under age 26. The university pays a substantial portion of the premium. The exact amount varies with the plan selected. The plan includes coverage in the following areas:
Medical Insurance
Two medical insurance plans are available with varied plan designs, coverage, and premiums.
Dental Insurance
Dental insurance is provided with a separate election. Coverage varies according to the option chosen.
Group Term Life Insurance
This plan provides basic coverage of $50,000 for the employee. The employee's spouse and dependent children may also have $2,000 of life insurance coverage under this plan.
Occupational Accidental Death and Dismemberment (Employee coverage only)
Provides coverage if the employee suffers a loss of life, limb, hearing, sight, or voice due to an accident that occurs while actively working on the job.
Long-Term Disability Insurance (Employee coverage only)
Provides an amount of income protection if the employee is temporarily, partially, or permanently disabled.
Supplemental Insurance
Deseret Mutual Programs
Supplemental Group Term Life Insurance
This makes additional life insurance protection available at group rates. An employee can apply for up to six times the annual salary to a maximum of $1,000,000. For active employees, coverage begins to reduce at age 60. The employee's spouse can apply for a maximum of $200,000, and dependents can apply for $3,000, $5,000, or $10,000.
24-Hour Accidental Death and Dismemberment Insurance
This policy provides around-the-clock protection, on or off the job, for loss of life, limb, hearing, sight, or voice because of an accident. Amounts available range from $20,000 to $400,000.
METPAY
www.metpay.com. This is a voluntary auto, home and personal property insurance program available to faculty, staff, and retirees of the university. Coverage is provided by Metropolitan Property and Casualty Insurance Company and its Affiliates. Quotes can be obtained for auto, home, and other METPAY coverages by calling 1-800-GET-MET1 (1-800-438-6381).
TIAA Programs
Teacher's Life Insurance
Options include the following:
- Annual Renewable Term Life Insurance
- 5-Year Renewable Term Life Insurance
- 20 and 30-Year Decreasing Term Life Insurance
- Ordinary Life Insurance
- 20 Payment Life Insurance
Long-term Care
Teachers Long-Term Care insurance can be purchased for employees, their spouses, parents, and parents-in-law. Long-term care provides coverage to pay for skilled, intermediate, and custodial care in a nursing home, adult day-care center, or at home.
Retirement Programs
Pension Plan
The Deseret Mutual Master Retirement Plan is a university-funded "defined benefit" plan. Five years of eligible employment is required for vesting, i.e., ownership at retirement, benefits are calculated based on the employee's age, salary history, and years of service. It is intended to be combined with Social Security, supplemental retirement programs, and personal savings to provide an overall retirement income.
Supplemental Retirement Plans
Supplemental retirement plans that provide excellent opportunities to build a supplemental retirement income or long-term savings are available. Employees may participate in one or all of the plans depending on eligibility. Total participant contributions may not exceed 96% of salary or $18,000 tax-deferred dollars for the year and $6,000 catch up for employees 50 years and above. A contribution of at least 1% to 5% of salary for a given pay period will qualify the eligible employee for a "matching" contribution of 1% to 4% of salary from the university to the Deseret Mutual Thrift Plan. Legal and plan restrictions apply to the plans in regard to participating, eligibility, contribution limits, and withdrawals. Plans available include the following:
Deseret Mutual Thrift Plan
The Deseret Mutual Thrift Plan is a 401(k) savings plan. Employees may contribute from 1% to 96% of their salary to the plan on either a before-tax or an after-tax basis, or a Roth. A variety of investment funds are available.
TIAA/CREF
The TIAA/CREF plans are 403(b) savings plans. Employees may contribute from 1% to 96% of their salary to TIAA/CREF accounts on a before-tax basis. A variety of investment accounts are available.
Social Security
All BYU–Hawaii employees (except student employees who qualify a FICA exempt) participate in the Social Security System. BYU–Hawaii and each employee contribute 6.2% of the employee's eligible earnings (up to the annual Social Security maximum). Additionally, BYU-H and each employee contribute 1.45% for the Medicare tax and this amount is on all eligible earnings (no limit). There is an additional .9% tax for high wage earners (please consult your tax advisor). Social Security provides the following benefits to participants: retirement income, disability income, death benefit, and Medicare.
Loan Provisions
The IRS restricts withdrawals from the before-tax funds. However, loan provisions allow access to the Deseret Mutual Thrift and TIAA/CREF plan savings while the participant is employed.
Tuition Benefits
Regular full-time faculty, staff, and administrative personnel may register for up to a maximum of two classes per semester, and one class per term provided one class has to be outside the employee's work schedule. Approval must be obtained from the employee's supervisors. Employees taking classes more than 1 hour in a semester/term must receive approval from their director in addition to their line vice president.
Employees hired after May 1, 2010, must have completed six months of full-time employment before becoming eligible for tuition benefits. After personnel has completed one year of full-time employment, their spouse and dependent children may be eligible for tuition benefits. Spouses are eligible for a full-tuition benefit for an unlimited number of credit hours. Dependent children are eligible for a half-tuition benefit for undergraduate work only, regardless of marital status. Benefits for dependent children cease when they receive an undergraduate degree, accumulate 152 credit hours, or reach age 30, whichever occurs first. (Included credits were taken from BYU–Provo, Idaho, and LDS Business College).
Flexible Spending Account
Deseret Mutual offers a program for a reserve spending account that allows a person to pay, with pretax dollars, some dependent care, and medical/dental out of pocket expenses not covered by the employee benefit plans.
Activity Benefits
- Use of University library
- Time off due to death in the family
- Bookstore discount
- Parking permit issued in accordance with Security Department
- Reduced rates on tickets to athletic and Performance Series on campus Identification Card
- Use of athletic facilities by full-time personnel and eligible dependents
University personnel and their immediate family members who receive ID cards agree to abide by the BYU–Hawaii Honor Code and Dress and Grooming Standards.
Vacations
New staff personnel will accrue 8 hours of vacation per month after a six month waiting period. Vacation time increases with the length of time employed.
Administrative personnel accrues 7.33 hours of vacation for each month worked or a total of 22 days per year.
Depending on arrangements made with their respective deans, faculty members may teach or use the spring and/or summer terms for vacation.
Holidays
The university grants several paid holidays each year (New Year's Day, Human Rights Day, President's Day, Kuhio Day, Memorial Day, Independence Day, Labor Day, Thanksgiving and the day following, and Christmas).
Sick Leave
Staff and administrative personnel accrue 8 hours of sick leave for each month of service. Sick leave may only be used for the illness of an employee and an illness of members of the employee's immediate family living in the employee's home.