As a part of the University of Arkansas System, ASMSA offers full-time employees a wide range of benefits. Offerings include health, prescription, dental, vision, life, long term disability, and critical illness insurances. Full-time employees also receive paid vacation and sick leave, and an excellent retirement plan with employer contributions. Employees may also receive educational assistance, in the form of free tuition, reduced tuition, or tuition reimbursements. Dependents of full-time employees may receive a tuition waiver at any University of Arkansas System school.
As an ASMSA employee, you may be eligible to participate in:
The University of Arkansas Health Coverage Plan is a self-funded plan. Claims are administered by UMR (a division of United Healthcare) and participants use UMR providers as their in-network providers. The prescription portion of the University's Health Coverage Plan is administered by Medimpact. Both UMR and Medimpact offer a nationwide network of providers.
Medical Plans
ASMSA benefits-eligible employees have three health coverage plans to choose from, the Classic Plan, the Premiere Plan or the Health Savings Plan. Each plan has four coverage levels: employee, employee and spouse, employee and children. The medical coverage plans promotes wellness and includes a wide range of traditional expenses such as doctors' visits, surgical services, pregnancy, emergency room services, hospital stays, and diagnostic testing. With a goal of assisting you in being healthy, the plans also provide coverage for items such as well-baby check-ups, annual physicals, and mental health counseling and prescription drugs. See the Medical Coverage Summary for a general comparison of these plans.
Classic Plan
The Classic Plan has mid-range monthly premiums and mid-rang coverage Participants are eligible for a Healthcare Flexible Spending Account (FSA).
Here's how the plan works:
- You pay co-payments for doctor and specialist visits, certain other expenses and prescription drugs.
- You will pay all other expenses in full until you meet your plan deductible.
- Once you meet your deductible, you and the University share in the cost of covered services.
- If you reach the medical out-of-pocket maximum, the plan pays 100 percent of all eligible expenses for the rest of the calendar year.
- Benefits are not paid for services outside the network, except in emergencies.
To view more specifics about this plan, click here.
Premier Plan
This plan has the highest monthly premiums but you'll pay the least out-of-pocket of all the medical options when you receive care from in-network providers. Participants are eligible for a Healthcare Flexible Spending Account (FSA).
Here's how the plan works:
- You pay co-payments for doctor and specialist visits, certain other expenses and prescription drugs.
- You will pay all other expenses in full until you meet your plan deductible.
- Once you meet your deductible, you and the University share in the cost of covered services.
- If you reach the medical out-of-pocket maximum, the plan pays 100 percent of all eligible expenses for the rest of the calendar year.
- you will have the option to see an out-of-network provider, but you will pay more for your care.
To view more specifics about this plan, click here.
Health Savings Plan
This qualified high-deductible plan has the lowest monthly premiums of all the medical plans but will have the highest out-of-pocket costs. It includes a Health Savings Account (HSA) — a tax-advantaged account with contributions made by the University as well as voluntary contributions by the employee.
Here is how the plan works:
- Until you meet your deductible, you pay for all medical expenses — including prescription drugs — yourself or with money from your HSA. There are no co-payments.
- Once you meet the deductible, you and the plan share in the cost of covered medical and prescription drug expenses through coinsurance.
- If you reach the medical out-of-pocket maximum, the plan pays 100 percent of all eligible expenses for the rest of the calendar year.
- You have the option to see an out-of-network provider, but you will pay more for your care.
To view more specifics about this plan, click here.
The Health Savings Plan and Premier Plan offer coverage for out-of-network providers but your out-of-pocket expenses will be higher. You pay additional amounts for certain out-of-network services. The amounts you pay for out-of-network deductibles and out-of-pocket maximums are in addition to what you pay for in-network providers. Your in-network deductibles and maximums do not count toward your out-of-network deductibles and maximums and vice versa.
Health Savings Account
Once you’re enrolled in the Health Savings Plan, you will open a Health Savings Account (HSA) with Optum Bank. You’ll receive an HSA debit card to pay for your eligible health care expenses, along with detailed information about your account. You must accept the terms of an HSA through Optum Bank.
For more information, click here.
Prescription Coverage
Prescription coverage is included in all plans and is administered by Medimpact. Your prescription benefit can be used at many local and national pharmacies or you can take advantage of the mail service pharmacy, Birdi.
For more information, click here.
Special Programs
When you enroll in either medical plan, you also have access to several special programs offered by UMR.
You may obtain a printed version of any of these brochures from the Human Resources office.
Flexible Spending Accounts (FSAs) are tax-advantaged accounts that you can use to pay for eligible medical, prescription drug, dental, vision, hearing and dependent day care expenses. Your contributions to an FSA are deducted from your pay before taxes, which lowers your taxable income. You have two FSA options:
- Healthcare FSA
- Dependent Care FSA.
If you enroll in an FSA during Open Enrollment, contributions will be taken from your paychecks starting with the first pay period in January.
If you enroll in an FSA when you first become eligible for coverage, you can start using benefits the first of the month after you enroll. Your contributions will be taken from your paycheck after your benefits start.
The University of Arkansas Dental Plan is self-insured and self-funded. Arkansas BlueCross BlueSheild is the third party administrator and processes your claims. Premium costs are shared between you and ASMSA.
The Dental Plan is designed to assist you in maintaining good oral health. The plan covers basic dental exams, restorative care, cleaning services and preventive services. It also covers more intensive and specialty dental needs including fluoride treatments, extractions, sealants, oral surgery, crowns, bridges, spacers, and implants. This plan is a preventive plan and does not provide orthodontia benefits.
The Eye Med Plan provides primary vision care benefits including eye examinations, prescription eyewear, and contact lenses through a broad-based provider network of both ophthalmologists and optometrists. The plan also contracts with a large number of national and regional optometric chains.
ASMSA employees will be able to choose between two Superior Vision Insurance plans, the Basic Plan and the Enhanced Plan.
All benefit-eligible employees must participate in a retirement plan.
Defined Contribution Plan - University of Arkansas Optional Retirement Plan
- Two companies to choose from: TIAA-CREF or Fidelity - You may choose to invest with one or both of these companies. Subject to plan restrictions, you may transfer accumulations from one company to another.
- ASMSA will contribute 5% of your regular salary whether or not you contribute. ASMSA will match any contributions you make over 5% up to employer maximum of 10%. At no time can the combined employee and employer contributions exceed the limitations established by the Internal Revenue Code.
- Employees may elect to make contributions to either the 403B/457B (pre-tax) or Roth (post-tax) plan.
- Vested after 2 years
- Click to read the Summary Plan Description
For more information, please click here.
Retirement Plan Contributions for Non-Benefit Eligible Employees
If you are a non-benefits-eligible ASMSA employee, you can voluntarily participate in the 403(b) Retirement Plan. ASMSA will not contribute to your account. Contributions can be pre-tax or after-tax. You can participate through TIAA and/or Fidelity.
Contact your campus Human Resources for a form to elect contributions or make changes to your account(s). When enrolling for the first time, you must complete an application with TIAA and/or Fidelity.
Basic Life Insurance
If you die, Basic Life Insurance pays a benefit equal to your annual salary, up to $50,000. Coverage is provided automatically at no cost to you and is administered by Standard Insurance. You cannot opt out of this coverage.
Optional Life Insurance
You can enroll in additional employee-pay-all life insurance coverage of one, two, three or four times your annual salary, up to $500,000.
Dependent Life Insurance
You can choose to buy life insurance for your spouse—$10,000, $15,000 or $20,000—and eligible dependent children under age 26—$5,000, $7,500 or $10,000 per child.
Click here to learn more about life insurance.
Accidental Death and Dismemberment Insurance
You can enroll in employee-paid Accidental Death and Dismemberment (AD&D) Insurance, which provides a benefit to you if you have a covered injury, or to your beneficiary if you die from a covered accident.
You can purchase coverage in units of $25,000, to a maximum benefit of $300,000. If you choose coverage:
- Your spouse is covered automatically for up to 60% of the coverage you elect
- Your eligible children are covered at 20% of your elected coverage, to a maximum benefit of $25,000 per child.
AD&D coverage pays benefits as follows:
- Loss of life: 100% of coverage
- Loss of both hands or both feet: 100% of coverage
- Loss of sight in both eyes: 100% of coverage
- Loss of one hand or one foot: 50% of coverage
- Loss of sight in one eye: 50% of coverage
- Loss of speech: 50% of coverage
- Loss of hearing in both ears: 50% of coverage
- Loss of thumb and index finger on the same hand: 25% of coverage.
Click here to view details about the AD&D coverage plan.
Long-Term Disability Insurance
If you are unable to work due to a non-work-related illness or injury, or childbirth, disability insurance provides financial protection by replacing a portion of your pre-disability earnings. The University provides Basic Long-Term Disability Insurance, as well as optional Long-Term Disability Insurance coverage.
The University provides Basic Long-Term Disability Insurance of 60% of your pre-disability salary up to $20,000, at no cost to you. Coverage is provided automatically at no cost to you and is administered by Standard Insurance. Benefits start after you have been out of work for 180 days, or at the end of your accumulated sick leave, whichever is later.
If your claim is approved by Standard Insurance, you will receive monthly benefits for as long as you remain disabled, up to age 65. If your disability begins at age 60 or older, you will be eligible to receive benefits for a set period of time, depending on when your disability began.
You cannot opt out of Basic Long-Term Disability Insurance.
Optional Long-Term Disability Insurance
You can enroll in additional employee-pay-all Optional Long-Term Disability Insurance, which provides 60% of your pre-disability salary, up to $500,000. If you enroll after your initial benefits eligibility date, benefits will be subject to a 12-month pre-existing condition waiting period before benefits begin.
Click here to view details about the Long Term Disability coverage plan.
Employer-Paid Basic Short-Term Disability
The university offers employer-paid Basic Short-Term Disability (STD) insurance for your first 3 years of employment. Coverage is provided automatically at no cost to you and is administered by Standard Insurance. Personal Health Advocates are also available through Standard Insurance.
Basic STD insurance provides 60% of your pre-disability salary, up to $45,000. Benefits commence after a 14-day absence from work following the use of all accrued leave. (You do not have to use all of your accrued leave before taking maternity leave.)
Coverage under Basic STD ends at midnight after 3 years of employment. You will receive a notification from Workday when you lose Basic STD coverage. You will then have 31 days from the date you lose coverage to change your STD enrollment, including your election for Supplemental STD insurance. As long as you enroll during the 31-day enrollment period, you will not be subject to the extended benefit waiting period. As long as you complete your enrollment within the 31-day window, your newly elected coverage will be effective retroactive to the date you lost Basic STD—there will be no break in coverage.
Note: You cannot opt out of Basic Short-Term Disability insurance.
Employee-Paid Supplemental Short-Term Disability
While you have Basic STD coverage, you can elect optional, employee-paid Supplemental Short-Term Disability (STD) insurance, which provides 60% of the first $4,153 of your weekly pre-disability earnings.
If you do not enroll in Supplemental STD during your new-hire enrollment period, you will be subject to an extended benefit waiting period. Review the Short Term Disability Policy for more information.
Employee-Paid Voluntary Short-Term Disability
When you lose Basic STD coverage, you can elect optional, employee-paid Voluntary Short-Term Disability (STD) insurance, which provides 60% of the first $4,153 of your weekly pre-disability earnings.
You will have an opportunity to enroll in Voluntary STD when you lose Basic STD coverage. If you do not enroll in Voluntary STD during the 31-day enrollment period, you will be subject to an extended benefit waiting period. Review the Short Term Disability Policy for more information.
Find more information about Voluntary Short Term Disability Insurance here.
You have the option to enroll in three employee-pay-all supplemental health insurance plans through UnitedHealthcare:
- Critical Illness: Financial protection if you’re diagnosed with a serious illness.
- Hospital Indemnity Protection: Financial protection for hospital stays and associated treatment costs.
- Accident Protection: Financial protection for unexpected injuries or accidents.
You can enroll in one, two or all three plans. Plus, each plan offers a $50 annual wellness benefit that you can use to help offset the cost of this valuable coverage.
The UnitedHealthcare (UHC) Member Assistance Program (MAP) provides resources for life’s issues — no matter how big or small. You and your immediate family members can use the MAP for confidential, no-cost individual and family counseling.
In an effort to promote health and wellness, employees are granted up to 1 ½ hours each week to participate in wellness activities. Since the time granted is during the work day, employees should coordinate the time with their respective supervisor to ensure all offices have coverage between 8:00 a.m. and 4:30 p.m. Activities must be campus based, meaning the activity occurs on campus (Zumba, yoga, use of the fitness center, etc.) or must depart from and return to campus (walks/jogs in nearby areas, etc.).
The school nurse can provide blood pressure and pulse checks and body measurements. Scales are available in the nurse’s office for checking your weight. The nurse’s office is located on the first floor of the Student Center Building.
Tuition discounts are available for employees of all campuses within the University of Arkansas System, regardless of the campus where you are employed. There are no discounts for courses taken at a non-University of Arkansas System campus.
Tuition discount benefits are available for tuition only; all applicable fees must be paid in full.
Please click here for more information from the University of Arkansas System. To apply for the UA System tuition waiver, download the employee application. For the Spouse/Dependent application, click here.
To encourage its employees to continue education in the field related to their employment, ASMSA offers a tuition reimbursement for continuing education, certification and graduate courses. Click here to read the policy. The application for the reimbursement is available here.
National Park College offers full-time staff and faculty of public and private schools a tuition waiver for up to one 4-hour credit course per semester. For more information and application for waiver, click here.
You are eligible for discounted group rates and convenient payroll deductions for employee-pay-all auto and home insurance, offered by Farmers GroupSelect. The plans offered include:
- Automobile
- Home
- Boat
- Condo
- Recreational vehicle
- Landlord’s rental dwelling
- Personal excess liability
- Renters
More information for available plans and assistance is available by clicking here.
LegalShield
LegalShield is a legal service plan that can help with planned and unplanned legal issues. As a LegalShield member, you will have access to attorneys who can provide advice or assistance on a variety of personal legal issues. A membership also provides discounts at many local businesses. This is a voluntary product, and payroll deductions are not available. Employees will pay directly using a checking account, credit card or debit card.
For more information, click here.
ID Watchdog
A new identity is stolen every two seconds, with the average victim spending $9,650 and 330 hours working to resolve an identity theft case on their own. Employee-pay-all ID Watchdog coverage protects your personal information from theft, and works to regain lost information—even if it is from a pre-existing identity theft! Plus, you’ll have the protection of a $1 million expense reimbursement if your identity is stolen.
Hartford Business Travel Program
You are enrolled automatically in business travel assistance coverage at no cost to you.
If you die or are injured while traveling anywhere in the world for University business, you or your elected beneficiary can receive benefits. Coverage extends to your spouse and children when they are traveling with you on a business trip.
Commutation coverage, provided through Hartford, protects you while you are traveling to and from work at the University.
Assist America Travel Program
Travel assistance provided by Assist America, Inc. is available to you at no cost, as part of your Basic Life Insurance coverage.
Travel assistance can help you and your family prepare for trips and during critical situations while away from home. The program can assist you with finding qualified medical providers, legal services or with the replacement of lost credit cards and passports.
Assist America covers you, your spouse and your children under the age of 25, whether you are traveling for work or for pleasure.
Benefits include:
- Emergency transportation
- Travel support (e.g., medical monitoring, insurance assistance, vaccinations)
- Personal assistance (e.g., translation, lost item location, legal referrals)
- Security (e.g., evacuation)