黑料网官网

Additional information about the Retirement Plan Alternative can be found on the NSHE Retirement and the . 

---

The RPA is the principal retirement vehicle for faculty and professional staff and participation in the plan is mandatory. You contribute a percentage of your salary to the plan each month. The percentage of salary that you must contribute is set by the Nevada State legislature pursuant to Nevada Revised Statute 286.808. The current contribution rate is 17.50%. Your contribution is matched by NSHE. Your contributions are made by salary reduction,  that is before tax. You are always 100% vested in your contributions and NSHE鈥檚, which means that it cannot be taken away for any reason.

You choose how to invest your own and NSHE鈥檚 contributions. The amount of money that you accumulate will greatly depend on the performance of the investments you choose.  TIAA provides dedicated financial consultants that are available Monday through Friday on any of NSHE鈥檚 eight campuses to assist you in your investment deliberations.  Until further notice, TIAA is conducting its counseling sessions virtually, to schedule a session, simply visit the .

The RPA also serves as the alternative to Social Security. The State of Nevada is one of seven states whose employees do not participate in Social Security. The RPA is designed to both replace the benefit you would otherwise have received from Social Security and provide the opportunity to accumulate an even greater benefit than Social Security would have provided.

If you have earned a benefit from Social Security before your employment with NSHE or if you earn one after your departure from NSHE, the Social Security benefit you ultimately receive may be affected by your employment with a non-participating employer such as NSHE. To learn more about Social Security鈥檚 so-called 鈥淲indfall Elimination Provision鈥� visit the . You can also access an  to help you understand how the Windfall Elimination Provision might affect you.

Health insurance is provided for the employee through the State of Nevada . For new employees, coverage begins on the first day of the first full month of employment.

 The plans offered are Self-Funded Plan with Preferred Provider Options (PPO), Low Deductible (LD-PPO) or Exclusive Premier Plan (EPO). The plan includes medical, dental, vision, and $25,000 term life insurance. Spouse/Domestic partner and dependent coverage is also available; dependent coverage is paid 100% by employee.

For additional information and for a complete overview of the health insurance benefits that are provided, member services, or to locate a provider in the area, visit the .

** Enrollment into your Health Insurance Plan should occur within 15 days of your employment contract start date or no later than the last day of the month that your coverage is scheduled to become effective. Failure to complete enrollment to elect or decline coverage within the specified timeframe will result in coverage being defaulted to the Employee Only tier with the Consumer Driven Health Plan and a Health Reimbursement Arrangement (HRA)

Coverage highlights

• Services covered under all plan options are the same. One plan is not better than the other; the plan options vary in the way that you will pay for qualified medical expenses.
• All plans have a preferred provider Network; The EPO and HMO insurance plans require preferred providers for all medical expenses.
• All plans have the same dental plan administered through . Dental coverage is part of the comprehensive medical package and requires enrollment into one of the medical insurance plans.
• All plans offer a term life insurance policy as part of the comprehensive medical package and require enrollment into one of the medical insurance plans. The provider for the term life insurance policy is  and requires that you designate your beneficiaries for this term life insurance policy. You may designate your term life insurance beneficiaries by logging onto the 
• Monthly premiums will be paid through payroll deduction. Your monthly premium will depend on the plan and coverage level that you choose. 

Beginning January 1, 2024 academic and administrative faculty employed at 50% FTE or more will be covered under an employer-sponsored LTD program.

For more information about this employer paid LTD coverage, please click here. 

Key information about the employer-sponsored program:

• LTD benefit of 60% of salary up to $7,500 per month
• 180-day waiting (elimination) period: This is the number of days that must pass after a covered accident or illness before you can begin to receive benefits.
• Pre-existing condition provision: You received medical treatment, consultation, care or services including diagnostic measures for the condition, or took prescribed drugs or medicines for it in the three (3) months prior to your effective date of coverage; and the disability begins in the first 12 months after your effective date of coverage.
• The LTD benefit in this program will be offset by any voluntary disability program or a PERS disability benefit

• NSHE will automatically enroll eligible participants into this plan. No action is required from academic and administrative faculty.

• The plan is administered by 

Enrollment into this plan is available during the initial hire, during the annual Open Enrollment Event, or if there is a mid-year qualifying event.

The Section 125 -Flexible Spending Account (FSA) is a tax-free account that allows you to set aside tax-free money for your routine health care and dependent daycare expenses. Employees may enroll as new hires or once a year during open enrollment