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Classified employees and some faculty members participate in . Classified employees must be employed at 50% or greater FTE to participate in this plan.

PERS of Nevada is a tax-qualified defined benefit plan created by the Legislature as an independent public agency to provide a reasonable base income to qualified employees who have been employed by a public employer and whose earning capacity has been removed or has been substantially reduced by age or disability. It was also created to make government employment attractive to qualified employees and to encourage them to remain in government service for such periods of time as to give employers and the people of the state the full benefit of the training and experience gained by the employees while employed in public service.

Employees have the option to contribute under one of two contribution options: 

1. Employee/Employer Contributions (EEC)

   • The employee and the employer each make a contribution to PERS. The contribution made by you is on an after-tax basis. The employee contribution to PERS under this plan is 17.5% and the employer contribution is 17.5%.

   • If you terminate during the first five years of your employment and you take a refund of employee contributions, upon termination, it will close your account with PERS and result in no future entitlement to a PERS benefit.

   • You may switch to Employer Paid Contribution (EPC) at any time, but you may only make this election once.

   • Employee contributions remaining in your PERS account at your retirement will result in your part of your income being non-taxable.

2. Employer Paid Contributions (EPC)

   • Under this pre-tax plan, the employer pays the total PERS contribution on your behalf at a rate of 33.50% for regular members. You pay for your half of the PERS contribution through a salary reduction. 

   • Your salary is multiplied by a factor to determine your reduced pay rate and reflects the contributions made by the employer to PERS.  The current EPC factor is 0.856530% for Regular members.

   • Employees may voluntarily choose to participate under the Employer Paid Contribution (EPC) plan at any time.

   • Once you select the Employer Paid Contribution (EPC) plan, you cannot switch back to the Employee/Employer Contribution (EEC) paid plan.

   • Contributions made by the employer under Employer Paid Contribution (EPC) retirement are not available for refund to you should you terminate your employment.

   • The employer-paid option provides you with more take-home pay than the employee/employer option because of the tax treatment under each option.

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. 

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 in May. Employees may contribute up to $3,050 for medical FSA and up to $5,000 for dependent care per plan year (July 1 鈥� June 30). Any contribution amounts that are not used by the end of the plan year are forfeited to the NSHE plan as required by IRS regulations.

FSA Plan Options

Standard FSA: For EPO / HMO / PPO with H.R.A. Participants only.  This plan allows EPO, HMO, or PPO-HRA participants to use pre-tax dollars to pay for eligible medical expenses for self and tax dependents that are not covered under your health insurance plan. Eligible expenses include co-payments, coinsurance, deductibles, physician office visits, most prescriptions, glasses, contacts, and dental visits.

Limited FSA

For PPO 鈥� Health Savings Account (HSA) Participants ONLY; allows PPO-HSA participants to use pre-tax dollars to pay for eligible vision and dental expenses. All other medical expenses are eligible for payment through the HSA.

Dependent Care FSA

For any active employee who has a tax-dependent child under the age of 13, a parent or other elderly dependent, or a spouse who is mentally or physically incapable of caring for him or herself; allows participants to set aside pre-tax dollars for eligible expenses, such as licensed nursery school, daycare center, care inside your home and eldercare.

Please visit the   for more information.

The Health Savings Account (HSA) is a tax-exempt medical savings account for employees enrolled in a high deductible (CDHD PPO) health plan that is administered by . HSA funds can be used for qualified health care expenses like doctor visits, lab and diagnostic tests, dental procedures, vision exams and much more. If you are enrolled in the CDHP plan offered by PEBP, you may receive an employer sponsored contribution to your HSA account in July, dependent of PEBP Board and Legislature approval. Participants enrolled in the HSA account may also make additional contributions to the account not to exceed the limit set by the IRS each tax year.  Your pre-tax contributions can be started, stopped, or changed at any time. Please visit  for more information. 

NSHE offers several voluntary benefits options to its employees. Many of the optional plans are available through payroll deduction, and enrollment can be completed through the Benefits Worklet on your  desktop:

1. Log into Workday  

2. Go to the Benefits Worklet  

3. Choose the Tab in the Change Column titled: Benefits  

4. Choose the Button under Benefit Event Type titled: Voluntary Benefit Plans  

5. Enter the current date  

6. Submit  

7. Go to Workday Inbox to complete elections 

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Voluntary Accident Insurance: Metlife

Metlife offers Accident Insurance to help out with sudden and often costly accidents. Even with health insurance, employees still would be responsible for copayments, coinsurance, and living expenses. The impact of a sudden accident can have dire financial consequences. With Accident Insurance, employees receive a lump sum payment for covered events related to an accident that can help cover those costs. Regardless of insurance coverage, Metlife pays the benefit amount directly to employees. For more information on Metlife Voluntary Products, visit the  website. To enroll in a Metlife voluntary product, navigate to the  page and click on the Benefits worklet. Navigate to the Benefits tab in the change column to enroll in Voluntary Benefit Plans.

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Voluntary Cancer Care Insurance: American Fidelity

NSHE offers two cancer insurance plans for employees through  Plans are available to employees under age 65 who have not previously been diagnosed as having cancer. Both plans will provide coverage for the actual charges incurred by a covered person for the treatment of cancer, leukemia, or Hodgkin's disease. Employee and family plans are available. For more information, you may visit the  website.

For enrollment, navigate to the  page and click on the Benefits worklet. Navigate to the Benefits tab in the change column to enroll in Voluntary Benefit Plans.

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Voluntary Legal Plan: Metlaw (Hyatt Legal)

Whether you are buying a new home, drawing up a will or just need some legal advice, MetLaw can give you easy access to experienced, participating attorneys, plus you will receive a wide range of covered legal services for a low monthly fee. You may enroll in this plan as a new hire within 60 days of your start date or once a year during open enrollment in May. You will be required to remain in the plan for the remainder of the plan year (plan year for MetLaw runs July 1 through June 30 of each year). For more information, please visit  (a MetLife Company). Choose the "Learn About your Legal Plan" link and use password METLAW for access.

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Voluntary Short-Term Disability Insurance: American Fidelity

Disability Income Insurance pays a monthly benefit up to 60% of your salary if you become disabled on a short-term basis. Benefits begin on the 15th day of disability and pay up to 180 days or to age 70, whichever occurs first. Your coverage will take effect on the requested effective date following the date your application is approved, provided you are actively employed and premium is paid. If you are not enrolled in PEBP medical insurance, this is the only Short-Term Disability policy that you are eligible to enroll. For more information, you may visit the  website.

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Voluntary Term Life Insurance: Western Insurance

Western Insurance offers supplemental life insurance coverage underwritten by Sun Life Financial Inc. (rated A++ Superior). New employees will be provided up to $300,000 鈥済uaranteed issue鈥� coverage, limited to four times salary. The first $150,000 is a 鈥済uaranteed issue鈥� regardless of salary for the eligible employee and $50,000 鈥済uaranteed issue鈥� coverage for the spouse/domestic partner. The 鈥済uaranteed issue鈥� means that an applicant does not have to submit evidence of insurability (health-based questions), provided the employee applies during the first 60 days of the date of hire/eligibility. Current employees are eligible for up to $500,000 coverage for employees and $250,000 for the spouse/domestic partner, subject to evidence of insurability. For more information and to apply, please visit the  website or call (775) 826-2333.

Note: Term Life Insurance-Standard Insurance (comprehensive medical package) - If you participate in the State of Nevada PEBP sponsored medical plan, part of the comprehensive medical package is a basic term life insurance policy in the amount of $25,000. Your monthly health insurance premium includes this term life insurance policy coverage. Your health insurance premium will be deducted from your NSHE pay advice each month. This term life insurance coverage hel