HISTORY OF BENEFIT AND OTHER CHANGES Revised 05/11/2018

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1 HISTORY OF BENEFIT AND OTHER CHANGES Date Benefit Plan Feature Change 10/7/13 ACA Intro of ACT Affordable Care Act introduced (federal health plan: Mktpl or Exchange). 1/1/2012 AD&D 11/1/2010 AD&D 1/1/2010 AD&D 1/1/2008 AD&D 11/1/2003 AD&D Termination date Level of Coverage Level of Coverage Effective dates and new benefit added Domestic Partner Effective 1/1/2012, coverage will end at the end of the month in which the employee terminates or retires. Coverage is still paid one month in advance. Employee will receive a refund of premiums overpaid. Level of coverage is $500,000. Application and separate beneficiary designation form will be available. An employee can now elect any level of coverage without restriction. Previously, employees could only elect $250,000 principal sum if it was not more than 10 times salary. Standard Sequence information was updated. Coverage or changes to coverage become effective the first of the month following receipt of application. A comprehensive travel assistance program is added as a benefit. Coverage available to domestic partners. UW1415 Page 1 of 14

2 1/24/2004 Annual Leave 1/1/2004 Annual Leave HISTORY OF BENEFIT AND OTHER CHANGES Personal Holiday Personal Holiday 1/1/1996 Annual Leave Sick Leave 8/1991 Annual Leave 1/1/1989 Appointment 7/1/1967 Bi-Weekly Classified Pay Sick leave and ASLCC Creation of System Payroll Additional personal holiday (8 hours to recognize Veterans Day) added for employees in Bargaining Units: 07(Fiscal & Staff Services) and 16,17,18,19, 96, 97, 98 and 99(Non-Represented). Additional personal holiday (8 hours to recognize Veterans Day) added for employees in Bargaining Units: 11(Patient Care) and 15(Science). Supplemental Insurance Conversion Credits (SHICC) offered to all other employees (non WSEU) allowing an eligible employee to match their sick leave hours (must have at least 15 years continuous state service). The Board of Regents amends UWS 19, which governs sick leave for faculty, academic staff, and limited appointees. The amendment changed the sick leave eligibility to parallel the WRS eligibility, in which anyone who did not meet the WRS eligibility requirement would not earn sick leave. The UW appointment system was born in Therefore, any employee record which does not have an appointment start date was effective prior to 1/1/1989. Some departments/divisions entered the start dates for all appointments, but it was not mandatory. On July 1, 1976 the State of Wisconsin changed over from monthly payments for classified employees to bi-weekly. UW1415 Page 2 of 14

3 1/1/2018 Dental HISTORY OF BENEFIT AND OTHER CHANGES Dental Wisconsin Waiting periods (PPO and Select plans) for basic and restorative coverage are removed for all members, including existing, special enrollees and new hires. The annual maximum payment increased from $1000 to $1250 for existing and new hires. Employees who enrolled during 2017 open enrollment have a longer waiting period of 24 months for orthodontic coverage, instead of the normal 12 months. Coverage no longer available to domestic partners or children of domestic partners. 1/1/2013 Dental 12/31/2012 Dental 1/1/2012 Dental 1/1/2008 Dental 9/28/2006 Dental 1/31/2006 Dental 12/14/2005 Dental Dental Wisconsin Anthem DentalBlue Termination date Enrollment period Supplemental Plan Offered to Represented employees New enrollment for nonrepresented employees and those represented by WSP. Dental WI Dental Assoc. (DHA), elected to terminate its PPO contract with Delta Dental. Anthem DentalBlue is discontinued. Effective 1/1/2012, coverage will end at the end of the month in which the employee terminates or retires. Coverage is still paid one month in advance. Employee will receive a refund of premiums overpaid. The enrollment period is 30 days for any of the offered Dental plans. Previously, the employee had 31 days to enroll. New classified employees without 6 months of WRS will now be able to submit an application for DentalBlue Supplemental effective 1 st of the month after 6 months of WRS service. Similar to the SGH and EPIC programs. The state-sponsored, 100% employee paid dental plan will now be offered to all remaining represented employees except for those employees represented by WSP. WSP was given an enrollment period in January 2006 along with the Non-Represented employees, for coverage effective February 1, Coverage will be effective May 1, The State of Wisconsin is now offering a state sponsored, 100% employee paid dental plan for all nonrepresented classified and unclassified employees, LTEs covered by the Wisconsin Retirement System but not collecting an annuity benefit, and employees represented by the Wisconsin Science Professionals (WSP). Coverage effective UW1415 Page 3 of 14

4 4/1/2003 Dental HISTORY OF BENEFIT AND OTHER CHANGES Domestic Coverage made available to domestic partners. Partners UW1415 Page 4 of 14

5 1/1/18 EPIC Benefits+ HISTORY OF BENEFIT AND OTHER CHANGES Employees who enrolled during the 2017 open enrollment have a longer waiting period of 24 months, instead of the normal 12 month wait. Coverage no longer available to domestic partners or children of domestic partners. 10/7/13 1/1/2012 1/1/2011 7/1/2008 1/1/2008 EPIC Benefits+ EPIC Benefits+ EPIC Benefits+ EPIC Benefits+ EPIC Benefits+ Special Enrollment Opportunity Termination date EPIC Benefits Plus Months of service requirement Vision Enrollments during the special enrollment will have a maximum annual benefit dental benefit, this benefit will be limited during the first two years of coverage per the following: $750; $1,000; $1,500 (full benefit). You may enroll, add/remove dependents, add/remove vision insurance or cancel coverage for The vision insurance is not available to employees who have previously participated but later cancelled the vision coverage. Effective Effective 1/1/2012, coverage will end at the end of the month in which the employee terminates or retires. Coverage is still paid one month in advance. Employee will receive a refund of premiums overpaid. Formerly EPIC Dental & Excess Medical. Will provide dental, excess medical and vision benefits beyond what is provided by the SGH plan. It also provides an AD&D benefit. It added an optional vision insurance benefit in fall 2011 for an additional monthly premium. Once enrolled for 2011, must remain covered under the plan for all of Excludes retirees. New classified permanent and project employees second enrollment opportunity has been changed to month 3 rather than month 6. This change follows the SGH change for classified employees. This change does not apply to LTE s. The Dental & Excess Medical (EPIC) plan adds a vision discount program. 1/1/2005 EPIC Benefits+ Graduate Coverage An employee who was a Graduate Assistant, eligible for benefits, and did not enroll in this plan has the opportunity to enroll when they become eligible for WRS. UW1415 Page 5 of 14

6 10/2013 DOMA HISTORY OF BENEFIT AND OTHER CHANGES Same Sex EE s w/same-sex spouses are no longer subjected to FED imputed taxes. Spouse Tax 9/22/2017 Domestic Partners 2017 Act 59 prohibits formation of new domestic partnerships effective 9/22/17 7/1/2011 Employee Type 6/1/2018 ERA Research Assistants now considered employees Parking and Transit We have received confirmation that Research Assistants are now employees by definition, therefore, are paying taxes, are eligible for before tax deductions and are therefore eligible for ERA. Accounts will no longer be offered to new participants. There will be no further payroll contributions allowed for current participants. 10/14/13 ERA 1/1/2013 ERA 7/1/2012 ERA 1/1/2011 ERA Med & Dependent Account Medical Expense Account Medical Expense Account Medical Expense Account Special 2013 Enrollment for Employees with Same-sex Spouse. Due to recent tax law changes, if you have a legally recognized same-sex spouse, you may now claim health care and dependent day care expenses for your spouse and spouse s children through the ERA program. 10/14-11/13/13. The amount you can set aside for the Medical Expense account will be reduced from $7,500 to $2,500. Newly appointed grad students or employees-in-training are eligible to enroll. On-line access to participant s ERA and Commuter Benefits accounts moved from FBMC to the WageWorks system. Most over the counter medications will no longer be eligible for reimbursement. A list will be included in the ERA booklet. UW1415 Page 6 of 14

7 1/1/2006 ERA 1/1/2005 ERA 10/1/2003 ERA HISTORY OF BENEFIT AND OTHER CHANGES Effective and Termination dates Medical Expense Account Medical Expense Account The effective date will be the first of the month on or after the employer receives a new employee s application The termination date will be the last day of the month in which the last deduction was taken (i.e. Paid June 1, term date is June 30 Employees who have not used all of the 2005 contributions they ve paid into their ERA medical accounts may continue to incur eligible expenses and be reimbursed out of the 2005 account through March 15, Over the counter medications are allowable expenses under the ERA. 08/01/2016 HRS Self Service ebenefits Electronic benefits enrollments become available to GRADs 10/01/2016 HRS Self Service ebenefits Electronic benefits enrollments become available for It s Your Choice Open Enrollment (for benefits effective 01/01/2017) 01/01/ /30/2017 HRS Self Service ebenefits Campus-wide rollout out for all new hires (phased rollout) 07/01/2017 HRS Self Service ebenefits All campus departments and divisions have been transitioned to use ebenefits for New Hires and all Open Enrollments. UW1415 Page 7 of 14

8 1/1/2016 ICI HISTORY OF BENEFIT AND OTHER CHANGES Various changes 2/1/2007 ICI Premiums 5/25/2006 ICI 2/21/2005 ICI 8/1/1996 ICI New employer error provision established Supplemental Coverage Premium Holiday Ended Employees are no longer required to serve six months under WRS to be eligible for coverage. University staff must apply within 30 days from date of hire. Coverage is effective the first of the month on or following the date of hire. Faculty, Academic Staff and Limited employees must still wait 12 months before the employer contributes to the premium. If coverage with no employer contribution is elected, coverage is effective the first of the month or after the start date. ICI premium rates will be based on the employee s average monthly earnings, as reported to the WRS, and their accumulated sick leave (selected elimination period for UW Unclassified staff). Calculation: employee s yearly WRS earnings rounded to the next higher thousand and divided by 12. Wisconsin Act 402, effective May 25, 2006, allows an employee to obtain ICI coverage when, as a result of employer error, an eligible employee has not filed an ICI application. Employer error will be considered on a case-by-case basis. Open enrollment for ICI supplemental to Coverage effective There was a premium holiday from 1988 to 8/1/1996 during which employees did not pay premiums. UW1415 Page 8 of 14

9 HISTORY OF BENEFIT AND OTHER CHANGES Coverage is effective the first of the month following 30 days from the date of hire. 1/1/2016 Individual & Family Group Life Coverage Effective 1/1/14, coverage level maximums: Employee: $5,000; $10,000; $15,000 or $20,000 (Maximum coverage level: $300,000) 10/7/13 Individual & Family Group Life Level Coverage Spouse/domestic partner: $5,000 or $10,000 (Maximum coverage level: $150,000) Child(ren): $2,500 (Maximum coverage level: $25,000) 1/1/2014 1/1/2012 5/1/2010 1/1/2010 1/1/2005 6/1/2004 5/1/2003 Individual & Family Group Life Individual & Family Group Life Individual & Family Group Life Individual & Family Group Life Individual & Family Group Life Individual & Family Group Life Individual & Family Group Life Level Coverage Termination date Level of Coverage Annual Increase Option UW Hospital Plan Domestic Partners New Vendor Effective 1/1/14, coverage level maximums: EE s $300,000 (5k increment changes); Spouse/DP: $150,000 ($5k increment changes); Chid(ren): $25,000 ($2,500 increment changes).; EE s will see new coverage level options during Annual Increase Option period (10/7 11/1/13). Effective 1/1/2012, coverage will end at the end of the month in which the employee terminates or retires. Coverage is still paid one month in advance. Employee will receive a refund of premiums overpaid. A third level of coverage ($15,000) will be added. Following the spring 2010 AIO, the next AIO will be offered in fall 2011 with coverage effective There will be no AIO in March Individual & Family coverage became a separate plan at UW Hospital. Coverage available to domestic partners. Program was taken over by Minnesota Life from previous vendor National Guardian Life as NGL was getting out of the life insurance business UW1415 Page 9 of 14

10 HISTORY OF BENEFIT AND OTHER CHANGES 1/1/2003 Leave Military Wis. Act 162 implemented increasing military leave time without loss of pay or benefits to 179 days, which was expanded to 2 years by Executive Order. 11/1995 Leave 1/1/1972 Leave 10/2004 Long Term Care 7/1/2004 Person Folders Supplemental Sick Leave Credits Sick Leave Credits Long Term Care Individual Records Supplemental Insurance Conversion Credits bargained as part of the WSEU contract allowing an eligible employee to match their sick leave hours (must have at least 15 years continuous state service). ASLCC allows an eligible employee to convert their sick leave to pay for health insurance. Long Term Care insurance is available to State and University employees. Benefit plan files no longer exist. Person folders were created for all employees. The folders include all benefit plan applications and all other miscellaneous documents for that person. The name and last 4 digits of the SSN are used for filing purposes. 1/1/2011 Savings Bonds Discontinued Savings Bonds will no longer be available after 12/31/ /1/2008 Spectera Discontinued Spectera will no longer available as of Optum will take over as the new vendor. 1/1/2007 Spectera New Benefit plan Spectera, a vision plan, will now be offered to UW employees and their domestic partners. Open enrollment will be October 9 through November 17, Coverage will be effective January 1, UW1415 Page 10 of 14

11 HISTORY OF BENEFIT AND OTHER CHANGES 3/5/2018 HSA Family Limit Savings Account (HSA) family limit was lowered by the IRS to $6,850 for the 2018 calendar year. Plan name changes. Coinsurance Uniform Benefits becomes Plan. Standard Plan becomes Access Plan. Medical deductible is added to Plans of $250/single, $500/family. Office visit copayments added - $15 for primary care and therapy, $25 for specialty and eye exam. Co-insurance replaces copayments for some prescription drugs. Adult children are no longer eligible for the Well Wisconsin incentive. Plan annual out-of-pocket limits are increased to $1,250/single, $2,500 family. Access Plan out-of-pocket limits are increased to $1,000/single, $2,000 family. 1/1/2016 Various changes Added cost for Uniform Dental Benefits, with the option to drop dental. Dental benefits are provided through Delta Dental. Added routine dental and vision benefits to the Access Plan. First dollar coverage with HDHPs. Opt-Out Incentive of up to $2000 for an employee who waives SGH coverage. Craft workers and graduate assistants are not eligible. Coverage effective date for new hires is the first day of the month on or after the hire date if the application is filed within 30 days. The HSA employer contribution is increased for employees who enroll in HDHP of $750/single or $1500/family. 10/7/13 Uniform Dental Benefits HMOs/PPOs offering dental will all provide a new standardized dental plan design. Effective **NO dental under Standard Plan** UW1415 Page 11 of 14

12 1/1/2017 1/1/2018 1/1/2018 1/1/2018 HISTORY OF BENEFIT AND OTHER CHANGES Drug Benefits StayWell is the new administrator for the Well Wisconsin program Savings Account (HSA) limits increase to $3450 for single or $6900 for family. Plans no longer available: Anthem Blue Preferred Northeast, Arise Plan, Tradition, Humana Eastern and Western, including Medicare Advantage and United care of Wisconsin Plan name changes: Unity Insurance becomes Quartz-UW or Quartz Community, Physician s Plus becomes part of Quartz, Network Northeast and Southeast are combined as Network Plan WEA Trust is the administrator for all WPS plans (Access Plan and State Maintenance Plans) Access Plan benefits align with the other state health plans and now offer vision exams, adult hearing aids and smoking cessation programs. Surgical treatment for morbid obesity and certain oral surgery procedures are eliminated All participants must select a primary care provider, or one is assigned Coverage for Domestic partners and their children is no longer available CVS (including Target pharmacies) are no longer in-network Certain over the counter meds (steroid nasal sprays and heartburn meds) are no longer covered New mandatory Specialty Pharmacies for Level 4 prescriptions are Lumicera or the UW Specialty Pharmacy Serve You replaces WellDyneRX as the new mail order pharmacy UW1415 Page 12 of 14

13 10/7/13 HISTORY OF BENEFIT AND OTHER CHANGES Premium Increases Effective : Tier 1: Single Coverage: $88 & $219 Family; GRAD Single Coverage: $44 & Family: $109.50; Tier 2: Single Coverage: $129 & $324 Family; GRAD Single Coverage: $64.50 & $162 Family; Tier 3: Single Coverage: $239 & $596; GRAD Single: $ & $ /7/13 1/1/2013 1/1/2013 1/1/2012 1/1/2012 1/1/2011 Additions/Dele tions/network Changes Specialty Prescriptions Pre- Authorizations Termination date Co-Insurance 2011 Act 49 State Tax for Adult Children Dean Prevea360 (8NW counties); WEA Trust PPO SC (Dane Co.); Discontinued plans: Anthem Blue NW (9 NW counties); Network Changes: Arise Plan lost providers in Door Co., WEAT Trust PPO-NW (advise to choose Mayo or Chippewa Valley) & at least 3 other plans adding providers; Unitedcare-NE and Unitedcare SE merged into one plan (ee s enrolled do not need to do anything). Effective Addition of specialty drug tier. Prior authorization required for high-tech radiology (MRI, PET & CT scans) and low back surgeries. Effective 1/1/2012, coverage will end at the end of the month in which the employee terminates or retires. Coverage is still paid one month in advance. Employee will receive a refund of premiums overpaid. Effective 1/1/2012, all State of Wisconsin HMO plans and the Standard Plan will apply coinsurance to medical services. For HMO s, benefits will be payable at 90% up to an annual out of pocket maximum of $500 for an individual/$1,000 for a family. For the Standard Plan, benefits will be payable at 90% up to an annual out of pocket maximum of $800 for an individual/$1,600 for a family. Updates the State tax code to align with federal tax code regarding non-tax dependent adult children. The calculation of imputed income for eligible nontax dependent adult children for WI tax purposes is no longer required. Applies to taxable years beginning 1/1/ /2010 Premiums There will be a premium holiday in November 2010 for health insurance premiums. This is to be consistent with other insurance plans and for preparation of HRS PeopleSoft implementation. UW1415 Page 13 of 14

14 HISTORY OF BENEFIT AND OTHER CHANGES 1/1/2010 1/1/2010 7/31/2008 7/1/2008 5/2006 1/1/2006 1/1/2004 1/6/1998 Domestic Partners Dependents Early Coverage Codes Employer Contribution for Classified Rehired Annuitants New Administrator Various Changes Employer Contribution for Unclassified Coverage for Domestic Partners effective Coverage for Dependents covers unmarried children to age 27, effective Early Coverage codes were discontinued for use in processing Insurance effective with entries after For new classified permanent and project employees, the months of service required for employer contribution towards health insurance premiums will be reduced from 6 months to 3 months. This change does not apply to LTE s. Per UW System policy, Rehired Annuitants are no longer eligible for graduate assistant insurance. WPS will become the administrator for the Standard Plan and SMP. Blue Cross Blue Shield is no longer the administrator. New ID cards will be issued by WPS. Standard Plan II is eliminated. Birth of Navitus the Pharmacy Benefit Manager 3 tier premium system (for those with settled contracts) UW Unclassified employees received first day pick-up of Employer contribution to health insurance paid by UW funds. UW1415 Page 14 of 14

15 HISTORY OF BENEFIT AND OTHER CHANGES 1/1/2018 Life Coverage no longer available to domestic partners or children of domestic partners UW1415 Page 15 of 14

16 HISTORY OF BENEFIT AND OTHER CHANGES Change in definition of dependent Removed requirement that dependent be unmarried Removed the requirement that the employee be responsible for at least 50% of support and maintenance for the dependent Removed the requirement that the dependent be more than 14 days old Changed the upper age limit for being considered a dependent from age 25 to age 26 5/1/2017 Life UW1415 Page 16 of 14

17 HISTORY OF BENEFIT AND OTHER CHANGES Employees are no longer required to serve six months under WRS to be eligible for coverage. New employees must enroll within 30 days of employment start date. Effective date for new employees who apply timely is the first day of the month following 30 days from the date of hire. Coverage terminates at the end of the month in which employment ends. 1/1/2016 Life Various changes Coverage effective date for a new employee is the first day of the month on after the end of the 30 day enrollment window. The effective date due to a qualifying event is the first day of the month following 30 days from the date of the qualifying event. Employees enrolling for Spouse and Dependent coverage outside of an open enrollment opportunity no longer have to provide evidence of insurability for dependent children. Spouse and Dependent coverage is expanded to provide a Spouse and Dependent open enrollment opportunity for each qualifying family status (versus just the first opportunity). 5/1/2012 Life 1/1/2012 Life 2012 Life Adding coverage Termination date Coverage level 11/2010 Life Premiums UW1415 Page 17 of 14 If an employee gains a dependent (spouse, DP or child) on May 1 or later, the employee can enroll in Basic SGL coverage or add a level of employee coverage if already enrolled within 30 days of the event. Coverage is effective the 1 st of the month on or following receipt of the application. There are no changes to the Spouse & Dependent coverage. Effective 1/1/2012, coverage will end at the end of the month in which the employee terminates. Coverage is paid one month in advance. If terminating, the employee will receive a refund of premiums overpaid. If the employee is retiring, we will take an extra premium from the last paycheck to cover the employee for two months in advance. There will be no SGL annual update this calendar year. The premium will be based on the employee s age as of April 1, The next update will be in There will be a premium holiday in November 2010 for Life insurance premiums. This is to be consistent with other insurance plans and for preparation of HRS PeopleSoft implementation.

18 1/1/2010 Life 4/5/2008 Life 8/1/2000 Life 5/1/1998 Life 1/1/1995 Life 4/1990 Life 1/1/1984 Life HISTORY OF BENEFIT AND OTHER CHANGES Various changes Evidence of Insurability Life Value for Long Term Care New Coverage s Life Value for Sick Leave Credits 50% Supplemental Coverage Ended Negative Enrollment End Spouse & Dependent coverage can include Domestic Partners and their eligible children. Policy renewal date changed from March 1 to April 1 Age 70 and Over Additional Coverage eliminated (instead employees with Additional coverage when they turn age 70 will continue to have the coverage until they cancel it, stop paying premiums, or terminate employment). The Children to Age 27 provision does not apply to SGL coverage. Spouse & Dependent coverage premium is increasing from $2.00 to $2.50 for one unit of coverage and from $4.00 to $5.00 for two units of coverage. Prior to April 5, 2008 active employees could only apply through evidence of insurability prior to reaching age 55. As of April 5, employees may now apply through evidence until age 70. Option to use Life to pay for Long Term Care became effective. Three additional levels of Life Insurance offered Option to convert life insurance present value to pay health insurance premiums. Prior to April 24, 1990, a 50% Supplemental Plan was available. Employees covered under the 50% plan before retain this coverage until they no longer participate in this group plan, they elect to cancel, or coverage terminates due to age or retirement. Change from "negative" enrollment to "positive" enrollment. UW1415 Page 18 of 14

19 HISTORY OF BENEFIT AND OTHER CHANGES 6/1/2018 Transportation UW Parking, Payroll deductions will change from pre-tax to post-tax. Vanpool, Bus Passes 1/1/2018 TSA Contribution limit increased from $18,000 to $18,500. 1/1/2013 TSA Account Fee TSA fee decreased to $12.00 from $ /1/2011 TSA Roth option A Roth 403(b) option became available November 1, TIAA-Cref, Fidelity, T. Rowe Price and Lincoln National will offer the Roth option. Aftertax contributions can be contributed via payroll deduction to the same kinds of investments as the pre-tax deductions. 12/31/2008 TSA WRS 403(b) Contributions WRS 403(b) contributions will be discontinued at the end of /1/2003 TSA Maximum Contribution Provisions of the EGTRRA Legislation were made permanent. Change 1/1/2002 TSA Maximum Contribution Change EGTRRA: Federal rules enhanced the retirement savings plan by eliminating the percent cap, raised the max contribution levels and allowed maximum contribution to both TSA and WDC. 1/1/1997 TSA Database TSA database was created. 3/1995 TSA UW Admin fee began The annual TSA fee was implemented. It started as $6.50. UW1415 Page 19 of 14

20 HISTORY OF BENEFIT AND OTHER CHANGES 10/1/13 UIA Employees must re-qualify on Annual basis by mtg. requirements: Be in FA, AS or LI apt; Meet salary threshold and; be actively employed on 10/1/13. All termed EE may continue coverage prior to 10/1/13; Termed EE s 10/1/13 or Various after only those who retire or term due to disability may indefinitely continue Changes coverage. All other terms & EE s who don t qualify during a year may convert coverage to an individual plan. There will no longer be a March UIA deduction. 10/1/2010 UIA Eligibility Employees in SA and ET positions will no longer be eligible for coverage. 10/1/2010 UIA 1/1/ /1/2009 University Insurance Association University Insurance Association 1/1/2006 UIA 9/20/2003 University Insurance Association Schedule of Benefits Various changes Termination Rehired Annuitants New Vendor A new schedule of benefits will be available. The benefit amounts are increasing. If an employee on a leave of absence does not prepay the annual premium, must submit the annual $24.00 premium by 12/1; otherwise the premium will be deducted from the employee s payroll upon return to work. If an employee dies while on an approved LOA but has not paid the annual premium, the death benefit will still be payable. The annual premium will be deducted from the death benefit. The Standard Sequence was revised and more closely mirrors that of State Group Life. Employees who terminate have 60 days to submit a continuation form and payment to Minnesota Life. If an employee returns as a Rehired Annuitant, they will no longer have the UIA premium taken by payroll deduction. They will be responsible for submitting a payment directly to the vendor each year. Program was taken over by Minnesota Life from previous vendor National Guardian Life as NGL was getting out of the life insurance business UW1415 Page 20 of 14

21 3/13/2011 Unions 8/25/2006 Union Dental 6/29/2011 Union Dues 1/1/2016 UW Employees, Inc. HISTORY OF BENEFIT AND OTHER CHANGES Contract extension expires Withdrawal of DentalBlue Termination of dues Coverage Employees represented by a union will only be covered by civil service rules until a new Compensation Plan covering represented employees is approved by the Joint Committee on Employment Relations. The contract for DentalBlue was not renewed because the State of Wisconsin now has a contract for dental insurance with DentalBlue for represented employees. There were very few differences between the state s plan and the union s plan. Act 10 prohibits the collection of union dues through payroll deduction. Deductions will stop on the 7/28/11 check for Classified and 8/1/2011 check for Unclassified. Coverage is effective the first of the month following 30 days from the date of hire. 12/1996 UW Madison and UW Hospital Split Separation of Entities The University and UW Hospital made their separation from each other. UW Hospital EE s were broken into 2 groups: Board and Authority. UW1415 Page 21 of 14

22 7/1/2001 1/1/ /7/13 1/1/2010 1/1/2012 Veterinary Diagnostic Lab Vision Service Plan (VSP) Vision Service Plan (VSP) Vision Service Plan (VSP) Vision Service Plan (VSP) 1/1/2008 Vision 1/1/2010 1/1/2008 Optum Vision Optum Vision HISTORY OF BENEFIT AND OTHER CHANGES New UW Madison Division Premium increase & Kids Program New Benefit Plan Termination date Grad to WRS enrollment Discontinued New Benefit Plan The Veterinary Diagnostic Lab (VDL) became a UW Madison Division, formerly part of the Department of Agriculture, Trade and Consumer Protection (DATCP). Coverage for contact lens and frame allowances increased from $130 to $150. Contact lens copay decreased from $60 to $40. Added primary eye care supplemental coverage. Coverage no longer available to domestic partners or children of domestic partners. VSP: Open enrollment for Monthly premiums increased slightly. Introduction of KidsCare coverage. VSP will be the new supplemental vision provider. Employees must submit a new application to enroll for 2010, even if they were enrolled with Optum. No ID cards are provided with this plan. Enrollment is based on an anniversary enrollment. For example, if enrolled on 6/1/2013, the new benefit year would begin on 6/1/2014. Effective 1/1/2012, coverage will end at the end of the month in which the employee terminates or retires. Coverage is still paid one month in advance. Employee will receive a refund of premiums overpaid. There is a new enrollment opportunity for employees who were eligible for graduate assistant benefits but elected not to participate in the program upon initial eligibility. They will have a second enrollment opportunity if they later become eligible for a Wisconsin Retirement System (WRS) eligible position and there is no break in service of 30 days or more. This was already allowed for the SGH program and now extends to Spectera, Anthem Dental Blue, Individual & Family Life Insurance, and UW Employees, Inc. Life Insurance. Optum will no longer be available to employees. VSP will become the new supplemental vision provider. Optum has taken over as the new supplemental vision provider. Coverage is available to UW employees and their domestic partners. UW1415 Page 22 of 14

23 HISTORY OF BENEFIT AND OTHER CHANGES 1/1/2018 WDC Contribution limit increased from $18,000 to $18,500. 7/2011 WDC Roth option WDC accepts Roth 457 contributions. 1/1/2018 WRS Long Term Disability Insurance (LTDI) closed to new claims. The Disability Retirement program re-opens to all eligible WRS participants regardless of whether hired on or before 10/15/1992, or had a break in service after 10/16/ /1/2014 WRS WRS Effective 1/1/2014 employees will start paying 7.0% of their earnings to the Contributions WRS. Any employee hired by the UW on or after July 1, 2011, who has never 7/1/2011 WRS WRS Eligibility worked for a WRS-covered employer, will need to work the following changes number of hours per year in order to be eligible for the WRS: Classified employees: 1,200 hours per year (58% FTE/appt %) Unclassified 12 month employees: 880 hours per year (42% FTE/appt %) Unclassified 9 month employees: 880 hours per year (56% FTE/appt %) Any person employed by a WRS employer prior to 7/1/2011 will be subject to the old statutory WRS eligibility rules. 7/1/2011 WRS 1/1/2009 WRS 7/1/2008 WRS WRS Contributions Pre-tax earnings Accelerated Payments Effective on the 8/25/2011 paycheck, Classified employees will start paying 5.8% of their earnings to the WRS. Effective on the 9/1/2011 paycheck, Unclassified employees will start paying 5.8% of their earnings to the WRS. WRS contributions will be taken on a pre-tax basis. ETF no longer accepts WRS additional contributions from pre-tax earnings (403B) from employees of certain school districts and other educational institution employers. If the employee dies before reaching age 62, the temporary annuity will be paid to the named survivor or beneficiary(ies) through the month in which the employee would have reached age 62 regardless of the option they chose, even if there are no death benefits payable from the lifetime portion of the annuity option they selected. UW1415 Page 23 of 14

24 HISTORY OF BENEFIT AND OTHER CHANGES The new standard sequence is as follows: 4/5/2008 WRS Standard Sequence of Beneficiaries 4/6/2006 WRS Fixed Retirement Fund 1/1/2001 WRS Variable program reopened 1/1/2000 WRS Benefit Changes 1/01/2000 WRS Death Benefits 1. Surviving spouse 2. Children* 3. Grandchildren 4. Parents 5. Siblings** 6. Estate *If one of your children dies before you, that child s share is divided between the deceased child s children. ** If one of your siblings dies before you, that sibling s share is divided between the deceased sibling s children. The name of the Fixed Retirement Fund was changed from Fixed to Core in order to more accurately reflect the type of investments into which these monies are being invested. Variable program reopened to new employees. Wisconsin Act 11 becomes effective. This benefit improvement bill included changes to the formula factor for computing retirement benefits, changed the interest allocation on benefits, etc. The WRS death benefit payable if an employee dies while in active service is the same regardless of the beneficiary s relationship to the employee or the age of the employee at death. The death benefit includes both employee and employer contributions. UW1415 Page 24 of 14

25 HISTORY OF BENEFIT AND OTHER CHANGES If an employee left service prior to July 5, 1998 and is reemployed within 3 years, the continuous employment status shall not be interrupted. (Admin code ER 18.02) 7/5/1998 WRS Seniority Date 7/1/1998 WRS 4/24/1998 WRS Good Faith Termination Eligibility change 12/23/1997 WRS Death Benefit 10/16/1992 WRS Long Term Disability Insurance began 4/23/1992 WRS Rehired Annuitants 1/1/1990 WRS 1/1/1990 WRS 5/16/1989 WRS 1/1/1985 WRS Eligibility change Interest Change Interest change Interest on WRS account capped UW1415 Page 25 of 14 If an employee left service after July 5, 1998 and is reemployed within 5 years, employment prior to leaving and upon returning to the service within 5 years must be as a permanent, classified employee or as an unclassified employee other than a limited term employee. (Admin code ER 18.02) The seniority date will be adjusted, if applicable, as it is dependent on what position the employee was in when they left employment and what position they returned to. Valid Termination rule created Wis. Admin. Code ETF defines the conditions that constitute a valid termination and applies to terminations of WRS participating employment that occur on or after July 1, Vesting requirement eliminated. Age for the special death benefit calculation for an active employee is lowered to 55 (age 50 for protective). Employees who began or resumed WRS covered employments are eligible for LTDI, and are not eligible for WRS disability benefits. Rehired annuitants in a qualifying position can elect or decline WRS coverage. Vesting requirement began. The annual interest rate on the balances for payment of a separation was lowered to 3% for employees who were first covered by WRS on or after 1/1/82. Separation benefits no longer included monthly interest. Annual interest rate capped at 5% for employees who were first covered by WRS on or after 1/1/82.

26 1/1/1982 WRS 4/30/1980 WRS 1/1/1973 WRS 12/31/1963 WRS 2/25/2005 WSEU HISTORY OF BENEFIT AND OTHER CHANGES Merger of the three retirement systems Variable program closed Qualifying period ended Taxation of teacher retirement Withdrawal of a unit of employees The Wisconsin Retirement System (WRS) statutes were merged into Chapter 40 from previous statutes that governed the Wisconsin Retirement Fund, the State Teachers Retirement System, and the Milwaukee Teachers Retirement Fund. Variable annuity program closed for new employees. Employees in the variable annuity program could cancel variable participation. 6 month qualifying time for WRS participation discontinued WRS payments from the account of a teacher category employee who had a State Teachers Retirement System account balance as of December 31, 1963 are exempt from Wisconsin income tax. The exemption does not apply to payments from a WRS tax-deferred (403-b) account. There will be a partial exemption if the WRS benefit is based on both teacher category service and non-teacher category service. Members of Law Enforcement unit withdraw from WSEU. UW1415 Page 26 of 14