UPG Employee Benefits

UPG Employee Benefits

About UPG

The University of Virginia Physicians Group (UPG) is a physician + provider-led, administratively supported group practice which operates for the benefit of the University, UVA Health, and UVA School of Medicine’s 21 clinical departments.

UPG is an independent 501(c)3 University Associated Organization (UAO), and is governed by its own Board of Directors with a public majority. As a separate employer, UPG offers a separate benefits package from UVA and the Medical Center and maintains separate benefit and leave policies.

The University of Virginia Physicians Group compares benefits and other aspects of the compensation package with those offered by other academic and healthcare organizations. We have found that these aspects of our total compensation package continue to meet or exceed what peer institutions provide, and we are committed to ongoing improvements. Whether it’s planning for your future or helping UVA Health advance its mission, UPG will continue to provide you with benefits and programs that enhance the value of your total compensation. 

Learn about benefits UPG employees receive below.

Insurance Benefits

Our plan year is July 1 – June 30. Employees have 30 days from date of hire to make elections. Full-time and part-time employees scheduled to work 20 or more hours a week are eligible for medical insurance coverage. 

For health insurance, legal spouses can participate in the health insurance plan if they do not have insurance offered to them through their employer or if they are unable to access their employer's plan network due to remote work arrangements. For vision and dental insurance, a spouse can be on the plan regardless of the availability of a plan from his/her employer. Dependent children can be covered until the age of 26 on health, dental, and vision. Disabled children can be covered past the age of 26. 

All deductions are pre-tax and paid on a bi-weekly basis.

Once elections are made, they cannot be changed mid-year unless there is a qualifying event. Open Enrollment for the new plan year occurs in May of each year

You may choose when your health, dental and vision benefits begin:

  • Date of employment: If you need coverage immediately, you have the option to start your medical, dental, and/or vision benefits as of your date of employment. This may be a good option if you are currently not covered elsewhere, or you desire coverage as soon as possible. 
  • First of the month following your date of employment: You can choose to start your medical, dental, and/or vision benefits on the first of the month after you are hired. This may be a good option if you have coverage from a previous employer or are under a family member’s coverage that is still active through the end of the month. 
  • If you date of hire is the first of the month, insurance will take effect date of hire.

Flexible Benefits

UPG offers several different types of flexible benefits.  These options help employees maximize their dollars for medical, pharmacy, dental, vision, and dependent-care expenses through pre-tax deductions into the accounts. UPG offers Health Savings Accounts (HSA), Flexible Spending Accounts (FSAs), and Dependent Daycare Reimbursement Accounts.

Your eligibility for these depends on your health insurance elections:

 

Anthem Tiered Plan 

Anthem Key Care (out of state employees only) 

Anthem High Deductible Health Plan 

Health Savings Account 

 

 

x 

Full Medical Flexible Spending Account 

x 

x 

 

Limited Flexible Spending Account 

 

 

x 

Dependent Care Account 

x 

x 

x 

  • Health Savings Account

    This section outlines the Health Savings Account available to High Deductible Health Plan (HDHP) participants only. This account allows you to put aside pre-tax dollars that can grow over time (not use or lose like an FSA). If the HSA is elected, employer contributions will be made as well. This can be a valuable resource to offset the higher deductible and be a savings and investment vehicle. HDHP participants should also view the Flexible Spending Section (FSA) for information on the Limited FSA available to them. This account is managed by McGriff Insurance Services. 

    HSA Eligibility

    Only HDHP participants can elect an HSA. This can be used for any dependents, regardless of whether the dependents are enrolled in the health plan. This can be used in conjunction with a Limited FSA (see "Flexible Spending Accounts (FSA)" section below). 
    There are additional IRS restrictions on who can participate in an HSA. 
    You are eligible for an HSA if: 

    • You are not enrolled in Medicare, Part A, or Part B. 
    • You or your spouse do not have a balance in a Full Healthcare FSA. 
    • If you cannot be claimed as a dependent on another person’s tax return. 
    • If you have not received healthcare benefits from the Veterans Administration (Tricare) within the last three months 
    • If your household has not already reached the annual contribution limit for an HSA 

    Receiving employer seed funds is considered participation, even if you do not choose to contribute yourself. Be sure to review the HSA Educational Materials linked below to review all eligibility guidelines. Reach out to the Benefits team if you have any questions about your specific situation.  

    HSA Highlights

    • It can be used for eligible health care, dental, and vision expenses 
    • Seed funds from UPG can help offset higher deductibles: $750 for employees only | $1,500 for all other coverage levels.
      • You do not need to contribute to the HSA  to receive the employer seed funds. 
      • The employer contribution is pro-rated for mid-plan year hires. 
    • Balances roll over each year and accrue interest, allowing you to save pre-tax dollars over time for medical expenses. 
    • You get to keep the balance even if you leave UPG or move to a non-HSA-eligible health plan. 
    • You may invest your HSA assets in a variety of investment options for the potential growth of your account over time. Any growth made from the investment is tax-free as long as it is used on eligible medical expenses (see "Resources" below). 
    • You can change your employee contribution at any time in Workday. 
    • Contributions can be used to pay eligible expenses incurred on or after the HSA account is open. When you first enroll, McGriff Insurance Services may require additional information to open your HSA.
      • Please respond to emails in a timely manner to avoid forfeiture of the UPG employer contribution to your HSA. 

    HSA 2025 Annual IRS Contribution Limits

    These limits include employer contributions and contributions made outside of UPG. 

    • $4,300 for employees only 
    • $8,550 for employee + dependents or family 
    • Up to $1,000 in additional contributions for age 55 and over 
    • Combined $8,550 if both spouses are eligible and contributing to an HSA, regardless of their employer (current maximum set by IRS) 

    HSA Contributions 

    • HSAs for new hires and those newly-eligible for an are effective on the first of the month following the submission of the enrollment request in Workday. 
    • You must elect the HSA to receive the employer seed funds. However, you DO NOT need to contribute to the HSA to receive the employer seed funds. 
    • Because the employer funds are considered active participation in the HSA, please be sure you are eligible before electing. 
    • Employer seed funds will be based on your coverage tier on the date of enrollment. If you add or remove a dependent during the plan year, the employer seed funds will not adjust until the following plan year.  Seed funds are pro-rated for the first year of enrollment for new hires starting after July 1. 
    • Employee-only coverage on 7/1/2025: $750 
    • Employee Plus on 7/1/2025: $1,500 
    • Changes to your HSA contributions can be made at any time. 
    • As payroll is processed throughout the year, Workday will ensure your UPG contributions and employer seed funds do not exceed the annual contribution limit. Workday cannot factor in any other contributions your household makes into an HSA.  
    • Because payroll processes are based on the annual goal, per-paycheck contributions may adjust. For example, if your HSA employee deductions aren’t taken from your paychecks because you don’t have enough earnings, the missing deductions will be taken from future paychecks when you again have enough earnings to withhold HSA deductions. 

    HSA Over-Contributions

    • Each employee utilizing IRS tax shelters such as FSAs and HSAs is responsible for assuring their IRS compliance. 
    • Be sure your spouse does not open a Full FSA during the same calendar year in which you are enrolled in the UPG HSA Program. If this, or any other coordination issue between you and your spouse or other family members, occurs, you will be able to cancel future elections but not make retroactive changes to your contributions or deductions to remedy any tax problems that might result. 

    HSAs and Medicare

    • IRS regulations state that contributions from those who are enrolled in Medicare cannot be made to HSA accounts. If you are enrolled in any part of Medicare, including Medicare Part A, you cannot be enrolled in the UPG HSA Program. You can enroll in the HDHP, as you can use funds from preexisting HSA accounts. 
    • If you anticipate enrolling in Medicare during the plan year, please reach out to us. 
    • If your spouse is on Medicare, this does not disqualify you from continuing contributions to the HSA up to the family limit, even if they are also covered by the HDHP. Your funds can be used to also pay for their medical expenses and reimbursement for their Medicare premiums.  

    Resources 

    HSA Education Materials<----- Start Here
    HSA Planner 
    HSA Welcome Guide
    HSA Brokerage Account FAQ
    HSA Investments Guide 2025
    HSA Mutual Funds
    FSA Store

  • Flexible Spending Account

    This section outlines the Flexible Spending Account (FSA) and Dependent Daycare Reimbursement Account options that enable you to put pre-taxed money aside through payroll deduction for eligible expenses, thus making your dollars go further. The plan year for these accounts is July 1 – June 30.   McGriff Insurance Services manages these accounts.

    Full Flexible Spending Account (FSA or Full FSA)

    • You are not required to be enrolled in a UPG health plan to enroll in a UPG FSA plan.  You can use your FSA for spouse and dependents, even if they are not on your health plan.
    • Helps offset out-of-pocket health care expenses including dental and vision copays, deductibles, and coinsurance, and certain over-the-counter medications and medical supplies.
    • Full amount of annual contribution election is available after your first paycheck of the plan year
    • IRS contribution limit for 2025 – 2026 plan year is $3,300
    • USE or LOSE account. For the 2025 – 2026 plan year, $660 unused dollars can be rolled into next year’s plan.

    Limited Flexible Spending Account (Limited FSA)

    • Helps offset out-of-pocket dental and vision care expenses; may be used in combination with a health savings account (HSA)
    • Full amount of annual contributions is available after your first paycheck of the plan year
    • IRS contribution limit for 2025 – 2026 plan year is $3,300
    • USE or LOSE account. For the 2025 – 2026 plan year, $660 unused dollars can be rolled into next year’s plan.

    Dependent Daycare Reimbursement Account

    • Helps offset qualified day care expenses.
    • IRS Contribution Limit for 2025 – 2026 plan year is $5,000
    • USE or LOSE account without any rollover
    • UPG has a run-out period of 90 days for submitting expenses incurred during the plan year. After the run-out period ends, your unused dollars are forfeited
    • When choosing how much to contribute, anticipate dependent eligibility changes. For example, if your child will be turning 13 mid-year, you will have a reduction in eligible expenses mid-year as well.

    FSA Eligibility

    In general, to be eligible for an FSA of any type you must be a full- or part-time benefited UPG employee, and regularly scheduled to work at least 20 hours/week. Your UPG Health Plan option determines which type(s) of accounts you are eligible for.

    • All benefit-eligible employees may enroll in the Full FSA, even if they have waived health insurance coverage, unless they are enrolled in the HDHP. These pre-tax dollars can be used for eligible medical, dental, and vision expenses. This can be used for any dependents, regardless of whether they enrolled in the health plan.
    • HDHP participants may enroll in the Limited FSA, which can be used for eligible dental and vision expenses. This can be used in conjunction with the Health Savings Account (HSA).
    • Any benefit-eligible employee with qualifying dependents may enroll in the Dependent Daycare Reimbursement Account. Qualifying expenses are for dependents under the age of 13 at the time of the daycare service and claimed as dependents on your tax return OR care for your spouse or a relative who is physically or mentally incapable of self-care and lives in your home more than half the year. 

    FSA Contributions

    • FSAs for new hires and those newly-eligible for an FSA are effective on the first of the month following the submission of the enrollment request in Workday.
    • FSA funds must be used by the end of the plan year, so make sure you put aside an amount that will be reasonable for you to spend within the allotted time. However, UPG has a run-out period of 90 days for submitting expenses incurred during the plan year. After the run-out period ends, your unused dollars are forfeited, with the exception of the allowed rollover. 
    • Changes to your FSA contributions can only be made during the annual Open Enrollment period or after a qualified life event like a loss of dependent eligibility or a birth or adoption.

    FSA Compliance

    • Each employee utilizing IRS tax shelters such as FSAs and HSAs is responsible for assuring their IRS compliance. Failing to coordinate your FSA contribution amount with that of your spouse is not a qualified life event. You cannot change your election if you discover that your combined contributions exceed the IRS maximum. The resulting over-contribution can be addressed when filing your tax return.

    FSA Contributions Availability

    • FSA (Full or Limited): the full contribution amount you choose for the year is available as soon as the account is open and after your first paycheck of the plan year. This flexibility to spend planned FSA contributions before they accrue can be helpful. For example, your child is getting braces in July and you selected to contribute $1000 into an FSA for the plan year. You are able to use the full contribution amount beginning after the first paycheck of the plan year to help pay for the braces, although pro-rated payroll deductions will continue through the remainder of the year.
    • Dependent Daycare Reimbursement Account: funds are available after the payroll deductions post to your account – typically the Monday following payday. The deadline for submitting reimbursements for a Wednesday deposit is Monday. If a reimbursement request exceeds what is in your account, McGriff Insurance Services will hold the request until you have the funds to cover posted to your account.

    FSA Resources

    FSA Education Guide
    FSA Quick Start Guide
    AccessCard Substantiation
    Mobile App 
    Eligible/Ineligible Expenses Flyer
    Dependent Daycare Reimbursement Account Flyer
    Limited FSA Flyer
    FSA Store

    Flexible Spending Education Guide

Life Insurance

UPG provides a life insurance policy for all employees scheduled to work 20 hours or more. Life insurance provides financial protection to your loved ones in the event of your passing as it can assist with paying final expenses, meeting daily living expenses, educational expenses and managing debt. 

The premiums for this benefit are paid by UPG. Premiums are taxed, which means that the funds are tax-free to the beneficiary.

The plan varies based on your role. Find out more about your specific plan details and the option to purchase additional coverage below:

  • Life Insurance for Administrative Staff and Managers

    Basic Group Life Insurance

    Life Insurance is provided through GuardianLife for employees scheduled 20 hours or more. Enrollment is automatic on the first of the month following hire. The coverage for Basic Life and Accidental Death and Dismemberment (AD&D) is two times your annual salary up to a maximum benefit of $250,000. The premiums for this benefit are paid by UPG. Premiums are taxed, which means that the funds are tax-free to the beneficiary.

    Beneficiary elections for GuardianLife is maintained through Workday during the new hire process and during Open enrollment. For more information on how to edit/update your beneficiaries, reach out to RBENEFITS@uvhahealth.org.

    Optional Life insurance

    During the new hire process, or within 30-days of hire, you may purchase additional coverage for yourself, your spouse, or your children without submitting Evidence of Insurability. Details defined below.

    Employees

    Employees may purchase Supplemental Life and AD&D coverage in $10,000 increments up to $500,000. You have 30 days from your date of hire to elect to purchase supplemental coverage without needing to submit Evidence of Insurability for amounts less than $200,000. Evidence of Insurability will be required for amounts in excess of $200,000, for elections made 30-days post hire, and for amounts in excess of $20,000 during Open Enrollment.

    Spouses

    Employees may purchase supplemental life insurance for a legal spouse in $5,000 increments up to $100,000. Coverage amounts cannot exceed what has been elected for the employee. Evidence of Insurability is required for coverage above $30,000, if coverage is elected outside of 30-days of a Qualifying Life Event, and for amounts in excess of $10,000 during Open Enrollment.

    Children

    Children can be covered at a flat $20,000 life plan (no accidental death and dismemberment) provided you have purchased supplemental insurance for yourself at $20,000 or greater. Evidence of Insurability is required for coverage elected outside of 30-days post hire.

    Plan Documents can be found by logging into: www.GuardianLife.com

    *You will need to create a UserID with Guardian if you haven’t done so before, using UPG’s Group Number #00035294 and your UPG Employee ID, which is the 9-digit number on the back of your ID badge or listed in Workday (not your SSN).  This will take you to all your benefits you are enrolled in with Guardian through UPG, as well as the site to start a leave claim.

  • Life Insurance (The BEST Plan) for Physicians, Advanced Practice Providers, Directors, Chiefs and Executives

    UPG provides a MetLife Group Variable Universal Life (GVUL) policy.  This policy is 5 times your negotiated base annual salary, up to a maximum benefit of $3,000,000. 

    This policy at the base value is guaranteed issue and is portable upon resignation or retirement. The premiums for this benefit are paid by UPG. Premiums are taxed, which means that the funds are tax-free to the beneficiary.

    Employees

    Supplemental insurance can be purchased in $25,000 increments, not to exceed $3 million in total coverage. Additional coverage is also available to purchase for spouse and/or dependents, if you purchase equal amount of supplemental coverage for yourself.

    Spouses

    For a spouse, participants can elect a minimum of $20,000 of insurance on a guaranteed issue basis and purchase additional at $10,000 increments up to a total coverage of $250,000.

    Children

    Child coverage of $10,000 is available on a guaranteed issue.

    Investment Options

    There is an investment side fund connected to this policy that provides the opportunity for after-tax investment opportunities. Directors and Executives may choose to make contributions to this side fund. For providers, UPG contributes funds into this investment fund as outlined under the Retirement section.

    Eligible participants can view and manage their BEST Plan (MetLife Group Variable Universal Life or GVUL), including beneficiary information online. If you have not registered to use the site, access the site by entering "University of Virginia Physicians Group" as Employer Name and complete the registration form. For GVUL service, contact MetLife: 800.846.0124.

Disability & Paid Parental Leave

  • Short-Term Disability

    Short-Term Disability (STD) is a UPG-paid benefit covering all UPG bi-weekly employees scheduled to work 30 or more hours a week. Enrollment is automatic on the first of the month following 6 months of qualified (benefit-eligible) service. UPG uses a third-party vendor, Guardian Life, to administer STD.

    Please contact Guardian’s Leave and Disability team to submit your claim.

    *You will need to create a UserID with Guardian if you haven’t done so before, using UPG’s Group Number #00035294 and your UPG Employee ID, which is the 9-digit number on the back of your ID badge or in listed Workday (not your SSN).  This will take you to all your benefits you are enrolled in with Guardian through UPG, as well as the site to start your leave claim.

    How Does Short-Term Disability Work?

    For the benefit elimination period, and while benefits are payable, disability is defined as a sickness, injury, or pregnancy that makes you unable to perform your job. Sickness may include physical disease, mental health condition, alcohol, drug or chemical abuse, dependency, or addiction. A reduction in work due to disability may qualify if you are unable to earn more than 80% of your pre-disability earnings.

    Short-term disability is an income protection benefit. It may run concurrently with FMLA leave, which provides a job-protection entitlement per the terms of the Federal Family and Medical Leave Act. Not all FMLA qualified events are also short-term disability events.

    Short-Term Disability for Non-Management Staff and Advanced Practice Providers

    70% of salary for up to 13 weeks with a cap of $1,500/week, paid directly through Guardian

    Short-Term Disability for Management and Bi-Weekly Physicians

    70% of salary for up to 26 weeks with a cap of $3,000/week, paid directly through Guardian

    Additional STD Details for Team Members:

    • Seven-day elimination period, typically waived in cases of hospitalization on first day of disability, and/or surgery, including birth.
    • Available PTO must be used to cover any elimination periods
    • PTO may be used to bring your disability earnings to 100% of pre-disability base pay if you choose.
    • Use of 30% of available PTO hours will be the default method during a paid disability period, unless requested otherwise before going out on leave.
    • Insurance benefits (and payroll deductions) continue while you are out on short-term disability. If you exhaust available PTO, or elect to not use PTO during the STD payment period, the deductions owed will be captured in future paychecks after you return.
    • Submit your claim 30+ days prior to your disability when the leave is foreseeable.
    • Plan Documents specific to your enrollment/eligibility can be found by logging into Guardian or by emailing a request to UPG_FMLA@uvahealth.org.

  • Long-Term Disability

    Long-term disability (LTD) is an income protection benefit that would be paid for qualifying disabilities, after short-term disability is exhausted. UPG pays the premiums for this benefit. Employees pay taxes on the premium, ensuring a tax-free benefit at utilization.

    Long-Term Disability for Administrative Employees and Advanced Practice Providers

    This benefit is provided through GuardianLife. UPG employees scheduled to work 30 hours or more per week become eligible on the first of the month after date of hire. Details include:

    • 90-day elimination period
    • 60% of salary up to $6000/monthly. This is paid directly through Guardian. This figure is reduced by any disability income benefits for which the employee is entitled.
    • Benefit is payable up to Normal Social Security Retirement age.
    • Plan Documents are available for review by logging into Guardian’s website specific to your enrollment.

    Long-Term Disability for Management and Bi-Weekly Physicians

    LTD for Management and Bi-Weekly Physicians is provided through The Standard. There is a 6-month waiting period. Details include:

    • Pays 66 2/3 of salary, up to maximum monthly benefit of $20,000. This is paid directly through The Standard. This figure is not reduced by any disability income benefits for which the employee is entitled.
    • Benefit is payable up to Normal Social Security Retirement age.
    • UPG continues life insurance coverage until the age of 65.
    • The Standard continues retirement contributions until the age of 65.
    • The determination of benefit is based on inability to perform own occupation and specialty as defined by Board Certification for the duration of the disability.
    • The Standard Plan Highlights
    • For a copy of the plan documents, please reach out to UPG_FMLA@uvahealth.org.

  • Paid Parental Leave

    UPG team members (including UPG providers and staff) are eligible for the Parental Leave benefit if they meet the requirements of the federal Family Medical Leave Act (FMLA), by being employed for twelve (12) consecutive months and working 1,250 hours during this time, and are benefits-eligible at the time of the qualifying parental leave event.

    Please contact the UPG Leave team by emailing UPG_FMLA@uvahealth.org for more information. 

Retirement

Retirement Options by Employee Type:
Please see sections below for more details.

Retirement Options Administrative Staff: Full, Part-time, Wage Advanced Practice Providers: 20+ hours/week Advanced Practice Providers: Wage Bi-Weekly Physicians: 20+ hours/week Bi-Weekly Physicians: Per Diem
Retirement Investment Account Staff Employer Paid -- -- -- --
Retirement Investment Account (MD) -- -- -- Employer Paid Employer Paid
401(k) Cash Match Employer/
Employee Paid		 Employer/
Employee Paid		 Employer/
Employee Paid		 -- --
Met Life Best Plan -- Employer/
Employee Paid		 -- Employer Paid --
403(b) Employee Paid Employee Paid Employee Paid Employee Paid Employee Paid

  • Administrative Staff and Leadership (full, part time, or wage)

    Retirement Investment Account

    Upon hire, UPG begins making contributions into your 401k Retirement Investment Account managed by TIAA. These contributions are made bi-weekly and are based on salary and years of service. 

    Employer Contribution by Years of Service:

    Years of Service Employer Contribution 
    1-4 Years 4%
    5-9 Years 6%
    10-14 Years 8%
    15+ Years 10%

    With each year of service, you gain 20% vesting until you are fully vested at 5 years of service. 


    Vesting Percentage by Years of Service:

    Years of Service Percent Vested 
    1 Year 20%
    2 Years 40%
    3 Years 60%
    4 Years 80%
    5 Years 100%

    401K Cash Match

    UPG offers a Cash-Match program into a TIAA 401(k) account for all administrative staff, regardless of scheduled hours. 

    UPG offers a matching program for this account. For every $1 you contribute, UPG contributes .50 cents, up to the first 6% of your salary. You can opt to increase contributions above 6%, but UPG contributions will not exceed an amount equal to 3% of your salary. The vesting schedule for the employer match is 20% for year until you reach full vesting at 5 years of service.

    Years of Service Percent Vested 
    1 Year 20%
    2 Years 40%
    3 Years 60%
    4 Years 80%
    5 Years 100%

    Enrollment in this program is automatic after 30 days of employment and the default employee contribution is set at 6% to maximize the employer match. However, you can opt out of this plan and/or increase/decrease your contribution at any time. You can also choose between pre-tax or Roth (after tax) contributions. 401(k) contributions can only be updated on the vendor site.

    Learn more and manage your TIAA account.

  • Advanced Practice Providers

    401K Cash Match

    UPG offers a Cash-Match program into a TIAA 401(k) account for all advanced practice providers, regardless of scheduled hours. 

    UPG will match your contributions .50 cents for every $1 you contribute up to the first 6% of your salary. You can opt to increase contributions above 6% but the UPG contributions will not exceed an amount equal to 3% of your salary. The vesting schedule for the employer match is 20% per year until you reach full vesting at 5 years of service:

    Years of Service Percent Vested 
    1 Year 20%
    2 Years 40%
    3 Years 60%
    4 Years 80%
    5 Years 100%

    Learn more and manage your TIAA account Enrollment in this program is automatic after 30 days of employment and the default employee contribution is set at 6%. However, you can opt out of this plan and/or increase/decrease your contribution at any time. You can also choose between pre-tax or Roth (after tax) contributions. 401(k) contributions can only be updated on the vendor site.

    BEST Plan through MetLife

    This plan is offered to Advanced Practice Providers who are scheduled to work 20 hours or more/week.

    The Guaranteed Universal Life Policy available to providers offers an investment side fund feature. These two benefits (life insurance plus investment) is what UPG refers to as the BEST plan. For Advanced Practice Providers, UPG contributes an amount equal to 10.4% of your annual negotiated base salary into this investment fund. You have an option to allocate these additional investment dollars into a selection of professionally managed investment portfolios as well as an interest-bearing account which offers a minimum guaranteed rate of return. 

    The life insurance premium plus the investment dollars contributed by UPG are considered the cost basis of the policy. The investment dollars plus any earnings/losses represent the cash value of your policy. The cash value of your policy is available to you for withdraw at any time.  You can therefore use the cash value of your policy to help you build your retirement portfolio or to reach other financial goals such as, but not limited to, paying off school loans, making a down payment on a home or sending a child to school.

    This is an employer-paid benefit, but the contributions are considered taxable income. Investment earnings are tax deferred and earnings that remain below the cost basis of the plan are tax free. Any cash value above the cost basis of the policy are taxable at withdraw.

    Manage your account on MetLife.

    Learn more about MetLife

  • Bi-Weekly Physicians

    Retirement Investment Account

    This plan is offered to all Bi-Weekly Physicians hired on or after January 1, 2017.

    The first of the month after you are hired, UPG begins making contributions into your Retirement Investment Account managed by TIAA. These contributions are made each pay period and are based on negotiated base salary and years of service. 

    Employer Contribution Based on Years of Service

    Years of Service Employer Contribution
    1-4 Years 1%
    5-9 Years 2%
    10-14 Years 3%
    15+ Years 4%

    Per Diem Providers receive this benefit based on compensation received per pay period.

    The vesting schedule for the employer match is 20% for year until you reach full vesting at 5 years of service.

    Years of Service Percent Vested
    1 Year 20%
    2 Years 40%
    3 Years 60%
    4 Years 80%
    5 Years 100%

    Participants may choose from a variety of investment options, managed directly with TIAA. Learn more and manage your account on the TIAA website.

    BEST Plan through MetLife

    This plan is offered to Bi-Weekly Physicians contracted to work 50% or more effort.

    The Guaranteed Universal Life Policy available to providers offers an investment side fund feature. These two benefits (life insurance plus investment) is what UPG refers to as the BEST plan. For Bi-Weekly Physicians, UPG contributes an amount of your annual negotiated base salary into this investment fund according to the following formula:

    • If base pay < 100K, your BEST = 21% or $12,500, whichever is lower.
    • If base pay > 100K, your BEST = 10.4% or $12,500, whichever is higher.

    You have an option to allocate these additional investment dollars into a selection of professionally managed investment portfolios as well as an interest-bearing account which offers a minimum guaranteed rate of return. 

    The life insurance premium plus the investment dollars made by UPG are considered the cost basis of the policy. The investment dollars plus any earnings/losses represent the cash value of your policy. The cash value of your policy is available to you for withdraw at any time. You can therefore use the cash value of your policy to help you build your retirement portfolio or to reach other financial goals such as, but not limited to, paying off school loans, making a down payment on a home, or sending a child to school.

    This is an employer-paid benefit but the contributions are considered taxable income. Investment earnings are tax deferred and earnings that remain below the cost basis of the plan are tax free. Any cash value above the cost basis of the policy are taxable at withdraw.

    Manage your account on MetLife.

    Learn More about Metlife

  • 403(b) Optional Retirement Savings - All Employees

    All employees also have the option of setting aside funds for retirement into a 403b. Participants may elect TIAA or Fidelity as the investment fund managers. You may elect to contribute funds pre- or post-tax. 

    There is no employer match for these funds. For UPG employees who can utilize the 401k cash match, we recommend you prioritize setting aside funds into the 401k account to maximize the employer match.

    To Set Up a 403(b) with TIAA: 

    1. Log into Workday and start payroll deductions for a 403(b) account with TIAA (either Pre-Tax or Roth). 
    2. Once the account is established (typically 7-10 days after first payroll deduction), you can access your account information on the TIAA website as well as set up investment directions and beneficiaries.
    3. To make changes to your 403(b), log into Workday and change your payroll deductions. 

    To Set Up a 403(b) with Fidelity: 

    1. Log into Workday and start payroll deductions for a 403(b) account with TIAA (either Pre-Tax or Roth). 
    2. Once the account is established (typically 7-10 days after first payroll deduction), you can access the account by going to the Fidelity Login portal, where you will elect investment directions and set up beneficiaries.
    3. To make changes to your 403(b), log into Workday and change your payroll deductions.  

Additional Benefits

Learn more about additional benefits offered to UPG employees.

  • Employer-Sponsored 529 Account

    A 529 Plan is a college/education savings account in which after-tax dollars are allowed to grow tax-free when used towards higher education expenses including tuition, room & board, and books. The 2018 Tax Law also allows 529 plan dollars to be used to fund tuition costs for private and religious K-12 education, up to $10,000 per child per year. The state of Virginia also allows for a state income tax deduction of up to $4,000 per account per year when state residents participate in the Virginia plan.

    This Employer Sponsored benefit is run through the College America Program with American Funds. Participants are eligible to invest in the “E-Share” no-load mutual funds, which allows more dollars to be applied directly towards building college savings. Individual investors outside of the Employer Sponsored Program pay an initial trading charge of 5.75% with each contribution. The Employer Sponsored Program also reduces the minimum fund contribution from $250 to $25.

    There are no costs to set up or maintain a 529 account. There are also no yearly required contribution amounts. The account is set up on an individual basis with contributions through a personal checking account and therefore there is no impact if you leave employment.

    For more information, contact Michael Joyce at 434.817.1072 or michael.t.joyce@nm.com

  • Dependent Care & Family Resources

    UPG partners with Bright Horizons to offer a host of family support services. 

    You can access Family concierge services to help locate on-going care.

    Back-up care to our employees is available when you need to work and your regular child or adult/elder care is unavailable. 

    Back-up self-care is also available for you when you are home recovering from an illness, surgery or birth of a child.

    The subsidized days of back-up care can be converted into professional tutoring and pet care.

    Learn more and begin accessing your Bright Horizons benefits today.

    Visit: https://clients.brighthorizons.com/uvapg

    Set Up an Account – there is no cost to you to join

    Review all the subsidized services available through Bright Horizons Back-Up Care™ and book services through the Bright Horizons Portal.

    A Bright Horizons consultant is available to review all service options by calling 877-242-2737.

    Read More About this Benefit

  • The Sharon Hostler Child Development Center

    The Sharon L. Hostler Child Development Center is designed for families of UVA Health care providers. To enroll or for more information contact:

    The Sharon Hostler Child Development Center

    Location:
    107 Whitewood Road, Charlottesville, VA 22901

  • Student Loan Assistance

    TIAA collaborates with Savi, a social impact company, to bring you a tool and a service to help you successfully navigate federal programs like Public Service Loan Forgiveness (PSLF) and income-driven repayment plans. PSLF is a federal program that can provide financial relief from student debt to those who qualify. 

    These programs are available to reduce the burden of student loan debt for people who work for eligible public interest employers: at a 501(c)(3) not-for-profit school, university, or hospital; in government or approved governmental entities; or at a few other public interest organizations.

    Simply put, PSLF pairs the immediate relief of an income-driven repayment plan (to make your monthly payments affordable) with the longer-term relief of loan forgiveness. 

    The service helps eligible borrowers to understand their choices, lower their monthly payments, and enroll in a forgiveness program.  You can think of them as an advocate – someone who cares as much as you do about finding a good outcome.

    Savi’s digital platform can help you identify whether you qualify and navigate the process. The digital platform, along with phone and chat support, puts federal and state programs at your fingertips. There are two service tiers available:

    1. A free calculator to assess your situation and get guidance on the best options available.
    2. An optional fee-based service to administer the program’s ongoing paperwork requirements including annual reenrollment, employer certifications, and filing for PSLF credits with the Department of Ed.

    Learn more:

  • Pet Insurance

    As a UPG employee, you are eligible for preferred pricing on MetLife’s pet insurance options. Quotes, enrollment, and billing are handled directly with MetLife.

    To learn more about covering your dog or cat please visit MetLife or call 1.800.GET.MET8. 

Well-Being Resources