UPG Employee Benefits

Once elections are made, they cannot be changed mid-year unless there is a qualifying life event. All deductions are pre-tax and paid on a bi-weekly basis.

Rate Sheet for July 1, 2022 – June 30, 2023 for Health, Dental, and Vision

UPG offers Health Insurance through Anthem. 

Virginia residents who elect coverage will be enrolled in the Anthem Healthkeepers plan. This is an open access point of service plan and no referral is needed for specialist visits. The network is a Virginia-based network of providers.

Employees living outside the Commonwealth of Virginia who elect coverage will be enrolled in the Anthem KeyCare plan. The assigned plan is based on residence and an employee cannot elect between the two. Premiums for the two plans are the same.

Both plans include a vision benefit of one routine eye exam per plan year per member. 

The cost of health insurance premiums is shared between UPG and the Employee. Deductions are pre-tax and paid on a bi-weekly basis.

Health Resources

For specific information about coverage and costs, please use the following resources. 

• Online Virtual Care
• Health and Wellness Programs
• PreventiveRX
• Included Vision Benefit

Virginia Residents:

• Summary of Health Benefits - Anthem HealthKeepers
• Summary of Health Coverage - Anthem HealthKeepers

Non-Virginia Residents:

• Summary of Health Benefits - Anthem KeyCare
• Summary of Health Coverage - Anthem KeyCare

2022-2023 Benefits Rate sheet

UPG will offer voluntary dental and vision plans through Guardian. There are two dental plan options from which to choose based on the level of dental coverage you and your family need. View details in the document below comparing the High Plan and the Base Plan.

There is a vision benefit for a routine eye exam within the health insurance plan (see summary above). However, employees have an option to elect a buy-up vision plan through Guardian that proves for material benefits as well as the routine eye exam. 

Dental and Buy UP Vision insurance is fully employee-paid. 

Resources

• Guardian Enrollment Kit
• Guardian Dental Plan Summary
• Guardian Vision Plan Summary
• Buy Up Plan Maximum Rollover Summary
• Guardian: Find a Dental Provider
• Guardian: Find a Vision Provider
• VSP network

2022-2023 Benefits Rate sheet

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 below, and the option to purchase additional coverage.

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@hscmail.mcc.virginia.edu.

Previous Plan Documents

• Administrative Employees and Managers - Principal Basic Life Booklet
• Administrative Employees and Managers - Principal Voluntary Term Life Booklet

Updated Plan Documentation Coming Soon

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, or outside of Open Enrollment.

Voluntary Term Life Benefit Summaries:

• Manager or Assistant Manager: Hold for New Booklets
• Admin Staff Working 20-29 Hours Weekly: Hold for New Booklets
• Admin Staff Working 30+ Hours Weekly: Hold for New Booklets

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 is a 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 Retirement.

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.

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 full time service.

Effective 10/1/2022, UPG will move to the third party vendor, GuardianLife, to administer FMLA and STD disability claims through the same office.

During this transition:

• For FMLA claims currently with Principal, Principal will pass along the last 12 months of historical data, as well as any pending or approved claims already on file beyond 10/1/2022 to GuardianLife.
• For Employees on Short Term or Long Term disability, and the disability event is prior to 10/1/22, Principal will continue to handle your disability payments as normal, and work with you through the length of your disability.

Please contact Guardian to submit disability claims that will start after 10/1/2022. Your information will be verified by a leave claims annalist who will answer any questions you may have. You will be notified of the status of your leave claim once it has been processed, and a copy of the initial request and decision will be sent to your supervisor.

If the need for FMLA is due to your own serious health condition, you will work with the same leave administrator for your STD claim, if eligible. Of note:

• If the employee’s date of disability is within 2 weeks of the absence initiation/report date, the outreaches will occur within 24 and 48 hours of the date of disability.
• If the employee’s date of disability is greater than 2 weeks of the absence initiation/report date, the employee and employer will receive an emailed notification advising of the absence receipt and that review will begin at the date of disability.

To Submit a Claim or check the progression of a submitted claim, go to:

www.GuardianLife.com
Phone: 888-889-2953
You must register first to set up a UserID
UPG’s group number #035294

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 details of STD 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.

Previous Plan Documents

• Group short-term disability (STD) insurance benefit summary for Admin staff working 30 or more hours wkly
• Group short-term disability (STD) insurance benefit summary for Manager or Assistant Managers
• Group short-term disability (STD) insurance benefit summary for AHP, NP, PA or Audiologists
• Short-Term Disability Booklet for Administrative Employees and Advanced Practice Providers
• Group short-term disability (STD) insurance benefit summary for CSTP, Chief or Director
• Short-Term Disability Booklet for Management and Bi-Weekly Physicians

Updated Plan Documentation Coming Soon

How to Request Short-Term Disability

UPG uses a third party vendor, Principal Absence Management to administer claims for both Family Medical Leave Act and STD. While these are separate policies, they can run concurrently.

If you are absent from work for 5 or more days, please contact Principal Absence Management to submit your claim. If you know in advance you will be absent, please contact Principal Absence Management to submit your claim as soon as possible.

• Website: www.principal.absencemgmt.com
• Phone: 877.734.3652
• Fax: 877.309.0218

Your information will be verified by a Principal Benefit Specialist, who will initiate the Family Medical Leave process and answer any questions you may have. You will be notified of the status of your FMLA claim by Principal once it has been processed. If the need for FMLA is due to your own serious health condition, Principal's FMLA department will initiate the claim with the STD department.

View a Helpful Flowchart of the Claims Process

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.

Previous Plan Documents

Administrative staff Resources: 

• Administrative Employee LTD Summary
• Administrative Employees Booklet

Advanced Practice Provider Resources:

• Advanced Practice Provider Booklet

Updated Plan Documentation Coming Soon

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. 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.

Resources

• The Standard Plan Highlights
• The Standard Plan Document (coming soon)

UPG employees have the opportunity to enroll in a Flexible Spending Account (FSA) for health care out-of-pocket expenses and/or for dependent daycare expenses.

• Medical FSA Annual Contribution Limit: $2,850
• Dependent Care Annual Contribution Limit: $5,000

Flexible spending accounts have a "use it or lose it provision." Funds not expensed by the end of the plan year are forfeited, however, participants can roll-over up to $570 unused dollars into the next plan year.

A Flexible Spending Account provides significant advantages, such as:

• Immediate Tax Savings: Contributions to your FSA are made on a pre-tax basis, which lowers your taxable income and therefore may decrease the amount you pay in federal, state, local, and FICA taxes.
• Increased Spendable Income: Your net income may increase each month because your contributions to the FSA lower your taxable income.
• Improved Cash Flow: An FSA allows you to budget for your medical, dental, and vision expenses on a pre-tax basis. Your total Health Care FSA election is available at the beginning of the plan year, which gives you the ability to use the funds as needed, yet have a small amount (election/number of pay periods) deducted from your payroll each pay date.
• Coverage for Entire Family: When making your election, remember you can include expenses for yourself, your spouse, and/ or your tax dependents even if they are not covered on your health plans.

The plan year is July 1 – June 30. Once elections are made, they cannot be changed mid-year unless there is a qualifying event. Flexible Spending Accounts must be re-elected each plan year during the Open Enrollment Period.

Our FSA is administered by McGriff Insurance Services.

FSA Resources

• See what expenses are eligible for FSA
• Benefit Card Substantiation
• Learn about the FlexBenefit Mobile App

Flexible Spending Education Guide

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 see the "Parental Leave" section on the Paid Leave Options page for details.

View more information on the Family Medical Leave Act. 

View Paid Leave Options webpage

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.

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 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

Retirement Investment Account

This plan is offered to Bi-Weekly Physicians hired on or after January 1, 2017 who are contracted to work 50% or more effort and Per Diem Providers.

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.

You are fully vested in these employer contributions after five years of service. If you leave with fewer than five years of service, all funds are forfeited. 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 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

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.

To Set Up a 403(b) with Fidelity: 

1. Follow the instructions for Fidelity 403(b) Online Enrollment. 
2. Once you have the account set up 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.  

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

UPG partners with Bright Horizons to offer backup care to our employees 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.

Effective December 1, 2022, expanded services available through Bright Horizons includes professional tutoring and pet care.

Effective January 1, 2023, Family Concierge services will also be available through Bright Horizons.

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

Contact:
Director Susan Flemmons: 434.951.2060 or susan.flemmons@brighthorizons.com.

The Sharon Hostler Child Development Center

Location:
107 Whitewood Road, Charlottesville, VA 22901

TIAA is collaborating 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:

• View the Savi informational flyer
• View the Savi Quick Start Guide
• See Frequently Asked Questions

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. 

UVA-WorkMed is a comprehensive occupational health and team member wellness clinic within the University of Virginia Medical Center. 

Visit the WorkMed website

ACAC

UPG Corporate Partnership: Members enjoy three clubs for the price of one at ACAC Albemarle Square, ACAC Downtown, and ACAC Crozet. 

Contact Joe Schwar: joes@acac.com or 434.989.9292

Anytime Fitness

UPG associates and immediate family members are eligible to enjoy the following at Anytime Fitness clubs:

• 10% off standard monthly dues
• A free 7-day guess pass from a participating Anytime Fitness club with the following flyer. (One pass per person)
• 50% off standard enrollment

IM-Rec Sports

IM-Rec Sports offers four full gyms, two pools, Outdoor Adventure, the Climbing Center, and the McArthur Squash Center at Boar's Head. IM-Rec Sports is convenient and affordable for anyone affiliated with UVA. 

Learn about membership at IM-Rec.

FEAP offers quality, professional, and comprehensive services, tailored to your individual needs. For employees and their families, FEAP offers assessment, brief counseling, referral, and follow-up at no cost to the employee.

Explore FEAP

Learn more about resources for support during maternity and for breastfeeding. In partnership with UVA Medical Center, UPG and UVA are committed to providing you with the support you need if you choose to breastfeed after returning to work.

Learn more about wellness resources in maternity and breastfeeding support