UPG Employee Benefits

UPG Employee Benefits

IMPORTANT UPDATES FOR UPG EMPLOYEES REGARDING COVID-19

Employees on a partial schedule reduction or furlough:   

All employees remain eligible for benefits. Additionally, the start and end of either a partial schedule reduction or furlough is considered a qualifying life event. You can make changes to your elections during Open Enrollment for a July 1 effective date or you can plan to make changes to your elections when you return from furlough. Your benefits team is available to assist you during this time.
Please review these FAQs for information on how your partial schedule reduction or furlough affects your benefits and leave and time reporting.

Retirement

TIAA representatives have shifted to virtual appointments or phone calls in place of in-person appointments. TIAA phone centers are experiences a significant uptick in activity, with peak times between 10 am - 2 pm. Please see the below age-based and retirement-age based communications from TIAA to read details on how COVID-19 impacts your retirement.

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

General Plan Year and Eligibility Information

The plan year is July 1 – June 30. You have 30 days from your date of hire to make elections. Once elections are made, they cannot be changed mid-year unless there is a qualifying event. Open Enrollment occurs in May of each year for the new plan year.

Full time and part time employees scheduled to work 20 or more hours a week are eligible for 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. For vision and dental insurance, a spouse can be on the plan regardless of availability of a plan from his/her employer. Dependent children can be covered up until the age of 26 on health, dental, and vision. Disabled children can be covered past the age of 26. 

  • Health 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. Employees have an option to elect a buy-up vision plan that proves for material benefits as well as the routine eye exam. 

    The cost of health insurance premiums is shared between UPG and the Employee. Vision insurance is employee-paid. 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. 

    Virginia Residents:

    Non-Virginia Residents:

    Vision Resources

    2020-2021 Benefits Rate sheet

  • Dental

    Dental coverage is available for UPG employees through United Concordia Dental, in the Elite Plus network. There are two plan options from which to select 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.

    Dental Resources

    2020-2021 Benefits Rate sheet

  • 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 below, and the option to purchase additional coverage.

    Life Insurance for Administrative Staff and Managers

    Basic Group Life Insurance

    Life Insurance is provided through Principal. The coverage for basic life and Accidental Death and Dismemberment 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.

    Optional Life insurance

    You may purchase additional coverage for yourself, your spouse, or your children. If you elect coverage within the first 30 days of hire, you may be able to purchase without submitting Evidence of Insurability, depending on purchase amount. 

    Employees may purchase supplemental insurance in increments of $10,000 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 at hire and for amounts in excess of $10,000 during Open Enrollment. 

    Spouses

    A legal spouse is eligible if you have purchased additional coverage for him/herself. Coverage may be purchased in $5,000 increments up to $100,000 and cannot exceed what has been elected for the employee. Evidence of Insurability is required for coverage above $30,000. 

    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.

    Voluntary Term Life Benefit Summaries:

    Life Insurance (The Best Plan) for Physicians, Advanced Practice Providers, Directors, 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.

    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. 

    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. 

    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) 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

    Short-Term Disability (STD) is a UPG-paid benefit covering Administrative staff and Management and all Bi-weekly Providers scheduled to work 30 or more hours a week. 

    • Staff and providers are eligible for Short-Term Disability after one year of service with UPG.
    • The insurer is Principal. 

    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

    Non-Management Staff and Advanced Practice Providers are eligible after one year of service with UPG. Details include:

    • Seven-day elimination period in some cases
    • 70% of salary for up to 13 weeks with a cap of $1,500/week, paid directly through Principal
    • PTO will be used to cover the seven day elimination period
    • PTO may be used to bring your disability earnings to 100% of pre-disability if you choose
    • Insurance benefits continue while you are out on short-term disability. If you utilize paid leave time to bring your salary to 100%, deductions will continue as normal. If you do not use PTO, the deductions owed will be captured in future paychecks after you return.

    Short-Term Disability Booklet for Administrative Employees and Advanced Practice Providers

    Short-Term Disability for Management and Bi-Weekly Physicians

    Management and Bi-Weekly Physicians are eligible after one year of service with UPG. Details include:

    • Seven-day elimination period in some cases
    • 70% of salary for up to 26 weeks with a cap of $3,000/week, paid directly through Principal
    • PTO will be used to cover the seven day elimination period
    • PTO may be used to bring your disability earnings to 100% of pre-disability if you choose
    • Insurance benefits continue while you are out on short-term disability. If you utilize paid leave time to bring your salary to 100%, deductions will continue as normal. If you do not use PTO, the deductions owed will be captured in future paychecks after you return.

    Short-Term Disability Booklet for Management and Bi-Weekly Physicians

    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.

    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

    For more information on Paid Parental Leave, please see the UVA HR Paid Leave Options page. 

  • 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 Principal. 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 Principal. 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.

    Administrative staff Resources: 

    Advanced Practice Provider Resources:

    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

  • Flexible Spending Account

    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: $2,750
    • 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 $550 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

    Flexible Spending Education Guide

uva hospital at sunset

Retirement

The University of Virginia Physicians Group recognizes the importance of helping you plan for your financial future. Retirement benefits vary based on your job category, as listed below. All staff and providers regardless of hours worked, also have an option of contributing to 403(b).

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

  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 --

  • 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:

    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%

    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.

    Learn more and manage your TIAA account 

    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's website.

    Learn more about MetLife

  • Bi-Weekly Physicians

    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's website.

    Learn More about BEST 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.

    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 www.fidelity.com/atwork, 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

  • 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

  • Back Up Care

    UPG and UVA partner 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.

    Contact Bright Horizons: 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:
    Director Susan Flemmons: 434-951-2060 or susan.flemmons@brighthorizons.com

    The Sharon Hostler Child Development Center

    Location:
    107 Whitewood Road, Charlottesville, VA 22901

  • 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. To learn more about covering birds and exotic pets please call 1.800.GET.MET8.

Wellness Resources