Iowa Wesleyan University provides several elective benefits for regular full-time employees. Temporary and part-time employees are not eligible for benefit coverage. Coverage of elective benefits will begin the first of the month following the employee’s first day of employment. Employees may participate in all offered benefits or none of the offered benefits. Compensation is not provided to employees in lieu of not participating in any of these offered elective benefits. Additional information regarding all elective benefits is available in the benefits section of the Iowa Wesleyan University website or from the Human Resources Office.

Open enrollment for all elective employee benefits will be held annually in the fall for coverage options to begin on January 1 of the following calendar year. The open enrollment opportunity is the period of time when any changes to employee premiums for their elective benefits are announced, and any new benefit opportunities are made available to employees for the upcoming benefit year. Open enrollment is the only time when employees can make changes to their elective benefits unless they experience a life-changing event.  

Accidental Death and Dismemberment (AD&D) Coverage

Regular full-time employees may elect to participate in the University sponsored AD&D coverage for their self and spouse or their family. The University does not contribute to the premium cost for this benefit. AD&D is a policy that pays benefits to the beneficiary if the cause of death is an accident or to the policy holder if the cause for dismemberment (loss of particular body appendages, sight, vision or paralysis) is the result of an accident. Plan specifics and additional information regarding AD&D coverage is available in the benefits section of the Iowa Wesleyan University website or from the Human Resources Office.

AFLAC

Regular full-time employees may elect to participate in supplemental insurance products offered by Aflac. The University does not contribute to the premium costs for these benefits. The benefits section of the Iowa Wesleyan University website contains a comprehensive list of the plans available through. All Aflac products are enrolled through personal consultation with and by the Aflac representative. Additional information regarding all elective benefits is available in the benefits section of the Iowa Wesleyan University website or from the Human Resources Office.

Dental Insurance

Dental insurance for regular full-time employees is available to cover an employee, their spouse, and/or dependents. The University does not contribute to the premium cost for this benefit. Plan specifics and additional information regarding the dental insurance coverage is available in the benefits section of the Iowa Wesleyan University website or from the Human Resources Office.

Flexible Spending Account (FSA)

Regular full-time employees may elect to participate in the University sponsored Flexible Spending Account. A Flexible Spending Account (FSA) is a pre-tax benefit account that allows you to set aside money from your paycheck on a pretax basis to use for eligible out-of-pocket expenses. Iowa Wesleyan University’s FSA plan allows you to participate in two types of FSAs: a Health Care FSA and a Dependent Care FSA. A Health Care FSA can be used to pay for eligible medical, dental, vision, hearing, and prescription drug expenses for you, your spouse and your eligible tax dependents. A Dependent Care FSA can be used to pay for eligible child and adult care expenses such as day care, before and after school care, nursery school, preschool, and summer day camp. FSA plan years run January to December. The funds deposited into an FSA do not roll over to the next plan year and must be spent by the end of the plan year or they are forfeited. Additional information regarding FSA coverage is available in the benefits section of the Iowa Wesleyan University website or from the Human Resources Office.

Health Insurance

Health insurance for regular full-time University employees is available. An employee chooses from the available options for the plan that best meets their needs. The co-pays, deductibles and out-of-pocket maximums vary between the available plans offered. Employee coverage and spouse and dependent coverage is available with premiums being paid through payroll deduction. The University contributes a percentage of the premium costs for these plans. Plan specifics and additional information regarding the health insurance coverage is available in the benefits section of the Iowa Wesleyan University website or from the Human Resources Office.

Health Savings Account (HSA)

Regular full-time employees that participate in an offered High Deductible Health Plan (HDHP) may elect to participate in the University sponsored Health Savings Account. A Health Savings Account (HSA) is a tax-advantaged medical savings account created for individuals who are covered under HDHPs. An HSA can be used to set aside funds for your deductible expenses, or to save for approved medical expenses that HDHPs do not cover. Contributions can be made into the account by the individual and/or the individual’s employer and are limited to a maximum amount each year as set by the IRS. The University may elect to contribute a fixed amount towards the annual HSA deposits. These contributions are invested over time and can be used to pay for qualified medical expenses, which include most medical care such as dental, vision and over-the-counter drugs. Unlike a flexible spending account (FSA), funds roll over and accumulate year to year if not spent. Employees electing to participate in an HSA can also participate in a limited FSA. Additional information regarding HSA participation is available in the benefits section of the Iowa Wesleyan University website or from the Human Resources Office.

Long Term Disability (LTD)

Regular full-time employees are covered under a Long-Term Disability Insurance plan. The premiums are covered 100% by the University. The LTD benefit begins after an employee has been disabled for 90 days. Plan specifics and additional information regarding the LTD insurance coverage is available in the benefits section of the Iowa Wesleyan University website or from the Human Resources Office.

Retirement Plan – 403(b)

Regular full-time employee may elect to make voluntary contributions to the University sponsored 403(b) retirement plan. A 403(b) plan, also known as a tax-sheltered annuity (TSA) plan, is a retirement plan for certain employees of public schools, employees of certain tax-exempt organizations, and certain ministers. There are three benefits to contributing to a 403(b) plan: you do not pay income tax on allowable contributions until you begin making withdrawals from the plan; the earnings and gains on amounts in your 403(b) account are not taxed until you withdraw them; and you may be eligible to take a credit for elective deferrals contributed to your 403(b) account.

Tuition Remission for Children and Spouses

Tuition for undergraduate classes is remitted by the University for children (including stepchildren) and current spouses of all regular, full-time employees of the University, including National and Consolidated Management full-time staff assigned to the Iowa Wesleyan University campus. The maximum number of attempted hours per child or spouse for which tuition will be remitted is 120 semester hours (unless a student’s major requires more hours), or 8 full-time semesters. Children and spouses may enroll for credit in any day, evening, or online undergraduate program offered by Iowa Wesleyan University. Children or spouses seeking a second undergraduate degree are eligible for this benefit, but the total benefit is limited to tuition remission for no more than 120 semester hours, regardless of the number of degrees pursued or granted.

PROCEDURE

  1. Current spouses, dependent children (including stepchildren), and independent children (including stepchildren) of employees are eligible for this benefit. A minimum cumulative GPA of 2.0 must be maintained in order to qualify for the tuition remission benefit.
  2. The spouse or child must apply for and be accepted for admission to the University. Eligibility for Tuition Remission in no way guarantees admission to the University nor obligates the Admission Office to automatically accept employees’ spouses or children for admission.
  3. Spouses or children registering for more than 6 credit hours per semester must complete a FAFSA no later than June 1, so that eligibility for federal and state grants can be determined. The balance of tuition charges after applying all federal and state grants will be covered by tuition remission. If the FAFSA is completed after the June 1 deadline, your tuition remission benefit amount may be reduced. Spouses and children receiving tuition remission are not eligible for any other institutional aid. Spouses or children registering for 6 or less credit hours per semester are not required to complete a FAFSA.
  4. Spouses or children may apply for student loans towards the cost of attendance for their undergraduate studies. Employees acknowledge that loan proceeds will be applied first to any balance owed to Iowa Wesleyan University for such expenses as room, board, books, or special fees that are not covered by tuition remission.
  5. Spouses and children are admitted into a course on a space-available basis. Spouses or children may not be allowed to register or may be asked to withdraw if space is required to accommodate regular, paying students.
  6. A class is offered only when there is a sufficient paying enrollment in the class to make the class offering cost effective. At no time will a class be offered that relies on non-paying spouses or children to reach the required enrollment numbers.
  7. Although the University absorbs the cost of tuition, the spouse or children are responsible for all other expenses, including room, board, fees, books, and costs incurred in the class.
  8. Independent self-study classes are not included in this tuition remission benefit. Spouses and children will be charged the actual cost for providing these classes.
  9. If an employee leaves Iowa Wesleyan University employment voluntarily, is terminated, or is separated or divorced while a spouse or child is enrolled in coursework at the University, the spouse or child may complete that term of study with tuition remitted by the University.
  10. To apply for tuition remission for a spouse or child, an employee must complete and submit to the Office of Human Resources each term prior to the published deadline for registration for that term a REQUEST FOR TUITION REMISSION form, available in the benefits section of the Iowa Wesleyan University website or from the Human Resources Office. The Human Resources Office will forward a copy to the Business Office and keep a copy in the employee’s personnel record.
  11. Documentation certifying a spousal or parent/child relationship must be submitted if requested.
  12. Spouses and children of employees whose death occurs while employed at Iowa Wesleyan University, or spouses and children of employees who become totally disabled while employed at Iowa Wesleyan University will retain the professional discount benefit for one year for each year the employee was employed at the University, up to a maximum of 120 credit hours attempted. To be eligible, a spouse must have been married to the employee at the time of the employee’s retirement, death, or disability. The total years of eligibility may be split among the spouse and children.

Tuition Remission for Employees

The Tuition Remission benefit is offered for both undergraduate and graduate level study.

Iowa Wesleyan University encourages the educational advancement of faculty and staff. Hence, after approval by the supervisor, tuition will be waived by the University for regular, full-time Iowa Wesleyan employees, including full-time faculty or staff of our partner institution, Southeastern Community College, and full-time staff of our food service and facilities vendors, Consolidated Management and National Management Resources, to enroll in a maximum of one course on campus each term during regular working hours.

Tuition is also waived by the University for regular, full-time Iowa Wesleyan employees, including full- time faculty or staff of our partner institution, Southeastern Community College, and full-time staff of our food service and facilities vendors, Consolidated Management and National Management Resources, to take an unlimited number of courses offered on campus outside regular working hours or through our online programs.

Tuition is waived for Iowa Wesleyan part-time faculty and staff, to take no more than one course per term on campus during regular working hours, or outside regular working hours, or through our online programs. Part-time employees of our partner institution, Southeastern Community College, or part-time staff of our food service or facilities vendors, Consolidated Management or National Management Resources including adjunct faculty, part-time faculty or part-time staff are not eligible to receive the Iowa Wesleyan tuition remission benefit.

Throughout the policies outlined below, the term “employees” means full-time employees of Iowa Wesleyan University, Southeastern Community College, Consolidated Management, or National Management Resources. Graduate assistants are students and do not qualify as employees for the purposes of this policy.

The term “qualifying employer” means Iowa Wesleyan University, Southeastern Community College, Consolidated Management, or National Management Resources.

PROCEDURE

  1. Eligibility for Tuition Remission in no way guarantees admission to the University nor obligates the Admission Office to automatically accept employees for admission. Employees must apply for and be accepted for admission to the University.
  2. Prior to scheduling classes, employees must secure approval from their supervisors. To apply for Tuition Remission, an employee must complete and submit to his supervisor each term (prior to the beginning of the term) a Request for Professional Courtesy form. The form is available in the benefits section of the Iowa Wesleyan University website or from the Human Resources Office. If the supervisor approves the request, the completed Request for Professional Courtesy will be returned the Human Resources Office prior to the published deadline for pre-registration. Forms not completed and returned to the Human Resources Office prior to the published deadline for pre-registration may not be approved, and the employee may be responsible for the full tuition of the course. The Human Resources Office will forward a copy to the Business Office and keep a copy in the employee’s personnel record.
  3. The supervisor may refuse permission for an employee to take a course when performance of job responsibilities necessitates the employee being present at the job site during the particular hours requested for class attendance. Professional responsibilities have priority and will take precedence over any classes scheduled during duty hours. Supervisors are encouraged to accommodate employees in their efforts without sacrificing the department’s efficiency. Employees that take a course during their normal working hours will be required to make up that time spent away from work due to class attendance without additional cost to the University.
  4. Eligibility for the employee tuition remission benefit for undergraduate studies is contingent upon completion of a FAFSA no later than June 1, so that eligibility for federal and state grants can be determined. The balance of tuition charges after applying all federal and state grants will be covered by tuition remission. Employees receiving tuition remission are not eligible for any other institutional aid.
  5. Employees may apply for student loans towards the cost of attendance for their undergraduate or graduate studies. Employees applying for loans will need to complete a FAFSA. Employees acknowledge that loan proceeds will be applied first to any balance owed to Iowa Wesleyan University for such expenses as books or special fees that are not covered by tuition remission.
  6. Employees are admitted into a course on a space-available basis. Employees may not be allowed to register or may be asked to withdraw if space is required to accommodate regular, paying students. Individuals approved for the tuition remission benefit will be enrolled in courses on a first come, first served basis.
  7. A class is offered only when there is a sufficient paying enrollment in the class to make the class offering cost effective. At no time will a class be offered that relies on non-paying employees to reach the required enrollment numbers.
  8. Although the University absorbs the cost of tuition, the employee is responsible for all other fees, books, and costs incurred in the class.
  9. Independent self-study classes are not included in this tuition-free offering for employees. Employees will be charged the actual cost for providing the class.
  10. If an employee chooses not to take a class during a particular term, the right to take one class per term cannot be added to another term to allow for more than the one class maximum per employee per term.
  11. Employees must remain employed by their qualifying employer for the duration of the course to remain eligible for the tuition remission benefit. If an employee leaves their employment voluntarily while enrolled in course work at the University, the benefit will be rescinded for that term and the employee will be responsible for the tuition charges. If an employee’s termination is the result of layoff or death, the tuition remission benefit will remain in place for the remainder of that term.
  12. This policy does not apply to tuition remission for children or spouses of employees. The conditions for tuition remission for children or spouses are detailed under a separate policy.
  13. While undergraduate tuition remission is not taxed, the IRS has ruled that a graduate tuition benefit is taxable income. The Internal Revenue Code requires that graduate-level tuition assistance in excess of an annual $5,250 exclusion must be added to employees’ taxable wages and employment taxes must be withheld. The additional taxable income and taxes withheld will be reported on the year-end W-2 form. Graduate-level tuition benefits in excess of the $5,250 exclusion are subject to federal, Social Security, and Medicare taxes. The exemption amount may change from time to time and employees are responsible for understanding any tax implications at the time they apply for the remission benefit.
  14. Employees must maintain employment with their qualifying employer for one month per credit hour (“employment payback period”) after the satisfactory completion of a course unless termination is the result of layoff or death. Those employees who leave employment prior to completing the employment payback period will be charged 100% of the tuition for the credits for which the employment payback period has not been met.
  15. Employees who have an outstanding financial obligation to their qualifying employer, or those who do not have a 2.0 undergraduate GPA (3.0 for graduate studies) are not eligible for the tuition remission benefit.
  16. The tuition remission benefit will be applied to the employee’s account following confirmation of completion of the course with a grade point of 2.0 (“C” grade) or higher for undergraduate coursework or a grade point of 3.0 (“B” grade) or higher for graduate coursework. If the course completion or grade point requirements are not satisfactorily met, 100% of the tuition for the course will become due and payable by the employee.

Tuition Exchange Scholarship Opportunity

Iowa Wesleyan University participates in tuition exchange programs through the Council of Independent Colleges (CIC) and the Tuition Exchange (TE). These programs provide the opportunity for regular full-time Iowa Wesleyan employees and their immediate family members to apply for free tuition at participating institutions. Participating institutions award a limited number of free-tuition scholarships on a first-come, first-served basis. Applicants must be accepted as a student at the participating institution before applying for the scholarship. Scholarship applications must be submitted through the web portals of the two consortiums (CIC and TE). Employees who are interested in this benefit should begin their application process as early as possible. Decisions about these scholarship awards are made by the participating institutions, and Iowa Wesleyan’s only role is to provide information to employees and to confirm the employee’s eligibility to the participating institution. There is no guarantee that scholarship applications will be approved. Iowa Wesleyan University is not responsible for any tuition charges incurred by employees or their family members at other institutions in the event they are not approved for a scholarship. Please contact the Human Resources Department for more information regarding these opportunities and for a list of participating institutions.

Vision Insurance

Regular full-time employee may elect to participate in vision insurance. The University does not contribute to the premium cost for this benefit. Additional information regarding the vision insurance coverage is available in the benefits section of the Iowa Wesleyan University website or from the Human Resources Office.