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Limited Benefits FAQs

General Questions

How are benefits eligibility rules at the University of Arizona (UA) determined?

Most of the benefits plans offered to UA employees are administered by the Arizona Department of Administration (ADOA). Therefore, ADOA determines the eligibility rules for these plans.

What are limited benefits?

Limited benefits include medical, dental, and vision insurance; basic life insurance; supplemental life insurance; and short-term disability insurance. Employees with limited benefits do not accrue vacation or sick time and are not eligible for Qualified Tuition Reduction (QTR).

Who receives limited benefits?

Under ADOA eligibility rules, limited benefits are offered to employees expected to work 20 or more hours per week for at least 90 days but less than 6 months. Employees who are initially ineligible under these rules may become eligible under the employer mandate of the federal Affordable Care Act if they work an average of 30 hours or more per week over a 12-month measurement period. Student employees and graduate assistants/associates are not eligible for benefits under ADOA eligibility rules.

Why doesn't the limited benefits package include Qualified Tuition Reduction (QTR), sick leave accruals, or vacation leave accruals?

The policies that guide QTR, sick leave accruals, and vacation leave accruals are Arizona Board of Regents (ABOR) policies, not Arizona Department of Administration (ADOA) policies. While ADOA has changed its eligibility rules for insurance benefits, ABOR policies have not changed. ABOR policies require that employees be expected to work 20 hours or more per week for six months or longer in order to be eligible for QTR, sick leave, and vacation leave.

Will an employee with limited benefits be required to enroll in an approved UA retirement plan?

Maybe, depending on the duration of employment. Under state law, employees must enroll in the Arizona State Retirement Plan (ASRS) if they work, or are expected to work, 20 or more hours per week for any 20 weeks in a fiscal year. Appointed personnel have the choice to enroll in ASRS or the Optional Retirement Plan (ORP), which is an approved alternative.

I hired an employee on January 12, 2017, at .75 FTE for less than 90 days, but I need to extend the duration of employment to 120 days. Will the employee be eligible for limited benefits?

Yes, the employee will become eligible for limited benefits as of the effective date of the extension. However, the employee may not be eligible for an extension if he or she was hired under the Non-Competitive Selection policy on a Project-Specific Appointment, which is limited to a maximum of 480 hours per year.

I hired an employee on January 12, 2017, at 1.0 FTE for five months with limited benefits, but I need to extend the duration of employment past six months. Will the employee be eligible for full benefits?

Yes, the employee will be eligible for full benefits effective with the date of the change. However, a recruitment may be required if the employee was hired under the Non-Competitive Selection policy. Please contact Human Resources Solutions at (520) 621-3660.


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