General Questions
Most of the benefits plans offered to University employees are administered by the Arizona Department of Administration (ADOA). Therefore, ADOA determines the eligibility rules for these plans.
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).
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 in a position expected to continue for six months or longer in order to be eligible for QTR, sick leave, and vacation leave.
Maybe, depending on the duration of employment. Employees must enroll in either the Arizona State Retirement Plan (ASRS) or the Optional Retirement Plan if they work, or are expected to work, 20 or more hours per week for any 20 weeks in a fiscal year.
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.
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 the Human Resources Recruitment Team at 520-621-7704.