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Insurance Benefits

Employer-Paid or Employer-Subsidized Benefits

Health Insurance Options

The Arizona Department of Administration (ADOA) Benefit Options provides health insurance options for University employees, their spouses, and their dependents. Medical and dental insurance is employer subsidized; vision insurance is completely employee-paid through payroll deduction.

The ADOA does not offer coverage for domestic partners. UA employees may enroll their domestic partner and their partner’s dependents in the University of Arizona Alternative Plans for health insurance coverage.  

The ADOA benefit options and the UA Alternative Plan meet the requirements of the Patient Protection and Affordable Care Act (ACA). For more information, click here.

Employer-Paid Life Insurance

Employees who are eligible for limited or full benefits are automatically enrolled in

  • Basic Life Insurance: $15,000 term insurance policy, $15,000 seat belt incentive
  • Accidental Death & Dismemberment Insurance: $15,000 AD&D clause

Coverage is underwritten by The Hartford Insurance Company

Long-Term Disability Insurance

Long-term disability insurance is a form of income protection that provides a portion of your salary in the event of a disabling illness or injury. A 6-month qualification period is required before benefits begin.

Enrollment in long-term disability insurance is automatic and mandatory as part of your retirement plan. Coverage under this plan is dependent upon the retirement plan you are participating in at the onset of disability.

Long-Term Disability Insurance Comparison 

For Arizona State Retirement System (ASRS) Members

For Optional Retirement Plan (ORP) or Public Safety Personnel Retirement System (PSPRS) Members

Helpful Information

if this overview does not answer your questions, contact a Senior Benefits Specialist at the Division Human Resources for assistance.

The long-term disability plan provides you with a monthly benefit designed to partially replace income lost during periods of total disability resulting from a covered injury or illness.

Generally, the monthly benefit is 66.67% of your basic monthly earnings.

Benefit payments will be offset by the following, if applicable:

  • Workers Compensation
  • Social Security Disability Benefits
  • Social Security Retirement Benefits
  • State Retirement Disability Benefits
  • State Retirement Benefits
  • "Other Income Benefits" outlined in the plan booklet

There is a waiting period of 6 consecutive months during which you must be continuously and totally disabled before long-term disability benefits begin.

Whenever possible, it is wise to file a long-term disability claim as early as the third month after the onset of disability. Allowing a 3-month processing window can increase the likelihood that your claim will be completed by the time your 6-month waiting period has been satisfied.

See your plan summary booklet for duration of benefits information.

You may apply for Social Security Disability benefits at the Social Security office closest to you.

Optional Employee-Paid Benefits

Supplemental Life Insurance

Employees have the option to purchase supplemental term life insurance and dependent life insurance. The employee pays the full cost of premiums through payroll deduction. Coverage is available through The Hartford or Aetna Life Insurance.

General Information on Supplemental Life Insurance

Short-Term Disability Insurance

Short-term disability insurance provides income during the 6-month waiting period before long-term disability benefits begin.

  • Enrollment in short-term disability insurance is voluntary, and premiums are fully employee-paid.
  • In some cases, there is a waiting period during which you must be continuously and totally disabled before benefits begin.
  • The program provides you with a weekly benefit designed to partially replace income lost during periods of total disability resulting from a covered non-industrial injury, pregnancy, or illness.

The University of Arizona offers its benefits-eligible employees a choice of two short-term disability plans: The Hartford and Unum.

Comparison of Short-Term Disability Plans

Short-Term Disability Premium Calculator

Frequently Asked Questions about Short-Term Disability

Carrier Unum The Hartford
Benefit pays 70% of your base weekly earnings pays 662/3% of your base weekly earnings
Maximum Benefit

three options (A, B & C), with maximum weekly benefits up to:
Option A: $750
Option B: $1,500
Option C: $2,000

Up to $769.27 maximum per week
Offset May receive benefits even if using paid sick/vacation time Benefits are reduced by amount of paid sick/vacation time.
Contact Information Unum, (800) 858-6843

The Hartford Insurance Company, (866) 712-3443

Plan Information

Unum Brochure
Unum Plan Document

The Hartford Plan Description

Flexible Spending Accounts

Opening a Flexible Spending Account (FSA) allows you to direct money from your paycheck into an account to pay for certain health-care and dependent-care expenses. The money you place in this account is subtracted from your pay before taxes are calculated. This means you pay less tax and you have pretax money to spend on qualified expenses. There are three types of FSAs: Health Care, Limited Health Care, and Dependent Care.

You can use your Health Care FSA to pay for expenses for you and your eligible dependents that are not covered under your medical, dental, or vision plans.

A Limited Health-Care FSA is available to employees enrolled in the Health Savings Account Option; you can use this FSA specifically to reimburse yourself for dental, vision, and out-of-network preventive care expenses.

If you currently pay for daycare for your children or adult dependents, you can use the Dependent Care Account to reimburse yourself for these expenses.

How Flexible Spending Accounts Work

Forms and Contacts

Frequently Asked Questions about Flexible Spending Accounts

Group Long-Term Care Insurance

Effective June 30, 2013, Prudential Insurance stopped accepting new applications for group long-term care insurance. As a result of market changes, Prudential, along with most other long-term care plan providers, discontinued its group offerings for long-term care. 

For employees enrolled prior to June 30, 2013:

  • Your coverage remains in place.
  • The terms and conditions of your existing policy will not change.
  • Your renewable coverage is guaranteed.
  • Rates may increase at the discretion of the provider.
  • You may keep this insurance if you leave University employment, as long as you continue to pay the premiums.

University of Arizona Plan Group Certificate of Coverage

Important Information for Employees Paid over 9 Months

As a 9-month-pay employee, you do not receive paychecks during the summer months. Please be aware that benefit premiums for these summer months are pre-collected during the spring semester. If your benefits are effective as of January 1, the pre-collected amounts are evenly distributed throughout most of the pay periods in the spring semester.

If for any reason we are unable to pre-collect a portion of your summer premiums during any pay period in the spring semester, those missed amounts will be collected in a lump sum on your first available paycheck after your benefit elections/changes are effective. Lump-sum collections may be triggered by changes in your coverage level for a qualified life event or a hire date after January 1.

2019 pre-collected rates for employees paid over the 9-month academic year