| REF ID |
DATE |
Comment |
340 |
10-06-2008 |
I would like to see Purdue start offering some type of benefits for Hearing Aids. We have an aging population for one thing, but there are also many of us who have hearing issues earlier that can't afford the prices of hearing aids. Having them covered even at 80% would help tremendously.
|
339 |
10-02-2008 |
I notice the costs for medical insurance for Purdue/individuals have gone up. I "opt out" of Purdue's medical care and purchase my own, via my status as a retired veteran. Costs for purchasing my own insurance are going up as well. My question is why haven't we seen a proportionate increase in the amount paid to people who opt out of Purdue medical? Thanks very much.
|
338 |
09-30-2008 |
Thank you for all the information made available on the new parental leave policy. I am very glad the University understands the benefits for staff retention, recruitment and morale this policy will have. The US lags most other industrialized nations when it comes to family-friendly work policies; this policy is a welcome change for Purdue employees.
|
337 |
09-30-2008 |
I agree raising the mdical plan premium tier from $38,000 to $40,000 is a joke. What about all those years it didn't change at all??? There needs to be a break for those of us earning over $40,000 but less than $150,000 - $200,000!!!!!!
|
336 |
09-30-2008 |
I read with much disgust in the Purdue Today that read, &Board of Trustees approved a proposal to add a paid parental leave benefit for employees. The new paid parental leave policy allows both male and female faculty, staff and graduate staff to take paid time off for a birth or adoption, effective Wednesday (Oct. 1) . Outrages! My question is, what about those of us that are beyond the child bearing years ? Will the Board award yearly bonuses for saving the univeristy millions of dollars for no more kids? Age discrimination? I'm sure you'll be hearing from more upset employees.
|
335 |
09-30-2008 |
$40,000 is not a reasonable cut-off for higher insurance premiums. The first tier cut-off should be at least $75,000, with another tier with even higher premiums at $150,000. Consider the percentage of premiums v. income when deciding the cut-off tiers. A person making $41,000/year is paying a much higher percentage of their income in premiums than someone earning $75,000 or $150,000.
|
334 |
09-29-2008 |
What a joke. It was announced today that the medical plan premium tier was moved from $38,000 to $40,000. Big deal. It is WAY out of wack with the cost of living. $40,000 is barely a livable wage for a single person. That is an increase of just over 5%. Then the next article states insurance costs are rising up to 6%. It's nice to know that we are supplementing those making 4, 5, and 6 times more than we do!
|
333 |
09-29-2008 |
I want you to know how angry I am with the change over to UMR. I am an educator with the Purdue Extension Service in a rural county. I am now being FORCED to end my relationship with a doctor I have had for 40 years, my local hospital is off limits and my wife is going to have to end her relationship with her doctor. Also out of network is my son who see a counselor for Autism. These are relationships YOU are forcing me to end. I want you to know you are really hurting us.
|
332 |
09-19-2008 |
I feel we need to get a different insurance plan at Purdue Incentive PPO the UMR does not cover any thing! This insurance is just like not having insurance and we are paying premiums out of our paychecks. This UMR systems in a scam, just taking our monthly payments each month and GIVING US NOTHING IN RETURN! THIS IS NOT FAIR TO THE PURDUE EMPLOYEES. The 90 day grace period forms are being denied for 99% of the claims is what one of my doctors offices is saying. They have not had one come back approved so far.
|
331 |
09-16-2008 |
Are there currently plans to have a ROTH 403(b)? If not, I ask that this option be given consideration. As you may know the traditional Roth provides for $5,000 annual contributions and is subject to an income limitation of $101,000 for this tax year. The new program for government employers allows employees to contribute $15,500 to a Roth 403(b) plan without income limitations. This would allow all of our employees to participate and make larger contributions than in the traditional Roth. The University of Illinois has adopted the program: https://nessie.uihr.uillinois.edu/cf/benefits/index.cfm?Item_ID=3995
|
330 |
09-12-2008 |
Comment for feedback - Regarding PTO time- I think it's the worst system. The hospitals have it and it does not discriminate between sick leave and vacation time. To be able to track sick leave vs vacation leave, I like our system presently used. For those people who do not abuse their sick leave, it's a great system!
|
329 |
08-19-2008 |
yes I fully agree. I'm sure there is a better dental insurance out there!
|
328 |
08-07-2008 |
I pay extra for delta dental insurance, so I can go to my dentist. Yesterday I went and I was told Delta REQUIRES me to pay the whole thing and they will reimburse me. I guess they don't want to pay what they are supposed to. If we can't afford it they are off the hook. I pay a lot, just paying the premium, to have insurance that I can't afford to use. I feel stuck, because I have to provide dental for my child through the court. We need a different dental insurance to give them some competition
|
327 |
07-29-2008 |
I think if PTO leave is implemented at Purdue, we will actually lose some of the benefits we now have; 40A and 70A employees especially. We've already been hit once! Faculty, most generally, do not submit the paperwork for leave and just take off. It's hard to monitor they're leave because they can claim they were out-of-town or working from home.
|
326 |
07-18-2008 |
I reached the over $38,000 threshold for medical insurance premiums also. The higher premium was taken out of my first check of the new fiscal year. If I remember correctly, I already had a contract for my fees for January 1-December 31, 2008. The restructuring of the insurance premiums fees was part of a letter sent to Jim Almond on December 12 by the APSAC for review. Looks like it hasn't been reviewed. More information is available in the Inside Purdue dated 01-08-2008 on page 4. I saved the issue and have not seen any progress.
|
325 |
07-14-2008 |
Dear Benefit Professionals, I have become distressed as I have just learned what my raise is for this year. Not because of the raise in pay, but because I just went over the $38,000 breakpoint for paying more for my health insurance. I thank the University for allowing me the opportunity for this benefit, however, I think the $38,000 breakpoint is out of date. Better yet, could a multiple tier plan be put into place so that this increase in premiums is not more than double. Thank for your time.
|
324 |
06-30-2008 |
I would like to see Purdue consider offering an FSA Visa card to use when paying for appropriate FSA expenses. Thank you.
|
321 |
06-23-2008 |
I hope Purdue never goes to a blanket paid time off. Haven't you ever worked with someone who takes a sick day the minute they've accrued it? Some people are not responsible. I also suspect the number of days allotted would be much fewer than we are given now. If Purdue goes to the new system, I hope staff are given the option to keep their existing leave the way it is until they retire or quit. Staff have been asked to make too many changes lately.
|
319 |
06-10-2008 |
Everyone who supports paid time off should understand that such a policy would not just combine your current allowance for vacation and sick leave. PTO would have to mean fewer days than the total of these two, and would almost certainly mean the end of cashing in on unused sick leave at retirement. The fact is that most sick leave is not used and is "lost" when employees terminate. Paying everyone for all those hours would not be feasible.
|
*
318 |
06-08-2008 |
Next week I am presenting a paper at a professional conference. My prescription for Crestor runs out when I am out of town so I asked CVS for enough pills for the week. This request was denied. I had to pay full price for the week's pills. The "vacation over-ride"was denied in this case. Several CVS pharmacists tried to solve this problem, to no avail. * Please call 765-494-2222 (benefits customer service) for help.
|
317 |
06-03-2008 |
I can't see any reason to NOT go to PTO. Why is there ever a need to explain what you are using your time off for? You either offer the benefit or you don't. Please consider PTO...assuming it would be increased with years of service...
|
316 |
06-03-2008 |
Not sure how you would differentiate sick days between cs & AP staff but I'm all for PTO. Having to label a sick day as personal or family use encourages dishonestly when a family member is sick more often than the employee. PTO should be equal among single & family households. These benefits are listed upon employment but not everyone gets the benefit equally...especially since all unused sick leave is not compensated upon termination.
|
315 |
06-03-2008 |
United Healthcare and Delta Dental seem to have a problem with reading their own policies & providing claims they've already approved. After calling them AGAIN, they said "whoops...it will take up to another 30 days to reprocess". In the meantime, our provider(s) are left w/o proper payment. I have used my time to figure out what happened. It always seems to happen at the end of a quarter when they could be benefitting the most from possible interest earnings? I just don't want the hassle. I understand errors occassionally but this seems to happen more often than not.
|
314 |
05-30-2008 |
Please consider changing the plan to allow patients to request exceptions/exemptions to be made for out of network providers when there is no one in network available or qualified to perform a particular service. Currently, the closest doctor who performs Mohs Micrographic Surgery (skin cancer) is in network and is not a PHCS provider. Fiserv tells me that they do offer plans where exceptions may be requested, but that Purdue does not have that option in its plan.
|
313 |
05-30-2008 |
I want to thank HRS and especially XXXXX XXXXX for all of the help and persistance in sorting out benefit details. We had real obstacles getting information from another institution and HRS staff worked very hard and kept in contact with me. Things were handled very professionally and carefully. I just wanted to share my appreciation for all the hard work HRS does. THANK YOU!
|
