Mandated Benefits
- Social Security/Medicare: Consistent with the Social Security Act of 1938, the University contributes one-half of Social Security and Medicare taxes for all employees. Employees pay the other half as an automatic payroll deduction.
- Worker's Compensation: In compliance with Washington State law, the University provides industrial insurance to protect employees who sustain work-related injury or illness. The University pays the majority of the premium, which is based on hours worked. Employees also pay a share of the premium. Please review Section V, Safety and Health and Appendix 1 Accident Prevention Program for a detailed description of the University's safety program.
- Unemployment Compensation: As a Washington State employer, the University contributes to the State Employment Security Fund. Employees who meet the legal requirements are eligible to receive unemployment compensation. Please contact the nearest Employment Security Office for complete information.
- COBRA (Consolidated Omnibus Budget Reconciliation Act): Employees covered by the University's medical and dental insurance plans may choose this continuation coverage if they lose group coverage(s) because of certain "qualifying events." Coverage is identical to that provided to current employees and their dependents.
Qualifying Events:
- loss of health coverage due to reduced work hours, termination of employment (other than for misconduct);
- death of employee or covered parent;
- divorce or legal separation;
- for spouse and dependent children, an employee's entitlement to Medicare benefits;
- child ceases to be an "eligible dependent child" under the University's group health plans. Under COBRA, employees or a family member are responsible for informing Gonzaga University's Benefits Office of a divorce, legal separation, or a child's loss of dependent status under the selected health plan.
This is only a summary of COBRA legislation. Please contact the Benefits Office for detailed information.
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