Time Off: including Sick, Leave of Absence, University Paid Time Off
Indiana University’s Tuition Benefit supports the educational mission of IU and reduces the cost of IU courses for its employees and their dependents. Eligible individuals are provided a subsidy toward the tuition costs associated with attending Indiana University classes or a tuition waiver in the case of Indiana University High School (IUHS) courses. The plan is available to eligible employees, former employees with IU Retiree Status, and former employees receiving long-term disability benefits.
The FMLA is a federal law which entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.
The resources below provide comprehensive information for Indiana University managers, supervisors, and employees.
Indiana University is committed to offering a benefits program that provides value while containing costs. IU full-time and part-time (appointed at 50% FTE or greater) employees, Graduate Assistants (37.5% FTE or greater), and Retirees now have access to a greater variety of plans in this offering of the IU Voluntary Benefits Program.
This program is designed around products that can help save money and protect assets. Enrollees pay 100 percent of the cost for plans in the program; however, the group rates are more affordable than what one would pay as an individual, and premiums for most plans can be paid for by a single, after-tax payroll deduction.
Indiana University contracts with Aetna Health to offer comprehensive health plans at reasonable prices for students at all IU campus locations (Bloomington, Indianapolis, Gary, Richmond, Kokomo, New Albany, South Bend) and their dependents.
Take time to browse our online resources, look at our plans in detail and read the FAQs
For detailed information, click here.
Benefit plans can be affected by family status changes, some of which qualify as an official change in status by the IRS (e.g., marriage or birth of a child). Plans not affected by this change are listed behind the tab to the left, "Enroll in a Plan or Make Plan Changes."
Generally, when you enroll in benefits as a new employee, enrollment begins on the date of hire, and you cannot make any changes until the next Open Enrollment period. However, if you experience a qualified change in status, you can make mid-year changes under the law.