The terms of a collective bargaining agreement between the Board of Regents, State of Iowa and UE Local 896/COGS, the union representing graduate teaching and research assistants at the University of Iowa establish wage rates for covered employees. A description of who is included in the bargaining unit and the wage provisions for 2018-19 academic/fiscal year are listed below. Additional terms of employment representing University policy for the 2018-19 academic/fiscal year follow the section on wages.
The exclusive bargaining representative shall represent all of the employees in the bargaining unit as described in the Order of Certification by the Iowa Public Employment Relations Board, Case No. 5463, dated May 6, 1996, as follows:
Including: All currently enrolled graduate and professional students with a twenty-five percent (25%) or more appointment (i.e., teaching at least one course and/or providing service for at least 10 hours a week) employed as: Teaching Assistants (FT19), Research Assistants (FR19) or Law Research Assistants (FL19), who provide services to the University in exchange for salary compensation.
Excluding: 1. Research Assistants (FR19 or FL19) whose appointments are (a) primarily a means of financial aid which do not require the individuals to provide services to the University, or (b) which are primarily intended as learning experiences which contribute to the students' progress toward their graduate or professional program of study or (c) for which the students receive academic credit. 2. Graduate students appointed on federal training grants or federal fellowships. 3. Graduate students appointed as Fellows, (FT52), if they are not providing services as Teaching Assistants (FT19), Research Assistants (FR19 or FL19) except as provided in paragraph 1 above. 4. Other graduate students holding any University appointments not specified in the "inclusions" above 5. Employees included in any other bargaining unit. 6. Confidential or supervisory employees and all others excluded by the Act.
Section 1. Minimum Salaries
- 2020-2021. The minimum salary rate for bargaining unit employees during the term of this Agreement will be $20,041 for a fifty percent (50%) academic year appointment and $24,486 for a fifty percent (50%) fiscal year appointment.
- Appointments at a different percent time will receive no less than the prorated minimum salary rate for the term of their appointment.
- Summer Session Teaching Assistant Appointments. The minimum salary rate for academic year bargaining unit employees during the term of this Agreement will be calculated as a percentage of the salary of an academic year appointment, as stated here: 3-week session (1 course): 2/9 of fifty percent (50%) academic year appointment; 6-week and 8-week sessions (1 course): 2/9 of fifty percent (50%) academic year appointment; 6-week and 8-week sessions (2 courses): 2/9 of one hundred percent (100%) academic year appointment.
- Summer Session Teaching Assistant Appointments. Summer session teaching assistants will be paid no less than the minimum salary rate for the previous academic year. Returning bargaining unit employees with academic year appointments who are on a summer appointment will have their base summer salaries calculated on their previous academic year salaries.
Section 2, 2020-2021 Academic and Fiscal Year (Returning Employees)
- Returning bargaining unit employees will receive minimum salary increases of two and one-tenths percent (2.1%).
- Returning bargaining unit employees who are continuing at a different percent time will receive no less than the prorated value of the salary increase for the term of their appointment.
Section 3. Salary Distribution
The total salary of full semester, full academic year, full fiscal year, full 8-week and full 6-week summer appointments shall be paid in equal monthly installments. The total salary of other appointments shall be paid in monthly installments proportional to the percentage of appointment worked per month.
Section 1. Letters of Appointment
- All newly appointed employees shall receive a letter of appointment that specifies the appointment title and the appointment percentage. Such appointment letter shall also include the effective dates, salary, teaching or work schedule, name and contact information of a tentative supervisor, and notification that health insurance is available and has deadlines for enrollment. The letter will also indicate that the University Benefits Office may be contacted for additional information regarding benefits associated with the appointment.
- Reappointed employees shall receive a letter of appointment no later than April 15 for the summer session and fall semester, or prior to November 1 preceding the spring semester, which specifies the appointment percentage. Such letters may be provided earlier if the terms of the appointment are known. For appointments which become available after April 15 or November 1, the employee will be notified in writing as soon as is feasible. Such appointment letters shall also include the effective dates, salary, teaching or work schedule, name and contact information of a tentative supervisor, and notification that health insurance is available and has deadlines for enrollment. The letter will also indicate that the University Benefits Office may be contacted for additional information regarding benefits associated with the appointment. If the department has previously committed to provide financial support over a period of time, the commitment shall be honored consistent with any appointment renewal guidelines in effect in the department.
- Teaching assistants will be informed of their specific course assignments and course supervisor as soon as determined by the appointing department.
Section 2. Appointment Postings
Departments and programs seeking to employ graduate assistants will post opportunities on the website maintained by the Employer:
No posting is required for appointments of less than twenty-five percent (25%) time, or if the position is intended for a returning graduate assistant or part of a recruitment package, consistent with any departmental guidelines that may exist for reappointment. For appointments required to be posted, each department or program shall post the appointments no later than March 1 for fall semester and summer session appointments, and no later than October 1 for spring semester appointments. Appointments that become available at different times shall be posted as they become known. Appointment postings will remain on the website until the position is filled. Each posting shall include:
- The process by which graduate students may apply for teaching and research assistant appointments in the specific department or program.
- Information will also include a brief description of the anticipated duties, probable number of teaching or research appointments, course titles for teaching assignments, percentage of appointment, and qualifications required by the employer for appointment.
- Information provided will also include the application deadline and the name or location of an office where inquiries or applications may be made.
Hours of Work
Section 1. Hours of Work/Percentage of Appointment as Employees
- Employees' hours of work are reflected in their percentage of appointment. Such hours of work are separate and distinct from the requirements imposed by academic programs in which employees are enrolled as students.
- It is understood that graduate assistant employees are engaged in professional activities of such a nature that the output produced, or the result accomplished, cannot be precisely standardized or measured in relation to a given period of time and that the time necessary to accomplish an assignment will vary.
- The appointment level shall be based on the appointing department's determination of the amount of time it should normally take to perform the assigned duties including orientation and training. Satisfactory performance of these duties shall not ordinarily require an effort exceeding the amounts listed below for standard appointments. However, the average number of hours per week over the course of a full appointment period as described herein, is an estimate rather than an exact time specification as illustrated below:
|Standard Appointment Percentages||Weekly Hours Averaged Over Period of Appointment|
|Three quarters (75%)||30|
Section 2. Off-Standard Appointments
The Employer may designate additional "off-standard" percentage appointments in which the hours of effort are proportionately consistent with the percentages listed in Section 1(c) above.
Section 3. Departmental Review of Appointments
Department chairs shall review each graduate assistant assignment to assure consistency and that appointment percentages accurately reflect the weekly hours of work averaged over the period of appointment described in this Article. Departments shall identify the task areas of the appointment and the approximate time expected to be dedicated to each of the task areas assigned over the term of the appointment, as either a weekly average or as a cumulative amount over the term of the appointment. This information will then be provided in writing to the employee at the beginning of their appointment.
If at any time over the course of an appointment, a graduate employee reasonably believes that the duties routinely require hours which will cumulatively exceed the hours of effort required by the appointment percentage over its full term, the employee may raise the matter with the Departmental Executive Officer (DEO). If no satisfactory resolution is achieved, the matter may be raised at Level 2 of the grievance procedure. In the event that an employee's claim is sustained informally or at any step of the grievance procedure, the Employer shall increase such employee's salary proportionately to the extra hours of effort required, or at the Employer's option if there is enough remaining time in the appointment, shall make an adjustment for the remainder of the appointment so that hours of effort are decreased proportionally.
Section 1. Grievance Definition
A grievance shall be a complaint alleging a violation involving the application and interpretation of provisions of the graduate assistant terms of employment.
Section 2. Representation
An aggrieved employee may be accompanied at all stages of the grievance procedure by a witness observer or support person. The employee may be accompanied by legal counsel of his or choosing in lieu of a witness observer or support person in all proceedings of the procedure after Level 2.
Section 3. Time Limits
Failure to appeal a grievance from one level to another within the time periods hereafter provided shall constitute a waiver of the grievance. By mutual agreement, the parties may extend any and all time limits.
Section 4. Adjustment of Grievances
An effort shall first be made to adjust an alleged grievance informally between the employee and the immediate supervisor. Such informal efforts to resolve the grievance must be initiated within thirty (30) days following the time at which the aggrieved party could reasonably have been aware of the grievance. However under no circumstance shall a grievance be considered timely after twelve (12) calendar months from the date of the occurrence.
Level 1: If the grievance is not resolved through informal discussions, the grievant shall, within forty-five (45) days following the time at which the aggrieved party could reasonably have been aware of the grievance, commit the grievance to writing and describe the nature of the dispute and the remedy sought. The Departmental Executive Officer, or designee from within the department, shall meet with the grievant and shall give a written decision of the grievance to the parties within fourteen (14) days after receipt of the written grievance.
Level 2: In the event the grievance is not resolved in Level 1, the decision rendered may be appealed to the Dean of the College or Vice President of the division, provided such appeal is made in writing within fourteen (14) days after receipt of the decision in Level 1. If a grievance has been appealed in Level 2 as described above, the Dean/Vice President or designee shall set a mutually satisfactory time to meet regarding the grievance to be held within ten (10) days after receipt of the appeal. Within ten (10) days after the meeting, the Dean/Vice President or designee shall issue a decision to grievant(s).
Level 3: In the event the grievance is not resolved in Level 2, the decision may be appealed to the Vice President for Human Resources and Dean of the Graduate College, provided such appeal is made in writing within fourteen (14) days after receipt of the decision in Level 2. If a grievance has been appealed to Level 3, as described above, the Vice President, Dean or their designee(s) shall set a mutually satisfactory time to hear the grievance within ten (10) days after receipt of the appeal. Within ten (10) days after the meeting, the Vice President or designee shall issue its decision in writing to the parties involved.
Section 5. Employer Time Limits
The failure by the Employer or any of its representatives to give a decision within the prescribed time limits under this Article shall permit the employee to proceed with the appeal to the next level. Notwithstanding this provision, the Employer fully accepts its good faith obligation to process grievances, confer with grievant(s), and issue written decisions in accordance with the procedure described above.
Section 6. Emergency or Grievances of a General Nature
Grievances of a general or emergency nature or grievances affecting a class or group of employees may be initiated at Level 3.
Section 7. Arbitration Procedure
- Request: The grievant may submit a grievance to arbitration, provided written notice of intent to arbitrate is delivered to the office of the Vice President for Human Resources within twenty-one (21) days following receipt of the decision in Level 3 of the grievance procedure.
- Selection of Arbitrator: Upon submission of a request for arbitration, the parties may within ten (10) days after the request to arbitrate, attempt to agree upon the selection of an arbitrator. If no agreement on an arbitrator is reached, either party may request the Federal Mediation and Conciliation Service (FMCS) to submit a panel of seven arbitrators. Within ten (10) days after receipt of the panel, the parties shall alternately strike names and the remaining name shall be the arbitrator to hear the grievance. The parties shall promptly notify the arbitrator of her/his selection.
- Hearing: The grievance shall be heard by a single arbitrator and both parties may be represented by such person or persons as they may choose and designate, and the parties shall have the right to a hearing at which time both parties will have the opportunity to submit evidence, offer testimony, and make oral or written arguments relating to the issues before the arbitrator.
- Decision: The arbitrator so selected shall confer with the Employer and employee representatives and hold hearings within six (6) months of her/his selection and shall issue her/his decision not later than thirty (30) days from the date of the close of the hearings or, if written briefs have not been waived, then from the date the final statements and proofs on the issues are submitted to her/him. The arbitrator's decision shall be in writing and shall set forth her/his findings of fact, reasoning and conclusions on the issues submitted. The arbitrator shall not have power to alter, add or detract from the specific provisions for graduate assistant employment. The decision of the arbitrator shall be submitted to the parties and shall be final and binding on the parties.
- Expenses: The cost for the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel and subsistence expenses shall be borne by the employing department. Any other expenses incurred shall be paid by the party incurring the same.
- All graduate assistant employees appointed for a total of twenty-five percent (25%) or more for the entire semester, academic year or fiscal year will be assured a minimum tuition scholarship for fall and spring semesters.
- The minimum tuition scholarship will be defined in relation to a full time load of nine (9) semester hours, and shall be prorated for a lesser number of credit hours enrolled.
- All graduate assistant employees appointed at twenty-five percent (25%) or more will receive one hundred percent (100%) tuition scholarship each semester based upon the Board of Regents resident graduate student tuition rate for the College of Liberal Arts and Sciences (CLAS).
- All graduate assistant employees appointed at twenty-five percent (25%) or more and assessed the College of Education Tuition Supplement will also receive a tuition scholarship for one hundred percent (100%) of the College of Education tuition supplement for fall and spring semesters.
- All graduate assistant employees appointed at twenty-five percent (25%) or more will receive a fee scholarship for fifty percent (50%) of the mandatory student fees assessed for fall and spring semesters.
On a program basis, employing units may exceed the minimum level of tuition or fees scholarship provided above.
Section 1. Health Insurance
- Plan Choices: Graduate assistant employees may choose between UI Grad Care or the Student Health Insurance Plan. Specific information regarding these plan options is available through the Benefits Office of the University Human Resources Office. Each year all eligible employees shall automatically continue coverage under the same insurance plan as long as they remain eligible for coverage, unless they indicate a desire to change their coverage. Any changes in plan choices or dependent coverage after the annual enrollment period must be made within thirty (30) calendar days of any qualifying event impacting their employment or family status, such as marriage, divorce, birth, adoption, death or loss of eligibility for coverage by spouse or dependent.
- Individual Coverage: The Employer will contribute, for graduate assistant employees with academic or fiscal year appointments who elect the single UI Grad Care Plan, ninety percent (90%) of the premium cost per month.The Employer will contribute, for bargaining employees with academic or fiscal year appointments who elect the single Student Health Insurance Plan, ninety percent (90%) of the premium cost per month.
- Dependent Coverage: When dependent coverage is elected by the employee, the Employer will contribute seventy percent (70%) of the premium cost per month for dependent coverage (Employee/Spouse, Employee/Family) toward the UI Grad Care Plan or the Student Health Insurance Plan (Student/Spouse, Student/Children, Student/Family).
- Coverage: The provisions of UI Grad Care can be found in Appendix A.
- Domestic Partners: Same-sex and opposite-sex domestic partners will be eligible for coverage and for Employer contributions toward Employee/Spouse or Employee/Family insurance programs, provided they meet the University's standards of eligibility for domestic partner coverage. No contribution will be made if dependents, spouses or domestic partners are eligible for coverage under any other substantially equivalent employer-sponsored plan.
Section 2. Dental Insurance
- Employer Contribution: The Employer will provide, for graduate assistant employees with academic year or fiscal year appointments of twenty-five percent (25%) or more, who elect single coverage, eighty-five percent (85%) of the premium cost for dental insurance each month. When dependent coverage is elected by the employee, the Employer will contribute seventy percent (70%) of the premium cost per month for dependent dental coverage (Employee/Spouse, Employee/Children, Employee/Family).
- Coverage: Provisions of the dental insurance plan are outlined in Appendix B of this agreement.
Section 3. Period of Coverage
Graduate assistant employees appointed for a semester will receive the monthly insurance contribution for the semester appointed. Spring semester appointments will receive two (2) additional contributions for summer coverage. An employee commencing an appointment of more than a semester after the beginning of the academic year shall receive the monthly insurance contribution for the duration of the appointment, including coverage for the summer. Summer coverage may be waived by a graduate assistant employee upon written request to the Employer. Insurance contributions for graduate assistant employees terminating during the term of their appointment will cease the month in which such termination occurs. Insurance contributions for fiscal year appointments will cease the month in which the appointment concludes. Notwithstanding the foregoing, insurance contributions for graduate assistant employees graduating from the institution will cease the month in which such graduation occurs.
Section 4. Employee Contributions
The cost of any health or dental insurance plan elected by the employee in excess of the Employer's contribution shall be paid by the employee through monthly payroll deduction.
Section 5. Double Spouse Credit
The Employer will provide the full cost of the health and dental plans selected, if and only if, both members of an employee-spouse/domestic partnership are graduate assistant employees with appointments of twenty-five percent (25%) or more. This double spouse credit only applies to the Grad Care or Student Health Insurance plans.
Section 6. Insurance Increases
Any changes in premium and resulting contribution rates will be effective on September 1 of each year.
Section 7. Eligibility
To be eligible for Employer contribution as provided in this Article, an employee must be on an appointment of at least a semester and at least a twenty-five percent (25%) appointment. Employees with an appointment of less than a semester appointment shall not be eligible for Employer contribution, but may participate in an insurance plan at the employee's own expense through payroll deduction.
Healthcare & Dependent Care Spending Accounts
Section 1. Spending Accounts
Graduate assistant employees may enroll in pre-tax spending accounts through payroll deduction, to provide reimbursement for qualified healthcare and dependent care expenses, on the same terms and conditions as other University staff. The University retains the right to make changes in the administration of these accounts, consistent with Internal Revenue Service regulations.
Paid Leaves and Holidays
Section 1. Paid Leaves
- All employees with an academic year or semester appointment shall be allowed five (5) working days of absence per semester, without pay deduction.
- All employees with a fiscal year appointment shall be allowed fifteen (15) working days of absence without pay deduction.
- For purposes of this article, a working day is a day an employee is scheduled to work.
- All paid leave must be scheduled with the approval of the employee's supervisor, to assure the maintenance of University operations. Such approval will not be unreasonably denied.
- In the event that the Employer specifically requires the employee to remain at work during previously approved leave time, the department shall give such employee thirty (30) days notice except in case of emergency. At such time, the Employee and the Department shall reschedule the leave time.
Section 2. Sick Leave
- Employees may be absent due to illness without loss of pay not to exceed 13.5 days during an academic year appointment, and eighteen (18) days during a twelve (12) month appointment. Different appointment periods will receive sick leave on a proportionally equivalent basis.
- For purposes of this provision, a day of sick leave means a day an employee is scheduled to work and is absent due to illness.
- If an employee has exhausted paid sick leave due to illness, he/she may request an unpaid leave of absence which will be granted at the sole discretion of the employer consistent with any applicable State or Federal regulations, or alternatively may request additional paid sick leave in accordance with Section 5 below.
Section 3. Family Illness Leave
Employees may use available sick leave for care of and necessary attention to ill or injured members of the immediate family (as defined in Section 4 of this article) or for parental leave including birth and adoption. Use of sick leave for this purpose is limited to five (5) work days per year.
Section 4. Bereavement Leave
- Employees may use available sick leave for three (3) work days when a death occurs in the employee's immediate family.
- For purposes of this section, the term "family" shall mean spouse, domestic partner, child, step child, foster child, parent, step parent, foster parent, grandparent, grandchild, sibling, brother-in-law, sister-in-law, or parent-in-law, and corresponding relatives of the employee's spouse/partner.
Section 5. Additional Paid Leave
Notwithstanding the provisions of Section 1-Paid Leave, Section 2-Sick Leave, Section 3-Family Illness Leave , and Section 4-Bereavement Leave, departments may grant additional paid leave. Such leaves may be granted provided the department determines the employee is able to meet the time and effort obligation reflected in the percentage of appointment over the full term of his/her appointment as defined in Article VII, Section 1.
Section 6. Jury Duty
- Employees on jury duty will not incur a loss of pay for time spent on jury duty. Upon return from jury duty the employee shall remit any amount of pay received for jury service to the employer, less any amount paid for travel or personal expenses.
- An employee summoned as a juror shall immediately inform his/her supervisor of the absence. An employee who reports for jury duty and is dismissed shall be expected to resume his/her normal duties following dismissal from service.
Section 7. Coverage Responsibility
In the event of the absence of a teaching assistant pursuant to this Article, it is the responsibility of the teaching assistant to make a good-faith effort to find a replacement. However, the department is responsible to assure the coverage of classes.
Section 8. Holidays
- Employees shall receive the following paid holidays which occur during the term of their appointment: New Year's Day, Dr. Martin Luther King, Jr.'s Birthday, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Friday after Thanksgiving Day, Christmas Day, a day before or after Christmas Day.
- Monday will be recognized as a holiday for all holidays occurring on a Sunday and Friday for all holidays occurring on a Saturday.
- Employees may be absent for the above holidays unless the department specifically requires the employee to be on duty. At such time, the department and the employee shall schedule alternate paid time off. Departments will make an effort to minimize holiday work for employees and if it requires work on a holiday, shall provide such employee(s) with no less than thirty (30) days written notice, whenever feasible.
- Employees taking paid leave contiguous with a holiday shall not have the holiday counted against their paid leave.
Unpaid Leaves of Absence
Section 1. Personal Leave of Absence
- An employee may be granted an unpaid leave of absence during the term of the individual's appointment, upon request to and at the sole discretion of the Employer.
- Additionally, the Employer shall authorize leave requests in accordance with the provisions of the Family and Medical Leave Act of 1993 for qualifying individuals.
The Graduate College and Departments will collaborate with University Human Resources Faculty and Staff Disability Services Office (FSDS) to administer all workplace accommodation needs (including new or ongoing health conditions) for graduate assistants. This is consistent with the process for faculty and staff employees. What this means is a graduate assistant with health condition that results in a need for time away from work -or- assistance while at work, the student and the department will work directly with a member of the FSDS team.
What you need to know:
- If a student reports that his/her health is impacting the ability to perform job duties, the student may need a workplace accommodation. If so, you must work with Faculty and Staff Disability Services to determine the appropriate accommodation by completing the following form found on the FSDS website:. https://hr.uiowa.edu/fsds and complete the Consult Form.
- If you would like a confidential conversation with the FSDS office directly to discuss the graduate assistant’s health needs, please contact an FSDS staff member at 335-2660 or email FSDS@uiowa.edu.
- Students needing academic accommodations should apply through Student Disability Services in addition to FSDS for workplace accommodations.
The centralization of leave and disability and the involvement of FSDS will ensure that graduate assistants will be appropriately accommodated.
Travel and Lodging
Section 1. Travel and Lodging
When graduate assistant employees are required to travel related to their employment, they will be reimbursed for their travel and lodging expenses consistent with University policy as applied to other University faculty and staff.
Issues of General Application
Section 1. Work Rules
- At the beginning of each appointment, the department shall review any work rules or departmental policies relevant to the appointment, not limited to but including the access and use of office supplies and equipment, including computers, printers and copiers related to employment as determined by the employer, and any health safety and security policies that may be relevant to their employment. Any questions regarding these rules and policies during the term of the appointment should be addressed to the individual supervisor or their designee.
Health and Safety
The Employer agrees to provide a safe work environment for graduate assistant employees, consistent with applicable State and Federal regulations.
Section 1. Personnel Files
- The Employer will maintain personnel files for each graduate assistant employee. Only documents which pertain to the individual's employment and/or job performance will be included in such files. Documents which pertain only to an employee's academic progress will not be included in a personnel file.
- Employees will have the right to inspect their personnel files at a reasonable time and place as scheduled by the Employer. Access to personnel files will be limited to authorized representatives of the Employer, the employee, and a representative if so designated in writing by the employee.
- An employee shall have the right to respond to all materials contained in her/his file. Such responses shall be attached to the related report and become part of the personnel file.
- An employee may request in writing removal of any item in the file. Such request for removal must be received no later than ninety (90) days after placement of the item in the file. The written request shall also contain a rationale for the requested removal. If the Dean and the Provost agree, the item shall be removed from the personnel file. If the Dean and the Provost deny the request for removal, they will notify the employee in writing within thirty (30) days from the date of written request including the reason for denial.
- Any complaints directed toward an employee which are placed in her/his personnel file shall be promptly called to the employee's attention in writing and identified as being added to the file.
- The employee shall have the right to copies of contents of the file at her/his expense pursuant to 91.B1 of the Iowa Code.
Section 1. Performance Expectations
At the beginning of each appointment, the supervisor shall provide the employee with their expectations for performance in the position. This shall include any expectations for effort allocation, teaching or research methods, communication requirements, and include the criteria on which any job performance evaluation will be made, as well as when such evaluation will be provided.
Section 2. Performance Evaluation
- The employee shall be evaluated based upon criteria related to their job performance, skills and professional development. Forms and criteria used for performance evaluations may vary by department. Each department may develop its own standard scale for evaluating employees. The evaluation form shall include an overall assessment of the employee's performance.
- Any evaluation shall be reviewed by the evaluator with the employee upon its completion. The employee shall sign the evaluation form to indicate that the evaluation has been discussed with the employee and that the employee has received a copy of the evaluation. Signature of the employee does not necessarily mean that the employee agrees with the evaluation. Employees shall have five (5) working days to provide a written response to or comments on their evaluations. Such response and/or comments shall be attached to the evaluation.
- An employee shall have the right to grieve an evaluation only if the overall assessment is less than satisfactory and such evaluation results in an adverse action by the Employer.
The Employer will provide training for teaching and research assistants consistent with the Iowa Code, Board of Regents and University policies or when otherwise warranted. Such training shall also be consistent with the expectations for the individual employee's performance. This may include assistance in the areas of teaching methods, evaluation of student performance, oral and written communication, subject matter, research methods, laboratory procedures, and/or administrative procedures. Employees may be required to attend such training, and may request additional training to be provided at the discretion of the Employer.
UI Grad Care - Plan Provisions
- Co-insurance Percentage - 10%
- Out-Of-Pocket Limit - Single/Family $1,000/$1,700; Drug Card - $1,000/$1,700
- Pre-existing Condition Waiting Period - None
- Pre-approval of Inpatient Admissions - Required
- Second Surgical Opinion - Voluntary
- Prior Approval for Outpatient Surgery - Physician Discretion
- Benefits Available from Nonmember Providers - Not available without approved referrals.
- Office Calls - $10 co-pay
- Routine Physicals - $0, lab tests and materials - 10% co-insurance
- Well-Child Care - $0, including required immunizations
- X-Ray and Lab - 10% co-insurance
- Routine Eye Exam - $10 co-payment ($0 at UIHC)
- Hearing Exam - $10 co-payment
- Room & Board - 10% coinsurance after $125 daily deductible. Pre-approval of admission required. Semi-private room.
- In-Hospital Physician Services - 10% co-insurance
- Inpatient Surgery - 10% coinsurance
- Out-patient Surgery - 10% coinsurance
- Inpatient Supplies/Drugs - 10% coinsurance
- Inpatient Tests, ICU, Operating Room, specialized care, etc. - 10% coinsurance
- Immunizations - $0
- Allergy Treatments - $10 co-payments
- Chiropractor - $10 co-payment, referral for over 12 visits
- Ambulance - 10% co-insurance
- Organ Transplants - prior approval
- Emergency Room Care - 10% coinsurance after $50 co-payment
- Physical Therapy - 10% coinsurance
- Blood, etc. - 10% coinsurance
- Durable Medical Equipment - 10% coinsurance
- Outpatient Chemotherapy - 10% coinsurance
- Speech, Occupational & Respiratory Therapy - 10% coinsurance
- Dental Accident Care - 10% coinsurance within 6 months of injury
- Dependent Child Age Limit - end of the calendar year the child turns 26
- Lifetime Maximum - none
- Prescription Drugs - Rx Card $7 or 25% whichever is greater
- Contraceptives â€“ Generic and brand-name drugs without a generic and devices: $0; Brand-name drugs with a generic: 25%
- STI, HIV & HPV testing & counseling - $0
- Mental Health - 0%; 50%
- Outpatient Substance Abuse - 10% coinsurance
- Employees and their families must use a University of Iowa provider and facility for their health services. These providers include the Student Health Clinic (restricted to only University students), Family Practice, Internal Medicine, Obstetrics and Gynecology, Pediatrics, or any of the University Community Health Clinics, such as the North Liberty and the Southeast Iowa City Clinic. Benefits under this plan are also provided for services received from out-of-area providers in cases of emergencies or accidental injuries, referrals under special circumstances, and for individuals temporarily living out of the area who have notified the University Benefits Office before leaving the area. A separate panel of providers is available for mental health and substance abuse care provided under 37 and 38 above.
Dental Plan Provisions
|Diagnostic and Preventive Services:||100% / 0%|
|Routine and Restorative Services:||80% / 20% after $25 deductible per year
for single, $75 for family
|Major Restorative Care:||50% / 50% after $25 deductible per year
for single, $75 for family
|Maximum annual benefit of $1,000 per person, exclusive of accident care covered under Medicaid.|