The Benefits Department is proud to serve the university community by providing great benefits and excellent customer service. See below for insurance options.
- State benefits enrollment must take place within the first 60 calendar days from the date of hire.
- FIU benefits enrollment must take place within the first 90 calendar days from the date of hire.
- Benefits Guide
- Dental Insurance / Comparison
- Health Insurance / Comparison
- Life Insurance
- Reimbursement Accounts
- Plan Descriptions, Summaries and FAQ
- Shared Savings Program
Who is eligible?
- Administrative employees are eligible for FRS Pension Plan, FRS Investment Plan, Optional Retirement Program (ORP), and Voluntary Retirement Plans (403b/457).
- Executive Service employees are eligible for FRS Pension Plan, FRS Investment Plan, Optional Retirement Program (ORP), and Voluntary Retirement Plans (403b/457).
- Staff employees are eligible for FRS Pension Plan, FRS Investment Plan, and Voluntary Retirement Plans (403b/457).
- Temporary employees are eligible for Voluntary Retirement Plan (403b/457).
- Faculty members are eligible for FRS Pension Plan, FRS Investment Plan, Optional Retirement Program (ORP), and Voluntary Retirement Plans(403b/457).
Retirement Benefits (Enroll with State/Provider)
- FRS Pension
- FRS Investment
- State University System Optional Retirement Program (SUSORP)
- SUSORP Provider List
- MyRetirementManager Guide
Voluntary Retirement Contributions
Voluntary Savings plans are tax-favored retirement plans that allow employees to save for retirement and supplement income from other pension sources. Although both our current 403(b), 457(b) Deferred Compensation and our new Roth 403 (b) plans are vehicles used for retirement investing, the major difference is the tax treatment.
- NEW Roth 403(b) Retirement Option: Currently approved Roth providers are TIAA and VOYA. As with our current pre-tax option, employees must open a Roth account with the selected provider and then complete our online Retirement Contribution Voluntary form.
- In a 403(b) and 457(b) plans, scheduled contributions are deducted from your paycheck before tax contributions are calculated. This is called a pretax contribution which reduces the taxable income. Withdrawals are taxed as ordinary income, so the amount you owe depends on what other income you had for the year.
- In a Roth 403(b) plan, contributions are deducted from your paycheck after-tax contributions are calculated. There are no tax deductions with a Roth 403(b). Earnings in a Roth are tax-free, and withdrawals of funds from a Roth are made in a tax-free in retirement.
- 403(b) & 457 Providers list and how to enroll
- IRS 2020 Limits for Voluntary Contributions
IRS 2020 Limits for Voluntary Contributions
403(b) Pre and Post tax
Under age 50
Age 50 and over
- FIU 403(b) Plan Document
How to enroll and update your voluntary retirement contributions:
- Access PantherSoft HR Employee Self Service.
- Enter your FIU credentials to log in.
- Click the Employee tab.
- Navigate to: Human Resources Self Service > Employee Self Service > Employee Forms.
- Click on Benefit Forms.
- Select Retirement Voluntary Contribution.
Sick / Catastrophic Leave Pool
Sick Leave Pool
Participation in the Sick Leave Pool (SLP) shall be voluntary on the part of eligible employees. Eligibility in the SLP is extended to employees after completion of six months of employment with the university, provided that a minimum of forty hours of sick and/or vacation leave has been accrued by full-time employees, or twenty hours by part-time employees. Full-time employees contribute eight hours of leave and part-time employees contribute four hours of leave to the SLP on a yearly basis. Participating employees may terminate their membership in the SLP at any time by notifying the SLP Administrator.
Sick Leave Pool hours shall be granted only for the employee’s personal illness, injury, accident, or exposure to a contagious disease. Personal illness shall include, but not limited to disabilities which are the result of or contributed to by medical conditions (including those complications related to pregnancy or childbirth), surgery and recovery.
Participating employees must have depleted all their accrued leave hours before SLP hours will be granted. A participating full-time (1.0 FTE) employee may withdraw a maximum of 480 hours from the SLP during any twelve month period. Part-time employees may withdraw a maximum of 240 hours from the SLP during any twelve month period.
Employees retrieving SLP hours are required to follow the Medical Leave of absence process. Upon receipt of required medical documentation, the SLP Administrator who is responsible for the oversight of the program, will present the request to the SLP Committee which consists of six representative employees; two administrative employees, two faculty members and two staff members. A vote of a minimum of four is needed to grant hours to the employee.
Sick Leave Pool Membership Process
An employee has two opportunities in a year in which to join the SPL program. The first is during the Annual Open Enrollment or at the time the employee reaches their initial six months of service.
- During the Annual Open Enrollment or at the six month anniversary mark, eligible employees will receive via email (or if no email available, a hard copy) notice regarding the program and membership application.
- If the employee is interested in joining, the employee should complete the SPL Membership Application and submit it to the SPL Administrator in HR Benefits.
- Upon receipt, the SLP Administration will verify the employee’s eligibility to join the pool.
- If the employee is ineligible, the form is returned to the employee with a note on the application.
- If approved, a letter is generated and the approval letter along with a copy of the policy forwarded to the employee (interoffice mail) for his/her files. Deduction of membership hours against the employee’s accrued time is executed within two payroll periods.
- This membership is valid for one year. In order to renew and keep the membership active, a notification will be sent of the upcoming annual deduction of half the hours that were required to join the SLP.
- The employee may terminate the membership by sending an email to the Sick Leave Pool Administrator at firstname.lastname@example.org.
The Catastrophic Pool is a voluntary program designed to allow eligible employees to donate sick leave hours directly from one employee to another employee who has exhausted their leave balances including sick, vacation, and compensatory time. Employees receiving Catastrophic Pool hours (donations) are required to follow the Medical Leave of absence process. Unlike the Sick Leave Pool Program, this program allows the donation of hours not only for the employee but for the employee’s immediate family member. For the purpose of this policy, immediate family is defined as spouse, child(ren) (including foster and stepchildren), parents (including stepparents) and grandparents.
Catastrophic Pool Guidelines
The dean or director of the department where the affected employee works will need to coordinate the request, donation of hours, and secure approval from their respective vice president/provost by completing the Catastrophic Approval Memo. The coordinator must prepare a spreadsheet with the names and amount of hours donated by each employee. All donations of hours will need to be coordinated through the dean or director’s office. Once vice president/provost approval is secured, the employee that is donating the hours will need to complete the Donation Hours Memo authorizing the transfer of sick leave hours.
The dean or director will need to submit to Human Resources, PC 224, the following documents:
- Copy of the Catastrophic Approval Memo approved by the vice president/provost.
- Individual copies of the Donation Hours Memos signed by the donating employees.
- The spreadsheet with the panther ID, names, amount of hours donated by each employee and total amount of all donated hours.
FIU is a great place to work. The Employee Perks & Services Program is just one of many benefits offered at FIU. As a benefit of your employment with the university, you have access to discounts from hundreds of local and national vendors. Receiving your discounts is easy. Most vendors just need to see your FIU One ID card or offer an online coupon code. However, be sure to read each discount carefully, as they may not apply to everyone or have specific requirements. We thank you for making FIU Worlds Ahead!
The employee tuition waiver benefit allows eligible employees and their dependents to have tuition waived up to three times per year: spring semester, summer semester, and fall semester. The available credits are a pool to be split between the employee and dependents. The waiver covers up to six credits for employees and up to 10 credits per semester for dependents. If both employee and dependent are using the waiver, no more than six of the ten available credits may be used by the employee. The available credits are a pool to be split between the employee and dependent.
Who is eligible?
- Full time administrative, staff and faculty working 40 hours a week (1.0 FTE)
- Eligible dependents constitute legal spouse and dependent children. Dependent children remain eligible through the end of the calendar year in which they turn age 24.
How and when do I submit a tuition waiver?
- Register for classes in the available semester.
- Submit a Tuition Waiver – In order to avoid late payment fees, tuition waivers should be submitted before the last day to pay to allow for sufficient approval and processing time.
How does the approval process work?
- For employees, the supervisor must first validate and approve the Tuition Waiver submission online, which will then automatically route to Human Resources and Student Financials for approval.
- For dependents, the Tuition Waiver is approved by Human Resources then Student Financials.
Are any programs excluded?
- Tuition Waivers do not apply to the College of Law and the Herbert Wertheim College of Medicine.
- Market Rate programs and Self-Supporting for dependents are also excluded.
What are the policy details?
- For specific exclusions and limitations of the Tuition Waiver Program, please refer to the policy.
- Human Resources Customer Service Center: (305) 348-2181
- The Minority Community College Transfer Scholarship is designed for students who are transferring from a community college and/or would have completed their Associate’s degree between January—August of the application year.
- The Delores Auzenne Fellowship is awarded to minority graduate students who are pursuing graduate degrees in disciplines where minorities are underrepresented.
- The Grant-in-Aid Program enables Florida International University employees to take a leave of absence to pursue a higher education degree. This grant provides their department with funding for hiring temporary employees to fulfill their duties while they are on leave.
For details and additional information, please click on the title of the program in which you are interested.
Temporary Employee Benefits
The FICA Alternative Plan is a qualified savings plan that allows temporary employees to contribute a percentage of their before-tax wages to investment accounts. The employee has the ability to manage his/her own account.
As of February 1, 2009, all temporary, part-time, and seasonal FIU employees who are not covered by the State Retirement System will participate in a qualified savings plan, administered through Bencor, Inc. In lieu of paying 6.2% of after-tax wages to Social Security, eligible employees will contribute 7.5% of their before-tax wages to an investment account under their name (Medicare contributions of 1.45% will continue to be withheld and matched by FIU). All temporary eligible employees, excluding students, are automatically enrolled in this plan.
- Informational Video
- Plan Overview
- FICA Plan – FAQs
- Easy Access to your FICA account
- Spousal Consent Form
Voluntary Retirement Contributions
9 over 12 Salary Deferral
9 over 12 month Deferred Earnings Program (DEP)
ANNUAL ENROLLMENT PERIOD: April – August
Faculty members who have 9-month appointments are automatically paid their annual salary over the term of the contract which is usually 19 bi-weekly payments beginning with the payroll period coinciding with the appointment start date.
The 9 over 12 Deferred Earnings Program (DEP) provides 9-month faculty an alternative option to receive payment of their annual salary over a 12 month period. This method of payment is available on an optional basis only. It is necessary to receive authorization from the faculty member to distribute the annual salary over a 12 month payroll cycle. Upon authorization, beginning with the payroll period coinciding with the appointment start date, 26 bi-weekly payments will be paid to faculty members electing this option.
The selected DEP payment option will remain active until a new authorization form is submitted through PantherSoft HR Employee Self Service and a different payment cycle is selected. All 9-month faculty members will have the opportunity to select this payment option during the 9 over 12 Deferred Earnings Program (DEP) Enrollment period that begins April through August. New faculty members will exercise their options when completing the sign-on documents.
- Login to PantherSoft HR Employee Self Service.
- Navigate to: Human Resources Self Service > Employee Self Service > Employee Resources > Employee Forms.
- Select Benefit Forms > Deferred Earnings Program.
- Elect the corresponding option.
- Click the “Submit” button once all your changes are complete.
To review the estimated calculation for your Deferred and Gross Earnings, please use the 9 over 12 Deferred Earnings Program (DEP) calculator.
Important note: the estimated calculation is based on the full 9 month salary with the total of 19 pay checks.
The Division of Human Resources is pleased to provide you with this important information related to the Annual Benefits Open Enrollment Period.
The Open Enrollment period is the only time of the year when eligible Faculty, Staff, Temporary (OPS) Employees and Adjuncts can elect to enroll, change, add, or drop coverage and/or dependents from their benefits plans without a Qualified Status Change (QSC*) occurring. In the event of a *QSC, eligible employees have 60 days (unless otherwise noted) from the date of the event to make changes to their benefits choices. A comprehensive list of QSC events is available here.
The Division of State Group Insurance (DSGI) provides an Open Enrollment Period each year to give all enrollees an opportunity to review available benefit plans and make changes for the following year. Open Enrollment usually takes place during the Fall, and new coverage elected takes effect January 1st of the following year.
The Division of Human Resources Benefits Administration annually hosts Open Enrollment Benefits Fairs at Modesto A. Maidique and Biscayne Bay Campuses. The Benefits Fair is an opportunity for employees to meet with the representatives from the various plan providers and ask questions before making benefits changes for the following year.
Open Enrollment for plan year 2021 begins Monday, Oct. 19, 2020 at 8 a.m., and will end promptly on Friday, Nov. 06, 2020, at 6 p.m. EST.
Pre-recorded Benefits Webinars are available in English and Spanish.
Click here for pre-recorded webinars in English!
Haga clic aquí para ver los seminarios web pregrabados en español!
The Open Enrollment Benefits Meetings (Labs) will be offered on select days from Thursday, October 22, 2020 – Friday, November 6, 2020. Follow the link to attend!!
Open Enrollment for Plan Year 2018:
Open Enrollment for plan year 2018 ended Friday, Nov. 10, 2017, at 6 p.m. (Eastern Time.)