Benefits Overview The information contained in this presentation is not a contract and is subject to change by the proper authorities. It should be understood that explanations in this summary cannot alter, modify or otherwise change the controlling legal documents or general statutes in any way, nor can any right by reason of any inclusion or omission of any statement in this presentation.

Who’s Eligible Permanent (non-temporary) part-time employees working 20 – 29 hours per week are eligible for many benefit programs, typically without employer contributions Permanent (non-temporary) part-time employees working 30 to 39 hours per week or permanent full-time employees working 40 hours per week are considered to be benefits eligible 2

Health Benefits

State Health Plan of NC – administered by Blue Cross and Blue Shield of North Carolina (BCBSNC) Use any medical provider you choose – In Network: Your costs are lower when you use a doctor, hospital or other provider from the BCBSNC Blue Options network. – Out of Network: For other providers, your deductibles, coinsurance and copays may be higher Choose from three plan options: – Traditional 70/30 Plan (lower contributions, lower coverage levels) – Enhanced 80/20 Plan (higher contributions, higher coverage levels) – Consumer-Directed Health Plan (CDHP) (higher deductible, Health Reimbursement Account (HRA)) 4

Traditional 70/30 Plan: Highlights 5 How Plan Coverage Works PLAN DESIGN FEATUREIN NETWORKOUT OF NETWORK Annual Deductible (Single/Family) $933/$2,799$1,866/$5,598 CoinsuranceYou pay 30% of eligible expenses after deductible You pay 50% of eligible expenses after deductible, plus difference between charge and allowed amount Preventive CareOffice visit: $35 Specialist visit: $81 Not covered Office visits (non-preventive)Office visit: $35 Specialist visit: $81 You pay 50% after deductible, plus difference between charge and allowed amount Inpatient Care$291 copay, then 30% after deductible $291 copay, then 50% after deductible Emergency Room$291 copay, then 30% after deductible $291 copay, then 50% after deductible

Enhanced 80/20 Plan: Highlights 6 How Plan Coverage Works PLAN DESIGN FEATUREIN NETWORKOUT OF NETWORK Annual Deductible (Single/Family) $700/$2,100$1,400/$4,200 CoinsuranceYou pay 20% of eligible expenses after deductible You pay 40% of eligible expenses after deductible, plus difference between charge and allowed amount Preventive CareCovered at 100%Not covered Office visits (non-preventive) Office visit: $30 ($15 if you use the PCP on your ID card) Specialist visit: $70 ($60 if you use a Blue Options designated specialist) You pay 40% after deductible, plus difference between charge and allowed amount Inpatient Care$233 copay, then 20% after deductible; copay not applied if you use Blue Options designated hospital $233 copay, then 40% after deductible Emergency Room$233 copay, then 20% after deductible; copay not applied if you use Blue Options designated hospital $233 copay, then 40% after deductible

CDHP (with HRA): Highlights 7 How Plan Coverage Works PLAN DESIGN FEATUREIN NETWORKOUT OF NETWORK HRAThe Plan funds your Health Reimbursement Account (HRA ) annually based on coverage level you elect (Employee, Employee +1, Employee + 2 or more) Annual Deductible (Single/Family) $1,500/$4,500$3,000/$9,000 CoinsuranceYou pay 15% of eligible expenses after deductible You pay 35% of eligible expenses after deductible, plus difference between charge and allowed amount Preventive CareCovered at 100%Not covered Office visits (non-preventive) You pay 15% after deductibleYou pay 35% after deductible, plus difference between charge and allowed amount Inpatient CareYou pay 15% after deductible; $50 added to HRA if a Blue Options designated hospital is utilized You pay 35% after deductible, plus difference between charge and allowed amount Emergency RoomYou pay 15% after deductible; $50 added to HRA if a Blue Options designated hospital is utilized You pay 35% after deductible, plus difference between charge and allowed amount

Prescription Coverage – 70/30 and 80/20 Plans Prescription coverage (in-network) provided by Medco: – Generic: $12 copay, up to 30-day supply – Preferred Brand-name: $40 copay, up to 30-day supply – Non-preferred Brand-name: $64 copay, up to 30-day supply – Specialty: 25% coinsurance up to $100 or $150 (depending on the medication), 30-day supply – ACA preventive medications covered at 100% for 80/20 Plan; not applicable for 70/30 Plan Prescription coverage (out-of-network) provided by Medco: – Applicable copay and the difference between charge and allowed amount – ACA preventive medications covered at 100% for 80/20 Plan; not applicable for 70/30 Plan 8

Prescription Coverage – CDHP Prescription coverage (in-network) provided by Medco: – Generic, Preferred Brand-name, Non-Preferred Brand-name: 15% coinsurance after deductible – ACA preventive medications covered at 100% – CDHP Preventive Medications covered at 15%, no deductible Prescription coverage (out-of-network) provided by Medco: – Generic, Preferred Brand-name, Non-Preferred Brand-name: 35% coinsurance after deductible – ACA preventive medications covered at 100% – CDHP Preventive Medications covered at 15%, no deductible 9

Additional Health Plan Resources NC HealthSmart: voluntary program offering tools and resources to help you live a healthier life such as: NC HealthSmart – Member Focus newsletter, information on the 24-hour nurse line, the Stork Rewards program, Eat Smart, Move More, Weigh Less program Sign up for the State Health Plan Member Newsletter at 10

Complete up to Three Wellness ActivitiesEnhanced Plan Premium Credits Subscriber attests to being a non-smoker/commits to a cessation program and attests for spouse if applicable $20 per month Subscriber (only) completes a confidential Health Assessment (HA) $15 per month Subscriber and any covered dependents selects a Primary Care Provider $15 per month Reduce your premium by up to…$50 per month Lower Your Premiums with Wellness Premium Credits— The Enhanced 80/20 Plan

Lower Your Health Care Costs with Wellness Incentives— The Enhanced 80/20 Plan Things you can do to reduce your costs… Enhanced Plan Incentives Visit the PCP listed on ID cardYour copay is reduced by $15 Visit a Blue Options Designated specialist Your copay is reduced by $10 Get inpatient care in a Blue Options Designated hospital Your $233 copay is not applied Remember: Get preventive services through an in- network provider in a non-hospital setting 100% coverage – this is provided at no cost to you ACA preventive medication list 100% coverage – this is provided at no cost to you

Consumer-Directed Health Plan (CDHP) with HRA A different kind of health plan with two components Health Reimbursement Account (HRA) High-Deductible Health Plan The Plan funds the members’ Health Reimbursement Accounts (HRA) annually HRA funding is based on the number of family members covered $500 for employee/retiree only $1,000 for employee/retiree + 1 $1,500 for employee/retiree + 2 or more dependents HRA funds are used to pay a portion of the members’ deductibles & coinsurance Once the HRA is depleted, the member must pay the remaining deductible & coinsurance Incentives available to add value to HRA Unused HRA funds are available the following year   Covers the same services as other Plan options through the same PPO network The deductible is higher than other Plan options, but the coinsurance is lower In-network: $1,500 Individual/ $4,500 Family Out-of-Network: $3,000 Individual/ $9,000 Family After the deductible is met, the member only pays the 15% coinsurance The deductible applies to both Pharmacy and Medical expenses If the member reaches his or her deductible and coinsurance out-of- pocket maximum, the Plan pays 100% of the covered expenses for the rest of the benefit year (medical and pharmacy)

How The HRA Helps The Member Meet Their Deductible Employee Only Out-of-Network Remaining Deductible $2,500 $1,500 Remaining Deductible $1,000 First $500 In-Network $3,000 Total DeductibleHRA Pays You Pay Employee + One Family Member Out-of-Network Remaining Deductible $5,000 $3,000* Remaining Deductible $2,000 In-Network $6,000 First $1,000 Employee + Two or more Family Members Out-of-Network Remaining Deductible $7,500 $4,500* Remaining Deductible $3,000 In-Network $9,000 First $1,500 Coverage Type *The HRA is a pooled account and is available to whichever family member needs it first. It is possible for one family member to use all the funds before another family member has a claim.

How the Consumer-Directed Health Plan with HRA Works Member presents HRA ID Card at Office Visit - Total office visit of $175 submitted to BCBSNC by provider Claim processes in primary claims system and applies towards $1,500 deductible – EOB/EOP issued Claim automatically rolls over to HRA for adjudication - $175 remitted to provider- Member picks up prescription at pharmacy and pays $65 because deductible has not been met Pharmacy claim automatically submitted to HRA Member reimbursed $65 At end of the month, $15 credited to member’s HRA for visiting PCP on ID Card #1 #2 #3 #4 #5 #6 To monitor HRA balance and claim’s payments, members may go online to and click on My Member Services.

Lower Premiums with Wellness Premium Credits— Consumer-Directed Health Plan (CDHP) Complete up to Three Wellness Activities By October 31, 2013 CDHP Premium Credits Subscriber attests to being a non-smoker/commits to a cessation program and attests for spouse if applicable $20 per month Subscriber (only) completes a confidential Health Assessment (HA) $10 per month Subscriber selects a Primary Care Provider (and any covered dependents) $10 per month Reduce subscriber premium by …$40 per month

Lower Member Health Care Costs with Wellness Incentives— Consumer-Directed Health Plan (CDHP) Things you can do to reduce your costs… CDHP Incentives Visit the PCP listed on ID card$15 added to the HRA Visit a Blue Options Designated specialist$10 added to the HRA Get inpatient care in a Blue Options Designated hospital $50 added to the HRA Remember: Get preventive care through an in-network provider in a non-hospital setting 100% coverage – this is provided at no cost to the member ACA preventive medication list 100% coverage – this is provided at no cost to the member CDHP preventive medication list 15% of eligible expense with no deductible

Monthly Premiums—Enhanced 80/20 Plan 2014 Enhanced Plan Premiums (Active Employees and Non-Medicare Primary Members) Coverage TypeEmployee/ Retiree Monthly Premium Dependent Monthly Premium Total Monthly Premium Wellness Premium Credits* Net Monthly Premium* Employee/Retiree Only$63.56N/A$63.56$50.00*$13.56* Employee/Retiree + Child(ren) $63.56$272.80$336.36$50.00*$286.36* Employee/Retiree + Spouse $63.56$628.54$692.10$50.00*$642.10* Employee/Retiree + Family $63.56$666.38$729.94$50.00*$679.94* *Assumes completion of three wellness activities

Monthly Premiums—CDHP CDHP Premiums (Active Employees and Non-Medicare Primary Members) Coverage TypeEmployee/ Retiree Monthly Premium Dependent Monthly Premium Total Monthly Premium Wellness Premium Credits* Net Monthly Premium* Employee/Retiree Only$40.00N/A$40.00$40.00*$0* Employee/Retiree + Child(ren) $40.00$184.60$224.60$40.00*$184.60* Employee/Retiree + Spouse $40.00$475.68$515.68$40.00*$475.68* Employee/Retiree + Family $40.00$506.64$546.64$40.00*$506.64* *Assumes completion of three wellness activities

Monthly Premiums—Traditional 70/30Plan 2014 Traditional Plan Premiums (Active Employees and Non-Medicare Primary Members) Coverage TypeEmployee/ Retiree Monthly Premium Dependent Monthly PremiumTotal Monthly Premium Employee/Retiree Only$0N/A$0 Employee/Retiree + Child(ren)$0$ Employee/Retiree + Spouse$0$ Employee/Retiree + Family$0$ Reminder: Wellness premium credits are not offered under the Traditional Plan.

Monthly Rates for Health Coverage 21 Medical Coverage PLAN EMPLOYEE ONLY Wellness Premium Credits* Net Monthly Premium Employee Only* EMPLOYEE + CHILDREN EMPLOYEE + SPOUSE EMPLOYEE + FAMILY Traditional 70/30 Plan $0.00N/A $0.00 $205.12$528.52$ Enhanced 80/20 Plan $63.56$50.00* $13.56* $336.36$692.10$ CDHP$40.00$40.00* $0.00* $224.60$515.68$ If you are enrolled in the Enhanced 80/20 Plan or the Consumer-Directed Health Plan, you will have the opportunity to earn wellness premium credits each year, which will reduce your monthly premiums Health insurance premiums are paid one month in advance of coverage (i.e., January premiums pay for February coverage) No pre-existing condition exclusion *Assumes completion of three wellness activities

NCFlex Health & Other Insurance Programs

These voluntary programs provide a variety of plans to meet the needs of you and your family You pay the full cost of coverage through payroll deductions on a pre-tax basis Programs include: Dental, Vision, Health Care Flexible Spending Account, Dependent Day Care Flexible Spending Account, Cancer, Critical Illness, Group Term Life Insurance, Core AD&D and Voluntary AD&D Insurance 23

Dental Coverage Coverage provided through United Concordia Choose from two plan options: – High Option: Includes orthodontia for children under 19 – Low Option: Does not include orthodontia Under both options: – Visit any provider – You are responsible for deductibles – You or your dentist may file claims – You may be subject to a waiting period before certain benefits are payable under the plan (see “Benefit Waiting Period” chart under Dental coverage on NCFlex website) 24

Dental Coverage 25 How Plan Coverage Works under Each Option PLAN DESIGN FEATUREHIGH OPTION LOW OPTION Annual Deductible$50 person/$150 family$25 person/$75 family Preventive/Diagnostic Services Exams, cleanings, X-rays, etc. Plan pays 100% on eligible expenses, no deductible Plan pays 100% on eligible expenses after deductible Basic Services Fillings, extractions, endodontics, periodontics Most services: You pay 20% after deductible Periodontic: You pay 50% after deductible Fillings and extractions: You pay 50% after deductible Periodontic and other services: You pay 50% after deductible Major Services Crowns, inlays, dentures, bridges You pay 50% after deductibleNot covered Maximum Annual Benefit$1,250 per person (excluding orthodontia) $1,000 per person Orthodontia for dependent children under age 19 Plan pays 50% up to $1,500 lifetime benefit per person Not covered

Monthly Rates for Dental Coverage 26 Dental Coverage PLAN EMPLOYEE ONLY EMPLOYEE + SPOUSE EMPLOYEE + ONE CHILD EMPLOYEE + TWO OR MORE CHILDRENFAMILY High Option$37.40$75.00$71.96$90.96$ Low Option$21.34$43.04$41.30$52.62$73.68

Vision Coverage Coverage provided through Superior Vision Services (SVS) Choose from three coverage options: Core Wellness Basic Plan Enhanced Plan Under all options, visit any provider but may pay lower expenses with in-network SVS provider 27

Vision Coverage: Core Wellness Plan 28 How Plan Coverage Works PLAN DESIGN FEATUREIN NETWORKOUT OF NETWORK Annual Comprehensive Eye Exam Plan pays 100% after $20 copay Not covered Frames and LensesDiscounts availableNot covered

Vision Coverage: Basic and Enhanced Plan 29 How Plan Coverage Works PLAN DESIGN FEATUREIN NETWORKOUT OF NETWORK Routine Eye Exam$20 copayUp to $44 allowance for ophthalmologist Up to $39 allowance for optometrist Frames – once every 24 monthsUp to $125 allowance ($175 allowance for Enhanced Plan) plus 20% discount on coverages Up to $50 allowance ($81 for Enhanced Plan) LensesPlan pays 100%Plan pays up to: Single vision: $34 Bifocal: $48 Trifocal: $64 Lenticular: $88 Contact Lenses (elective)Plan pays up to $120 ($150 for Enhanced Plan) allowance Plan pays up to $100 allowance Contact Lenses (necessary)Plan pays 100%Plan pays up to $210 allowance

Monthly Rates for Vision Coverage 30 Vision Coverage PLANEMPLOYEE ONLYFAMILY Core Wellness$0.00N/A Exam and Materials$5.76$15.98 Enhanced Exam and Materials$8.88$23.62

Health Care Flexible Spending Account Coverage provided through P&A Group Set aside money through pre-tax contributions to pay for eligible out-of- pocket medical, dental and vision expenses: – Deductibles – Co-pays and coinsurance – Out-of-network expenses – Uncovered procedures Contribute from $120 to $2,500 per year Convenience card (debit card) for all participants “Use it or lose it” rule; you forfeit any unused contributions – Expenses can be incurred between January 1, 2015 and March 15, 2016, provided you remain actively employed for all of Prior year claims must be submitted by April 30,

Dependent Day Care Flexible Spending Account Set aside money through pre-tax contributions to pay eligible child care and adult day care expenses so you (and your spouse) can work or attend school full-time: – Care of dependent children under age 13 – Care of dependent adult who lives with you at least 8 hrs/day You may contribute from $120 to $5,000 per year “Use it or lose it” rule: you forfeit any unused contributions – Expenses can be incurred between January 1, 2015 and March 15, 2016, provided you remain actively employed for all of Prior year claims must be submitted by April 30,

Other NCFlex Health Programs Cancer Insurance provided through American Heritage Life: pays benefits for cancer-related expenses – Employee Only or Employee + Family Coverage – Low, High and Premium options Critical Illness Insurance provided through Met Life: pays lump sum benefit in event of certain health conditions – Employee, Spouse, Children or Family Coverage – Three categories of coverage available 33

Monthly Rates for Cancer Coverage 34 Cancer Insurance PLANEMPLOYEE ONLYEMPLOYEE + FAMILY Low Option$6.78$11.26 High Option$15.68$26.06 Premium Option$21.64$35.96

Monthly Rates for Critical Illness Coverage 35 Critical Illness Coverage AGEEMPLOYEESPOUSE Less than 25$ $ $ $ $ $ $ $ $ $ $ $ $ and older$ Employees may also cover eligible dependent children. Employee will pay one flat rate ($0.90) no matter how many children are covered.

Voluntary Group Term Life Insurance Group Term Life provided through ING Coverage available for yourself, your spouse and child(ren). You must be enrolled to cover your spouse/child(ren) Employee only and Employee & Spouse coverage in $10,000 increments, from $20,000 to $500,000 (limited to five times your base annual earnings); spouse coverage cannot exceed 100% of employee’s elected amount Coverage over $100,000 subject to Evidence of Insurability (EOI) Dependent child(ren) coverage for $5,000 or $10,000 36

Monthly Rates for Life Insurance Coverage 37 Voluntary Group Term Life Insurance YOUR AGERATE PER $1,000 OF COVERAGE Under 24$ $ $ $ $ $ $ $ $ $ $2.28

Monthly Rates for Life Insurance Coverage 38 Voluntary Group Term Life Insurance for Child(ren) Per Dependent Unit $5,000$0.68 $10,000$1.36

Accident Insurance Core Accidental Death and Dismemberment (AD&D) Insurance provided through A.C. Newman –Elect coverage of $10,000 for yourself only –University pays full cost of coverage; however, you must enroll for coverage –Payment to your beneficiaries in case of your accidental death –Payment to you in case of your accidental dismemberment Voluntary AD&D Insurance provided through A.C. Newman –Elect coverage up to $500,000 for you and your family –You pay the full cost of coverage 39

Monthly Rates for Accident Insurance 40 Accidental Death & Dismemberment (AD&D) Insurance (Examples) BENEFIT AMOUNTEMPLOYEE ONLY COVERAGEEMPLOYEE + FAMILY COVERAGE $50,000$0.96$1.50 $75,000$1.42$2.26 $100,000$1.90$3.00 $125,000$2.38$3.74 $150,000$2.86$4.50 $175,000$3.32$5.26 $200,000$3.80$6.00 $250,000$4.76$7.50 $300,000$5.70$9.00 $350,000$6.64$10.50 $400,000$7.60$12.00 $500,000$9.50$15.00

Income Protection Programs

Programs designed to provide you and/or your family with financial protection in the event of your death, disability or long-term illness Some are offered at no cost to you; others require you to pay for coverage 42

Disability Plans Disability coverage provided under the Disability Income Plan of North Carolina (DIP-NC) Short-Term Disability – Provided to eligible employees at no cost After one year of contributing membership to TSERS or participation in the ORP. – Pays 50% of base compensation up to $3,000/month – Payable up to 365 days, after 60-day waiting period Long-Term Disability – Provided to eligible employees at no cost After five years of contributing membership to TSERS or participation in ORP – Pays 65% of base compensation up to $3,900/month – Payable as long as you remain permanently disabled, until eligibility for unreduced service retirement 43

Supplemental Disability Plans Can help fill gaps in State coverage – Replacement income while you are ineligible for state Short-Term Disability Plan – Waiting period: 90 days – Pays 66-2/3% of gross monthly salary up to $10,000 Voluntary benefit; you pay full cost of coverage after-tax Coverage through The Standard if you elect ORP – Includes continuing ORP contributions into your ORP account on your behalf Coverage through Liberty Mutual if you elect TSERS 44

Retirement Programs

Participation in a retirement program is mandatory You may choose between: – The North Carolina Teachers' and State Employees' Retirement System (TSERS), a defined benefit plan or – The UNC Optional Retirement Program (ORP), a defined contribution plan 5 year vesting You contribute 6% of your pay on pre-tax basis You must make your election between TSERS and ORP within 60 days of your date of hire Once you make the choice it cannot be changed; it is irrevocable 46

TSERS Plan Highlights Defined benefit plan State controls the investment Benefit you receive is based on a formula (factors include your age, your average final compensation and your years/months of creditable service) 47

ORP Plan Highlights Defined contribution plan You control your investments The benefit you receive at retirement is based on investment performance and payment option chosen Each provider has a four-tier structure for their fund lineup. Choose from two investment providers: Fidelity Investments TIAA-CREF 48

Retirement Plan Resources To review the booklet in greater detail, click on the picture to open the document. Or copy and paste these addresses:

Your Retirement, Your Choice Video 50

Retirement Plan Resources 51 Two more resources to assist you in making a decision between TSERS and the ORP. Click on the either image to open a link to that tool.

Supplemental Retirement Plans Allows you to put money away on a pre-tax basis for your retirement in addition to the 6% you contribute to TSERS or the ORP There are three types of plans available – 403(b) plan administered by two different vendors, Fidelity and TIAA-CREF, and sponsored by the University – A 401(k) plan administered through Prudential and sponsored by the State of North Carolina – A 457 plan administered through Prudential and sponsored by the State of North Carolina You may elect to begin, change the amount you contribute or stop your participation at anytime You may elect to participate in the 403(b), 401(k) and the 457 at the same time, however there are limits to the amount you can contribute 52

Full-time faculty and staff who are eligible for membership in the retirement system are eligible to enroll in (3) three courses per academic year at a reduced rate, subject to approval by the employee's supervisor and Human Resources. Tuition Assistance Site resources-and-payroll/general-hr-resources/benefits/tuition-assistance.asp WCU Employee Tuition Waiver

Health Services University Health Services (UHS) provides convenient care for faculty and staff in the Bird Building. UHS does not replace primary care services, but compliments that care by providing quick assessment and treatment of common complaints such as colds, sore throats, and headache. Health Center InformationHealth Center Information Center for Family Medicine located in the Health and Human Sciences Building. Clinic open to anyone in need of primary care. Patti Sparling, a family nurse practitioner who received her advanced practice nursing degree from WCU, provides excellent care and will mentor nurse practitioner students rotating through the clinic. To make an appointment, call

Enrolling in Your Benefits

When Coverage Becomes Effective 56 Coverage Effective Dates PLAN NAMECOVERAGE EFFECTIVE Health BenefitsFirst of the month or first of the second month following employment date NCFlex BenefitsFirst of the month following employment date Short-Term DisabilityAfter one year of contributing membership to TSERS or ORP Long-Term DisabilityAfter five years of contributing membership to TSERS or ORP Supplemental Disability PlanEmployment date TSERSEmployment date ORPEmployment date Supplemental Retirement PlansMay enroll at anytime

Enrollment for Health Benefits You must enroll within 30 days of your employment date Link to enrollment site: Health insurance premiums are paid one month in advance of coverage (i.e., January premiums pay for February coverage) No pre-existing condition exclusion or waiting periods if you enroll when first eligible 57

Enrollment for Income Protection Programs All employees must complete online enrollment within 60 days of their employment date Enroll for Supplemental Disability Insurance (after-tax) through The Standard, if you choose the UNC ORP, by completing the enrollment forms located online at Enroll for Supplemental Disability Insurance (after-tax) through Liberty Mutual, if you choose TSERS, by completing the enrollment forms located online at

Enrollment in TSERS You do not need to complete an enrollment form for TSERS, but will be automatically enrolled. You must designate a beneficiary by completing the following forms: – Form 2DB - Designating Beneficiary(ies) for the Death Benefit – Form 2RC - Designating Beneficiary(ies) for The Retirement System Return of Contributions – For these two forms visit /ListAllForms.aspx?formCat=F3BENDESG /ListAllForms.aspx?formCat=F3BENDESG 59

Enrollment in the ORP You must complete the following forms: – Form ORP-1 The University of North Carolina Optional Retirement Program (ORP) Election And Forfeiture Agreement – ORP Carrier Enrollment Application (Complete the ORP Carrier form(s) for the carrier you want for your contributions and the University contributions.) Follow the instructions provided by your campus Human Resources/Benefits Office for instructions on where to return forms You must enroll within 60 days of your date of hire or you will automatically be enrolled in TSERS 60

Enrollment in the Supplemental Retirement Plans 403(b) Plan – Visit Ret/403bMain.htmwww.northcarolina.edu/hr/ga/benefits/retirement/Suppmtl- Ret/403bMain.htm – Complete a Salary Reduction Agreement (form and instructions available on the website) – Enroll in the Plan with Fidelity and/or TIAA-CREF 457 Plan – Visit – Complete an NC 457 Deferred Compensation Plan Enrollment Form (forms and instructions available on the website) – Send the form to: NC Plans Processing Center, PO Box 5340, Scranton, PA 18505, or fax to

Enrollment in the Supplemental Retirement Plans State 401(k) Plan – Visit – Complete an NC 401(k) Plan Enrollment Form (forms and instructions available on the website – Send the form to: NC Plans Processing Center, PO Box 5340 Scranton, PA 18505, or fax to

For More Information Visit for more information about the benefits provided by The University of North Carolina system. You may also check wcu/campus-services-and-operations/human-resources-and- payroll/contact-human-resources-and-payroll.asp for WCU’s HR and Payroll Office contacts. wcu/campus-services-and-operations/human-resources-and- payroll/contact-human-resources-and-payroll.asp 63