1. Improved Benefits Programs July 2016 Staff

2. Agenda Educational Benefit Bright Horizons Care Advantage Incidental Days & Short Term Income Replacement  The Hartford  Family & Medical Leave Parental Leave Questions 2

3. EDUCATION BENEFIT

4. Non-Notre Dame Tuition Reimbursement Maximum reimbursement for tuition increased from $1,500 to $3,000 per benefit year. Job related certification, skills or trade training reimbursement increased from $750 to $1,000 per benefit year. Doctoral programs are now eligible for reimbursement. –Also covered under Notre Dame Education Benefit 4

5. BRIGHT HORIZONS CARE ADVANTAGE

7. Bright Horizons Care Advantage Program Short-term care for your child or adult/elder relative when regular arrangements fall through unexpectedly. Ongoing family support through an online database for a wide range of care needs. Self-selected, pre-screened caregivers Everyday care (babysitters and nannies) for children Elder care, planning, and referrals Homework and household help Pet care – pet walkers, pet sitters

8. Bright Horizons Care Advantage Program Short term back-up care: Uses: up to 15 uses/calendar year Copays: Center-based child care/day: $15/child ($25 family max) In-home care (4-hour minimum): Child care (well or mildly ill) - $6/hour/caregiver (for up to 3) Adult/elder care - $6/hour (anywhere in the U.S.) Ongoing care online database: Unlimited use Payments made directly with provider

9. www.CareAdvantage.com/NotreDame

10. Next Steps Registration: www.careadvantage.com/Notre Dame Username: NDCare Password: gond 877-BH-Cares (242-2737)

11. SHORT TERM INCOME REPLACEMENT & INCIDENTAL DAYS

12. Incidental Days Ten (10) days every January  Personal Illness or injury  Family sick  Up to 2 days for personal Full and part time staff with a scheduled work week of 20 or more hours per week Days do not accumulate 12

13. Short-Term Income Replacement (STIR) 100% regular pay for maximum of 25 weeks One calendar week waiting period before benefit begins Full and part-time staff with scheduled work week of 20 or more hours per week Replaces sick banks 13

14. Scenario Jane Domer, non-exempt staff, has surgery with complications and misses 10 weeks of work. She has 4 weeks (160 hours) of accrued sick leave and 2 weeks of accrued vacation. Current Weeks 1 – 4 Sick Leave Pay from accrued bank ($10.00 x 40 x 4 weeks) $1,600 Weeks 5-6 Vacation Pay ($10.00 x 40 x 2 weeks) $ 800 Weeks 7-10 *No Pay 0 Total Pay – 10 weeks $2,400 Increase of $1,600 plus retains vacation Increase of $1,600 plus retains vacation Benefits’ premium share will be deducted from STIR pay. 14 July 1, 2016 Week 1 Incidental Days ($10 x 40 hours x 1 week) $ 400 Weeks 2 – 10 Short Term Income Replacement ($10 x 40 hours x 9 weeks) $3,600 Total Pay – 10 weeks$4,000 *Employee must pay their benefits’ premium share directly to the University while in unpaid status.

15. Attendance Expectations Regular attendance essential for the functioning of the University Use of Incidental days appropriately will not be subject to corrective action Concerns that create service interruptions or hardship on other employees:  Chronic absenteeism  Excessive absenteeism 15

16. Definitions Family and Medical Leave Short Term Income Replacement Incidental Days 16

17. The Hartford Effective July 1, 2016, The Hartford will administer Family & Medical Leave (FML) Short Term Income Replacement (STIR) Long Term Disability (LTD) The Hartford Phone: 1-800-549-6514 (8:00 a.m. to 9:00 p.m. ET) Fax: 1-877-588-4817 www.TheHartfordAtWork.com 17

18. The Hartford’s Administrative Role New FMLA initiation Medical review of FMLA & STIR Leave determination Documentation of FMLA Leave closure once employee returns to work or leave expires Answer questions for employees and supervisors 18

19. Employee’s Responsibilities CurrentJuly 1, 2016 Policies & processRead & ask questions to understand policies & procedures No change NotificationYour supervisor & CareWorks for FMLA Your supervisor & The Hartford for FMLA and/or STIR Notification timing30 days if planned; otherwise asap No change 19

20. Employee’s Responsibilities CurrentJuly 1, 2016 Follow-throughEnsure medical certification is sent to CareWorks within 15 calendar days Ensure medical certification is sent to The Hartford within 15 business days or your claim will be closed Return to Work form (for personal continuous leave) CareWorks form submitted to CareWorks prior to planned return to work date UND form submitted to supervisor at least 3 business days prior to planned return-to-work date If ADA accommodation is requested Work with ADA Program Manager for return to work No change 20

21. PARENTAL LEAVE

22. Parental Leave For Exempt and Non-Exempt Staff Four (4) weeks of 100% paid leave for birth, adoption or foster care placement. Available in one-week increments within 12-months following the event. If both parents work at ND, they may take concurrently or at separate times. The disability period for mothers generally allows up to 6 or 8 weeks of paid time. Parental leave may be taken immediately following the disability period or birth. 22

23. Scenario Jane Domer, non-exempt staff, has a baby and requests 12 weeks of family leave. Her physician determines she is unable to work for 6 weeks due to pregnancy. This leave will be job-protected FMLA. She currently had 4 weeks (160 hours) in her accrued sick leave bank and 2 weeks vacation. Current Week 1 -4 Sick Leave from accrued bank ($10.00 x 40) $ 1,600 Weeks 5-6 Vacation leave ($10.00 x 40 x 2 weeks) $ 800 Weeks 7 – 12 *No pay $ 0 Total Pay – 12 weeks $2,400 July 1, 2016 Week 1 Incidental Days ($10.00 x 40 x 1 week) $ 400 Weeks 2- 6 Short Term Income Replacement ($10 x 40 hours x 5 weeks) $2,000 Weeks 7-10 Parental leave ($400 x 4 weeks) $1,600 Weeks 11 – 12 Vacation leave ($10 x 40 x 2 weeks) $ 800 Total Pay – 12 weeks$4,800 * Employee must pay their benefits’ premium share directly to the University while in unpaid status. 23 Benefits’ premiums will be deducted from pay.

24. Your Next Steps  Review and understand improved programs  Attend help session  Learn your resources 24

25. Resources  InsideND – HR pages Leaves: http://hr.nd.edu/benefits/time-off-leaves http://hr.nd.edu/benefits/time-off-leaves Leave Resource Page (forms, slides, FAQ’s, checklists, processes): http://hr.nd.edu/benefits/time-off-leaves/family-medical-leave-fmla-resources http://hr.nd.edu/benefits/time-off-leaves/family-medical-leave-fmla-resources  HR Consultants & Benefits Specialists  askHR Customer Service Center: 631-5900 or askHR@nd.eduaskHR@nd.edu  The Hartford  800-549-6514  www.TheHartfordAtWork.com  The Hartford mobile app 25

26. Summary of Improvements Education Benefit Bright Horizons Care Advantage Incidental Days & 100% Short Term Income Replacement Parental Leave 26