Section 3 - Benefits
3-1 Benefits Overview
3-2 Healthcare Benefits
3-3 Disability Income Insurance
3-4 Life and Accidental Death and Dismemberment (AD&D) Insurance
3-5 Workers' Compensation
3-6 Retirement Plan
3-7 Tuition Remission Programs
3-8 Employee Assistance Program (EAP)
3-9 Commuter Benefits Program
3-10 Paid Holidays
3-11 Paid Vacation Time
3-12 Paid Personal Days
3-13 Sick Days
3-14 Sick And Safe Leave
3-15 Lactation Breaks and Access to Lactation Room
3-16 Jury Duty Leave
3-17 Witness Leave
3-18 Bereavement Leave
3-19 Voting Leave
3-20 Retiree Benefits
3-1 Benefits Overview
The University offers eligible employees a comprehensive benefits package that includes medical, dental, and vision insurance; flexible spending accounts; retirement plan; life insurance; short and long-term disability; employee assistance program (EAP); tuition remission; and generous time off.
The information contained here is a general, informative overview of available benefits. Specific information and summary plan descriptions of each benefit offering can be obtained from the Office of Human Resources Management. The University reserves the right to make changes in its benefit plans and to make appropriate revisions in cost, coverage, or eligibility. Should specific benefit questions arise, the plan documents shall take precedence over the summary information in this handbook. The University retains the sole authority to interpret the terms of the plans.
Employees covered by collective bargaining agreements should consult their bargaining agreement for details concerning benefit options available to them. Provisions of the collective bargaining agreements supersede any information presented here.
Employees may contact the Office of Human Resources Management at [email protected] for any benefits-related questions.
a) Benefits-Eligible Employees
Administrators and tenure/tenure-track Faculty are considered benefit-eligible employees at Fordham University if they are appointed to a regular position which is scheduled to work 25 hours or more per week. (Those who work between 20 and 24 hours are eligible for retirement plan benefits and vacation accruals.)
Union members should refer to their respective Collective Bargaining Agreement.
b) Enrollment Timeline
New hires or newly eligible employees become eligible for benefits effective their service date (which is the 1st of the month following the date of hire or the date of hire, if hired on the 1st of the month). Employees are eligible to make voluntary contributions into the retirement plan as soon as administratively feasible after their service date. In order to obtain coverage, eligible employees must complete the online enrollment process on the University’s benefits portal within 30 calendar days of their service date.
c) Changes in Benefits Coverage
Changes in healthcare and life insurance coverage can only be made within 30 calendar days of a qualifying event (marriage, divorce, birth of a child, etc.,). Employees are encouraged and expected to take proactive and timely actions related to health care enrollment, and other applicable benefits. Any changes that are not made within 30 calendar days of a qualifying event can only be made during the University’s Annual Open Enrollment period (which is generally held in late October/early November). Elections made during the Open Enrollment period become effective January 1st of the following year. It is also a time to enroll or re-enroll in the Flexible Spending Accounts and/or the Health Savings Account and review your beneficiaries.
3-2 Healthcare Benefits
A. Medical Plans: The University offers two options for medical plans that include prescription benefits:
i. Preferred Provider Organization (PPO) plan, the Enhanced Standard Option (ESO) with a University contribution towards a Health Reimbursement Arrangement (HRA) account.
ii. High Deductible Health Plan (HDHP), the Health Investment Option (HIO) with a University contribution towards a Health Savings Account (HSA).
The cost of the medical plan premium is shared by the employee and the University. Please refer to the benefits guide for eligibility, coverage, and premium cost details. Employees covered by collective bargaining agreements should also refer to their agreements.
Maintenance employees represented by the Local 810 union are offered medical benefits through their union and should contact their union representative for eligibility and enrollment.
B. Dental Plans: The University offers two options for dental plans:
i. Dental Health Maintenance Organization (DHMO), which pays benefits for care from providers only within the Cigna DHMO network.
ii.Dental Preferred Provider Organization (DPPO), which pays for benefits for care from providers in the Cigna dental network, as well as out of network providers.
The cost of the dental plan premium is shared by the employee and the University. Please refer to the benefits guide for eligibility, coverage, and premium cost details. Employees covered by collective bargaining agreements should refer to their agreement.
Maintenance employees represented by the Local 810 union are offered dental benefits through their union and should contact their union representative for eligibility and enrollment.
C. Vision Plans: The University offers two options to help pay the cost of routine eye care and eyewear - a base option and a premier option.
The cost of the vision plan premium is borne fully by the employee. Please refer to the benefits guide for eligibility, coverage, and premium cost details. Employees covered by collective bargaining agreements should refer to their agreement.
Maintenance employees represented by the Local 810 union are offered vision benefits through their union and should contact their union representative for eligibility and enrollment.
D. Flexible Spending Accounts (FSA): The University offers the following three types of tax-advantaged accounts that let all benefited employees use pre-tax dollars to pay for eligible health care expenses.
- Health Care FSA: is available to employees who enroll in the Enhanced Standard Option or those who do not enroll in any medical plan.
- Limited Purpose FSA: is available only to employees who enroll in the Health Investment Option.
- Dependent Care FSA: is available regardless of medical plan option or even if medical coverage is waived. It helps employees to pay for the care of a qualified dependent while the employee and/or spouse (if applicable) work.
Part-time faculty represented by Fordham Faculty United should refer to their collective bargaining agreement.
3-3 Disability Income Insurance
1. Short-Term Disability
i. Statutory Short-Term Disability Benefits Pursuant to New York Disability Benefits Law (DBL): The University provides short-term disability benefits through DBL wage replacement benefits to eligible employees who need time off from work for qualifying reasons. Employees may be eligible for DBL if they are unable to work due to a non-work-related injury or illness, during pregnancy and/or childbirth.
The benefit amount payable for statutory DBL is 50% of an employee’s average weekly wages to a maximum of $170 per week. The maximum duration for DBL benefits is 26 weeks. Benefits begin on the eighth consecutive day of disability.
The DBL benefits are administered by the University’s third party administrator, MetLife. To receive the benefit employees must apply to and be approved by MetLife. To apply, employees should follow the below steps:
a) Provide at least a 30 days’ advance notice to their supervisor and the Office of Human Resources Management at [email protected] of their intent to take leave under DBL, if it’s foreseeable. If the event is not foreseeable, the employee must provide the notice as soon as possible.
b) Submit an Application for DBL to MetLife by calling MetLife customer service support desk at 1-888-762-2347 between 8:00 a.m. – 11:00 p.m. ET Monday through Friday or apply online at www.metlife.com/mybenefits (employees will have to create an account if they are accessing the site for the first time.)
Prior to returning to work employees must present medical documentation certifying their clearance to return to work to the Office of Human Resources at [email protected].
ii. Enhanced Short-Term Disability (STD) Benefit Pursuant to the University’s Salary Continuation Program: The University provides enhanced short-term disability benefits through its Salary Continuation Program to eligible faculty and administrators who need time off from work for qualifying reasons. The salary continuation program supplements DBL wage replacement benefit so that an eligible employee receives full salary for one month for each completed year of full-time service at Fordham, up to a maximum of six months during any twelve-month rolling period.
If an employee remains disabled after salary continuation benefit has been exhausted and has not reached the 6-month threshold for Long-Term Disability, the short-term disability will revert to the statutory short-term benefit (DBL) amount in effect.
The STD salary continuation benefits are administered by the University’s third party administrator, MetLife. To receive the benefit employees must apply to and be approved by MetLife. To apply, employees should follow the below steps:
a) Provide at least a 30 days’ advance notice to their supervisor and the Office of Human Resources Management at [email protected] of their intent to take leave under STD, if it’s foreseeable. If the event is not foreseeable, the employee must provide the notice as soon as possible.
b) Submit an Application for STD to MetLife by calling MetLife customer service support desk at 1-888-762-2347 between 8:00 a.m. – 11:00 p.m. ET Monday through Friday or apply online at metlife.com/mybenefits (employees will have to create an account if they are accessing the site for the first time.)
2. Long-Term Disability (LTD)
The University provides LTD insurance at no cost to eligible employees. LTD pays 60 percent of basic monthly earnings if an illness or injury prevents an employee from working for an extended period of time. For maximum monthly benefit for your employee classification, please refer to the benefits guide.
LTD benefits become payable after six months of disability and continue for as long as you remain disabled up to age 65. If you are already over age 65, the benefit is provided for one year only.
The LTD benefits are administered by University’s third party administrator, MetLife. To receive the benefit employees must apply to and be approved by MetLife. To apply, employees should follow the below steps:
a) Provide at least a 30 days’ advance notice to their supervisor and the Office of Human Resources Management at [email protected] of their intent to take leave under LTD.
b) Submit an application for LTD to MetLife by calling MetLife customer service support desk at 1-888-762-2347 between 8:00 a.m. – 11:00 p.m. ET Monday through Friday or apply online at metlife.com/mybenefits (employees will have to create an account if they are accessing the site for the first time.)
For Faculty, Administrators and Local 810 members, MetLife contributes an amount equal to Fordham's employer contribution into the Retirement Plan each month they are receiving LTD benefits.
Faculty and Administrators will maintain their medical, dental, and vision insurance benefits while receiving LTD benefits provided they continue to pay the applicable employee contributions for these benefits. While on LTD, the employee contributions are to be made to WEX - Fordham's third-party benefits management vendor.
Employees covered by collective bargaining agreements should refer to their agreement for LTD eligibility and coverage.
3-4 Life and Accidental Death and Dismemberment (AD&D) Insurance
1. Basic Life and AD&D Insurance: The University provides Basic Life and AD&D Insurance plans to eligible employees through MetLife. The plan provides a lump sum to the employee’s beneficiary upon an employee’s death or serious injury as the result of an accident. For coverage amount, please refer to the benefits guide.
2. Supplemental Life and ADD Insurance: Eligible faculty and administrators may buy supplemental coverage for themselves in multiples of their annual salary subject to a maximum of $500,000. Coverage over $300,000 requires evidence of insurability (EOI). For spouses: 100% of an employee’s benefit up to a maximum of $250,000 in increments of $10,000. Any spousal coverage above $150,000 is subject to EOI. For dependent children, up to 6 months of age: $500, over 6 months and up to age 26: $10,000 per child.
Employees covered by collective bargaining agreements should refer to their agreement for eligibility and coverage.
3-5 Workers' Compensation
The University provides workers’ compensation insurance plans at no cost to protect employees in case of work-related injuries or illnesses. The workers’ compensation benefits to injured employees may include: medical care, case benefits, a portion of lost wages, and assistance to help qualified injured employees return to suitable employment. Employees who are injured as a result of a work-related incident, and who are eligible for family and medical leave under NY state and federal law, will be placed on FMLA and applicable NY state leave during the time they are disabled and not released to return to work. Leave due to a work-related injury or illness will run concurrently with applicable Federal (FMLA) and state leave laws. Workers’ Compensation is solely a monetary benefit and not a leave of absence entitlement.
Employees must report any work-related injury, no matter how minor, immediately to their supervisors and complete the Accident/Injury Report. Supervisors must report the injury to the Office of Human Resources Management via email at [email protected]. Failure to follow University procedures may affect the ability of employees to receive Workers’ Compensation benefits. Promptly reporting work-related injuries or illnesses will enable an eligible employee to qualify for coverage as quickly as possible.
The University will not be liable for the payment of workers’ compensation benefits for injuries that occur during an employee’s voluntary participation in any off-duty recreational, social, or athletic activity sponsored by the University.
3-6 Retirement Plan
The University has established a retirement plan - Fordham University Retirement Plan (the “Plan”) to help employees to invest in their financial security through contributions made by the employees and/or the University. The Summary Plan Description (“SPD”) describes the key features of the Plan. Complete details of the Plan are contained in the Plan Document, a copy of which can be requested from the Office of Human Resources Management by emailing [email protected].
Pursuant to the provisions of the plan:
i. Eligible employees can contribute a portion of their pay to the Plan as voluntary employee contributions (called Elective Deferrals) as soon as administratively feasible after their service date, provided they have completed the formalities necessary for participation.
ii. Eligible Faculty and Administrators are:
(a) eligible to receive 5% matching University contributions provided they are contributing a minimum of 5% until they are required to make mandatory contributions (see b);
(b) required to make a mandatory employee contribution of 5% starting January 1 following the first anniversary of employment or attainment of age 30, whichever is later;
(c) eligible to receive University contributions upon the start of the employee’s mandatory contributions.
(d) Faculty and Administrators will receive increased University contributions to their retirement plans after 5 years of service. The increased percentage is depending upon their date of hire. Details can be found on the Summary Plan Description, a copy of which can be requested from the Office of Human Resources Management by emailing [email protected].
iii. Employees represented by Local 810 or Local 153 are eligible for University contributions after completing two continuous years of service. For additional information, please refer to their respective collective bargaining agreement.
Additionally, newly hired Administrators/Faculty members can receive prior service credit if they previously worked in academia. To receive prior service credit, the Administrator or Faculty member must meet the following qualifications:
- prior service must be in a full time benefited position,
- prior service must be with an eligible institution of higher education, or nonprofit academic, or governmental research institution immediately preceding employment with Fordham (excluding foundations or third parties connected to any eligible institutions),
- proof of eligible prior service must be submitted to Human Resources within 30 days of the date of hire, and
- the employee must enroll in the Fordham Retirement Plan within 30 days of the date of hire.
Employees rehired by the University will not have their benefits reinstated (e.g., vacation accruals). However, if the duration between their departure from the University and their rehire is shorter than their previous length of service at the University, they will be eligible to bridge their prior service for the purpose of University contributions to their retirement plan.
3-7 Tuition Remission Programs
The University provides generous tuition benefits to assist eligible employees and their eligible dependents in meeting their educational goals.
For details of the program and eligibility criteria, employees may refer to the tuition remission policy applicable for their classification.
Additionally, the University participates in Tuition Exchange (TE) and Faculty and Staff Children Exchange (FACHEX) programs.
The TE program is administered by Tuition Exchange, Inc., which provides competitive tuition exchange scholarships for the dependents of employees of member colleges and universities. Dependent children of full-time faculty, administrators and Local 810 members are eligible to apply for scholarships at over 600 colleges and universities. Scholarship amounts are set by the participating institutions and are subject to the minimum rate established by the TE Program. Scholarships must be approved by the college or university to which the student applies.
FACHEX is an undergraduate program that allows children eligible for tuition remission at their home institution (in this case Fordham University) to receive the same benefits at another Jesuit school. The FACHEX Program is separate from the Tuition Exchange Program, and is administered by the University through the office of Student Financial Services.
3-8 Employee Assistance Program (EAP)
Fordham University provides benefits-eligible faculty, administrators and Local 153 members with an Employee Assistance Program (EAP). The program offers resources to help employees and their household members access to qualified counselors to cope with personal problems they may be facing. The program also provides resources for legal questions or concerns, marital or family conflicts, childcare or senior care concerns, financial problems and drug or alcohol abuse.
3-9 Commuter Benefits Program
Fordham University offers a Commuter Benefits Program which allows eligible employees (full time faculty, administrators, Local 153 and Local 810 members) to pay for eligible transportation expenses with pre-tax income. Employees are eligible to participate at the beginning of their employment at Fordham and can enroll effective the first of the month thereafter or as soon as administratively feasible. Under the Transportation Reimbursement Program program, employees can elect to have a portion of pre-tax income transferred to an account for future reimbursement for transportation expenses. The amount of the allowable tax-exempt contribution is subject to IRS limits which generally change every year.
3-10 Paid Holidays
Full-time and part-time benefits eligible employees will be paid for the following holidays:
- New Year's Day
- Martin Luther King, Jr. Day
- President's Day
- Holy Thursday, Good Friday, Easter Monday
- Memorial Day
- Juneteenth
- Independence Day
- Six (6) Summer Fridays (Commencing the week of July 4)
- Labor Day
- Columbus Day
- Veterans' Day, for employees who are Veterans and were honorably discharged (employees would need to present relevant paperwork to HR)
- Day before Thanksgiving, Thanksgiving Day, Day after Thanksgiving
- Christmas Eve
- Christmas Day
- Workdays between Christmas and New Year's Day
Members of Local 153 or Local 810 should refer to their Collective Bargaining Agreements for special rules surrounding holiday pay.
3-11 Paid Vacation Time
Fordham University appreciates how hard employees work and recognizes the importance of providing time for rest and relaxation. Fordham University fully encourages employees to get this rest by taking vacation time.
a. Vacation Accruals for Administrators
Administrators accrue paid vacation time based on length of service. Vacation time must be used during the vacation year (defined as the 12-month period, commencing on the employee’s service date) in which it is earned. In situations where Administrators are unable to use all accrued vacation time by their service date, they may be allowed to carry over up to ten (10) days of vacation time into the next vacation year subject to operational considerations and written supervisory approval.
Vacation accrual allowances are credited on the first day of each month. Employees represented by Local 810 and Local 153 should refer to their collective bargaining agreements for vacation accrual and usage details.
| Completed Years of Service | Monthly Accrual | Maximum Annual Accrual |
|---|---|---|
| Less than 5 years | 1.25 days per month | 15 days (3 weeks) |
| 5 through 19 years | 1.67 days per month | 20 days (4 weeks) |
| 20 or more years | 2.08 days per month | 25 days (5 weeks) |
For part-time Administrators working between 20 to 34 hours per week , vacation is accrued on a prorated basis.
Vacation may be used only in full-day and half-day increments.
Accrued, unused vacation is paid out upon separation for administrators subject to the following notice period requirements:
| Completed Years of Service | Required Period Notice |
|---|---|
| Less than 5 years | 3 weeks |
| 5 through 19 | 4 weeks |
| 20 or more | 5 weeks |
Unless otherwise set forth in an area’s written office policies vacation requests should be submitted at least 2 weeks in advance. Management reserves the right in its sole discretion to deny any requests for vacation leave.
3-12 Paid Personal Days
Benefited administrators receive two (2) personal days annually on January 1, except during their first year when they will receive a prorated amount of personal days. Personal days can be used for any unforeseen personal reason. Personal days may not be carried over from one year to the next. Part-time Administrators, who work between 20 to 34 hours per week, are entitled to a prorated amount of personal time.
Personal days must be used in full-day or half-day increments. Local 153 and Local 810 members should refer to their respective Collective Bargaining Agreements to review personal days accruals and usage guidelines.
Accrued, unused personal days are not paid out at separation unless otherwise required by law. Management reserves the right in its sole discretion to deny any requests for personal leave.
3-13 Sick Days
Benefits eligible Administrators receive up to twelve (12) paid sick days each year on January 1, except in their first year when they are credited a prorated amount of sick leave depending on their employment date. Part-time Administrators, who work between 20 to 34 hours are entitled to a prorated amount of sick time.
If Administrators will be out of work due to illness or other circumstances that fall under the Safe and Sick Leave Policy, they must contact their supervisor as early as possible, but at least by the start of the workday. If the employee calls in sick for more than five (5) consecutive working days, they will be required to contact the Office of Human Resources Management in order to provide a doctor's note on the day they return to work. The employee's leave may also be designated as Family and Medical Leave (FMLA), if applicable.
Sick days must be taken during the year they are accrued and must be used in at least half-day increments.
Local 153 and Local 810 members should refer to their respective Collective Bargaining Agreements to review their sick days accruals and usage guidelines.
Following the University’s Safe and Sick Leave Policy, the first eight (8) accumulated days of sick time can be used immediately, without any waiting period.
3-14 Sick And Safe Leave
Eligibility
Fordham University provides paid sick and safe leave to all employees. For employees who work in New York who are eligible for sick time under a Fordham Sick Days policy and/or a Collective Bargaining Agreement, this policy applies solely to the extent that it provides greater benefits/rights on any specific issue or issues than the Fordham Sick Days policy and/or a Collective Bargaining Agreement.
Employees can refer to the University Safe and Sick Leave Policy for more information about their eligibility and the application of the policy to their particular situation.
3-15 Lactation Breaks and Access to Lactation Room
Fordham University provides break time to employees who are nursing in order to express breast milk for up to three (3) years after the birth of a child. Employees will not be discriminated against or retaliated against for exercising their rights under this policy, and reasonable efforts will be made to provide a private room or location in close proximity to the employee’s work area for this purpose.
Pursuant to New York City law, employees needing to express breast milk have a right to request access to a lactation room. To the extent permitted by applicable law, Fordham University will provide a lactation room, unless doing so would impose an undue hardship on the University. In such instances, the University will engage in a cooperative dialogue with employees to discuss reasonable alternatives in an attempt to accommodate their needs.
For purposes of this policy, the term “lactation room” means a sanitary place, other than a restroom, that can be used to express breast milk shielded from view and free from intrusion and that includes, at minimum, an electrical outlet, a chair, a refrigerator, a surface on which to place a breast pump and other personal items, and nearby access to running water. Unless doing so poses an undue hardship and such hardship exception is permitted by applicable law, the University will provide a lactation room in reasonable proximity to the employee’s work area. If the room designated to serve as a lactation room is also used for another purpose, the sole function of the room will be as a lactation room while the employee is using the room to express breast milk. While the room is being used to express breast milk, notice will be provided that the room is given preference for use as a lactation room.
Employees may submit a request for access to a lactation room by contacting the Wellness Manager at [email protected]. The University will respond to such requests within five (5) business days.
If two (2) or more employees need to use the lactation room at the same time, they should contact the Wellness Manager so that arrangements can be made to ensure all individuals have access to the lactation room amenities.
The University will provide a reasonable amount of break time each day for employees to express breast milk pursuant to section 206-c of the New York Labor Law (see Section 3-11 above).
The University will not tolerate discrimination or harassment based on the request for or usage of lactation accommodations. Any discrimination, harassment or other violations of this policy can be reported to the Wellness Manager.
3-16 Jury Duty Leave
Fordham University realizes that it is the obligation of all U.S. citizens to serve on a jury when summoned to do so. All employees will be allowed time off to perform such civic service as required by law. Employees are expected, however, to provide proper notice of a request to perform jury duty and verification of their service, including fees received for jury duty service.
Employees also are expected to keep management informed of the expected length of jury duty service and to report to work for the major portion of the day (a half day or more) if excused by the court. If the required absence presents a serious conflict for management, employees may be asked to try to postpone jury duty.
The University will compensate hourly employees that serve as a juror with a fee of $40 or the juror's regular wage (whichever is lower) for the first three (3) days of jury service.
Exempt employees, Professional non-Exempt employees, Local 153 and Local 810 members will be paid their full salary for any week in which they performed work for the University and missed work due to jury service. Any payments issued by the court to the employee must be remitted to the University. For any questions please contact the Office of Human Resources Management at [email protected].
3-17 Witness Leave
Employees called to serve as a witness in a judicial proceeding must notify their supervisor as soon as possible.
Employees will not be compensated for time away from work to participate in a court case, but may use available vacation and personal time to cover the period of absence.
Employees that appear in court to testify as a witness or victim, or to consult with a district attorney or obtain an order of protection, will not be disciplined or discharged for their absence.
3-18 Bereavement Leave
The death of a family member is a time when employees wish to be with their families.
Employees must inform their supervisor prior to commencing bereavement leave. In administering this policy, Fordham University may require verification of death.
In the case of the death of an employee’s spouse, parent or child, grandparent or sibling the employee shall be granted a leave of absence of five (5) days without loss of pay.
In the case of the death of other family members of the immediate family, an employee shall be granted a leave of absence of three (3) days without loss of pay.
For purposes of this agreement other family members of the immediate family includes mother-in-law, father-in-law, son-in-law, daughter-in-law, sister-in-law, and brother-in-law, aunt, uncle, niece, nephew, or domestic partner.
The purpose of bereavement time is for the employee to grieve the loss of a close family member, prepare for and attend a funeral, and/or attend to any other immediate post-death matters such as settling wills and estates, which may not be consecutive but should be within a reasonable period of time after the death.
3-19 Voting Leave
Employees who are eligible to vote in an election may request up to two (2) hours, with pay, to be used at the beginning or the end of their normally scheduled workday to enable them to vote (as designated by the employer) while polls are open.
Generally, New York State employees are eligible for up to two hours of paid time off to vote if they do not have “sufficient time to vote.” An employee is deemed to have “sufficient time to vote” if an employee has four consecutive hours to vote either from the opening of the polls to the beginning of their work shift, or four consecutive hours between the end of a working shift and the closing of the polls
Employees must notify Fordham University of their intention to take time off to vote at least two (2) working days prior to Election Day.
3-20 Retiree Benefits
In order to qualify for official retirement from the University and gain access to retiree benefits, benefited faculty and administrators must meet certain age and full-time service requirements.
To be eligible for retiree benefits, which encompass retiree medical insurance (including a Medicare supplement plan), life insurance, and tuition remission, employees must be at least 62 years old and have completed a minimum of 10 years of full-time service.
For more information on retiree benefits, including eligibility criteria, coverage options, and cost sharing, please visit this link.
Local 153 and Local 810 members must also refer to their respective collective bargaining agreements for specific information regarding retiree benefits and any additional provisions that may apply to them.
For any questions, please reach out to the Benefits team at [email protected].