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2024 BENEFITS GUIDE

Your 2024 Benefits EnrollmentEligibilityMid-Year ChangesNew HiresOnce Open Enrollment ends, the onlytime you are allowed to make changesto your benefits elections throughout theyear is if you experience a qualified lifeevent. Examples may include gettingmarried or divorced, having a baby oradopting, or gaining or losing coverage.You must notify Human Resourceswithin 30 days of the life event to beeligible to change your elections. New Hire's benefits are effective first ofthe month following 30 days.Your benefits will be effective throughDecember 31, 2024.Enrollment FormsEnroll HereAll enrollment must be completedthrough the bswift platform.FT Employees working 30+hours per weekLegally married spouseDomestic PartnersNatural or adoptedchildren up to age 26,regardless of student andmarital statusChildren under your legalguardianshipStepchildrenChildren under a qualifiedmedical child supportorderDisabled children 19 yearsor olderChildren placed in yourphysical custody foradoptionDivorced or legallyseparated spouseCommon law spouse, evenif recognized by your stateFoster childrenSisters, brothers, parents orin laws, grandchildren, etc.Eligible:Ineligible:

Important ContactsMedicalMeritain | 1.800.925.2272www.meritain.com Group # 17068DentalVisionMetLife | 833.261.3810www.metlife.com Group # 5398696Life/AD&D &DisabilityVSP | 800.877.7195www.vsp.com Group # 30107742MetLife | 833.261.3810www.metlife.com Group # 5398696Workplace WellnessHSA & FSAsAndrea Eimers, COO | 734.245.2238aeimers@workplacewellnessus.comMeritain | 800.566.9305www.meritain.com Group # 17068Alexandria BeuoyHR Generalistbeuoya@tiffin.edu567.268.6046True Scripts Rx | 1.844.257.1955memberportal.truescripts.comPrecertification | 1.800.242.1199Disease Management | 1.888.610.0089WorksiteTrustmark | 866.486.8242www.trustmarkvb.com Group # 008273

In-NetworkBenefitsMeritain2700 HSA PlanMeritain7500 HSA PlanDeductibleIndividual: $2,700Family: $4,000Individual: $7,500Family: $15,000Office VisitsPCP: *0% CoinsuranceSpecialist: *0% CoinsuranceUrgent Care: *0% CoinsurancePCP: *0% CoinsuranceSpecialist: *0% CoinsuranceUrgent Care: *0% CoinsuranceProceduresInpatient: *0% CoinsuranceOutpatient: *0% CoinsuranceEmergency Room: *0% CoinsuranceInpatient: *0% CoinsuranceOutpatient: *0% CoinsuranceEmergency Room: *0% CoinsurancePrescriptionsGeneric: $0 CopayBrand: $25 CopayNon-Preferred: $25 CopaySpecialty: 20% up to $150 MaxGeneric: *0% CoinsuranceBrand: *0% CoinsuranceNon-Preferred: *0% CoinsuranceSpecialty: *0% CoinsuranceOut-of-PocketMaximumIndividual: $3,750Family: $5,000Individual: $7,500Family: $15,000Premiums (Monthly)Employee$201.00$85.00Emp+Spo$401.00$153.00Emp+Chld$361.00$136.00Family$582.00$212.00Medical PlansIf your spouse is employed and their employeroffers ACA eligible Group Medical coverage, anddoesn’t enroll in those benefits, but elects toenroll in the Tiffin University’s benefits, a monthlyspousal surcharge of $100 will be added to yourpremium.How to handlemedical bills (4:46)Medical insurance helps you pay for preventative care,routine health needs, prescriptions, and advanceprocedures by cost-sharing with your insurance provider. The rates and benefit plan information shown in this guide are illustrative only. To the extent the rates or the benefit plan information summarizedherein differs from the underlying plan details specified in the insurance documents and/or plan document(s) that govern the terms and conditionsof the plans described in this guide, the underlying insurance and/or plan documents will govern in all cases. The insurance carrier will determinethe actual rates based upon the final member enrollment, plan selection, funding, type, and eligibility criteria. Until that time, and the carrier's finalcommunication, the rates will be subject to change.*Deductible Applies First

Wellness BenefitsThe rates and benefit plan information shown in this guide are illustrative only. To the extent the rates or the benefit plan information summarizedherein differs from the underlying plan details specified in the insurance documents and/or plan document(s) that govern the terms and conditionsof the plans described in this guide, the underlying insurance and/or plan documents will govern in all cases. The insurance carrier will determinethe actual rates based upon the final member enrollment, plan selection, funding, type, and eligibility criteria. Until that time, and the carrier's finalcommunication, the rates will be subject to change.As part of the Tiffin University community, you can access a wide variety ofwellness services and benefits. Everything from utilizing the services of our on-staff Nurse Practitioner to the walking track and weight room are available toemployees of Tiffin University. The following list is not all inclusive, but does covera wide variety of the benefits you receive as an employee of Tiffin University.Basic wellness exams for both employees or their dependents;Diagnosis of minor medical conditions;Prescriptions for the relief of minor illness and injuries which can be filled at localpharmaciesTiffin University has a full time Nurse Practitioner on staff at the University Health Center,which is conveniently located in the Seneca House and can be used by both employeesand their dependents by appointment. Student patients will take priority for services atthe Center, and the center is only open full time during the academic year. The services atthe Health Center carry a minimal fee, which can be billed through your insuranceprovider. Services which are provided at the University Health Center include:Health Center ServicesTiffin University has an indoor track that employees can utilize during the HemingerCenter’s normal hours of operation. Additionally, there is a weight and fitness room locatedin the Hanson Center which employees can use for their fitness needs. Employees musthave an employee ID in order to utilize the indoor track and weight room facilities.Weight room and track space may be limited during the academic year when sports teamusage is at its height, so employees should be sensitive to waiting during peak times.Weight Room & Track UsageTiffin University has negotiated a corporate discount with the Tiffin Seneca County YMCA,which is located approximately two miles from the Tiffin University campus. The YMCAoffers many fitness options including a swimming pool, large nautilus fitness room, indoorwalking track, on-staff personal trainers (fee) and room rentals (fee). The monthlymembership fees for Tiffin University employees are $29.35 (single adult) or $44.35(household). These fees are deducted directly from your Tiffin University payroll.Please see the Office of Human Resources for an enrollment form.YMCA Discounts

Health Savings PlanEligible expenses2024 HSA Max Contributions:Individual: $4,150Family: $8,300The rates and benefit plan information shown in this guide are illustrative only. To the extent the rates or the benefit plan information summarizedherein differs from the underlying plan details specified in the insurance documents and/or plan document(s) that govern the terms and conditionsof the plans described in this guide, the underlying insurance and/or plan documents will govern in all cases. The insurance carrier will determinethe actual rates based upon the final member enrollment, plan selection, funding, type, and eligibility criteria. Until that time, and the carrier's finalcommunication, the rates will be subject to change.Health Savings AccountTake advantage of triple tax savings through an HSA. Reduce your taxableincome by contributing to this account, purchase qualified healthcare itemsfree of tax, and earn tax-free interest on HSA investment dollars. Unusedfunds will roll over from year to year.You must be enrolled in the company HDHP Medical Plan to be eligiblefor an HSA.If you are age 55 or older, you can contribute an extra $1,000 each yearthrough the HSA Catch-Up Contribution.Employer HSA Contribution:$700 AnnuallyLearn how HSAs canhelp you save fortoday and tomorrow.To receive the Tiffin University contribution, youmust enroll in an HSA and fulfill all your wellnesstesting for the year prior to November 1 of eachplan year.

Meritain offers three types of FSAs:.Employees can enroll in one or multiple types simultaneously in Meritain.Youdo not need to elect medical benefits to enroll in the FSAs.Eligible expensesHealth Care FSAs pay for out-of-pocket health care expenses (e.g.,doctor copays, prescriptions, deductible expenses, and other FSAEligible Expenses) not covered by insurance.Limited Purpose FSAs allow you to pay for dental and vision careexpenses (deductibles, co-insurance, etc.) not covered by dentaland/or vision insurance. This FSA is intended for employees electingthe HSA plan.Dependent Care FSAs pay for the care of a dependent child or adultso that employees can work or look for work.FSA Savings Plans2024 FSA Max Contributions:HealthCare FSA: $3,200*Limited Purpose FSA: $3,200*Dependent Care FSA: $5,000The rates and benefit plan information shown in this guide are illustrative only. To the extent the rates or the benefit plan information summarizedherein differs from the underlying plan details specified in the insurance documents and/or plan document(s) that govern the terms and conditionsof the plans described in this guide, the underlying insurance and/or plan documents will govern in all cases. The insurance carrier will determinethe actual rates based upon the final member enrollment, plan selection, funding, type, and eligibility criteria. Until that time, and the carrier's finalcommunication, the rates will be subject to change.Flexible Savings AccountsSave tax dollars and receive an advanced loan to assist with qualified expenseswith an FSA. Determine your per paycheck contribution at the beginning of theyear, and then spend those funds on qualified health expenses, dependent careexpenses as needed before the plan year ends.Please note that if you are participating in the company sponsored medicalplan, you are ineligible for the Health Care FSA and should use your HSA.*projected limits for 2024 pending IRS decision

Employee Assistance ProgramOnline legal documentsWork-related concernsMarital/relationship conflict Depression & anxietyAlcohol or drug abuseGrief stemming from lossStressFinancial pressuresTiffin University is interested in the physical and emotional health of its employees.People are our most valuable resource. While all of us would like to have perfect healthat all times, physical, mental, emotional or financial problems enter many of our livesand often have a direct effect on our emotional well being and job performance. OurEmployee Assistance Program (EAP) has been initiated to give employees andimmediate family members a resource to turn in times of personal need.The Employee Assistance Program is designed to provide professional help on acompletely confidential basis.Some services include but are not limited to:It is free to schedule an appointment with a counselor or coach, call the 24/7 phoneline, and/or visit the website for a library of resources and services.Scan QR Codeor Visit https://promedica.helpwhereyouare.com/Username: ProMedica EAPPassword: TFU123Call 866.327.3759The rates and benefit plan information shown in this guide are illustrative only. To the extent the rates or the benefit plan information summarizedherein differs from the underlying plan details specified in the insurance documents and/or plan document(s) that govern the terms and conditionsof the plans described in this guide, the underlying insurance and/or plan documents will govern in all cases. The insurance carrier will determinethe actual rates based upon the final member enrollment, plan selection, funding, type, and eligibility criteria. Until that time, and the carrier's finalcommunication, the rates will be subject to change.

Lactation RoomAn employee who plans to express milk during the workday should discusstheir plans with their supervisor or the Department of Human Resources.Reasonable break time will be provided for expressing milk. Employees mayuse their regular rest and meal break time for this purpose. Employees shoulddiscuss scheduling with their supervisors, and supervisors are encouraged tobe flexible.Employees may report any concerns related to this policy to their supervisor,Human Resources (staff employee related), or the Office of the Provost (facultyor other academic appointee related).Tiffin University has a designated space on campus for new mother’s lactationneeds. The room is designed for the mother’s comfort and privacy, which includesa refrigerator, a rocking chair, and other necessities. The designated lactationroom is located in the Office of Equity, Access & Opportunity in Friedley Hall.Supervisors, colleagues, and co-workers should be supportive, respectful, andsensitive to anemployee’s choice to nurse. The University prohibits discrimination against andharassment ofnursing employees who exercise their rights under this Policy.GuidelinesThe rates and benefit plan information shown in this guide are illustrative only. To the extent the rates or the benefit plan information summarizedherein differs from the underlying plan details specified in the insurance documents and/or plan document(s) that govern the terms and conditionsof the plans described in this guide, the underlying insurance and/or plan documents will govern in all cases. The insurance carrier will determinethe actual rates based upon the final member enrollment, plan selection, funding, type, and eligibility criteria. Until that time, and the carrier's finalcommunication, the rates will be subject to change.Lactation Room Services

Dental PlanMetLifePreferred Dentist PPO PlanBenefitsIn-NetworkOut-of-NetworkDeductibleIndividual: $50Family: $150Individual: $50Family: $150Preventative Services100%100%Basic Services*80%*80%Major Services*50%*50%Annual Plan Maximum$1,000$1,000Premiums (Monthly)Employee$0.00Employee+Spouse$22.00Employee+Child(ren)$24.00Family$44.00Stay in-network to avoid balance billing (the differencebetween what an out-of-network provider charges and theamount your insurance pays). The rates and benefit plan information shown in this guide are illustrative only. To the extent the rates or the benefit plan information summarizedherein differs from the underlying plan details specified in the insurance documents and/or plan document(s) that govern the terms and conditionsof the plans described in this guide, the underlying insurance and/or plan documents will govern in all cases. The insurance carrier will determinethe actual rates based upon the final member enrollment, plan selection, funding, type, and eligibility criteria. Until that time, and the carrier's finalcommunication, the rates will be subject to change.*Deductible Applies FirstGood dental hygiene has substantial impact on youroverall health. Prevent both oral conditions and otherdiseases through regular preventative dental care.

Vision PlanIn-Network BenefitsVSPVSP Choice PPO PlanVision Exams$10 CopayLensesSingle: $10 CopayBifocal: $10 CopayTrifocal: $10 CopayFramesFeatured Brands: $150 AllowanceOther Frames: $130 Allowance, then 20% DiscountContact Lens ExamUp to $60 CopayContact Lenses$130 AllowanceFrequency of ServicesExam: Once Every Calendar YearLens & Contact Lenses: Once Every Calendar YearFrames: Once Every Other Calendar YearPremiums (Monthly)Employee$0.00Employee+Spouse$4.40Employee+Child(ren)$4.64Family$11.44Your vision plan covers either glasses lenses or contact lenses each year. If you receive contact lenses,they will be instead of your glasses lenses benefit.The rates and benefit plan information shown in this guide are illustrative only. To the extent the rates or the benefit plan information summarizedherein differs from the underlying plan details specified in the insurance documents and/or plan document(s) that govern the terms and conditionsof the plans described in this guide, the underlying insurance and/or plan documents will govern in all cases. The insurance carrier will determinethe actual rates based upon the final member enrollment, plan selection, funding, type, and eligibility criteria. Until that time, and the carrier's finalcommunication, the rates will be subject to change.Protect your sight and enjoy those sunsets evenmore with vision insurance. Receive bothpreventative and materials coverage!

Life/AD&D PlansBenefitGuaranteeIssueEmployeeIncrements of$25,000 up tolesser of 5x basicannual earnings or$500,000$150,000SpouseIncrements of$5,000 up to$100,000 (cannotexceed 50% ofemployee'samount)$30,000Child$1,000, $2,000,$4,000, $5,000,$10,000$10,000The beneficiary designations for your lifeinsurance takes precedence over your will. Ifyou want your wishes to be followed afteryour death, you need to keep yourbeneficiaries updated. If you have not listedanyone as a beneficiary, your assets willfollow a default order to determine who willreceive it, such as your spouse, your children,your parents and then your siblings. Listing abeneficiary--and keeping it updated--willsave time, effort and potential conflict afteryou're gone.Optional Basic Dependent Life is availablefor an added costSpouse: $10,000 & Child(ren): $5,000Beneficiary DesignationYou must submit an Evidence of Insurability (EOI) form to the insurancecarrier if you select an amount of insurance over the "Guarantee IssueAmount (GI)". Any coverage amount over the GI is subject to the carrier’sapproval. If approved, you will receive a letter in the mail notifying you ofthe approval. Note: Voluntary life coverage is available up to the GIamount without the need for an EOI form at an employee’s initialeligibility only. Evidence of InsurabilityThe rates and benefit plan information shown in this guide are illustrative only. To the extent the rates or the benefit plan information summarizedherein differs from the underlying plan details specified in the insurance documents and/or plan document(s) that govern the terms and conditionsof the plans described in this guide, the underlying insurance and/or plan documents will govern in all cases. The insurance carrier will determinethe actual rates based upon the final member enrollment, plan selection, funding, type, and eligibility criteria. Until that time, and the carrier's finalcommunication, the rates will be subject to change.Basic Life and AD&DYou can't put a price tag on your life, butyou can protect your loved ones with lifeinsurance in the event of a premature loss. Tiffin University provides thisbenefit at no cost to youBenefit Amount:1x your earnings to a max of $200,000Voluntary Life and AD&DYou can purchase additional life and AD&Dinsurance for you and your dependents. Thisplan is optional and paid 100% by you throughpayroll deductions if you choose to sign up.

Disability PlansBenefit66.67% of weeklyearnings to a maximumof $1,000 or $2,000 aweek based on your classDuration13 WeeksEliminationPeriodIllness: 8 DaysAccident: 8 DaysBenefit66.67% of your earningsto a maximum of $7,000a monthDurationUp to Social SecurityNormal Retirement AgeEliminationPeriod180 DaysIf you make a disability claimwithin the first year of beingcovered, check your plan detailsto see how pre-existing conditionlimitations might impact yourcoverage.Pre-existing conditionlimitations The rates and benefit plan information shown in this guide are illustrative only. To the extent the rates or the benefit plan information summarizedherein differs from the underlying plan details specified in the insurance documents and/or plan document(s) that govern the terms and conditionsof the plans described in this guide, the underlying insurance and/or plan documents will govern in all cases. The insurance carrier will determinethe actual rates based upon the final member enrollment, plan selection, funding, type, and eligibility criteria. Until that time, and the carrier's finalcommunication, the rates will be subject to change.Short Term DisabilityAccidents and illnesses happen and often when weleast expect them. Ensure you are financiallyprepared to stay afloat in the midst of a medicalcondition with disability insurance. This voluntary plan benefit amount ispaid on top of what you receive inState Disability benefits. Long term disability insurance willstart paying out at the end of theshort-term disability coverage period. Long Term DisabilityTiffin University providesthis benefit at no cost to you

Medical Supplemental PlansAccidentCritical IllnessHospital IndemnityAccident insurance can helpyou pay for the out- of-pocketcosts you may experienceafter an accident and payregardless of any otherinsurance you have. • A limited benefit policy (nothealth insurance)• Spend benefits on what youneed — medical expenses,groceries, utilities• Benefits for common injurieslike fractures, dislocations, andconcussions• Benefits for emergency roomvisits, ambulance, hospitalcare, surgery and physicaltherapyBeing diagnosed with a criticalillness can be devastating,both personally and financially.Breathe easier knowing criticalillness insurance can help youpay your out-of-pocketexpenses and allow you tofocus on your health.Hospital indemnity insurancepays a daily benefit if you havea covered stay in a hospital,critical care unit or rehabfacility. The benefit amount isdetermined by the type offacility and the number of daysyou stay, A few examples ofhow this coverage could beused are:• Medical expenses, likedeductibles and copays• Travel, food and lodgingexpenses for family• Childcare• Everyday expenses likeutilities and groceriesThe rates and benefit plan information shown in this guide are illustrative only. To the extent the rates or the benefit plan information summarizedherein differs from the underlying plan details specified in the insurance documents and/or plan document(s) that govern the terms and conditionsof the plans described in this guide, the underlying insurance and/or plan documents will govern in all cases. The insurance carrier will determinethe actual rates based upon the final member enrollment, plan selection, funding, type, and eligibility criteria. Until that time, and the carrier's finalcommunication, the rates will be subject to change.Even with medical insurance, you could still be subject tounexpected out-of-pocket expenses in the form ofcopays, deductible, and coinsurance. Thesesupplemental voluntary benefits provide lump sumpayments to be used towards your health care expenses,or however you see fit.

Parental & Family LeaveThe rates and benefit plan information shown in this guide are illustrative only. To the extent the rates or the benefit plan information summarizedherein differs from the underlying plan details specified in the insurance documents and/or plan document(s) that govern the terms and conditionsof the plans described in this guide, the underlying insurance and/or plan documents will govern in all cases. The insurance carrier will determinethe actual rates based upon the final member enrollment, plan selection, funding, type, and eligibility criteria. Until that time, and the carrier's finalcommunication, the rates will be subject to change.A paid maternity leave of up to six weeks may be granted for female employees whohave been employed at Tiffin University at least one year working at least 1,560 hoursduring 12 consecutive months immediately preceding the date the leave would begin.Maternity leave begins on the day the baby is born.Maternity LeaveWorking at least 1,560 hours during 12 consecutive months immediately precedingthe date the leave would begin.Be a spouse or committed partner of a woman who has given birth to a child.Have adopted a child or been placed with a foster child (in either case, the child mustbe age 17 or younger).A paid parental leave of up to two weeks may be granted to employees who have beenemployed at Tiffin University at least one year upon the birth of their child or for theplacement of a child in connection with an adoption or foster care. The purpose of paidparental leave is to enable the employee to care for and bond with a newborn or a newlyadopted or newly placed child. This policy will run concurrently with Family and MedicalLeave Act (FMLA) leave, as applicable. An employee wishing to use parental leave must notify his/her supervisor as well asHuman Resources prior to the use of parental leave. This policy will be in effect for births, adoptions or placements of foster childrenoccurring on the date of the occurrence. In addition, employees must meet thefollowing criteria:Parental LeaveTiffin University will grant up to 12 weeks (or up to 26 weeks of military caregiver leaveto care for a covered service member with a serious injury or illness) during a 12-monthperiod to eligible employees. The leave may be paid, unpaid or a combination of paidand unpaid leave, depending on the circumstances of the leave and as specified in thispolicy. Please see the Personnel Handbook for employee’s eligibility provisions for FMLA.Family Medical Leave Act (FMLA)

Annual & Sick LeaveThe rates and benefit plan information shown in this guide are illustrative only. To the extent the rates or the benefit plan information summarizedherein differs from the underlying plan details specified in the insurance documents and/or plan document(s) that govern the terms and conditionsof the plans described in this guide, the underlying insurance and/or plan documents will govern in all cases. The insurance carrier will determinethe actual rates based upon the final member enrollment, plan selection, funding, type, and eligibility criteria. Until that time, and the carrier's finalcommunication, the rates will be subject to change.Annual leave is for the general well-being of the employee and may be used for vacations, familymedical leave, or other personal business. Eligible staff members earn annual leave effective onthe beginning date of employment. Faculty members do not earn annual leave. Annual leave will be pro-rated for any staff memberwhose position is defined as requiring 1,560 or more work hours but less than 2,080 work hoursin a 12-month period. Staff members whose position is defined as working less than 1,560 hoursduring any 12-month period do not earn annual leave. Annual leave is earned on an accrual basis, with an accumulation account set up for each full-time staff member. Annual leave is credited to the staff member’s account on a monthly basis.Unless otherwise approved by the President at the time of hiring, the amount of annual leaveearned is dependent upon the length of service shown below:Annual LeaveStaff members earn sick leave beginning on the date of initial employment. Faculty members donot earn sick leave. Sick leave may be used for personal illness, doctor’s appointments, and up tofour days for each incident of illness in the family, as defined by the Family Medical Leave Act.The sole purpose of sick leave is to provide continued income during periods of illness. Allemployees are urged to accumulate as much sick leave as possible in case a major illness shouldoccur. Sick leave is earned at the rate of 6.67 hours per month of employment by staff memberswhose positions are defined as requiring 2,080 work hours in any 12-month period. Sick leave willbe pro-rated for any staff member whose position is defined as requiring 1,560 or more workhours but less than 2,080 hours in a 12-month period. Staff members whose position is definedas working less than 1,560 hours during any 12-month period do not earn sick leave.Sick LeaveYears of ServiceCredited Leave (Monthly)<2 Years6.67 Hours2-5 Years10.00 Hours5+ Years13.34 Hours

HolidaysAll regular, benefit-eligible employees will receive one floating holiday per year inaddition to Tiffin University’s regular paid holidays. This floating holiday allowsemployees to take personal holidays that the University may not celebrate, for examplea religious or cultural day of importance.The floating holiday is available at the beginning of each calendar year for all currentemployees. A new employee hired before the end of the first half of the calendar year(January 1 – June 30) will receive the floating holiday upon hire; a new employee hiredduring the second half of the calendar year (July 1-December 31) will receive the floatingholiday at the beginning of the next calendar year.Employees must submit a request to use a floating holiday. The request must beapproved in advance by the employee’s immediate supervisor prior to using.Floating holidays will not be carried over to the next calendar year, nor may they becashed out if not taken or paid upon termination of employment.The rates and benefit plan information shown in this guide are illustrative only. To the extent the rates or the benefit plan information summarizedherein differs from the underlying plan details specified in the insurance documents and/or plan document(s) that govern the terms and conditionsof the plans described in this guide, the underlying insurance and/or plan documents will govern in all cases. The insurance carrier will determinethe actual rates based upon the final member enrollment, plan selection, funding, type, and eligibility criteria. Until that time, and the carrier's finalcommunication, the rates will be subject to change.New Year’s DayMartin Luther King, Jr. Day (1 day)Spring Break (1 day)Memorial DayJuneteenthIndependence DayLabor DayFall Break in October (2 days)Thanksgiving Day & the Friday afterChristmas Eve and Christmas Day through New Year’s EveEmployees are given paid holidays that include:HolidaysFloating Holiday

Retirement Savings PlanReduce taxable income through pre-tax contributionsTax deferred earnings on plan contributionsAutomatic vestingEmployees may begin participation in this plan immediately. Minimum age toparticipate is 21.Employee must contribute at least 5% of gross pay. After completing oneyear of service, Tiffin University will contribute 7% of gross pay (One yearwaiting period waived for employees who have previously contributed to a403B or have existing TIAA accounts).These flexible retirement and savings programs will help you meet yourretirement objectives and ensure diversified portfolio construction by helpingyou choose from a variety of TIAA variable annuities and mutual funds.Advantages of participation to the employee include:Learn how investingand saving actuallyworks - and canwork for you.The rates and benefit plan information shown in this guide are illustrative only. To the extent the rates or the benefit plan information summarizedherein differs from the underlying plan details specified in the insurance documents and/or plan document(s) that govern the terms and conditionsof the plans described in this guide, the underlying insurance and/or plan documents will govern in all cases. The insurance carrier will determinethe actual rates based upon the final member enrollment, plan selection, funding, type, and eligibility criteria. Until that time, and the carrier's finalcommunication, the rates will be subject to change.The key to saving for retirement is to start early and staycommitted. Making the choice to invest in yourself bycontributing to your employer sponsored retirement planis a decision that may have a big impact on your ability toretire confidently. 403(B) Retirement Plan

Retirement Health PlanMedicare cost sharesRetiree insurance premiums and copaysPrescription drug costsReimburse yourself for all other Qualified Medical Expenses (QMEs) when you retire.10 years of service at Tiffin University65 years old with 5 years of service at Tiffin University.This money accumulates tax free and you may use the funds in your account tax free tohelp pay:These funds are available to you after you cease employment with Tiffin University andyou meet at least one of the following conditions:Employees have the opportunity to enroll in retirement health care benefitsthrough the Emeriti Health Insurance Plan. Before enrolling in the Emeriti Health Insurance Plans, you must have met thedefinition of Retirement Eligibility under your institution’s Emeriti Plan, and attained thefollowing: 1. Ceased employment 2. Age 65 or older 3. Enroll in Medicare Parts A & B. You will also have an initial 90-day window in which to enroll in the EmeritiInsurance. If you do not enroll in the 90-day period, you may not be eligible to enrollagain.The rates and benefit plan information shown in this guide are illustrative only. To the extent the rates or the benefit plan information summarizedherein differs from the underlying plan details specified in the insurance documents and/or plan document(s) that govern the terms and conditionsof the plans described in this guide, the underlying insurance and/or plan documents will govern in all cases. The insurance carrier will determinethe actual rates based upon the final member enrollment, plan selection, funding, type, and eligibility criteria. Until that time, and the carrier's finalcommunication, the rates will be subject to change.Tiffin University provides our employees with one of the mosttax efficient ways to manage healthcare expenses in retirementthrough our Emeriti Retirement Health plan.Emeriti Retirement Health plan

Medicare BenefitsSpeak to a trusted licensed agent today.We're here to assist you in navigating your options.1-888-530-2586 | TTY/TDD: 711M-F 8 am – 6pmORComplete a Medicare Service Request Form Learn theBasics ofMedicareDon't let the alphabet soup of Medicare Parts A, B, C and D get your headspinning! If you're approaching age 65 (or are there already!) and your head isswimming with all your options, or you just want to discuss your current plan,reach out to OneDigital Advanced Health.At OneDigital Advanced Health, we take pride in being fierce advocates of yourhealth, success and financial security. We understand the complexities of today’shealth insurance marketplace, and we’re here to listen and find affordableoptions to meet your individual needs. Trust us to advocate for you, ensuring thatyou receive the utmost support and peace of mind as you navigate yourhealthcare journey.We do not offer every plan available in your area. Any information we provide is limited to those plans we do offer in your area.Please contact Medicare.gov or 1-800-MEDICARE to get information on all of your options.If you are located in Ohio,reach out to Cami Andersonat Financial Design, your localMedicare consultant. She'llreview your health history,medications, options, andchoices to design a plan thatfits your goals and budget.Ohio Medicarecamille@financialdesignohio.com866.435.0634

Tuition Benefits & AssistanceWith Tiffin University’s Tuition Benefits Program, there will be no tuition or class feecosts to you for dependent children and spouses of full-time faculty members or anystaff members whose position is defined as requiring 1,560 or more work hours in any12-month period for undergraduate courses. As an employee, you can pursue abachelor’s or graduate degree at Tiffin University tuition free (lab fees and book costsexcluded). For additional information and limitations regarding these tuitionbenefits, please see the Personnel Handbook.Tiffin University employee spouse and children may be eligible to take graduate levelclasses at no cost at Tiffin University. The institution will be waiving the tuition andtechnology fees for spouses or children of active full-time employees of TiffinUniversity. Full-time employees are defined as requiring 1,560 or more work hoursduring any 12-month period. This benefit will be subject to annual budget allowancesand additional conditions, which are outlined in the Graduate Tuition Benefit Policy.The rates and benefit plan information shown in this guide are illustrative only. To the extent the rates or the benefit plan information summarizedherein differs from the underlying plan details specified in the insurance documents and/or plan document(s) that govern the terms and conditionsof the plans described in this guide, the underlying insurance and/or plan documents will govern in all cases. The insurance carrier will determinethe actual rates based upon the final member enrollment, plan selection, funding, type, and eligibility criteria. Until that time, and the carrier's finalcommunication, the rates will be subject to change.Tuition Benefits at Tiffin UniversityTuition Reimbursement at Tiffin University reimburses you for job-related graduate orpost-graduate level courses at another accredited institution. You can be reimbursedfor 50% of the cost of tuition, up to a calendar year maximum of $5,000 with a totalbenefit maximum of $25,000. In order to participate in this program, a proposal,along with a letter of support from your supervisor or Dean, must be submitted tothe Tuition Review Committee for approval.Tuition Reimbursement at Tiffin UniversityTiffin University is a qualified employer under the federal Public Service LoanForgiveness (PSLF) program. The federal PSLF is a program that allows certain federalstudent loans to be forgiven after 10 years of repayment. To benefit, borrowers needto have a qualifying loan and sign up for a qualifying repayment plan. After 120 on-time, qualifying monthly payments, the remainder of the loan(s) is forgiven.Public Student Loan Forgiveness Program

Tiffin University belongs to two tuition exchange programs. Both are national organizations whichadminister multilateral tuition remission scholarships for employees of member colleges anduniversities. The tuition programs are offered to dependent children (defined as one claimed onthe employee’s federal income tax return) of full-time employees.The two programs are The Tuition Exchange, Inc., (TE) and the Tuition Exchange Program throughthe Council of Independent Colleges (CIC). TE requires a balance in the number of tuitionexchange students “exported” from TU to other member colleges with those it “imports” or enrollsat TU. This may result in a limited number of export opportunities available. Duration of tuitionexchange scholarships may depend upon the status of export/import record of the University.Generally, eligible students are awarded eight semester units to cover a four-year undergraduateprogram if entering as a freshman. Fewer semester units may be awarded to complete thebaccalaureate degree if the student enters the tuition exchange program as a transfer.The second program through the CIC does not require a balance between exports and imports. Ifthe student plans to attend a college or university on both lists the Tuition Exchange LiaisonOfficer will determine just which program will be used to the advantage of Tiffin University. Insome cases, the application may be submitted through both programs.Under both programs, the importing college or university may limit the number of new importsfor any given year. The method of prioritizing the imports is up to that institution. Admission to acollege or university does not guarantee a tuition exchange scholarship.Tuition Exchange ProgramsThe rates and benefit plan information shown in this guide are illustrative only. To the extent the rates or the benefit plan information summarizedherein differs from the underlying plan details specified in the insurance documents and/or plan document(s) that govern the terms and conditionsof the plans described in this guide, the underlying insurance and/or plan documents will govern in all cases. The insurance carrier will determinethe actual rates based upon the final member enrollment, plan selection, funding, type, and eligibility criteria. Until that time, and the carrier's finalcommunication, the rates will be subject to change.Full-time faculty members and any staff member whose position is defined as requiring 1,560 ormore work hours during any 12-month period and who have completed at least one year ofuninterrupted employment with Tiffin University.Employee must maintain this uninterrupted level of service for the full duration of the tuitionexchange period.Termination of employment will result in termination of the benefit.Dependent children of any TU employee who retires or resigns from employment at Tiffin Universityafter 20 or more years of full-time employment and the child was a dependent of the employee as ofthe date the employee discontinued his or her employment.Applications will be reviewed, and scholarship(s) will be awarded on the basis of the employee’sseniority (years of uninterrupted, full-time service) based on the start date or the date of contractissue, whichever comes first.This benefit does not apply if the employee has retired or resigned from employment at TiffinUniversity and is employed at another institution of higher education that participates in a tuitionexchange program for dependent childrenEligibility

Additional BenefitsAccidentsCommon, serious and chronic illnessesHereditary conditionsTesting and diagnosticsHolistics & alternative treatmentsTiffin University offers Nationwide Pet Insurance, which reimburses you foreligible veterinary expenses, including:Coverage is offered for many breeds and types of animals, so this gives you theopportunity to keep the pets in your family well.Visit benefits.petinsurance.com/tiffinCall 877.738.7874Credit monitoringSocial media monitoringFinancial activity monitoringUnemployment fraud centerIP address monitoringLost and stolen wallet protectionDigital footprint technologyUp to $1 million in identity theft expense reimbursementMuch of our daily life is now spent online, but more sharing online means more ofyour personal data may be at risk. Allstate Identity Protection offers you theopportunity to protect yourself and your family from a variety of fraud risks,including: Visit myaip.comCall 1.800.789.2720The rates and benefit plan information shown in this guide are illustrative only. To the extent the rates or the benefit plan information summarizedherein differs from the underlying plan details specified in the insurance documents and/or plan document(s) that govern the terms and conditionsof the plans described in this guide, the underlying insurance and/or plan documents will govern in all cases. The insurance carrier will determinethe actual rates based upon the final member enrollment, plan selection, funding, type, and eligibility criteria. Until that time, and the carrier's finalcommunication, the rates will be subject to change.Pet InsuranceIdentity Protection

Employee NoticesBenefits EnrollmentEnroll HereThe rates and benefit plan information shown in this guide are illustrative only. To the extent the rates or the benefit plan information summarizedherein differs from the underlying plan details specified in the insurance documents and/or plan document(s) that govern the terms and conditionsof the plans described in this guide, the underlying insurance and/or plan documents will govern in all cases. The insurance carrier will determinethe actual rates based upon the final member enrollment, plan selection, funding, type, and eligibility criteria. Until that time, and the carrier's finalcommunication, the rates will be subject to change.Please review the following required employee notices detailing your rights andoptions. You can also request a paper copy of any of these notices at any time. Your company uses the online enrollment system, bswift, to make enrollmentand future changes easy on employees. This system will allow you to make all ofyour benefit elections online without any forms. You can also access this systemthroughout the plan year to review benefit information or make demographic orenrollment changesVIEW NOTICES HEREVIEW SBCS HERE