FHU Employee Benefits

FHU Retirement Plan

FHU uses Voya as our retirement provider. FHU currently offers one voluntary
retirement plan, 403B. FHU will match contributions of $.50 on the $1.00 up to 7% of
the employees annual salary.

• Vacation
  • 1st year of employment: 10 days
  • 5th year of employment: 15 days
• Holidays – At least 19.5 paid holiday days per year
• Staff Holidays 2024-2025 fiscal year
  • Memorial Day: May 27, 2024, Monday
  • Independence Day: July 4, 2024, Thursday
  • Labor Day: September 2, 2024, Monday
  • Thanksgiving Break: November 25-29, 2024, Monday through Friday
  • Christmas Break: December 19-31, 2024, Thursday through Tuesday
  • New Years Day: January 1, 2025, Wednesday
  • Martin Luther King Day: January 20, 2025, Monday
  • Spring Break: March 24-28, 2025, Monday through Friday
  • Memorial Day: May 26, 2025, Monday
• Sick Leave- Offered to all full-time staff and faculty members
• Maternity Leave – Up to 6 weeks of paid time off
• Paternity Leave – 5 days of paid time off
• Mission Leave – 5 days of paid time off to perform mission work

• Employee Educational Remission Program – The employee and employee’s spouse and dependents (until age 26) may receive at least 80% tuition remission for undergraduate classes and at least 40% remission for graduate classes. This is effective after employee’s first full year of service.
• Free access to the FHU Fitness Center, as well as a walking track and racquetball courts located in the Brewer Sports Center.

• Medical Insurance – Eligible employees who enroll in the medical insurance plan will have a predetermined portion of their monthly premium paid for by the university. The university retains the right to modify this portion at each renewal period. New qualifying employees are eligible for medical insurance on the first full day of employment.
• Dental/Vision Insurance – Eligible employees who enroll in the dental/vision insurance plan will have a predetermined portion of their monthly premium paid for by the university. The university retains the right to modify this portion at each renewal period. New qualifying employees are eligible for dental/vision insurance on the first full day of employment.
• Life Insurance – Group term life insurance is available. The university provides an amount equivalent to your salary up to a maximum of $100,000. The minimum coverage is $20,000. The coverage will decrease at age 65 and 70 if the employee is still working full-time. This insurance is effective on the first full day of employment. Additional coverage is available at the employee’s expense.
• Disability Insurance – The university provides a group long-term disability insurance plan. In the event of a disabling event that causes the employee to take long-term (six months) absence from the job, the plan would allow the employee to apply for long-term disability. If approved, the employee would receive 60% of his/her base salary. The university pays the full cost of the coverage. Qualified employees are eligible for this plan after one year of employment.
• Supplemental Insurance – Supplemental insurance coverage is available through AFLAC. Employees may choose from the various services, such as cancer, intensive care, and wellness, which they offer and have the premium deducted from their checks each month. A representative from the company visits the university each December to talk with new employees about their services.
• COBRA – The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified beneficiaries the opportunity to continue health insurance coverage under the university’s health plan when a “qualifying event” would normally result in the loss of eligibility.

Some common qualifying events are resignation, termination of employment, or death of an employee; a reduction in an employee’s hours or a leave of absence; an employee’s divorce or legal separation; and a dependent child no longer meeting eligibility requirements.

Under COBRA, the employee or beneficiary pays the full cost of coverage at the university’s group rates plus an administration fee. The university provides each eligible employee with a written notice describing rights granted under COBRA when the employee becomes eligible for coverage under the university’s health insurance plan. The notice contains important information about the employee’s rights and obligations.

When an employee terminates, he/she should set up an exit interview with human resources. During the exit interview, the employee’s rights under COBRA will be explained and the employee will be given an opportunity to accept or decline continued coverage under COBRA.

• Medical Insurance Benefits Available for Retirees – Employees who are 55 years of age and have completed 25 years of continuous full time service or employees who are 60 years of age and have completed 10 years of continuous full time service are eligible to continue in the group plan until reaching age 65.