Periodically, former faculty and staff return to active employment at Washington University. Eligibility for the benefit plans/policies and consideration of previous employment towards service criteria varies by the length of the break in service, the benefit plan/policy and whether or not they return as a benefits eligible employee. The following summarizes the eligibility and enrollment requirements for returning employees.
Employees Returning as Regular Full-Time or Regular Part-Time Benefits Eligible
Summary: Impact on Benefits if Returning as a Benefits Eligible Employee chart (PDF)
Health and Insurance Plans
Less than 31 days
If an employee returns to active employment in a benefits eligible position within 30 days or less, their previous elections in the following health and insurance plans will be re-instated. Re-enrollment is not necessary:
- Medical/Dental
- Vision
- Flexible Spending Accounts
- Health Savings Account
- Basic Life Insurance
- Optional Term Life and AD&D Insurance
- Variable Universal Life Insurance
- Long Term Disability
31 days or more
If an employee returns to active employment in a benefits eligible position after a break in service of more than 30 days, they must re-enroll in the following health and insurance plans within 31 days of the rehire date if they wish to participate:
- Medical/Dental
- Vision
- Flexible Spending Accounts
- Health Savings Account
- Optional Term Life and AD&D Insurance
- Variable Universal Life Insurance
Coverage will be effective on their rehire date.
Basic Term Life Insurance
Coverage under the Basic Term Life Insurance plan is automatic and will be effective on the rehire date as a benefits eligible employee.
Long-Term Disability
If the employee is rehired as a benefits eligible employee within 6 months, previous eligible service will apply to the 6-month service requirement for coverage. If rehired after 6 months, they must satisfy a new 6-month service period for reinstatement of coverage. Enrollment will not be required for the LTD benefit.
Retirement Savings Plan
Employee Contribution
A former employee who returns to active employment will be automatically enrolled into the Retirement Savings Plan at a contribution level of 3% per pay period once they resume active employment. The rehired employee may change this contribution rate at any time after the rehire date.
University Contribution*
If the employee was eligible for the University retirement contribution prior to leaving the University, they will become eligible upon the rehire date. The University contribution percentages currently in effect for new hires will apply unless the rehire occurs within 30 days. If the rehire occurs within 30 days, the employee will retain the same level of University contribution they had before their termination of employment.
If the employee was not eligible for the University retirement contribution prior to leaving the University and terminates employment for more than 30 days, they will be treated as a newly eligible employee based on their date of rehire.
*Applies only if the University is currently contributing to employee accounts and the employee is contributing at least 5% of their base salary.
Retirement Medical Savings Account (RMSA)
If an employee returns to active employment in a benefits eligible position after a break in service of less than 31 days, their contributions to the RMSA will continue according to their election prior to the break in service. Re-enrollment is not necessary.
If an employee returns to active employment in a benefits eligible position after a break in service of more than 30 days, they can re-enroll in the RMSA at any time after the rehire date if they wish to participate.
Upon rehire, an employee with an RMSA will not be able access their account for qualified medical expenses until they terminate employment again.
Dependent Child Tuition
If an employee returns to active employment in a benefits eligible position within 90 days or less, they will not have a break in service for eligibility but the provisions of the Dependent Child Tuition Assistance plan in effect as of the date of rehire will apply.
If an employee returns to active employment in a benefits eligible position after a break in service of 91 days or more, they must complete 7 consecutive years of full-time service, or its equivalent, from the rehire date to meet the service requirements. The tuition remission percentages under the plan as of the date of rehire will apply. (Please note: If employed at another accredited university in a comparable position during a break, service may count prior to and during the break.)
Employee and Spouse Tuition Assistance
If an employee returns to active employment in a regular full-time position within 90 days or less, their participation in the Employee and Spouse Tuition Assistance plans will continue according to their previous benefits eligibility status. After a break of 91 days or more, the employee must complete one year of service before the first day of classes for that semester and must complete a new request for tuition assistance form.
Vacation
An employee who is rehired will be subject to the vacation policy that applies to those hired into a benefits eligible role on or after July 1, 2019. Prior years of service are not recognized under the vacation policy.
Retiree Medical
An employee who terminated employment prior to meeting retirement eligibility and who is rehired must complete 5 years of consecutive benefits-eligible service from the rehire date to meet the service requirement for retiree eligibility. Prior years of service are not recognized in determining eligibility for retirement.
Employees Returning as a 0 Hour Employee or Non-benefits eligible Employee
Health and Insurance Plans
An employee who terminated employment and who is rehired as a non-benefits eligible employee, will not be eligible for the University’s active health and insurance benefits. If currently enrolled in COBRA and/or retiree medical, coverage under those programs will continue provided the employee continues to make the required contributions in a timely manner and any COBRA period has not been exhausted. If the rehired employee subsequently satisfies the minimum paid hours’ requirement during the applicable lookback measurement period, the employee will be eligible for health coverage at part-time-rates. Learn more.
Retirement Medical Savings Account
If the employee has a Retirement Medical Savings account, the employee will not be able to access their account for qualified medical expenses until they terminate employment again.
Retirement Savings Plan
If the employee was eligible for the University retirement contribution prior to leaving the University, they will become eligible upon the rehire date. The University contribution percentages currently in effect for new hires will apply unless the rehire occurs within 30 days. If the rehire occurs within 30 days, the employee will retain the same level of University contribution they had before their termination of employment.
If the employee was not eligible for the University retirement contribution prior to leaving the University and terminates employment for more than 30 days, they will be treated as a newly eligible employee based on their date of rehire.
*Applies only if the University is currently contributing to employee accounts and the employee is contributing at least 5% of their base salary.