ICAA Employee Benefits
A Guide for New and Prosective Employees
CONTENTS
- Employee Health Plan
- Retirement Plans
- Life Insurance
- Vacation & Sick Leave
- Paid Holidays
- Long-Term Disability
- Paid Parental Leave (PPL)
- Tuition Assistance and Educational Benefits
- Guardian Employee Assistance Plan (EAP)
- Employee Discounts
- Resources
Employee Health Plan
Below we will cover the health plan options available to all ICAA employees in a benefits-eligible role. All coverages are elected independent of one another for employees and their eligible spouse/dependents, with the one exception being dental coverage, which is only available to those who choose a healthcare plan.
Coverage for new hires to WSU ICAA or non-benefits-eligible employees moving into a benefits-eligible role, will be effective the beginning of the month after the employee fulfills a 30-day wait period. Semi-monthly premiums are deducted from the first two paychecks each month.
BCBS Medical Insurance
Employees who choose a health care plan will have BlueCross/BlueShield of Kansas as the carrier for their medical insurance.
Two plan designs provide flexibility in deciding how to pay for healthcare. Each plan offers a different combination of premium cost, deductible, coinsurance, and out-of-pocket maximum.
| Service | $1,500 Plan | $5,000 Plan |
|---|---|---|
| Deductible | $1,500 (1person)/$3,000 (2+) | $5,000 (1person)/$10,000 (2+) |
| Coinsurance | 20% | 0% |
| Out of Pocket Maximum | $6,350 / $12,700 | $6,350 / $12,700 |
| Office Visit Copay | $35 PCP / $70 Specialist | Deductible |
| Preventive | 100% Covered | 100% Covered |
| Prescription Copay Non-Preferred Specialty |
$15 / $50 / $75 / $150 20% up to $250 |
$15 / $50 / $75 / $150 20% up to $250 |
Delta Dental Insurance
Dental Insurance is offered through Delta Dental and has a no cost premium*. This benefit offers 2 exams and unlimited cleanings covered at 100%. See chart below for additional details.
| Service | Benefit Costs |
|---|---|
| Bi-annual Exam / Unlimited Cleanings | Covered in full |
| Deductible | $25 per person / $75 family max |
| Basic Services Coinsurance | 20% |
| Major Services Coinsurance | 50% |
| Annual Benefit Maximum | $1,500 per person |
| Right Start 4 Kids | 100% no deductible for kids 12 and under (excl. orthodontics) |
*Dental insurance is only available as a package with a medical insurance plan.
Surency Vision Insurance
Surency offers two tiers of vision insurance, Exam & Materials or Materials only.
| In-Network | Exam & Materials Cost |
|---|---|
| Vision Exam | $10 copay |
| Eyeglass Lens | $25 copay |
| Contact Lens | $130 allowance |
| Frames | $130 allowance |
| Progressive | $90–135 |
| High-Index | Not Covered |
| Polycarbonate | $40 (under 19: $0) |
| Scratch Coating | $15 |
| In-Network | Materials Only |
|---|---|
| Frames, Lens & Options Package | $200 allowance |
| Contact Lens (in lieu of Frame, Lens & Options) | $200 allowance |
Guardian 3-1 Supplemental Health Plan
Supplemental insurance coverage is offered through Guardian. The 3-1 plan includes
Accident, Critical Illness, and Hospital Indemnity coverages for one premium amount.
All three of these coverages work essentially the same way:
If you experience a covered event and file a claim, you will receive a payment for
a predetermined amount. This payment comes to you directly; it does not go to the
insurance company or to your provider.
The 3-1 coverage is portable, meaning you can take it with you if your employment
ends. At that time the premiums are paid to Guardian directly by the employee.
Full-Time Coverage Rates
The rates below are for employees in a full-time position.
| SEMI-MONTHLY | $1,500 Plan | $5,000 Plan | Vision Exam + Mat. | Vision Materials Only | 3-1 Supplemental |
|---|---|---|---|---|---|
| Employee Only | $84.10 | $48.81 | $4.97 | $4.87 | $12.78 |
| EE + Children | $267.55 | $196.03 | $8.68 | $8.51 | $19.20 |
| EE + Spouse | $287.19 | $211.31 | $9.73 | $9.54 | $25.35 |
| EE + Family | $461.83 | $349.74 | $13.45 | $13.18 | $32.06 |
Retirement Plans
Mandatory Retirement Plan
All benefits-eligible employees are required to participate in the mandatory retirement
plan through Voya Financial. The mandatory retirement plan has a one-year wait period
before participation begins. However, some employees may be eligible to waive the
wait period based on their prior service. Certification by your previous employer
is required within the first 90 days of your employment to waive this wait period.
To find out if your prior service qualifies for a waiver of the wait period, contact
TotalRewards@wichita.edu.
Contributions to this plan are made on a pre-tax basis and are equal to 5.5% of the
employee’s biweekly gross pay. The employer match is 8.5% of the employee’s biweekly
gross pay. All funds are fully vested upon contribution.
Voluntary Retirement Plan
There is also a voluntary retirement plan option available to all benefits-eligible employees immediately upon hire. If you wish to contribute in excess of the mandatory minimums, or before the wait period is fulfilled, those contributions will go into that account. Participants can contribute a minimum of 1% of their base annual salary, upto the current IRS annual limit. There is no employer contribution in the voluntary plan. Participants can start, stop or change contributions at any time by completing the Investment Agreement form and returning to TotalRewards@wichita.edu. Before submitting the Investment Agreement form to HR, participants must contact Voya directly to establish the investment account.
Age Based Catch up Provisions
Employees who are aged 50 or older by the end of the calendar year have the option to contribute additional age based catch up contributions to their KBOR Voluntary 403(b). An additional “special” catch up provision exists for employees who are age 60-63 by the end of the calendar year. If you have questions about whether these catch-up provisions apply to you, please reach out to Total Rewards for more information.
Secure 2.0
The Secure 2.0 Act of 2022 (Secure 2.0) changed the rules for age based catch up provisions. Beginning in January 2026, employees who are age 50 and older, and who earned more than $150,000 in FICA wages in the prior calendar year, are required to make the Age 50+ catch-up or the Age 60+63 special catch-up contributions as ROTH contributions. This applies to both KBOR Voluntary 403(b) and the KPERS 457 plans.
Life Insurance
Guardian Life and Accidental Death & Dismemberment (AD&D) Insurance Plan
All ICAA benefits-eligible employees are automatically provided with basic life insurance
and accidental death and disability (or AD&D) insurance. The life insurance would
pay your beneficiary a lump sum of 150% of your annual salary should you pass away,
up to a maximum of $200,000.
The AD&D would also provide 150% of your annual salary, up to a maximum of $200,000
if you were to pass away from a covered accident, as well as specified amounts for
specific serious injuries such as an amputation, paralysis, or blindness. If the accident
resulted in death, your beneficiary would receive both the life insurance and AD&D
payouts.
Both of these benefits are at no cost to the employee as they are 100% paid by ICAA.
Please note that benefits are reduced beginning at age 65 and further reductions occur
at age 70 and 75.
Guardian Voluntary Life and AD&D Plan
Employees have the option to purchase additional life and AD&D insurance that is in
addition to the employer-paid life and AD&D that is provided to you by ICAA.
The voluntary life insurance that you can purchase for yourself has a guaranteed issue
of $100,000 if under age 65, $50,000 if age 65 to 69 and $10,000 if age 70+. This
means that if you elect life insurance during your initial enrollment period, you
can elect up to the guaranteed issue amount without completing the evidence of insurability
requirements.
The minimum amount is $10,000 and the maximum amount is $200,000. Coverage must be selected in increments of $10,000. If voluntary life insurance is elected, the same amount of AD&D coverage is included.The premiums are based on the employee’s age.
Benefits are reduced beginning at age 65 with further reductions occurring at age 70 and 75.
Guardian Voluntary Life and AD&D Rates
| Employee & Spouse Rates per $1,000 | |
|---|---|
| <30 | 0.0325 |
| 30–34 | 0.0325 |
| 35–39 | 0.0525 |
| 40–44 | 0.0775 |
| 45–49 | 0.1125 |
| 50–54 | 0.1975 |
| 55–59 | 0.3025 |
| 60–64 | 0.3125 |
| 65–69 | 0.5375 |
| 70–74 | 1.1875 |
| All Children Rate Table | |
|---|---|
| $10,000 | $1.13 |
- Rates shown are per pay period.
- Spouse premiums are calculated based on Employee age.
- Rates adjust once each year at the beginning of the calendar year at each five-year age band.
- The voluntary plan is portable.
Vacation & Sick Leave
Vacation Leave
Full-time Accrual: 6.77 hours per biweekly pay period (22 days accrued per year)
Accrual Cap: 304 total accrued hours
Sick Leave
Full-time Accrual: 3.7 hours per biweekly pay period (12 days accrued per year)
Sick Leave accrual is not capped.
Paid Holidays
There are eight standard paid holidays each year. These holidays are: New Year’s Day, Martin Luther King Jr Day, Memorial Day, Independence Day, Labor Day, Veterans Day, Thanksgiving, and Christmas Day. Employees must be in pay status the working days immediately before and after the holiday to be eligible for holiday pay. In some circumstances, additional paid holidays may be declared by the governor.
Annual Winter Break
Most University offices are closed during this period. During the Winter Break, employees who would normally be scheduled to work may use accumulated leave and paid holidays or take leave without pay.
Long-Term Disability
All benefits-eligible employees are automatically enrolled in a long-term disability plan upon their date of hire, which is 100% paid by ICAA. This policy pays up to 60% of the employee’s usual gross pay, up to a maximum of $10,000 per month.
Paid Parental Leave (PPL)
Paid Parental Leave provides eligible ICAA employees with paid leave at 100% of their
base rate of pay following the birth or adoption of a child.
PPL may be granted for use in the first twelve (12) weeks following a qualified birth
or adoption of a child (“Benefit Period”). Employees designated as a Primary Caregiver
may receive up to eight (8) weeks of PPL during the Benefit Period. Employees designated
as a Secondary Caregiver may receive up to four (4) weeks of PPL during the Benefit
Period.
Tuition Assistance and Educational Benefits
Employee Tuition Assistance
ligible employees enrolled as a student at Wichita State University can apply for
tuition assistance for both degree-bound and non-degree bound programs. The maximum
award is 7 hours of undergraduate credit per semester or up to $5,250 for graduate
program course per calendar year paid in full up to the base cost of resident tuition
and campus
infrastructure fees.
Spouse/Dependent Tuition Assistance
An eligible employee’s spouse and/or dependent(s) who are enrolled as a student at Wichita State University can apply for tuition assistance for first undergraduate or first graduate degree. The amount of tuition assistance provided for undergraduate courses is limited to 50% of the cost of resident tuition up to a maximum of fifteen (15) credit hours of courses per semester. The amount of tuition assistance provided for graduate courses is limited to 50% of the cost of the resident tuition up to a maximum of $5,250 in tuition assistance per calendar year.
Other Educational Benefits
Under University policy, employees and their family are eligible for resident tuition
rates in all academic terms beginning after the employee’s date of hire. Additionally,
employees’ Student Activity fees are waived as part of the comprehensive fee structure.
Questions on these policies can be directed to Student OneStop at 316-978-3909.
Employees are responsible for all tax consequences. Tuition assistance for graduate
courses for an employee’s spouse and dependents may be included in the Employee’s
gross income as wages are subject to income tax consistent with federal and state
tax laws.
Guardian Employee Assistance Plan (EAP)
There are times in life when you might need a little help coping or figuring out what to do. The Employee Assistance Program (EAP) is available to you and your family. A variety of professional resources is available at no cost, and utilization of resources is confidential.
Employee Discounts
Campus Discounts
Employees have free access to Ablah Library, discounted membership to Heskett Campus Recreation Center, and discounted tickets to select Wichita State University Athletics and Fine Arts events.
Shock Stop Discounts
Many local restaurants, retailers, and entertainment venues in Wichita offer discounts to employees of Wichita State University. Simply show your Shocker ID at these establishments.
Professional Deveopment
Employees have access to a wide variety of professional development opportunities at discounted or no cost through WSU resources, partners of WSU, and other state affiliations. These resources can be found through WSU myTraining, Center for Management Development, Universal Class, Pryor Learning Solutions, and the Workforce, Professional & Community Education.
Resources
Leave Policies: https://www.wichita.edu/Leave
Tuition Assistance: www.wichita.edu/TuitionAssistance
Please send questions to the HR Total Rewards team at TotalRewards@wichita.edu
March 2026