Stockton is pleased to offer a comprehensive array of benefits to its employees. Our benefits team in HR - Bart, Johana, Cynthia, and Joyce are ready to answer any questions you might have and help you navigate any changes you might need to make.
Medical and Related Benefits
As a member of the State Health Benefits Program (SHBP), Stockton offers a wide variety of choices for vision, prescription, dental, and health care. The SHBP was created in 1961 to provide health insurance coverage for State employees. The State Health Benefits Commission is the oversight body charged with monitoring the SHBP. The daily administrative activities of the SHBP are carried out by the Health Benefits Bureau of the Division of Pensions and Benefits.
Employees may enroll in any of the NJ State Health Benefit plans:
For All NJ State Health plans that have prescription coverage, prescription coverage
is provided through OptumRx.
The Group Dental Programis available to eligible full-time employees. The program provides a choice between two different plans, the Dental Expense Plan and Dental Plan Organizations (DPOs). Employees and dependents are prohibited from enrolling in more than one dental plan (Dual Enrollment).
Dental Expense Plan
The Dental Expense Plan is a traditional indemnity plan that allows members to obtain services from any dentist. After a member satisfies a $50 deductible, the member is reimbursed for a percentage of the reasonable and customary charges for the services that are covered under the plan. The Dental Expense Plan has a network of participating providers who offer discounted services. Employees save money by using these providers.
Dental Plan Organizations
The Dental Plan Organizations, or DPOs, are individual companies offering dental services through contracts with a network of dental providers. A DPO member selects a DPO dentist, and the costs of most diagnostic and preventive services are covered in full, although certain services require an additional co-payment. The DPOs operate much like Health Maintenance Organizations in that they will not cover services provided by an out-of-network provider unless there was a proper referral. You must use a dentist who is a member of the DPO you selected or be referred by your DPO dentist.
The University and the employee equally share the cost for participation in either plan. Premium payments are made through payroll deductions. Employee premiums can be paid on a pretax basis through participation in the Premium Option Plan (POP) of the State's IRC Section 125 Program, Tax$ave. Participation in POP is automatic unless the employee specifically declines enrollment.
- Tuition Assistance and Tuition Waiver For Employees
- Tuition Reimbursement for Spouses, Dependents, Couples in a Civil Union, and Domestic Partners
"Tuition Exchange, Inc. has informed me that Stockton University has been placed "on restriction" until we can increase our imports to restore the 1:1 ratio. As a result, we will not be able to award additional scholarships for Fall 2018. We will be looking at new strategies to increase our imports throughout the academic year. I will periodically advise the University Community of our progress." - Tom Chester
Stockton University is a member of The Tuition Exchange (TE), Inc. TE oversees a reciprocal scholarship opportunity for the dependents of eligible faculty and staff at over 650 member schools. Tuition Exchange is available to eligible employees at member schools. Eligible employees, as well as dependent eligibility, are defined by the employee’s school and TE should not be construed as a guaranteed employee benefit. The Tuition Exchange Scholarship organization requires that participating institutions maintain a balance between the number of students enrolled at host institutions with a TE scholarship (exported) and the number of students from other member schools who are enrolled at the home institution and supported with a TE scholarship (imported). For more information regarding the Tuition Exchange, including a complete listing of TE schools, visit their website at http://www.tuitionexchange.org/.
For information regarding employee eligibility, family member eligibility, scholarship coverage, scholarship availability, and application process click here.
To speak to Stockton's Tuition Exchange Liaison Officer (TELO), contact:
Office of Human Resources
Health & Wellness Benefits
Stockton's EAP program is provided by Deer Oaks and launched in January 2018.
The Deer Oaks Employee Assistance Program (EAP) is a free service provided for employees and all members of their household by Stockton University. This program offers a wide variety of counseling, referral, and consultation services, which are all designed to assist employees and their family in resolving work/life issues in order to live happier, healthier, more balanced lives. These services are completely confidential and can be easily accessed by calling the toll-free Helpline listed below.
When You Are Healthier, Everyone Wins!
NJWELL is a program run by the State Health Benefits Program (SHBP). The program is designed to help actively employed members of the SHBP live a healthy lifestyle. When you are healthier, everyone wins. You’ll feel better, you’ll have more energy for your family and your job, and you’ll typically require less costly health care. Here are the program's basic features:
- NJWELL is available to active employees who are enrolled in an Horizon or Aetna health plan. Eligible spouses/partners can also participate as long as he/she is covered by the plan. Dependent children are not eligible to participate..
- The program's health and wellness components include:
- Health Assessment & Biometric Screening
- Online Health and Wellness online portal
- Wellness Lifestyle Coaching
- Disease Management Support
- Eligible participants can earn points by participating in NJWELL activities. These points translate to rewards in the form of pre paid VISA gift cards.
Click here for more detailed information on the NJWELL Program including how to enroll.
- The Premium Option Plan (POP) allows employees to pay any medical and/or dental premiums that they may have, with
- The Unreimbursed Medical Spending Account Plan (UMSA) allows employees to set aside money to pay for qualified medical and dental expenses
not paid by any group benefits plan under which they or their dependents are covered.
- The Dependent Care Spending Account Plan (DCSA) allows an employee to set aside funds to pay for anticipated expenses related to dependent care required to permit the employee and spouse to work.
Please keep in mind that reimbursement requests to either the Medical Expense or Dependent Care Spending Accounts must be submitted no later than March 15th following the end of the calendar year for which the account was established. Any amounts in your account not claimed by March 15th, will be forfeited. It is therefore critical that reimbursement requests be submitted as soon as possible after the expense is incurred.
With Commuter Tax$ave, you are allowed to pay for your commuting expenses with your pretax salary, up to certain federal limits. Paying with pretax salary means you use your salary before federal taxes are taken out. When you pay for your commute with pretax salary instead of after tax salary, you save on the taxes you normally pay. For more information, click on the links below:
In an effort to support sustainable practices and promote healthier lifestyles, the university offers a bicycle commuter reimbursement benefit. The benefit allows for a monthly reimbursement of up to $20 per month for cycling expenses incurred by the employee.
- Must be employed as a permanent full or part-time employee (temporary and student employees are not eligible).
- Must have receipts for qualified "reasonable" expenses. Qualified reasonable expenses include the purchase of a bicycle and bicycle improvements, repair, and storage.
- Qualified expenses incurred in the current calendar year may be reimbursed within the 15 months beginning on the first day of the current calendar year. For example, if you purchase a $400 bicycle in January, you could be reimbursed up to $300 ($20 x 15 months), if you were to ride 12 days per month for each of the 15 months.
- Must regularly (at least 12 days per calendar month) use the bicycle for a substantial portion (at least 75% of the distance between your residence and work location) of travel between your residence and work location.
- Must NOT be participating in the Commuter Tax$ave program during a month for which a reimbursement request is made.
- Employees must submit a signed pledge for, including a daily log for the month, by the 10th day of the following month. Receipts for qualified expenses for the month must be attached.
- The pledge form and receipts will be reviewed by the Payroll Department. If the submission meets all eligibility requirements, the payment (up to $20) will be processed and included for payment on the last pay date of the month.
- Bicycle Commuter Reimbursement Form
We stand at the ready to assist you with all of your benefits needs and questions.
- Are you a current employee considering retirement? Contact Bart Musitano to discuss the process and requirements
- Click here to view the full list of benefits staff including notes on who can help you with what
- Or, call us at 609-652-4384
- Or stop by our suite in J-115
We look forward to getting you what you need, answering your questions, and/or connecting you with the HR/Payroll team member that can best help you.