iu health premium pay assignment

In addition to competitive stipends for resident and fellow physicians, IU School of Medicine Graduate Medical Education (GME) offers excellent health and wellness benefits with low monthly premiums charged to residents and fellows. Stipends are evaluated annually and compared across the nation to ensure competitive compensation.

The GME Office provides administrative support and supervisory oversight of all IU School of Medicine residency and fellowship programs. The office serves as the human resource office for residents and fellows, providing core administrative services including payroll, health and dental insurance (via Bloomington), disability and life insurance, liability insurance, parking, loan deferments, and verification of appointment and training, among other GME support services.

The GME Office, in collaboration with its affiliated hospitals, also provides administrative guidance and professional development for program directors, faculty, residents, fellows and coordinators to enhance administrative expertise toward fulfilling state and national requirements for ACGME, NRMP and other specialty organizations.

Professional Standards

Residents and fellows at IU School of Medicine must adhere to the highest professional standards and demonstrate the school’s commitment to providing excellent, compassionate and ethical care. The policies and standards established by the school and its clinical partners ensure that these standards of excellence are achieved in all situations.

GME Handbook

Employment FAQ

Technical Standards

GME Policies

Core Competencies

IU School of Medicine residents and fellows are paid monthly on the last business day of each month, except for the December paycheck which is paid on the first business day in January. No advance pay can be made. Please adjust automatic payments accordingly. Federal, state, county income tax, and social security tax are withheld from paychecks. In a few instances (fellows), where a portion of pay comes from non-taxable grants, income taxes are not withheld; these fellows are advised to file a Declaration of Estimated Tax, State and Federal, to cover the balance.

Residents and fellows at IU School of Medicine are required to have direct bank deposit for payroll deposits. This is a simple, convenient, and safe method for depositing pay. In addition, all residents and fellows will have a direct deposit pay advice from IU, even when rotating to affiliated hospitals and off-site electives. All pay information is managed and distributed electronically through the University One.IU system . Residents and fellows must use an IUPUI network login and password to access this system. Credentials will be granted upon arrival.

IU School of Medicine offers one of the best benefits packages in the country, including a variety of fringe benefits and perks for residents and fellows, their spouses, and families.

• 3-4 weeks of vacation per year
• Health and dental insurance with low, affordable monthly premiums for residents/fellows, their spouses, and families
• Free life insurance
• Free disability insurance
• Professional liability insurance coverage for the duration of training
• Free shuttle transportation provided between hospitals (Indianapolis)
• Free parking at all hospitals
• Meal money provided for on-call nights
• White coats and scrubs provided
• Indiana University Tuition Benefit for residents/fellows, their spouses, and dependent children
• Free software, including over 200 programs and training courses for applications like Photoshop and Microsoft Office
• Electronic access to textbooks (Zitelli, Nelson, Redbook, etc.)

• Skip to Content
• Skip to Main Navigation
• Skip to Search

Indiana University Indiana University IU

• 2024 Plan Changes
• 2024 Plan Summaries

2024 Plan Premiums

• Enrollment Resources

Open Enrollment

Compare the costs of the plans.

Download printer-friendly PDF

Medical Premiums

Subtract $15 monthly for an employee or spouse ($30 for both) who does not use tobacco and complete a tobacco-free affidavit.

*Important Notes:

• Employee contributions are deducted before taxes.
• The salary band is determined by the annual base salary at the time payroll runs each pay period.
• The total monthly premium is the sum of the employee contribution plus the university's contribution towards the employee's coverage. 
• Eligible employees can elect medical coverage with or without electing dental coverage.
• Faculty appointed as 10-month academic employees who do not receive pay in the summer, will have medical plan premiums caught up when they return in August. This means premiums from June, July, and August will all be deducted from the August paycheck.
• Special note for dually employed IU and IU Health Physicians:  For School of Medicine faculty who are dually employed by IU and IU Health or the VA, the annual base salary includes both the IU base salary and IU Health compensation, as determined by the School of Medicine.

Dental Premiums

• Eligible employees are able to elect dental coverage with or without electing medical coverage.
• Faculty appointed as 10-month Academic employees who do not receive pay in the summer, will have dental plan premiums caught up when they return in August. This means premiums from June, July, and August will all be deducted from the August paycheck.

Supplemental AD&D Premiums

*For Employee and Family Coverage, benefits for family members will be a percentage of the Benefit Amount selected.

Critical Illness Premiums

*Eligible children through age 25 are automatically covered at 50% of the employee's benefit amount for no additional cost.

**Premium for spouse coverage is calculated based on the employee's age. 

Additional links and resources

Iu human resources, additional resources.

• Skip to Content
• Skip to Main Navigation
• Skip to Search

Indiana University Indiana University IU

• Career Preparation
• Student Experience
• Freshman Students
• Transfer Students
• Graduate Students
• Financial Documentation
• Undergraduate
• Graduate & Professional
• Scholarships
• External Funding
• Sponsored Funding
• Applying for a Visa
• SEVIS Transfer to IU
• Change to F-1 Status
• Change to J-1 Status
• English Proficiency Test
• Vaccinations and TB Test
• Travel Arrangements
• Academic Advising & Support
• Global Citizen Scholarship
• Rising Star Scholarship
• BP Peduli Scholarship
• Bunchana Atthakor Scholarship
• Eoyang-Lee Scholarship
• Irving and Lena Lo (ILLO) Scholarship Fund
• Maintaining Status
• Military Service
• Leave of Absence
• Complete Withdrawal
• Local Address
• SEVIS Violations
• Travel Outside the U.S.
• SEVIS Transfer from IU
• Graduation Preparation
• DACA & Undocumented Status
• Insurance for Dependents

IU International Plan

• Glossary of Terms
• Medical Care
• Equity & Inclusion
• Civil Discourse & Free Speech
• International Driver's Permit
• Indiana Driver's License
• Leasing, Renting, or Sharing a Car
• Buying a Car
• Alternative Transportation
• Travel Outside of Bloomington
• Airport Shuttle
• Cell Phones
• Finding a Job
• On-Campus Employment
• Curricular Practical Training
• STEM OPT Extension
• Academic Training
• J-2 Work Authorization
• Severe Economic Hardship
• Apply for a Social Security Number
• Department Hiring & Hosting
• New or Repeat Program Restrictions (Bars)
• Two-Year Home Residency Requirement (212(e))
• Obtaining a Visa
• J-2 Dependents
• J-1 Funding Documentation
• University Enrollment
• English Language Proficiency Requirement
• J-1 Visa Categories
• Changing Employers
• Planning a Visit
• Visa Waiver Program
• J-1 Student Intern Visas
• Application Based on IU Employment
• Travel During the Application Process
• Assignments Abroad
• Absence from the U.S.
• Common Questions
• How to apply
• Short-Term Student Programs
• Student Organizations
• IU World’s Fare
• Photo Contest
• Conversation Partners
• Practical English Tutorials (PET)
• Grad-Scholar Connect
• Exploring Nature
• Things to Do in Bloomington
• Student Ambassadors
• Social Media
• International Statistics
• International Student Fee
• Using ATLAS
• About Indiana University
• Life at Indiana University
• After Admission
• Services for Students
• Health & Safety
• इंडियाना विश्वविद्यालय के बारे में
• इंडियाना विश्वविद्यालय में जीवन
• प्रवेश के बाद
• छात्रों के लिए सेवाएं
• स्वास्थ्य और सुरक्षा
• 인디애나대학교에서의 생활
• نبذة عن جامعة إنديانا
• الحياة في جامعة إنديانا
• الخدمات الطلابية
• الصحة والسلامة
• Sobre la Universidad de Indiana
• La vida en la Universidad de Indiana
• Financiamiento
• Después de la admisión
• Servicios para estudiantes
• Salud y seguridad
• Sobre a Indiana University
• Vida na Indiana University
• Após a admissão
• Serviços para estudantes
• Saúde e segurança
• À propos de l’Université de l’Indiana
• La vie à l’Université de l’Indiana
• Financement
• Après l’admission
• Services proposés aux étudiants
• Santé et sécurité

Office of International Services

• Living in the U.S.
• Health & Insurance
• Health Insurance

Student health insurance requirements

All IU international students in F or J status along with their dependents are required to have health insurance for their entire stay in the United States. After you register for classes, we will enroll you in the IU International Plan, which is administered by Anthem and managed by University Health Plans ( UHP ), and will bill your bursar account each semester.

F-1 students on OPT who are not registered in IU classes will not be enrolled in the IU Plan automatically. However, you can still purchase coverage for the duration of your OPT. Contact OIS for more information. 

International students with a non-immigrant visa status other than F or J are eligible for the IU Plan but must contact OIS to request enrollment in the plan each semester.  IU students who are U.S. Lawful Permanent Residents or citizens do not qualify for enrollment in the IU International Plan.

Billing and coverage dates

The IU Health Insurance Fee is the premium you pay to be enrolled in the IU Plan. IU negotiates with Anthem to keep this fee as low as possible, but rates can increase every year. After you register for classes, OIS bills the fee to your bursar account, and IU gives that fee to Anthem to pay for your insurance premium. Dates of insurance coverage are August 1 – December 31 for fall and January 1 – July 31 for spring and summer. New and returning students who begin or resume their studies in the summer are enrolled in the plan June 1 – July 31.

IEP students are also enrolled in the IU Plan after registering for classes. Coverage dates and fees differ each session. 

See the current health insurance fees along with more information about the IU International Plan on the IU Human Resources Student and Scholar Health Insurance page .

Frequently asked questions

Does my health center fee pay for insurance, how do i find my insurance information, do i have to keep insurance if i withdraw from all classes.

If you have a qualifying IU assistantship or fellowship , you may be covered by a different IU plan. Ask your academic department about your health insurance options.

Insurance for dependents

You are responsible for ensuring your F-2 or J-2 dependents have health insurance, and you may purchase coverage for them on your IU plan. Dependents are not automatically enrolled in the IU Plan, and the cost cannot be billed to your bursar account.

How to enroll your dependents

Health insurance can be confusing. See our glossary if you have questions about terms used by health insurance providers.

If you already have health insurance, you might qualify for an exemption from the IU Plan if you meet certain criteria.

Office of International Services resources and social media channels

• Annual Security Reports

Human Resources Forms  |  Events  |  Contact

• Compensation
• Development
• Employee Relations
• Workers' Comp
• ☰ MAIN MENU
• Introduction
• Appointed Academic & Exempt Staff
• Appointed Non-Exempt Staff
• Appointed Part-time
• Part-time Hourly
• STEP 1: Create IU Account
• STEP 2: Learn about IU benefits
• STEP 3: Enroll online
• STEP 4: Review required notices
• Benefit Changes & Life Events
• Child and Adult Care
• Employee Assistance Program (EAP)
• Tobacco Cessation
• Weight Watchers
• Work + Life Resources
• Workplace Mental Health
• Eligibility
• Prescription
• 24-hour Nurseline
• Marathon Health Centers
• Diabetes Management
• Hypertension Management
• Travel Coverage
• Federal Notices
• Tax Form 1095-C
• Supplemental Life
• Critical Illness Insurance
• Long-Term Disability
• Supplemental AD&D
• Retirement Plans
• Health Savings Account (HSA)
• Flexible Spending Accounts (FSA)
• 529 College Savings Plans
• Pre-Tax Commuting Expense Plan
• Tuition Benefit
• Benefits Overview
• Medical & Vision
• Life Insurance
• Frequently Asked Questions
• Travel Assistance
• Basic Life and AD&D
• Supplemental Retirement Plans
• Other Benefits
• Eligibility for Retiree Status
• Retiree Benefits
• Preparing to Retire
• Resources & Tools
• Benefits After Separation
• Retiree Status
• Employee Center

University Human Resources

Premiums Monthly Employee Contributions for IU-Sponsored Healthcare Plans

On this page: Medical | Dental

Printer-friendly version: 2024

Medical Plans

2024 premiums.

Subtract $15 monthly for an employee or spouse ($30 for both) who does not use tobacco and complete a tobacco-free affidavit.

*Important Notes:

• Employee contributions are deducted before taxes.
• The salary band is determined by the annual base salary at the time payroll runs each pay period.
• The total monthly premium is the sum of the employee contribution plus the university's contribution towards the employee's coverage. 
• Eligible employees can elect medical coverage with or without electing dental coverage.
• Faculty appointed as 10-month academic employees who do not receive pay in the summer, will have medical plan premiums caught up when they return in August. This means premiums from June, July, and August will all be deducted from the August paycheck.
• Special note for dually employed IU and IU Health Physicians:  For School of Medicine faculty who are dually employed by IU and IU Health or the VA, the annual base salary includes both the IU base salary and IU Health compensation, as determined by the School of Medicine.

Dental Plan

• Faculty appointed as 10-month Academic employees who do not receive pay in the summer, will have dental plan premiums caught up when they return in August. This means premiums from June, July, and August will all be deducted from the August paycheck.
• Special note for dually employed IU and IU Health Physicians:  For School of Medicine faculty who are dually employed by IU and IU Health or the VA, the annual base salary includes both the IU base salary and IU Health compensation, as determined by the School of Medicine.

Page updated: January 2024 IU Human Resources Contact Us

Indiana University is an equal employment and affirmative action employer and a provider of ADA services. All qualified applicants will receive consideration for employment based on individual qualifications. Indiana University prohibits discrimination based on age, ethnicity, color, race, religion, sex, sexual orientation, gender identity or expression, genetic information, marital status, national origin, disability status or protected veteran status. Indiana University does not discriminate on the basis of sex in its educational programs and activities, including employment and admission, as required by Title IX. Questions or complaints regarding Title IX may be referred to the U.S. Department of Education Office for Civil Rights or the university Title IX Coordinator. See Indiana University's Notice of Non-Discrimination here which includes contact information .

• Skip to Content
• Skip to Main Navigation
• Skip to Search

Indiana University Indiana University IU

• Policies Index
• Most Viewed
• New & Recently Revised
• Under Review
• Policy Advisory Council

University Policies

Premium pay.

Policy Statement

Reason for policy, additional contacts, about this policy.

This policy applies to all Support, Service, and Temporary Staff employees.

Back to top

Indiana University recognizes that certain work related circumstances call for compensation in the form of premium pay in addition to an individual's base salary. 

The purpose of this policy is to identify the circumstances, the qualifying criteria, the general guidelines for administering, and the amount of premium pay.

Call-back (Call-in) Pay

• For AFSCME Police covered employees, time and one half (1.5) for a minimum of three (3) hours (CB3).
• For Police staff at East and Kokomo, if the call-back work takes two (2) hours or less, the employee will be compensated for a minimum of two (2) hours at time and one-half (1.5) (CAL).
• Call-back pay is not applicable if the additional work/shift is scheduled in advance or when the employee is called in early for a scheduled shift or is required to stay after the end of a scheduled shift.
• A Staff employee will receive this compensation only once for the same block of time regardless of the number of trips back to work during the call-back period.
• At Bloomington, travel time is included in the call-back calculation in departments where this practice currently exists at the time of this agreement.
• Call-back premium hours are not counted as hours worked for calculating overtime; however the earnings are included in the calculation of the overtime (FLSA) rate.

Stand-by Pay

• Stand-by hours are those periods of time when Staff are required to be available on call to work at a time that is outside their normal scheduled hours of work.
• The department will determine, in consultation with campus Human Resources, what jobs are covered and what hours are covered for Stand-by time and provide the information to the employees.
• A department will establish, in consultation with the campus Human Resources, office Stand-by procedures for the department that are consistent with the criteria listed below. 
• During the designated Stand-by hours, employees who are assigned to Stand-by status are unrestricted in movements or location.
• Must remain accessible by phone and in a fit condition to work.
• Must be available and respond within a reasonable time period established by the department.
• Employees assigned to Stand-by status that cannot be located, who do not respond in a timely manner, or who fail to report to work when called in will forfeit Stand-by pay for that shift and may be subject to corrective action.
• At Bloomington, the amount of the Stand-by pay will be one hour's pay for every eight hours on call in Stand-by status (SBY).
• At IUPUI, employees assigned to stand-by/stand-by status are paid $2.00 per hour (OC2).
• At South Bend, employees assigned to stand-by/stand-by status are paid $1.50 per hour (OC1).
• For all other campuses, contact campus HR.
• For campuses that pay stand-by on per hour basis, Stand-by pay is discontinued during the hours the employee is called back in. If called in or called back requiring an additional trip to and from work outside the normal workday, see Call-back/call-in pay above.
• Stand-by premium hours are not counted as hours worked for calculating overtime; however the earnings are included in the calculation of the overtime (FLSA) rate.

Changes in work schedules  

• If a change in an employee's work schedule is made requiring work on a day originally scheduled off, such work is compensated at time and one-half unless the notice of the work schedule change is made to the employee at least five calendar days in advance of the scheduled day off (RGN + SCB).

Shift Differential Pay

• Indiana University will provide shift differential pay in the form of extra pay to Police Officers who work late night or early morning hours:  6pm to 5:59am.
• The shift differential pay will be a fixed dollar amount per hour based on documented market pay practices within the relevant labor market. For police officers this amount will be $0.50 per hour (SRC).
• Hours worked outside of the designated shift differential hours will be paid at the officer’s regular rate.
• Vacation, sick, holiday and all other forms of pay for time-off will be paid at the officer’s regular rate.
• Police Officers with pay rates above the published wage structure are not eligible for shift differential pay.
• Shift differentials premium hours are counted as hours worked for calculating overtime and the earnings are included in the calculation of the overtime (FLSA) rate.
• Shift differential is paid for hours worked between 3:00 p.m. and 8:00 a.m. provided a minimum of six (6) consecutive hours is worked during the designated shift differential period.
• The shift differential rate is $0.50 per hour (SRC).
• Shift differential is not paid if the scheduled shift is less than six (6) hours.
• An employee who is scheduled, called back, or called in to work outside the normal daily work schedule (and requires an additional trip to and from work outside the normal workday) is eligible for shift differential for time worked between 3:00 p.m. and 8:00 a.m. regardless of the length of time worked.
• An employee who is off from work and charges time to accumulated paid-time-off benefits, will be paid shift differential if it would have been paid for the time worked.  Shift differential is not paid on paid-time-off benefits received as separation pay.
• Shift differential is factored into the calculation of overtime for employees who work overtime during the designated shift differential hours. Total earnings (including shift differential) are divided by total hours in pay status to determine the hourly rate for overtime.
• For regularly scheduled shifts that begin between 11:30 a.m. and 7:59 p.m., $0.36 per hour worked (SRA).
• For regularly scheduled shifts that begin between 8:00 p.m. and 3:59 a.m., $0.46 per hour worked (SRB).
• Any work schedule that includes both Saturday and Sunday as regularly scheduled workdays, a $0.50 per hour premium will be paid for all hours worked in the work schedule (SRC).
• An employee who is regularly scheduled and works a full day on either Saturday or Sunday will be paid the $0.50 per hour premium for those hours (SRC).

Sunday premium pay

• At Bloomington, East, Kokomo, and Southeast there is no Sunday premium pay.
• At IUPUI, time worked between 12:00 a.m. to 11:59 p.m. Sunday is paid at a rate of pay equal to one and one-quarter the employee’s hourly rate (RGN + PRM).
• Sunday premiums are separate from the base wage for the covered positions.
• The Sunday premium is to be combined with the base hourly rate before the calculation of any overtime rate for hours worked that are covered by a Sunday premium.
• An employee who is absent and charges time to accumulated vacation or income protection time benefits will be paid the Sunday premium if it would have been paid if the time had been worked.
• When an employee leaves University employment, Sunday premium is not paid on paid-time-off benefits.
• See the Shift differential section above for a description of the Sunday differential on this campus.
• Sunday premium hours are not counted toward hours worked for overtime purposes; however the earnings are included in the calculation of the overtime (FLSA) rate. 

Court Appearance & Range Training Pay

• The court appearance or range training time must be a required duty(s) that is/are assigned and/or approved by a supervisor in advance.
• The minimum of two (2) hours at time and one-half (1.5) is provided when the court appearance or range training time is scheduled and occurs outside of the employee’s normal work shift or on a day off. 
• A Staff employee will only receive this compensation once for the same block of two (2) hours at time and one-half (1.5) regardless of the number of court appearances and/or range training time during that period.
• This pay is not applicable if the additional work/shift is scheduled in advance or when the employee is called in early for a scheduled shift or is required to stay after the end of a scheduled shift. 
• Court Appearance & Range Training premium hours are not counted toward hours worked for overtime purposes; however the earnings are included in the calculation of the overtime (FLSA) rate. 
• Each campus will determine if it will provide stand-by pay. The campus will consult with UHR in determining what jobs are covered, what hours are covered, and the amount of the compensation for stand-by time for the campus. This information will be made available to Service Staff employees in the affected departments and the campus human resources office. 
• During the designated Stand-by hours, employees who are assigned to Stand-by status are unrestricted in movements or location, but must remain accessible by phone.
• Stand-by employees must be in a fit condition to work. Stand-by employees must be available and respond within a reasonable time period established by the department.
• Employees assigned to Stand-by status who cannot be located, who do not respond in a timely manner, or who fail to report to work when called in will forfeit Stand-by pay for that shift and may be subject to corrective action.
• At Bloomington, the amount of the Stand-by pay will be one hour's pay for every eight hours in Stand-by status (SBY).
• Employees assigned to Stand-by status are paid $1.50 (OC1) or $2.00 (OC2) per hour (as determined by the department) for the designated Stand-by hours. If called back to work, Stand-by pay is discontinued during the hours the employee is called back.
• Stand-by pay does not normally apply to employees in Maintenance (except Building Automation and Key Shop) within Campus Facility Services.
• Employees who are required to be on Stand-by outside of their regular scheduled work hours for seven or more consecutive days shall receive $1.50 per hour for the designated Stand-by period (OC1).
• This is in addition to any compensation that the employee is otherwise eligible for under the Call-Back provisions.
• There will be one Stand-by list maintained and employees in the Maintenance Technician rank, Level 57 and above (formerly SMOQ),  will serve in the Stand-by rotation. 
• The employee in Stand-by status is responsible for personally filling a minimum of three (3) of the weeks assigned and either personally working or finding a qualified substitute in advance for any Stand-by rotations in excess of three (3) in a calendar year. 
• The Assistant Director of Facilities Management may allow exceptions to the requirement that employees personally fill their assignments in the event of emergencies or vacations.  Where allowed by this policy or with Management approval, the supervisor shall be notified in the event of a substitute as soon as possible.
• For campuses that pay standby on per-hour basis, if an employee is called back in to work, Stand-by pay is discontinued during the hours the employee is called back in.

  Call-Back Pay

• Staff may sometimes be called back to work at his or her regular position outside the scheduled workday requiring an additional trip to and from work.
• At all campuses, if the Call-Back work takes two (2) hours or less, the employee will be compensated for a minimum of two (2) hours at time and one-half (1.5) (CAL).
• If the Call-Back work takes more than two (2) hours, the employee will be compensated for all hours worked at time and one-half (1.5).
• Staff will only receive this compensation once, regardless of the number of trips back to work within the same block of time.
• At Bloomington, travel time is included in the Call-Back calculation in departments where this practice currently exists.
• Call-Back pay is not applicable if the additional work/shift is scheduled in advance, when the employee is called in early for a scheduled shift, or is required to stay after the end of a scheduled shift.
• Call-Back premium hours are not counted as hours worked for calculating overtime; however the earnings are included in the calculation of the overtime (FLSA) rate.

Changes in work schedules

• If a change in a Staff employee's work schedule is made requiring work on a day originally scheduled off, such work is compensated at time and one-half unless the notice of the work schedule change is made to the employee at least five calendar days in advance of the scheduled day off.
• Physical Plant craft workers, whose shifts are changed to evenings or nights for temporary assignments exceeding three work days will receive a pay premium equal to 10 percent (10%) of their base hourly rate for the entire period of the temporary assignment (SCP).
• When a craft worker’s work week is temporarily restructured such that the week includes Saturday and/or Sunday, the employee shall receive a ten percent (10%) payment per hour for all hours worked on the weekend. If an employee earns overtime during a temporary-restructured-weekend schedule, overtime pay is calculated on the total of base pay plus premium (SCP).
• Any Staff employee, who receives notice of a change in starting time less than 48 hours before the start of his or her regular shift, shall be compensated at a time and one-half rate for all hours worked outside of the regular shift (RGN + SCB).

Shift differential

• UHR in consultation with the campus will determine if Shift Differential will be provided, what jobs are covered, what hours are covered, and the amount of compensation for Shift Differential for that campus. This information will be made available to Support Staff employees in the affected departments, and AFSCME Service on Bloomington, IUPUI, and South Bend campuses.
• If a Service job at a campus is deemed eligible for shift differential pay all positions within the job at the campus will be eligible.
• Employees in eligible positions with pay rates above the university’s published salary schedule are not eligible for shift differential pay until the employee’s pay rate is no longer above the maximum of the pay schedule.
• Evening and night shifts for the purposes of determining eligibility for shift differential pay is defined as shifts regularly scheduled to work six (6) or more hours between 3:00 PM and 8:00 AM.
• Shift differential pay will only apply to hours worked between 3:00 PM and 8:00 AM, provided a minimum of six (6) hours is worked during the timeframe.
• Time worked outside of the designated periods for shift differential purposes will be paid at the employee’s base hourly rate.
• Adverse Weather (WTH)
• Adverse Working Conditions (ADW)
• Emergency Rest Time (ERT)
• Holiday (including HOL and HTK)
• Injury with pay (INJ)
• Union Business (UNB)
• Income Protection
• Compensatory Time
• The shift differential pay shall be a fixed dollar amount of $0.50 per hour in addition to the employee’s base rate (SRC).
• Shift differentials are a premium pay, and are separate from the base hourly rate of pay; however the earnings are included in the calculation of the overtime (FLSA) rate.

Confined space pay

• Employees at IUPUI and South Bend are eligible for confined space pay.
• Service staff employees working in a permit-required confined space will be paid a premium of $1.50 per hour for time actually spent working in the confined space (HAZ).
• University administration will determine the confined spaces that meet the OSHA definition and require a permit.
• Employees must have completed the safety training on confined spaces to be eligible for this premium. 
• Confined space pay is a premium pay, and are separate from the base hourly rate of pay; however the earnings are included in the calculation of the overtime (FLSA) rate

Emergency Rest Time at Bloomington

• For purposes of this policy "adequate rest" is defined as six or more hours free from work.
• The policy shall be that all work beyond sixteen continuous hours shall be further compensated by granting one hour of time off for each hour of time worked beyond sixteen continuous hours. This time will be designated as Emergency Rest Time (ERT).
• This Emergency Rest Time will be in addition to the normal compensation for the hours worked.
• Extreme emergency conditions are defined as unexpected or serious situations with campus-wide impact that require urgent, immediate action or endanger the university such as: snow, earthquake, flood, fire, tornados, riots, terrorism, and utility outages.
• Extreme emergency conditions do not include situations such as scheduled overtime, regular Call-Back, Stand-by, or any other situation not described in the paragraph above.
• Employees shall receive up to a maximum of eight (8) hours of Emergency Rest Time for all hours actually worked without adequate rest.
• The employee will be required to use this time for the employee's next normal workday that emergency conditions do not make that employee's attendance necessary. An employee who has accrued the maximum of eight (8) hours of Emergency Rest Time must receive their supervisor's approval to continue working.
• Should the emergency cause the employee to continue to work beyond 24 hours without adequate rest of eight (8) hours off the clock, each hour after 24 hours will be paid at a rate twice the employee's regular rate of pay (ETP).
• When working above elevations of ten (10) feet on sloped (6 on 12) slate or tile roofs or coping suspended by rope device.
• When utilizing a swinging stage, bosun's seat, swinging scaffolding, or ladder jack at elevations above 15 feet.
• When working on scaffolding that is higher than 15 feet.
• When working on a step ladder above 15 feet.
• Physical Plant Hi-Voltage craft workers who must free climb to repair or relamp lighting systems at the North Fee Lane Fields, Armstrong Stadium, Memorial Stadium, and Woodlawn Field will receive a pay premium equal to 30 percent (30%) of their base hourly rate provided they are free climbing and not working from a bucket truck or other mechanical device. This premium is considered to be an incentive pay, and not hazardous duty pay (HBV).
• Tree trimmers free climbing above 15 feet will be entitled to high pay at the rate provided for the campus below.
• Tuck Pointers
• Employees doing steeplejack work.
• At Bloomington, the High Pay rate shall be 15% of the employee's hourly rate (HSB), whichever is larger, in addition to the employee's existing wage.
• Use of bosun’s chair, swing stage, or rope chair
• Use of belts on outside windows
• Use of scaffold: one section (6 feet) or higher
• Use of a ladder: two sections or more or to the second floor height inside and outside
• High pay does not apply to any permanent structure nor does it apply to using a permanently fixed ladder to climb to a flat, guarded surface to work. It only applies to working from temporary structures or appliances 6 feet or higher.
• At IUPUI, employees are paid High Pay of an additional $.75 per hour (HIN) for time actually spent working from these types of structures or appliances
• Scaffold work is performed at a height of two (2) or more sections;
• Work is performed away from any swinging stage, rope chair, or belt;
• Extension ladders are used to accomplish work at a height equivalent to second floor level from ground level of a building; and
• At South Bend, the High Pay rate shall be 15% of the employee's hourly rate, whichever is larger, in addition to the employee's existing wage (HBL).
• High pay is a premium pay, and are separate from the base hourly rate of pay; however the earnings are included in the calculation of the overtime (FLSA) rate. 
• Stand-by hours are those periods of time when Staff are required to be available stand-by to work at a time that is outside their normal scheduled hours of work.
• Each campus will determine if it will provide stand-by pay. The campus will consult with campus Human Resource in determining what jobs are covered, what hours are covered, and the amount of the compensation for stand-by time for the campus. This information will be made available to Support Staff employees in the affected departments.
• During the designated stand-by hours, employees assigned to stand-by status:
• are unrestricted in movements and location.
• must remain accessible by phone, and in a fit condition to work.
• must be available and respond within a reasonable time period established by the department.
• Employees assigned to stand-by status who cannot be located, who do not respond in a timely manner, or who fail to report to work when called in will forfeit stand-by pay for that day.
• At Bloomington and Northwest all Support Staff employees will receive one hour’s pay for every eight hours in stand-by status (SBY).
• At IUPUI all Support Staff employees will receive $1.50 (OC1) or $2.00 (OC2) per hour for the designated stand-by hours.
• At Kokomo all Support Staff employees will receive $1.50 per hour (OC1) for the designated stand-by hours.
• For campuses that provide stand-by pay on a per hour basis, the stand-by pay is discontinued during the hours the employee is called back in to work.
• Stand-by pay is in addition to any compensation that the employee is otherwise eligible for under the Call-back policy .

Call-back pay

• Staff may sometimes be called back to work at his or her regular position outside the scheduled workday requiring an additional trip to and from work. 
• At all campuses, except IUPUI, if the call-back work takes two (2) hours or less, the employee will be compensated for a minimum of two (2) hours at time and one-half (1.5) (CAL).
• At IUPUI, if the call-back work takes three hours or less, the employee will be compensated for three hours at time and one-half, even if the employee is called back more than once during that three-hour period (CB3).
• In all cases, if the call-back work takes more time than two (2) hours the employee will be compensated for all hours worked at time and one-half (1.5).
• Even if an employee receives the two hour minimum payment under paragraph 2 above, the actual time worked will count towards determining if overtime has been worked for the week.
• Travel time is included in the call-back calculations in some departments. 
• Call-back pay is not applicable if the additional work/shift is scheduled in advance, when the employee is called in early for a scheduled shift, or the employee is required to stay after the end of a scheduled shift.
• Call-back premium hours are not counted as hours worked for calculating overtime; however the earnings are included in the calculation of the overtime (FLSA) rate

Changes in Work Schedules

• If a change in a staff employee's work schedule requires the employee to work on a scheduled day off, such work is compensated at time and one-half (RGN + SCB). However, if the employee receives notice of the schedule change at least five calendar days in advance of the scheduled day off, the work is compensated at the regular rate.
• Each campus will determine if it will provide any shift differential. The campus will consult with campus Human Resources to determine what jobs are covered, what hours are covered, and the amount of the compensation for shift differential for that campus. This information will be made available to Support Staff employees in the affected departments, and CWA on the Bloomington and Northwest campuses.
• Shift differential is paid for hours worked during the established timeframe, provided that a minimum of six hours is worked during that time.
• An employee who is off from work and charges time to accumulated vacation or income protection time benefits, will be paid shift differential if it would have been paid had the time been worked.
• Shift differentials are separate from the base wage for the covered positions.
• The shift differential is to be combined with the base hourly rate before the calculation of any overtime rate for hours worked that are covered by a shift differential.
• Shift differential is not paid on paid-time-off benefits received when University employment ends.
• A Staff employee who is scheduled, called back, or called in to work outside the normal daily work schedule and requires an additional trip to and from work outside the normal workday is eligible for shift differential for time worked between 3:00 p.m. and 8:00 a.m. regardless of the length of time worked.
• Covered jobs and shift differential rates are published annually in the IUPUI Staff Salary Schedules .
• For Northwest, a Staff employee will receive $0.10 (SR1) for work between 4:00pm and 12:00am (2nd shift), or $0.20 (SR2) for work between 12:00am and 8:00am (3rd shift).
• The Sunday premium is to be combined with the base hourly rate before calculating the overtime rate for hours worked that are covered by a Sunday premium.
• An employee who is off work and charges time to accumulated vacation or income protection time will be paid the Sunday premium if it would have been paid had employee worked.
• Sunday premium is not paid as part of any paid-time-off benefits received when University employment ends.
• At IUPUI Sunday premium is provided for time worked between 12:00 a.m. and 12:00 midnight on Sunday at a rate of pay equal to one and one-quarter the employee’s normal hourly rate (RGN + PRM).

Shift differential pay

• Sunday premium hours are not counted toward hours worked for overtime purposes; however the earnings are included in the calculation of the overtime (FLSA) rate.

Managers, supervisors, and employees who violate this policy are subject to disciplinary action, up to and including termination.

Policy Interpretation University Human Resources 812-856-6047 hrpolicy@iu.edu

Policy Interpretation Campus HR office Various

This policy combines the following policies: 

This policy replaces parts of the following policies and guidelines:

Please note: This is an archived version of the policy. View the current version.

Access Pay Advices

General information, payee and position information, hours and earnings, before-tax deductions, after-tax deductions, employer paid benefits, totals section, leave accruals, net pay distribution, view paychecks online.

The term "paycheck" describes employee pay whether the payment is received via direct deposit, paycard, or physical check. This page explains how to access your paycheck information online and offers explanations of the information reflected on your pay advice, also known as a check stub. The pay advice lists all of the deductions, taxes, benefits, and net pay distributions for that paycheck. Use the Table of Contents button to the right to jump to a section.

Paycheck information is available in the Employee Center task tile in One.IU. Once logged into the Employee Center, select the Payroll and Tax tile.

A list of your past paychecks is displayed with the most recent paycheck listed at the top. Click on a row to review the pay advice. After selecting a row you will be prompted to acknowledge a securty notice. Click "No" to acknowledge the notice and the pay advice will open in a new window or tab.

Explanation of Paycheck Fields

The top section of the pay advice includes the following information:

• Every pay advice reflects Indiana University's name and address in the payroll system.
• Pay Group: the payroll schedule and voucher groupin for different employee types. The pay group determines the frequency of your payroll payment, among other things.
• Pay Begin Date: first day of the pay period for wages included in the payment.
• Pay End Date: last day of the pay period for wages included in the payment.
• Buisness Unit: your campus. For example, IUBLA is the abbreviation for the Bloomington campus IUINA is the abbreviation for the Indianapolis campus.
• Advice #: a unique, internal identification number assigned by the payroll system. Similar to a check number.
• Advice Date: date of paycheck issue.

Following the fields above, you'll see the following information:

• Your name and address.
• Employee ID: your 10-digit university identification number.
• Department: your department.
• Location: the campus where your department is located.
• Job Title: your official title on file with IU Human Resources.
• Pay Rate: your hourly, monthly, or contracted rate of compensation.

The box located to the right of the payee and position information lists your federal and state withholding preferences including your:

• Marital status.
• Number of allowances (where applicable).
• Additional withholding percentage, and
• Additional withholding amount.

If you claim exemption from federal taxes or are exempt due to tax treaty benefits, this will be reflected next to the Tax Status label. Tax status changes submitted on or around payroll processing dates can result in discrepancies in the information displayed on your pay advice. Contact your department's payroll processor if you have questions regarding your tax wihholding.

This box displays the entry lines and column content for hours worked during the pay period. Biweekly-paid and monthly-paid employees will see slightly different fields in this section.

• Description: states what type of employee you are, for example biweekly staff, hourly staff, regular monthly, etc.
• Rate: your hourly pay rate. This section will be blank for monthly-paid employees.
• Hours: hours you worked during the pay period. Ths section will be blank for monthly-paid employees.
• Earnings: the dollar amount you earned during the pay period.
• YTD Hours: total hours you have worked during the calendar year.
• YTD Earnings: your total earnings for the calendar year.

Here you'll find detailed accounting of all taxes withheld, both for the current pay period and for the entire calendar year.

• Fed Withholding: federal tax withholding.
• Fed MED/EE: your portion of the Medicare tax.
• Fed OASDI/EE: your portion of the Social Security tax.
• IN Withholding: state tax withholding.
• IN [County Name] Withholding: local tax withholding.

This box displays benefits and general deductions that reduce your taxable gross pay. Deductions are listed both for the current pay period and for the entire calendar year.

Some benefits and deductions you may see here include: medical and dental plan premiums, the Tax Saver Benefit health care and dependent care reimbursements, personal accident insurance, Health Savings Accounting contributions, Tax Deferred Annuity contributions, and parking. Click here to access a full list of before-tax deductions.

This section contains benefits and general deductions that do not reduce your taxable gross pay. Deductions are listed for both the current pay period and for the entire calendar year.

Some benefits and deductions you may see here include donations to United Way or the IU Foundation (including WFIU or WTIU), payments to the Bursar, and long-term disability insurance. Click here to access a full list of after-tax deductions.

Garnishments are considered after-tax deductions. In compliance with legal court-ordered documents, or at your request, payments for a variety of wage assignments are collected from your paycheck. The garnishment process is managed by centrally University Payroll, a department within the Office of the University Controller. Common garnishment payment types include:

• Child support: the court orders a specific payment amount.
• Writ of garnishment: the court orders 25% of disposable income. Disposable income is what remains after taxes are withheld. When IU recieves multiple writs, amounts are withheld in the order that writs were received.
• Wage assignment: you negotiate an amount with the vendor. You must request a Cause number at the Clerk's Office.
• Student loans: the court orders 15% of disposable income. Disposable income is what remains after taxes are withheld. When IU receives multiple writs, amounts are withheld in the order that writs were received.

If you fail to return the Form 668-W to the IRS and to IU, IU is required to withhold the maximum amount allowed.

• Bankruptcy: the court orders a specific amount.

Displays the amounts of IU-contributed benefits. These amounts are listed both for the current pay period and for the entire calendar year. This information has no impact on your pay; it is listed for reference only.

Some benefits you may see here include medical and dental premium plans, life insurance plans, retirement plans, and Health Savings Account contributions.

This box stretches across the width of the pay advice and displays a summary of your totals for both the current pay period and the entire calendar year.

• Total Gross: total paycheck amount this pay period.
• Fed Taxable Gross: the total remaining after the before-tax deductions are subtracted from the Total Gross.
• Total Taxes: the total amount listed in the Taxes section, described above.
• Total Deductions: The sum of the before-tax and after-tax deductions.
• Net Pay: the actual dollar amount the employee receives for the pay period.

This box displays leave accrued by biweekly staff. Monthly, academic, part-time, and contract staff will not see information in this box. Monthly staff may review their leave accruals via the ePTO task tile in One.IU.

• Vacation Available: total vacation hours available for use in current calendar year.
• Vacation Accrued: total number of vacation hours the employee has earned.
• Sick Hours: total sick leave hours available.
• Holiday Hours: total number of official holiday hours available for use in current calendar year.
• Comp Hours: total number of compensation hours available for use.

This box reflects how your paycheck was distributed: direct deposit, paycard, or physical check.

• Account Type: typically checking or savings.
• Account Number: a secure reference to the account(s) in which funds are deposited. Only the final two digits of the account number are displayed.
• Deposit Amount: the dollar amount deposited into each account.

Additional resources

Office of the university controller.

• 1024 E 3rd St. Bloomington, IN 47405-7000
• Click here for our full Contact information

Related Sites

• Office of the EVPFA
• University Budget Office
• Office of the Treasurer
• Travel Management Services
• Supplier Diversity
• Insurance, Loss Control, & Claims
• Financial Training & Communications

This site takes advantage of new web technologies that only modern browsers have access to. Please consider upgrading your browser to improve your web experience . Outdated browsers are also a major source of security flaws . We suggest using Google Chrome , Firefox or the latest version of Internet Explorer .

Change Healthcare Outage FAQ Update

IU Health Plans continues to navigate the impacts of the Change Healthcare outage and strives to provide the most up-to-date information to our provider partners. In adhering to this standard, we've updated our FAQ and encourage you to review it. Important updates include information on Medicare Advantage (MA) EFT/ERA distribution, MA ERA/835 registration, timely filing and interest payments on delayed MA EFT payments. Please check back regularly for future updates on our website home page banner and the provider resources page , section 4.

Updated Change Healthcare Outage FAQ

If you have any questions or concerns, please contact Provider Services, Mon. - Fri. from 7 am - 7 pm at the following numbers:

Commercial provider line : 866.895.5980 Medicare Advantage provider line : 866.218.1524

Thank you for visiting the IU Health Plans website, we value your opinion on how we can improve your online experience. After you complete your visit, would you be willing to answer a few questions to help us improve our website? Please complete this survey after you have completed your online session.

Log in or Create Your Account

Forgot your username? Forgot your password?

Get access to exceptional care with IU Health Plans.

Coverage options to meet your needs:

Indiana University Health Plans is a part of Indiana's nationally recognized healthcare system, Indiana University Health, which is ranked #1 in Indiana by U.S. News & World Report . Get access to over 80 percent of the top doctors across the state and the resources you need to keep you and your family happy and healthy.

IU Health Plans Difference

At IU Health Plans, we believe in working hand-in-hand with your healthcare providers to give you an enhanced experience. Your primary care physician is your teammate for better health, providing you with personalized, convenient care that fits your lifestyle. A multidisciplinary team of highly skilled specialists and healthcare professionals work together with your primary care physician to give you the most comprehensive care you need to live a healthy life. At IU Health Plans, we focus on your individual needs and give you access to tools and resources that enable you to manage your health. Together, we make up a team that you can trust to work together in the best interest of you and your family, or your employees.

Even before you become a member, we are committed to helping you find the right plan for your lifestyle. Contact us for more information or explore our plans today.