The subsidy program is offered to graduates students who meet all the criteria listed below on the payment subsidy date:
For AY2022-2023, the annual premium for student only coverage will be $2,259.00. The University will provide a subsidy of $1,574.30 for the 2022-2023 year, thus, the out-of-pocket cost for individual coverage will be $684.70. Subsidy payments are automatically paid to all eligible students each semester and do not require application forms.
Eligible students will receive a subsidy payment of $787.15, minus the appropriate taxes, for each semester during which they qualify. The subsidy will be paid at the end of each semester (with December 30, 2022 and June 2, 2023 paychecks). NOTE: If your paychecks stop before these dates, you will not be able to receive the subsidy.
The subsidy program is an integral part of the University’s commitment to providing our graduate students with a quality insurance program. This insurance covers the graduate student only and not his/her dependents. For AY2022-2023, to help afford the dependent coverage, the University will provide a subsidy of $250 per semester, ($500 per student/family per academic year) to the eligible graduate students with a dependent child and/or spouse; minus the appropriate taxes for each semester during which they qualify. The eligibility and application process for the dependent insurance subsidy are available in a separate document.
You may begin enrolling in the insurance program on June 24, 2022. To enroll in the insurance program, you must confirm your enrollment in the health insurance by going to www.universityhealthplans.com AND submit payment to the Bursar’s Office. Students must complete their registration prior to being eligible to confirm their enrollment in the health insurance plan. (NOTE: Certified Full-Time students must confirm their enrollment of insurance after RAS has processed their Full-Time Certification request.) PLEASE READ ALL THE INSTRUCTIONS THAT FOLLOW TO ENSURE YOU ENROLL PROPERLY.
Subsidy payments to all eligible students each semester is automatic and require no application forms.
The student health insurance plan constitutes qualified health care coverage for the purpose of the ACA individual mandate. Additional information about the Affordable Care Act as it relates to students can be found at https://provost.lehigh.edu/resources/affordable-care-act-aca/aca-qas-leh...
For AY2022-2023, to help afford the dependent coverage, the University will provide a subsidy of $250 per semester per student/family to the eligible graduate students with a dependent child and/or spouse. Eligible students must apply for the subsidy before the deadline and provide necessary documents. Instructions for the application process will be available later.
Eligible graduate students must:
Below are the required documentations:
Failure to provide the necessary documentation will result in delays reviewing your application or rejection of application. You may be asked to provide additional documentation or information needed to evaluate your application. If you have falsified information or supporting documentation on the application, the subsidy will be rescinded, and you will be referred to the Deans of Students.
Eligible students will receive a subsidy payment of $250 per semester; minus the appropriate taxes for each semester during which they qualify. The subsidy will be paid at the end of each semester (with December 30, 2022 and June 2, 2023 paychecks). If your paychecks stop before these dates, you will not be eligible to receive the subsidy.
Graduate students seeking health coverage for dependent children might be eligible for a plan through the Pennsylvania Children’s Health Insurance Plan. In addition, more information about dependent coverage for citizens and residents can be found at Pennie.com.
For any questions about application or eligibility, please consult with the Associate Deputy Provost for Graduate Education (Kaha@lehigh.edu).
Lehigh research assistants (RAs), teaching assistants (TAs), and graduate assistants (GAs) with full-time appointments are eligible for ten days of paid vacation/personal time. Note: Graduate students enrolled in a 9-month academic program are eligible for 8 days of paid vacation/personal time.
Following guidelines established by federal granting agencies, a reasonable amount of time away from obligations is necessary and encouraged to support the physical and mental health of RA/TA/GAs and therefore their retention and ultimate completion of their degrees.
The purpose of this document is to clarify rules and procedures regarding RA/TA/GAs time away to ensure equitable access and avoid confusion over time limits and continuity of stipend payment.
A student (either the mother or the mother’s partner) who expects the birth of a child or plans the adoption of a child should consult with her/his adviser and work supervisor (e.g., department chairperson, department manager, research principal investigator) and make appropriate arrangements for the anticipated absence from the assistantship assignment. The University’s policy is to not interrupt an assistantship for a parental leave up to 5 weeks, during which time the student is excused from the duties associated with the assistantship.
The student taking the parental leave must be the child’s primary caregiver. Accordingly, if both parents are graduate students, each is entitled to the parental leave for a period during which he or she is the primary caregiver, but the leaves cannot be simultaneous. In all cases, the parental leave must be taken within six months of the child’s birth date or the adoption date.
The student’s department or work supervisor may apply to the Provost’s Office for a Parental Leave Grant (PLG). The PLG equals the student’s assistantship pay during the parental leave, and is to be used to compensate another student or other students for carrying out the duties of the student who is on leave (typically the case for a teaching assistant). If no other student will be paid and the work stops during the leave, no grant will be made available (this might be the case for some graduate assistantships).
A research assistant funded by a sponsored research grant may be eligible for continuation of support under the terms and conditions of the research grant. If no such support is available, the student’s department may apply for a PLG to take the student temporarily off the research assistantship and continue his or her pay during the leave regardless of whether the research grant pays another student to carry out the duties of the student who is on leave.