Human Resources

Christopher Newport University complies with the Americans with Disability Act. The university provides reasonable accommodations to individuals with disabilities, after engaging in the interactive process, in order to ensure equal access and opportunity. The interactive process begins with the submission of a request and any necessary medical provider information if required. These requests are overseen by the ADA Coordinator.

Role of the Requestor

• Participate in the interactive process
• Discuss accommodation needs with the ADA Coordinator and their manager
• Obtain medical documentation if required
• Inform the ADA Coordinator and manager if the accommodation is not effective
• Employees must continue meeting performance standards

Role of the Manager

• Provide employee position description that identifies the essential functions
• Engage in the interactive process with the ADA Coordinator and the employee
• Implement, monitor and evaluate the accommodation

To appeal the decision of the interactive process, please contact the Executive Director of Human Resources. For questions regarding the Americans with Disability Act (ADA) requests, please contact:

ADA Coordinator
Cheryl Menkins
Benefits Manager
cheryl.menkins@cnu.edu or hrbenefits@cnu.edu
(757) 594-7145

For questions regarding the FMLA, Short-Term Disability or Workers’ Comp requests, contact:

Leave and Workers’ Comp Coordinator
Mary Connolly
Benefits Specialist
mary.connolly@cnu.edu or hrbenefits@cnu.edu
(757) 594-7145

The Commonwealth of Virginia Employee Discounts Marketplace for employees of the great Commonwealth of Virginia offers employees discounts for a variety of shopping needs from back to school to travel and tickets! All deals that are listed on the webpage can be accessed by setting up your account using your state cnu.edu email.

For your protection, ALL first-time users, will have to create their unique account and verify their email address to access the discounts.

Access the marketplace here.

Discounted products, services and the marketplace are provided at no cost to the Commonwealth of Virginia.

DHRM at its discretion posts information received from vendors that provide discounts to all state employees. Please contact individual businesses/organizations for answers to questions regarding their discount or issues with the discount. Retirees should contact individual vendors about eligibility for discounts.

The flexible benefits program allows employees to set aside part of their pay each pay period on a pre-tax basis for a medical spending and/or dependent care accounts. Employees must re-enroll each year – flexible benefits do not automatically roll over from year to year. Flexible benefits include:

• Medical flexible reimbursement account
• Dependent care reimbursement account

More information is available at the inspira website. NOTE: There is a monthly administrative fee attached to these plans.

More information can also be found in the inspira Sourcebook.

Health Plan Information

The health plan year runs from July 1 through June 30, with open enrollment held each spring. Health coverage premiums are deducted from employee paychecks on a pre-tax basis (no federal, state, or Social Security taxes). Because pre-tax deductions are governed by strict IRS guidelines, enrollment or changes to coverage may only occur:

• Within 30 days of hire
• During open enrollment
• Within 60 days of a qualifying mid-year event (QME), such as marriage, divorce, birth or adoption of a child, or the start or end of a full-time job

Coverage Effective Dates

Coverage begins on the first day of the month following receipt of enrollment. Employees hired on the first day of the month will have coverage effective that same month. Employees hired after the first day of the month will have coverage effective the first of the following month. For the birth of a child, coverage is retroactive to the first day of the month in which the child is born.

Enrollment and Eligibility

For detailed information regarding eligibility, plan options, enrollment procedures, and rates, employees should review the Spotlight available on the state website: https://www.dhrm.virginia.gov/employeebenefits/health-benefits/active-employees

Employees with a state ID number may enroll in or make changes to the State Health Benefits Program through Cardinal. The Spotlight provides step-by-step instructions for completing benefit elections.

The state requires documentation to verify dependent eligibility, as outlined in the Spotlight. Documentation must be submitted within 30 days of entering the change in Cardinal. If required documentation is not received, the dependent will be removed from coverage.

Tools and Wellness Programs

Employees have access to Alex, an interactive decision-support tool designed to help determine which health plan best meets their needs. In addition, health plans offer programs, tools, and services that support healthier lifestyles, chronic condition management, lifestyle coaching, and more.

Available State Health Plans

The following state health plans are available in our area:

• COVA HDHP
• COVA Care
• COVA HealthAware
• Sentara Health Vantage HMO Plan (Includes expanded dental coverage through Dominion National and vision coverage through VSP)
• TRICARE Supplement

All plans include medical coverage, prescription drug benefits, and diagnostic and preventive dental and vision exams. Some plans offer optional buy-up coverage for additional dental services, glasses and contact lenses, hearing benefits, and out-of-network coverage.

Plan summaries and detailed information for each option can be found in the current Spotlight on the dhrm.virginia.gov website.

Diagnostic and preventative services are included in the basic health plans. Employees must purchase expanded dental for primary and major dental coverage with these plans.

Delta Dental administers dental benefits for all statewide plans. Employees can locate a dentist on line or call Delta Dental member services at (888) 335–8296.

Sentara HMO plan includes dental coverage administered by Dominion National.

To obtain an overview of the health benefits available to employees and to receive the latest news and updates about state employee health benefits, click Spotlight under Learn More.

Prescription drug programs are based on the type of health benefits you elected.

All health plans offered to state employees and their dependents have employee assistance programs (EAPs). Included are up to four sessions at no charge for such services as mental health, alcohol or drug abuse assessment, child or elder care, grief counseling and legal or financial services.

Effective October 2025, Anthem EAP is available to all employees who have waived their enrollment in a health plan, who are non-benefit eligible wage employees, adjunct faculty and TRICARE Supplement members. Employees and their household members are eligible for up to four free online or in-person counseling sessions per issue each year. In addition, other well-being resources can be accessed. Detailed instructions on how to access EAP can be found here. Employees can engage with EAP by visiting anthemeap.com/cova or calling 855-223-9277.

As listed above, members participating with state insurance plans will have the EAP number on the back of their health insurance card. Other crisis lines available in the 757 area code are listed below.

• 988 Suicide & Crisis Lifeline: A national, confidential, and free 24/7 service. Call or text 988 to connect with a trained crisis counselor.
• Peer Warmline: Offers non-crisis, peer-to-peer support daily from 8 a.m. to 11 p.m. at 757-251-2394.
• Newport News Behavioral Health Center: Offers 24/7 mental health assessments at no cost. They provide inpatient and residential treatment for adolescents, and their crisis line is 757-888-0400.
• Riverside Mental Health & Recovery Center: Provides 24/7 support for adults and adolescents dealing with mental health issues and substance use disorders. Call 757-827-3119 or walk in at any time.
• National Alliance on Mental Illness (NAMI) Hampton/Newport News: A nonprofit dedicated to connecting individuals affected by mental illness to services and resources. You can reach them at 757-690-1370. 

At CNU, Classified and AP employees record leave taken in Cardinal. Instructions on how to use Cardinal are available in the Cardinal Project Learning Center see link in training section below. New employees are strongly encouraged to view the ESS video Cardinal training. Instructional faculty do not record leave in Cardinal.

Classified Employees - Record leave by state pay period deadlines on the 9^th and 24^th

• Leave Year: Runs from January 10 through January 9 of the following year.
• Accruals: Annual/vacation leave is earned per pay period based on continuous state service. As of 2023, military service (with an Honorable Discharge DD214 or other military honorable discharge paperwork) will be reviewed for credit toward vacation leave accruals. (No other benefits are impacted by military service).
• VSDP: Employees in the Virginia Sickness and Disability Program receive VSDP sick and personal leave allotments at the start of the leave year based on months of continuous state service. VSDP extended sick leave is approved by Alight for continuous pay and HR handles the timesheet after approved.
• Traditional Sick: Leave accrues at a rate of 5 hours per pay period.  Traditional sick employees may use up to 48 hours in a leave year without FMLA certification. Extended sick leave requires FMLA certification approved by HR. Employees enter traditional sick leave in Cardinal. Specific rules are available at the DHRM.virginia.gov website.  Review DHRM Policy Page for details. 

AP (Administrative & Professional) - Record leave by state pay period deadlines on the 9^th and 24^th

• Leave Year: Runs from July 10 through July 9 of the following year. Hours awarded per the University Handbook.
• Annual/Flex Vacation Leave: Governed by the University Handbook.
• Sick Leave:  Allotments depend on the employee's retirement election.
• Extended Flex Sick Leave or VSDP Disability: Requires FMLA certification approved by HR. Once approved by HR for university leave employees, Flex Sick hours are manually added to Cardinal based on the physician's certification for a serious health condition for the employee to enter into the timesheet. VSDP extended sick leave is approved by Alight for continuous pay and HR handles the timesheet after approved.

Instructional Faculty (Do not record leave in Cardinal)

• VRS Members: Covered under the Virginia Sickness and Disability Plan (VSDP).
• ORPHE Members: Those who elect the Optional Retirement Plan for Higher Education are covered by the university leave and extended flex sick leave is outlined in the Faculty Handbook.
• Requirements: Extended flex sick leave requires Provost approval and physician-certified FMLA approval after a year of service. Faculty are limited to two paid semesters of such leave within a six-year span. 

Recording Leave

• Cardinal System: Classified and AP employees must record leave in Cardinal.

Training

• New employee self-service (ESS) users should access the Cardinal Project Learning Center for instructional videos at: ESS Cardinal Timesheet Videos

Under the Family Medical Leave Act (FMLA), full-time, classified, hourly (wage) and restricted employees, who have been employed by the Commonwealth for a total of at least 12 months and who have worked for at least 1,250 hours in the previous 12-month period are eligible to apply for Family Medical Leave.

AP employees who work for Christopher Newport University for at least 12 months and have worked at least 1,250 hours in the previous 12-month period are also eligible to apply for Family Medical leave per the University Handbook.

Faculty employees who work for Christopher Newport University for at least 12 months and have worked at least 1,250 hours in the previous 12-month period are also eligible to apply for Family Medical Leave per the Faculty Handbook.

Family Medical Leave provides employees with up to 12 weeks of unpaid job protection with physician certification for a serious healthcare condition on either a continuous or intermittent basis for:

• Care for the birth, adoption or placement of a child
• Care for a spouse, minor child (Specific incapacity criteria may qualify for FMLA to care for a child 18 and over) or parent with a serious health condition
• Care for an employee’s own serious health condition, which renders the employee unable to perform the functions of their job (ongoing treatment, multiple physician visits in a month/year, overnight hospital stays and/or ongoing qualifying events lasting three days or more)
• Care for an active duty status military family member's emergencies.

Family Medical Leave runs concurrent with other leaves such as disability, parental and wokers’ comp leaves. Christopher Newport University has established a rolling calendar year when establishing FMLA eligibility. Please contact the Benefits Team in the Office of Human Resources at hrbenefits@cnu.edu with requests for information on how to apply for FMLA unpaid job protection. The appropriate form will be sent to you.

Elegibility

Full-time Classified and AP employees who meet the eligibility criteria for FMLA may take up to eight weeks (320 hours) of paid parental leave. This leave must be used within six months for:

• the birth of an infant or the adoptive, foster, or custodial placement of a child under the age of 18.

Instructional faculty employees are covered under the Faculty Handbook for parental leave and should contact the Office of the Provost and HR for additional information and certification for Parental Leave. Instructional faculty members can have only 2 paid semesters within a six- year period.

Parental leave is intended to allow the employee to care for and bond with the child and may be used in combination with other available benefits as approved by HR and the department leadership. Once used, you must wait one year before you become eligible again.

Request for Parental Leave

For detailed information about Parental Leave, please see the policies listed below. Requests for parental leave should be made in advance of the need to exercise the leave. Contact HRBenefits@cnu.edu to request a form that is to be completed by you and your department.

• Classified Employees- DHRM Policy 4.21 Parental Leave
• Administrative Professional Employees- CNU Policy 5010 
• Instructional Faculty - University Handbook

To Use Parental Leave

For all employees, parental leave can be used only after the birth, placement or adoption of the minor child. Once you have certified for parental leave, after the birth, placement or adoption, send the proof of birth, placement or adoption to HRBenefits@cnu.edu. HR will load the parental leave hours into Cardinal for classified and AP employees to use on their timesheets. Faculty employees will be placed on a leave status by HR and will not enter hours into their timesheets.

Each year, Christopher Newport University leadership decides which state holidays will be officially observed and which may be deferred to winter break. If you have questions about whether a holiday is observed, check with your supervisor. Do not assume you have the day off.

Holiday Pay Eligibility – Non-Exempt, Full-Time Employees
To receive observed holiday pay and/or compensatory leave, non-exempt employees must:

• Be present at work or on pre-approved paid leave on their last scheduled workday before the holiday, and
• Be present at work or on pre-approved paid leave on their first scheduled workday after the holiday.

Employees who do not have available leave and were not pre-approved to use leave for this time will not be eligible for holiday pay. In these cases, pay docking must be entered on the timesheet.

Holiday Pay Eligibility – Exempt, Full-Time Employees
Exempt employees are eligible for holiday pay unless they are on extended leave without pay and unavailable for work for the entire last scheduled workday before and the entire first scheduled workday after the holiday.

Holiday Pay Eligibility - Retirees

Employees retiring on January 1 are eligible for holiday pay through December 31^st as long as they work their last scheduled day before the winter break and / or are on pre-approved paid leave.

Liberal Leave
From time to time, University leadership may announce that employees may use “Liberal Leave” in conjunction with a state holiday to extend time off. Liberal Leave is not a separate leave category. It refers to the use of available VSDP Personal Leave, vacation, or flex vacation time. Employees must confirm eligibility with their supervisor before taking leave.

Entering Leave
Best practice is to enter leave in the system before taking time off. Leave must be entered no later than:

• The day you return to work, or
• 4:00 PM on the end of the semi-monthly pay period (the 9th or the 24th of each month),
  whichever comes first.

Key Points

• Don’t assume a holiday is observed — ask your supervisor.
• Non-exempt staff must work or have approved leave before and after a holiday to get holiday pay.
• Exempt staff get holiday pay unless they’re on extended unpaid leave covering both sides of the holiday.
• “Liberal Leave” = using your own leave (not a special category).
• Enter leave early, and no later than the pay-period deadline.

Full-time employees of Christopher Newport University are covered under the commonwealth of Virginia Group Life Insurance Plan that is administered through the Virginia Retirement System and paid for by Christopher Newport University.

The amount of group life insurance equals the employee’s salary rounded up to the nearest thousand multiplied by two. For example: an employee currently making $25,400 would be entitled to $52,000 worth of group life insurance ($26,000 x 2 = $52,000). There are additional benefits associated with the basic group life policy.

Employees can purchase additional voluntary optional life coverage for themselves and along with additional coverage on themselves, they may cover their spouse and/or children. Premiums are submitted through payroll deduction once approved by Securian. The optional group life insurance is administered through the Virginia Retirement System. Coverage elections include one up to eight times the amount of the employee's salary subject to the maximum limits. Without evidence of insurability, employees may elect up to $487,500. The cap on optional life insurance coverage is $975,000.and spouses will need to complete both the enrollment and evidence of insurability forms regardless of the amount of life insurance elected.

Coverage for an employee's spouse can be up to half the maximum amount of coverage chosen by the employee subject to the two times salary limit up to the maximum $487,500. Proof of good health may be required based on coverage level elected. Coverage for children if elected ranges from $10,000 up to $30,000, depending on the coverage option elected by the employee. Children can only be covered from 15 days after birth until age 21 or age 25 if in college.

It is the employee's responsibility to contact Securian to remove an aged out dependent child.

Consistent with Christopher Newport University’s commitment to the continued professional and personal development of faculty and staff, a policy to permit employees to pursue on-campus courses and instruction (degree and non-degree credit) is offered by the university without the payment of tuition and fees.

The tuition waiver is offered for one course, four credit hours or less, during each semester, and one course, four credit hours or less, during the entire summer. Approval of courses taken under this policy is subject to supervisor approval. View the Tuition Waiver Policy for further information.

There are two legal resources programs available to Christopher Newport University employees:

Legal Services

This program allow employees to pay $18 per month for legal services. There are no deductibles, claim forms, waiting periods or fee schedules; however, you must sign a one-year contract. Legal services include:

• Traffic violations
• Automobile sales and repair problems
• Landlord/tenant disputes
• Defense in civil suits
• Divorce problems
• Preparation of wills, including a living will
• Real estate purchase
• Product warranty disputes
• Advise and consultation

Identity Protection

This program includes two plan levels, Gold at $11 per month, and Platinum at $18 per month. Coverage includes:

• Monitoring of address changes
• Credit reporting
• Advanced identity
• Suspicious activities
• Social security
• Medical insurance
• Passport number
• Driver’s license number
• Online banking password reset
• And more

For further information email Legal Resources at info@LegalResources.com, call (800) 728–5768 or visit their website.

As state employees, faculty and staff are eligible for discounts administered through the Virginia Department of Human Resource Management.

There are many hotels near campus. The one(s) listed below offer discounts to Christopher Newport employees.

Holiday Inn Newport News-Hampton
(757) 223-2110
980 Omni Blvd.
Newport News
3.4 miles away

To find out more about the promotional programs financial institutions are offering click the links below.

U.S. Savings Bonds (Series EE and Series I) may be purchased through a direct deposit allocation with Treasury Direct. For more information and to enroll, visit TreasuryDirect. Payroll deductions are done through direct deposit.

CommonHealth has been promoting employee wellness programs since 1986. Programs include a variety of topics from back safety to weight loss programs. To learn more about CommonHealth Programs visit the CommonHealth website.

Employees can purchase additional insurance through AFLAC for short-term disability, cancer, hospitalization, accident dental and more. Contact Larry Molnar at (757) 508-4295 for price quotes and an FBMC form for enrollment and payroll deduction.

Newport News Sam’s Club, #6351 12407 Jefferson Ave. Newport News, VA 23602 (757) 875–0243 (757) 874–2096 Pharmacy (757) 875–1424 Optical

Collegiate Membership - Receive a $15 gift card with your new membership

The Virginia Retirement System (VRS) administers a defined benefit plan and defined contribution plan.

Full-Time Classified Employees

Classified employees are automatically enrolled in the Virginia Retirement System (VRS).

Classified employees are covered under the provisions of the VRS Hybrid plan if the employee’s membership date is January 1, 2014 or later. If the employee was previously employed in a covered position and withdrew their retirement funds, they will be re-hired under the VRS Hybrid plan. The VRS Hybrid plan is a combination of a defined benefit plan and a defined contribution plan.

Classified employees are covered under the provisions of the VRS Plan 2 if the employee’s membership date is July 1, 2010, or later. If the employee was previously employed in a covered position and did not withdraw their retirement funds, they will be rehired under VRS Plan 2.

Classified employees are covered under the provisions of the VRS Plan 1 if the employee’s membership date is before July 1, 2010 and if they were fully vested as of January 1, 2013. If the employee was previously employed in a covered position, fully vested before January 1, 2013 and did not withdraw their retirement funds, they will be rehired under VRS Plan 1.

Full-Time Faculty and Administrative Professional Faculty Employees

Faculty and administrative professional faculty employees (AP) may choose between the Virginia Retirement System (VRS) Plan and the Optional Retirement Plan for Higher Education (ORPHE).

Faculty and AP employees are covered under the provisions of the VRS Hybrid plan if the employee’s membership date is January 1, 2014 or later. If the employee was previously employed in a covered position and withdrew their retirement funds, they will be rehired under the VRS Hybrid plan. The VRS Hybrid plan is a combination of a defined benefit plan and a defined contribution plan.

Faculty and AP employees are covered under the provisions of the VRS Plan 2 if the employee’s membership date is July 1, 2010 or later. If the employee was previously employed in a covered position and did not withdraw their retirement funds, they will be rehired under VRS Plan 2.

Faculty and AP employees are covered under the provisions of the VRS Plan 1 if the employee’s membership date is before July 1, 2010 and if they were fully vested as of January 1, 2013. If the employee was previously employed in a covered position, fully vested before January 1, 2013 and did not withdraw their retirement funds, they will be rehired under VRS Plan 1.

The Optional Retirement Plan for Higher Education (ORPHE) refers to a defined contribution plan that instructional faculty and administrative professional faculty (AP) employees may select for their retirement choice in lieu of the VRS plan. Instructional faculty and AP employees may choose one of two ORPHE plan providers. The current providers for the ORPHE plan are: DCP Virginia Retirement System and TIAA.

Instructional faculty and AP employees whose membership date is July 1, 2010 through December 31, 2013 are covered under the provisions of the ORPHE Plan 2. Instructional Faculty and AP employees who were previously employed in a covered position and withdrew their funds will be rehired under ORPHE Plan 2. Employees hired after January 1, 2014 fall under ORPHE Plan 2.

Instructional faculty and AP employees who elect the ORPHE and whose membership date is before July 1, 2010, will be covered under the provisions of ORPHE Plan 1. Instructional faculty and AP employees who return to covered employment that were hired before July 1, 2010, were vested (with at least five years of VRS or ORPHE service) and have not taken a refund of their member account will fall under the provisions of the ORPHE Plan 1.

New instructional faculty and administrative professional faculty employees have 60 days from the date of hire to enroll in their chosen plan. Elections are made through MyVRS.

Provider

• TIAA is the chosen provider and administrator for the university plan.

Contribution Limits for 2026

• Under age 50: Up to $24,500
• Age 50 or older: Up to $32,500 (with $8,000 IRS catch-up)
  • High earners who had FICA, W-2 2025 income in 2025 must make catch-up contributions to Roth
• Age 60-63: Eligible for "Super Catch-Up" 
  • 2026 limit: additional $11,250 over the under-50 limit
  • This is only for those specifically ages 60, 61, 62, or 63 but not turning 64

Note: 457 limits apply separately from 403(b) limits — you may contribute the maximum to both types of plans, but the cash match is only available on one.

Contribution Tax Options

• Pre-Tax (Traditional 403(b))
  • Contributions reduce federal and state taxable income now
  • Withdrawals in retirement are taxable
• Post-Tax (Roth 403(b))
  • Contributions are made after tax
  • Retirement withdrawals are tax-free

Contribution limits are the same for both options and are combined and capped at the IRS maximums.

Enrollment & Changes

• You may enroll during any pay period.
• You can change your contribution amount any time by submitting an FBMC form to:
  • HRBenefits@cnu.edu, or
  • Fax: 757-594-7236
• Forms must be submitted ~30 days prior to the paycheck for which the change should take effect to allow processing time.
• You must also establish your TIAA account to choose investments.

Loan & Withdrawal Rules

• The 403(b) plan permits:
  • Loans (subject to plan rules which include maximum dollar amounts based on account balance as well as a maximum number of loans at one time.)
  • In-service withdrawals are allowed at age 59½
  • Hardship withdrawals per IRS and plan guidelines
    (Contact TIAA: 800-842-2252)

Cash Match Rules

• Match applies to either 403(b) or 457(b)—not both, even if contributing to both.
• Match = 50% of employee contribution, up to $20 per pay period.
• Maximum match = $40 per month.
• Hybrid Retirement Plan participants must first contribute the full 4% Hybrid Voluntary 457 to qualify for the cash match.

Additional Resources

• To learn more about 403(b), Roth, and 401(a) Cash Match: tiaa.org/cnu
• To view investment options and performance view the: Plan and Investment Options (subject to change by the Retirement Committee with or without advanced notice based on investment performance)

Provider

• VOYA is the chosen provider

Contribution Limits (2026)

• Under age 50: Up to $24,500
• Age 50 or older: Up to $32,500
  • High earners who had FICA, W-2 2025 income in 2026 must make catch-up contributions to Roth
• Ages 60–63 Catch-Up (“Super 457 Catch-Up”):
  • You may contribute up to an additional $11,250 above the under-50 limit.
  • Must speak with a DCP representative to determine eligibility and set it up: 877-327-5261

Note: 457 limits apply separately from 403(b) limits — you may contribute the maximum to both types of plans, but the cash match is only available on one.

Contribution Tax Options

• Pretax 457: Contributions reduce taxable income now; taxes apply at withdrawal.
• Roth 457 (post-tax): Contributions taxed now; qualifying withdrawals are tax-free.

Employees may participate in either or both, but their combined contributions cannot exceed IRS annual 457 limits.

Hardship Withdrawals

• Employees may take hardship withdrawals from the COV 457 for qualifying situations such as:
  • Eviction
  • Excessive medical or 
  • Funeral expenses
• Self-certification allowed up to $2,500
• Documentation required for withdrawals over $2,500

Enrollment and Changes

• Enroll online or call VOYA: 877-327-5261 (option 1)
• To start the 457 cash match on the 1st of the month for the paycheck dated the 15th, call VOYA before 4 PM EST on the last Friday business day of the prior month.

Hybrid Retirement Plan Participants

• Must contribute the full 4% Hybrid Voluntary 457 to receive the 401(a) cash match
• Important: The IRS 457 limit applies to COV 457 + Hybrid Voluntary 457 combined
• Hybrid Voluntary 457 contributions may be changed monthly

Cash Match Rules

• Match applies to either 403(b) or 457(b)—not both, even if contributing to both.
• Match = 50% of employee contribution, up to $20 per pay period.
• Maximum match = $40 per month.
• Hybrid Retirement Plan participants must first contribute the full 4% Hybrid Voluntary 457 to qualify for the cash match.

Administrative Fees

• Any applicable admin fee will appear on your quarterly, DCP benefits statement.

Additional Resources

• To learn more about 457(b), Roth, and 401(a) Cash Match: varetire.org

If you contribute to either a tax-sheltered annuity or the deferred compensation plan, Christopher Newport University will match 50 percent of your contribution up to a maximum of $20 per pay period. The match will apply to either the provider you have chosen from the 403(b) approved providers or the State Deferred Compensation Program.

Note: You must max out your defined contribution amounts in the VRS hybrid plan in order to be eligible for the state cash match.

To enroll in the cash match program:

• 457 Deferred Compensation Participants must enroll in the Cash Match online.
• Tax Sheltered annuity participants must submit a Fringe Management Cash Match Agreement Form.

Classified employees are automatically enrolled in the Virginia Sickness and Disability Plan (VSDP). This plan is paid for by Christopher Newport University and gives full-time employees short- and long-term disability insurance after a one year waiting period. For more information review the Virginia Sickness & Disability Program Handbook.

Faculty members who select Virginia Retirement System (VRS) as their retirement plan are automatically enrolled in the Virginia Sickness and Disability Plan (VSDP). This plan is paid for by Christopher Newport University and gives you short and long term disability insurance after a one year waiting period. For more information review the Virginia Sickness & Disability Program Handbook.

Christopher Newport University also offers a long-term disability plan through The Hartford. The premium is based on the amount of coverage, your salary and your age. This is an employee-paid premium. You should consider this coverage very carefully if you choose an optional retirement plan, as these plans do not have disability provisions.

Employees enrolled in the Virginia Sickness and Disability Program (VSDP) are automatically enrolled in long-term care insurance with a daily amount of $96 per day or $70,080 worth of coverage. Long-term care programs provide help with everyday life tasks because of a prolonged health problem or following a major illness, injury or surgery. VRS administers the Virginia Sickness and Disability Program (VSDP) Long-Term Care Plan.

The Voluntary Group long-term care insurance allows employees to purchase insurance that helps to cover services such as nursing home care or at-home care to assist with bathing, eating or other activities of daily living.

The plan is administered through VRS with Genworth Life Insurance Company as the insurer for the program. The plan offers three options with different monthly maximum levels.

State employees who work at least 20 hours per week or more are eligible to enroll in the voluntary group long-term care insurance. Family members may also apply for coverage if they are between the ages of 18–75. Eligible family members include your spouse, adult children, parents, parent-in-law, step parents, sibling, grandparents, grandparent-in-law, step grandparents and step grandparents-in-law.

There is reduced medical underwriting (proof of good health) if you are age 65 or under and apply within 60 days of employment. Full medical underwriting is required for family members who apply. Payments are made directly to Genworth.

Injury/illness/exposure requiring non-emergency medical treatment:

The employee immediately reports the incident to their supervisor.

Supervisor Responsibilities

• Respond to the incident and secure the scene
• Take a same day photo
• Provide the employee with a printed Workers’ Compensation Panel Physicians Form. The form is to be completed. The supervisor instructs the employee to take the panel form to the physician as indicated on bottom of the panel form. This form authorizes treatment under the Commonwealth Workers’ Compensation Program. The completed panel form is sent to Human Resources at hrbenefits@cnu.edu.
• Conduct an incident investigation (contact the EHS Department if guidance is needed)
• Complete and submit the Employee Incident Report Form online on the Environmental Health and Safety Department web page within 24 hours for non-emergencies
• Complete any workorders if there needs to be a repair.

Employee Responsibilities

• Seek medical care from the selected panel physician
• Provide all medical notes to Human Resources at hrbenefits@cnu.edu
• Cooperate with investigations

Injury/illness/exposure requiring emergency medical treatment:

The Employee, supervisor or first responder calls CNU Police (757) 594-7777 for a life-threatening medical emergency. If an incident occurs that requires admission to the hospital and/or involves amputation, loss of an eye, or a fatality, the supervisor on duty or the first responder notifies the EHS Department immediately at (757) 594-7280. Please leave a voice mail as needed and after hours.

Report the following information for a serious injury/medical emergency:

• Name of the injured person
• Location of incident
• Date and time of the incident
• What happened (be as specific as possible)?
• Were there any fatalities?
• Was anyone hospitalized?
• Name, email, and phone number of the person reporting the incident

Supervisor Responsibilities

• Notify Human Resources as soon as possible after the employee obtains medical assistance
• Complete the online Employee Incident Report Form as soon as possible, preferably within four (4) hours of the incident
• Take a same day photo at the scene
• Complete any workorders if there needs to be a repair

Employee Responsibilities

• Participate in an incident investigation as soon as possible after medical treatment, depending upon the extent of the treatment
• Follow -up with a panel physician if went to the ER
• Send all medical notes to Human Resources at hrbenefits@cnu.edu

Online Employee Incident Report Form or use the QR Code. 

• Employee Incident - injury or exposure for employee, including student employees
• General Incident - property damage, harm to students or visitors
• Near Miss - no one was harmed, but could have been