Employees may certify a domestic partner for purposes of receiving University benefits. A domestic partner who is certified shall be considered to be equivalent to a spouse for purposes of University benefits, such as health insurance, dental insurance, vision insurance, life insurance, bereavement or disability leave, tuition waiver, and use of University facilities. Employees may also enroll their domestic partner's children for benefits coverage.
In accordance with Internal Revenue Service regulations, payroll deductions for domestic partner health coverage (medical, dental, and vision) will be withheld on an after-tax basis. Also, the value of benefits provided by the University (health) will be taxable income to the employee.
Flexible Spending Accounts may not be used for a non-federally tax-qualified dependent (domestic partner) in accordance with IRS rules.
The University's health plan will be the primary payer (pays first) for all of your domestic partner's medical services unless your partner has health coverage on their own through their employment. Active employees and federally tax-qualified spouses can defer enrollment in Medicare B until retirement without penalty. However, domestic partners are not recognized the same as tax-qualified spouses under federal tax law. If a domestic partner defers enrollment in Medicare B from when it is first offered and wishes to elect it at some point in the future, they must wait until the annual general open enrollment period (January through March) with Medicare B coverage effective the following July 1 and the Medicare B premium will be 10% higher for each year that they didn’t elect Medicare B coverage from when it was first offered. Therefore, UMS strongly encourages your partner to contact Social Security Administration and enroll in Medicare A and Medicare B immediately upon eligibility which is usually at age 65 or if disabled.
2023 EMPLOYEE SHARE and TAXATION of DOMESTIC PARTNER MONTHLY HEALTH INSURANCE PREMIUMS
(does not include coverage for employee or other dependents)
Effective January 1, 2023 - Motivate Me Level 1 Qualified
| Full-time Regular Active Employees* | After-Tax Monthly | Taxable Monthly | After-Tax Biweekly | Taxable Biweekly |
|---|---|---|---|---|
| Choice Fund | 118.02 | 803.50 | 54.47 | 370.85 |
| AFUM: Copay | 173.98 | 1,045.56 | - | - |
| NR & PATFA: Copay | 152.95 | 1,022.45 | 70.59 | 471.90 |
| Police: Copay | 165.09 | 1,036.22 | 76.20 | 478.26 |
| Service/Maint Copay | 152.81 | 1,016.46 | 70.53 | 469.14 |
| UMPSA & ASCUM: Copay | 165.09 | 1,036.22 | 76.20 | 478.26 |
Effective January 1, 2023 - Motivate Me Level 1 NOT Qualified
| Full-time Regular Active Employees* | After-Tax Monthly | Taxable Monthly | After-Tax Biweekly | Taxable Biweekly |
|---|---|---|---|---|
| Choice Fund | 210.18 | 711.34 | 97.01 | 328.31 |
| AFUM: Copay | 295.94 | 923.60 | - | - |
| NR & PATFA: Copay | 270.49 | 904.91 | 124.84 | 417.66 |
| Police: Copay | 285.21 | 916.10 | 131.64 | 422.82 |
| Service/Maint Copay | 269.74 | 899.53 | 124.50 | 415.17 |
| UMPSA & ASCUM: Copay | 285.21 | 916.10 | 131.64 | 422.82 |
Dental Insurance
| Full-time Regular Active Employees* | Biweekly Preventative | Monthly Preventative | Biweekly Traditional | Monthly Traditional | Biweekly Enhanced | Monthly Enhanced |
|---|---|---|---|---|---|---|
| Employee Cost | 4.34 | 8.67 | 16.00 | 32.00 | 18.59 | 37.17 |
| Taxable Portion | 0 | 0 | 0 | 0 | 0 | 0 |
Vision Insurance
| Full-time Regular Active Employees* | Biweekly | Monthly |
|---|---|---|
| Employee Cost | 4.66 | 9.31 |
| Taxable Portion | 0 | 0 |
| Effective January 1, 2022 - Motivate Me Level 1 Qualified | ||||
|---|---|---|---|---|
| Full-time Regular Active Employees* | After-Tax Monthly | Taxable Monthly | After-Tax Biweekly | Taxable Biweekly |
| Choice Fund | $115.82 | $777.13 | $53.46 | $358.67 |
| AFUM: Copay | $170.74 | $1010.99 | - | - |
| NR & PATFA: Copay | $150.10 | $988.86 | $69.28 | $456.40 |
| Police: Copay | $162.01 | $1002.06 | $74.77 | $462.49 |
| Service/Maint Copay | $149.96 | $983.05 | $69.21 | $453.72 |
| UMPSA & ASCUM: Copay | $162.01 | $1002.06 | $74.77 | $456.40 |
| Effective January 1, 2022 - Motivate Me Level 1 NOT Qualified | ||||
|---|---|---|---|---|
| Full-time Regular Active Employees* | After-Tax Monthly | Taxable Monthly | After-Tax Biweekly | Taxable Biweekly |
| Choice Fund | $205.12 | $687.83 | $94.67 | $317.46 |
| AFUM: Copay | $288.92 | $892.81 | - | - |
| NR & PATFA: Copay | $264 | $874.96 | $121.85 | $403.83 |
| Police: Copay | $278.41 | $885.66 | $128..50 | $408.77 |
| Service/Maint Copay | $263.26 | $869.75 | $121.50 | $401.42 |
| UMPSA & ASCUM: Copay | $278.41 | $885.66 | $128.50 | $408.77 |
*Part-time employee rates vary by collective bargaining unit and standard weekly work hours.
Contact the Employee Benefits Center
The above is a brief summary of benefits offered by the University of Maine System. If you have a question about benefits enrollment, call toll-free 866-269-9635 (or 973-3373) or benefits@maine.edu. Have your Employee ID number for faster service.
