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Total Rewards frequently asked questions

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Will participating in the Wellness Incentive affect my eligibility for university insurance plans?

No. Your participation will not affect your eligibility or rates for university insurance plans.

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Whom should I contact with questions about the Wellness Portal hosted by Cerner Health?

For all Healthy for Life Wellness Portal technical questions, if you cannot find your answer among these FAQs, please contact Cerner tech support at (888) 252-8150.

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What is Healthy for Life?

Healthy for Life is a wellness program that lets you take charge of your health. The program offers a variety of resources to help you achieve the best possible health and wellness.

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What is the University of Missouri System Wellness Incentive?

The University of Missouri System (UM) offers a Wellness Incentive to promote improved employee wellness. Active employees who are primary subscribers to university medical plans can earn incentive money by taking steps to live a healthier lifestyle, such as completing a wellness pledge, brief personal health assessment, or physical activity class.

Incentive earnings are taxed and voluntary retirement earnings are deducted, just like any other university earnings. The amount of taxes deducted will differ depending on the individual. It is sponsored by the University of Missouri System Total Rewards Department and the Tiger Institute (a partnership between UM and Cerner). The online health management component of the program is delivered through Cerner Health.

To learn more about the Wellness Incentive, visit the Wellness Incentive webpage.

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What if I don’t know my employee ID number to establish my Wellness Portal account?

Your employee identification number is the unique 8-digit number given to all employees. There are several places you can find your employee ID number if you do not know it:

  • On your medical insurance card: on the line that reads “MEMBER NUMBER”, if you remove the very first number, then the next 8 numbers are your employee id number.
  • From the HR Service Center. Their phone number is 573-882-2146 and their email address is hrservicecenter@umsystem.edu.
  • From a recent paystub. Your employee ID number can be found in the “General” section, underneath your name.
  • Log into www.myhr.umsystem.edu and find your employee ID under “Self Service.” Once logged into myHR, click on “Main Menu”, then on “Self Service”. Under the section “Payroll and Compensation”, you can click on “View Paycheck”. Choose any of the paystubs available, and after clicking on it, you will see your 8-digit employee id number underneath your name.

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Who is eligible for the Wellness Incentive?

Any university faculty and staff member may participate in Wellness Incentive activities, but only employees who meet the following conditions at the time of payout can earn incentive money:

  • The employee's primary status is active.
  • The employee is at least .75 FTE and pays premiums for a University of Missouri System medical insurance plan (i.e., the employee is a primary subscriber).
  • To earn the Tier 2 payout, the employee must have completed Tier 1 by April 30.

To learn more about the Wellness Incentive, visit the Wellness Incentive webpage.

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What do I receive for participating in the Wellness Incentive?

Active, primary subscribers to the University of Missouri System medical plans can earn $450* on their paycheck by completing two tiers. Tier 1 is worth $50*, which you can earn by simply completing the wellness pledge viewing the Healthy for Life video, and will be paid out in May. Tier 2 is worth $400*, which you can earn by recording at least 400 points from Activities that will earn you points for Tier 2. The $400* will be paid out in October.

Incentive earnings are taxed and voluntary retirement earnings are deducted, just like any other university earnings. The amount of taxes deducted will differ depending on the individual.

To learn more about the Wellness Incentive, visit the Wellness Incentive webpage.

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Will this year’s Wellness Incentive be taxable?

Yes, incentive payments are taxable to the employee. The amount of taxes deducted will differ depending on the individual. This year’s incentive will be directly deposited into your bank account.

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How does a two-tiered incentive work? Can I complete only Tier 1?

Since there are two tiers, you can choose your participation level. You do not have to complete Tier 1 before starting Tier 2 activities; however, you must complete all of Tier 1 in order to earn the Tier 2 payout.

To earn the $400* for Tier 2, you must complete at least 400 points in healthy activities. There will be no pro-rated incentives for completing part or some of the activities in Tier 2; it is all or nothing. If you complete more than 400 points in Tier 2, the maximum amount of payout will still be $400*.

*Incentive earnings are taxed and voluntary retirement earnings are deducted, just like any other university earnings. The amount of taxes deducted will differ depending on the individual.

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How does the Wellness Incentive payout work?

The Wellness Incentive includes a two-tiered payout: $50* in May upon completion of Tier 1 by April 30, and $400* in October upon successful completion of Tier 2 by September 30. To receive the incentive, you must be in an active pay status at the time of the final October payroll processes. If you terminate active employment with the university prior to the final May or October pay cycles, you will not receive the respective $50* and $400* incentives. Additionally, only those active employees who are the primary subscriber to a university medical insurance plan may receive the incentive earnings.

*Incentive earnings are taxed and voluntary retirement earnings are deducted, just like any other university earnings. The amount of taxes deducted will differ depending on the individual.

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How long do I have to participate in the Wellness Incentive?

You can begin the program any time after November 1. You must complete Tier 1 by 11:59 p.m. on April 30 to earn $50 in your final May paycheck and remain eligible to earn a payout in Tier 2. You must complete Tier 2 between November 1 and September 30 to earn $400 in your final October paycheck. The program will not be extended past the respective April 30 and September 30 deadlines.

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I am new to the University of Missouri System. How do I participate in the Wellness Incentive?

A new employee hired before the Tier 1 may participate in the Wellness Incentive. An employee hired on or after the deadline may not participate. It can take up to 30 days for your eligibility to be processed. Once that happens, you can start by navigating to www.healthyforlife.umsystem.edu and creating your Wellness Portal account (powered by Cerner). The same Tier 1 and Tier 2 deadlines will apply.

To learn more about the Wellness Incentive, visit the Wellness Incentive webpage.

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What if I have a health condition that prevents me from completing the Wellness Incentive program?

If you have any health condition that would prevent you from completing any portion of the Wellness Incentive, the Healthy for Life team would be happy to provide a reasonable alternative. Contact the Healthy for Life office by phone at (573) 884-1312 or by email at wellness@umsystem.edu.

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I can’t read the CAPTCHA security image to create my Wellness Portal account. What do I do?

If you are setting up your Wellness Portal account for the first time or resetting your password, you will come to a CAPTCHA image on the account set up page. A CAPTCHA image is a picture test that confirms an actual person is setting up the account, which can sometimes be difficult to read. However, it is essential to complete this section by typing in both numbers and/or words in order to continue with the program. If you find that you cannot read and re-type the CAPTCHA image in the space provided, here are some other ways to try:

  • Try new words: Just below the numbers and/or words, there is a link that says “Can’t read it? Try new words”, and if you click on it, you’ll get two new numbers/words to enter into the space. If you can read the new images, enter them and continue. If not, you can click “Can’t read it? Try new words” again until you have words that you can read.
  • Try listening: There is another link below the CAPTCHA image that says “Try listening” with a speaker next to it. By clicking on this icon, you will get an audio clip of the word to be typed. Once you have heard it, you can type in the numbers/words as you heard them. PLEASE NOTE: Make sure your speakers are turned on and are loud enough to hear the words. If you do not understand the words being read aloud, you can click on “Can’t read it? Try new words” or “Try listening” again, which will provide new numbers/words to type instead.

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How do I get started in the Wellness Incentive?

Go to the Wellness Portal at www.healthyforlife.umsystem.edu and login, or create your Wellness Portal (powered by Cerner) account (if you do not already have one). To create a new account, you will need your 8-digit employee ID (EMPLID) number. Once you are logged in, you can complete the Personal Health Assessment. The 2016 Quick Start User Guide (PDF, 988KB) is also available to walk you through the program step-by-step.

To learn more about the Wellness Incentive, visit the Wellness Incentive webpage.

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What is Cerner Health?

Cerner Health is a set of personally-controlled health management tools that allow people to connect with their health information. The set of health management tools are primarily accessed via the Internet through a secure login.

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Why do I need a Cerner Health account for the Wellness Incentive online health management component?

The UM System wants to protect your personal health information. By using Cerner Health for the Wellness Portal, even Healthy for Life does not have access to your personal information. Cerner Health serves as our third-party secure vendor to store all the data collected, and safeguards it according to all privacy rules and regulations, including the Health Insurance Portability and Accountability Act (HIPAA). Your Cerner Health account is the way to store your information without providing access to the university or any other outside agencies. It is available through the Tiger Institute, a partnership between Cerner and the University of Missouri System.

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What is the Personal Health Assessment, a part of Tier 1 of the Wellness Incentive?

The Personal Health Assessment is an online questionnaire designed to evaluate your risk for potential conditions and make recommendations based on the information you provided. This online assessment will take approximately 15 minutes to complete. Please read each question carefully and answer as accurately as possible. All information is treated as confidential.

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I don’t remember my login and/or password for my Wellness Portal account. How can I reset it?

If you have already set up a Wellness Portal account (powered by Cerner Health) but have forgotten your login/password, you can obtain it by following these steps:

  • Go to www.healthyforlife.umsystem.edu and click on “Sign In with Cerner Health.”
  • There will be a space on the left side where you can enter a username/password, and underneath there is a “Forgot Password?” link that you can click on.
  • Once you have done that, enter your email address and the number/words for the CAPTCHA image.
  • You will then be sent an email with instructions on how to reset your password.
  • If you have problems with the CAPTCHA image, see the helpful tips in the CAPTHCA question/answer. If you still need help getting into your Cerner account, please contact Cerner tech support at (888) 252-8150.

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How do I participate in Wellness programs to earn Tier 2 points toward the Wellness Incentive?

Wellness programs are available on a variety of health topics, including physical activity, weight management, stress management, and more. These programs are offered through the Healthy for Life: T.E. Atkins University of Missouri Wellness Program, and are open to all faculty and staff members and their families. Programs and classes are available on a regular basis and offered for free or at significantly discounted rates. You may take as many classes as you feel will be helpful to you, even if you have already earned all of the necessary points for Tier 2 of the Wellness Incentive. Please visit http://umurl.us/incentive for eligible activities and http://umurl.us/wellness to see what programs and resources are offered in your area.

To learn more about the Wellness Incentive, visit the Wellness Incentive webpage.

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What if I want to participate in the Wellness Incentive, but I am unable?

If you are unable to participate in the Wellness Incentive program due to approved leave, Short Term or Expatriate assignment, or a medical reason specified by your medical care provider, please contact the Healthy for Life team to discuss options. Contact us prior to the Tier 1 deadline by calling (573) 884-1312 or emailing wellness@umsystem.edu.

To learn more about the Wellness Incentive, visit the Wellness Incentive webpage.

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What happens if I leave my university job before the opportunity to earn my Wellness Incentive?

In order to receive the Wellness Incentive payout, you must be in an active pay status at the time of the final May and/or October payroll process. If you terminate active employment with the university prior to the final May and/or October pay cycle, you will not receive the incentive.

Incentive earnings are taxed and voluntary retirement earnings are deducted, just like any other university earnings. The amount of taxes deducted will differ depending on the individual.

To learn more about the Wellness Incentive, visit the Wellness Incentive webpage.

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Why is the university asking me about my health as part of the Wellness Incentive?

Our people are our greatest asset, and the University of Missouri System is committed to maintaining the health and well-being of our workforce. Part of this commitment is in providing high-quality benefit plans at a reasonable cost to the university and to the employee. A key factor in improving the health of our workforce is early detection of chronic health conditions, as well as supporting faculty and staff in managing health risks. The Wellness Incentive allows participants to gain valuable health information, and informs university leadership on the overall needs and health status of our workforce.

To learn more about the Wellness Incentive, visit the Wellness Incentive webpage.

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Will my personal health information, submitted as part of the Wellness Incentive, be kept private?

Yes. Personal health information received through the program is stored in a safe and secure manner. Neither the University of Missouri System nor the university’s medical insurance administrator will have access to any of your medical records. The only information that will be available to University of Missouri System from this program is whether you completed the wellness pledge, the personal health assessment, and health screening—not what your results were—so that you can receive the incentive(s).

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Who receives my health information from this program?

Only you and the health screening team can view the actual results. To protect your privacy, the University of Missouri System does not receive person-specific results, but only large group-level information that does not include your name or any other identifiers.

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Will my supervisor have access to my health information submitted via the Wellness Incentive?

Your health information will never be disclosed to your supervisor. The only University of Missouri System personnel who can see your information are the team performing and processing your health screening, and program staff who administer the Wellness Incentive.

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How will my Wellness Incentive health information be used?

Health information has two basic uses. First, the information is given to you as feedback with recommendations to maintain and improve your health. Second, health information from all Wellness Incentive participants is used for planning and program development purposes, but only in an aggregate format and not in any form that can identify you as an individual.

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Can Flexible Work Arrangements be used for a limited time to meet fluctuating work demands?

Yes. For example, if it would be useful for an office to have extended hours during the beginning of a semester to accommodate special demands, flextime could be implemented. Some staff could have the opportunity to work an early schedule while others would work a late schedule. At the end of the specified time frame, traditional hours may be resumed. Note: Remember, overtime pay is required for non-exempt staff working in excess of normal work hours up to forty hours. Above forty hours a week, time and a half pay or compensatory time off is required.

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Do supervisors work longer hours in order to supervise employees with Flexible Work Arrangements?

No, not unless the supervisor feels that they must be on site during the entire schedule. A benefit of a Flexible Work Arrangement (FWA) is that staff can be encouraged to self-monitor and supervisors can be a resource for staff rather than overseers.

Visit the Flexible Work Arrangements webpage for more information.

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How do employees know what to meet if moving to a Flexible Work Arrangement (FWA)?

When working a flexible schedule through a Flexible Work Arrangement, the work does not change in most cases, but the location where an employee works might change and the number of hours worked per day may change. In order to effectively manage for results, criteria for success should be established at the beginning of the FWA, as well as prioritization of which tasks are most critical and which can be deferred. By setting goals, milestones, and timelines, productivity can be measured.

Visit the Flexible Work Arrangements webpage for more information.

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How do Flexible Work Arrangements (FWA) affect benefits and compensation?

Staff members on a Flexible Work Arrangement (FWAs) earn the same rate of pay and are eligible for the same benefit programs as those working on a traditional schedule. Overtime eligibility is on the same basis as for traditionally scheduled workers. If the employee remains at 100% full-time equivalency (FTE), he/she will be expected to work at least 40 hours per week.

Visit the Flexible Work Arrangements webpage for more information.

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How do supervisors balance the needs of all employees wishing to work a Flexible Work Arrangement?

Decisions for approving Flexible Work Arrangement requests should be based on organizational need. However, if similar proposals are presented, objective criteria, such as seniority, special skills, or specific office needs may serve to resolve these conflicts. Often, a group discussion and team approach helps to resolve any of these issues.

Visit the Flexible Work Arrangements webpage for more information.

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How does a Flexible Work Arrangement affect use of sick and vacation time?

If an employee is out sick or on vacation he/she will use vacation and sick leave accruals to equal the work schedule for the day(s) off.

Visit the Flexible Work Arrangements webpage for more information.

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How is pay calculated with a Flexible Work Arrangement (FWA) when an official holiday occurs?

Holiday is paid at 8 hours for 100% full-time equivalency (FTE) employees. If your work schedule is 10 hours per day, you will receive 8 hours of paid holiday and may use vacation or personal time to make up the other hours to equal your work schedule.

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How will supervisors ensure work gets done if employees have Flexible Work Arrangements (FWA)?

The business needs of the department remain the primary issue and it is a supervisor’s responsibility to schedule employees to ensure that the work is completed. The supervisor’s role is to clearly assign and define duties and set performance expectations to meet workload demands. The supervisor will monitor work product, deadlines, workload activity, and other metrics to ensure work is accomplished.

Visit the Flexible Work Arrangements webpage for more information.

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If an employee’s absence affects office flow, can that employee have a Flexible Work Arrangement?

Some support staff are key to the work done by the rest of the employees in the office and when they are not there to take care of everyone’s immediate needs, the flow in the office is affected. However, often, practices already exist for managing workflow when support staff is not available (e.g., on sick leave or vacation, or on special training or task assignments). Using these practices on a regular, recurring basis rather than on occasion for the above-listed situations can allow support staff to enjoy some flexibility in their work too. Strategic planning of workflow can also reduce the amount of urgent and immediate needs and improve productivity. If none of these changes are feasible, provide an objective explanation to employees.

Visit the Flexible Work Arrangements webpage for more information.

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If coworker Flexible Work Arrangements aren’t the same hours, how will I know the schedules?

Co-workers need to be kept informed of their colleagues’ typical schedules. A weekly work schedule should be made available on a bulletin board, on the intranet, and/or the employee’s Outlook calendar. If some arrangements for working off-site change on a regular basis, communication about the changes needs to be constant and consistent.

Visit the Flexible Work Arrangements webpage for more information.

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If one department has Flexible Work Arrangements and another in that division doesn’t, is that fair?

Flexible Work Arrangements are not an across-the-board benefit or right for employees. Management knows the operations of their unit(s) and they have the authority to say “yes” or “no” to Flexible Work Arrangements for their employees. Since every job, worker, and situation is different, it cannot be assumed that the same decision is appropriate for two similar positions or departments.

Visit the Flexible Work Arrangements webpage for more information.

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What if staff come in late or leave early without making up time on Flexible Work Arrangements?

A Flexible Work Arrangement (FWA) is a privilege, not a right. If employees abuse the program, they can be required to return to a standard schedule. Employees can also be disciplined for their behavior based on existing policy. Employees should keep their supervisors apprised of any deviations from the FWA at all times.

Visit the Flexible Work Arrangements webpage for more information.

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When setting up a Flexible Work Arrangement (FWA), is it necessary to have a signed agreement?

No, unless the supervisor requests it. Some flexible work arrangements are more complex than others, and may have more details to be agreed upon. There is a sample agreement in the Flexible Work Arrangements portion of the website to help get you started.

Visit the Flexible Work Arrangements webpage for more information.

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When should a supervisor approve or disapprove a request for a Flexible Work Arrangement?

All decisions should be focused on the organizational needs and objective criteria related to work performance and job demands. A consistent approach to analyzing the situation should be applied. It is important to communicate to each employee the decision and its rationale. Documenting the basis for these decisions is important in case questions arise later. Human Resource Services can help supervisors develop objective criteria to use and a strategy for communicating your decision.

Circumstances may exist where the work is not suitable for Flexible Work Arrangements. In addition, circumstances may change in a department causing a Flexible Work Arrangement to change or be discontinued.

Visit the Flexible Work Arrangements webpage for more information.

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Who is responsible for establishing flexible work schedules for a Flexible Work Arrangement (FWA)?

Employees and supervisors can propose implementing flexible scheduling. However, supervisors have the final say when implementing Flexible Work Arrangement (FWA) on either a case-by- case basis, or as a program within their department. Visit the Flexible Work Arrangements webpage for more information.

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Whom should an employee/supervisor contact if they have questions about Flexible Work Arrangements?

You may contact your department/division human resources/fiscal office, or Campus Human Resources.

Visit the Flexible Work Arrangements webpage for more information.

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