Salaries and Benefits
|2020-2021 Housestaff Stipends|
Moving/Relocation Allowance Stipends
Trainees relocating to Mobile are allowed a moving allowance of $2.00 per mile with a cap of $1,200.00. Mileage should be turned into the Program Coordinator to be processed through the Housestaff Office.
Professional Liability Coverage
Coverage is provided by the University of South Alabama at no cost to trainees. (Applies only to professional activities scheduled by the Program Director.) This is an occurrence type policy and by definition provides "tail coverage." Additional information can be found by contacting the Office of Risk Management at 251.460.6232.
Preventive Health Program
Hepatitis B immunization, TDaP, MMR, Influenza, and any other vaccine required by policy are provided at no cost to residents.
Varicella immunization is provided at no cost to residents who have not had chickenpox.
USA Health & Dental Plan and USA Viva Health & Dental Plan
Trainees and qualifying dependents may choose to enroll in either the USA Health & Dental Plan or the USA VIVA Health and Dental Plan. Both include health, dental and pharmacy benefits. Coverage is effective the first day of a trainee’s employment, provided an enrollment form is completed and submitted to the Human Resources Office within 30 days of hire.
The University of South Alabama provides two comprehensive health and dental benefit options:
USA Health & Dental Plan: Benefits are received within a network of Blue Cross Blue Shield providers or within the USA Health network of hospitals, physicians, outpatient clinics and other providers affiliated with the University of South Alabama. By using USA Health providers, the member receives medical care at a lower cost to both the plan and the member.
USA VIVA Health & Dental Plan: This plan is a limited network plan consisting of USA Health providers and select
providers from the VIVA network. To assist with primary care, a Telehealth program
is included providing telephone and internet access to a physician for minor medical
concerns, resulting in less cost for the employee, time saved and convenience. The
plan includes coverage for other medical providers only in the case of emergency or
when approved by the VIVA health plan administrator.
|Monthly Employee Cost||Single*||Family*|
|USA Health & Dental Plan||$131||$431|
|USA VIVA Health & Dental Plan||$90||$300|
*Includes the non-tobacco wellness incentive of $50
The University of South Alabama encourages all employees to adopt healthy lifestyle choices. Both plans offer assistance to employees who wish to stop using tobacco products. Employees and their spouse who declare that they do not use tobacco products (and have not for at least six months) will be eligible to receive a $50 wellness incentive (one per family). Employees are required to certify on the enrollment application that they do not use tobacco products.
Health insurance will be effective from the first date of employment. Housestaff must complete an application and file it with the Human Resources Department within 30 days of their first day of employment. New residents will have the chance to complete the form in their hospital orientation. Otherwise, open enrollment for the USA health and dental insurance is held annually in November with coverage effective January 1. Housestaff can make changes to their plan during open enrollment.
With premium conversion, USA Health & Dental Plan and USA Viva Health & Dental Plan premiums are automatically deducted before any federal, state or Social Security taxes are withheld.
Flexible Spending Accounts
Eligible employees can take advantage of flexible spending accounts by setting aside pre-tax money through payroll deductions to pay for qualified healthcare expenses and qualified dependent child care expenses. If a resident enrolls in the USA Health and Dental Plan, the plan provider is Health Equity, Inc. If a resident enrolls in USA Viva Health & Dental Plan, the designated provider is Discovery Benefits, Inc. Both plans provide a VISA reimbursement account card for ease of use for qualified medical expenses.
The University provides at no cost to benefits-eligible employees a group term life insurance plan from The Standard. Coverage is provided in accordance with the following schedule:
Annual Base Salary
$38,501 and over = 125% of salary ($100,000 maximum benefit)
*Includes a $5,000 benefit for spouse and eligible children
Additional Group Term Life Insurance
Additional term life insurance equal to one, two or three times the basic coverage is available to the employee at group rates. Employees applying for additional coverage must be medically underwritten. Additional coverage for spouse and dependent children is available and is also subject to underwriting.
The University of South Alabama 403(b) / 457(b) Plans
TIAA and VALIC offers 403(b) /457 (b) supplemental retirement plans that allow eligible employees to invest in fixed and variable annuities and mutual funds.
The University of South Alabama 403(b) Plan Company
The University offers 403(b) supplemental retirement plans through TIAA or AIG/VALIC that allow eligible employees to invest in fixed and variable annuities and mutual funds. There is also a self-directed Brokerage Services Account which gives employees greater flexibility when building and managing their retirement portfolio. Employees may reduce their state and federal taxable income by contributing up to $19,500 ($26,000 if over age 50) annually. Eligible employees will also have an opportunity to contribute post-tax contributions to the Roth 403(b). Employees may make pre-tax contributions to the 403(b) and post-tax contributions to the Roth 403(b) subject to a combined limit set by Section 402(g) of the IRS Code.
The University of South Alabama 457(b) Plan
457(b) plans allow eligible employees to defer receipt of a portion of their salary until some later date, usually at retirement or termination of employment. Employees may choose between TIAA or AIG/VALIC and contributions are made on a pre-tax basis and accumulate tax-free until withdrawal. Eligible employees can also contribute post-tax contributions to the Roth 457(b). Employees may make pre-tax contributions to the 457(b) and post-tax contributions to the Roth 457(b) subject to the combined limit set by Section 402(g) of the IRS Code. Contributions to 457(b) plans may be made instead of, or in addition to, any 403(b) contributions. Eligible employees may participate in both 403(b) and 457(b) plans in the same year, contributing up to $19,500 ($26,000 if over age 50) annually to each plan.
Long Term Disability Insurance
The University provides at no cost to the eligible employee long term disability insurance. A resident who is unable to return to work due to a medical reason may apply for long-term disability benefits under The Standard. After a 90 day period of disability, 60 percent of the employee’s base monthly salary will be paid for permanent or temporary total disability up to a maximum benefit of $10,000 a month. Residents who are unable to work due to a medical reason should contact the Human Resources Department in order to file a long term disability claim.
Educational Benefit Plan
Upon completion of 6 months of employment prior to the first day of classes per the University Academic Calendar, regular full-time employees may qualify for a tuition credit for up to five credit semester hours, plus the University registration fee. The tuition credit rate is based on the prevailing College of Arts and Sciences undergraduate tuition rate for all course levels. Employees must maintain at least a 2.0 institutional grade point average for undergraduate coursework and a 3.0 institutional grade point average for graduate coursework for continued eligibility.
Tuition credit is also available to the spouse and unmarried dependent children (under age 25 on the first day of classes) of employees who are eligible for the educational benefit. The tuition credit is 50% of tuition only (no fees) with no hour maximum. The tuition credit rate is based on the prevailing College of Arts and Sciences undergraduate tuition rate for all course levels. The spouse/dependent children must maintain at least a 2.0 institutional grade point average for undergraduate coursework and a 3.0 institutional grade point average for graduate coursework for continued eligibility.
Employees may choose to either participate in the Educational Benefit Plan or receive a University of South Alabama tuition scholarship if awarded for the eligible student. In accordance with current Internal Revenue Service regulations, educational benefits received by an individual classified as a graduate student, including a medical student, who is a dependent of a University employee is almost always treated as taxable income to the employee.
Adjacent parking is provided at no charge at USA Hospitals.
Living Quarters, Meals and Laundry
Living quarters, meals and laundry or their equivalents are the responsibility of the resident. When on-call in the hospital, sleep rooms are provided. A 25% discount is given to all residents in each of the hospital's cafeterias. Residents receive free soup and salad at lunch at the USA Health University Hospital cafeteria and the Children's & Women's Hospital cafeteria. Vending machines providing hot and/or cold food are also available 24 hours/day, 7 days/week.
Mileage between health care facilities is reimbursed at the standard Unites States Internal Revenue Service rate.
Three lab coats are provided at the beginning of the first year of training; one lab coat is provided in each subsequent year of training.
USA Hospitals and the College of Medicine provide direct financial assistance to the departments in support of resident education.
10% discount on books and supplies with ID card.
Residents have use of the Recreation Center, tennis court, and swimming pools at the University of South Alabama Main Campus.
Discounts on University of South Alabama athletic events and musical and theatrical productions.
Please note: other employee benefits information will be provided in Hospital Orientation.