Faculty/Staff 30%

• 12.36% ORP Retirement Contribution (includes 5% for hospital & medical benefits and 0.52% for Disability Income Plans) -OR- 13.12% TSERS Retirement Contribution (includes 5% for hospital & medical benefits, 0.52% for Disability Income Plans, and 0.16% for Death Benefits Plan).
• 7.65% for OASDI - Old Age, Survivors and Disability Insurance (aka Social Security)
• 0.60% for fixed benefit for current employees. Said benefits are charged on an actual cost basis. When an employee ends his or her employment they are entitled to certain pay-outs for things such as severance pay and terminal leave pay. These pay-outs can be a substantial amount of money depending on the employee's history. It is not equitable to charge those pay-outs to the account that paid the last regular salary when several different accounts had paid that employee's salary over the course of their employment. Per the determination of the US Department of Health and Human Services (USDHHS) the university collects small percentage contributions called the "fixed fringe benefit composite rate" from every payroll account every month. The funds collected are used to pay those employment termination expenses. The cost is thereby distributed equally over all payroll accounts and no single account gets charged the total lump sum of those pay-outs.
  
  The fixed benefit composite rate includes costs to be incurred for the payment of earned annual/vacation leave, workers’ compensation, unemployment compensation, short-term disability, and associated benefits & administrative costs charged by the North Carolina Flex Plan all needed when an employee’s status changes (i.e. termination, unemployment, disability, etc.) . These costs are charged to every account tied to the employee’s salary. The charges are billed in advance of the employee’s status change and are then retained for actual use at a later date. The composite rate percentage is determined on an annual basis by the U.S. Department of Health & Human Services. Determination is based on the previous year’s actual expenditures for these types of human resource actions.
  

To the amount calculated above add:

• $4,931/year for health insurance prorated for the actual FTE effort dedicated to the project (FY20010 figures).

Rationale for Calculating Benefits using 30% versus Calculating Benefits Based on Detailed Components:

• The 30.0% rate is based on an average project salary of $57,500 FTE/year. If the average project salary is anticipated to be considerably lower, actual benefits should be calculated. The reason is because the health insurance is a static rate per year and not a function of an employee's salary. As such, as the annual FTE salary falls below $57,500 per year the effective rate associated with health insurance increases.

Post Doctoral Associates 17%

• 7.65% for OASDI - Old Age, Survivors and Disability Insurance (aka Social Security)
• 0.60% for fixed benefit for current employees. Said benefits are charged on an actual cost basis. When an employee ends his or her employment they are entitled to certain pay-outs for things such as severance pay and terminal leave pay. These pay-outs can be a substantial amount of money depending on the employee's history. It is not equitable to charge those pay-outs to the account that paid the last regular salary when several different accounts had paid that employee's salary over the course of their employment. Per the determination of the US Department of Health and Human Services (USDHHS) the university collects small percentage contributions called the "fixed fringe benefit composite rate" from every payroll account every month. The funds collected are used to pay those employment termination expenses. The cost is thereby distributed equally over all payroll accounts and no single account gets charged the total lump sum of those pay-outs.
  
  The fixed benefit composite rate includes costs to be incurred for the payment of earned annual/vacation leave, workers’ compensation, unemployment compensation, short-term disability, and associated benefits & administrative costs charged by the North Carolina Flex Plan all needed when an employee’s status changes (i.e. termination, unemployment, disability, etc.) . These costs are charged to every account tied to the employee’s salary. The charges are billed in advance of the employee’s status change and are then retained for actual use at a later date. The composite rate percentage is determined on an annual basis by the U.S. Department of Health & Human Services. Determination is based on the previous year’s actual expenditures for these types of human resource actions.
  

To the amount calculated above add:

• $3,042.72/year ($253.56/month) for post doctoral health insurance prorated for the actual FTE effort dedicated to the project.

Rationale for Calculating Benefits using 17% versus Calculating Benefits Based on Detailed Components:

• The 17% rate is based on an average project salary of $36,000 FTE/year. If the average project salary is anticipated to be considerably lower, actual benefits should be calculated. The reason is because the health insurance is a static rate per year and not a function of an employee's salary. As such, as the annual FTE salary falls below $36,000 per year the effective rate associated with health insurance increases.

• 12.26% ORP Retirement Contribution -OR- 10.51% TSERS Retirement Contribution.
• 7.65% for OASDI - Old Age, Survivors and Disability Insurance (aka Social Security)
• 1.1% for fixed benefit for current employees. Said benefits are charged on an actual cost basis. When an employee ends his or her employment they are entitled to certain pay-outs for things such as severance pay and terminal leave pay. These pay-outs can be a substantial amount of money depending on the employee's history. It is not equitable to charge those pay-outs to the account that paid the last regular salary when several different accounts had paid that employee's salary over the course of their employment. Per the determination of the US Department of Health and Human Services (USDHHS) the university collects small percentage contributions called the "fixed fringe benefit composite rate" from every payroll account every month. The funds collected are used to pay those employment termination expenses. The cost is thereby distributed equally over all payroll accounts and no single account gets charged the total lump sum of those pay-outs.
  
  The fixed benefit composite rate includes costs to be incurred for the payment of earned annual/vacation leave, workers’ compensation, unemployment compensation, short-term disability, and associated benefits & administrative costs charged by the North Carolina Flex Plan all needed when an employee’s status changes (i.e. termination, unemployment, disability, etc.) . These costs are charged to every account tied to the employee’s salary. The charges are billed in advance of the employee’s status change and are then retained for actual use at a later date. The composite rate percentage is determined on an annual basis by the U.S. Department of Health & Human Services. Determination is based on the previous year’s actual expenditures for these types of human resource actions.
  

To the amount calculated above add:

• $4,929/year for health insurance prorated for the actual FTE effort dedicated to the project (FY2009 figures).

Rationale for Calculating Benefits using 28% versus Calculating Benefits Based on Detailed Components:

• The 28.0% rate is based on an average project salary of $57,500 FTE/year. If the average project salary is anticipated to be considerably lower, actual benefits should be calculated. The reason is because the health insurance is a static rate per year and not a function of an employee's salary. As such, as the annual FTE salary falls below $57,500 per year the effective rate associated with health insurance increases.

• 7.65% for OASDI - Old Age, Survivors and Disability Insurance (aka Social Security)
• 1.1% for fixed benefit for current employees. Said benefits are charged on an actual cost basis. When an employee ends his or her employment they are entitled to certain pay-outs for things such as severance pay and terminal leave pay. These pay-outs can be a substantial amount of money depending on the employee's history. It is not equitable to charge those pay-outs to the account that paid the last regular salary when several different accounts had paid that employee's salary over the course of their employment. Per the determination of the US Department of Health and Human Services (USDHHS) the university collects small percentage contributions called the "fixed fringe benefit composite rate" from every payroll account every month. The funds collected are used to pay those employment termination expenses. The cost is thereby distributed equally over all payroll accounts and no single account gets charged the total lump sum of those pay-outs.
  
  The fixed benefit composite rate includes costs to be incurred for the payment of earned annual/vacation leave, workers’ compensation, unemployment compensation, short-term disability, and associated benefits & administrative costs charged by the North Carolina Flex Plan all needed when an employee’s status changes (i.e. termination, unemployment, disability, etc.) . These costs are charged to every account tied to the employee’s salary. The charges are billed in advance of the employee’s status change and are then retained for actual use at a later date. The composite rate percentage is determined on an annual basis by the U.S. Department of Health & Human Services. Determination is based on the previous year’s actual expenditures for these types of human resource actions.
  

To the amount calculated above add:

• $2,617/year ($218.08/month) for post doctoral health insurance prorated for the actual FTE effort dedicated to the project.

Rationale for Calculating Benefits using 18% versus Calculating Benefits Based on Detailed Components:

• The 18% rate is based on an average project salary of $36,000 FTE/year. If the average project salary is anticipated to be considerably lower, actual benefits should be calculated. The reason is because the health insurance is a static rate per year and not a function of an employee's salary. As such, as the annual FTE salary falls below $36,000 per year the effective rate associated with health insurance increases.

• 11.86% ORP Retirement Contribution (includes 6.84% ORP + 4.50% Retirees Health Plan Reserves + 0.52% Disability) -OR- 8.75% TSERS Retirement Contribution.
• 7.65% for OASDI - Old Age, Survivors and Disability Insurance (aka Social Security)
• 1.5% for fringe benefits for current employees. Said benefits are charged on an actual cost basis. When an employee ends his or her employment they are entitled to certain pay-outs for things such as severance pay and terminal leave pay. These pay-outs can be a substantial amount of money depending on the employee's history. It is not equitable to charge those pay-outs to the account that paid the last regular salary when several different accounts had paid that employee's salary over the course of their employment. Per the determination of the US Department of Health and Human Services (USDHHS) the university collects small percentage contributions called the "fixed fringe benefit composite rate" from every payroll account every month. The funds collected are used to pay those employment termination expenses. The cost is thereby distributed equally over all payroll accounts and no single account gets charged the total lump sum of those pay-outs.
  
  The fixed fringe benefit composite rate includes costs to be incurred for the payment of earned annual/vacation leave, workers’ compensation, unemployment compensation, short-term disability, and associated benefits & administrative costs charged by the North Carolina Flex Plan all needed when an employee’s status changes (i.e. termination, unemployment, disability, etc.) . These costs are charged to every account tied to the employee’s salary. The charges are billed in advance of the employee’s status change and are then retained for actual use at a later date. The composite rate percentage is determined on an annual basis by the U.S. Department of Health & Human Services. Determination is based on the previous year’s actual expenditures for these types of human resource actions.
  

To the amount calculated above add:

• $4,527/year for health insurance prorated for the actual FTE effort dedicated to the project (FY2009 figures).

Rationale for Calculating Benefits using 27% versus Calculating Benefits Based on Detailed Components:

• The 27% rate is based on an average project salary of $57,500 FTE/year. If the average project salary is anticipated to be considerably lower, actual benefits should be calculated. The reason is because the health insurance is a static rate per year and not a function of an employee's salary. As such, as the annual FTE salary falls below $57,500 per year the effective rate associated with health insurance increases.

• 7.65% for OASDI - Old Age, Survivors and Disability Insurance (aka Social Security)
• 1.5% for fringe benefits for current employees. Said benefits are charged on an actual cost basis. When an employee ends his or her employment they are entitled to certain pay-outs for things such as severance pay and terminal leave pay. These pay-outs can be a substantial amount of money depending on the employee's history. It is not equitable to charge those pay-outs to the account that paid the last regular salary when several different accounts had paid that employee's salary over the course of their employment. Per the determination of the US Department of Health and Human Services (USDHHS) the university collects small percentage contributions called the "fixed fringe benefit composite rate" from every payroll account every month. The funds collected are used to pay those employment termination expenses. The cost is thereby distributed equally over all payroll accounts and no single account gets charged the total lump sum of those pay-outs.
  
  The fixed fringe benefit composite rate includes costs to be incurred for the payment of earned annual/vacation leave, workers’ compensation, unemployment compensation, short-term disability, and associated benefits & administrative costs charged by the North Carolina Flex Plan all needed when an employee’s status changes (i.e. termination, unemployment, disability, etc.) . These costs are charged to every account tied to the employee’s salary. The charges are billed in advance of the employee’s status change and are then retained for actual use at a later date. The composite rate percentage is determined on an annual basis by the U.S. Department of Health & Human Services. Determination is based on the previous year’s actual expenditures for these types of human resource actions.
  

To the amount calculated above add:

• $2,310/year ($193/month) for health insurance prorated for the actual FTE effort dedicated to the project.

Rationale for Calculating Benefits using 18% versus Calculating Benefits Based on Detailed Components:

• The 18% rate is based on an average project salary of $30,000 FTE/year. If the average project salary is anticipated to be considerably lower, actual benefits should be calculated. The reason is because the health insurance is a static rate per year and not a function of an employee's salary. As such, as the annual FTE salary falls below $30,000 per year the effective rate associated with health insurance increases.

• 11.46% ORP Retirement Contribution (includes 6.84% ORP + 4.10 Retirees Health Plan Reserves + 0.52 Disability) -OR- 8.14% TSERS Retirement Contribution.
• 7.65% for OASDI - Old Age, Survivors and Disability Insurance (aka Social Security)
• 0.7% for workers' compensation, unemployment compensation, severance/terminal leave pay, short term disability and associated benefits and administrative costs charge by the North Carolina Flex Plan (as promulgated in the DHHS Approved F&A Rate Agreement).

To the amount calculated above add:

• $4,157/year for health insurance prorated for the actual FTE effort dedicated to the project (FY2009 figures).

Rationale for Calculating Benefits using 25% versus Calculating Benefits Based on Detailed Components:

• The 25% rate is based on an average project salary of $57,500 FTE/year. If the average project salary is anticipated to be considerably lower, actual benefits should be calculated. The reason is because the health insurance is a static rate per year and not a function of an employee's salary. As such, as the annual FTE salary falls below $57,500 per year the effective rate associated with health insurance increases.

• 7.65% for OASDI - Old Age, Survivors and Disability Insurance (aka Social Security)
• 0.7% for workers' compensation, unemployment compensation, severance/terminal leave pay, short term disability and associated benefits and administrative costs charge by the North Carolina Flex Plan

To the amount calculated above add:

• $1,581/year (131.75/month) for health insurance prorated for the actual FTE effort dedicated to the project.

• 11.46% ORP Retirement Contribution (includes 6.84% ORP + 4.10 Retirees Health Plan Reserves + 0.52 Disability) -OR- 7.83% TSERS Retirement Contribution.
• 7.65% for OASDI - Old Age, Survivors and Disability Insurance (aka Social Security)
• 0.8% for workers' compensation, unemployment compensation, severance/terminal leave pay, short term disability and associated benefits and administrative costs charge by the North Carolina Flex Plan (as promulgated in the DHHS Approved F&A Rate Agreement).

To the amount calculated above add:

• $4,183/year for health insurance prorated for the actual FTE effort dedicated to the project (FY2008 figures).

Rationale for Calculating Benefits using 25% versus Calculating Benefits Based on Detailed Components:

• The 25% rate is based on an average project salary of $57,500 FTE/year. If the average project salary is anticipated to be considerably lower, actual benefits should be calculated. The reason is because the health insurance is a static rate per year and not a function of an employee's salary. As such, as the annual FTE salary falls below $57,500 per year the effective rate associated with health insurance increases.

• 7.65% for OASDI - Old Age, Survivors and Disability Insurance (aka Social Security)
• 0.8% for workers' compensation, unemployment compensation, severance/terminal leave pay, short term disability and associated benefits and administrative costs charge by the North Carolina Flex Plan

To the amount calculated above add:

• $1,581/year (131.75/month) for health insurance prorated for the actual FTE effort dedicated to the project.

• 11.16% ORP Retirement Contribution (includes 6.84% ORP + 3.80 Retirees Health Plan Reserves + 0.52 Disability) -OR- 7.14% TSERS Retirement Contribution.
• 7.65% for OASDI - Old Age, Survivors and Disability Insurance (aka Social Security)
• 0.8% for workers' compensation, unemployment compensation, severance/terminal leave pay, short term disability and associated benefits and administrative costs charge by the North Carolina Flex Plan (as promulgated in the DHHS Approved F&A Rate Agreement).

To the amount calculated above add:

• $3,854/year for health insurance prorated for the actual FTE effort dedicated to the project (FY2007 figures).

Rationale for Calculating Benefits using 25% versus Calculating Benefits Based on Detailed Components:

• The 25% rate is based on an average project salary of $57,000 FTE/year. If the average project salary is anticipated to be considerably lower, actual benefits should be calculated. The reason is because the health insurance is a static rate per year and not a function of an employee's salary. As such, as the annual FTE salary falls below $57,000 per year the effective rate associated with health insurance increases.

• 7.65% for OASDI - Old Age, Survivors and Disability Insurance (aka Social Security)
• 0.8% for workers' compensation, unemployment compensation, severance/terminal leave pay, short term disability and associated benefits and administrative costs charge by the North Carolina Flex Plan

To the amount calculated above add:

• $1,581/year (131.75/month) for health insurance prorated for the actual FTE effort dedicated to the project.