Make the most of your benefits with ENGAGE

Manage your medical costs. Find care. Understand your health benefits.

New: The Families First Coronavirus Response Act (HR 6201) was passed containing important employee information related to COVID-19.

Medical Coverage for COVID-19 Testing

Retroactive to January 1, 2020, all self-insured medical plans, including Wright State University, will cover testing for COVID-19 at 100 percent This means that for all Wright State employees participating in our medical plans:

  • Testing in medical offices, emergency rooms, and urgent care facilities is all covered
  • No deductibles, copayments, or coinsurance apply for visit
  • No prior authorization or medical management is needed
  • Telehealth visits for testing are included

Please note that this does not apply for COVID-19 treatment presently so all normal co-pays and deductibles will apply should you need treatment.

Also, vaccinations are covered at 100%.

Emergency Paid Sick Leave:

  1. Will be effective: April 1 through June 30, 2021
  2. Applies to employers with less than 500 employees and all governmental employers
  3. Leave is for all employees
  4. Provides up to 80 hours paid sick leave for COVID-19 reasons
  5. Eligibility is determined if the employee is unable to work (or telework) due to need for leave because:
    1. Federal, state, or local quarantine or isolation order
    2. Employee is advised to self-quarantine
    3. Employee is experiencing COVID-19 symptoms and is seeking medical diagnosis
    4. Employee is caring for individual subject to isolation or quarantine order or needing diagnosis or care due to symptoms
    5. Employee is caring for a son or daughter whose school or child care are unavailable because of COVID-19
  6. Duration of Leave and Rate of Pay:

    The leave is available for immediate use and must be used prior to any existing paid leave. Full-time employees are eligible for 80 hours of leave. Leave will be pro-rated for part-time employees (average over a two-week period).

    An employee on leave will be paid their regular rate of pay up to $511 daily, for a total of $5,110.

    An employee who takes leave to care for another individual, or care for a child under 18 due a school or child care closure, will be paid two-thirds their base compensation, up to $200 daily, for a total of $2,000.

Paid FMLA Public Health Emergency (PHE) Leave

1. Effective April 1 through June 30, 2021

2. Applies to employers with less than 500 employees and all governmental employers

3. Employees employed more than 30 days are eligible for this leave

4. Leave is allowed for up to 12 weeks, and the first 10 days is unpaid and the remaining 10 weeks will be paid at two-thirds of base compensation pay, up to $200 daily, for a total of $10,000

  • Employees may utilize Emergency Paid Sick Leave for the first 10 days as noted above.

5. Eligibility is determined if the employee is unable to work (or telework) due to need for leave because care is needed for a son or daughter under age 18 whose school or child care is unavailable because of COVID-19.

The definition of a serious health condition has been expanded due to the COVID-19. This involves continuing treatment by a health care provider (HCP) that results in incapacity of more than three consecutive calendar days with two or more in-person visits to an HCP within 30 days, OR one in-person visit with regimen of continuing treatment (e.g. prescriptions, physical therapy). Plus, inability to work, attend school or perform other regular daily activities. If you have questions, please contact HR-Benefits@wright.edu.


Employee Rights Under the Families First Coronavirus Response Act

Family First Corona Response Act Leave Request Form (PDF)

Live Health Online

Wright State University values its faculty and staff as its most important resource in achieving its mission and goals. Wright State strives to attract and retain highly qualified and productive employees through a philosophy of total compensation. Anyone seeking or accepting the benefits provided will be deemed to have accepted the terms of the benefits programs and the university’s right to modify, amend, or terminate them. Every effort is made to ensure the accuracy of the benefits information on this site. However, if any provision is unclear, ambiguous, or an inconsistency exists between this site and the written plans or contracts, the actual provisions of each benefit plan will govern.