- Social Insurance
- CIB Personal Loan Program
- Medicare Medical Insurance Program
- Vanbreda Medical Insurance Program
- Group Life Insurance Plan
- Staff Supplemental Pension Plan (SSPP)
- Daycare Benefits
Social insurance is obligatory for Egyptian and American nationals and permanent residents of the United Sates. Deductions are computed according to scales of earnings and eligibility of employees as stipulated by the relevant laws, and withheld from gross pay by the University.
Egyptian nationals pay contributions in Egyptian pounds and are covered by Egyptian social insurance. American nationals pay contributions in U.S. dollars and are covered by the United States’ social insurance.
Social Insurance at the End of Employment
When an employee’s service comes to an end, depending on the duration of his or her contract, he or she is eligible for certain entitlements according to the accumulated shares in the social insurance funds and the duration of payments. Rates are set annually and changes will be communicated by the payroll office.
Funeral and Death Benefits: Regulations and Compensation
For support staff covered by social insurance, the university will assist the immediate family of any staff employee or custodian who dies while in University service with the following funeral expenses and death benefits:
1. Salary of the month during which death occurs, a further two months full salary plus the salary of the actual days worked during the month of death. These payments are made to the closest of kin and are not subject to any tax or other deductions.
2. Two months gross salary for funeral benefits with a maximum ceiling of LE 10,000 to be paid to the widow(er), eldest dependant or the bearer of the funeral expenses.
Employees who attain one year of continuous full-time service with the University are eligible for CIB personal loans. A minimum education level of secondary school certificate or equivalent and a good credit record is requested by CIB.
Loans are granted for personal reasons.
Loan amount equals 18 times the basic monthly salary with a minimum of LE 5,000 and a maximum of LE 500,000.
Settlement of loan is made over a maximum period of 84 months.
Interest rate, as guided by the Central Bank of Egypt, is calculated on remaining balance.
In the event of the borrower’s retirement, resignation or default, AUC transfers any financial dues pertaining to the borrower. If not settled, the borrower should set a reschedule plan with the approval of CIB to cover any outstanding loan balance.
In addition to the medical care mandated by law and provided through the AUC clinic, a local health plan is provided to full-time AUC employees. The plan is currently administered by Medicare, an Egyptian health care company.
- All support staff
- Staff at the managerial level (and faculty) enrolled in the international plan are eligible provided that they pay both the employee and the University shares
Participation is compulsory for all support staff unless enrolled in another plan providing medical services of similar nature and quality as those provided through the AUC plan. For regular employees, all skilled and semi-skilled positions, externally funded project/grant and casual employees, participation is voluntary. Upon enrollment in the plan, the participant receives ID card(s) to receive full coverage within the network of providers, according to the contractual terms.
Subscriptions and Coverage Levels
The local health plan consists of five levels of coverage, each with a corresponding ceiling and premium paid in Egyptian pounds according to subscription: single rate, spouse rate and child rate. The University pays half the premium for the employee, one spouse and two children only, and subsequently the employee pays both employee and University shares for more than one spouse and any additional child(ren). Coverage is provided up to the age of 70 for main subscribers and spouses, whether employee or retiree, whereas it is extended for dependents up to the age of 25 for a male dependent, if still an undergraduate student, and for a female dependent, if not married. Support staff whose monthly salary is LE 2,000 or more are placed at Level B coverage, unless they opt for a higher level.
Vanbreda (rebranded to Cigna Europe) is an international health insurance plan which the University provides to accommodate the needs of its expatriate employees in addition to the medical care mandated by law.
Participation in the plan is compulsory for all relocated administrators and managers from day one of employment. For local administrators and managers, it is voluntary as they may join the local medical plan instead of the Vanbreda (rebranded to Cigna Europe) plan. Employees for whom participation is voluntary, that decide to join the Vanbreda (rebranded to Cigna Europe) plan must do so within 24 months of being eligible.
Vanbreda (rebranded to Cigna Europe) coverage is performance rated and premiums may increase or decrease accordingly. Premiums are paid at the "family with children" rate, the "family with no children" rate, the “single parent with children” rate or at the "single rate" according to the status of the insured. Premiums are paid in U.S. dollars and AUC contributes half of the cost of the insured premiums.
Detailed information about medical expenses covered by the plan is cited in the contract. Copies of the contract are available upon request at the Office of Human Resources.
To communicate directly with the care provider, click here.
The University maintains a group life insurance plan through Van Breda (rebranded to Cigna Europe), an international organization.
All full-time employees are automatically covered under the plan.
The premium for basic coverage is paid entirely by AUC, whereas additional coverage is available on an optional basis at the employee’s expense.
The plan provides two levels of coverage for life insurance: basic and additional.
Beneficiary(ies) will be qualified to life benefit equal to one times the participant’s annual salary in case of normal death or total dismemberment (a certain percentage of salary is applied in case of partial dismemberment according to rate of loss), and two times the participant’s annual salary in case of accidental death.
Full-time supporting staff including those filling skilled, semi- skilled and service jobs
Participation on a voluntary basis to all local supporting staff within the terms stated in the policies and procedures manual. Participation is not automatic; an enrollment form should be filled out by the employee.
The University contributes 9 percent and the employee contributes 6 percent of 120 percent of gross salary on a monthly basis. In this sense, CIB establishes individual accounts for AUC employees under a global set-up in the name of the AUC Staff Supplemental Pension Plan. Monthly contributions that do not reach LE 500 are placed in savings, earning 1 percent higher than the CIB announced rate, whereas TDs which are multiple of LE 500 are placed subsequently, with three-year duration, receiving a preferential rate of 0.9 percent higher than the announced CIB rate.
AUC has designated Caring for the Children of the AUC, a registered NGO center independent from the university operating in the new campus, as the primary child care service provider for eligible employees working on the new campus. All regular, full-time female employees with children under the age of five years are eligible to participate in the program.
The benefit is applicable for up to two children per eligible employee. The employee will be required to pay monthly daycare fees to Caring for the Children of the AUC equivalent to 5 percent of her monthly salary for the first child and an additional 4 percent for the second child. The AUC benefit will pay the balance of the monthly fees. Eligible employees who are unable to enroll their child (children) in Caring for the Children of the AUC or who prefer to use another daycare center of their choice may also receive the benefit. In that case, the maximum amount the university will contribute is limited to what would be paid if the child was enrolled in Caring for the Children of the AUC.
In the case of Caring for the Children of the AUC, payroll deduction may be used to pay the employee’s share of the monthly fees. In the case of eligible employees who use a daycare center other than Caring for the Children of the AUC, the employee is responsible for paying the daycare fees in full and the university will reimburse the employee in case the fees exceeds 5 percent of her monthly salary for the first child and additional 4 percent for the second child. Also in that case, the maximum amount the university will contribute is limited to what would be paid if the child was enrolled in Caring for the Children of the AUC.
It is important to note that to receive such reimbursement, the daycare center providing the service must be licensed by the relevant Egyptian authorities and the center must agree to permit AUC to periodically review documentation supporting the child’s continuing enrollment and attendance and, payment of the monthly fee for which the eligible employee is being reimbursed.
Although there will not be a designated daycare center located on the renovated Tahrir Square Campus, eligible employees working on that campus will also be able to access the daycare benefit on the same basis.