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UHR remains committed to supporting the whole employee—health, financial security, and peace of mind. These efforts reflect our ongoing dedication to providing benefits that truly matter at every stage of an employee’s Auburn journey.
Fringe Rate
When Auburn brings on a new employee, their salary is just one part of the overall expense. The university also applies a fringe rate to pay for additional benefits. Although these costs don't appear directly on an employee’s paycheck, they are significant expenses that Auburn pays to support employees.
What is a Fringe Rate?
A fringe rate is the percentage used by employers to determine how much benefits cost compared to an employee’s base salary. At Auburn, full-time employees and faculty currently have a fringe rate of 30.4%, comparable to peer institutions.
What Does the Fringe Rate Cover?
- Health insurance
- Retirement plans (money saved for when an employee stops working)
- Paid time off (vacation, sick days, and holidays)
- Taxes the employer must pay, like Social Security and Medicare
Example
Imagine that a full-time employee earns $50,000 a year, with a fringe rate of 30.4%:
- Salary - $50,000
- Fringe Rate (30.4%) - $15,200
- Total Compensation - $65,200
In Summary
Auburn covers these expenses so employees can have important protections—like health care and retirement savings—that make their jobs more valuable and secure. Even though employees might only see their salary on their paycheck, Auburn is investing much more to support them.
Open Enrollment
Each year, Open Enrollment gives employees the opportunity to review, update, and optimize their benefits. In 2025, UHR updated this process by shortening the Open Enrollment window from one month to three weeks. This change reduced the manual workload for Benefits and Payroll teams between the close of enrollment and the start of the new year, while still providing employees ample time to make informed decisions.
To ensure employees had the support they needed, UHR expanded outreach efforts across campus. The Benefits team, along with a dedicated Benefit Enroller, delivered more in‑person presentations and offered hands‑on assistance to any college or department that requested it. Instead of keeping the enroller stationed in the UHR office, the team placed him in various campus locations to give faculty and staff greater flexibility and easier access to one‑on‑one help.
Although no new benefits were introduced this year, engagement remained strong. Sixty‑nine percent of employees reviewed their benefits and completed Open Enrollment, while the remaining employees kept their existing elections except for any required FSA updates.
UHR also continued to provide clear, accessible resources—including step‑by‑step instructions, reminders, informational sessions, virtual Q&As, and individualized support—to help employees understand their options and feel confident in their choices. These efforts reflect UHR’s commitment to making Open Enrollment smooth, informative, and employee‑centered.
Retirement Webinars
Planning for retirement can feel overwhelming, but UHR helps employees navigate this important milestone with confidence. Through partnerships with the Retirement Systems of Alabama (RSA) and the Social Security Administration, UHR offers two annual webinars to employees who are nearing retirement eligibility. The webinars, which focus on RSA and Social Security, offer:
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Guidance on retirement eligibility and timelines
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Explanations of RSA pension benefits
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Insights into Social Security options and claiming strategies
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Opportunities to ask questions directly to subject‑matter experts
These sessions help employees understand their long‑term financial picture and make informed decisions about their future.
Employee Assistance Program
UHR’s commitment to care extends beyond traditional benefits. Through the Employee Assistance Program (EAP) and a growing portfolio of wellness initiatives, Auburn provides employees with resources that support mental, emotional, and physical well‑being.
The EAP offers confidential counseling, work‑life resources, and referrals to help employees navigate personal or professional challenges. Whether someone is managing stress, seeking financial guidance, or looking for support during a difficult time, the EAP provides accessible, compassionate assistance. Complementing the EAP, Auburn’s wellness initiatives promote preventive care and healthy living.
These efforts include wellness campaigns, educational sessions, and resources that encourage employees to prioritize their health. Together, these programs reinforce Auburn’s belief that well‑being is essential to a fulfilling work experience.
By the Numbers
