Frequently Asked Questions
Updated: November 6, 2020 NOTE: The following refers to new benefits, systems and transitions as of July 1, 2021 for current Duke employees.
If you are a current DUHS or Duke University employee who will be transitioning to the PDC prior to July 1, please view these FAQs.
NEW: Will I lose access to my Duke email?
No. PDC employees will continue to have Duke email, as well as a Netid and a Unique ID.
NEW: Are employees transitioning to the PDC eligible for a Children's Tuition Grant? Read Details of the PDC Children's Tuition Grant program
Yes. The PDC Board has approved a Children's Tuition Grant available to current Duke employees who transition to the PDC effective July 1, 2021. Duke years of service will count toward eligibility. The terms of the grant will be similar to Duke’s child tuition grant. Due to the PDC’s for-profit structure, the benefit is taxable, so PDC will pay the amount you owe in taxes as a result of this grant. Specific details about the benefit will be available soon.
New employees starting with the PDC as of July 1, 2020 and after will not be eligible for this benefit.
NEW: Will we have the same PERQs; specifically gym membership discounts?
The PDC is working on implementing a PDC specific employee perks programs. Gym memberships and many other discounts are planned. The PDC has already implemented a robust employee assistance program that includes access to legal and financial planning services. Details will be available early in 2021.
NEW: Will PDC have Live for Life Benefits?
The PDC is evaluating wellness programs and we expect to share more information in 2121.
NEW: Will I still have access to Duke at Work?
As a PDC employee, you will use the PDC systems. If you need to access previous W2s, contact Duke Payroll at (919) 684-2642 or Payroll@duke.edu. You currently have access to your performance evaluations and can download or print them prior to leaving your current role.
NEW: Duke retirement contributions are currently on hold through June 30, 2021. Does the same apply to the PDC?
No. As a PDC employee, the PDC will immediately begin making contributions to your retirement.
How will the transition to the PDC affect my day-to-day experience as an employee?
We expect and will work hard to ensure minimal disruptions in the day-to-day experience of PDC employees.In fact, is our intention to find new and exciting ways to continually create a better work environment.
As an independent PDC, we will be implementing first-class human resources technology, infrastructures, and processes to support the employee experience, and designing exciting, competitive benefits to meet the priorities and needs of our unique healthcare workforce.
Will the PDC honor employees’ years of service at Duke when they transition to PDC employment?
Yes. Employees will be able to count time as a Duke employee for all benefits that have years of service criteria.
What will the PDC’s time-off policies be and what will happen to employees’ accrued discretionary holidays, vacation time, and sick time at Duke when they transition to PDC employment?
In order to minimize disruption to employees, the PDC’s time off policies will mirror Duke University policies (i.e. discretionary holidays, sick leave, and vacation leave) at the time of transition. PDC will honor all unpaid discretionary holidays, sick and vacation leave accrued at Duke.
How will PDC employees’ health care benefits compare to those offered by Duke?
The PDC is building a new health insurance benefit plan that will be similar to the plans offered by Duke. Details about the new plan will be available in early 2021, and Duke employees transitioning to the PDC should be confident that it will compare favorably to the plans that they are currently offered.
How will the PDC’s retirement plan for exempt employees compare to Duke’s plan?
The PDC will maintain a 401K plan for exempt employees with employer contributions that are competitive in the market. Duke has currently suspended all employer contributions to its 403B plan for exempt employees, and it is unclear what the employer contribution will be when it is reinstated. However, we are confident that the PDC’s retirement benefits will compare favorably to Duke’s retirement plan for exempt employees. Details will be available in early 2021.
How will the PDC’s retirement plan for non-exempt employees compare to Duke’s plan?
PDC will maintain a defined contribution 401k plan for non-exempt employees similar to the plan offered to exempt employees, and it will include employer contributions that are very competitive in the market. Defined contribution plans allow employees more control and flexibility in determining how their retirement money is invested as compared to a pension, and thus allow an employee to pursue pension-like annuity payments and/or individual investment options such as traditional mutual funds. Details about the PDC’s updated retirement plan for non-exempt employees will be available in early 2021. Additionally, the PDC is committed to assisting employees who have questions about participating in a defined contribution plan and how it is different from a defined benefit plan.
Some employees’ positions are funded in part by the PDC and in part by the Duke School of Medicine. Will those employees transition to direct PDC employment?
Employees who have positions that are split-funded between Duke and the PDC cost centers will be employed by the entity for which they perform the most effort. The PDC is working with department leaders to determine appropriate levels of effort for split-funded employees, and those employees will be informed by the department whether they will remain Duke University employees or become PDC employees. In the interim, departmental employees should contact the chief departmental administrator (or his/her designee, e.g., divisional administrator) about current and expected split-funded effort.
For Current Duke or DUHS Employees Transferring Jobs to PDC Prior to July 1, 2021 (not after July 1, 2021), Click Here for FAQs
