The College offers three health insurance plans from which employees can choose. All plans are provided by Independence Blue Cross. The College provides a subsidy towards the premium cost for eligible employees. Certain categories of employees not eligible for the subsidy may purchase insurance at the College's group rates by paying the entire premium cost. Students - undergraduate and graduate - are not eligible to participate in these plans.
Prescription drug benefits for Personal Choice PPO, Personal Choice HDHP, Keystone POS, and Keystone HMO are provided through the Independence Blue Cross Select Drug Program. This program includes a formulary, which is a list of approved drugs with a lower co-payment than non-listed drugs. See this document for more information about the formulary.
Delta Dental is an indemnity-type dental program with an annual deductible and a co-pay structure. You can use the dentist of your choice. Using a Delta Dental participating dentist may provide cost savings to the patient. The College pays the premium cost of single coverage for eligible staff. Family coverage is available at an additional cost.
The College pays the premium cost of Basic Life Insurance for eligible employees. Eligible employees may purchase additional life insurance for themselves and their dependents at groups rates.
The College pays the cost of Short Term Disability coverage for eligible employees.
The College pays the premium cost of Long Term Disability insurance for eligible employees.
This benefit is provided by Aetna to assist employees and their families with a wide range of issues, including:
This benefit is subject to HIPAA-regulated privacy laws. Please read their HIPAA compliance policy to learn more (Word format).
The College sponsors a 403(b) retirement savings plan. Participants may choose among investment options offered by TIAA/CREF and Vanguard. Employees may contribute pretax dollars to the plan, subject to annual limits set by the IRS. Upon completion of an eight-month waiting period, the College will contribute an amount equal to 10% of eligible employees' earnings to their designated investments at TIAA/CREF and/or Vanguard. Eligible employees are not required to contribute any of their own funds to receive the College's contribution.
These accounts allow eligible employees to set aside pretax dollars to pay for IRS-approved expenses. There are two types of accounts:
For more details about these plans, see the Flexible Benefit Plan Document
Vacation is earned during the calendar year, January 1 - December 31. Vacation is to be used in the calendar year in which it is earned. Annual accrual entitlements are dependent on job class and years of service. Staff members earn one twelfth of the annual vacation entitlement upon the completion of a credited month of work. Staff members must actively work more than 10 workdays in a month in order to be credited with service for that month.
New staff members begin to accrue vacation leave on the first of the month on or after the date of hire (for example, with a start date of April 20th, vacation accrual will begin May 1st). Vacation cannot be exchanged for salary equivalent. Some carryover is allowed, with limits. For more details, see the employee handbook.
A leave of absence can be classified as Sick Leave, Family and Medical Leave (under the FMLA provisions), Parental Leave, Unpaid Leave, Funeral Leave, Jury Duty, Court Appearances, or Worker's Compensation. Sick Leave is accrued under rules similar to those for vacation but with no caps on carryover. For more details, see the employee handbook.
Full time staff members are eligible for a certain number of personal days to be taken during the calendar year. Personal leave not used before the end of the calendar year will be forfeited. In the first year of employment, personal leave is prorated according to when you join the College. For each subsequent full year of employment, staff members continue to earn 3 personal leave days annually. Staff members who have completed 20 years of full time service are granted one additional day annually. This day is to be taken preferably on or near the staff member's birthday. For more details, see the employee handbook.