BRYN MAWR COLLEGE

Ranked faculty (Assistant, Associate, and Full Professors), and Lecturers and Instructors on continuing non-tenure track appointments, pre- and post doctoral teaching fellows, and faculty on interim appointments who work 3/4 time or more, are eligible to participate in the Flexible Benefit Plan. In addition, full-time ranked faculty are eligible for the mortgage benefit and--along with continuing non-tenure track faculty--depending on their length of employment at the College, they are eligible for the children's college tuition benefit. Any faculty member who works less than 3/4 time may participate in one of the College's medical plans at her or his own expense. Those working less than 3/4 time are not eligible for the Flexible Benefit Plan. The specific terms of each benefit are defined by the various benefit contracts. Individuals are encouraged to speak with the Benefits Manager in Human Resources.

1. Health insurance
   All members of the faculty who participate in the Flexible Benefit Plan are expected to select one of the College medical insurance options unless they can show that they have coverage under another group medical plan. Individuals may select from a variety of product offerings, as described on the Human Resources website. Coverage is available on single person, employee/spouse, parent/children, and family bases. Family coverage dental insurance is also available to Flexible Benefit Plan participants.

   Faculty members who are not eligible for the Flexible Benefit Plan may purchase medical insurance at their own expense.

2. Workers' Compensation Program
   Faculty members are covered under Pennsylvania's Workers' Compensation Act for work-related injuries or illnesses, provided Human Resources is promptly informed. Human Resources must have all necessary information within one working day of an accident in the work place.

3. Term life insurance
   The College carries term life insurance in the amount of $15,000 for Flexible Benefit Plan participants. Those insured may purchase additional insurance in $10,000 increments for themselves and their spouses, and in $2,500 increments for dependent children. The life insurance plan description may be obtained in Human Resources.
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4. Retirement Planning Programs
   Bryn Mawr sponsors a 403(b) retirement plan through which College and/or Employee contributions can be made. Contributions and investment earnings are not subject to federal taxes and remain tax-sheltered until distributions begin. Special tax penalties apply to distributions made before age 59 1/2. Individual contributions may be distributed at 59 1/2. College contributions may be distributed upon termination or retirement, or at age 70 1/2, subject to IRS minimum distribution requirements.

   The College will contribute to eligible faculty an amount equal to ten percent of actual annual salary to either Teachers Insurance and Annuity Association/College Retirement Equity Fund (TIAA/CREF) or the Vanguard Group Custodial Accounts, or split contributions between the two options. The College contribution will begin on the first month following or coincident with eight months of employment at Bryn Mawr. The contributions are retroactive to the first of the month coincident with or following the date of employment. For more information, click here.

   Salary reduction agreement: The College's 10% contribution to an individual's retirement plan may be supplemented through a salary reduction agreement. Such an agreement is also available to part-time faculty who are not eligible for the College contribution and to new members of the faculty who have not yet satisfied the eight-month waiting period.

   Under this method, the gross taxable income for federal taxes is reduced, and therefore contributions are tax-sheltered until the individual starts to receive retirement income. The amount of salary reduction contribution is limited under the Internal Revenue Code. Human Resources can help determine the permissible amount. To arrange for a contribution under this method, the individual must sign a Salary Reduction Agreement Form. Changes in contributions are limited to three per calendar year.

   Payroll deduction: Individuals may also arrange to have retirement deductions taken on an after-tax basis. Contact Human Resources for details.

   Investment options: The College's contribution will be allocated based on the investment option selected with TIAA-CREF and/or Vanguard. Faculty members should contact Human Resources to complete the appropriate application(s).

   TIAA-CREF: Faculty may choose among annuity or mutual fund options in a guaranteed investment contract (TIAA traditional annuity), real estate, stock, bond, money market, balanced and target funds. College contributions will be placed in a regular retirement annuity (RA) contract. Employee contributions can also be placed in an RA contract, or in a group supplemental retirement annuity (GSRA) contract. There is a loan option available for employee contributions made to a GSRA contract. Individuals may change their allocation directly with TIAA-CREF. There are restrictions on the transfer of funds invested in the TIAA traditional annuity within the RA contract.

   Vanguard: Faculty may choose among a number of mutual funds in stock, bonds, money market, balanced and target funds. Reallocation of existing account balances and changes in account allocations can be made directly with Vanguard.

5. Medical insurance for retirees
   Employees enrolled in a Bryn Mawr College health plan prior to retirement may purchase medical insurance through the College at their own expense. Retirees less than age 65 may continue their coverage for themselves and their eligible dependents in one of the Bryn Mawr College group plans at their own expense. They will be billed monthly by the College for their coverage. Retirees who are 65 or older may enroll in a College-sponsored retiree group medical plan effective on the first day of the month in which they become age 65 (the date of eligibility for Medicare). Options include the 65-Special Blue Cross/Blue Shield and Major Medical plan which provides supplemental coverage to Medicare. There are also three Medicare replacement plan options available: Keystone 65 HMO, Keystone 65 POS and Personal Choice 65 PPO.

6. Long-term disability insurance
   The College carries long-term disability insurance for all Flexible Benefit Plan participants. This benefit provides income continuation when a disability lasts more than six continuous months. A copy of the long-term disability insurance plan description may be obtained in Human Resources.
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7. Tuition benefits
   The College provides eligible faculty and staff members with tuition subsidy benefits for the undergraduate education of their eligible children. The policy and application forms are available electronically and in the Human Resources Office.

   Tenured and tenure track faculty hired prior to June 1, 1998 are entitled to the benefits indicated below (a, b, and c). All other faculty members who meet the work and service requirement are entitled to b and c. Grants for faculty children provided through the restricted program (i.e.  a)are considered taxable income to "highly compensated employees" as defined by the Internal Revenue Service. By plan design, tenured and tenure-track faculty hired on or before June 1, 1998 automatically will become participants in the program (a or b) which provides the higher amount of benefit considering the potential tax liability. Faculty members interested in any of these benefits are urged to discuss them well in advance with the Benefits Manager and they must complete the Tuition Grant Application form prior to six months from the date of expected enrollment. Copies of the form are also available in Human Resources. The College will pay the tuition grant directly to the institution the eligible child is attending, upon submittal of an original invoice to Human Resources. Invoices should be submitted to Human Resources immediately upon receipt.

   1. Eligible children of tenured and tenure track faculty members hired prior to June 1, 1998
      Dependent children of full-time ranked members of the faculty on a tenure track are eligible for this benefit. Although the children benefit, the faculty member must apply for the benefit. Each grant is limited to the equivalent of four full academic years and is to be used for undergraduate tuition at an accredited college or university. The amount of the grant is limited to the lesser of the tuition charged by the institution OR two-thirds (67%) of Bryn Mawr's current undergraduate tuition. If a faculty member retires or dies while a child is in college or university, the College will continue to pay the tuition benefit. The College will not pay the tuition for children not yet matriculated in a college or university upon the death or retirement of the parent.

   2. Tuition Grant Program
      This benefit is provided to faculty members with an FTE of .50 or higher and seven years of service at the time an eligible child enters upon an academic year. The benefit for eligible full-time faculty is limited to the lesser of one-half (50%) of the Bryn Mawr College tuition in the applicable academic year OR one-half (50%) of the tuition charged by the institution in which the eligible child is enrolled. Eligible part-time faculty will receive a pro-rated tuition grant. Details on the Tuition Grant program are available via Human Resources.

   3. Faculty spouse
      In addition, the spouse of an eligible faculty member may take a full year's course load--that is, a maximum of 8 units at the undergraduate level at Bryn Mawr College (or Haverford College), or 6 units in the Graduate School of Arts and Sciences, or 10 units in the Graduate School of Social Work and Social Research--for credit and without charge. At the graduate level, however, the spouse must apply for admission to the appropriate school and pay the application fee. Admission will be determined in the usual fashion.

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   4. Moving Expenses
      Members of the ranked faculty on continuing appointment may receive reimbursement for moving expenses incurred in accepting their initial appointment at the College, as follows:

      up to 1,000 miles: 75% or $1,500, whichever is less
      1,000-2,000 miles: 75% or $2,000, whichever is less
      over 2,000 miles: 75% or $3,000, whichever is less

      Reimbursement, which is for transportation costs of material goods, household and professional, is arranged through the Office of the Provost.

   5. Sick Leave
      The College Sick Leave Policy provides for pay continuation in the following situations:
      • The faculty member cannot teach his or her course load due to illness or injury.
      • The faculty member cannot perform expected research during a sabbatical leave due to illness or injury.
      • The faculty member opts to take time off from work to care for a sick relative or significant other, including all eligible dependents for which leave has been granted to the employee under the Family and Medical Leave Act of 1993 (FMLA).
      Sick leave with full pay is accrued by full-time faculty at the rate of .75 days per month of service (9 days per year of service). Part-time faculty accrue sick leave on a pro-rated basis. Sabbatical and Junior Faculty Research Leaves are considered as full-time status, regardless of the percentage of pay received during the leaves. Sick leave is not accrued during any period of unpaid time.

      Serious circumstances should be discussed with the Provost and with Human Resources. For any illness or injury, the combined sick leave and short-term disability payment will be limited to a maximum of 130 days. When sick leave is used to care for another person, it is limited to a maximum of 12 weeks in any 12-month period. A copy of the Sick Leave Policy may be obtained in Human Resources, or electronically.
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   6. Short-term Disability
      The College's Short-Term Disability Policy provides for partial pay continuation for specific time periods to eligible employees disabled by non-work related illnesses or injuries. Faculty with a full-time equivalent of .30 or higher and with three or more months of service are eligible for this benefit. Click here for the College's current Short-Term Disability Policy.

   7. Parental leave
      Members of the faculty on continuing appointment who have completed one year of full-time employment at the College may apply to their Department Chair and the Provost for parental leave with pay in the event of a birth or adoption in the family. Click here for the policy. The College will provide all eligible faculty members ten working days of paid time. Faculty may also use accrued sick leave in accordance with the College Sick Leave Policy (above), and unpaid leave in accordance with the Family and Medical Leave Act (below). A copy of the Parental Leave Policy may be obtained in Human Resources.

      Births are covered under the College Short-Term Disability Policy (above). Female faculty who have given birth may delay payment of parental leave and sick leave until after short-term disability payments associated with the pregnancy and/or delivery have ended.

      Faculty members who will be the child's primary care giver will be permitted to take a leave up to a maximum of 6 months, with a combination of paid and unpaid time. The faculty member may also be permitted to take partial leave in lieu of a full-time leave. The nature of the part-time leave is to be worked out with the Department Chair and the Provost. It might mean a reduced load for the semester, a shift of teaching to another semester, no teaching but keeping up with administrative and/or advising duties. Time taken for a parental leave may affect the accrual of full-time active teaching semesters for sabbatical leave eligibility.
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   8. Unpaid Leave
      In accordance with the Family and Medical Leave Act of 1993, a faculty member who has completed one full year of service and worked at least 1,250 hours may request unpaid leave for:
      • the birth or adoption of the faculty member's child, or placement in the faculty member's home of a foster child;
      • care of a spouse, son, daughter, or parent who has a serious health condition;
      • the faculty member's own serious health condition which prevents the faculty member from performing his/her job.

      The maximum length of unpaid leave is twelve weeks. During this time, the faculty member is entitled to continuation of his/her benefits at the rate of the College's current contribution. If the faculty member does not return to work at the conclusion of the leave, the College may recover the cost of the medical and dental insurance premiums, up to the subsidy amount, paid during the leave. Such recovery will not occur if the faculty member's own health condition prevents his or her return. A copy of the Family and Medical Leave Policy may be obtained in Human Resources and electronically.

      A faculty member may elect to take paid time (Sick Leave, Short-Term Disability, Parental Leave) in lieu of unpaid time, in accordance with applicable College policies. A faculty member is expected to give written notice at least 30 days in advance of his/her intention to take a leave. The faculty member is also expected to provide medical certification from a health care provider regarding a serious health condition.

   9. Mortgage Plan
      Full-time tenure track faculty members may be eligible to obtain mortgages through the College. The Board of Trustees reviews the general availability of such funds from time to time and the Office of the Treasurer oversees the plan. Each specific application is subject to the approval of the Real Estate Subcommittee of the Finance Committee of the Board. For details, consult the Treasurer's website.

   10. TransitChek
       The College participates in the Delaware Valley Regional Planning Commission's TransitChek program. The TransitChek is a voucher that is used by the employee as a cash replacement when purchasing a qualified transit pass from SEPTA and other local transit providers. Employees with a full-time equivalent of .50 or higher may purchase TransitCheks on a monthly basis through salary reduction. By participating, the employee saves federal income and Social Security taxes that would otherwise be paid. The TransitChek plan description may be obtained in Human Resources or electronically.

   11. Employee assistance program
       The College provides an employee assistance program to Flexible Benefit Plan participants and their dependents through HorizonCare. Further information is available in Human Resources, or by calling Horizon at 1-800-865-3200. The use of Horizon services is confidential.

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   Maintained by the Office of the Provost.
   Posted Summer 2001.
   Updated Summer 2006.