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“This encourages students to learn through critical thinking rather than just having me transmit information to them. They also learn how to work as a team, skills they'll use in work settings.” - Natural Sciences Professor Cheryl Coolidge
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section 6. benefits
- Medical and Dental Insurance
- Continuation of Coverage (COBRA)
- Flexible Spending Accounts
- Employee Assistance Plan
- Short-Term Disability Benefits
- Long-Term Disability Insurance
- Long-Term Care Insurance
- Retirement Plan Options
- Life Insurance
- Colby-Sawyer College Tuition Remission Program
- Tuition Exchange Programs
- Retiree Benefits
The Human Resources Office regularly issues a Summary of Benefits & Services for all employees. Please consult these documents, or the Human Resources Office, for specifics on any benefit plan. This section is intended as a summary only. Plan documents and certificates provide complete and official information concerning eligibility, exclusions, conditions, or other limitations that apply.
1. Medical and Dental Insurance
Colby-Sawyer College currently provides medical and dental insurance for eligible employees. Both are self-insured plans which use third-party administrators to process claims. Regular full-time employees are eligible for medical and dental group insurance coverage. Eligible employees may also cover their dependents for medical and dental insurance. Dependents include a legal spouse, same sex domestic partner, and/or dependent children under the age of 19, or up to age 25 if a full-time student. Coverage begins on the first day of the month following date of hire, or the date of qualifying event. Employees must complete application forms for medical and dental insurance in order to be covered. Employees who do not complete these application forms within 30 days of their eligibility date will not be allowed to enroll until the next open enrollment period, which occurs once each year in June. The college currently pays approximately 90% of the individual's premium for medical and dental coverage, with the employee paying the remainder. Contributions for dependent coverage under the medical and dental plan are determined by the employee's base pay and length of service. Employee contributions for medical and dental insurance are paid through payroll deductions. These deductions are made on a pre-tax basis unless the employee requests in writing to have them made on an after-tax basis.
2. Continuation of Coverage(COBRA)
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) is a federal law which mandates access to continuation of group health insurance coverage to employees and their dependents under certain circumstances where coverage might otherwise terminate. Employees who terminate employment with the College have the right to extend their medical and dental coverage at their own expense for up to 18 months. In addition, dependents who are covered under the Colby-Sawyer College health plan may extend their coverage at their own expense for up to 36 months, should they lose coverage due to the employee's separation from the College, divorce, or exceeding the age limit for dependent children. Employees will receive specific information on COBRA extension of benefits during orientation and upon separation from the college.
3. Flexible Spending Plans
Flexible Spending Plans are regulated by the Internal Revenue Service. These plans enable eligible employees to use pre-tax dollars to pay for certain expenses not covered or paid for by other college benefit plans. In addition, they also allow employees to pay group health care insurance premiums with pre-tax dollars. Regular full-time and part-time employees are eligible to participate, effective on the first day of the month following date of employment. Employees must complete a written application for health care flexible spending accounts and dependent care flexible spending accounts before their eligibility date. Otherwise, enrollment may only take place during the open enrollment period which normally occurs once per year in June. Once an employee has enrolled, s/he may not increase or decrease the amount of the deduction unless there is a change in family status. Eligible employees may elect to set aside pre-tax earnings into a special account used to pay for: 1. Medical expenses which are not otherwise paid by health insurance. This might include plan deductibles, vision care expenses, dental care co-payments, or hearing aids, and/or 2. Dependent Care expenses, including care of a child under 13 or other dependents who are incapable of caring for themselves, so that the employee and spouse may work or go to school.
Use It Or Lose It
Employees who set aside money in a reimbursement account are cautioned to carefully estimate the amount that they may spend on eligible expenses during the year. The IRS stipulates that the employee forfeit any money in a Flexible Spending Account for which expenses are not incurred by the end of the calendar year. Under federal regulations, the College may not return the money to the employee.
4. Employee Assisstance Plan (EAP)
Colby-Sawyer College recognizes that each of us faces personal or emotional problems and difficulties at various times in our lives, and that family and work problems are often interrelated. The Employee Assistance Plan (EAP) is an ongoing supportive resource for employees who may be facing personal problems which are affecting their work and/or home lives. Participation in the EAP is voluntary and confidential. Any type of problem is eligible for EAP assistance. Any family member may access the EAP network. Examples of some of the problems that the EAP may be able to help with are: Alcohol and drug involvement Adjustment to change in family, job, living arrangements, etc. Family or relationship problems Financial or legal problems Emotional difficulties, such as depression or anxiety Death in the family Divorce or mariatal issues other life disruption The EAP is a consultation and referral service, and does not provide ongoing counseling. Should this be recommended, you will be referred to at least three sources for the recommended treatment. All EAP contacts are confidential. Statistical reports are forwarded to Colby-Sawyer College concerning the number and type of contacts, but names are never provided. CIGNA Behavioral Health currently provides EAP services for Colby-Sawyer employees and their families. Please contact them at 1-877-622-4327, or call the Human Resources Office for more information. More resources are available at www.cignabehavoral.com
5. Short-Term Disability Benefits
We recognize that there are medical situations that may warrant an employee's extensive absence from work. The following plan is designed to assist in the continuation of the employee's income in the event of a serious non-occupational accident or illness. An employee may be eligible for Short-Term Disability once they have met the following criteria: a. One year of service. b. Full-time employee. c. Disabled for 10 continuous work days d. Non-occupational disability has been certified by a health care provider to the College's satisfaction.
The percentage of salary continuation during a disability is determined by the employee's length of service:
1 year - 2 years 75% weekly salary
2 years - 3 years 80% weekly salary
3 years - 4 years 85% weekly salary
4 years - 5 years 90% weekly salary
5 years - 6 years 95% weekly salary
6 years + 100% weekly salary
Short-Term Disability payments will continue until the employee returns to work, can no longer document medical disability, or six continuous months of disability have elapsed. If after six continuous months of disability, the employee is still unable to return to work, s/he may be eligible to apply for Long-Term Disability benefits under the College's insured LTD plan.
6. Long-Term Disability Insurance
Colby-Sawyer College provides disability insurance coverage in the event that an employee is physically unable to work due to long term illness, injury, or other disability. Regular full-time Colby-Sawyer employees are eligible for long-term disability coverage on the first of the month following their date of hire. An employee must be unable to perform his or her job due to injury, illness, or other disability for six consecutive months before long-term disability benefits may begin. Employees receive 60% of their monthly base pay while disabled. Benefits may be reduced by other disability payments received by the employee, such as from Social Security, Worker's Compensation, or other insurance companies. Employees who are eligible to receive long-term disability benefits will also continue to receive any College contribution to their TIAA-CREF retirement plan already in place. Determination of disability and eligibility to receive long term disability benefits is made by the insurance company. Benefits are paid directly by the insurance company to the employee.
7. Long-Term Care Insurance
Regular full-time Colby-Sawyer employees are eligible for long-term care insurance on the first of the month following their date of hire. Should an employee require daily living assistance, such as nursing home care, assisted living, and in-home professional care, the benefit may provide a $2,000 per month cash benefit for up to 3 years of coverage. The base plan is paid in full by Colby-Sawyer College. Employees can purchase additional coverage for themselves, or purchase coverage for spouse, parents, siblings, and children at group rates (subject to medical underwriting).
8. Retirement Plan options
Tax-Deferred Annuity
All regular employees, regardless of age, length of service, or work schedule, are eligible to participate in the College's Tax-Deferred Annuity Plan. Any interested employee may enroll by opening a Group Supplemental Retirement Account (GSRA) with TIAA-CREF, and by authorizing the college to make deductions from their pay to contribute to their retirement plan. Contributions may be made before or after taxes, at the employee's discretion. Please consult the Human Resources Office for further details.
College Contribution
Colby-Sawyer College coordinates with TIAA-CREF to provide a comprehensive retirement plan for employees. Any full-time employee may participate in the retirement plan after one year of service. The College contributes the equivalent of 8% of the employee's earnings to the retirement plan. In order to receive the college contribution, an eligible employee must establish a separate Retirement Account (RA) with TIAA-CREF. Please consult the Human Resources Office for further details.
9. Life Insurance
The College purchases a term life insurance policy for each full-time employee on the first of the month following date of employment. The value of the policy is the employee's current annual base salary, rounded up to the next thousand. It remains in force as long as the employee is eligibly employed. The employee must designate a beneficiary, and may change this designation at any time.
10. Colby-Sawyer College Tuition Remission
Regular employees of the College are currently eligible for tuition remission for courses taken at Colby-Sawyer. Regular full-time employees who work a minimum of 30 hours/week are eligible to take two courses per semester tuition-free, on a space-available basis. Only one course may be taken during the normal workday. The supervisor must approve the taking of any courses during the workday, and any lost time must be made up within the same week. Regular part-time employees who work a minimum of 20 hours/week are eligible to take one course per semester tuition-free. The course may not interfere with the regular work schedule. Spouses, same-sex domestic partners, and dependent children of full-time employees are eligible to take up to 18 credits per semester. There is a $25 per course processing fee (maximum $200 per year) for all tuition programs. Application for Tuition Remission may be obtained from the Human Resources Department.
11. Tuition Exchange Programs
Dependent children of full-time Colby-Sawyer College employees are eligible for several tuition exchange programs:
National Tuition Exchange Program
This program offers scholarships at several hundred colleges and universities throughout the United States. A list of participating institutions and rules for this scholarship program are available on their website at www.tuitionexchange.org, and in both the Human Resources and Financial Aid offices. NOTE: Because the receiving schools have their own policies regarding acceptance, we recommend that you apply as early as possible. The application deadline is announced in November of each year for the following September.
The C.I.C. Exchange Program
This program provides scholarships at over 300 schools nationwide. A list of participating institutions is available at www.cic.edu. There is no limit to the number of awards Colby-Sawyer can provide, but the receiving schools may establish limits and selection criteria according to their own internal policies. NOTE: Because the receiving schools have their own policies regarding acceptance, we recommend that you apply as early as possible. The application deadline is February 15 for the following September.
NHCUC Tuition Exchange Program
Dependent children of full-time Colby-Sawyer employees may also be eligible for participation in the New Hampshire College and University Council (NHCUC) Tuition Exchange Program. The program currently includes: Daniel Webster College, Franklin Pierce College, New England College, Southern New Hampshire University, Rivier College, and St. Anselm College. The application deadline is February 15 for the following September. Participation in these programs is limited to undergraduate study. Eligibility and program guidelines, as well as applications, are available from the Human Resources Department. There is a $200 per year processing fee for all tuition exchange programs.
12. Retiree Benefits
Employees who have reached age 60 and who choose to retire with a minimum of 15 years of continuous, full-time employment at the College, are entitled to retiree benefits.
Medical and Dental Benefits
Health benefits are extended to qualified retirees who have been enrolled in the current medical and dental coverage for the two years prior to the retirement date.
For those who began employment before June 1, 1978:
Medical:
Until age 65, the current medical plan in effect at the College for active employees will be extended to qualified retirees. If a dependent spouse is covered under the employee's plan at the time of retirement, this coverage will be extended to the spouse, as long as the dependent remains in dependent status under IRS rules and the rules of the medical plan. At age 65, this medical insurance becomes secondary/supplementary to Social Security Medicare coverage.
Dental:
The dental plan for all retirees, regardless of age, includes preventive and restorative care, but does not include prosthodontic care. If a dependent spouse is covered under the employee's dental plan at the time of retirement, this coverage will be extended to the spouse, so long as the dependent remains in dependent status under IRS rules and the rules of the dental plan. Coverage under both plans is provided for the retiree and spouse at the expense of the college.
For those who began employment June 1, 1978 or later:
Medical:
Until age 65, the current medical plan in effect at the College for active employees will be extended to qualified retirees. If a dependent spouse is covered under the employee's medical plan at the time of retirement, and continued coverage is desired, it is available entirely at the expense of the retiree, as long as the retiree continues to be covered under this plan. At age 65, the retiree's eligibility for medical insurance coverage by the college ceases.. At this time, the retiree should be eligible for Medicare coverage through the Federal government. The retiree may also be eligible under COBRA to purchase an extension of the Colby-Sawyer plan, which will become secondary/supplementary to Social Security Medicare coverage. A COBRA extension is availabe for up to 18 months.
Dental:
The dental plan for retirees includes preventive and restorative care, but does not include prosthodontic care. If dependent coverage under the dental plan is desired, it will be entirely at the expense of the retiree, as long as the retiree continues to be covered under this plan. At age 65, the retiree's eligibility ceases for dental insurance coverage by the college. Upon termination of college-paid coverage, the retiree may be eligible to purchase continued dental coverage under COBRA. This option is available for the first 18 months following loss of coverage.
Coverage under both plans is provided for the retiree at the expense of the college, until his/her 65th birthday. If a dependent spouse purchases medical and/or dental coverage through the college, this coverage is available up until the retiree's 65th birthday, or 36 months from the date of the employee's retirement, whichever is longer.
Other Retiree Benefits
It is the desire of the College to maintain close ties with its retired employees. To that end, the following on-campus conveniences are offered to those retired employees who remain in -- or periodically return to -- the New London area. Those who wish to take advantage of these services should obtain a retiree ID card from the Campus Safety office.
Free membership to Hogan Sports Center. Spouses and other dependents may purchase discount memberships. Use of the Library/Learning Center. Tickets to college-sponsored events at the Sawyer Center. The opportunity to take courses, tuition free, at Colby-Sawyer, on a space-available basis. There will be a $25 per course processing fee, Employee discounts normally extended by on-campus food services and the bookstore.
