Summary of Fringe Benefits
HARTWICK COLLEGE SUMMARY OF FRINGE BENEFITS 2014-15
Fringe benefits are available to exempt and non-exempt employees working a minimum of 910 hours per year. Fringe benefits are not available to temporary employees.
If you have any questions regarding fringe benefits, please contact Kimberley Lindsley, Human Resources Coordinator at 607-431-4244.
Faculty, exempt and non-exempt employees are eligible to enroll in one of the following CDPHP health insurance plans: (Rates listed are effective July 1, 2014- June 30, 2015) Link to Forms.
CDPHP EPO Option: (Exclusive Provider Organization)
Single coverage: $110.64/month
Family of two : $302.38/month
Family > two : $466.37/month
CDPHP PPO Option: (Preferred Provider Organization)
Single coverage: $ 275.69/month
Family of two : $ 632.49/month
Family >two : $ 906.27/month
For new faculty, exempt and non-exempt staff, coverage may begin the 1st of the month following their date of hire.
Faculty, exempt and non-exempt employees are eligible to enroll in the following ComTon, Inc. Dental Plan:
Hartwick Dental Plan: $50 individual/$100 family deductible; $1,200 annual maximum; $1,000.00 orthodontic lifetime maximum; 100% of preventative and 80% of basic services per fee schedule; major and orthodontic services paid at 50% of fee schedule. (Rates listed are effective July 1, 2014- June 30, 2015) Link to Forms.
Family of two: $85.31/month
Family >two: $137.19/month
PRE-TAX PAYMENT OF MEDICAL/DENTAL BENEFITS
The College offers employees the option of paying their contribution for medical and/or dental insurance on a pre-tax basis. That is, no taxes will be withheld or paid on the amount deducted from your pay for medical and/or dental insurance. Pre-tax benefits will show on your annual W-2 statement.
FLEXIBLE SPENDING (Section 125)
The College offers employees a voluntary plan that provides you with the ability to convert part of your compensation into tax-free benefits. As an employee of Hartwick College you can elect to redirect a portion of your salary to your Flexible Spending Account, thereby reducing the amount of taxes one pays. Monies deposited in the account will be used to pay for out-of-pocket medical, dental and dependent care expenses. Keep in mind there are IRS limitations and regulations regarding claiming income tax credits on medical and dependent care expenses when also utilizing a flexible spending account. Please seek professional financial advice if you have questions. Click here for ComTon Flexible Spending Account Rules and Claim Filing Instructions. Link to Forms.
GROUP LIFE INSURANCE
All employees are eligible immediately through the Standard Life Insurance Company of New York, for $1,000 of coverage for each thousand dollars of salary, maximum of $200,000. Group life, and accidental death and dismemberment are provided to employees at no cost to the employee. Link to Forms.
Faculty, exempt and non-exempt employees are eligible to enroll in the Aflac Specified Disease Insurance offered by the College the first of the month following their date of hire. The employee pays the full cost of coverage. Link to Forms.
LONG TERM DISABILITY
The Long Term Disability Plan (LTD) is offered through The Standard Life Insurance Company of New York to all employees working a minimum of 32 hours per week. There is a one-year waiting period to be eligible for enrollment. After six months of continuous total disability, The Standard Life Insurance Company of New York will pay monthly income benefits equal to 60% of employee monthly wage base, less Social Security or any other benefits the employee may be receiving. The College pays the entire premium. Employees will receive notification from the Office of Human Resources when enrolled.
EMPLOYEE ASSISTANCE PROGRAM
The Standard Life Insurance Company of New York provides the Horizon Care Employee Assistance Program (EAP) to Hartwick College employees that are enrolled in the Long Term Disability Plan (LTD). The EAP Program is a valuable resource that you and your family can depend on for professional support and assistance. There is no cost to the employee for this benefit. Employees will receive notification from the Office of Human Resources when enrolled.
Faculty, Residence Directors, Coaches and Academic Interns are not eligible for scheduled vacation time as they are off when the College is not in session. Full-time, 12-month exempt employees are eligible for five weeks vacation per year. Full-time, 12-month non-exempt employees, are eligible for two weeks vacation per year after completion of one and two years of service; for three weeks vacation per year after completion of three and four years of service; for four weeks vacation per year after completion of five to nine years of service; and five weeks vacation per year after completion of ten years of service (and thereafter). Vacation time accruals are prorated for eligible part-time employees. Vacation days are accrued on a bi-weekly basis for both exempt and non-exempt employees. However, employees must complete their three-month probationary period prior to taking any accrued vacation. A maximum of one year of vacation days can be accrued. Vacation days may be taken in hourly increments. All vacation leave time must be reported in hours.
Sick leave days are earned at the rate of one (1) day per month. Sick time accruals are prorated for eligible part-time employees. Sick leave shall be cumulative to a maximum of one hundred eighty (180) days. Sick days may be taken in hourly increments. All sick leave time must be reported in hours. Benefits eligible employees may use sick time (up to 5 days per fiscal year) for absences due to their dependent child's illness or injury, and for dependent children's medical appointments and treatments which cannot be scheduled outside of the work day. Employees out of work five or more days are required to submit a doctor's note to the Office of Human Resources regarding their absences.
Non-exempt employees receive four personal days per year. Personal days are earned at the rate of one day for every three months of employment. Personal days not used at the end of the fiscal year are carried over as sick days. Personal time may be taken in hourly increments. All personal leave time is reported in hours. Faculty and exempt employees do not accrue personal days.
The College observes the following nine paid holidays each year: Independence Day; Labor Day; 1/2 day (close at noon) on the Wednesday before Thanksgiving; Thanksgiving Day; the Friday after Thanksgiving; Christmas Eve; Christmas Day; 1/2 day (close at noon) on New Year's Eve; New Year's Day; and Memorial Day. When a scheduled holiday falls on Saturday, the Friday before is observed. If a scheduled holiday falls on a Sunday, the Monday following is observed. The faculty observes the same holidays as the students. Employees are eligible for holiday pay only on days they are regularly scheduled to work.
The College will provide full and part-time benefits eligible employees up to three days bereavement leave with pay, on scheduled workdays, in case of death in the employee's immediate family. The immediate family includes employee's spouse/domestic partner, parent, child, sibling, mother/father in-law, sister/brother in-law, grandparent and grandchildren.
The College recognizes the importance of a philosophy of flexibility within the workplace that can assist in meeting the needs of both the individual and the institution. Flextime is a work concept in which supervisors and employees develop a schedule that permits flexibility in the arrival and departure times of the day. A full weekly period (normally 35 hours) must be maintained, and offices must be covered during regular College business hours. Flextime is at the discretion of supervisors and is available to all non-faculty employees.
HARTWICK COLLEGE 403(b) RETIREMENT PLAN
Hartwick College offers a 403(b) retirement plan with two vendors; TIAA-CREF and Fidelity. Faculty, exempt and non-exempt employees can begin salary deferrals the first pay period their after date of employment. Salary deferrals can only be made upon completion of the application and the appropriate salary reduction form. Information is distributed to employees upon hire relative to the investment options available under the plan. Link to Forms.
The College will begin contributing 7% (effective with the July 12, 2013 payroll) of an exempt ¬or faculty employee's base salary upon the employee's mandatory contribution of 5% and one year from the first day of the month following the date of employment.
The College will begin contributing 7% (effective with the July 12, 2013 payroll) of a non-exempt employee's base salary upon the employee's mandatory contribution of 1-5%, and one year from the first day of the month following the date of employment.
The one year waiting period for the College contribution will be waived if the employee participated in a 403(b) plan with a predecessor employer and the predecessor employer was an institution of higher education.
Employees may contribute additional (voluntary) amounts to TIAA-CREF or Fidelity on a salary reduction (tax deferred) basis. Employees are immediately vested at 100%. For further information, contact the Human Resources Office.
The College has a direct deposit plan and can make deposits directly into an employee's account with any financial institution. Please note, it may take up to three weeks to setup your direct deposit. Link to Forms.
Hartwick College is a member of the Tuition Exchange Program, whereby the dependent children of full-time faculty, exempt, and non-exempt employees may attend at a participating school. There is a one-year waiting period before any employee may participate in this benefit. Criteria for receiving a scholarship is at the discretion of the host institution and a scholarship is not guaranteed. For further information, contact Hartwick's Tuition Exchange Liaison, Pamela Hilton, Senior Assistant Director of Admissions, firstname.lastname@example.org or extension 4664. Tuition Exchange Eligibility and Request Form.
CIC TUITION EXCHANGE (TE-CIC)
All full-time employees (exempt, non-exempt, and faculty) are eligible to apply for tuition scholarships for their dependent children at CIC Tuition Exchange member institutions. A tuition scholarship is a full tuition value. There is a one-year waiting period before any employee may participate in this benefit. Criteria for receiving a scholarship is at the discretion of the host institution and a scholarship is not guaranteed. For further information, contact Hartwick's Tuition Exchange Liaison, Pamela Hilton, Senior Assistant Director of Admissions, email@example.com or extension 4664. Tuition Exchange Eligibility and Request Form.
The College provides a Tuition Remission program for employees to take courses at the College and receive a tuition grant. This program is available to faculty, exempt and non-exempt employees and their dependents (as defined by IRS guidelines). An individual may take courses, on a full-time or part-time basis, and a corresponding tuition grant will be credited to the employee or dependent's tuition bill.
The remission of tuition grant is applicable to regular academic year courses (fall, January term, spring) and to courses applicable for a first bachelor's degree. There will be a one year waiting period before an employee's dependent is eligible to receive the remission benefit. In year 2 and year 3 of employment, the dependent is eligible to receive 75% of the full tuition (minus any TAP grant) and in year 4 and thereafter the dependent is eligible to receive 100% of tuition (minus any TAP grant). A new employee is eligible to receive full remission for themselves beginning at the time of their employment, with approval from their supervisor.
The College requires that any full-time employee or dependent who qualifies for the remission of tuition grant and who is enrolled at least on a half-time status must apply for the New York State TAP grant. The TAP grant will be deducted from the remission of tuition grant. A student must meet the same academic requirements as non-remission TAP awardees. If a student fails to meet the expected academic requirements and becomes ineligible for his/her TAP award, the remission does not cover the loss of the TAP grant. It is the individual's responsibility to make sure that he or she is meeting the appropriate requirements in order to receive the TAP grant.
The remission of tuition grant does not cover any other college fees.
If a member of the staff with five or more years of service to Hartwick College dies while working at the College, his/her children shall be eligible for remission of tuition, less any scholarships, at Hartwick.
Applying for Remission of Tuition:
1. Contact the Human Resources Office for the Tuition Remission verification of eligibility form.
2. Once eligibility has been verified, Human Resources will contact the Financial Aid Office. The dependent must also contact the Financial Aid Office for appropriate paperwork and to apply for the TAP grant.
USE OF CAMPUS FACILITIES
Binder Physical Education Building
Employees and their immediate families may use athletic facilities and attend regular season athletic competitions at no cost. They may also be entitled to employee discounts for athletic department programming when offered. Facilities available include Moyer Pool, Elting Fitness Center, tennis courts, and racquetball and squash courts. Employees must present a Hartwick College ID to gain admittance to facilities and events. Immediate family members (over the age of 12) must present a current facility or event pass, which may be requested by the employee for family members at the main athletic office. Family members under the age of 12 must be accompanied by an adult at all times and are not permitted in the Elting Fitness Center. Use of the Elting Fitness Center requires an orientation session on safety and proper use of equipment, which may be scheduled at the Elting Fitness Center front desk. Guest passes to facilities may be obtained for one-time use only at the Main Athletic Office. Coaches Club plans are available for purchase for non-family members who wish to enjoy these benefits. Information regarding Coaches Club may be obtained through the Main Athletic Office. Use of Binder facilities and attendance at events are subject to admittance procedures and rules of use specific to each. Failure to produce proper identification or violation of facility/event rules may result in denied admittance or revocation of privilege by athletic department personnel or representatives.
Hartwick College Library
Employees may check out books from the Hartwick College library. In addition, the library has photocopying machines available for personal use. There is a set fee for each copy and you must obtain a photocopying I.D. card at the library to use in the photocopying machine(s).
Employees are encouraged to stop by and see the various exhibits at the Museum. Announcements for upcoming exhibits are made via intercampus mail. There is always something on display, so be sure to stop by the Museum once in a while.
The College offers a 10% employee discount on many bookstore items and you can also join the College Book Club (see bookstore staff for additional information).
Aramark Food Service offers a "Faculty/Staff Lunch Card" that may be purchased at the main desk in the Commons. The 2013-14 lunch card offers 5 meals for a reduced rate of $27.50 at the Commons, Dewar Hall. The lunch card must be presented at time of use; is not applicable for department charges; and is not valid during free meal periods.
Employees can enjoy many cultural events at the College. Most events are either free or offered at a reduced rate to Hartwick employees. See Hartwick College Events Calendar, link located on Hartwick College home web page.