Elms College offers comprehensive benefits to our eligible faculty and staff. The following is provided as a summary of the benefits available for the Plan Year 2015-2016. Current employees can get more detailed benefit information and forms on the College share drive (J) in the Human Resources folder. Please note that benefits are subject to change. Questions concerning employee benefits may be directed to Human Resources at 413-265-2365.
Full-Time Employees - the College offers group health insurance through Health New England www.hne.com . Coverage takes effect on the 1st of the month following 30 days of employment. There are four (4) tiers of coverage: Single, Employee + Souse, Employee (EE) + Child(ren), and Family. Child(ren) applies to dependent children under age 26. Employees may choose between an HMO, PPO, or Bronze plan. The employee and employer share the cost of the premium.
Eligible employees can enroll upon hire, during the annual open enrollment period (April/May), or when a qualifying event occurs (e.g., marriage, divorce, birth/adoption of a child, etc.). Maximums and deductibles are on a plan year basis. The plan year begins on July 1 and ends on June 30.
Health Reimbursement Account (HRA). The HMO Wise Max and PPO Wise Max include a College-sponsored Health Reimbursement Account (HRA) that pays for eligible in-network deductible expense in excess of $1,300 up to a maximum of $2,000 for a Single and eligible expenses in excess of $2,600 for EE + Spouse, EE + Child(ren), or Family, up to a maximum of $4,000 during the plan year (7/1/15-6/30/16). To obtain reimbursement, the employee submits a copy of their Claim History Report (you request this from HNE) to our 3rd party Benefits Administrator (BFP Associates) who tracks and processes HRA reimbursements. For plan year 2015-16, all claims must be submitted by 9/15/16. Bronze plan employees are not eligible for the HRA and there is no employer contribution to the HSA..
Health Savings Account (HSA). Employees enrolled in the HMO or PPO Wise Max plans, are offered a Health Savings Account (HSA) through Health Equity to pay for qualified healthcare expenses. The College contributes to the enrolled employee’s HSA on a per pay basis for HMO/PPO Wise Max participants but does not contribute to the HSA for Bronze Plan participants.
Employees may also elect to contribute their own money to their HSA through payroll on a pre-tax basis. Funds roll over and accumulate from year to year if not spent. HSAs are owned by the individual and are portable so if you leave Elms employment and are enrolled in the HSA, your HSA will follow you. For more information about HSAs, refer to: http://www.irs.gov/publications/p969/index.html
The health insurance plan also includes prescription drugs. Tiered co-pay amounts are based on: Generic, Preferred (no generic available), and Non-Preferred (generic available), and also on whether the drugs are purchased through a retail pharmacy or mail order. The mail order drug service program is Catamaran Home Delivery (www.catamaranRx.com). Drug co-pays apply after the deductible has been met. NOTE: HNE announces drug tier changes in their newsletter which is mailed to the enrollee's home. Those HNE enrollees who are on maintenance drugs are urged to check the newsletter which is the single sources of information about changes related to prescription drug tier changes.
Full-Time Employees are offered group dental insurance through Altus Dental (www.altusdental.com). This is a Preferred Provider Organization (PPO) network of participating dentists. Employee pays 100% of dental insurance premium.
Calendar year deductible: Basic & Major Services = $0 (in-network); $25 per individual/$75 per family (out-of-network)
Calendar year maximum benefit = $1500.00 per member per calendar year
Plan pays 100% (in-network) for 2 oral exams and 2 cleanings/calendar year; 1 set of bitewing x-rays/calendar yr., single x-rays as required; fluoride treatment for children under age 19 twice/calendar yr (in-network benefits 90% for basic services and 60% major services).
Eligible employees can enroll upon hire, during the annual Open Enrollment (April/May), or when a Qualifying Event occurs. If you don’t enroll upon hire, restrictions apply for first 2 years. Restrictions: Year 1 – only Preventative Procedures are paid. Year 2 – only Preventative and Basic Procedures are paid.
Health Flex Spending Account (HFSA). Regular full-time employees who are not enrolled in the College’s group health insurance may elect to enroll in the HFSA (i.e., “flex plan”) to pay for qualified healthcare expenses (e.g., co-pays, laser eye surgery, applicable medical/orthodontia/dental costs, etc.). Eligible employees can contribute up to $2550 per plan year (July 1 - June 30) through payroll deduction on a pre-tax basis.
Dependent Care Assistance Program (DCAP). Allows employees to set aside money on a pre-tax, payroll deduction basis for IRS-approved child (dependent under age 13) or adult care (dependent/spouse mentally/physically incapable of self-care). DCAP can only reimburse eligible expenses up to what has been deducted from your pay. Maximum amount to be put in DCAP = $5,000 per calendar year.
Full-time employees are eligible for this benefit on the 1st of the month following 90 days of continuous full-time employment. Coverage, which also includes accidental death and dismemberment (AD&D) insurance, is provided by Reliance. The benefit is one times (1x) the annualized salary up to a maximum of $300,000. Provided by the College at no cost to the employee.
Full-time employees are eligible for short-term disability insurance on the 1st day of the month following 90 days of continuous, full-time employment. Coverage is provided by Reliance. STDI is provided by the College at no cost to the employee.
Full-time employees are eligible for long-term disability insurance (LTDI) on the 1st of the month following 90 days of continuous, full-time employment. Coverage is provided by Reliance. LTDI is provided by the College at no cost to the employee.
Full-time employees and regular part-time employees who work a regular schedule of thirty (30) hours per week may sign up for additional term life insurance from the Principal Financial Group. You may elect coverage for yourself, your spouse, and your children. Rates are based on age and smoking status. Payments are made through payroll deduction. Employee pays 100% of premium cost. Coverage may be elected in increments of $5,000 to a maximum of $500,000. Portability: If member life insurance and dependent life insurance under the group policy ends because you cease meeting the definition of a Member, you may be eligible to continue the insurance under the Group Life Portability Insurance Policy without submitting proof of good health.
The college offers a voluntary, 403(b) annuity contract retirement plan through TIAA CREF to all employees, regardless of the number of hours worked. You may begin participating in the 403(b) plan upon hire or any time thereafter by completing the TIAA-CREF Plan enrollment forms, opening an account online with TIAA-CREF, and filling out a Salary Deferral Form to have your 403(b) contributions made through payroll deduction on a federal tax deferred basis. Participating employees are immediatly eligible for the college match. TIAA contact information: www.tiaacref.org or 1-800-842-2252.
Full-time staff and faculty are eligible for sick leave time after completing 30 days of continuous employment and accrue at the rate of 1¼ days per month up to established maximums. Part-time, seasonal, temporary, and casual employees are awarded 40 hours of sick time under the College’s Sick Time Policy (7/1/15) and in accordance with the Massachusetts Earned Sick Time Law.
Regular full-time and part-time benefited staff are awarded two (2) Personal Days each fiscal year on July 1st in proportion to their FTE. Part-time and non-benefited staff who work less than 17.50 hours per week, temporary and casual staff, and faculty do not receive personal time. Personal time must be used within the fiscal year (July - June) in which it is awarded and cannot be carried over into the next year. Eligible new staff who begin working between July 1 and December 31 receive two (2) personal days with one (1) day awarded after 60 days of employment and one (1) day awarded after 120 days of employment. Those hired between January 1 and March 31 will receive 1 personal day following 60 days of employment.
Awarded July 1 to regular, benefited, full-time and part-time staff who are working a regular schedule of at least 17.5 hours per week (i.e., 50% time or greater). Staff positions that are temporary, seasonal, casual, or 9 or 10 month positions or are less than 17.5 hours per week do not receive vacation time. Faculty do not receive vacation time. Vacation time must be used within the fiscal year in which it is awarded (July-June). Vacation time is awarded in proportion to the employee's FTE. Eligible staff hired between July 1 and December 31 will receive one (1) week of vacation following 90 days of employment and one (1) week after 180 days of employment. Staff hired between January 1 and March 31 will receive one (1) week of vacation following 90 days of employment.
Regular full-time and part-time employees are eligible for paid holidays immediately upon hire:
Following six (6) months of employment, the employee, his or her spouse and qualified dependents (as defined by IRS guidelines), are eligible for a tuition waiver for undergraduate courses taken at Elms College. Following six (6) months of employment, full-time employees only (doesn’t include spouse or children) are eligible to enroll in master’s degree courses tuition free at Elms College. Excluded from employee tuition waivers: Doctor in Nursing Practice (DNP). The waiver applies to tuition only; the employee is responsible for paying the cost of books, room, board, fees, etc.
Following six (6) months of employment, regular part-time employees who work at least 20 hours per week are eligible for a tuition waiver for undergraduate courses at Elms College and may take up to 12 credits in a year (defined as Sept 1- August 31).
The College offers a variety of tuition assistance programs, such as TEP, for the dependent children of full-time Elms College employees. Employees may apply for these tuition benefits only after working at the College full-time on a continuous basis for one (1) year. Employees will find detailed information on the share (J) drive in the Human Resources folder under Tuition Assistance Programs.
Free parking is available to all full-time and part-time employees of the college. A valid Elms College parking sticker should be displayed on the driver's side rear window.
All employees are eligible for a BJ's membership at a reduced fee. Memberships need to be renewed annually on or after August 31st.
All faculty and staff are eligible for a free individual membership to the Maguire Fitness Center. A free membership for family members is extended to full-time faculty and staff. Family means spouse and qualified dependent children (defined by IRS guidelines).
Through our membership with the Chicopee Chamber of Commerce, Elms employees can purchase pet insurance provided by Aetna at a discounted price. Informational brochures are available in Human Resources.
Verizon Wireless employee discounts are available on calling plans, phones, devises, and accessories.
Through the college's computer purchase program, you can order a Dell or Apple computer for personal use at a discount. For more information, click here.
Software is also available for purchase at a discount from the Elms College Bookstore.
Office of Human Resources
Berchmans Hall, (413) 265-2365