This section contains descriptions of the various benefit plans provided by the College. Although these descriptions are as complete and accurate as is reasonable for Handbook purposes, you should be aware that the information conveyed represents summaries of plan descriptions, group insurance contracts or master policies in effect as of the date of publication. Should discrepancies or changes occur, the exact terms of the contracts prevail.

To determine benefit eligibility in this section (A.2) and in section A.3 (Support Programs), an eligible Faculty member is defined as a person who (a) holds a tenured or tenure-track appointment; (b) holds a full-time term appointment of at least two years and that is designated in an appointment letter as renewable; or (c) holds a full-time non-renewable term appointment of at least three years.  Faculty members who hold a half-time appointment for more than one year or on a continuing basis are eligible for pro-rated benefits if they teach three or four full-credit courses, i.e., courses carrying one course credit or more during the two-semester academic year.  Summer instruction is not counted in determining full-time or half-time status.  Faculty who teach on a temporary basis are not eligible for College benefits.  Some benefits have different or additional specific eligibility requirements as detailed below.

Benefit eligibility is calculated from the first day of the month coinciding with or following the date of appointment plus any benefit eligibility-waiting period. All benefits accrue to the employee unless there is an explicitly stated exception to the contrary.  Detailed information regarding eligibility, enrollment and procedures for applying for benefits is available in the Human Resources Department.

Enrollment in College benefit plans is not automatic.  Although the Human Resources Department makes every effort to notify you when you become eligible to participate in a particular benefit plan, it is your responsibility to enroll on a timely basis.  If you have questions concerning eligibility dates, please consult the Human Resources Department.

While it is the intent of the College to continue the benefit plans described in this section, it unilaterally reserves the right to modify, amend, or terminate any benefit plan.

Participation in a group medical insurance plan and/or group dental assistance plan is available to eligible Faculty members.

In order to participate without penalty or additional waiting periods, enrollment must take place within 30 days of the appointment date for medical and dental insurance benefits.  If application is made in timely fashion, coverage begins on the first day of the month coinciding with or first following eligibility.

Coverage for family members, including same-sex domestic partners of Faculty who meet eligibility criteria, is available when the Faculty member initially enrolls or, thereafter, at the time the dependent status is officially established (e.g., as of the date of marriage, date of birth, date of adoption).  Family members may enroll at a later time, subject to the approval of the carriers, or during a period of open enrollment. 

Those who wish to enroll in a Trinity plan at a later date because prior medical and/or dental coverage has ended may do so without penalty provided enrollment occurs within 30 days following termination of previous coverage.  Otherwise, application also may be made during annual open enrollment periods during which eligible family members may newly enroll in a plan or may change from one plan to another without restrictions and without demonstrating evidence of insurability.

The College and the Faculty member share the cost of health and dental insurance premiums.  Payroll deductions are made for the employee share of the premium.  At the present time the College pays 75% of the premium for the lowest cost plan for full-time Faculty members for either single or family coverage, and contributes the same dollar amount to higher cost plan(s). The College pays 75% of the premium cost for either dental insurance plan.

At the present time the College pays 50% of the premium for the lowest cost plan for part-time Faculty members who have an FTE of  at least .50 on a continuing basis, for either single or family coverage, and contributes the same dollar amount to higher cost plan(s). The College pays 50% of the premium cost for either dental insurance plan.

Benefits under the group medical and/or dental insurance plans cease either on the last day of the appointment, or as of the date eligibility requirements are no longer met. The Human Resources Department must be notified of any changes in status that would render dependents ineligible for coverage. 

Continuation of group health insurance benefits for Faculty and/or dependents who no longer qualify for coverage is available under the provisions of COBRA (Consolidated Omnibus Budget Reconciliation Act of 1985).  Application forms may be obtained from the Human Resources Department.

Full-time Faculty members who are age 60 or more at the time of retirement are eligible for certain group medical insurance benefits with the College, provided they have a minimum of ten consecutive years of full-time service at Trinity. Please refer to RETIREMENT BENEFITS in this Manual for additional details.

maintains various insurance policies to protect individuals who are sued in their capacity as members of the Faculty of Trinity College.  Indemnification is provided when it is clear that the actions fall within the scope of coverage of the insurance policies, that they occurred within the scope of the individual’s responsibility as a member of the Trinity College Faculty, and that the Faculty member at all times was acting in good faith consistent with the best interest of the College.  Legal Counsel is arranged through the insurance company, in consultation with the College administration.

If coverage is not available under a College insurance policy, the College may assume responsibility for legal representation.  In such cases the administration also must conclude that actions complained of occurred within the scope of the Faculty member’s employment responsibilities and that the Faculty member at all times was acting in good faith consistent with the best interest of the College.

In both instances the College reserves the right to select legal counsel and to approve the course of action to be taken in order to ensure payment of all legal expenses and any monetary judgments rendered against the Faculty member. 

Eligible Faculty members receive group life and accidental death and dismemberment benefits (AD&D).  Coverage is effective the first day of the month coinciding with or following employment.  Premiums are fully paid by the College.  

Life insurance protection is provided for Faculty members in an amount equal to base annual salary rounded to the next $1,000.  Coverage is limited to $50,000, which represents the maximum non-taxable amount of group coverage allowed under current federal law.

On the month following an active Faculty member's 70th birthday, the amount of basic life insurance is changed to 65% of salary, to a maximum of $32,500.

Coverage ceases on the last day of the appointment, with one exception.  For Faculty members who retire at age 60 or later, who were employed on a full-time basis prior to December 1, 1977, the College continues the life insurance benefit at a reduced amount equal to 25% of the insurance in effect at retirement, to a maximum of $3,750.

The accidental death and dismemberment benefit is determined according to a loss-schedule based upon the amount of the life insurance benefit.

Faculty members who leave Trinity (except when the separation from service is attributable to retirement) may convert the group life insurance policy provided for them by the College into a non-group policy within 30 days of the expiration of coverage through Trinity.  Faculty members taking advantage of this opportunity are not required to demonstrate evidence of insurability.  Application forms, which must be submitted to the insurance carrier, may be obtained from the Human Resources Department.

Eligible full-time Faculty members may purchase additional group life insurance in the amount of 1, 2, 3, 4, or 5 times base annual salary, up to a total amount of $700,000.  However, coverage over $300,000 requires evidence of insurability.   Faculty who enroll at the time of employment need not submit proof of good health up to the guaranteed issue amount, and may increase coverage during open enrollments in increments of one additional times salary without demonstrating evidence of insurability.  Those who apply for coverage in increments of more than one times salary, or for any amount over $300,00, must provide proof of good health.  Those who do not elect Supplemental Life Insurance at the time of employment may apply for coverage during annual open enrollment periods; however evidence of insurability is required, regardless of the amount of coverage.  Supplemental Life Insurance coverage is reduced by 35% at age 70.

Faculty members who leave Trinity (except when the separation from service is attributable to retirement) may continue their coverage at comparable group rates up to age 65.  However application to the insurance company must be made within 30 days of the expiration of coverage through Trinity. Evidence of insurability is not required.  Application forms, which must be submitted to the insurance carrier, may be obtained from the Human Resources Department.

The College provides long-term disability insurance (LTD) for eligible full-time Faculty members.  Coverage begins on the first day of the month coinciding with or first following completion of one year of full-time service.  The one-year waiting period is waived if a Faculty member provides proof of comparable group coverage in effect immediately preceding the date of appointment at Trinity.  LTD is fully paid by the College.

Benefits start after a qualifying period of six months from the commencement of total disability, provided proof of disability is submitted to, and approved by, the carrier within six months following the qualifying period.  The benefit is 60% of gross monthly earnings as of the date of disability, to a maximum of $12,500 per month.  The monthly benefit is reduced by other income that an employee is receiving from such sources as Social Security disability, workers' compensation, retirement benefits, etc.  The benefit provided by LTD, regardless of other income, will not be less than $50 per month. 

Additionally, Faculty members who receive TIAA-CREF retirement plan contributions from the College will continue to have contributions remitted in the amount of 10% of base monthly earnings as of the date of disability.

LTD coverage ceases as of the last day worked.

travel accident insurance covers Faculty who travel on official College business. The plan provides a death benefit in an amount not to exceed $250,000.  Dismemberment benefits are computed according to schedule.  Traveling Faculty should check the website for updated information on the United States Department of State Watchlist.

Trinity College Faculty members are covered by provisions of the Connecticut Unemployment Compensation Act, and, therefore are entitled to all applicable benefits.  The State of determines benefit eligibility.  Unemployment compensation checks are mailed by the State to unemployed former Faculty members who qualify for the benefit.  The College reimburses the State for all payments.

Faculty who leave the College with no expectation of reappointment, or who are reappointed but with a reduced course load, may file a claim through the Employment Security Division of the Department of Labor.  The College is required by law to provide the State a complete and accurate description of the circumstances. Approval or denial of benefits is based upon information supplied by the Department of Human Resources.

Connecticut Workers’ Compensation Insurance automatically covers Faculty of Trinity College.  Although coverage is maintained at the College's sole expense, the program is administered by The Hartford Insurance Company.  It is important to note that in order to receive benefits, Faculty must seek and receive treatment according to prescribed procedures that include utilization of specific authorized providers. Use of non-approved providers could result in non-payment of claims.

The Human Resources Department has details regarding workers’ compensation benefits and the filing and payment of claims.  In the event of an emergency, Campus Safety or the also can advise employees as to the names and locations of authorized providers.  (If an emergency is life threatening, medical services should be obtained at the nearest appropriate facility irrespective of the managed healthcare network.) 

It is essential that Department Heads are notified immediately of any job-related illness or injury, no matter how minor, in order to protect the rights of Faculty members to appropriate benefits, in order to protect the College, and so as to ensure the proper handling of claims.  Injuries not reported in a timely and procedurally correct manner might result in loss of eligibility for workers' compensation benefits.

As soon as a Department Head learns of the illness or injury, a First Report of Accident or Injury form must be completed immediately and forwarded to the Human Resources Department in order to begin official processing of the claim.

All bills resulting from a work-related injury (hospital or physician’s charges, prescriptions, lab fees, X-Rays, etc.) are charged to the College's Workers' Compensation insurance carrier.  At the time of treatment Faculty members should inform providers that the problem is work-related so that the charges are correctly billed.    

Eligible full-time Faculty members receive a waiver of tuition for graduate and undergraduate courses taken at Trinity.  These include courses associated with the Office of Graduate Studies and Special Academic Programs such as the Individualized Degree Program (IDP).  Courses may be taken for credit - either separately or as part of a program, or may be audited with appropriate permission.

Eligibility is effective at the start of the first semester coinciding with or following employment.

Eligible full-time Faculty members may receive a waiver of tuition through the Greater Hartford Consortium for Higher Education (Consortium). The plan is governed by and is subject to change by the Board of Directors of the Consortium. Consortium institutions include Rensselaer at (a graduate school affiliated with Rensselaer Polytechnic Institute), 's College, the , Hartford Seminary and Charter Oak State College.

Faculty members may take one credit-bearing course per semester at any of the Consortium institutions on a space-available basis.  Regular entrance requirements must be met. Eligibility is effective at the start of the first semester coinciding with or following employment. The benefit does not apply to doctoral-level course work.

Eligible half-time Faculty members who are appointed to teach three or four courses during each academic year are eligible for a waiver of tuition for one course at Trinity each semester from the regular graduate or undergraduate curriculum.  Courses may be taken for credit, either separately or as part of a degree program, or audited with appropriate permission.  The benefit is available at the start of the first semester coinciding with or following one year of at least half-time employment.

Tuition is not waived for half-time Faculty members taking courses through the Individualized Degree Program.

All regular entrance requirements must be met.

Students are responsible for expenses associated with courses such as books, lab and registration fees.  Should course enrollment be limited, a Faculty member may be requested to withdraw in order to accommodate tuition-paying students.

Tuition is not waived for non-credit courses or special programs such as the summer program. Moreover, courses that require a per capita fee do not qualify for tuition remission.

The Director of Human Resources verifies eligibility for the benefit.  Application forms, which must be submitted each semester, are available in the Human Resources Department.

Spouses and eligible dependent children receive tuition remission for one graduate or undergraduate course per semester at Trinity.  Courses may be taken for credit, either separately or as part of a degree program, or may be audited with appropriate permission.  This benefit is available at the start of the semester coinciding with or following the Faculty member’s full-time employment.

Spouses and eligible dependent children of individuals who have been continuously employed by the College in a full-time continuing appointment on or before December 31, 1982 are eligible for a waiver of 100% of full regular tuition at Trinity as defined for undergraduate students.  Eligibility is limited to four full-time academic years or until a baccalaureate degree is earned, whichever occurs first. This pertains to any combination of tuition benefits received as a full-time undergraduate student either at Trinity or another college or university. 

Spouses and eligible dependent children of individuals hired on or after January 1, 1983 who are appointed by the College to a full-time continuing position are eligible for a waiver of 50% of full regular tuition at Trinity as defined for undergraduate students.  The benefit is available at the start of the first semester coinciding with or following the date of appointment.  Eligibility is limited to four full-time academic years or until a baccalaureate degree is earned, whichever occurs first. This pertains to any combination of tuition benefits received as a full-time undergraduate student either at Trinity or at another college or university. Should both parents of a dependent child be employed by the College in benefits eligible positions, the child will receive the tuition waiver benefit of only one parent. Dependent children of visiting Faculty, adjunct Faculty, and lecturers are not eligible for this benefit.  Senior and Principal Lecturers are eligible for this benefit if they have completed six years of continuous full-time teaching at Trinity.

Dependent children of full-time, continuing Faculty may qualify for a tuition scholarship award at an accredited college or university other than Trinity if the student is in an undergraduate degree program, (including the Cordoba Program), and is officially matriculated on a full-time basis.  The benefit provides an award in the amount of 50% of the other institution's tuition, limited to one-half of Trinity's tuition.  In order to qualify, the child must be a legal dependent of the Faculty member, and must be declared as such on IRS reporting form 1040 each year the benefit is sought.  Certification of dependent status is required. 

Eligibility is limited to four full-time academic years or until a baccalaureate degree is earned, whichever occurs first. This pertains to any combination of tuition benefits received as a full-time undergraduate student whether at Trinity or at another college or university. Should both parents of a dependent child be employed by the College in benefits eligible positions, the child will receive the tuition scholarship benefit of only one parent.  Dependent children of visiting Faculty, adjunct Faculty, and lecturers are not eligible for this program.   Senior and Principal Lecturers are eligible for this benefit if they have completed six years of continuous full-time teaching at Trinity.

The Director of Human Resources administers the tuition scholarship program.  An itemized copy of the tuition bill must be submitted to the Human Resources Department before semester fees are due.  The tuition scholarship check will be sent directly to the college or university.

It is the Faculty member’s responsibility to notify the Human Resources Department promptly if the dependent child withdraws from school, becomes a part-time student, or is no longer a dependent.

Tuition waivers and scholarships are subject to specific Internal Revenue Service regulations.

Equivalent years of service are not counted for part-time Faculty members or others not meeting the specific service requirements.

Tuition is remitted for credit-bearing courses in the regular undergraduate degree program, for the Individualized Degree Program and for the Rome Program during the academic year.  Tuition is not remitted for non-credit or per-capita courses, or special programs such as the summer program.

All entrance requirements must be met.

The Director of Human Resources verifies eligibility each semester.  Application forms may be obtained from the Human Resources Department.

FAMILY, MEDICAL AND MATERNITY LEAVE

Policy It is the policy of Trinity College to grant eligible employees a leave of absence for family-related reasons or serious health conditions as outlined in Public Act 89-382 of the Connecticut Statutes and as amended by the Federal Family and Medical Leave Act of 1993 (P.L. 103-3). Please note: the definition of family includes those who meet eligibility requirements as defined in the Policy on Health Insurance Benefits for Same-Sex Domestic Partners.

Objective

The purpose of this policy is to provide employees the ability to request time away from work for health-related personal or family matters of an urgent nature. recognizes the importance of family issues, and understands that more of its employees than ever before face conflicting demands of family obligations and work. Those who are granted a leave under the terms of this policy are guaranteed employment, and shall be free from reprisal, retaliation, or discrimination. During approved leaves of absence, the College will ensure that arrangements are made to cover the employee’s essential responsibilities.

Definitions (for the purposes of this policy only)

Eligible Employee:

To qualify for a leave of absence, an employee must:

1. Have been working for the College in an eligible position for at least 12 months immediately preceding the leave; and,

2. Have worked at least half-time (teaching three courses or the equivalent) during the 12 month period immediately preceding the leave.

Serious Health Condition:

Any illness, injury, or impairment of a physical or mental nature that involves either:

1. Inpatient care in a hospital, hospice or residential medical facility; or,

2. Requires continued treatment by a qualified professional health care provider.

Employment Benefits:

Benefits provided or made available to an employee by the College. Such benefits may include:

1. Group life insurance

2. Medical insurance

3. Dental insurance

4. Long term disability insurance

5. Retirement plan

Spouse:

Defined only as husband or wife through legal marriage, civil union recognized in the state of Connecticut, or those who meet eligibility requirements as defined in the Trinity College Policy on Health Insurance Benefits for Same-Sex Domestic Partners.

Child:

Biological child, adopted child, foster child, stepchild, legal ward up to age 18, or child of a person standing in loco parentis, also up to age 18. If the child is incapable of self-care because of physical or mental disability, the age limit does not apply. This also pertains to children of same-sex domestic partners as defined in the Policy on Health Insurance Benefits for Same-Sex Domestic Partners.

Parent:

The biological parent of an employee, or an individual who stood in loco parentis to an employee when the employee was a child.

Parent-in-law:

The parent of an employee’s spouse, or parent of same-sex domestic partner as defined in the Policy on Health Insurance Benefits for Same-Sex Domestic Partners.

Reduced Leave Schedule:

Leave schedule that reduces an employee’s usual number of hours of work either per week or per day.

Intermittent Leave:

Leave that is taken in separate blocks of time rather than for one continuous period of time. Such leave may include periods of one hour or more to several weeks.

Year:

Defined as a 12-month period measured forward from the date the first leave commences.

Leave Requirement

Entitlement:

Eligible employees are entitled to leave under both federal and state law. Under state law, an eligible employee is entitled to 16 weeks’ leave for each two-year period. Under federal law, an eligible employee is entitled to 12 weeks’ leave for each one-year period. The state and federal leave periods will run concurrently - that is, a week of leave will count toward both the federal and state entitlements. Under both statutes, the maximum amount of leave to which an individual employee may be entitled is 28 weeks in any two year period and 16 weeks in any one year period. Leave is taken for one or more of the following circumstances:

The normal retirement date for Faculty is defined as the June 30th coinciding with or following the 65th birthday.  There is no mandatory retirement age.

Full-time Faculty who are age 60 or more at the time of retirement are eligible for certain group medical insurance benefits with the College provided they teach a minimum of ten consecutive years on a full-time basis prior to the last day of employment. These retirees are separated into two categories:

1. Participants in a Medical Insurance Plan  

Retired Faculty and their eligible dependents who have been enrolled in one of Trinity's group medical insurance plans for ten years preceding retirement may continue their membership in the plan available to active employees, but must pay the full cost of the premium until they qualify for enrollment in Medicare (usually age 65). 

Faculty members who retire from the College and meet the service requirements outlined above are eligible to purchase a Medicare Advantage Plan or a Medicare Private Fee for Service Plan through the College. Faculty members and spouses must enroll in Medicare Parts A & B in order to participate in the Trinity sponsored plans. The Medicare Advantage Plan requires co-payments, while the Private Fee for Service Plan has an annual deductible that must be met. Both plans cover prescription drugs with co-payments.

Faculty who elect to enroll in a plan are required to contribute 100% of the cost of coverage for themselves and their spouses. Information on the cost of these plans can be obtained from the Human Resources Department.

The College is committed to reviewing these plans on an annual basis.

2.  Participants in a Medical Insurance Plan Other than Trinity’s

Faculty who meet the service requirement of ten years of full-time employment and attainment of age 60 but who have not been enrolled in a College group medical insurance plan for a minimum of ten years because they have been enrolled in other group coverage such as that obtained through a spouse’s employment, are eligible for benefits as explained above in #1. Participants in a Trinity College Medical Insurance Plan.  Coverage does not extend to spouses of these Faculty.

As of the date of retirement, full-time Faculty may remain on the College’s group dental assistance plan for 18 months according to the provisions of COBRA (Consolidated Omnibus Budget Reduction Act of 1985).  Eligible dependents may continue membership for 36 months, also effective as of the date of the Faculty member’s retirement.  In order to receive COBRA benefits, Faculty and/or eligible dependents are required to pay the full cost of the premium.

Faculty who are appointed to teach three or more courses during each academic year are eligible to participate in the College's retirement plan when they complete 12 full months of service and if they have attained the age of 21.  Faculty members who have completed the equivalent of one year of at least half-time service at another institution of higher education may have the one-year waiting period waived.  Faculty who have previously satisfied eligibility requirements at Trinity who are re-hired also may have the one-year waiting period waived.

The College contributes an amount equal to 10% of base annual salary for eligible Faculty to the Retirement Annuity (RA) Plan with TIAA-CREF provided they contribute a minimum of 3% of base salary to the same plan.  Federal regulations permit additional employee contributions up to a specified maximum amount each year. Faculty members are immediately vested in the College’s contribution.

Participation in the retirement plan is mandatory upon completion of five full years of service and the attainment of age 35.

Faculty members decide to which investment accounts(s) they wish their retirement plan contributions allocated.  This pertains both to the College’s contributions of 10% of base annual salary, and all employee contributions - i.e. the required 3% of base annual salary as well as any additional amounts. 

There are several investment vehicles Faculty may elect with respect to any additional voluntary employee contributions, each available under the guidelines of section 403(b)(7) of the Internal Revenue Tax Code.  Each of the plans listed below offers a variety of funds and options from which to choose.

1. TIAA-CREF Retirement Annuity Contract (RA)

2. TIAA-CREF Group Supplemental Retirement Annuity (GSRA)

3. Vanguard Group Investment Company

4. Fidelity Investments

5. ING Financial Services

The contributions you make to your TIAA CREF RA can be invested on either a pre-tax basis (salary reduction), or on an after-tax basis (salary deduction).  Contributions you make to a TIAA-CREF GSRA, Vanguard, Fidelity, or ING account must be through salary reduction. 

The maximum amount you are able to tax-defer is limited by IRS regulations and is indexed each year.  Such factors as years of service, prior tax-deferred contributions, after-tax contributions, and participation in flexible spending programs allowable under Section 125 of the IRS code (such as health insurance premium reduction and reimbursement account plans), are considered.  The Human Resources Department checks with TIAA-CREF to verify that the amount an employee wishes to contribute to a tax-deferred annuity is within the limits allowed by section 403(b)(7) because there are additional options for Faculty with at least 15 years of service, and for those who are over age 50.

Money you contribute voluntarily to accounts with TIAA-CREF GSRAs, Vanguard, Fidelity or ING Financial Services can be surrendered for cash value under certain  conditions.  Some of these conditions include severe hardship (as determined by the IRS), leaving the employ of the College, attainment of age 59 1/2,  or disability.  There are tax implications and penalties for certain early withdrawals.  The TIAA-CREF GSRA also has a loan feature whereby Faculty may borrow against their accumulations at advantageous rates of interest.

At age 59½, Faculty who retire have the full range of options available to them including lump sum or systematic withdrawals of plan accumulations.  According to federal pension law, however, you must begin minimum distributions from your pension account no later than April 1 following the year in which you reach the age of 70½. 

Money contributed by you or by Trinity may be withdrawn at termination of employment. However, the TIAA-CREF traditional account has certain restrictions, as outlined above, and a withdrawal from any account may have tax consequences.

In the event of death prior to retirement, the full current value of your account, including the portion contributed by the College, is paid to your beneficiary.  The beneficiary may elect a number of options including cash withdrawal.

There is a one-time retirement benefit which permits cash withdrawal of 10% of value of the portfolio including investments in the TIAA Retirement Annuity.  You should contact TIAA-CREF directly at 1-800-842-2776 for specific information based on your individual circumstances.

To obtain information regarding the retirement plan vehicles available to you at Trinity, please contact the Human Resources Department.

All Faculty members, regardless of whether they qualify for other benefits or not, may enroll in any one of the College's retirements plan options even if they are not eligible to receive the College contribution to TIAA-CREF’s retirement account.  Participation is possible on the first of the month coinciding with or following date of employment. 

PHASED RETIREMENT

Effective with the 2002-2003 academic year, full-time tenured faculty members are eligible to apply for a phased retirement appointment for three, four, or five years. Faculty members on a phased retirement appointment may elect to teach a total of ten courses (i.e. the equivalent of two years of full-time service) over the term of the appointment. A person on phased retirement appointment must teach a minimum of two courses each year. The specific teaching schedule and courses will be established in consultation with the department chair and approved by the Dean of Faculty. Further information regarding Phased Retirement policy and procedures may be obtained from the Dean of Faculty’s office. This program is subject to change without notice.

Most College Faculty members are eligible for Retirement and Survivors Insurance benefits under the federal Social Security program.  The College contributes one-half of the total tax prescribed by law, and you contribute one-half through payroll deductions.  The federal government for each calendar year establishes the tax rate and the maximum salary on which it is computed. Up-to-date information may be obtained by visiting the website at www.ssa.gov.

Social Security taxes paid by Faculty members and the College provide four types of insurance protection:

Social Security Retirement Benefits: The Social Security Law ensures that Faculty members of retirement age are provided with fixed monthly payments either during retirement or while still employed.  Eligibility for full benefits is determined by your date of birth.  Reduced payments are available at age 62.  The amount of your monthly Social Security retirement income is based upon your age at retirement and your annual earnings during your years of participation in the program.

Social Security Disability Benefits: Monthly benefits are available to you if you are disabled and have been determined by the Social Security Administration to be unable to work because of a severe illness or disabling injury, which is expected to last 12 months or more.  Additional benefits are provided if you have dependents.

Social Security Life Insurance/Survivors Benefits:  Survivors of deceased Faculty members may qualify for monthly benefits.  Those eligible to apply for the benefits include spouses, children under 18 years of age, or children of any age if disabled prior to age 18.  At age 60, the surviving spouse is entitled to seek retirement benefits.

Medicare Insurance: Medicare Parts A and B, a basic medical insurance plan, is available to you and your spouse at age 65.  Medicare benefits are available earlier if you have been receiving disability benefits from Social Security for more than twenty-four months. Medicare Part D, covering prescription drugs, also is available at age 65. There is no cost for Medicare Part A coverage; premiums for Medicare Parts B and D are paid by the participant.

Questions about Social Security coverage may be directed to the Social Security Administration District Office at in or any other Social Security Office.

Faculty who are regularly scheduled to teach half-time or more may establish a Reimbursement Account.  They are eligible to participate in this program at the time of employment, and may enroll again on the first of January each year thereafter.

Participants in the Reimbursement Account Program set aside a designated amount of salary on a pre-tax basis to pay for out-of-pocket expenses for dependent care and/or health care.

The program is subject to specific regulations under Section 125 of the Internal Revenue Code.  Money allocated to the account is not refundable to the employee.  The annual maximum contribution that may be made to a health reimbursement account is $5,000.  The annual maximum to a dependent care reimbursement account is also $5,000. 

Reimbursement account information and application forms are available in the Human Resources Department.

----------------------