Benefits

This description of benefits is abbreviated and subject to change. For complete eligibility requirements and limitations, refer to the Connecticut College Employee Handbook or the Information for Faculty (IFF) Handbook. (Both are available on CamelWeb, login required, under Documents/Policies) Additional information is available through the Office of Human Resources at 860-439-2085.

Anthem Transparency in Coverage Machine Readable Files

Medical/Dental

A choice between three Participating Provider Organization (PPO) medical plans (each includes prescription drug coverage, including mail-order for maintenance/long-term prescriptions), one Health Saver plan, and two dental insurance plans are available to benefits-eligible members and dependents at a nominal fee. Required premium contributions are made through payroll deductions on a pre-tax basis.

Medical Insurance - Anthem Blue Cross/Blue Shield of Connecticut

Basic Dental Insurance - Anthem Blue Cross/Blue Shield of Connecticut

• 100% coverage for diagnostic/preventive
• $50 annual deductible per covered dependent for basic procedures payable at 80%

Plus

• Same as Basic coverage, and
• Major procedures payable at 50%.
• Orthodontia procedures 50%/$2,000 lifetime max

Prescriptions - OptumRx 

• Retail: $10 generic drugs/$25 preferred brand-name drugs/$40 brand-name drugs
• Mail order (90 days supply): $20 generic drugs/$50 preferred brand-name drugs/$80 brand-name drugs

Flexible Spending Accounts

Benefits-eligible employees may elect to have tax-free payroll deductions for IRS-eligible medical expenses (not reimbursed by insurance) and/or dependent care costs set aside in a Flexible Spending Account (FSA).

Health Savings Account

Benefits eligible employees who enroll in the Health Saver PPO medical plan and have no other health coverage are eligible to enroll in a Health Savings Account (HSA).  The College will make monthly tax free contributions to enrolled employee's HSA based on the employee's annual earnings.  Enrolled employees may also elect to have tax free payroll deductions deposited into the HSA to pay for qualified health care expenditures.

Family Medical Leave Act (FMLA)

Employees who have completed one year of continuous service and have worked at least one thousand hours are eligible for family and medical leave.

Short Term Disability

Following one year of continuous service, an eligible employee is provided short term disability coverage for a personal illness-related absence. Through this plan an employee's benefits and compensation could continue for up to a period of 26 weeks.

Long Term Disability (LTD)

The first of the month following 90 days of continuous service, an eligible employee may enroll in the LTD plan. LTD provides continued coverage beyond a 26 week personal illness-related absence. The employee shares the premium cost with the College on a 50/50 basis.

Employee Assistance Program (EAP)

This program provides confidential, professional assistance to help employees and their families resolve problems that affect their personal lives or job performance. Telephone 1-800-252-4555 or visit www.HigherEdEAP.com

Workers' Compensation

Workers' Compensation insurance is provided by the College at no cost to the employee.

Retirement Plan - 403(b) Plan

After two years of continuous benefits-eligible service, the College will contribute an amount equal to 10% of a benefits-eligible employee's base salary to a retirement annuity through Teachers' Insurance and Annuity Association/College Retirement Equities Fund (TIAA) without a required employee contribution. Prior Service from an eligible institution may be counted toward service at the College.

A benefits-eligible employee may contribute to a Retirement Choice Plus Annuity (RCP) through TIAA immediately.

Emeriti Retiree Health Solutions Plan

The College will make contributions to an Emeriti health savings account for all employees who are age 40 or over with at least 2 years of continuous benefits-eligible service, for the purpose of alleviating the cost of future retiree medical expenses. There is no required employee match; however, employees may voluntarily contribute to this account on a post-tax basis. The College will cease making contributions on the earliest of the following: the date the College has made 25 years of contributions to your account, the date you cease employment at the College, or at your death. Upon retirement from the College, or termination of employment without having met the College's criteria for continued retiree health coverage, monies accumulated in this account may be used for reimbursement of qualified out-of-pocket medical expenses. This account is portable and may be taken with the individual to a new employer. If the individual dies, this account may be used by the surviving IRS eligible dependent(s) for medical related expenses.

Vacation Days

Hourly and salaried staff members accrue vacation days on a monthly basis not to exceed a maximum of 25 days in a 12-month period. The number of vacation days are pro-rated for part-time or academic-year employees.

Faculty do not "accrue" vacation and sick days.

Sick Days

An hourly or salaried staff member working 1,000 hours or more per year will accrue, on a monthly basis, a maximum of 10 sick days per year up to a maximum of 120 days.

Study Privileges

After one year of continuous service, an employee, employee's spouse or eligible dependent child may apply as a Special Day Student and if accepted take a maximum of three Connecticut College courses per fiscal year (pro-rated for part-time employees) at the expense of the College.

After one year of continuous service, a full-time employee may take undergraduate/graduate courses elsewhere with an annual fiscal year reimbursement of tuition costs from the College up to $1,000.

Education Benefit (Dependent Child)

For employees hired on or after July 2, 2010:  After completion of seven years of continuous service, an eligible dependent child of an employee is entitled to receive up to 25% of any degree-granting accredited institution's tuition up to a maximum of 25% of Connecticut College's tuition costs, pro-rated for part-time employees.