2.14 BENEFITS
2.14.1 Statutory Benefits
2.14.1.1 Social Security
The Social Security Act of 1935 is the basic federal social welfare legislation in the United States. During working years employees and their employers pay equal shares of Social Security taxes which are placed in special trust funds. When earnings stop because the worker retires, dies or becomes disabled, monthly cash benefits are paid to replace part of the earnings the worker's family has lost. In compliance with the law Juniata College withholds the tax from each employee's salary, matches his or her payment, and sends the combined amount to the Internal Revenue Service.
2.14.1.2 Workers' Compensation
In compliance with the Pennsylvania Workers' Compensation Act, Juniata College is insured to provide disability and medical benefits to an employee who incurs a work-related injury or illness. Work-related injuries and illnesses should be reported at once to the employee's supervisor, and arrangements must be made immediately with the Business Office to file the necessary claim forms with the insurance company.
2.14.1.3 Unemployment Compensation
Unemployment Compensation assures benefits to an eligible former employee during any period when, through no fault of the employee, s/he becomes unemployed.
2.14.2 Carrier Benefits
The benefits (summarized below) available to regular, full-time faculty are administered by the Office of the Vice President for Financial Affairs and Director of Personnel Services and are determined by the Board of Trustees. Details of each program are provided to all participants at the time of initial appointment; copies of current descriptive booklets are available from the Director of Personnel Services. Questions regarding specific claims should be addressed to the Business Office Assistant. While the following summaries are intended to generally described the nature of the coverages, specific actual benefits are identified in the respective booklets and policies.
2.14.2.1 Medical Care Plan
The College provides a base plan and major medical plan with Blue Cross and Blue Shield to eligible employees with the following features:
- 100% of eligible hospital inpatient charges up to 365 benefit days, 30 days per 12 consecutive months for psychiatric care and 90 days per lifetime for drug abuse rehabilitation. Four admissions per lifetime are permitted for detoxification for alcohol abuse.
- Out-patient hospital benefits are paid in full including surgical care, chemotherapy, radiation therapy and diagnostic services. Emergency accident and emergency medical are covered in full if services are rendered within 48 hours of accident or emergency.
- Blue Shield participating physicians agree to accept the Blue Shield reimbursement as payment-in-full. If services are received at a non-participating physician, the patient is responsible for the difference between the Blue Shield reimbursement and the physician's actual charge.
- Major medical benefits provide eligible services not covered by Blue Cross and Blue Shield benefits. The patient is responsible for paying a calendar year deductible of $ 250. Once the deductible is satisfied, Major Medical will reimburse 80% of the first $2,000 of Usual Customary and Reasonable charge for eligible expenses for the remainder of the calendar year. Major Medical pays 100% of all eligible charges in excess of the first $ 2,000. This benefit has a lifetime maximum of $ 1,000,000.
- For in-patient hospitalization, Pre-Admission Certification must be completed in order to receive the maximum benefit for the hospital stay, and for specified procedures, second opinion pre-certification is required.
For persons electing dependent coverage, the employee will contribute 20%of the monthly dependent premium.
These premiums can be contributed on a pre-tax basis through a Section 125 Premium Conversion Plan.
2.14.2.2 Disability Income Protection
The College currently provides a total disability income protection policy. Eligible employees will be covered after one year of employment, but those who have been included in a disability policy with the same carrier at their last place of employment are covered immediately. The plan provides the benefits described below, which begin on the first of the month following six consecutive months of total disability.
- A monthly income benefit which, including income benefits payable from Social Security and Workers' Compensation, replaces part of the salary lost due to the disability.
- A monthly annuity premium benefit, for those participating in the College's retirement program, which is equivalent to the amount being paid to the TIAA/CREF Annuity of a faculty member as of the date the disability began.
The carrier will initiate requests for medical statements, physical examinations, or other information required in the evaluation of each case upon receipt of the application for benefits.
2.14.2.3 Life Insurance
- The college covers each eligible employee with $ 20,000 basic term life insurance.
- The College will pay one-half of the cost of voluntary supplemental term insurance coverage on each eligible employee subject to the limitation that the combination of the basic ($20,000) and employee supplemental coverage not exceed twice the employee's regular annual wages.
For eligible employees age 65, but less than 70, the basic term life and voluntary supplemental term life coverages will be reduced to 65% of their respective base amounts.
2.14.2.4 Accidental Death and Dismemberment
- The College covers each eligible employee with $ 20,000 accidental death and dismemberment insurance under a double indemnity feature on the basic term life insurance described in Section 2.14.2.3.A.
- The College covers each eligible employee with $ 10,000 accidental death and dismemberment insurance in addition to the coverage described in Section 2.14.2.4.A above.
- A voluntary supplemental plan permits eligible employees to purchase additional accidental death and dismemberment insurance in principal amounts from $ 10,000 to $250,000 with the further option of providing percentage coverage thereof for spouse and children. This voluntary plan is offered in addition to the coverages described in Sections 2.14.2.4.A and 2.14.2.4.B above.
2.14.2.5 Retirement Programs
The retirement programs available to regular, full-time faculty are administered by the Vice President for Financial Affairs and the Director of Personnel Services. While the following summaries briefly describe the various programs, their actual terms--including all special conditions and limitations--are stated in the retirement documents.
2.14.2.5.1 Regular Retirement Plan
The College currently provides a retirement plan through the Teachers Insurance and Annuity Association (TIAA), and the College Retirement Equities Fund (CREF). Eligible employees may participate in the TIAA/CREF plan after one year of service at Juniata, and must enroll by age 30 if the service requirement has been met. Persons bringing a TIAA/CREF contract from their previous employment are eligible to participate immediately. Individuals contribute 5% of their salary, which is deducted from the monthly paycheck, and the college contributes 10%. Any participant leaving the College retains full equity in his or her policy, and may continue contributions thereafter on a personal basis. Each individual participating in TIAA/CREF determines the percentage allocation of the contribution between the two; this allocation may be changed at any time.
2.14.2.5.2 Tax-Deferred Annuity
It is permissible under the Internal Revenue Code for eligible employees to arrange with the College for their salary to be reduced by 5%. The equivalent of the participant's contribution to the retirement plan will then be paid by the College along with the College's 10% share. Under this method, the same amount would be sent to TIAA/CREF for the annuity contract each month, but the employee's current take-home pay would be somewhat larger because taxation of the 5% salary reduction would be deferred until retirement. It is possible to voluntarily reduce the salary by more than 5% in order to increase further the tax deferred portion of compensation up to a limit specified by the IRS. All salary reduction amounts are subject to state and local taxation.
In addition to the regular retirement and tax-deferred annuity programs described above, it is possible for eligible employees to contribute to an annuity contract known as a Supplemental Retirement Annuity (SRA). The SRA is especially designed for use by persons who want to set aside tax-deferred retirement funds over and above amounts being accumulated under the mandatory retirement plan. Under certain conditions, a partial withdrawal of the accumulated value, less administrative charges, can be made prior to retirement. The amount contributed to an SRA and other tax-deferred annuities described above must not exceed the limitations set by the Internal Revenue code.
The Director of Personnel Services will provide individualized information about these limitations upon request. SRAs are fully-owned by the employee and provide the same choice of lifetime annuity income and death benefit options as the regular plan, but there may be a higher expense charge because of the cost of administering their additional features.
2.14.2.6 Liability Insurance
The College carries two kinds of liability insurance of interest to the Faculty. While the sections below briefly describe the coverages, the actual terms of the policies--including all special conditions and limitations--are as stated in the policy documents.
2.14.2.6.1 General Liability Coverage
General Liability Coverage protects the College against liability for bodily injury or property damage caused by an occurrence arising out of ownership, maintenance or use of all premises and operations of the College. The contract has been endorsed to include teachers liability. The aggregate limit for this policy is currently $1,000,000. In addition, a blanket excess policy provides an excess limit of $10,000,000 over the underlying policy just described. This protection is on an occurrence basis and applies anywhere in the world.
2.14.2.6.2 Trustees and Personnel Liability
Trustees and Personnel Liability applies to trustees, officers, personnel, employees, and volunteers of the College for a wrongful act, as defined in the policy, while acting in their individual or collective capacities. The current limit of liability for this policy is $5,000,000.
2.14.3 Institutional Benefits
The benefits summarized below are available to regular, full-time faculty and are subject to review and alteration by the Board of Trustees.
2.14.3.1 Admission to Athletic Events
Faculty members, their spouses and their dependent children may be admitted to athletic events free of charge (except for specially designated NCAA and other post-season or tournament play). Since it may be impossible to identify accompanied children, the presentation of an I.D. card is essential to avoid admission charges. Also, in order to take advantage of this benefit, the faculty member should obtain I.D. cards for him/herself and all family members for presentation for admission to athletic events. These cards are available in the Athletic Director's Office, Kennedy Sports+Recreation Center.
Faculty members who desire reserved season tickets for football games pay the difference between the general admission and reserved season prices for these seats.
2.14.3.2 Artist's Series and Cultural Events
One ticket for the College Artist Series may be purchased by eligible faculty at a reduced price.
2.14.3.3 Bookstore Discount
A 10% discount is available for purchases made at the College Bookstore.
2.14.3.4 Educational Assistance
ASSISTANCE IN THE EDUCATION OF EMPLOYEES AND DEPENDENTS
- Eligibility
Full-time employees, spouses, and dependent, unmarried, and natural or legally adopted children of full-time employees of Juniata College shall be eligible for educational assistance programs as listed below. For purposes of this policy, a dependent child is defined as one who is claimed on the current IRS form as a dependent. A copy of the current form may be required. Some programs have specific eligibility requirements which are listed with the program description.
Dependents of deceased employees, who have satisfied all other criteria and who had been employed at Juniata for ten years or more, are eligible for Juniata College grants. - Programs
- Tuition Grants for Dependents
According to the following schedule, tuition grants to attend Juniata College on a full-time basis are available for eligible dependents.
Consecutive Years of Employment Completed Amount of Grant 1 1/3 non-resident general fee less $ 100 2 2/3 non-resident general fee less $ 100 3 Non-resident general fee less $ 100 The consecutive employment requirement is waived for spouses of employees and for dependents taking courses as part-time students.
Dependents who are not matriculated as full-time students may take two courses per semester during the regular session, summer session, or continuing education courses without tuition charge on a space available basis.
- Tuition Exchange Programs
Scholarships through the Tuition Exchange program, the Brethren Colleges Exchange program, and the Council for Independent Colleges (CIC) Tuition Exchange program are available to eligible dependent children of employees who have completed three consecutive years of service to Juniata College.
- Special Tuition Grants
Dependents of employees who began employment before June 30, 1976 shall be eligible to attend another accredited post- secondary education institution as full-time students with a tuition grant of $ 2,900 per year. This program will be discontinued when eligible children of employees covered under this special provision are no longer dependents.
- Tuition Grants for Employees
Employees may take one course per semester, summer session, or a continuing education course without tuition charge on a space available basis. Employees must have the approval of their supervisor and the Director of Personnel Services in order to take courses during working hours. Working time must be made up unless the course is "job related" as determined by the immediate supervisor and the Director of Personnel Services.
- Tuition Grants for Early Childhood Education Center
Grants for one-half tuition are available for eligible dependents to attend the Early Childhood Education Center. For purposes of this grant, a dependent child is defined as one who is claimed on the employee's current IRS dependency form or one of whom the employee has full or shared custody.
- Tuition Grants for Dependents
- Qualifications
- Regular registration procedures should be followed and the student must meet admission requirements.
- Good academic standing must be maintained for continuation of the grant.
- Restrictions/Limitations
- All tuition grants, whether exchange, Juniata grants or a combination, are available for a maximum of four regular academic years' matriculation up to a maximum of 128 attempted credit hours.
- Tuition grant/tuition exchange scholarships are not available for study abroad programs.
- Grants apply exclusively to tuition charges. They do not apply to other fees such as laboratory, matriculation, etc.
- Application may be made for non-Juniata aid through the Office of Student Financial Planning. However, any combination of employee tuition grants and other Juniata awards cannot exceed tuition.
- Tuition grants are not available for Credit by Exam, Independent Studies or private lessons in music.
- Employees and dependents will not be counted as paying students for the purpose of determining whether or not a course has a sufficient number of students for the course to be offered.
- There is no guarantee that there are tuition exchange placement positions available in any given academic year, either from the point of view of the importing (host) institution or from the point of view of the number of export positions for which Juniata qualifies. The awarding of scholarships shall be determined yearly on the basis of employee seniority.
A family will ordinarily be limited to a maximum of four years participation in an exchange program. However, if Juniata qualifies for an excessive number of exports in any given year, exceptions may be made. Families who have already received four or more years of benefits will be given last priority, independent of seniority. This limitation may not apply to all exchange programs. - Tuition grants do not apply to spouses or children of visiting professors or to one-year replacements of regular faculty on leave.
- Procedures
- Information about all educational assistance programs, as well as lists of participating exchange institutions, is available from the Director of Personnel Services, who administers the programs.
- The employee should notify the Director of Personnel Services by November 1 of the student's intention to matriculate at Juniata or elsewhere in the immediately following academic year.
- For employees and dependents attending Juniata College, the grant will be applied to the student account upon submission of the employee's tuition grant request form to the Office of Personnel Services prior to the beginning of the semester. If this form is not completed, the student will be billed for the tuition.
- Payment of Special Tuition Grant will be made directly to the receiving institution upon presentation of the term or semester billing to the Director of Personnel Services.
- Applications for exchange scholarships should be submitted to the Director of Personnel Services no later than November 1 of the year preceding expected enrollment. Persons whomiss the November 1 deadline will receive last consideration for exchange scholarships regardless of seniority.
- The final decision on the awarding of exchange scholarships during a year of limitations is made by the Director of Personnel Services in consultation with the President.
The foregoing policies are subject to review and change by the Board of Trustees of Juniata College at any of its regular meetings.
Approved by Executive Committee of the Board of Trustees 10/16/93.