The following is an outline of the array of benefits provided by Saint Joseph’s College to its employees. For more detailed information, you may call Heidi Jacques at extension 7756.

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The College provides medical insurance to employees and their immediate family. Coverage is contributory; full time employees share the cost of the premium and regular part-time administrative staff (working at least 24 hours per week) pay the full group premium.

DENTAL –  Delta Dental
The College provides dental insurance to employees and their immediate family. Coverage is contributory; full time employees share the cost of the premium and regular part-time administrative staff (working at least 24 hours per week) pay the full group premium.

The benefit is a $25,000 term life insurance policy carried in the employee’s name. Coverage is non-contributory (the total premium is paid for by the College) for full time employees. Regular part-time administrative staff (working at least 24 hours per week) may elect this coverage and pay the full group premium. The basic coverage also has an AD&D rider that may increase the benefit if there is an accidental death or dismemberment

Full time and regular administrative staff may elect supplemental life insurance coverage in $10,000 increments up to five times their basic annual earnings rounded to the next higher $10,000, to a maximum of $500,000. At time of hire any amounts below $150,000 are guaranteed but amounts above that are subject to satisfactory evidence of insurability.  Please see the detailed page under Benefit Enrollment for more extensive explanations of this benefit and other coverage options

The College’s Disability Insurance Plan covers regular, full-time employees. The three plans available have a 180-day waiting period. They provide 40% or 50% or 60% of basic monthly earnings to a maximum benefit of $10,000 per month based on plan elected.

Saint Joseph’s College offers tax-exempt flexible spending accounts (FSA) for dependent care and medical reimbursement. These accounts allow full and regular part time (working at least 24 hours per week) employees to put money aside pre-tax to pay for eligible expenses.

An HSA or HealthSavings Account is an account that an employee can set up to cover qualified health care expenses.Unlike the FSA (Flexible Spending Account), this is a personal account and can be used after the employee leavesthe College. This account must be paired with a Qualified High DeductibleHealth Plan (QHDHP).  At SJC the qualified high deductible health plansare the CIGNA OAP with HSA.  Employees can contribute tothis account on a pre-tax basis. The IRS sets annual maximums for contributionsto these accounts (

Saint Joseph’s College offers an IRS Section 403(b) defined contribution pension plan to regular full-time employees. The College discretionary contribution begins after a one-year waiting period of full-time employment.

The College has instituted an auto-enrollment deduction for new regular full-time benefit-eligible employees.  This auto-enrollment began as of July 1, 2017 and is the equivalent of 3% of the employee’s regular salary.

Individual participation beyond the auto-enrollment amount is voluntary and available to all employees at any time. The amount that an employee may choose to contribute individually is subject to a maximum exclusion allowance calculation pursuant to IRS guidelines (

After a six month waiting period, full-time employees are eligible for tuition remission. The equivalent of four courses per academic year may be taken, but no more than one course per traditional academic semester. These can be undergraduate and/or graduate courses.  Undergraduate tuition is tax exempt.  Beginning in 2012 graduate tuition remission is tax exempt up to $5250 per calendar year.  Graduate tuition remission amounts above $5250 in a calendar year are subject to federal and state taxes.

After a one year waiting period, IRS eligible dependents and/or the spouse of full-time employees are eligible for:

  • undergraduate tuition remission as a tax-free benefit to the sponsoring employee
  • graduate tuition remission as a taxable benefit subject to Federal, State, Social Security, and Medicare taxes charged to the sponsoring employee.

Saint Joseph’s College offers a tuition remission benefit to eligible part-time clinical nursing instructors for classes taken in the Masters of Science in Nursing Program. Part-time clinical nursing faculty are eligible to take the equivalent of two courses in the Master’s of Science in Nursing Program for each clinical taught with a maximum of four per academic year. Graduate tuition remission is a taxable benefit for amounts over $5250 in a calendar year.

The College is a member of two national scholarship exchange programs for institutions of higher education: the Tuition Exchange Inc. (TE) and the Council of Independent Colleges (CIC). Through these organizations tuition reimbursement for the dependent children of full time college employees is available at over 500 colleges, most of which are private.

Saint Joseph’s College has established thisEducational Assistance Benefit Plan for the exclusive benefit of its eligiblefull-time faculty members in good standing. Tenured faculty in the Departmentsof Business, and Communications, and non-tenured faculty in good standing inthe Department of Nursing who do not already have doctorate degrees areeligible to participate in the Plan. The purpose of the plan is to providefinancial assistance to these eligible full-time faculty in meeting all or a portionof the cost of attending qualified educational courses towards the completionof a doctoral degree.

With few exceptions, which are explained to the individuals to whom they apply, both Saint Joseph’s College and each employee pay an equal amount of tax for Social Security and Medicare as defined by the Federal Insurance Contributions Act (FICA).

Unemployment compensation coverage is provided as required by the State of Maine.

The Maine Worker’s Compensation Act protects employees against accidental injury and/or illness occurring in or arising out of the workplace. This benefit covers medical expenses incurred as a result of the injury and lost time.

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