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.
Click on the company name to visit their Web site.
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.
GROUP LIFE – CIGNA
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
SUPPLEMENTAL LIFE – CIGNA
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
LONG TERM DISABILITY – CIGNA
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.
FLEXIBLE SPENDING ACCOUNTS –
Group Dynamics, Inc.
Saint Joseph’s College offers tax-exempt flexible spending
accounts 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.
HEALTH SAVINGS ACCOUNT (HSA) -
CIGNA and HSA Bank
An HSA or Health Savings Account is an account that you set up.
Both you and the College deposit pre-tax dollars into this account to
cover eligible expenses. The College will deposit $450 for singles and
$900 for family plans. It will also be used to deposit Wellness
incentive money for participants in this health plan. Unlike the HRA or
FSA, this is your personal account and can be used after you leave the
College. This account must be paired with a Qualified High Deductible
Health Plan (QHDHP). At SJC the qualified high deductible health plan is
our PPO ($3,000/$6,000 deductible) plan. This benefit is offered to
full time and part time (working at least 24 hours per week) employees.
Saint Joseph’s College offers an IRS Section 403(b) defined
contribution pension plan to regular full-time employees. After the
completion of a one-year waiting period, the College contributes the
equivalent of five percent (5%) of base salary to a VALIC retirement
account. Individual participation 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
tuition remission as a taxable benefit subject to Federal, State,
Social Security, and Medicare taxes charged to the sponsoring employee.
TUITION REMISSION PART-TIME NURSING CLINICAL FACULTY
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
EDUCATIONAL ASSISTANCE BENEFIT PLAN
Saint Joseph’s College has established this
Educational Assistance Benefit Plan for the exclusive benefit of its eligible
full-time faculty members in good standing. Tenured faculty in the Departments
of Business, and Communications, and non-tenured faculty in good standing in
the Department of Nursing who do not already have doctorate degrees are
eligible to participate in the Plan. The purpose of the plan is to provide
financial assistance to these eligible full-time faculty in meeting all or a portion
of the cost of attending qualified educational courses towards the completion
of a doctoral degree.
SOCIAL SECURITY AND MEDICARE
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.