SECTION 6
BENEFITS
Colorado College offers a comprehensive benefit package to regular full time and part time staff. Both the College and the staff member contribute toward the cost of the benefit program. The College's contribution is valued at approximately 29% of an individual's base salary. Benefits are administered by Human Resources and specific questions related to eligibility, coverage, claims, and premiums should be directed to them.
Insurance coverage begins on the first of the month following or coincident with the date of hire, and ends on the last day of the month in which a staff member terminates or cancels coverage. Premiums are paid monthly by payroll deduction.
Upon employment and during open enrollment, staff are provided with comprehensive descriptions of each benefit program in the form of a Summary Plan Description (SPD).
In May of each year the College notifies staff of changes to the current benefit programs and offers an open enrollment period so that staff can make changes to their benefit elections. Changes are effective for the new benefit plan year which begins July 1 of each year through June 30th of the following year. Benefits may not be changed during the plan year unless the staff member experiences a change in family status such as marriage, divorce, birth, death, emancipation of a child or a change in job status (reduction in hours, loss of employment by a spouse, retirement).
6.2 BENEFIT SUMMARY - THIRD PARTY
The following is a brief summary of benefits offered by the College through a third party. More information is provided in the SPD which is available from Human Resources.
6.2.1 Business Travel Accident Insurance
The College provides a group travel accident insurance plan through the Hartford Insurance Company for all support staff who work at least 30 hours/week while they are off campus on business for the College. The plan covers accidental death and dismemberment only. The benefit for accidental is $25,000 per person with an aggregate limit of $500,000 when more than three insured persons are involved in one accident. Insured persons have 24 hour accident protection while on a business trip, inside or outside the city limits of Colorado Springs. The cost is paid by the College. An insured person may designate a beneficiary by written request; otherwise benefit payments will go to the insured's estate. For additional information contact Human Resources.
6.2.2 Dental Insurance
The College's dental insurance provider is Delta Dental. The level of paid benefits for dental services is determined by whether the dentist is part of the premier, preferred, or indemnity plan. The program includes an orthodontia benefit for dependent children. The College pays the premium for the single plan, staff pay the additional cost to cover family members.
6.2.3 Employee Assistance Program
EAP services are provided by Profile EAP, a division of Centura Health. The EAP provides confidential professional assessment, counseling, referral service for staff and dependents with personal problems (such as marital, family/parenting, drug/alcohol abuse, grief and loss, money management, depression, trauma, work related problems and stress). The cost for this benefit is paid by the College.
6.2.4 Flexible Spending and Pre-Tax Premium Program
Both programs are designed to save staff money by reducing their taxable income. With flexible spending accounts, you can set aside dollars that have not been taxed to use later to cover the cost of dependent child care or health related expenses that have not been covered by insurance.
The pre-tax premium program allows the College to deduct applicable insurance premiums from your monthly pay before your pay is taxed. The College's third party administrator for this benefit is Retirement Planning Services (RPS).
6.2.5 Health Insurance
The College offers a traditional PPO/Indemnity health insurance plan or an HMO option with PacifiCare Heath Systems, Inc. for staff and their family members.
The PPO/Indemnity option has a $250 per person $750 per family deductible. The Preferred Provider Option (PPO) means PacifiCare has contracted with quality providers throughout the community who provide services for which members receive a higher level of benefit (90% vs 80%). The HMO is designed with an emphasis on prevention and management of health care and encourages members to seek care early in an illness by offering affordable health care through a copayment structure. Members select a primary care physician who coordinates all health care and makes referrals to specialists as the need arises. The College pays 80% of the premium for staff and their families.
6.2.6 Life Insurance
Staff are eligible for term group life insurance through TIAA-CREF. The College provides coverage equal to one time their annual salary rounded to the next highest $1,000 at no cost to staff. Additional insurance may be purchased by staff in increments of one, two, three, four, or five times their annual base salary up to a maximum of $500,000.
Dependent life insurance is available for a spouse and/or children in the event of their deaths. Staff pay the total cost for this coverage.
6.2.7 Long Term Disability Insurance (LTD)
The LTD plan, underwritten by TIAA, provides income protection and continuation of retirement plan contributions in the event that a staff member becomes partially or totally disabled. The income benefit is 60% of your base salary and contributions into the retirement plan continue at the same levels as active staff. Premiums for LTD are paid by the staff member.
6.2.8 Personal Accident Insurance
Through the associated Colleges of the Midwest (ACM), the College offers Personal Accident Insurance. This voluntary program provides accidental death and dismemberment (AD&D) insurance for staff and their families. Coverage may be elected in multiples of $10,000, up to $500,000, not to exceed 10 times the annual salary. Staff pay the total cost for this coverage.
6.2.9 Retirement Program
Colorado College offers a defined contribution regular retirement plan to all staff who work 1000 hours or more a year. Staff become eligible the first of the month following twelve months of service. The program is mandatory for staff who are 30 years of age or older. The program is provided through Teachers Insurance and Annuities Association (TIAA) and College Retirement and Equities Fund (CREF). These annuities are fully funded with immediate 100% vesting of the College's contributions. Both the College and staff member contribute to the plan. During 1998/99, staff will contribute 5% of their base salary with matching contributions of 8.1% by the College. Staff select investment options for the contributions made to their retirement plan. (Upon retirement or termination, participants may take a cash contribution of up to 50% of their total accumulations if they are 55 years of age or older.)
In addition to the regular retirement annuity (RA), the College offers a Supplemental Retirement Annuity (SRA) for those staff who want to make additional voluntary contributions into their retirement plan. The SRA is very similar to an RA except there is greater flexibility with regard to withdrawals and loans since contributions are voluntary. For additional information about the retirement programs, staff should consult their Summary Plan Description or contact Human Resources.
6.2.10 Sick Child Care Program
The College is part of the Centura Health Pediatric Infirmary Program. The services are available at Penrose Hospital, 2215 North Cascade Avenue, Colorado Springs.
It is not necessary to pre-register your child, but it is necessary to call each time you plan to use the program, identifying yourself as a Colorado College employee. The cost of the program is reasonable and may be paid with cash or personal check on the day of service. The program will not take children with communicable diseases such as chicken pox, measles, or mumps, but will take children with flu and colds. The program is open 24 hours a day, seven days a week and is available to all College staff, and students. Please contact Penrose Hospital at 776-8877 or Human Resources for further details.
6.2.11 Social Security
All staff at Colorado College participate in the federal social security program which is designed to protect workers against the loss of income due to retirement, disability or death. The program also provides health insurance through Medicare. Both the College and staff contribute equal amounts as specified by law. This is a mandatory benefit, and additional information can be obtained at the local social security office or from Human Resources.
6.2.12 Unemployment Insurance
Certain staff who leave the College may be eligible to receive Unemployment Compensation under the Colorado Employment Security Act. For more information on eligibility and benefits, terminating staff should contact the Department of Labor, Unemployment Division.
6.2.13 Worker's Compensation
The College provides Workers' Compensation benefits which meet the state's mandatory requirements. If you suffer a work related injury or illness, you must follow the procedures listed below. These procedures outline steps you should take to ensure that you are protected and receive your full entitlement to benefits under the law.
General Procedures
1. Any job-related injury or illness must be reported to your supervisor and Human Resources immediately, but no later than two days from the date of injury or onset of illness. This requirement includes even those accidents that do not require medical treatment.
2. You must complete an employee accident report that can be obtained from Human Resources.
3. If you require medical attention, Human Resources will schedule an appointment for you with the College's designated medical provider. If necessary, the College will provide transportation to the medical provider. In an emergency, you will be transported to the nearest medical facility.
4. You will receive a medical evaluation and treatment for your injury or illness by an authorized treating physician. This physician will be responsible for coordinating all future medical treatment including the referral to a specialist if needed. The College's insurance covers the cost of all approved and authorized charges for medical treatment and lost time for work-related injuries and illnesses.
5. If you choose to go to a medical facility or physician other than the designated provider, you will be responsible for all medical charges.
6. At the end of each medical appointment, you will receive a Physician's Report that is to be returned to Human Resources and your supervisor immediately following your visit.
7. In cases where the treating physician recommends modified work activity for the injured individual, the College will make every effort to accommodate the work restrictions. Human Resources and the supervisor will work to find a reasonable accommodation.
8. The first three days of time off for an authorized work-related injury or illness are not covered under Workers' Compensation and may be charged against your accrued sick leave, vacation leave, or taken as leave without pay. Time lost after three days following the injury/accident is compensated under Workers' Compensation and will be paid at 66.66% of base salary by the College's insurance carrier.
9. If you return to work after medical treatment and/or time off and you continue to have problems as a result of your illness or injury, please notify your supervisor and Human Resources immediately so that further medical evaluation and treatment may be provided. Any time off that is not approved by your authorized treating physician will be applied to your accrued sick leave, vacation leave, or charged to leave without pay.
If you have any questions or concerns regarding a Workers' Compensation claim, please contact Human Resources.
6.2.13 COBRA
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA), as amended, requires the College to offer staff and their dependents (in certain circumstances) the opportunity for a temporary extension of medical, dental, vision, flex spending accounts, and Employee Assistance Program benefits at group rates, when coverage under these plans would otherwise end. The staff member is responsible for the total cost of the insurance plus a 2% administrative fee.
Staff and/or their dependents may continue coverage under the following circumstances for the length of time listed below:
Termination of employment | 18 months |
Reduction in hours | 18 months |
Staff member's disability | 29 months |
Death of the staff member | 36 months |
Divorce or legal separation | 36 months |
Loss of dependent status | 36 months |
6.3 BENEFIT SUMMARY - COLORADO COLLEGE
6.3.1 Death Benefit
If a full-time staff member with at least one year of service dies, while in the employ of the College, the College will pay a death benefit of six (6) full months' salary beyond the month of death to the surviving spouse, or if there is no surviving spouse, to the estate. The surviving spouse may designate other person(s) to receive the salary payment. The College also will pay the College's portion of the health insurance premiums on behalf of the dependents enrolled on the policy at the time of the employee's death for a period of six (6) months. Accumulated vacation time will also be paid to the surviving spouse or if no surviving spouse, to the estate.
6.3.2 Educational Programs
Tuition Remission
Dependent children of full-time staff are eligible for tuition remission for study at Colorado College, if admitted by the College's Admission Office. There is a one-year full-time service requirement for all staff hired prior to May 1, 1994 and a five-year full-time service requirement for staff hired on or after May 1, 1994. Prior full-time service at another accredited college or university may be counted toward the Colorado College service requirement. The Human Resources Office will determine staff eligibility for the programs. The Admission and Financial Aid Offices are available to assist with prospective students' questions.
Spouses of full-time staff may also be eligible for tuition remission at Colorado College. There is a one-year full-time service requirement but prior full-time service at another accredited college or university may be counted.
Full-time staff may also be eligible for tuition remission if their class attendance does not interfere with their normal job responsibilities. There is a five-year full-time service requirement but prior full-time service at another accredited college or university may be counted.
Retired or disabled staff who have completed 10 or more years of service at Colorado College may also be eligible for tuition remission.
Colorado College Tuition Remission
1. Dependent Children.
Dependent children of active full-time staff, of retired staff with 17 or more years of College service, and of deceased staff with 17 or more years of College service, are eligible to receive remission of tuition for up to a total of four years of undergraduate study or through the semester in which 32 credit units are completed, whichever comes first.
Remission of tuition beyond four years, beyond 32 units of credit, or beyond the bachelor's degree, may be recommended by the Admission and Financial Aid Committee and approved by the President.
Although dependent children do not pay tuition, they do pay appropriate student fees. Dependent children who are matriculated at other colleges may enroll in on-campus courses at Colorado College without payment of tuition.
2. Spouses.
Spouses of active full-time staff, spouses of retired staff with 17 or more years of College service, and surviving spouses of deceased staff with 17 or more years of College service are eligible for tuition remission equivalent to four blocks each year.
3. Full-time Staff.
Full-time staff whose class attendance does not interfere with their normal job responsibilities are eligible for tuition remission equivalent to four blocks each year.
4. Retired Staff.
All retired employees with 10 or more years of College service will be eligible for tuition remission equivalent to four blocks each year.
5. Disabled Staff.
All staff with 10 or more years of College service, who become permanently disabled during their employment at the College, are eligible for tuition remission equivalent to four blocks each year.
6. Fees.
Charges for courses requiring payment above regular tuition are not included as part of the College's tuition remission benefit.
7. Termination of Benefit.
If an individual's employment at Colorado College is terminated or if he/she resigns, the tuition remission benefit will cease at the end of the semester in which the termination or resignation occurred.
Associated Colleges of the Midwest (ACM) Tuition Exchange Program
Dependent children of active full-time staff, of retired staff with 17 or more years of College service and, of deceased staff with 17 or more years of College service, are eligible to apply for tuition remission at those Associated Colleges of the Midwest (ACM) schools which have an exchange agreement with Colorado College. The application is subject to the same requirements as the College's tuition remission program, and to the requirements of the ACM institution to which the student is applying. If an individual's employment at Colorado College is terminated or if he/she resigns, the tuition remission benefit will cease at the end of the semester in which the termination or resignation occurred.
Partial Tuition Payment
Dependent children of full-time employees who have had at least one year of full-time service at the College are eligible for a partial tuition payment of up to $500 per year for a total of four years of their attendance at an accredited undergraduate college other than Colorado College or another ACM school which has an exchange agreement with Colorado College. The $500 partial tuition payment will be sent directly to the college the dependent child is attending. No further payment will be made after an individual's employment at Colorado College is terminated or resign.
Tuition Assistance Program
The purpose of the tuition assistance program is to assist staff in obtaining education or training to increase competence in their present positions and/or prepare them for advancement within the College. This policy applies to full-time staff who have had at least one year of full-time service at the College.
The College will reimburse staff for tuition expenses for job-related courses taken at a business or technical school, or an accredited college or university. (Books, fees, travel expenses, etc. are not eligible for reimbursement.)
Applications for tuition assistance will be considered on a first-come, first-served basis by the Director of Human Resources and will be approved on the basis of:
- the educational program's relationship with the applicant's position, and
- the availability of funds within the limits of the College's budget.
- staff already participating in an education program will be given preference.
The maximum reimbursement will be the amount of the current in-state rate for comparable courses at the University of Colorado - Colorado Springs. If the per-credit rate at the institution the staff member is attending is less than the CU-CS rate, the College will pay the lesser amount. Individuals may receive tuition assistance for one course at a time, for a maximum of two courses per fiscal year.
Class attendance and completion of study assignments must be accomplished outside of the staff member's normal work hours.
The staff member must receive a grade of C or better in order to be reimbursed for any course.
Individuals who resign or are terminated prior to completion of a course will not receive tuition reimbursement, and if participating in the College's loan program, will be personally responsible for repayment to the College.
Individuals who drop a course prior to its completion will not be reimbursed for that course.
Tuition reimbursement will be offset by any scholarships, grants or aid from non-College sources. It is the staff member's responsibility to inform Human Resources of such reimbursements. Failure to do so may result in disqualification from the tuition assistance program.
Procedure:
A. Staff who want to participate in the program should complete an application form which can be obtained from Human Resources.
B. Prior to enrollment, the application for tuition assistance must be approved by the individual's immediate supervisor and the Director of Human Resources.
C. College loans are available to qualified staff who provide a copy of the approved tuition assistance application. Loan applications can be obtained in the College's Business Office. When a loan is approved, the College will make payments for tuition expenses directly to the educational institution.
D. Upon successful completion of a course, the staff member should provide the Director of Human Resources with receipts for paid tuition along with the school's official grade report.
E. The Human Resources Office will process approved reimbursement requests and request a check to either the staff or Colorado College's Student Loan Officer depending on whether the College or the staff paid the initial tuition assistance amount.
F. All tuition assistance records will be maintained by Human Resources.
6.3.3 Personal Automobile Insurance
When operating a personal vehicle on College business (i.e., on a reimbursable basis), the College's insurance does not cover physical damage to the vehicle. Any such damage is a personal responsibility and is presumed to be covered under the employee's existing auto insurance.