Subject to all applicable waiting periods, active, full-time employees are eligible to participate in their choice of health plans effective the first day of their first full month of employment. The percentage paid by the College is subject to change by the College at its discretion, and varies depending upon the benefit plan. Children of employees are eligible under the plan up to age 19. If the child is certified as a full-time student, he or she may be covered up to graduation or age 23, which ever comes first. A change in an employee's choice of health insurance plan may be made at the annual open enrollment period or at the time of an IRS qualifying event.
The design of the College’s health plans is reviewed annually and is subject to change by the College. Costs are also subject to provider rate setting. Coverage, co-payments, deductibles, and out-of-pocket expenses are outlined in the benefit booklets supplied to participants annually.
It is the responsibility of each employee to immediately advise the Office of Human Resources of any change in information that may affect an employee’s benefits including name, address, marital status, number of dependents, or beneficiary.
Traditional (Indemnity)
The College's Traditional indemnity plan
provides coverage for hospital, medical- surgical services, and major medical
benefits. There is a $250 single/$750 family deductible for major medical
benefits. The prescription plan includes a $50 deductible for retail services
and 20% coinsurance. Mail-order prescription services carry no deductible and
an $18 co-pay per prescription. Coverage, co-payments, deductibles and
out-of-pocket expenses are outlined in the benefit booklets supplied to
participants annually. The plan also includes a vision benefit.
PPO (Preferred Provider Organization) and
HRA
The PPO plan is designed to offer members
maximum freedom of choice. Members can receive services from any
participating Blue Cross provider, since the program offers both in-network
and out-of-network benefit levels. The program features comprehensive
coverage for hospital, medical and surgical services, a vision plan, a
prescription plan, and coverage for adult and pediatric preventative
services. The plan carries a $1000 individual deductible and $2000 family
deductible, however, the college contributes $1000 for individuals and $1500
or families per year to a Health Reimbursement Account (HRA). The funds in
the HRA are available for reimbursement to the employee for the deductible
costs incurred. Coverage, co-payments,
deductibles and out-of-pocket expenses are outlined in the benefit booklets
supplied to participants annually.
Keystone Health Plan Central HMO
This managed care plan requires the selection
of a primary care physician from the list of participating doctors. To
receive coverage, participants must have a prior referral form from their
primary care physician for all non-emergency services and any necessary
follow-up. This plan features a vision plan, well baby care and routine
physicals exams as well as a prescription plan.
One free-standing dental plan is available to all full-time employees through payroll deduction, regardless of your choice of health insurance.
Concordia Select
Concordia Select
is a comprehensive dental plan that offers members an increasing level of
benefits over a three period.
Note: All of the employee
contributions for health and dental plans are deducted on a pre-tax basis
in accordance with the College’s Section 125 plan.
This option provides a means for Cedar Crest College employees to pay for unreimbersable medical, dental, vision or dependent care expenses on a pre-tax basis. Open enrollment is held in November for the next calendar year.
The group term life insurance benefit covers all full-time employees effective the first day of their first full month of employment. The amount of insurance is based on twice the amount of your annual salary. The plan includes dependent coverage for spouses in the amount of $10,000 and children under the age of 19 (age 23, if a full-time student) in an amount up to $5,000, based on age. Also included in this policy is Accidental Death and Dismemberment Insurance. This coverage provides additional protection in the event of a dismembering injury or accidental death while insured.
All full-time employees who have been employed for one year are covered by long-term disability insurance. The plan provides a monthly income benefit, which is equal to 60% of monthly base salary, not to exceed $6,000 per month, less any benefits payable from Social Security or Worker’s Compensation. The elimination period (consecutive days of disability for which no benefits are payable) for this benefit is 180 days. If an employee has had disability coverage with another employer for a full year prior to employment with Cedar Crest College, the enrollment waiting period will be waived. Proof of previous coverage must be provided to the Office of Human Resources. The maximum benefit period is to age 65, but if the employee becomes disabled over age 60, the maximum benefit period will be 60 months.
If the disabled employee has ten years of continuous service with the College, Cedar Crest will continue to pay the College contribution toward the employee’s health insurance premium. This benefit continues until return to work, retirement at age 65 or until no longer disabled.
If the disabled employee has less than ten years of service, the individual is offered COBRA coverage. When COBRA benefits expire the individual may elect non-group coverage.
Retirement Annuity (RA)
Employees who have been
employed by the College for two years and who work a minimum of 1,000 hours
per year are eligible to participate in this 403(b) plan. The TIAA/CREF (Teachers Insurance and Annuity Association/College
Retirement Equities Fund) Retirement Plan requires a 5% employee contribution
through payroll reduction in order to receive the College’s 6% contribution. If a new employee has a 403(b) account from service at another
institution of higher education, that employee is eligible for immediate
enrollment in the plan.
Supplemental Retirement Annuity (SRA)
Employees wishing to invest
pre-tax earnings prior to being eligible for the Retirement Plan, or in amounts
in excess of the 5% required for the Retirement Plan, may wish to open a
TIAA/CREF SRA. Contributions are on a voluntary basis through a salary reduction
agreement. The College makes
no contribution to this plan. All full-time employees are eligible to take advantage of this option as
of their date of employment. Participants may choose to change their combined RA and SRA election up to
an amount governed by the statutory limit.
Cedar
Crest College
Full-time employees who
have successfully completed their orientation and training period, and their
spouses, will receive tuition reimbursement at Cedar Crest College for any
courses for which they are eligible, for credit or non-credit, subject to
space availability. Employees
and their spouses must first complete a Tuition Remission Eligibility Form
and have it approved by Human Resources prior to registration and also pay
applicable fees. During working
hours, employees are limited to one course per semester. The scheduling of the one course must meet with the approval
of the employee's immediate supervisor and arrangements must be made for
the make-up of lost work hours. Experiential Learning Credit is also eligible for tuition remission, however,
any fees incurred to receive the credit will be the responsibility of the
employee.
Full-time employees who have been employed by the College for two years or more may enroll their dependent daughters, who have completed high school and who qualify for admission at Cedar Crest College. Dependent sons are eligible for programs on the same basis males are admitted to the College. As stated above, employees must first complete a Tuition Remission Eligibility Form and have it approved by Human Resources prior to registration and also pay applicable fees. Please contact the Admissions Office or Center for Lifelong Learning for more information. Dependents include natural and legally adopted children, under age 25. Stepchildren under age 25, claimed as dependents by the employee, will qualify under the tuition program as well.
Part-time employees of the College may audit one Cedar Crest course per semester free of charge subject to space availability. The employee will not be paid for the hours spent attending class. If the class meets during the employee's regular working hours, the scheduling must be approved in advance by the supervisor and arrangements must be made for the make-up of lost work hours.
Council of Independent Colleges (CIC)
The College belongs to
the Council of Independent Colleges Tuition Exchange Program. Dependent children under age 25 of full-time employees who
have been employed by the college for two years are eligible. Please contact the Vice President for Enrollment and Advancement
for more information.
Lehigh Valley Association of Independent Colleges (LVAIC)
A
full-time employee or spouse of Cedar Crest College may enroll in two undergraduate
courses each semester at any LVAIC institution tuition-free subject to space
availability. Any special fees normally charged by the host institution
to its employees or their spouses will also be charged to employees or their
spouses of the other member institutions. This policy does not apply
to courses offered in a January or Winter Sessions or to the Muhlenberg College
Accelerated Degree Completion Program. Employees only, are permitted
to cross register for a maximum of two courses for the entire summer period.
All normal exclusions and procedures of the fall/spring terms are applicable,
and are expanded to exclude designated programs, such as off-campus field
experiences, study abroad, and any other program identified by the host institutions.
Summer cross-registration is not available to spouses of employees.
Colleges included in the Association are Muhlenberg College, DeSales University,
Lafayette College, Moravian College, Lehigh University and Cedar Crest College.
Please contact Cedar Crest College’s Registrar’s Office for the appropriate
registration forms.
All College employees are covered under the Pennsylvania State Worker’s Compensation Law for any injury or illness that may occur while on the job. Each College employee is entitled to coverage of medical expenses as well as compensation. Any injury received during the performance of duties, no matter how slight, must be reported immediately to the employee's supervisor, who in turn, will file a report with the Office of Human Resources. All premiums are paid by the College and benefits are paid in accordance with the Pennsylvania State Worker’s Compensation Law. Contact Human Resources for the College’s current panel of doctors to be used in Worker’s Compensation cases.
In accordance with the Family and Medical Leave Act of 1993, employees who work over 1250 hours per year and who have been employed by the College for over a year may take up to 12 weeks of unpaid leave each year for the birth or adoption of a child or for serious illness of the employee or immediate family members. Health insurance coverage will be continued at the same level and cost as before the leave. Employees taking such leaves will be reinstated to the same or equivalent positions upon their return, with no loss of pay, accrued benefits, or seniority.
updated :March 4, 2008
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