Health Insurance
The College offers two medical plans, a Point of Service (CCPPO) and a Managed Indemnity plan, both of which are administered by HealthAssurance. While the premium costs for the two plans are identical, the coverage and costs you incur are different. Both plans include a prescription drug plan.

Dental Insurance
The College offers two group dental plans through United Concordia. Benefit coverage differs depending on the schedule of benefits and whether the dentist utilized is participating (in-network) or non-participating (out-of-network). The full cost of coverage is paid by the employee.

Vision Insurance
Vision benefits are available through Vision Benefits of America (VBA). The plan offers reduced cost vision services for exams, glasses or contact lenses. While the highest level of coverage is provided when using the in-network providers, some coverage is provided when using non-network providers. Unlike the medical and dental plans, you must sign up for a 2-year period. The full cost of coverage is paid by the employee.

If elected, the health care benefits are effective the first of the month after your date of hire. However, if your date of hire is the first working day of the month then coverage is effective the first of the month in which you were hired. You pay for the premium costs using pre-tax dollars. You may opt for individual, two-party or family coverage for your spouse or eligible same sex domestic partner and dependent unmarried children less than age 19 (or up to age 25, if your dependent children are full-time students at an accredited college or university). Employees have the option of enrolling or changing their enrollment: 1) within the first 31 days of becoming a full-time employee, 2) through the open enrollment process which allows non-participating and participating eligible employees to enroll, change, or cancel coverage on July 1 of each year, or 3) when certain family status changes occur, such as the birth of a baby. Contact HR Services for further information.

Holidays
The College provides seven paid holidays and two floating holidays. The holidays are as follows: New Year’s Day, Memorial Day, Independence Day, Thanksgiving and the day after, and two days for Christmas. New employees are eligible for floating holidays as follows: two floating holidays if hired between 7/1 & 12/31 and one day if hired between 1/1 & 2/28. Historically, the College closes between Christmas and the New Year with pay and is open on Labor Day.

Flexible Spending Options
Health Care Expense Account for additional health care expenses such as co-payments, coinsurance or health related procedures not covered under your medical, dental or vision plans. You may reduce your salary on a pre-tax basis up to $5,000.00 into your Health Care Expense Account.
Dependent Care Expense Account for related dependent (child or adult) care expenses. You may reduce your salary on a pre-tax basis up to $5,000.00 or up to the total salary of the lowest paid spouse (whichever is less) into your Dependent Care Expense Account.

Retirement
Defined Contribution Retirement Plan
Dickinson College participates in a retirement program underwritten by Teacher’s Insurance and Annuity Association and College Retirement Equities Fund (TIAA-CREF), Fidelity Investments, or a combination of both. Eligibility occurs following the completion of one year of full-time service with the College. After the one-year waiting period, Dickinson College contributes an amount equal to 6% of your base salary. The one-year waiting period is waived for persons presently employed (meaning you are employed now and in that organization’s retirement plan) coming to Dickinson with an active, 100% vested and qualified retirement plan. The waiver was established so that candidates presently employed, in a retirement plan and 100% vested would not lose retirement benefits when they choose to join Dickinson.
Tax Deferred Annuity Plan
In addition to the retirement plan, employees are eligible to participate in the Dickinson College Tax Deferred Annuity Plan (TDA) in accordance with Sections 402(g), 403(b), and 415 of the Internal Revenue Code effective from your date of employment. In this plan you can elect to reduce your salary on a pre-tax basis and contribute that amount into a federal tax-deferred plan with either TIAA-CREF or Fidelity Investments. The IRS limits the maximum amount you can put into a tax-deferred 403(b) retirement plan in any given year. See insert for current IRS maximums. All benefits arising from these contributions are immediately and fully vested.

Emeriti
The Emeriti Program is a tax advantaged way to invest and accumulate assets during working years to help meet health care expenses during retirement. The College contributes on behalf of eligible employees age 35 and older with one year of service. See insert for current employer contribution amounts. Employees age 21 and older may also make voluntary contributions on an after-tax basis (no maximum applies).

Life Insurance
A group life insurance plan which is fully financed by the College is also provided. This plan provides Term Life insurance, Accidental Death, and Dismemberment at a variable percentage of salary.

Long -Term Disability
Long-term disability coverage is also provided and is fully financed by the College. Benefit payment coverage begins on the seventh month of disability, subject to verification and determination by the insurance carrier. Benefits amount to 60% of your monthly salary. Included as an offset in any monthly payments are the following: primary Social Security benefits, Worker’s Compensation, veteran’s benefits and other related disability coverage.

Employee Assistance Program
Through the use of professional counselors, the Employee Assistance Program (EAP) provides confidential advice and counseling on personal matters. The EAP staff can assist you and your eligible dependents with problems including those related to marriage, parenting, substance abuse, or the death of a loved one. You and your eligible dependents may each have up to three visits per calendar year with an EAP counselor provided at the College’s expense. This service is completely confidential. Information will not be shared without your knowledge and signed release.

Health Advocate
Health Advocate is separate from our medical insurance provider. The registered nurses and doctors who staff Health Advocate understand the intricacies of the healthcare system and will help you and your family members navigate through it at no additional cost to you. They are familiar with our health care plans and will guide you to the best, most efficient and effective solutions to health care issues. Their services are available to you, your spouse or same sex domestic partner, children, parents and spouse’s parents. Some of their services are: Find/schedule appointments with the best/appropriate doctors and hospitals; locate/research current treatments for a medical condition; locate/navigate eldercare services; communicate/coordinate benefits between physicians and insurance companies; secure second opinions to help provide peace of mind; assist with correcting billing mistakes; and assist in identifying alternative coverage options.

Tuition Remission/Tuition Exchange
Tuition Remission at Dickinson is available to you after one year of employment and for your spouse and your dependent children according to the following schedule. After 12 months of employment, one-third tuition; after 24 months of employment, two-thirds tuition; and after 36 months of employment, full tuition. Tuition remission is limited to a maximum of 32 courses (eight semesters and one summer or the equivalent in part-time study) and does not apply for course work taken after completion of the minimum requirements for a bachelor’s degree.

Tuition Exchange is a grant program for children of faculty and staff employed at over 500 participating institutions. The Tuition Exchange, Inc., a non-profit association, serves higher education by making careers at colleges and universities more attractive. The program allows dependents of eligible employees (one year waiting period as a full-time employee) an opportunity to earn a grant at more than 500 colleges and universities nationwide. It also allows dependents of staff at the other member institutions an opportunity to earn a grant here at Dickinson. Both incoming and outgoing grants are based on the member institution’s regular admissions processes. Eligibility alone does not guarantee student acceptance into an institution or a grant award.

Homebuyer Program
This program assists eligible employees with the purchase of a home by providing a Forgiveness Loan of up to $2,000 for closing costs and down-payment assistance. The program also provides a no interest Deferred Payment Loan of up to $5,000 for additional down-payment and closing cost assistance. You must either be a first time homebuyer or buy and occupy a home in a designated area.

Child Care
The Dickinson College Children’s Center provides high-quality child care, preschool, and kindergarten for approximately 80 children, six weeks to six years old. A ten-week summer school-age program is available for children that have completed kindergarten through eleven years old. The Center is committed to encouraging the child’s individual growth, developing each child’s social skills and self-esteem, and encouraging collaboration and cooperation. The Center serves the College and community, with preference given to children of employees, students, and alumni. The availability of spaces varies from year to year but is usually tight. You should contact the Center immediately after receiving an appointment to the College or deciding child care will be necessary. A fee schedule and more detailed information are available from the Center at 245-1088.

Additional Insurance Benefits
You may purchase additional insurance benefits at relatively attractive group rates. These optional benefits are available as a convenient payroll deduction and include:

Group Accidental Death & Dismemberment Insurance – offered to you and your dependents by The Hartford. Information regarding these benefits is available in HR Services.
Individual Retirement Annuities (IRAs) – TIAA-CREF offers several kinds of IRAs using fixed and variable annuities.
METPAY – benefit program for automobile, homeowners and other types of property and casualty insurance.