An Overview of Benefits

THIS SUMMARY OF THE FRINGE BENEFIT PROGRAM AT THE COLLEGE OF ST. SCHOLASTICA WAS PREPARED TO GIVE EMPLOYEES A BETTER UNDERSTANDING OF THE FRINGE BENEFITS AVAILABLE. IT DOES NOT CONTAIN THE ENTIRE POLICY. THE STATEMENTS ARE NOT TO BE CONSIDERED AS BINDING, BUT MERELY A BRIEF DESCRIPTION OF THE POLICY. INSURANCE COMPANIES MAY CHANGE FROM TIME TO TIME.

The College of St. Scholastica provides a comprehensive employee benefits program that includes:
•Pre-Tax Insurance Payments
•Medical Insurance
•Life and Accidental Death & Dismemberment Insurance
•Long-term Disability Insurance
•Dental Insurance (voluntary)
•Pension Plan
•Tax Sheltered Annuities
•U.S. Savings Bonds-Series EE
•Banking Services
•Employee Assistance Program
•Tuition Remission
•Worker's Compensation
•Vacation, Sick Leave and Holidays

This report is intended to be a useful summary of benefits, but you may still have questions after reading it. If you cannot find the answer to a question, please call Human Resources, (218) 723-5954, (218) 723-5936, (218) 723-6105, or (218) 723-6602.

PRE-TAX INSURANCE PAYMENTS
The College helps employees save on the cost of health benefits by arranging for them to pay their portion of the premiums with pre-tax dollars. All insurance-eligible employees with health coverage automatically participate in this benefit. Employee's retirement and disability benefits are always calculated on their full salary, not the reduced taxable salary. However, the employee's Social Security benefits may be slightly reduced because they are paying less in Social Security taxes.

MEDICAL INSURANCE
Benefit:
Healthcare Reimbursement Account (HRA). A HRA is 100% employer funded, provides first dollar coverage, and must be exhausted before any out-of-pocket expense is incurred. The College of St. Scholastica utilizes the SelectCare PPO Network.
Eligibility requirements:
• Full-time faculty, administrative and hourly staff.
• Part-time faculty who work 25 hours or more per week (62%).
• Part-time administrative and hourly staff who work 30 hours or more per week (75%).
• Dependents: husband/wife, children to age 18.
• Dependent children under age 25, if he/she is as full-time student as determined by the Claim Administrator.
Date of enrollment:
The first day of the month following date of hire.
Healthcare Reimbursement Account (HRA)
Your HRA account is credited with an annual amount of $750 Single or $1,500 Family. This money is yours to use towards your health care purchase decisions. Fifty percent of your year-end balance will be rolled forward and added to the next year's employer credit.
How our HRA works:

When	Who	Explanation
1st Payor	HRA - Employer Funded	Provides first dollar coverage. Must be exhausted before any out-of-pocket expense is incurred. You determine how these collars are spent by choices you make regarding your healthcare.
2nd Payor	Out-of-Pocket - Employee Funded	Only after you have spent your HRA will you have to contribute any money towards your healthcare. The amount you will be responsible for will be determined by the total calendar year deductible minus the employer contributed HRA($750/$1500).
3rd Payor	Health Plan	After the HRA is spent and the out-of-pocket (OOP) is satisfied, the plan pays at 100% for eligible expenses.

Services with this plan may be provided by any licensed physician, nurse, hospital or therapist. If a Non-Network Provider is used, any services covered under this plan are paid at a reduced rate, increasing the employee responsibility amounts. Hospital services, room and board, and hospital outpatient expenses are eligible expenses under this plan and subject to the deductible. Physician services such as surgery, anesthesia, obstetrical, in-hospital doctor visits, inpatient consultations, maternity care for mother and child, and office calls due to illness or accident are also eligible expenses and subject to the deductible. Pre-natal Care, Routine Care (physicals and pre-cancer screenings), Well Child Care (to age 6), and one routine eye exam are paid at 100%, the HRA and out-of-pocket are waived and are not applied to these services.
Prescriptions are paid in full by insurance after a 25% co-pay for an one-month supply of prescription drugs. The minimum co-pay per prescription is $10 (or the cost of the prescription, if less). The maximum co-pay per prescription is $25.
Administrator:
The College is self-insured for health insurance and uses Wausau Benefits to administer the plans.
YOUR RIGHTS TO CONTINUE COVERAGE
If you or your dependent's insurance ends for any of the reasons mentioned below, you and your dependents have the right to purchase a temporary extension of your current health insurance and/or life insurance.
• Under state and federal law, you and your dependents may be entitled to purchase continuation coverage if one of the following "qualifying events" occurs which causes you or your dependents to lose coverage.
o Ineligibility for benefits due to reduced work hours.
o Termination for reasons other than gross misconduct.
o Laid off from your job.
o Eligible for Medicare.
o Child no longer qualifies as an eligible dependent.
o Divorce or legal separation.
o Death.
The procedures for obtaining continuation coverage vary depending on the type of qualifying event and who is affected. Both you and your dependents have insurance continuation rights. Your insurance certificate of coverage is the best source of information about your rights and responsibilities. If you have any questions, see the payroll or human resources staff for help.
The Human Resources Office will notify you of your continuation rights following qualifying events that result from changes in your employment.
PLEASE NOTE THAT YOU ARE RESPONSIBLE TO NOTIFY PAYROLL OR HUMAN RESOURCES OF CHANGES IN YOUR MARITAL STATUS OR IN YOUR CHILD'S STUDENT OR DEPENDENT STATUS THAT RESULT IN YOUR SPOUSE'S OR CHILD'S LOSS OF COVERAGE.

LIFE AND ACCIDENTAL DEATH & DISMEMBERMENT INSURANCE
Benefit:
All full-time employees are eligible for term life insurance. The entire premium is paid by the College. Coverage consists of two-times salary with a $50,000 minimum benefit. Accidental Death & Dismemberment (AD & D) insurance is included and provides additional coverage of up to two-times salary or a minimum $50,000 benefit depending on the type of loss. Employees enroll on the first day of the month following the date of hire.
Provider:
Insurance is provided through Sun Life of Canada.

LONG-TERM DISABILITY INSURANCE
Benefit:
All full-time employees under age 65 are eligible for long-term disability insurance. The entire premium is paid by the College. Employees enroll on the first day of the month following the date of hire. The plan pays 60% of basic monthly earnings. There is a 90 calendar day waiting period for benefits, which coincides with the College's maximum 66 working days (approximately three calendar months) sick leave accrual. The disability plan is tied in with Social Security; however, the primary Social Security benefit is the only direct Social Security offset. Conditions which have been diagnosed or treated during the three-month period immediately prior to the date of coverage are excluded from coverage for 12 consecutive months following the date of coverage.
Provider:
Insurance is provided through Sun Life of Canada.

DENTAL INSURANCE
Benefit:
The College provides a voluntary dental insurance plan. Premiums are paid entirely by the employee. Flex dollars may be used to pay these premiums. There are two plans to choose from: Basic Dental Option which provides 100% preventative coverage and 80% basic coverage, and High Dental Option which provides an additional 50% major coverage option. Please see Human Resources for more details on each plan.
Provider:
The plan is administered by Guardian. PENSION PLAN
Benefit:
All faculty and staff working 1,000 or more hours per year are required to participate after one year of eligible employment and age 26. The College will contribute 8% of each participant's regular basic annual compensation. Eligible salaried employees contribute 4% and hourly employees contribute 3% of basic annual compensation. Both College and employee contributions are totally vested in the employee immediately. Qualified employees are able to contribute to the pension plan during the first year of employment; however, the College contribution does not begin until the employee has met the eligibility requirements. Allocations of future contributions among TIAA and CREF can be changed at any time by telephone transfer or internet transaction, as well as complete and partial transfers between funds.
Provider:
The College pension plan is provided through Teachers Insurance Annuity Association and College Retirement Equities Fund (TIAA-CREF).

TAX SHELTERED ANNUITY
The College has three ways in which employees can shelter their income through tax sheltered annuities:
1. TIAA-CREF SRA. This is a supplementary retirement annuity. The minimum monthly premium that can be paid to either TIAA or CREF is $25.
2. Lincoln National-Tax-Deferred Annuity. An individual can deposit a minimum of $200 per year into this plan.
3. TIAA-CREF. Individuals may make additional deposits into their basic pension plan. Additional deposits can be made in multiples of $10 per month.
All tax sheltered annuity plans are contracts directly between the employee and the insurance company. The College's role is only to deduct the premiums from the individual payroll and submit it to the insurance company. For more information, contact Human Resources.

U.S. SAVINGS BONDS
Employees can purchase U.S. Savings Bonds through payroll deduction. Series EE bonds can be purchased through payroll allotments of as little as $5 per pay period. The interest earned on Series EE bonds is exempt from state income taxes. Federal tax reporting may be deferred until redemption or final maturity (30 years), whichever is first.

BANKING SERVICES
The College has information from several local banking institutions. Financial services made available to CSS faculty and staff range from no-charge checking accounts to premium savings accounts to discount on mortgage origination fees. Contact Human Resources for individual informational packets.
EMPLOYEE ASSISTANCE PROGRAM
The College has contracted with Midwest EAP for this program. All employees and their families are eligible. Employees who may be having problems with alcohol or drugs, financial, legal, marital, physical or emotional matters are entitled to three consultations free. This program is strictly confidential. Employees are assured that their jobs, futures, and reputations will not be jeopardized by utilizing this employee service. In necessary instances, leave may be granted for treatment or rehabilitation. The employee may contact Midwest EAP at 1-800-383-1908 for more information. TUITION REMISSION
Full-time and part-time employees may take undergraduate and graduate courses. Spouse and dependents may take undergraduate courses only. Administrative staff and support staff, spouse and dependent(s) receive tuition remission at fifty percent (50%) beginning the first full semester following the date of employment and one hundred percent (100%) beginning the first full semester following the one year anniversary date of employment. Faculty, spouse and their dependent(s) receive tuition remission at one hundred percent (100%) beginning the semester immediately following the employment start date. For part-time employees, tuition remission is prorated to the percentage of time of the employee's appointment. Certain limitations in specific programs may apply. The employee and dependent must pay any applicable course fees and/or other assessed charges on the same basis as a full tuition-paying student. The employee and dependent must apply for admission on the same basis as a regular student. The complete Tuition Remission Policy is provided to all employees in the Staff Handbook or on the web.
Current College admissions policies will apply. Employee, spouse or dependent must apply through the Financial Aid Office. All other policies contained in the Tuition Remission Policy in effect shall apply. For more information, contact Human Resources.
WORKERS' COMPENSATION
Benefit:
All employees, full or part-time, temporary or seasonal, who have a work-related injury or disease are covered by workers' compensation insurance. Benefits include compensation for lost wages, treatment expenses, rehabilitation services, if necessary, and death benefits to dependents.
Administrator:
The College is self-insured for workers' compensation insurance as a member of the Benedictine Group Self-Insurance Association, which uses Berkeley Administrators to administer the program. VACATION
Full-time administrative staff and full-time 12-month faculty accrue vacation increments at the rate of 14.00 hours per month and can accrue a maximum of 21 days at any time.
Full-time support staff accrue vacation increments at the following rate:
• From the start of employment through year 4: 7.33 hours/month (11 days/year) or 3.38 hours/pay period.
• From the beginning of year 5 through year 9: 10.67 hours/month (16 days/year) or 4.92 hours/pay period.
• From the beginning of year 10 and over: 14 hours/month (21 days/year) or 6.46 hours/pay period.
Part-time support and administrative staff who work 50% or more of full-time, including semester breaks and holiday breaks, accrue prorated vacation increments.

SICK LEAVE
Full-time administrative staff and full-time faculty accrue sick leave increments at the rate of 12 hours per working month and can accrue up to 528 hours (66 working days, or approximately three calendar months). Full-time support staff accrue sick leave increments at the rate of 8 hours per month and can accrue up to 528 hours (66 working days, or approximately three calendar months).
Part-time support or administrative staff who work 50% or more of full-time, nine months per year or more, accrue prorated sick leave increments.
Part-time faculty who work 62% or more of full-time, 9 months per year, accrue prorated sick leave increments. Part-time faculty who work less than 62% of full-time and adjunct faculty do not accrue sick leave.

HOLIDAYS
Administrative staff, support staff and 12-month faculty, who work 50% or more of full-time, including semester breaks and holiday breaks, are eligible to receive paid holidays. When the holiday falls on Saturday, it will be observed on Friday. When the holiday falls on a Sunday, it will be observed on Monday.
The holidays are:
o New Year's Eve (1/2 day)
o New Year's Day
o Martin Luther King Day
o Good Friday
o Memorial Day
o Independence Day
o Labor Day
o Thanksgiving Day
o Day after Thanksgiving
o Christmas Eve Day
o Christmas Day
To receive pay for the holiday, the employee must be on the payroll the day before the holiday and the day following the holiday.
THIS SUMMARY OF THE FRINGE BENEFIT PROGRAM AT THE COLLEGE OF ST. SCHOLASTICA WAS PREPARED TO GIVE EMPLOYEES A BETTER UNDERSTANDING OF THE FRINGE BENEFITS AVAILABLE. IT DOES NOT CONTAIN THE ENTIRE POLICY. THE STATEMENTS ARE NOT TO BE CONSIDERED AS BINDING, BUT MERELY A BRIEF DESCRIPTION OF THE POLICY. INSURANCE COMPANIES MAY CHANGE FROM TIME TO TIME.