- Human ResourcesHuman Resources
- HR Picture Gallery
- ACData for Employees
- Amherst College Employment Opportunities
- Amherst Works Newsletter
- Arrivals and Transitions
- Amherst College Defined Contribution Retirement Plan Information
- Commuting and Travel Options
- Defined Contribution Retirement Plan Annual Announcements
- Dependent Care Information
- Educational Assistance Plan
- Employee Discounts
- Immunizations for Blue Cross Members
- Loans for Computer Device Purchases
- Long Term Care Insurance Spring 2014
- New Additions to Your Family
- News about Health Insurance Exchanges
- Plan Servicing Credit for the Amherst Defined Contribution Retirement Plan
- Retirement Planning
- Staff Retirement Plan Requalification Notice
- Summary Annual Reports
- TIAA-CREF Individual Counseling Sessions
- Employee Handbooks
- Employee Recognition
- Employment Policies
- Holiday Schedule
- JCCR Project
- New Employee Orientation
- Performance Management
- Search Procedures
- Sexual Respect and Title IX
- Staff, Contact, Hours
- Training & Development
- Weather, Emergency Closure
- Worker's Compensation & Ergonomics
Summary of Employee Benefits
Health and Dental InsuranceFlexible Spending Plan (The Amherst Plan)Life InsuranceLong Term Disability InsuranceVoluntary Long Term Disability InsuranceVoluntary Long Term Care InsuranceRetirement PlanRetiree Health ProgramLeave ProvisionsProfessional DevelopmentGrant-in-AidEmployee Assistance ProgramDeath in Service Benefit
All regular employees are eligible to elect coverage under a health plan offered by the College.
Enrollment must occur within 30 days of hire and is effective the first of the month following or coincident with the date of hire. Employees may select individual or family coverage. Employees enrolling in a health care plan will also be included in the dental plan in a corresponding individual or family contract.
Dental Blue High Option Summary of Benefits 2014
($2,000 maximum annual benefit, with orthodontics)
- Dental Benefit Maximum Rollover
- Find a Dentist, Doctor or Other Practitioner in the Blue Cross Networks
- Care Concierge Information Sheet
- Affordable Care Act Mandated Changes
- Blue Cross Blue Shield Application -- for making changes in coverage
Employees should review the insurance certificates issued for each plan for detailed information on covered services and other important information. To review your coverage, download a certificate or find a network doctor or dentist, please visit bluecrossma.com. You have the right to designate any primary care provider who participates in our network and who is available to accept you or your family members. For children, you may designate a pediatrician as the primary care provider. You do not need prior authorization from BCBS or from any other person (including a primary care provider) in order to obtain access to obstetrical or gynecological care from a health care professional in our network who specializes in obstetrics or gynecology. The health care professional, however, may be required to comply with certain procedures, including obtaining prior authorization for certain services, following a pre-approved treatment plan, or procedures for making referrals. For information on how to select a primary care provider, and for a list of the participating primary care providers, including participating health care professionals who specialize in obstetrics or gynecology, contact BCBS at bluecrossma.com or call the Physician Selection Service at 1-800-821-1388.
Family coverage may include a legal spouse or same sex domestic partner, and dependents up to age 26 regardless of the dependent’s Internal Revenue Service tax qualification status, marital status, student status, or employment status. The Office of Human Resources will require confirmation of dependent status each year.
The College pays 80% of the total projected cost of the individual premiums and 70% of the total projected family premiums. The amount that the College contributes to each of the premiums is determined through the use of a weighted-average formula. The College contributes an equal dollar amount to a HMO or preferred provider plan.
Through a program referred to as "Sliding Scale" the College will pay 85% - 90% of the total projected individual premium and 75% - 80% of the total projected family premium through a weighted-average formula for employees at certain levels of household income. The income levels at which higher contributions are made are subject to periodic review.
- Health and Dental Rates 2014
- Health Rates Only 2014
- Dental Rates Only 2014
- Sliding Scale Application 2014
Changes in plan participation, other than within 30 days following a change in family status, may be made only during the annual open enrollment period held each spring for the plan year beginning July 1. During this period, employees may change health insurance carriers and/or enroll otherwise eligible dependents.
Medicaid and Children's Health Insurance Program (CHIP)
If an employee is eligible for health coverage, but unable to afford the premiums, some states have premium assistance programs that can help pay for coverage. There are special enrollment rights related to these programs as well. Use the following links to learn more.
Health insurance for active employees over age 65 and their spouses generally remains the same as it was prior to age 65. Those employees eligible for Medicare may elect to have either Medicare or the College health insurance plan as their primary insurer. It is usually advisable to elect the College coverage as primary. The College recommends that employees contact the Office of Human Resources three months before turning 65 to discuss Medicare coverage.
In certain instances where coverage under the group health plans would otherwise end (such as death of the covered employee, termination of employment or reduction of work hours, divorce or legal separation of the employee, or loss of dependent student status), the College is required, under the Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA), to offer employees and their families the opportunity for a temporary extension of health coverage at group rates with the employee paying the full cost of coverage. The employee or family member must inform the Office of Human Resources of a divorce, legal separation or loss of child's dependent status within 60 days of the qualifying event in order to ensure continuation of coverage. Upon notification to the Office of Human Resources of the above event by the employee, or in case of other qualifying circumstances known to the employer, the Office of Human Resources will furnish notification of COBRA Continuation Rights and Responsibilities. Further information about continuation of coverage (under COBRA) is available in the Office of Human Resources.
All regular employees are eligible to elect coverage under the flexible spending plan offered by the College.
Enrollment must occur within 30 days of hire and is effective the first of the month following or coincident with the date of hire. Through this salary-reduction program, an employee may pay for his or her share of health premiums, unreimbursed medical and dental expenses, and dependent care expenses.
Changes in plan participation, other than within 30 days following a change in family status, may be made only during the annual open enrollment period held each spring for the plan year beginning July 1. During this period, employees may change elections for eligible medical and dependent care expenses.
The College pays full cost of basic coverage for all regular employees (one and a half times annual salary for employees under age 65; one times salary between ages 65-69; and two-thirds times salary age 70 or older). Additional coverage of one to five times salary (up to three times salary available without evidence of good health) is available at low group rates based on age. The plan allows a maximum in total coverage of $750,000. Coverage is also available for IRS dependent children and a spouse or same-sex domestic partner. Coverage is effective the first of the month following three months of employment.
After a six-month absence, and approval by the insurance company, the benefit will pay 60% of the annual salary in effect at commencement of disability. The maximum benefit is $15,000 per month. The College pays the full cost of the insurance, no employee contribution required. Coverage for all regular employees is effective the first of the month following three months of employment.
Regular employees may purchase additional disability coverage with simplified underwriting guidelines through a voluntary personal policy. The employee pays the full cost of coverage.
Regular full-time employees may purchase long term care insurance, in most cases with simplified underwriting, through a voluntary personal policy. The employee pays the full cost of coverage.
This is a defined contribution plan that provides for immediate and full vesting. Employees are eligible for College contributions after two years of continuous regular employment. The service requirement may be satisfied with immediate prior service at an educational institution, or through enrollment in a retirement plan for at least two years, and within six months, immediately prior to Amherst College employment. The College contributes 6% of annual salary up to an indexed base ($50,100 for FY14/15) and 9% over the base. The College will match up to an additional 3% of annual salary contributed by the employee. Employees may make contributions into tax-deferred options through salary reduction at any time after employment commences.
Through this defined contribution plan, starting at age 40 the College sets aside a percentage of the current Medicare supplement for each eligible employee. Vesting of a participant’s account occurs with retirement from the College at age 62 or older and 10 years of service. At retirement funds are contributed to a health retirement account from which a retiree may receive a reimbursement for eligible expenses.
for Staff and Trustee Appointed Staff
|1 — 5 years||12 days|
|5 — 10 years||15 days|
|10 — 20 years||20 days|
|20+ years||25 days|
|1 — 10 years||20 days|
|10+ years||25 days|
Time is available as accrued. A maximum of one year’s accrual may be carried over each year. Time off should be arranged in advance with the approval of the employee’s supervisor. Vacation time is tracked and paid out at termination of employment. Accrued time will appear on the paycheck of non-exempt employees. Exempt employees, along with their supervisor, are responsible for the tracking of vacation time.
4.5 days are available at the start of each fiscal year. These days may be used for personal, religious, or government holidays that are not observed as regular College Holidays. Floating Holidays do not roll over to subsequent years and are forfeited if unused. Use of Floating Holidays should be arranged in advance. They are not paid out at termination of employment.
Time equal to two workdays per year is available for personal emergencies or scheduled business such as a mortgage closing that cannot be conducted during regular business hours. If the reason is not an emergency, the employee should give the reason and advance notice for the use of excused time to his or her supervisor. Excused days are not carried over and are not paid out at termination.
Family and Medical Leave Act
The Family and Medical leave Act (FMLA) entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave in a 12 month period for specified family and medical reasons. The National Defense Authorization Act of 2008 (NDAA) provides up to 26 weeks of combined FMLA leave in a 12 month period to care for specified service members, and up to 12 weeks to attend to a qualified exigency. Please use this link for detailed information on FMLA rights and responsibilities.
Medical/Family Leave Days
Each fiscal year each employee receives one day of medical family leave for each month worked in that fiscal year. Medical/family leave days may be used for the employee’s illness, ill family member, birth or adoption of a child, or to supplement Short Term Disability (STD). For this policy, "family member" includes a spouse/same-sex domestic partner, child, parent or other family member for whom the employee is the primary caregiver. Medical/family leave days may accumulate to 130 days with no replenishment (if used, they must be re-accrued). They may accrue, with carryover to following years, to a total of 130 days. The use of medical/family leave days should be arranged in advance when possible for FMLA tracking. The balance of any unused medical/family leave days is not paid out at termination.
Short Term Disability (STD)
After one year of service working a minimum of 20 hours per week, employees are eligible for paid time off due to the employee’s own disability. Short term disability pay begins after a two-week waiting period at the following schedule:
|Length of Service||Percentage of Pay|
|1 — 3 years||70% pay|
|4 — 6 years||80% pay|
|7 — 9 years||90% pay|
|10+ years||100% pay|
There is no accumulation of short term disability pay as the time is paid according to the schedule. Proper medical certification must accompany the request for use of STD. Payments continue until the staff member is: no longer disabled, eligible for long term disability benefits, and/or has been unable to work for six months. Health, dental and long term disability insurance continue as if the employee was receiving 100% pay but contributions to retirement and Social Security are based on actual pay. If the employee is released to return to reduced hour work, the STD will be offset by actual wages. Reserve bank (available only to staff and administrators employed before July 1, 2001) and medical/family leave days may be used to supplement wages if receiving less than full pay.
Extended Family Leave
After one consecutive year of employment, four weeks at 100% pay are available after a two-week waiting period. One extended family leave may be taken within a rolling calendar year. Extended family leave may be used when the employee is needed to provide care as the primary caregiver for more than 10 consecutive workdays. It may be used for the care of a newborn child, adoption, or serious illness of a family member. Family member includes spouse/domestic partner as defined by the College’s policies, child, parent or other family member for whom the employee is the primary caregiver. When a spouse and partner are both employed by the College, combined paid leave under this policy will not exceed 4 weeks for any one reason. If one partner for any one reason has met the two-week wait, the second partner does not need to serve the waiting period.
for Staff and Trustee Appointed Staff
Regular full-time, and part-time employees on a prorated basis, are eligible to receive reimbursement for tuition, registration and lab fees for approved courses, which are either job-related or non job-related, but directly related to future career opportunities at the College. The maximum reimbursement per fiscal year is $3,000 after one year of continuous employment for job-related courses, and 50% of the costs to a maximum of $1,500, for non-job-related courses after three years of continuous employment. Upon prior approval, an advance payment of 75% of eligible course costs is available. Up to $150 per fiscal year is also available for job-related training and certification courses. Courses for credit may be taken at Amherst College after one year of continuous employment. Total reimbursements for all courses and programs may not exceed $3,000 per fiscal year.
For more information about the program, please visit the following links:
After five years of employment, an employee's dependent child may receive up to $8,000 per year of tuition cost for full-time, matriculated, undergraduate study at a two or four-year institution. The benefit is also extended for attendance at accredited programs of training in a recognized occupation such as vocational or culinary schools. Employees with a full-time or part-time, regular appointment are eligible with the benefit being prorated for less than full-time appointment.
LifeScope is a comprehensive resource available to the Amherst College community to help and support you with life services for everyday living. Some of the resources and services available include:
- Family and Caregiving assistance and services
- Daily Living (legal, financial and convenience) consultations and referrals
- Emotional Well-Being counseling services and referrals
- Health and Wellness services and programs
Members of the Amherst College community can access these services at any time, either through the LifeScope website or by calling the toll-free phone numbers listed below. Accessing and using these services is confidential.
- Website Access
- Phone Access
Access to all services 1-800-828-6025
Manager Support (MRC Line) 1-800-267-1585
- For supervisors who may want to refer an employee for services and support
- For supervisors who may want assistance with employee related issues
In case of death of a regular employee, in addition to TIAA-CREF Retirement benefits, if applicable, and life insurance benefits, the College will give to his or her spouse or partner, or if none, his or her dependent(s), a sum equal to one month's pay, if the deceased was employed by the College for less than five years; three months' pay, if employed between five and ten years; and six months' pay, if employed ten years or longer. Only time in regular employment at the College will be counted towards this benefit.