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Group Health and Dental Insurance
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. Specific plan details, current premium information and enrollment forms are available in the Office of Human Resources.
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 then contributes an equal dollar amount to the HMO Blue and Blue Choice Plans.
The College will pay 85% - 90% of the total projected individual premium and 75% - 80% of the total projected family premium through the weighted-average formulas for employees at certain levels of household income. The income levels at which higher contributions are made are subject to periodic review.
Details are available in the Office of Human Resources.
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.
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.