Benefits During Sabbatic Leave and Leave of Absence
During absence on sabbatical leave, or on an approved leave of absence, contributions to TIAA-CREF and insurance will continue in the normal amount. Any questions concerning this procedure should be discussed with the Director of Human Resources.
If a participant in the TIAA-CREF Retirement Program dies before retirement, the beneficiary will receive the accumulated value of the retirement contracts, including the contributions of Amherst College and the proceeds of the life insurance plan.
In accordance with State law, the College carries Workers' Compensation Insurance for all faculty members. It is important that any injury, however slight, incurred on duty be reported immediately to the Department Chair and the Human Resources Office in order to comply with the provisions of the law.
On the first of the month following three consecutive months of employment, the College provides all faculty members with Long Term Disability Insurance coverage. Under this plan, faculty are assured of replacement of a substantial portion of income when faced with long-term illness or injury. After certification of the disability by the insurance carrier, the plan provides the following benefits beginning the first of the month following six consecutive months of disability:
On the first of the month following three consecutive months of employment, faculty members are eligible for College-paid group life insurance coverage. To age 65 the insurance coverage is equal to 1.5 times an employee's annual salary. Upon attainment of age 65, the amount of insurance is equal to 1 time the basic annual salary and 67% at age 70. In all cases, if the amount of insurance is not an even multiple of $1,000, it is raised to the next higher $1,000 multiple.
The Employee Assistance Plan (EAP) is a confidential resource and referral service that the College makes available to all Amherst College employees, their spouses and dependents. The Wellness Corporation provides a number of services including consultation, problem assessment, referral and follow-up services for a wide variety of personal and health-related problems. Visit www.WellnessWorkLife.com for information on a variety of topics.
Regular faculty are eligible to select one of the health care programs offered by the College.
Faculty may select individual or family coverage. Faculty enrolling in a plan will also be included in the Dental Plan in a corresponding individual or family contract. Specific plan details, current rate information and enrollment forms are available in Human Resources Office.
The college assists employees by renting houses and apartments at subsidized rates to faculty, visiting faculty, lecturers who have not received senior lecturer status, and coaches who have not received senior-contract status. For eligible tenured faculty, senior lecturers, senior-contract coaches, and certain administrators, the college offers a plan for the purchase of college houses, along with a Matching Grant Plan. A House Purchase Subsidy Program is also offered to eligible employees. These plans are more fully described below.
The Director of Human Resources and the Staff of the Human Resources Office are responsible for administering the fringe benefits program for all College employees. The actual provisions of each formal benefits plan, policy or contract will determine entitlement of benefits, benefit levels and other matters. Fringe benefit programs for which Faculty are eligible include:
1. Requests for travel advances or reimbursements for purposes approved by the College through the Dean of the Faculty's Office should be made to the Comptroller's Office. Receipts for all expenses for which reimbursement is sought must be submitted to the office.