Human Resources. Benefits. at a Glance

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1 Human Resources Benefits at a Glance

2 The information in this guide is only a summary of plan benefits and Haverford College s policies and is not intended to be a complete description. More details such as covered benefits can be found in the Summary Plan Descriptions. If there are differences between this guide and any plan documents or contracts, the plan documents or contracts will prevail. This summary is not a guarantee or a contract of continued employment. If you have any concerns regarding your benefits, please contact the Office of Human Resources at comprehensive benefits package Haverford College provides a comprehensive benefits package. Our plan year begins November 1 of each year. Each year, you may change your enrollment choices during Open Enrollment. This guide provides information about these benefits, including but not limited to: Affordable Care Act (ACA) Medical Insurance Eligibility Medical Insurance Opt-Out Vision Insurance Clinical Medical and Clinical Dental Long Term Disability Group Life Insurance and Accidental Death and Dismemberment Sick Days Childbirth/Maternity Leave Vacation Days Holidays Retirement Plan and Tax Deferred Annuity Emeriti Retirement Health Solutions Tuition Benefits (Employee and of Employee) Flexible Spending accounts Healthcare Savings Accounts Carebridge EcoRide Women s Health Care and Cancer Rights Act of 1988 The Newborns and Mothers Health Protection Act Coverage Changes Affordable Care Act (ACA): Health care reform will result in many changes over the next several years. Haverford College s medical plan will reflect the requirements of the ACA, which is evolving and changing rapidly. The Office of Human Resources will keep you informed of these changes as they apply to the College s health plans. Health care reform changes include: No pre-existing condition limitation No co-pays for preventative medical care services No lifetime maximum for overall medical expenses Adult children may be covered up to age 26 unless your child is eligible for coverage from his/her own employer. The spouse and children of your adult child are not eligible for coverage. Medical Insurance Eligibility: You and your dependents are eligible to join one of our group health plans effective the first day of employment, if it is prior to the 11th day of the month or the first day of the following month. The College offers four plans: Keystone Point-of-Service, Keystone HMO, Personal Choice 20/30/70, or Personal Choice High Deductible Health Plan. Medical Insurance Opt-Out: If your spouse or domestic partner works and you can provide documentation to the Office of Human Resources that you have adequate medical coverage through his/her employer, the College will make cash available to you either as a pre-tax contribution to a spending account or as a taxable addition to your take home pay. The waiver amounts are as follows: Tier 1 (FTE Salary Up to $45,000)=$159.20; Tier 2 (FTE Salary BETWEEN $45,001-$89,999)= $142.10; Tier 3 (FTE Salary $90,000 and OVER)=$ Vision Insurance: Vision coverage, administered by Davis Vision, offers members routine eye care, including corrective eyewear such as glasses or contact lenses every other year. Benefits are maximized by using Davis Vision providers located conveniently throughout the area. Paid-in-full benefits for glasses with standard lenses are possible when you choose from a select grouping of frames. Clinical Medical Plan: The College has contracted with four area family practice physicians to provide routine medical care for its employees. In most cases, this care is provided without the employee having to make a co-payment. There is a 90-day waiting period for new benefits-eligible full-time employees to be able to access the Clinical Medical Panel. A two year waiting period is required for new part-time benefits-eligible employees. Access to the Clinical Medical Plan is available only to participants in the Keystone HMO, Keystone POS, and PC 20/30/70 plans. Clinical Dental Plan: After you have completed one year of service, full-time benefits-eligible faculty and staff members and their dependents are eligible for an extensive list of free dental services through one of five dentists participating in the Clinical Dental Plan. Benefits-eligible part-time faculty and staff members and their dependents are eligible to access the dental plan after two years of College employment. Long-term Disability Insurance: After one year of employment, the College will provide long-term disability insurance at no cost to you. However, if you were insured under a prior employer s group disability policy, you may be eligible for disability coverage within your first month of employment at Haverford. Group life insurance/accidental Death and Dismemberment: After three months of employment, the College will provide a life insurance and accidental death and dismemberment policy for $15,000, at no cost to you. You are also eligible to purchase voluntary life insurance within 60 days of hire. Sick Days: Sick days are granted as needed. See the Administrative/Professional Handbook and the Staff Handbook for detailed policies. Please see the charts at the end of this brochure for a brief comparison of medical plans and coverages, as well as a comparison chart of the employee s monthly contribution to the available medical insurance plans. 2 Haverford College Benefits at a glance 3

3 Childbirth/Maternity leave: Full-time and part-time staff are eligible to receive three months paid leave after one year of service with the College. Maternity leave runs concurrent with FMLA. For additional information, please visit the relevant handbook. Vacation Days: Vacations are important to your health, wellness, and work/life balance. The vacation period for exempt employees is from July 1 through June 30 of the following year. Exempt employees are entitled to 23 vacation days. See the Administrative/Professional Handbook or Faculty Handbook for detailed policies. Please see the Staff Handbook for the policy pertaining to hourly employees. Holidays: There are 13 paid holidays per year: Memorial Day, Independence Day, Labor Day, Thanksgiving, Winter Recess, Martin Luther King Jr. Day, Spring Break, Memorial Day, and Independence Day. The Winter Recess dates are reviewed on an annual basis. Retirement Plan and Tax Deferred Annuity: Effective the first day of your employment, the College will contribute an amount equal to 11% of your base salary to a retirement program with either TIAA-CREF or Fidelity Investments. You are 100% vested from the day your plan starts. You may at any time begin making voluntary, tax-deferred contributions under the Haverford College Tax-Deferred Annuity plan. Please see the Staff Handbook for detailed information on the plan parameters for hourly staff. Emeriti Retirement Health Solutions: This program provides health benefits when you retire. If you are age 40 and above, the College will make contributions to an Employer Contribution Account on your behalf. Currently, the College is contributing $95/month to these accounts. You must be employed at Haverford College for seven years before you are vested (starting at date of hire), however, the College contribution does not start until age 40. You cannot start using the funds until you retire and are 60 years of age. You can begin at any time to make voluntary contributions on an after-tax basis. Tuition Full-time Employees: With the approval of your supervisor, you may take one undergraduate course per semester for credit or for audit without charge at Haverford College or Bryn Mawr College. Tuition of Employees: After you have been employed by the College for seven years or longer, you may apply for payments of up to 50% of tuition at an accredited institution for dependent children. Flexible Spending Accounts: Both Medical Spending and Dependent Care Spending Accounts are available pre-tax through salary deductions. Healthcare Savings Accounts: These accounts are available to employees who select the Personal Choice High Deductible Health Plan. Currently, the College offers access to HealthEquity, Chase and Sun Federal Credit Union. Carebridge (Employee Assistance Program): This is a free, confidential employee assistance program that provides information and counseling for a variety of services including: day care for dependent children and aging parents, health care and nursing, personal financial management, time management, and stress related issues. Neither the College nor the Office of Human Resources will have knowledge of your use of the EAP. It is strictly a confidential service provided to you. EcoRide: This is a commuter benefit program that offers employees pre-tax payroll deductions up to $255 per month for commuting on public transit. Enrollment packets are available in the Office of Human Resources. Women s Health Care and Cancer Rights Act of 1988: The Women s Health and Cancer Rights Act of 1998 (Women s Health Act) includes protections for breast cancer patients who elect to have breast reconstruction in connection with a mastectomy. The Women s Health Act requires that our medical plan provide, in the case of a participant or beneficiary who is receiving benefits in connection with a mastectomy and who elects breast reconstruction in connection with such mastectomy, coverage for: Reconstruction of the breast on which the mastectomy has been performed Surgery and reconstruction of the other breast to produce a symmetrical appearance Prostheses Physical complications resulting from all stages of the mastectomy, including lymph edemas in a manner determined in consultation with the attending physician and patient benefit payment is subject to the deductible, coinsurance, and/or co-payment amounts applicable to the other benefits under the plan. All of Haverford College s medical plans comply with the Women s Health Act. The Newborns and Mothers Health Protection Act: Benefits may not, under federal law, be restricted for any hospital stay in connection with childbirth for the mother or newborn child to less than 48 hours following a normal vaginal delivery, or less than 96 hours following a cesarean section. However, benefits may be paid for a shorter stay if the mother s or newborn s attending provider, after consulting with the mother, discharges the mother or newborn earlier. In addition, a plan may not require the provider to obtain authorization from the plan for prescribing a length of stay up to 48 hours (or 96 hours). COVERAGE CHANGES You may make changes to your benefits coverage only during the Open Enrollment Period. Midyear changes are allowed only if you have a qualifying change in your status that affects your benefits, such as the birth or adoption of a child, marriage, divorce, death, or a change in employment status of yourself and/or your spouse or partner. Please see the charts at the end of this brochure for a brief comparison of medical plans and coverages, as well as a comparison chart of the employee s monthly contribution to the available medical insurance plans. 4 Haverford College Benefits at a glance 5

4 BRIEF COMPARISON OF MEDICAL PLANS AND COVERAGE PRESCRIPTION CO-PAYS Personal Choice High Deductible Health Plan (PC HDHP) $5 generic $20 brand $45 non-formulary AFTER DEDUCTIBLE Keystone Health Maintenance Organization (KHMO)* Keystone Point of Service (KPOS)* Personal Choice Preferred Provider Organization (PC PPO)* Co-Pays*: MEDICAL COVERAGE EMPLOYEE COST TIER 1- FTE Salary UNDER $45,000 Individual $(57.88) $6.43 $46.73 $ Employee & $ $60.26 $ $ Couple $45.72 $97.04 $ $ Family $(195.04) $ $ $ TIER 2- FTE Salary BETWEEN $45,001-$89,999 Individual $(16.23) $39.81 $86.79 $ Employee & $ $ $ $ Couple $ $ $ $ Family $(71.97) $ $ $ PHYSICIANS OFFICE VISIT CO-PAYS After the deductible is met, there are no co-pays. $15 Primary Care & $25 Specialist $15 Primary Care & $25 Specialist $20 Primary Care & $30 Specialist INPATIENT HOSPITALIZATION & OUTPATIENT SURGERY IN NETWORK (See Summary Plan Documents for Out of Network Costs) PC HDHP KHMO** KPOS PC PPO TIER 3- FTE Salary $90,000 and OVER Individual $25.42 $69.85 $ $ Employee & $ $ $ $ Couple $ $ $ $ Family $ $ $ $ VISION COVERAGE EMPLOYEE COST (Keystone Plans include every other year coverage) After the deductible is met, there are no co-pays Deductible= $1,500 individual $3,000 family $500 co-pay/ admission for inpatient hospital /admission for *A reimbursement subsidy is available for prescriptions. ** A reimbursement subsidy is available for this plan. $100 co-pay/day (5-day max.) for inpatient hospital; $50 co-pay for $150 co-pay/day (5-day max.) for inpatient hospital; $150 co-pay for Individual Two-Person Family $2.96 $7.70 $7.70 *can purchase stand-alone coverage FLEXIBLE SPENDING ACCOUNTS (Medical and Dependent Day Care) Medical Expenses Up to $2,500 per year Is equal to $ per month Dependent Day Care Up to $5,000 per year Is equal to $ per month 6 Haverford College Benefits at a glance 7

5 HUMAN RESOURCES 370 Lancaster Avenue Haverford, PA haverford.edu/human-resources/benefits

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