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Benefits Summary

The College is pleased to offer the following benefits and programs to eligible members of the faculty and professional staff:

  • access to comprehensive health and prescription drug coverage; continued health and prescription drug coverage during retirement; vision benefits; and dental coverage
  • generous contributions to a Retirement Savings Plan and the ability to make one’s own contributions on a tax-deferred basis
  • College-paid life insurance and disability insurance coverage
  • medical and dependent care pre-tax flexible spending accounts
  • various tuition assistance benefits, including benefits for faculty and professional staff; benefits for the spouse or same-sex domestic partner; and benefits for eligible children who attend college on a full-time basis
  • counseling sessions at no cost for employees and their household family members through the Employee Assistance Program (E.A.P.)
  • a patient healthcare advocate service for health plan participants
  • paid holidays, paid vacation days, paid sick leave, paid family leave and maternity/paternity leave, and paid “weather emergency” days
  • use of the College’s sports and fitness facilities at no cost, including the fitness center, track, tennis and squash courts, and indoor pool
  • access to College-sponsored sporting events, performances, exhibits, and lectures
  • access to a nearby, accredited childcare and eldercare center
  • financial assistance for faculty and staff who purchase an eligible home within a defined neighborhood around the College
  • discounts on auto, homeowners, and long-term care insurance; discounts on Lancaster YMCA memberships; and discounts at the campus bookstore
  • on-site professional development workshops and health and wellness activities
  • on-campus dining venues to suit all tastes
  • flexible policies to support work / life balance, including a voluntary reduced summer work hours policy
  • a smoke-free office environment

Please find more details below.  Additional information, including Summary Plan Descriptions, is available on the Human Resources web site (www.fandm.edu/humanresources/). 

Athletic Facilities

Eligibility: faculty, professional staff, and College retirees with valid College ID, plus each employee's/retiree's spouse or same-sex domestic partner and dependent children ages 12 through 18

  • Faculty, professional staff, and retirees may use College athletic facilities, including the Alumni Sports & Fitness Center, during normal hours of operation. A valid Franklin & Marshall ID is required for admission to athletic facilities.

Bereavement Leave

Eligibility: full-time employees

  • A full-time employee may take up to 5 paid days off work following the death of his/her spouse or same-sex domestic partner or child.  An additional 5 paid days may be taken within two months of the death, with advance notice to the supervisor.
  • A full-time employee may take up to 5 paid days off work following the death of his/her mother, father, step or foster parent, mother-in-law, father-in-law, son-in-law, daughter-in-law, sibling, or grandchild.
  • One paid day may be taken following the death of an employee's relative other than those listed above.

Childbirth / Adoption Leave Policies (Maternity / Paternity Leave)

Eligibility: full-time faculty and professional staff

  • The College offers maternity and paternity leave, as well as flexibility in work schedules to parents following childbirth or adoption.
  • Full-time members of the professional staff (new mothers and fathers) may use up to 20 paid sick days from their “Extended Sick Leave Bank” (ESLB) following childbirth or adoption.  New mothers who give birth may use up to a total of 40 paid days from their ELSB following the birth.
  • Full-time members of the faculty may request reduced / modified teaching schedules following childbirth or adoption.
  • Please see www.fandm.edu/humanresources/College+Policies for more information.

Child Care Center

Eligibility: all faculty and professional staff (the Center is open to the public)

  • Hildebrandt Learning Centers operates an accredited child care center and kindergarten at the College Hill Children’s Center near the Franklin & Marshall campus. Children from 6 weeks of age through kindergarten-age are eligible to attend year-round. Summer programs and before- and after-school programs are also available for school-aged children.  The Center is open to the public, although College faculty and professional staff receive priority if there is a waiting list for enrollment. See www.fandm.edu/childrenscenter for more information.

City Life Program

Eligibility: full-time faculty and professional staff who purchase or own a home in the eligible Franklin & Marshall neighborhood (those on temporary or visiting appointments are not eligible)

  • Through City Life, eligible employees may receive financial assistance when purchasing a home or making certain home improvements. The City Life Program applies to residential properties in the established area bordered by College Avenue, Orange Street, Arch Street, and Harrisburg Pike. Interested employees should contact the Endowment and Insurance Administrator, 291-4303, or see www.fandm.edu/citylife for details.

ConnectCare3

Eligibility: full-time faculty and professional staff, College retirees, and dependents who are enrolled through the College’s Highmark health plan

  • ConnectCare3 is a voluntary and confidential patient health care advocate service offered at no cost to Highmark health plan participants.  ConnectCare3 employs registered nurses who are available to provide information, assistance, and support when a College health plan participant or his/her covered family member needs healthcare services.  Highmark health plan participants may contact ConnectCare3, at (877) 223-2350, for more information.

Dental Plan

Eligibility: full-time faculty and professional staff and their eligible dependents / full-time employees are eligible as of the first of the month coinciding with or following the date of hire

Dental benefits are provided to enrolled employees and their covered dependents as follows:

  • 100% coverage is provided for preventive services such as cleanings and routine exams (with no employee-paid deductible required); up to two exams per calendar year
  • 80% coverage is provided for basic restorative services such as fillings, extractions, and root canal therapy (participants pay 20% of a contracted rate when visiting a participating provider, plus the annual deductible); excludes orthodontia
  • 50% coverage is provided for major restorative services such crowns and dentures and bridgework, and for orthodontia services for children through age 18
  • $50 annual deductible per person, and up to $150 for a family
  • $1,000 per child lifetime benefit maximum for orthodontia coverage (for children through age 18)
  • $1,000 per person / per year maximum coverage level (in addition to orthodontia for children)
  • The highest level of coverage is available when services are received from a participating provider. Delta Dental, the dental plan administrative services provider, also provides coverage if services are received from a non-participating provider, although the participant is responsible for charges above Delta Dental’s contracted rates.
  • Year 2014 employee-paid premiums: $26.30/month - employee only; $45.98/month - employee + 1 dependent; $68.72/month - employee + 2 or more dependents.

Direct Deposit

Eligibility: faculty and professional staff

  • Employees may choose to have their total net pay deposited directly into their checking or savings account.
  • Employees may sign-up for direct deposit through the Payroll office.

Discounts

Eligibility: faculty, professional staff, and College retirees

Various discounts are offered to College personnel.  (Please note, discounts are provided at the discretion of the company offering the product, and may change or be discontinued at any time.)

  • Faculty, professional staff, retired members of the College community, and eligible family members may qualify for discounted rates on individual long-term care insurance policiesInterested individuals may contact CaringPlans Associates, at (717) 652-0552 or email caringplans@comcast.net, for detailed information about coverage and premiums.
  • Members of the College community are eligible for discounts on auto and homeowners insurance. Interested individuals should contact Hennessy & Associates, at (717) 393-9627, for complete details.
  • “Club Quarters” currently offers discounts on reservations with certain hotels: http://www.clubquarters.com/ (password = Franklin & Marshall College)
  • Faculty and professional staff are eligible to join Members 1st Federal Credit Union and take advantage of their offers.  Please call Members 1st at (800) 283-2328 for details.
  • T-Mobile currently offers discounts on mobile phones and plans.  Faculty and staff may call (866) 464-8662 for information.  Identify yourself as an employee of Franklin & Marshall College and mention promotion code 20318TMOFAV.
  • The Lancaster YMCA currently offers discounted membership fees to faculty and professional staff.  Discounts are valid at either the City Y or Lampeter-Strasburg Y branch.  College employees may inquire about a discount on an adult or family Y membership by visiting a Lancaster Y branch and showing their F&M ID card.  (Per Y policies, retired employees are not eligible for discounted memberships.)
  • The College Bookstore offers Franklin & Marshall employees a 10% discount on selected merchandise.  Faculty and staff must show their valid College ID to receive this discount.

Education Benefits

Eligibility: full-time faculty and professional staff who meet years of service requirements as described below; for tuition assistance benefits for dependents, the College will waive 1 year of its normal 5 year waiting period for each prior full year of employment at an institution of higher education

The College offers several tuition reduction benefits for full-time faculty and professional staff and their dependents:

  • Tuition Reduction for Employees: immediately upon hire, full-time employees may enroll in Elizabethtown College courses on a part-time basis and pay no tuition fees. Course must be held on the Franklin & Marshall campus. Employees must pay registration fees, fees for books, lab fees, and other miscellaneous expenses. Employees may also enroll in Franklin & Marshall classes on a part-time basis without tuition fees. Such classes must be held during the employee's non-working hours.
  • Grant-in-Aid for Spouses: a full-time College employee's spouse or same-sex domestic partner may take courses on a part-time basis through Elizabethtown College with no tuition fees, immediately upon the employee’s appointment to a full-time position. This benefit is available only for Elizabethtown College courses held on the Franklin & Marshall campus. After an employee has been employed with the College for 5 years, his/her spouse or same-sex domestic partner may take Franklin & Marshall classes on a part-time basis with no tuition fees.  The spouse / partner may also enroll at Franklin & Marshall on a full-time basis and 85% of tuition will be waived.
  • Grant-in-Aid for Dependent Children: after completion of 5 years of full-time employment, an employee may receive a grant equal to 85% of Franklin & Marshall's basic tuition rate, if his/her eligible dependent child attends Franklin & Marshall on a full-time basis (85% of tuition fees will be waived).
  • Children's Scholarship for Dependent Children: an eligible full-time employee may apply for a scholarship for his/her dependent child(ren), to be used at any accredited college or university. The scholarship is the equivalent of 15% of Franklin & Marshall's basic tuition rate. Eligibility for this benefit begins when an employee has been employed full-time by the College for 5 years.
  • Tuition Exchange for Dependent Children: an eligible employee may apply for a scholarship for his/her dependent child for undergraduate study at another institution participating in the Tuition Exchange program. Eligibility for this benefit begins when an employee has been employed full-time by the College for 5 years. Tuition Exchange participants receive scholarships to offset up to full tuition fees charged by the college or university to which they've been accepted. Some institutions may choose to offer scholarships equal to less than the cost of full tuition. More than 500 colleges and universities participate in the Tuition Exchange program. Franklin & Marshall employees must apply for Tuition Exchange through Human Resources by November 15 of the year preceding college admission. (Note: Tuition Exchange scholarships are limited and there is no guarantee that a parent who applies on behalf of his/her child will be awarded a scholarship.)
  • Education benefits for dependent children are awarded on a semester by semester basis, for a total of 8 semesters. A child may receive only one benefit per semester.
  • Benefits may be taxable to the employee if the dependent does not qualify as a tax dependent per IRS regulations.

Emeriti Retirement Health Plan

Eligibility: full-time faculty and professional who retire on or after 1/1/2013 (does not apply to pre- 1/1/2013 retirees and faculty who signed a Phased Retirement or Pre-retirement Leave of Absence Agreement prior to 1/1/2013)

  • The Emeriti Retirement Health Plan provides eligible employees with a convenient, tax-advantaged way to save now for their future health care expenses.  The Emeriti Plan also provides eligible employees and their dependents with access to comprehensive medical, prescription drug, and dental insurance coverage during retirement. 
  • Emeriti Health Accounts  (applicable to faculty and staff employed by the College and under age 55 as of 12/31/2012, and to those hired after 12/31/2012 regardless of age) - The College makes contributions to Emeriti Health Accounts on behalf of eligible members of the faculty and professional staff during their working years.  Employees may also make their own contributions on an after-tax basis, through automatic transfers from a personal savings or checking account, in order to save for their health care expenses during retirement.  Contributions may be invested in various TIAA-CREF funds.  Contributions may be accessed (a) once they have “vested”: generally after the participant has completed 15 consecutive years of full-time employment with Franklin & Marshall after the age of 40, and (b) following retirement.  Vested accumulations may be used to pay health insurance premiums and other medical expenses during retirement.
  • Emeriti Retiree Health Insurance, Prescription Drug, and Dental Plans  (applicable to faculty and staff who retire on or after 1/1/2013, other than faculty who signed an early retirement agreement by 12/31/2012) – College retirees and their eligible dependents may enroll in health, prescription drug, and dental insurance plans administered by Emeriti Retirement Health Solutions (http://www.emeritihealth.org/  ). 

Employee Assistance Program (E.A.P.)

Eligibility: full-time faculty and professional staff

  • Full-time employees, and family members residing in the employee's household, are eligible for 3 free sessions with a trained counselor per fiscal year, per issue. Counselors can assist with any issue, including family, marital, parenting, and relationship issues; work/life balance; stress; anxiety; substance abuse; depression; child care or elder care; and financial or legal issues.
  • To access the E.A.P., employees may call (877) 622-4327.
  • The services of the E.A.P. are completely confidential.

Family and Medical Leave

Eligibility: all faculty and professional staff who have worked at least 12 months at the College, and who have worked a minimum of 1250 hours during the 12 month period immediately prior to commencement of leave

  • Eligible employees may apply for up to 60 days of unpaid Family and Medical Leave (FML) due to their own serious health condition; to care for a child, spouse or same-sex domestic partner, or parent with a serious health condition; following childbirth or adoption; or due to an urgent need arising out of an employee’s dependent’s call to active duty.  Additionally, an employee may apply for up to 26 weeks of unpaid leave to care for an eligible family member injured during active duty.
  • To apply for leave, the employee must complete an application, available from Human Resources, and have his/her physician complete a health certification.
  • Full-time members of the faculty and professional staff may use paid sick days and/or vacation days for which they are eligible in conjunction with Family and Medical Leave.

Family Illness Days

Eligibility: full-time, non-exempt professional staff

  • Immediately upon hire, an eligible non-exempt employee may take up to 3 paid days off work per fiscal year if a family member's illness prevents him/her from coming to work.
  • Family Illness Days may not be carried over from year to year and there is no pay for unused days.

(As noted under “Sick Leave” below, full-time members of the faculty and professional staff may use Annual Paid Sick Days in the event the employee must care for an ill family member or accompany a child to health care appointments and, therefore, cannot work.)

Flexible Spending Accounts Plan

Eligibility: full-time faculty and professional staff and those who work at least 1,000 hours per calendar year / employees are eligible as of the first of the month coinciding with or following the date of hire

  • An employee may designate a portion of salary to be deducted from his/her paychecks on a pre-tax basis and put into a Medical Expense Reimbursement Account and/or Dependent Care Account. Money in these accounts is then used by the employee to pay for eligible unreimbursed medical expenses or dependent care costs. Participation in the Flexible Spending Accounts Plan reduces the portion of the participant's income which is subject to federal income tax and Social Security taxes.
  • After an employee pays for medical care not covered by any health insurance plan, or pays dependent care expenses, he/she may submit a claim form and receipts to be reimbursed for eligible expenses from his/her Medical Expense Reimbursement Account and/or Dependent Care Account.
  • Current salary reduction limits for the Flexible Spending Accounts are: Dependent Care - $5,000, or $2,500 for a married person filing as single; Medical Expense Reimbursement Account - $2,500.
  • Based on IRS regulations, any money left in an employee's Medical Expense Reimbursement Account as of March 15 of the following year or an employee's Dependent Care Account at the end of the calendar year must be forfeited by the employee. Therefore, careful planning is necessary when designating a salary reduction amount.
  • Changes to an employee's Flexible Spending Accounts elections generally cannot be made after the start of the plan year on January 1.
  • An employee must complete an enrollment form each year, during Open Enrollment, to continue participating in the Medical Expense Reimbursement Account and/or Dependent Care Account.

Flexible Work Hours

Eligibility: professional staff

  • The Flexible Work Hours Policy is designed to provide members of the professional staff with reasonable flexibility in establishing their daily working hours so they are better able to balance the needs of family and work.  Staff members must maintain their standard number of daily and weekly work hours.
  • A professional staff member may request, through his/her manager or department chair, to begin each work day, Monday through Friday, no later than 9:30 a.m., and leave work each day no earlier than 3:30 p.m., after working his/her regularly scheduled 7, 7.5, or 8 paid hours and taking a minimum half-hour unpaid lunch break or maximum one hour unpaid lunch break each day.
  • Additionally, members of the professional staff may elect, with their manager’s approval, to reduce their work hours following Commencement and throughout the summer months, with a corresponding reduction in annual salary.

Foreign Business Travel Services

Eligibility: faculty and professional staff

  • Several services are provided to employees traveling abroad for College business. To access these services, employees must register with the Finance office. When registration is received, the employee will be sent information tailored to his/her trip, including travel alerts, medical alerts, and an access card for the "executive assistance program". Please see www.fandm.edu/humanresources/Benefits for full details.

Health and Wellness

Eligibility: faculty and professional staff

The College sponsors various health and wellness-related programs:

  • Wellness program for full-time employees: Full-time employees can complete various health and wellness activities to earn points toward a cash prize. The amount of the cash award varies depending on the number of activities completed.  Eligible activities include completing a confidential, online health questionnaire, having preventative screenings through your healthcare provider, completing online health education workshops through the Highmark Blue Shield website, exercising regularly, quitting smoking or pledging to remain tobacco-free, and attending Wellness Committee programs.  Please visit www.fandm.edu/wellness for details.
  • Counseling through the Employee Assistance Program at no cost to the participant (see www.fandm.edu/humanresources/Benefits).
  • Use of athletic facilities and equipment at no charge (see www.fandm.edu/humanresources/Resources).
  • On-site fitness classes (see www.godiplomats.com).
  • Discounts on fitness center memberships and classes at approved facilities, and online health education programs through the College’s Health & Prescription Drug Plan administrator (see www.highmarkblueshield.com for details).

Health Plan

Eligibility: full-time faculty and professional staff and their eligible dependents / full-time employees are eligible as of the first of the month coinciding with or following the date of hire

The College offers:

  • The PPO Health Plan $1,000 + HRA (the High Deductible / Low Premium Health Plan with Health Reimbursement Account), which combines low monthly premiums and a College-funded account to help offset the $1,000 per individual / up to $2,000 per family annual deductible plus co-payments and coinsurance.
  • The PPO Health Plan $300, which combines modest monthly premiums and a low $300 per person / up to $600 per family annual deductible.
  • Health coverage includes prescription drug coverage and a vision care benefit, which are the same across each health plan option listed above.
  • Employees and retirees receive the highest level of coverage when receiving treatment from a health care provider participating in the Highmark BlueShield PPO network. Most health care services are covered at the 100% level, after applicable office visit co-payments and deductibles have been paid by the plan participant. Participants may seek treatment from a non-participating provider and receive a lower level of coverage.
  • Those living outside Pennsylvania receive the highest level of coverage when seeing health care providers who participate with their local Blue Cross Blue Shield plan network.
  • PPO Health Plan $1,000 participants receive a College-funded contribution to their Health Reimbursement Account (HRA) to help offset the $1,000/individual, $2,000/family health plan deductible, as well as medical and prescription co-payments and coinsurance, as follows: $420/calendar year - those with single coverage; $840/year - employee + 1 dependent; $1,260/year - employee + 2 or more dependents; any funds remaining in an individual's HRA at the end of the calendar year roll forward to the next calendar year and are combined with that year's annual College-funded HRA contribution (as long as the employee remains enrolled in the PPO Health Plan $1,000).
  • Year 2014 employee-paid premiums: PPO Health Plan $1,000 + HRA: $71.17/month - employee; $115.87/month - employee + 1 dependent; $189.68/month - employee + 2 or more dependents; PPO Health Plan $300: $104.65/month - employee; $170.36/month - employee + 1 dependent; $279.15/month - employee + 2 or more dependents.

Prescription Drug Coverage

Eligibility: full-time faculty and professional staff and eligible dependents enrolled in the College Health & Prescription Drug Plan / full-time employees are eligible as of the first of the month coinciding with or following the date of hire

  • Prescriptions for a one month – 30-day - supply of medicine or less may be purchased at a participating pharmacy using the Highmark ID card. Participant co-payments are: Generic Medicine: 15% of the drug cost, with a $5 minimum and $15 maximum per prescription; Formulary Brand Name Medicine: 25% of the drug cost, with a $20 minimum and $50 maximum per prescription; Non-formulary Brand Name Medicine: 35% of the drug cost, with a $40 minimum and $70 maximum per prescription.
  • Prescriptions for medicines taken on a regular basis may be purchased through the Highmark / Express Scripts mail order program. Mail order co-payments for a 90-day supply of medicine are: Generic Medicine: 15% of the drug cost, with a $10 minimum and $30 maximum per prescription; Formulary Brand Name Medicine: 25% of the drug cost, with a $40 minimum and $100 maximum per prescription; Non-formulary Brand Name Medicine: 35% of the drug cost, with a $80 minimum and $140 maximum per prescription.
  • Participants pay a maximum of $1,500/person or up to $3,000/family for prescription drug co-payments, per calendar year.

Vision Care

Eligibility: full-time faculty and professional staff, retirees, and dependents enrolled in the Highmark Health & Prescription Drug Plan

  • If services are received from a participating NVA provider, coverage is provided for one routine vision exam per 12 months; standard glass or plastic prescription lenses every 12 months and a $60 allowance toward frames every 24 months, or a $75 allowance for contact lenses every 12 months in lieu of glasses.  Additional discounts may apply.

Health Plan Coverage During Retirement

Retirement Prior to January 1, 2013: to be eligible for continued health and prescription drug coverage during retirement, a faculty or professional staff member must have worked at the College on a full-time basis for at least 10 consecutive full years after age 50 and be at least age 60 upon retirement.

  • Those who retired prior to January 1, 2013, and faculty who signed a Phased Retirement or Pre-retirement Leave of Absence Agreement by December 31, 2012, may enroll in the Highmark PPO Health Plan $300.
  • College retirees enrolled in Medicare Parts A and B, and those who retire through a College-approved early retirement program, currently pay the same premiums for their health coverage as active employees.  However, Medicare-enrolled retirees also pay Medicare Part B premiums.
  • Retirees not yet eligible for Medicare coverage pay the full average premium for health and prescription drug coverage until enrolled in Medicare.
  • Retirees and spouses must enroll in Medicare Parts A and B on the earliest possible date, in order to retain coverage through the College’s Plan. 
  • A retiree may retain coverage for life.  When a retiree dies, his/her spouse may retain health plan coverage for up to 36 months through "COBRA".

Retirement as of January 1, 2013 or Later: Members of the faculty and professional staff employed by the College in a full-time position as of December 31, 2012, and age 55 or older as of December 31, 2012, may enroll in a health and prescription drug plan offered by Emeriti Retirement Health Solutions at age 60 or older, if retiring after completing at least 10 consecutive years of College employment after age 50.

Full-time members of the faculty and professional staff under age 55 as of December 31, 2012, and those hired by the College after December 31, 2012, may enroll in an Emeriti health and prescription plan at age 60 or older, after completing at least 15 consecutive years of full-time employment with Franklin & Marshall after age 40 (those employed in a full-time position and age 50 – 54 as of 12/31/2012 may enroll at age 60, after completing 15 consecutive years of full-time service after age 40, or 10 consecutive years after age 50, whichever comes first). 

  • The Emeriti plans are administered by Emeriti Retirement Health Solutions.  Several medical and prescription drug plans are offered; retired employees may choose the plan options that best meet their needs.  Spouses / domestic partners may also enroll.
  • Plans for those age 65 and older coordinate coverage with Medicare, and the retiree and spouse / partner must also enroll in Medicare Parts A and B and pay the applicable Part B premium. 
  • An optional dental plan is available through Emeriti.
  • For employees appointed to full-time positions as of December 31, 2012, and age 55 or older as of December 31, 2012, the College will pay a portion of Emeriti health and prescription premiums during retirement, once the retiree is enrolled through Medicare Parts A and B.  The College will also pay a portion of premiums for a Medicare-enrolled retiree’s spouse or same-sex domestic partner.  The College-paid subsidy for the spouse or same-sex domestic partner will be discontinued when the College retiree is no longer enrolled in an Emeriti plan or passes away.  The spouse / partner may remain enrolled in an Emeriti plan for life, but will pay the full premium after the College retiree passes away.
  • Faculty and professional staff under age 55 as of December 31, 2012, and those hired to full-time positions after December 31, 2012, regardless of age pay the full Emeriti premium for their coverage during retirement, and may use vested assets in the Emeriti Health Account to help offset premiums.
  • Emeriti health plan information and premiums (excluding the College-paid subsidy) can be found at www.emeritihealth.org.

Holidays

Eligibility: full-time faculty and professional staff

  • The College generally grants 12 to 13 paid holidays per fiscal year to full-time employees. See www.fandm.edu/humanresources/Resources for the current College holiday schedule.

Jury Duty Pay

Eligibility: full-time faculty and professional staff

  • Employees required to serve jury duty, or subpoenaed as a witness, receive full base wages while serving, minus any payment received from the court.

Library Access

Eligibility: faculty and professional staff and College retirees

  • Employees may use campus library facilities during normal hours of operation. A valid Franklin & Marshall identification card is required to borrow books.

Life Insurance

Eligibility: full-time faculty and professional staff / effective the date of appointment to a full-time position

  • College paid; no employee premiums required.
  • Basic life: benefit equal to 1.5 times base annual salary, rounded to nearest $1,000. The maximum coverage amount is $100,000.
  • AD&D: benefit equal to 1.5 times base annual salary up to maximum of $100,000. Paid in addition to basic life.

Life Insurance Coverage Upon Retirement

Eligibility: full-time faculty and professional staff who qualify as “benefits-eligible” retirees upon employment termination

  • Upon retirement, a full-time employee’s life insurance coverage reduces to 25% of the pre-retirement coverage level.  A retiree may retain College-paid coverage for life.

Long-term Care Insurance – Discounted Rates

Eligibility: faculty, professional staff, retirees, and eligible family members; subject to acceptance by insurer

  • Faculty, professional staff, retired members of the College community, and eligible family members may qualify for discounted rates on individual long-term care insurance policies.  Premiums are paid in full by the insured individual. 
  • Interested individuals may contact CaringPlans Associates, at (717) 652-0552 or email caringplans@comcast.net, for detailed information about coverage and premiums.

Long-term Disability Insurance

Eligibility: full-time faculty and professional staff / effective the first of the month coinciding with or following completion of 1 year of full-time service, unless the employee provides written verification that he/she was covered under a group LTD insurance policy with a prior employer within 3 months of Franklin & Marshall employment

  • If an eligible employee has been totally disabled and unable to work for 6 consecutive months, a monthly Long-term Disability benefit equal to 60% of base monthly salary, up to a maximum of $10,000/month, will be paid. Income from all other sources (Social Security, Workers' Comp., or other government programs) will reduce the LTD benefit so that the total of all benefits received equals 60% of salary.
  • Retirement Plan participants will also receive a monthly retirement annuity benefit equal to 12% of base monthly earnings (15% for those appointed to a full-time position on or prior to July 1, 2006), up to a $2,500, paid to their retirement account.

Moving Expense Reimbursement

Eligibility: full-time, non-temporary faculty and professional staff

  • For eligible new employees, the College reimburses reasonable moving expenses associated with moving household items, with a maximum reimbursement based on the distance moved.
  • less than 1,000 miles:                          $1,000
  • 1,000 - 1,999 miles:                             $1,500
  • 2,000 or more miles:                            $2,000
  • There is no reimbursement for expenses associated with storing household items or costs associated with moving to or from a non-primary residence.
  • The College will reimburse full-time visiting faculty members up to $600 for moving expenses.

Personal Days

Eligibility: full-time, non-exempt professional staff / eligible as outlined below

  • Eligible non-exempt employees may take paid personal days as follows, scheduled in consultation with the supervisor:
  • immediately upon full-time employment:             2 paid days per fiscal year
  • upon completion of 2 years:                                3 days
  • upon completion of 15 years:                              4 days

As of employment years 2 and 15, additional personal days, per the schedule above, may be taken effective the July 1 immediately prior to the staff member's full-time College anniversary date.

  • Personal days may not be carried over from year to year and there is no pay for unused days.
  • As of employment years 2 and 15, additional personal days, per the schedule above, may be taken effective the July 1 of the fiscal year in which an employee's full-time College anniversary date falls.

Retirement Savings Plan

Eligibility: College contribution - full-time faculty and professional staff / eligible on July 1st or January 1st following completion of 2 years of full-time service / 6 months of the 2 year waiting period will be waived for every 2 continuous / consecutive full years of prior full-time employment at a qualifying institution of higher education; Elective contribution - Immediately upon hire, employees working at least 20 hours per week and/or 1,000 hours per year may make contributions through pre-tax deductions from their paychecks.

  • The College contributes the equivalent of 12% of an eligible employee's base salary to his/her retirement account (15% for those appointed to a full-time position on or prior to July 1, 2006). The employee chooses how to invest this contribution. Contributions may be invested among various annuities and mutual funds administered by TIAA-CREF.
  • Immediately upon hire, employees working at least 20 hours per week may make contributions through pre-tax deductions from their paychecks. The minimum contribution is $200/calendar year. To begin making elective contributions, an individual should obtain the appropriate form from the Human Resources public folder in eDisk, or from www.fandm.edu/humanresources/Benefits.
  • During calendar year 2014, employees may contribute up to $17,500 to the Retirement Plan.  However, the contribution limit for College and employee elective contributions combined is $52,000 or 100% of compensation, whichever is less.  Employees who will be at least age 50 by the end of the calendar year may contribute an additional $5,500.
  • College contributions may not be withdrawn while employed full-time.
  • An employee’s elective (voluntary) contributions may be withdrawn once the employee reaches age 59-1/2 or older, without penalty (normal Federal taxes will be withheld).
  • Generally, an employee who terminates employment at age 59-1/2 or older may withdraw funds from College contributions and elective contributions without a tax penalty (normal Federal income taxes will be withheld). Faculty members participating in the Phased Retirement Program or Pre-retirement Leave Program, who are at least age 60, as well as full-time employees who switch to part-time status and are at least age 60, may withdraw College and elective contributions.
  • Loans are available to employees from their elective and College contributions to the Retirement Plan, and are re-paid directly to TIAA-CREF.
  • "Hardship Withdrawals" are available from an employee’s elective contributions if an employee qualifies. A 10% penalty, in addition to applicable Federal taxes, will generally be withheld.

Sick Leave

Eligibility: full-time faculty and professional staff

  • Full-time members of the professional staff receive the equivalent of up to 12 Annual Paid Sick Days each fiscal year, to be used during their own short-term illness or non-occupational injury.  Days are prorated for those routinely working less than 12 months per year (9 paid sick days for those working 9 months per year; 10 for those working 10 months per year; 11 paid sick days for those working 11 months per year).
  • Full-time members of the professional staff may use some or all of their "Annual Paid Sick Days" in the event the staff member must care for an ill family member or accompany a child to health care appointments and, therefore, cannot work.  However, staff receive up to a total of 12 “Annual Paid Sick Days” per fiscal year, and any of the 12 used to care for a family member will reduce the number available for a staff member’s own illness.
  • Full-time professional staff with at least 1 year of service also receive a one-time allocation of 30 paid sick days to an Extended Sick Leave Bank (ESLB). An employee's ESLB may be used to help cover extended absences from work (12 days or longer). At the end of each fiscal year, any unused Annual Paid Sick Days will roll into the employee's ESLB. The maximum accumulation in any employee's ESLB will be 130 days.
  • Days from the ESLB may be used to take paid maternity or paternity leave following childbirth or adoption (up to 20 paid days, or up to 40 paid days for a new mother following childbirth).
  • Full-time faculty receive paid sick leave based on length of service, up to 130 paid days.  Faculty members may use up to 10 of their paid sick days per fiscal year to care for an ill family member.

Vacation

Eligibility: full-time professional staff

  • Full-time exempt employees: beginning with the 1st year of employment, exempt employees earn the equivalent of 2 paid vacation days (16 hours) per work month, to be taken during the fiscal year (July 1 - June 30). For example, those on a 12-month appointment receive a total of 24 days per fiscal year, those on a 10-month appointment receive 20 days.
  • Full-time non-exempt employees are eligible for paid vacation days based on length of service:
  • 1 through 4 years:                                 10 days per fiscal year
  • 5 – 9 years:                                           15 days
  • 10 years and over:                                20 days

As of employment years 5 and 10, additional vacation days, per the schedule above, may be taken effective the July 1 immediately prior to the staff member's full-time College anniversary date.

  • As of June 30, 2014, up to a maximum of 40 earned but unused vacation hours will be automatically carried over and may be used during the next fiscal year.   (Effective June 30, 2014)

The College reserves the right to modify or discontinue benefit plans and programs.

Summary – Paid Time-off Benefits for Professional Staff

                                       Vacation          Sick            Personal           Family Illness          Holidays

                                          Days              Days              Days                     Days                   

Non-exempt staff:     10 – 20             12                 2 – 4                        3                           13

Exempt staff:               24                    12                 N/A                       N/A                         13


Paid time-off is pro-rated for full-time professional staff working less than 12 months or 1,820 hours per year.

Non-exempt staff earn paid vacation time and paid personal days based on years of service.

A staff member may use his/her available “Annual Paid Sick Days” to care for an ill family member, but may take no more than a total of 12 Annual Paid Sick Days per fiscal year.

Professional staff earn additional paid sick days to use for their extended illness, maternity/paternity leave, or eldercare leave.  After one year of College service, a full-time staff member receives 30 days of paid sick leave in his/her “extended sick leave bank”.  Any of the staff member’s 12 paid sick days per fiscal year that are not used by the staff member will roll in to this bank.

The College also offers paid bereavement / funeral leave and paid jury duty leave.

Note: Paid time off is tracked in hours rather than days.