Below is a general description of the benefits, exclusions, limitations and other provisions of the benefits for eligible Goshen College employees. Policies are outlined in the Employee Handbook. The VP for Finance is the administrator responsible for all employee benefits.
During the open enrollment period you may change health care coverage, sign up for additional benefits, decide how much of your salary you wish to set aside for health care expenses (Section 125) and more. Once open enrollment closes, you may not make changes until the following year unless there is a qualifying event, such as a spouse loss of employment. You have 30 days after a qualifying event to make any changes.
All ongoing employees working half-time and above and their dependents (through age 25) are eligible to enroll in a comprehensive group dental plan through Health Resources, Inc (HRI). The premium is paid by the employee. Application must be made within 30 days of hire and coverage may normally be changed during the annual open enrollment or during the plan year if there is a qualifying event such as spouse loss of employment.
All ongoing employees working half-time and above and their dependents (through age 25) are eligible to enroll in a comprehensive group vision plan through EyeMed. The premium is paid by the employee. Application must be made within 30 days of hire and coverage may normally be changed during the annual open enrollment or during the plan year if there is a qualifying event such as spouse loss of employment.
For plan details and in-network providers, see the Benefit Plan Documents.
Total disability – All ongoing full-time employees are eligible to participate after 12 consecutive months of full-time service. It is the responsibility of the employee to fill out proper application forms in the Human Resources office. The plan, with few exceptions, provides benefits after three consecutive months of disability from injury or illness. Together with Social Security and/or worker’s compensation, the benefits approximate 60 percent of one’s normal salary during total disability until one reaches age 65. The plan also provides continued payments into the retirement program during such disability so that the disability does not impair retirement benefits. Employees may use accumulated sick leave to cover the first three months of disability.
For more details, see the Benefit Plan Documents.
Eligibility – All ongoing employees working .75 FTE or more. Spouse and dependent children through age 25 (employee pays a portion of the cost) of eligible employees. Health insurance coverage begins with a signed application at the beginning of employment. Application must be made within the first 30 days of employment. The plan year is July 1 – June 30.
Plan Highlights – A comprehensive Preferred Provider Organization plan through Highmark Blue Cross/Blue Shield is available with national and some international provider coverage. You may create an account online at Highmark to track your Explanation of Benefits forms.
Identity Protection – For employees covered under Goshen College health insurance, Highmark is now offering identity protection at no cost to you. AllClear Identity Repair service offers help to those who have become a victim of identity theft. AllClear Credit Monitoring helps you stay informed of your credit activity by sending alerts when banks and creditors use your identity to open new accounts. It also offers a $1 million identity theft insurance policy and child identity protection for eligible members under 18 years old.
Videos from Highmark:
How to Log in and Register – http://www.brainshark.com/hmk/MemberWebsiteRegisterLoginBCBS
Virtual ID Card – http://www.brainshark.com/hmk/MemberSiteVirtualIDCardBCBS
Member Discounts – http://www.brainshark.com/hmk/MemberWebsiteDiscountsBCBS
Find a Doctor – Pre-Password (good for OE, prior to registering as a Highmark member) – http://www.brainshark.com/hmk/FindaDoctorPrePasswordBCBS
Find a Doctor – Post-Password (good for existing members) – http://www.brainshark.com/hmk/FindaDoctorPostPasswordBCBS
Forms Library – http://www.brainshark.com/hmk/MemberWebsiteFormsBCBS
Care Cost Estimator – http://www.brainshark.com/hmk/CareCostEstimatorBCBS
Diabetes Prevention Program – http://www.brainshark.com/hmk/DiabetesPreventionProgramBCBS
Coverage Tab – http://www.brainshark.com/hmk/MemberWebsiteCoverageTabBCBS
Other Member Information – http://www.brainshark.com/hmk/OtherMemberInformationBCBS
Videos from Caremark:
Registering and Benefits of the website – https://info.caremark.com/video
Mail order – https://info.caremark.com/rxmail
Administrative faculty, professional staff and staff have the following holidays:
- Good Friday (one day)
- Memorial Day (one day)
- Independence Day (one day)
- Thanksgiving (two days)
- Christmas Eve through New Year’s Day (seven days for 2019-20)
Note that Labor Day is considered a regular work day for everyone since classes are in session.
Beginning full-time staff and administrative employees are eligible for holiday pay if they have worked the five working days preceding the holiday. Part-time employees (.5 to .89 FTE) have pro-rated holiday time calculated at the same rate as the contract percent. There is no paid holiday time for employees less than 50 percent time.
In addition, any employee taking unpaid leave immediately before or after a holiday will not be paid for the holiday. Note that unpaid leave is not allowed without written request and approval per the policy in the Employee Handbook.
The holidays for 2019-20 dates are July 4, 2019; November 28-29, 2019; December 24, 2019- January 1, 2020; April 10, 2020; and May 25, 2020.
All full-time employees are included in the plan upon date of employment and completion of application. The college will pay the full premium for the plan, which offers coverage for full-time employees. The value of coverage for each individual covered is 1.5 times gross salary to a $100,000 maximum. This amount is reduced after age 65.
Accidental death and dismemberment – All ongoing employees working half-time (1,000 hours) or more are eligible. Upon signed applications, insurance valued at 1.5 times gross salary up to $100,000 maximum is provided against accidental death. A lesser amount is provided for faculty and staff dismembered in an accident.
For more details, see the Benefit Plan Documents.
Memos of Understanding are issued to teaching faculty based on a 42-week year (but paid over 12 months); administrative faculty, professional staff and hourly staff are normally paid on a 12-month year. Payroll is paid twice each month. Direct deposit is required and is available to any credit union or bank. Pay stubs are posted online.
Goshen College offers free use of the Roman Gingerich Recreation-Fitness Center (RFC) to its employees. Family memberships are available for $15/month via payroll deduction.
For more information or to enroll in either an individual or family membership, see the enrollment forms available at HR Forms.
Mennonite Retirement Trust (MRT)
Teachers Insurance Annuity Association (TIAA)
College Retirement Equities Fund (CREF)
Any faculty or staff member is eligible to participate provided the person is at least half-time or more and is at least 21 years old. The college will begin retirement plan payments after the eligible employee has worked at Goshen College for one year. Waiting period is waived if new employee participated in a not-for-profit organization retirement plan immediately prior to start of employment.
The Retirement Plan offers options for investment through TIAA-CREF and Mennonite Retirement Trust. Each employee decides in which funds he or she wishes to place the Goshen College contribution. Goshen College currently contributes an amount equal to 2% of employees’ regular salary. The employee may make additional contributions to a plan on a tax-deferred basis. Additional contributions are made under an agreement for salary reduction. Increases or decreases in the amount to be deferred may be made several times per year by completing an updated form in the HR Office. Since this plan is voluntary, the participant can discontinue at any time. Employees may elect to use both TIAA CREF and MRT for their retirement savings but may not divide contributions of the college contribution or salary reduction between them.
For more details, see the Benefit Plan Documents.
All ongoing employees working half-time time (1,000 hours) or more are eligible. Employees are permitted to use pretax dollars for health and dental insurance premiums, unreimbursed medical expenses, dental and optical expenses and dependent-care costs. Election of eligible expenses is made at the time of employment and during the annual benefit open enrollment period. It is the responsibility of the employee to fill out proper application forms in the Human Resources Office.
Full-time employees earn sick pay at the rate of one day per month (4 hours per pay) with a maximum of 100 days accumulation. This serves as the short-term disability benefit for eligible employees. Those working from .5 to .89 FTE receive a pro-rated amount. Sick leave is intended primarily to recover the loss of income due to approved qualified FMLA reason, but it may be applied to acute illness, personal and immediate family doctor and dental appointments and absence for emergency care of an immediate family member (dependent child, spouse or dependent parent), if other arrangements are impossible. If teaching faculty miss teaching a class due to illness, they would record that day as a sick day. If available, up to 4 weeks of sick leave may be applied to maternity/paternity leave under the Family and Medical Leave Act. For details on pro-rated accrual, see the chart of vacation-sick leave accrual.
Accumulated sick leave is not paid upon separation from the college.
Participation is a condition of employment through payroll deduction for all employees, except ordained ministers in the exercise of their ministry whose participation is on a “self-employed” basis. In addition to retirement benefits, this program provides survivor and disability benefits.
Teaching faculty should negotiate sympathy leave with the academic dean. Administrative faculty and staff are entitled to a maximum of three days of leave with pay upon the death of the spouse or the following family members of either the employee or spouse: child, father, mother, brother, sister, or the husband or wife of any of these, with one day additional if total travel exceeds 500 miles, two days additional if total travel exceeds 1,000 miles. Sympathy leave with pay will also be allowed upon the death of the following family members of either the employee or spouse: grandfather, grandmother, uncle, aunt, nephew, niece, grandchild, or the husband or wife of any of these, with the maximum of one day basic, one additional day if total travel exceeds 500 miles.
Teaching Faculty-Only Benefits
Professional improvement – All full-time teaching faculty are eligible for a $500 annual professional allowance. Part-time (.5-.749 FTE) receive a pro-rated allowance.
Sabbatical – All full-time teaching faculty are eligible to apply for a sabbatical leave after 10 years of employment. The Academic Dean’s office approves all sabbatical leaves. There is a limit on the number of sabbaticals granted each year. The teacher may choose one of the following two plans: (a) one semester on full pay, or (b) nine months on two-thirds pay. Administrative faculty and staff are not eligible for sabbatical leave.
Employees, dependent children through age 23, and spouses are eligible if the employee works one-half time or greater. Full-time employees (defined as 75 percent employment or greater) receive full tuition discount benefits; part-time employees (employed 50 percent to 74 percent) receive a pro-rata share of tuition discounts.
Employees are eligible to take up to two traditional, undergraduate classes per semester at 100 percent tuition discount, provided only one is taken during the regular working day and the supervisor approves. For adult programs, full-time employees receive a 50% discount the first 2 years of employment and 100% discount beginning the 3rd year. There is no tuition discount for graduate programs.
Employee dependent children eligibility
Dependent children through age 23 are eligible for a 50 percent tuition discount during the first 2 years of employment and a 75 percent discount beginning the 3rd year. There is no tuition discount for adult programs or graduate programs.
Employee spouse eligibility
Employee spouses are eligible for a 75 percent tuition discount during the first 2 years of employment and a 100 percent discount beginning the 3rd year for traditional, undergraduate classes. Spouses enrolling in adult programs, receive either a 50% discount or 100% discount depending on the employee’s years of service. There is no tuition discount for graduate programs.
Part-time employee eligibility
Tuition discount policies for part-time employees are available in the financial aid office.
Tuition discount form and policy
Tuition discounts are not automatic and must be applied for using the Employee Tuition Discount Form provided by the financial aid office. Undergraduate tuition discounts are nontaxable benefits. Graduate tuition discount is not available at this time. Tuition discounts are coordinated with other types of financial aid.
For more detailed information on tuition discounts, please see the Tuition Discount Policy.
The vacation leave policy is intended to primarily provide opportunity for rest, relaxation and rejuvenation for employees, and promote a culture where employees can and do utilize this benefit.
Most full-time (.90 FTE) staff members and administrators are eligible for paid vacation time accrued each pay, calculated according to the schedule listed below.
|Year at Goshen||Vacation Days||Vacation Hours/Pay|
Part-time employees (1/2 time to 3/4 time) – receive pro-rata time for vacation and holidays. For full details, see the chart of vacation-sick leave accrual.
Up to two years’ worth of vacation hours may be accrued in an employee’s bank of hours. Available and taken hours are listed on the most current pay stub. Note that in addition to teaching faculty, there are other job categories that have their breaks built-in due to the academic schedule, so those will not accrue vacation hours.
Accumulated vacation time is not paid upon separation from the college. For employees who began their Goshen College employment before July 1, 2018, 50 percent of the employee’s available vacation hours will be converted to taxable wages and paid out at the last pay, based on compensation at the end of employment.
Value Added Benefits – Lincoln Financial Group
Employee Connect (Employee Assistance Program)
This service offers an array of confidential services to help you and your loved ones meet the challenges that life, work, and relationships can bring. Unlimited 24/7 toll-free call 888-628-4824 or online access at www.Lincon4Benefits.com and up to 4 sessions with a professional counselor are available.
This service includes: online will preparation, financial services, legal support, identity theft protection, etc.
This is a comprehensive program that can bring help, comfort, and reassurance if you face a medical emergency while traveling 100 or more miles from home.
For more details, see the Benefit Plan Documents.
Bookstore Discount – A discount of 10 percent is offered to all employees on many items in the campus bookstore.
Enterprise Car Rental Discount – Enterprise offers a Corporate program to current and retired faculty and staff that is beneficial for business and individual trips. If you want to a book car at an affordable rate while traveling by yourself or with your family, use the GC account number XZ08B30 to receive the GC discount rate of around 10%.
Moving Expenses – Persons that move from more than 50 miles to work at Goshen College may be reimbursed for a portion of those expenses. Applications for moving expense reimbursements are available from the assistant to the Academic Dean or the Director of Human Resources.
Verizon Wireless Discount – A discount is offered to all employees for calling and data plans. For more details, see the Benefit Plan Documents.