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 1,000 or more hours per year are eligible to enroll in a comprehensive group dental plan through Health Resources, Inc (HRI). The premium is paid by the employee. Dependent coverage is also available through age 25. 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.
See Dental Benefit Plan for additional information.
Be sure to select an HRI in-network Dentist.
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 Long Term Disability Insurance Coverage Plan.
Employee Assistance Program (EAP)
An EAP through Lincoln Financial Group’s Employee Connect is available to employees and family members to provide support for a variety of issues including: stress, anxiety, depression, family and marital issues, problem solving, drug and alcohol issues, dependent and adult care services, workplace concerns, legal issues, and financial questions and issues. 24/7 telephone access and up to 4 sessions with a professional counselor are available.
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. Specific details about the plan are given in the Benefit Plan Documents.
You may also search the site for in-network Doctors (“CQM” is ID Prefix).
Administrative faculty, professional staff and staff have the following 11 holidays:
- New Year’s Day (two days)
- Easter (one day)
- Memorial Day (one day)
- Independence Day (one day)
- Labor Day (one day)
- Thanksgiving (two days)
- Christmas (three days)
Goshen College strives to meet the needs of its constituents and, therefore, may remain open during certain holidays to best meet the needs of those we serve. The exact dates of holiday observances will be set annually. During holidays when school is in session, employees may be required to work and therefore may take an additional day off with approval as a floating holiday. Floating holidays must be arranged and taken by authorization of supervisors.
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.
The holidays for 2014-15 are July 4, September 1, November 27-28, December 25,26 and 29, December 31, January 1, April 3, and May 25.
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. See the AD&D coverage policy for details.
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 strongly encouraged and is available to any credit union or bank. Pay stubs are posted online.
Recreation-Fitness Center membership – Goshen college offers free use of the Roman Gingerich Recreation-Fitness Center (RFC) to its employees who elect to use this benefit. The cost of the use (“membership”), however, is a taxable benefit that must be reported to the IRS. Employees are not charged but taxed on the value of the membership. Family memberships may be purchased. For further details and to enroll, see the membership form.
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 has worked at GC at least half time (1,000 hours) or more for one year and is at least 21 years old. The college will begin retirement plan payments after the employee is eligible. 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 5% 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 at the time of eligibility for participation in the basic retirement plan or at any time thereafter. 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.
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. For more information, see the plan information on the benefits plan documents page.
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. 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 actual illness, but it may be applied to 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, sick leave will 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.
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. The college contributes an amount equal to employee contributions for these “self-employed” employees. In addition to retirement benefits, this program provides survivor and disability benefits.
Supplemental Insurance (AFLAC)
Supplemental insurance products are offered to employees through AFLAC for cancer, accident, and specified health (includes heart, stroke, and other illnesses). Family members can be included. The employee is responsible for the premium, and various levels of coverage are available. For more information, contact AFLAC representative Cheryl Miller, 574-536-9410.
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.
Employee spouse and dependent children under 25 are eligible if the employee works one-half time or more. 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 classes per semester at 100 percent tuition discount, if work schedule permits and the supervisor approves. Discounts for classes in the Adult Programs are pro-rated on a different schedule.
Employee spouse eligibility
Employee spouses are eligible for a 75 percent tuition discount during the first two years of employment and a 100 percent discount beginning the third year.
Employee dependent children eligibility
Dependent children are eligible for a 50 percent tuition discount during the first two years of employment and a 75 percent discount beginning the third year.
Part-time employee eligibility
Tuition discount policies for part-time employees are outlined in the employee handbook and are available in the Financial aid office.
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.
Vision Service Plan
Employees working half-time and above and their dependents (through age 25) may enroll in the Vision Service Plan (VSP) benefit. The employee is responsible for paying the premium. Benefits include discounts on annual examinations, lenses (including contact lenses), and frames. Applications are available from the Human Resources Office. For plan details, see the Benefit Plan Documents.
Find an in-network eye doctor at VSP.
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 will not accrue vacation hours.
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.
Bookstore discount – A discount of 10 percent is offered to all employees on many items in the campus bookstore.
Verizon Wireless Discount – A discount is offered to all employees for calling and data plans as indicated on the Verizon Discount instructions.