The College provides eligible regular full-time employees with health and dental insurance. These benefits are effective immediately upon employment. The cost and specific coverage details are based on plan choice and contained in the plan documents. Employees must choose the type of health coverage they desire within30 days of employment. Full details about the health insurance are available from the Human Resources and Risk Management Office or on the website.
Regular full-time and part-time employees (working over 1,000 hours per eligibility period) are eligible for enrollment in the College retirement plan with TIAA-CREF on the first of the month following the completion of two years of service. An application must be completed to activate the contract. The two-year waiting period is waived if an employee has fully vested and funded benefits under the terms of a retirement plan of a qualified institution. The College currently contributes 10% of the portion of the base salary within the Social Security Wage Base and 15% of the base salary above the Social Security Wage Base to a Retirement Annuity with TIAA-CREF.
The employee may contribute an additional amount to either the Retirement Annuity (RA) when eligible or to a Supplemental Retirement Annuity (SRA) immediately upon employment. The employee's contribution is tax-deferred. Full details concerning the retirement plan provided by the College are available from the Human Resources and Risk Management Office.
The College provides Group Term Life and AD&D insurance to eligible employees. It is valued at one and one-half times the annual budgeted salary rounded to the next higher $1,000, not to exceed $350,000.
Gettysburg College provides Long Term Disability (LTD) insurance for employees who meet the eligibility requirements. The LTD insurance plan coverage begins on the first of the month following the employee's one year anniversary date of entry into an eligible class. The eligible class, as defined by the plan, are employees who work at least 34 hours a week. The waiting period is waived for employees who show proof of continuous long term disability coverage prior to hire at Gettysburg College.
After six months of total disability, the LTD insurance plan provides a monthly income benefit equal to 60% of monthly salary up to a maximum monthly benefit of $7,000. The monthly disability income will be reduced by other disability income benefits, (i.e. Social Security and or/workers compensation).
In addition to insurance of income, the LTD plan provides insurance for the Gettysburg College retirement annuity contribution made on your behalf to the TIAA-CREF retirement annuity. Once you are eligible to receive the retirement annuity benefit, the annuity insurance coverage will ensure continued contributions to your retirement annuity at the rate of 10% of annual salary at the time of disability.
For more information about the long term disability insurance benefit, please contact the Human Resources and Risk Management Office.
Under the Consolidated Omnibus Budget Reform Act (COBRA), an eligible employee and/or the eligible employee's family has the right to continue health insurance protection when certain qualifying events occur:
• becomes a widow(er)
• becomes an orphan
In order to be eligible for COBRA coverage, an employee must have been covered immediately prior to the qualifying event. Employees must let the College know of their divorce or legal separation or if a dependent ceases to be eligible under the College's group health insurance plan. Employees and their qualified beneficiaries are also responsible for notifying the College within 60 days of qualifying for social security disability benefits.
The information above is general in nature and does not outline all of the provisions of COBRA. Questions should be directed to the Human Resources and Risk Management Office.
The College extends benefits to qualified domestic partners (same-sex and opposite-sex) of eligible benefited employees. Both the employee and the domestic partner must sign an Affidavit of Domestic Partnership. This affidavit outlines a specific set of criteria, which must be met to qualify for such benefits. It should be noted that some of our supplemental insurance providers may have additional requirements or may deny coverage for domestic partners.
Gettysburg College employees may enroll a domestic partner in the benefit plans offered to other Gettysburg College spouses. Domestic partners are subject to the same eligibility requirements and plan provisions, which govern all other participants in the benefit programs.
Electing this benefit may have tax implications to the employee. As a result, employees are strongly advised to seek guidance from a tax advisor before choosing whether or not to elect this benefit. It should also be noted that any contributions related to such coverage will be made on an after-tax basis.
Employees must notify the Human Resources and Risk Management Office within 15 days should a domestic partnership be terminated. Upon termination of the relationship, domestic partners covered under the College's health care plan would then be offered the opportunity to continue their health insurance under the Consolidated Omnibus Budget Reform Act (COBRA).
For additional information concerning the College's domestic partner policy, please contact the Human Resources and Risk Management Office.
The College carries liability insurance covering its employees in the performance of their duties as employees of the College. Details of the provisions of this coverage may be obtained from the Human Resources and Risk Management Office.
The College carries compensation insurance as prescribed by law, which is designed to cover certain lost time, and medical expenses, which may result from an injury incurred during the course of employment. Injuries, no matter how minor, must be immediately reported to your supervisor. Supervisors must notify the Human Resources and Risk Management Office of all injuries in writing as soon as possible after the occurrence and in all cases, within 24 hours. Incidents must be reported at the time they occur.
Employees should consult the College's panel of approved physicians prior to seeking treatment for a work-related injury. Employees failing to treat with a physician listed on the panel may not be eligible for reimbursement of payments to that physician under the Pennsylvania Worker's Compensation Act.
The College is not responsible for property losses by employees. Additionally, the College assumes no responsibility for medical expenses from an injury except as covered by the provisions of the Workers' Compensation Act.