Except as noted, health care benefits are available to regular full-time employees and regular part-time employees. Regular part-time employees receive other benefits on a pro-rata basis.
The complete Barnard health care program has three components: Medical Services and Drugs, Dental and Flexible Spending. Benefits begin on the first day of the month following three full months of employment. The College provides both individual and dependent coverage.
Currently, medical coverage is provided by two health plans. These are Health Insurance Plan of Greater New York, or "HIP" (HMO), and Oxford "A," a United Healthcare Plan (POS). Each of these organizations provides health care (hospital, medical, surgical and prescription drug) for those employees and their eligible dependents living in the areas covered by each of the individual plans. The benefits provided emphasize preventive care such as immunizations and physical examinations. There is no cost for employees hired before May 1, 2012, for the HIP Plan. Employees hired after this date will pay contributions. There is an employee contribution for all employees choosing Oxford. Please check with Human Resources for the employee cost. There are no deductibles nor claim forms to complete if you are in-network.
Dental coverage is provided by Group Health Incorporated (GHI) at a cost of $17.94 per month for individuals and $68.52 per month for family. Basic dental benefits are provided for employees and their dependents according to a fee schedule. There are no out-of-pocket expenses for covered services performed by GHI participating dentists.
The Barnard College Flexible Spending Account enables full-time, participating employees to pay for their unreimbursed health care expenses with pre-tax income.
Adjustment of Coverage - Subsequent to initial enrollment, additions to, or adjustments in coverage may occur only during open enrollment periods (usually the first calendar month of the year) or if there has been a life status change such as marriage, birth of a child, or loss of a spouse’s job. Dependents may be dropped from coverage at any time.
Termination of Coverage - Termination provisions for unmarried dependent children, students and non-students age 26 and above vary under the several plans (medical/drug, dental and flexible spending) that make up the complete health care program. Specific information is available in the individual plan documents or from the Benefits Manager in the Human Resources Department. Finally, for employees who are terminating employment, coverage ends on the last day of the month in which their final working day falls.
COBRA and Conversion Privileges - Under the Consolidated Omnibus Budget Reconciliation Act of 1985, employees who terminate employment under conditions other than gross misconduct may elect to remain in the group medical plans for 18 months from their termination date, or 29 months if termination is due to disability under certain conditions. The employee must notify COBRAsource, Inc. at (888) 862-6272 or firstname.lastname@example.org of such election within 60 days of termination and must make payment retroactive to the first date of COBRA coverage within a period ending forty-five days after such election. Subsequent payments must be made monthly. In addition, eligible dependents covered by the plans may remain in the group for a period of up to 36 months if continuation coverage is due to the death of the employee, divorce or legal separation, or loss of eligibility due to reaching maximum plan age or becoming entitled to and applying for Medicare.
As mandated by the State of New York, Barnard employees are covered by Short Term Disability Insurance. In the College’s case this insurance is provided by The Hartford Insurance Company. It provides a benefit of 50% of the employee’s weekly salary up to a maximum of $170 per week for any non-occupational illness or injury, including maternity. These benefits will be paid for a period of up to 26 weeks depending on the severity of the illness. In order that a claim for New York State Disability Benefits can be filed with The Hartford in a timely fashion, employees who are, or expect to be, absent from work due to disabling illness for seven consecutive calendar days (five consecutive working days) must contact the Human Resources Department at the earliest possible moment.
Employees are covered by a CIGNA group term life policy with an Accidental Death and Dismemberment (AD&D) rider. The face amount of an employee’s coverage is $25,000.
The most important feature of the AD&D rider is that it provides the beneficiary (ies) double the face amount of the policy if the covered employee dies as a result of an accident.
Inception - The life insurance benefit begins on the first day of the month following completion three full months of employment.
Beneficiaries - Employees designate the beneficiary (ies) and may change that designation at any time.
Seniors - For active employees over age 65, the amount of life insurance will be reduced in compliance with current plan provisions. The plan provides for additional reductions after age 70.
Barnard College provides two retirement plans: the Basic Retirement Annuity Plan and the Supplemental Retirement Annuity Plan. Both of these plans are administered by Teachers Insurance and Annuity Association - College Retirement Equity Fund (TIAA-CREF).
Eligibility - Contributions to the Basic Retirement Annuity plan are made by Barnard. All regular employees performing 520 or more hours of service per year participate in the retirement plan if they have satisfied the eligibility requirements. These are: (a) employees must have completed 2 years of service with the college, and (b) attained the age of 21. However, new employees with 2 years of full-time service at an institution of higher education during the 24 month period directly preceding their date of employment at the college may begin participation immediately. Employees are requested to notify the Human Resources Department if this exception applies.
Contributions - For eligible employees hired on or after April 1, 2012, the college contributes 9% of earnings during each plan year (July 1st to June 30th). For eligible employees hired before April 1, 2012, the college contributes 9% of the first $18,250 (the "breakpoint") and 12% of earnings in excess of that amount. As of January 1, 2013, the "breakpoint" is $25,000.
Both full-time and part-time employees may also elect to make contributions to a supplemental tax-deferred annuity. These contributions are made pre-tax and require that the employee execute an authorizing Salary Reduction Agreement, which is available from the Human Resources Department. Employees can elect to contribute any amount up to an allowable maximum set by regulation and calculated by TIAA-CREF in each specific case. There is no waiting period. The plan includes a loan provision. Details are available from the Human Resources Department.
All regular employees after two years of employment, are eligible to receive up to $7,500 per annum ($8,000 effective October 1, 2012; $8,500 effective October 1, 2013) from an accredited educational or vocational institution. Tuition payments are made in accordance with the contract between the College and TWU.
Daughters of full-time employees who are accepted for admission to Barnard under the normal admission procedures shall be entitled to eight (8) semesters of full tuition.
Eligibility, for Fall and Spring semesters, depends upon several factors. Further information from Human Resources.
All employees hired on or after October 1,1982 receive annual vacation days as follows:
• After six months but less than 12 months - one week (5 days),
• After twelve months - two weeks (10 days),
• After three years - three weeks (15 days),
• After five years - four weeks (20 days),
• After thirteen years - five weeks (25 days).
Employees, after their thirty (30) days of employment shall be entitled to paid holidays within each calendar year as follows: New Year’s Day; Martin Luther King, Jr. Day; Memorial Day; Independence Day; Labor Day; Election Day; Thanksgiving Day; Day After Thanksgiving; Christmas Eve; Christmas Day; and New Year’s Eve.
Part-time employees are paid for each of the above holidays on a pro-rata basis even if they are not scheduled to work.
Floating - In addition to scheduled holidays, employees receive three floating holidays per year; those hired after January 1st receive two days for the first fiscal year ending June 30th.
Sick leave accrues annually as of July 1st. It is paid in the case of actual, certified personal illness. Employees hired after January 27, 1992, after six months of employment, accrue one week (five days) per year. After two years of employment, sick leave accrues at the rate of ten days per year. In addition to the current year’s entitlement, a maximum of 60 days unused sick leave may be carried from one year to the next. Therefore, the total maximum an employee will ever have available, including carry-over and current year’s sick leave, is 70 days.
The College offers employees the opportunity to use pre-tax dollars to pay certain commuting costs. Employees who join the program can exclude up to $125 per month pre-tax for the purchase of Metrocards and vouchers. For those who drive or car-pool, the program can be applied to the lesser of the actual authorized parking costs or $230 per month. Complete details on the commutation program are available from the ADP website www.flexdirect.adp.com or 1-800-654-6695.
In addition to Short Term Disability (discussed above), there are four other mandated programs. These are:
The Family and Medical Leave Act of 1993 requires that eligible employees be given up to 12 weeks of unpaid, job protected leave during any 12 month period for the birth and first-year care of a child; the adoption or foster placement of a child; the serious medical condition of the employee’s spouse, child, or parent; or the employee’s own serious medical condition. Both the employer and the employee have certain rights under the act. The Human Resources Department can be contacted for further information.
Social Security is a federal program of retirement, disability, survivor and health related benefits covering most staff. Contributions to Social Security are shared by the College and the employee.
Income protection, medical benefits and survivor benefits are provided for job related illnesses and injuries. This mandated coverage is provided to the college by CHUBB and is independent of the health care coverage provided by either HIP or Aetna/U.S. Healthcare. For this reason, among others, any job related injury or illness must be reported immediately to the responsible supervisor, department chair or director and to the Human Resources Department.
Staff and faculty who become unemployed through no fault of their own and are able and available to work, but unsuccessful in finding employment, may be eligible to receive a weekly benefit.
Barnard offers several voluntary benefit packages. Further information is available from the Human Resources Department.
Citibank at Work: Special banking services and discounts are available to Barnard employees, including direct deposit of pay into a Citibank Checking Account, free checking/savings accounts with no minimum balance, ATM card, and other financial services.
Chase Banking: Chase checking and savings with no balance required, fee waived banking, when you set up direct deposit. Benefits include debit card, on-line banking, credit cards, access to mortgage and home equity loans and other banking services.
Health Club Membership: Faculty and staff can secure discounted health club memberships through GlobalFit Corporate Fitness.
New Employees are urged to review and understand their first pay stubs to assure themselves that their elections of benefits have been correctly recorded. Questions may be referred to Human Resources Department.
Employees are also encouraged to familiarize themselves with the terms of the collective bargaining agreement between the college and Local 264, TWU, a copy of which is available from the union.