Employee Benefits

Employee Benefits are a key component of the compensation program at Saint Michael's College. Benefits include medical, dental, 401k, tuition remission, life and disability insurance, community service, an employee assistance program, paid time off, an on-site child care center, and much more. Employees of Saint Michael's College enjoy a beautiful campus setting, access to athletic facilities and special campus events such as lectures, concerts and theater productions.

The following is a summary of the benefits provided to eligible employees of Saint Michael's College. Benefit eligible employees are those employees who work a minimum of 32 hours per week for a minimum of 40 weeks per year. Health and dental coverage begins on the first day of the month following date of hire. A summary of all employee benefits is also available.

Healthcare Plan

The College provides health insurance through the Cigna Open Access Plus medical and prescription drug plan which includes a Healthcare Reimbursement Account (HRA) funded by the College.

The Cigna Open Access Plus plan gives you the freedom to seek care from a large national network of licensed doctors, hospitals and other healthcare professionals and the HRA helps you pay for the deductible and co-insurance.  When you choose to see doctors who participate in the Cigna network you maximize your benefits, however there is some coverage for out-of-network providers as well.

Eligibility: An employee who is scheduled to work a minimum of 32 hours per week for a minimum of 40 weeks per year is considered eligible for benefits.

Dental Coverage

Northeast Delta Dental

The College provides one dental coverage plan through Northeast Delta Dental which includes an orthodontia benefit.

Delta Dental Benefit Chart 

Please refer to your Dental Plan Description booklet for complete information.

Eligibility: An employee who is scheduled to work a minimum of 32 hours per week for a minimum of 40 weeks per year is considered eligible for benefits.

Important Note: Information regarding benefit enrollment, effective dates of coverage, and policy specifics are available at the Office of Human Resources. The College reserves the right to amend, change, or terminate any benefit plan at any time. The descriptions above are intended to provide a brief summary of the benefit plans. If there is any discrepancy between the language in this summary and the actual policy or contract held in the Office of Human Resources, the actual policy or contract governs.

Flexible Spending Accounts

Plan Administrator:
Future Planning Associates, Inc.
600 Blair Park Road, P.O. Box 905
Williston, VT 05495-0905
Phone: 802.878.6601

Flex Account Terms and Conditions 
Flex Account Qualifying Expenses 
Healthcare Expense Claim Form 
Dependent Care Expense Form

A Flexible Spending Account allows you to use tax-free dollars to pay for certain kinds of benefits and expenses which you would normally pay for with out-of-pocket, taxable dollars. The money you set aside is placed in a Flexible Spending Account, designed to shelter some of your earnings in order to pay for certain medical and day care expenses tax-free. Please keep in mind that if you receive a reimbursement for an expense under the Plan, you cannot claim a federal income tax credit or deduction on your return.

As well as having the option to have a reimbursement account, your per-paycheck contribution toward the cost of health, dental and life insurance will automatically be made pre-tax.

Before the start of each Plan Year you have the option to elect to have a fixed dollar amount taken from your paycheck on a pre-tax basis. To be eligible for participation, you must work a minimum of 32 hours per week for a minimum of 40 weeks per year. You may elect an amount of up to a maximum of $2,500 per plan year for eligible healthcare expenses, and up to a maximum of $5,000 per family (or $2,500 per individual if you and your spouse are participating) for eligible dependent care expenses. Your dependent care account may be used for child care, elder care, or the care of a disabled spouse. For a list of eligible expenses, please see Flex Account Qualifying Expenses.

The money you deposit in your Flexible Spending Account is not taxed. That could mean a significant tax saving for you, reducing your costs for dependent care, dental, medical, or vision expenses. In the lowest tax bracket, for example, an estimated 25% of the deposited amount can be saved in taxes when you plan your account carefully. It is important to read the Flexible Spending Account Summary Plan Description before signing a salary reduction agreement. The booklet is provided to you at Orientation or if requested during Open Enrollment in November.

There are restrictions to consider when setting up your Flexible Spending Account. Federal requirements state that you cannot stop or change your election unless you experience a family status change, including marriage, divorce, death, adoption, termination of employment etc.

Another restriction for which you need to be aware: Any monies left in your reimbursement accounts as of December 31 of each Plan Year will be forfeited. It is a “use it or lose it” situation.

Also, keep in mind if you are considering an account for dependent care expenses, it may eliminate your ability to use the dependent care tax credit when you file your federal income tax return. In some cases, the tax credit could be more valuable than a Flex Account. Review this with your tax advisor before you enroll in a Flexible Spending Account.

If your employment terminates or your employment status changes and you no longer make contributions to your health care or dependent care reimbursement account, your account will be capped at the amount of your contributions and you will not be able to submit expenses which are incurred after your contributions cease. You do, however, have the option of continuing to make contributions to your account post-tax, if you choose to exercise COBRA rights as they apply to flexible spending accounts.

Important Note: Information regarding benefit enrollment, effective dates of coverage, and policy specifics are available at the Office of Human Resources. The College reserves the right to amend, change, or terminate any benefit plan at any time. The descriptions above are intended to provide a brief summary of the benefit plans. If there is any discrepancy between the language in this summary and the actual policy or contract held in the Office of Human Resources, the actual policy or contract governs.

This information last updated November 6, 2008

Life Insurance and Long-Term Disability

Life Insurance: Life insurance coverage is provided at two times annual base salary. The College pays the full cost of this insurance. Employees may also purchase additional amounts of supplemental life insurance for themselves, spouses and children.

Long-Term Disability: Disability coverage provides employees with up to 60% of salary after being disabled for 180 days. The College pays the full cost of this insurance.

Eligibility: An employee who is scheduled to work a minimum of 32 hours per week is considered eligible for benefits.

Term Life Insurance Coverage Highlights 
Group Life Insurance Plan
Life Insurance and Long Term Disability 

Important Note: Information regarding benefit enrollment, effective dates of coverage, and policy specifics are available at the Office of Human Resources. The College reserves the right to amend, change, or terminate any benefit plan at any time. The descriptions above are intended to provide a brief summary of the benefit plans. If there is any discrepancy between the language in this summary and the actual policy or contract held in the Office of Human Resources, the actual policy or contract governs.

401(k) Retirement Plan

The College offers a 401(k) Plan to part-time and full-time employees.

The Retirement Plan for Employees of Saint Michael’s College (401(k) Plan) is a defined contribution plan. All regular part-time and regular full-time employees are eligible to make a voluntary, pre-tax contribution to the 401(k) Plan. This benefit is available immediately upon employment and is not contingent upon eligibility. To begin making a voluntary, pre-tax contribution to the 401(k) and for investment option information as well as the current maximum allowable contribution, please go to www.millimanbenefits.com.

Employees become eligible to receive a College contribution to the 401(k) Plan after they have completed one year of service (1,000 hours). Employees enter into the plan on the first day of the quarter following one year of service. The employee may choose among a variety of investment options. Employees are immediately vested in the plan.

If you are a current employee and wish to check the latest information about your retirement benefits, or wish to enroll in the 401(k) Plan, please go to www.millimanbenefits.com or call the Milliman telephone hotline at 1.866.767.1212.

Important Note: Information regarding benefit enrollment, effective dates of coverage, and policy specifics are available at the Office of Human Resources. The College reserves the right to amend, change, or terminate any benefit plan at any time. The descriptions above are intended to provide a brief summary of the benefit plans. If there is any discrepancy between the language in this summary and the actual policy or contract held in the Office of Human Resources, the actual policy or contract governs.

Education Benefits

Upon completion of three months of employment, employees may take one course per academic session tuition-free. Additional courses in the same academic session are at one-half tuition.

Dependent children are entitled to participate in the Tuition Remission and Tuition Exchange Programs leading to the completion of requirements for their first undergraduate degree. After one year of service, waivers are provided on tuition at Saint Michael's College according to a five-year vesting schedule, which increases 20% with each year of completed service. To qualify for the Tuition Exchange program, an employee must have worked for a minimum of five full years of continuous service.

Spouses or civil union partners are entitled to tuition waivers for one course per academic session after the employee completes one year of service.

Eligibility: An employee who is scheduled to work a minimum of 32 hours per week for a minimum of 40 weeks per year is considered eligible for benefits.

Important Note: Information regarding benefit enrollment, effective dates of coverage, and policy specifics are available at the Office of Human Resources. The College reserves the right to amend, change, or terminate any benefit plan at any time. The descriptions above are intended to provide a brief summary of the benefit plans. If there is any discrepancy between the language in this summary and the actual policy or contract held in the Office of Human Resources, the actual policy or contract governs.