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Benefits Overview

Human Resources

The following is an outline of the array of benefits provided by Saint Joseph’s College to its benefit-eligible employees. For more detailed information, you may call Heidi Jacques at 207-893-7756.

Click on the company name to visit their Web site.

MEDICAL –  Harvard Pilgrim Healthcare
Medical coverage is offered through Harvard Pilgrim Healthcare. We offer three (3) plans, which allow employees to choose the best option to meet their personal needs. They include a PPO with a $2000 deductible, an PPO HSA with a $3000 deductible and an HMO HSA with a $5000 deductible.

DENTAL –  The Standard
Dental coverage is offered through The Standard. We offer three plans: a High Option, Medium Option and Low Option.

VISION –  The Standard
Vision coverage is offered through The Standard. We offer one plan that allows you to access quality vision care, including a comprehensive vision and eye-health exam. Benefits include coverage for glasses and/or contact lenses. Members can visit in-network or out-of-network providers.

You have the opportunity to purchase an Accident plan offered through UNUM. This plan covers you, your spouse or LDA or dependent children for accidents on and off the job and also includes a $50 wellness benefit per person per year.

This benefit is offered through UNUM. This benefit will pay a lump sum of money to you or your spouse or LDA at the time of diagnosis. The maximum benefit for you is $10,000 and your spouse or LDA is $5,000, depending on the illness. This plan also includes a $50 wellness benefit per person per year.

PREPAID LEGALMetlife Legal Plans
You can choose from two benefit options offered through Metlife Legal Plans. These plans will cover attorney fees for many services when you use a network attorney. It’s like having an attorney on retainer. There are no limits on the number of times you may use the plan.

You can choose from two Identity Theft protection plans through ID Watchdog. Every two seconds someone has their identity stolen. You can choose either $25,000 or $1 million in reimbursement options.

Hospital Indemnity coverage is offered through through Unum. This plan provides coverage in the event of a hospital stay. Should you opt in, the plan will pay up to a $1,000 lump sum for a qualified hospital stay per year, as well as $100 a day to a maximum of 60 days per year for a regular hospital stay, and $200 a day to a maximum of 15 days per year for an Intensive Care Unit hospital stay. This coverage is available to employees and their family members.

PET INSURANCENationwide Pet Insurance
You can purchase pet insurance through Nationwide.  Plans starting at $35/mo.  Use any vet. More than a million pets protected.

GROUP LIFEThe Standard
Saint Joseph’s College provides an employer-paid $25,000 group term life and accidental death and dismemberment (AD&D) benefit at no cost to eligible employees. These plans are offered through The Standard. Coverage is non-contributory (the total premium is paid for by the College) for full time employees. Regular part-time administrative staff (working at least 24 hours per week) may elect this coverage and pay the full group premium.

For full-time eligible employees, at age 65 the term life insurance will reduce to $16,250, at age 70 to $11,250, at age 75 to $7,500 and at age 80 to $5,000.

In addition to the core benefit provided by Saint Joseph’s College, employees working 24 or more hours are offered an opportunity to purchase additional term life insurance at group discounted rates. Purchase of voluntary group life insurance coverage may be made in $10,000 units up to eight (8) times your salary or a maximum of $500,000 of coverage. You may also purchase insurance for your spouse or LDA and dependent children.

As with the core benefit, coverage reduces for employees who continue to work and have reached the ages listed above. Applying for voluntary benefit amounts in excess of $250,000 for yourself or $25,000 for your spouse or LDA will require evidence of insurability (EOI). Late subscribers may also be asked for evidence of insurability.

Long Term Disability coverage is offered through Standard. We offer one plan with a 60% benefit amount, up to $10,000 per month, which is available after a 180-day waiting period. The maximum amount is based on your salary.

Saint Joseph’s College offers tax-exempt flexible spending accounts for dependent care and medical reimbursement. These accounts allow full and regular part time (working at least 24 hours per week) employees to put money aside pre-tax to pay for eligible expenses.

HEALTH SAVINGS ACCOUNT (HSA) –  Group Dynamics, Inc.
An HSA or Health Savings Account is an account that an employee can set up to cover qualified health care expenses. Unlike the FSA (Flexible Spending Account), this is a personal account and can be used after the employee leaves the College. This account must be paired with a Qualified High Deductible Health Plan (QHDHP).  Employees can contribute to this account on a pre-tax basis. The IRS sets annual maximums for contributions to these accounts (www.irs.gov).

RETIREMENT – Corebridge Financial (formerly AIG)
Saint Joseph’s College offers an IRS Section 403(b) defined contribution retirement plan to regular full-time employees. The College discretionary contribution begins after a one-year waiting period of full-time employment.

The College has instituted an auto-enrollment deduction for new regular full-time benefit-eligible employees.  This auto-enrollment is the equivalent of 3% of the employee’s regular salary.

In addition, unless specifically designated otherwise, the auto-enrollment deduction rate will automatically escalate by 1% each Plan Year (beginning with the second full year following the year that automatic deferrals to the Plan begin). Employees always have the right to change their auto-enrollment deduction rate and also the right to tell Corebridge Financial to stop increasing the auto-enrollment deduction rate. Unless directed otherwise, Corebridge Financial will continue to increase the auto-enrollment deduction rate until it reaches a maximum of 15%.

Individual participation beyond the auto-enrollment amount is voluntary and available to all employees at any time. The amount that an employee may choose to contribute individually is subject to a maximum exclusion allowance calculation pursuant to IRS guidelines (www.irs.gov).

After a six month waiting period, full-time employees are eligible for tuition remission. The equivalent of four courses per academic year may be taken, but no more than one course per traditional academic semester. These can be undergraduate and/or graduate courses.  Undergraduate tuition is tax exempt.  Graduate tuition remission is tax exempt up to $5250 per calendar year.  Graduate tuition remission amounts above $5250 in a calendar year are subject to federal and state taxes.

After a one year waiting period, IRS “eligible child(ren)” and/or the spouse of full-time employees are eligible for:

  • undergraduate tuition remission as a tax-free benefit to the sponsoring employee
  • graduate tuition remission as a taxable benefit subject to Federal, State, Social Security, and Medicare taxes charged to the sponsoring employee.

Part-time clinical nursing faculty are eligible for the equivalent of one course in the Master’s of Science in Nursing Program for each clinical taught with a maximum of four per academic year. A faculty member has up to one year from the end of their teaching responsibilities to start an eligible course, must be actively teaching in the Nursing Program at the time of taking the course and be in good standing in the Department of Nursing. Continued eligibility for tuition remission benefits will be contingent on the student’s ability to meet the Satisfactory Academic Progress Policy set forth by the Chief Learning Officer and the Financial Aid Department. All fees and other costs owed to the College must be paid prior to receiving the tuition remission. Failure to complete a teaching contract will result in revoking eligibility for tuition remission. Graduate tuition remission is a taxable benefit for amounts over $5250 in a calendar year.

The College is a member of two national scholarship exchange programs for institutions of higher education: the Tuition Exchange Inc. (TE) and the Council of Independent Colleges (CIC). Through these organizations tuition reimbursement for the dependent children of full time college employees is available at over 500 colleges, most of which are private.

Saint Joseph’s College has established this Educational Assistance Benefit Plan for the exclusive benefit of its eligible full-time faculty members in good standing. Tenured faculty in the Departments of Business, and Communications, and non-tenured faculty in good standing in the Department of Nursing who do not already have doctorate degrees are eligible to participate in the Plan. The purpose of the plan is to provide financial assistance to these eligible full-time faculty in meeting all or a portion of the cost of attending qualified educational courses towards the completion of a doctoral degree.

With few exceptions, which are explained to the individuals to whom they apply, both Saint Joseph’s College and each employee pay an equal amount of tax for Social Security and Medicare as defined by the Federal Insurance Contributions Act (FICA).

Unemployment compensation coverage is provided as required by the State of Maine.

The Maine Worker’s Compensation Act protects employees against accidental injury and/or illness occurring in or arising out of the workplace. This benefit covers medical expenses incurred as a result of the injury and lost time.

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