2.4.1 Employee Benefits for Administrative Employees

Policy approved by the Board of Trustees – July 1, 1998

Policy approved by the Board of Trustees – September 24, 2007 (retroactive to July 1, 2007)

Policy approved by the Board of Trustees – April 27, 2011

Policy approved by the Board of Trustees – October 28, 2015

Policy approved by the Board of Trustees – June 24, 2020

Policy approved by the Board of Trustees – December 14, 2022

Policy approved by the Board of Trustees - March 25, 2026

The college shall offer the following insurance benefits for regular full-time and temporary full-time administrative employees.

Health Insurance

Regular full-time and temporary full-time administrative employees shall pay a portion of their health insurance cost by contributing a co-premium amount as determined by a percentage of their total wages and their selected type of coverage. Total payments made by members is calculated by multiplying the member’s total wages by the percentage rates below.

Single	2.50%
Employee/Spouse; Member and Children	3.48%
Family (Employee, Spouse, Children)	4.72%

Regular full-time and temporary full-time administrative employees will contribute to their group health insurance while they are off on any unpaid leave at the same bi-weekly cost as before they went on unpaid leave.

The college provides the following insurance/retirement benefits for regular full-time and temporary full-time administrative employees.

Dental Insurance

Coverage under a basic dental plan for employees and their eligible dependents.

Vision Care Insurance

Coverage under a basic vision plan for employees and their eligible dependents.

Life Insurance

Coverage for employees only in the amount of three (3) times the employee’s annual salary rounded to the next highest thousand is provided.

Long-Term Disability Insurance

Coverage for the employee in the event of long-term disability. There is a one-year waiting period for LTD eligibility.

Retirement

All full-time employees are eligible for and required to enroll in one (1) of three (3) retirement plans offered by the college:

TIAA
SERS – As of July 1, 2015 SERS retirement plan election will only be offered to those current and newly hired employees with previous enrollment and active membership prior to becoming eligible for retirement benefits through the
PSERS – As of July 1, 2015 PSERS retirement plan election will only be offered to those current and newly hired employees with previous enrollment and active membership prior to becoming eligible for retirement benefits through the

Workers’ Compensation

An employee who is disabled as the result of a work-related injury/illness shall be paid the difference between their base weekly wage and any compensable amount paid under the Pennsylvania Workers' Compensation Act, social security, or other public, tax-supported disability program for a period of one (1) year or the duration of the disability, whichever is shorter. After one (1) year, payment of the difference between the base weekly wage and any compensable amount paid under the foregoing programs shall be terminated. Sick leave may be taken at the expiration of one (1) year to the extent the employee has accumulated sick leave available. Sick leave, vacation entitlements, personal days, and paid holidays shall not be granted during such periods of disability.