Benefits

Benefit Enrollment for 2015 is Now Open!

For general information about benefit enrollment or the health plans, click on the links below.  Be sure to review your 2015 Employee Interactive Benefit Guide by clicking here.

Benefit Enrollment 2015

2015 Health Plan Options 

2015 Benefit Information Sessions




 

 

Dental Insurance Option

Although Colby does not offer college paid dental insurance, employees can take advantage of optional dental coverage directly through Delta Dental.  Employees sign up with and pay Delta Dental (there is no payroll deduction available). 

Contact Delta Dental at the number below with any questions.

Delta Dental Brochure

For more information and rates, click here
or call 1-888-910-5667 today!

NOTE:  When searching for a dentist at the web site above, you may search by plan for "Delta Dental Premier" or "Delta Dental PPO".  Call the number above to learn the difference between the two options.



 

Colby provides a competitive array of benefits. We offer health, vision, retirement, life, long term disability, employee assistance programs, flexible spending programs, and tuition benefits. Colby also provides very generous paid time off for holidays, vacation, and sick days. The benefit plans run from January 1 to December 31.

This website is only a summary of your benefits. If there is any inconsistency between this website and any plan, contract, or policy relating to your benefits, the actual terms of the plan, contract, or policy will govern. If you have specific benefit questions, you should review your summary plan description, insurance certificate, or policy, or contact Rose Griffin (x5503) in the Office of Human Resources.

 
 
Health Insurance
Employees have a choice of three plans or may opt out and receive a monthly payment of $60 ($720 per year):
Employees with CIGNA coverage can register at myCIGNA, which provides tools for managing your health care.  At myCIGNA, you can
  • find personal plan and claim information
  • print a temporary ID card or request a new one
  • download medical and prescription claim forms
  • take your health assessment
  • track total and out-of-pocket expenses
  • get health care information
Click here for the Getting to Know myCIGNA brochure.


 
VSP Optional Vision Insurance
Vision Service Plan (VSP) is the national leader in providing eye health management. VSP will complement our current benefits by providing examinations, lenses, frames OR contact lenses with reasonable co-pays. The 2015 individual monthly rate is $7.76 and the family rate is $16.68.  Effective 3/1/14, dependents are eligible up to age 26.
  • Eye Examination - $10.00 copay then 100%
  • Lenses - $25.00 copay then 100%
  • Frames - Up to $180 allowance plus discounts off balance over allowance
  • Contact Lenses - Copay up to $60 maximum, then $180 allowance toward contact lenses.  Mail-in rebate offers are also available on select Bausch + Lomb and ACCUVUE brand contacts.  Visit https://www.vsp.com/cms/offers/contacts.html for more information.
  • Discounts on all non-covered lens options, and complete pairs of prescription and non-prescription glasses, including sunglasses.
  • Out of Network options are available - for example eye exams are reimbursed up to $45, single vision lens up to $30, lined bifocal lens to $50, lined trifocals to $65, frames to $70, and contact lenses up to $105.
  • Click here to find participating network doctors.  (In the doctor network field, select VSP Signature.)
  • Click here for the 2014 VSP Summary of Benefits.

NOTE:  The VSP vision plan is separate from the vision benefit associated with CIGNA's OAPIN health plan.  Employees who selected the OAPIN plan received a separate vision card and are entitled to one eye exam every 24 months (at a participating CIGNA preventive visit eye doctor).

The vision benefits listed above are only for those who elected the VSP coverage.  There is not a card provided with the VSP plan.  VSP uses the employee's Colby ID number (with leading zeroes) to substitute for a social security number.



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Retirement Plan
  • Colby's retirement plan consist of participation in a 403(b) plan administered by TIAA-CREF.
  • The plan provides for mandatory contributions by the College and employees after 2 years of service. Colby’s base contribution is 8 percent and the employee mandatory salary reduction contribution is 2 percent of base salary.
  • Starting from the first day of employment, employees may elect to make voluntary contributions to a group supplemental retirement annuity (GSRA) offered through the College. Additional voluntary contributions are subject to Internal Revenue Code limits and require execution of a salary reduction agreement.
    NOTE: Limits for 2015 will be $18,000 or $24,000 for employees age 50 and older.  Plan changes are limited to once per month.
  • If you wish to increase, decrease, or stop any additional voluntary contributions to the Plan, please contact Rose Griffin, Benefits Specialist at extension 5503, for more information.
  • Click here for more detailed information.

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Life Insurance
  • Basic life insurance coverage up to $50,000 is paid by Colby  for all employees as shown in the chart below.
Age Amount
under 30 $50,000
30-34 $45,000
35-39 $40,000
40-44 $35,000
45-49 $30,000
50-54 $25,000
55-59 $20,000
60+ $15,000
  • Optional life insurance coverage may be purchased from Hartford Life  through payroll deduction.
    • Note these are monthly rates. If you are on bi-weekly payroll, the cost for each pay period will be half the amount listed.
    • Example - For $100,000 of additional coverage for a 35 year old, the employee would pay $9.00/month or $4.50/bi-weekly
Monthly Rate by Age Group <30 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65+
Option I $50,000 3.00 3.00 4.50 7.00 11.00 19.00 30.50 39.50 63.50
Option II Level 1 $100,000 6.00 6.00 9.00 14.00 22.00 38.00 61.00 79.00 127.00
Option II Level 2 $150,000 9.00 9.00 13.50 21.00 33.00 57.00 91.50 118.50 190.50
Option II Level 3 $200,000 12.00 12.00 18.00 28.00 44.00 76.00 122.00 158.00 254.00
Option II Level 3 $250,000 15.00 15.00 22.50 35.00 55.00 95.00 152.50 197.50 317.50


  • Spousal life insurance may be purchased from Hartford Life  through payroll deduction. It is available in increments of $10,000 up to a maximum of $50,000.
    • Note these are monthly rates. If you are on bi-weekly payroll, the cost for each pay period will be half the amount listed.
    • Example - For $100,000 of coverage for a 35 year old spouse/partner, the employee would pay $9.00/month or $4.50/bi-weekly
Rate by Age Group <35 35-39 40-44 45-49 50-54 55-59 60-64 65-69 70-74 75+
Monthly Rate per $10,000 .60    .90 1.40 2.20 3.80 6.10 7.90 12.70 22.50 38.30


  • Dependent life insurance may be purchased from Hartford Life through payroll deduction.
  • Dependent Child(ren) means:
    1) Your unmarried children, stepchildren, legally adopted children; or
    2) any other children related to you by blood or marriage or domestic partnership who:
            a) live with you in a regular parent-child relationship; and/or
            b) You claimed as a dependent on your last filed federal income tax return;
                provided such children are primarily dependent upon You for financial support and maintenance and are:
                       1) from live birth to age 26; or
                       2) age 19 or older and disabled. Such children must have become disabled before attaining age 19. 
                           You must submit proof, satisfactory to Hartford, of such children's disability
  • Dependents birth to six months - there is a maximum of $2,000 coverage
  • Qualifying dependents six months up to 26 years old - see rate table below

    NOTE:  These are monthly rates per dependent covered. If you are on bi-weekly payroll, the cost for each pay period will be half the amount listed.
                  Example - For $10,000 of coverage for each six month to 18 year old dependent, the employee would pay $1.40/month or .70/bi-weekly
Coverage Amount $2,000 $4,000 $6,000 $8,000 $10,000
Monthly Rate per dependent .28    .56 .84 1.12 1.40

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Long Term Disability Insurance
  • Colby’s long-term disability benefit provides a monthly benefit equal to 60 percent of covered salary, subject to completion of the 180-day elimination period. In the event of disability after 2 years of service, the insurance program will contribute 12 percent of covered salary to the retirement plan, normally until age 65. The disability plan is underwritten by Hartford Life.

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Employee Assistance Programs (EAP)
  • Cigna Behavioral Health administers Colby' s EAP program. EAP offers support information on a broad range of issues such as depression, grief, stress, and child rearing.
  • Cigna offers a free, confidential service available 24 hours a day, 7 days a week, at no cost to you or your dependent family members.
    Please call 1-800-554-6931.
  • Eligible members may use the service up to eight sessions per issue.
  • Resources can also be found at www.cignabehavioral.com
  • Brochures on a variety of these topics can also be found outside the Office of Human Resources.

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Flexible Spending Account
  • Group Dynamic, Inc. administers Colby's Flexible Spending Accounts (FSA's). FSA's provide employees the opportunity to make pre-tax contributions to an account in their name, from which reimbursements are made for dependent care expenses and eligible medical expenses such as co-payments, deductibles, dental, and eye expenses. Click here for a list of eligible expenses, including items requiring a doctor's prescription.
  • Participants in the Health Savings Plan may elect to contribute to a Limited Purpose Flexible Spending Account.  Click here for more information
  • Click here for more detailed information.

NOTE:  In 2013, the IRS reduced FSA totals from $5,000 to $2,500 as part of Health Care Reform. 

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Paid Time Off
  • Colby provides for paid time off for holidays, vacation, and sick days.
  • Administrative Staff
  • Holiday pay is currently offered for nine holidays. Please see the holiday schedule for specific dates. After satisfactory completion of the six month probation period, employees earn two floating holidays. They must be taken in the current fiscal year.
  • Vacation is earned at the rate of two days per month and can be accrued up to a maximum of 36 days (for full-time, fiscal-year appointments).
  • Sick leave is earned at the rate of one day per month and may be accrued to a maximum of 130 days. Sick leave may be used for illness, injury, and in some cases may be used for medical appointments.
  • Support Staff
  • Holiday pay is currently offered for nine holidays. Please see the holiday schedule for specific dates. After satisfactory completion of the six month probation period, employees earn two floating holidays. They must be taken in the current fiscal year.
  • Vacation is earned on a monthly basis at the annual rate of 10 days during the first four years, 15 days after four years, 20 days after nine years, and 24 days after twenty years of employment (for full-time, fiscal-year appointments). Vacation may be accrued up to a maximum of one and one-half times the annual accrual amount.
  • Sick leave is earned at the rate of one day per month and may be accrued to a maximum of 130 days. Sick leave may be used for illness, injury, and in some cases may be used for medical appointments.

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Employee Tuition Reimbursement and Dependent Tuition Subsidy

  • Employee Tuition Reimbursement - Tuition reimbursement is available to continuing, full-time employees at a rate up to $279.00 per credit hour for undergraduate courses (up to $418.00 per credit hour for graduate courses through Master's level) for 2013-14, up to a maximum of 12 credit hours per calendar year.  Employees may audit or enroll for credit in one Colby course each semester at no cost. 

    The Application for  Employee Tuition Benefit form should be submitted to the Office of Human Resources at least TWO WEEKS prior to the payment being needed.

    Optionally, the employee may request that the tuition benefit be made up front by the College prior to satisfactory completion of a course. If this option is elected, a Tuition Remission Agreement must be completed and approved by Human Resources and the Department Head.  This agreement is included in the Application for Employee Tuition Benefit form.


  • Dependent Tuition Subsidy - The College offers a tuition subsidy benefit of up to 38.1% of Colby's comprehensive fee ($22,670 for 2014-15) for dependent children of continuing, full-time employees who have been employed for 6 continuous years at Colby.

    Benefits are earned on the basis of one year of benefit for each year of service and payable for tuition only, for a maximum of 8 semesters for any one dependent for undergraduate instruction only at any accredited institution.  Colby's benefit is calculated as a percentage of tuition charges only; room, board, and fees are not eligible expenses.

    The Application for Dependent Subsidy should be submitted to the Office of Human Resources, along with a copy of your child's detailed student statement or bill, showing the tuition line item.  Payments will be made directly to the college or university.

  • Non-Traditional Students at Colby - Colby offers various programs for non-traditional students at Colby.  Non-traditional students include high school seniors, College employees, faculty/staff spouses or domestic partners and dependents, area residents and visiting students.  More details can be found in the Colby College Statement on Non-Traditional Students at Colby

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Additional Benefits
In addition to the above, the following benefits are also available to all benefitted employees and retirees.  You must show a valid Colby ID.
  • Colby College Library ~ Employees have full use of Colby's library system, including the withdrawal of books, videos, dvds and cds and use of research facilities.
  • Harold Alfond Athletic Center ~ Employees have access to a state of the art fitness center, including cardio and weight machines, indoor and outdoor tracks, swimming pool, tennis courts, gymnasium, ice rink, outdoor trails, and more. In addition, a variety of fitness classes are available.  For more information, click here.

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Employee Discounts
Colby employees receive the benefit of discounts for programs, products and services in the Waterville area and beyond.  For a list of some of the available discounts, and a contact for more information, click here.

 


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CIGNA NEWS

Click here for news and information related to your CIGNA health coverage, including

  • The OAPIN Vision Plan
  • Purchasing diabetic supplies and durable medical equipment
  • Maine pharmacies accepting 2 co-pays for a 90-day supply of medications