Benefits

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 Mary Nelson (x5503) in the Office of Human Resources.

Employees have a choice of three plans or may opt out and receive a monthly payment of $60 ($720 per year):

• OA Plus In-Network (OAPIN) Summary 2012 (similar to previous HMO plan)
• Open-Access Plus (OAP) Summary 2012 (similar to previous Comp-Care plan)
• Health Savings Account (HSA) Summary 2012 (High-deductible Health Savings Plan, NEW in 2010)
  
• Health Insurance Contribution Rates
  
• Click here for more detailed information or
  
• Call the CIGNA information line at 1-800-401-4041
   
• For a CIGNA claim form, click here.
  
• For a CIGNA "Do Not Call" application, click here.

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 take your health assessment track total and out-of-pocket expenses get health care information Click here for the Getting to Know myCIGNA brochure.

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 2012 individual monthly rate is $7.76 and the family rate is $16.68.

• Eye Examination - $10.00 copay then 100%
• Lenses - $25.00 copay then 100%
• Frames - $25 combined lens/frame copay then up to $140 allowance, 20% discount off balance over allowance
• Contact Lenses - Copay up to $60 maximum, then $135 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 averaging 35-40% on all non-covered lens options.
• Discounts averaging 30% are also available on glasses and sunglasses, including lens options, from the same VSP doctor on the same day as your WellVision Exam.  Or get 20% off from any VSP doctor within 12 months of your last WellVision Exam.
• Out of Network options are available - for example eye exams are reimbursed up to $52, single vision lens to $55, lined bifocal lens to $75, lined trifocals to $95, frames to $57, 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 2011 VSP Summary of Benefits.
  Click here for the 2012 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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• 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 supplemental retirement annuity (SRA) offered through the College. Additional voluntary contributions are subject to Internal Revenue Code limits and require execution of a salary reduction agreement.  Limits for 2012 will be $17,000 or $22,500 for employees age 50 and older, an increase from 2011 when they were $16,500 or $22,000 for employees age 50 and older.  Plan changes are limited to once per quarter.
• If you wish to increase, decrease, or stop any additional voluntary contributions to the Plan, please contact Mary Nelson, benefits specialist (x5503) for more information.
• Click here for more detailed information.

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• Basic life insurance coverage up to $50,000 is paid by Colby  for all employees as shown in the chart below.

• 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 or domestic partner 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. An affidavit of domestic partnership must be completed.
• • 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.
• • Dependents birth to six months - there is a maximum of $2,000 coverage
  • Dependents six months up to 19 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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• 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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• 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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• 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.
• 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.

REMINDER:  There were changes in 2011 to eligible medical expenses, especially with respect to over the counter medications.  Click here for more information.

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• 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 - 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 2011-12, 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  Reimbursement should be submitted to the Office of Human Resources.
  
  
• Dependent Tuition Subsidy - The College offers a tuition subsidy benefit of up to 38.1% of Colby's comprehensive fee ($20,498 for 2011-12) 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 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.
  
  
• 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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In addition to the benefits listed above, the following additional benefits are available to all employees:

• 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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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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