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Employee Benefits

At The College of Saint Rose, we know how important a comprehensive benefits plan is to your overall job satisfaction and to your personal goals. We consider our benefits plans as a component of your total compensation. The Chronicle of Higher Education has recognized our health plan as one of the best. Both full time (more than 30 hours/week) and part-time (20-30 hours/week) employees are eligible to participate in our various plan offerings.

This is a brief overview of benefits at the College. Information regarding eligibility, cost 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 below are intended to provide a brief summary of the benefit plans. If there is any discrepancy between the language in the summary and the actual policy or contract, the actual policy or contract governs.

Summary of Benefits for Full-Time Employees

The College offers three health insurance plans, an EPO, PPO, and a Consumer Driven Health Plan, all administered by MVP.  Coverage is effective the first day of the month following the date of hire. Plans feature both in and out of network coverage. The College pays a portion of the monthly premium based on the employee’s compensation level.  Plan features and rates will vary depending upon the plan option.

 

Here are some plan highlights:

  • Physician Office Visits – covered after $25 co-pay
  • Specialist Office Visits – covered after a $40 co-pay
  • Hospital Inpatient/Outpatient – 100% covered
  • Annual Physicals and Preventative Exam – 100% covered
  • Deductible for Consumer Driven Health Plan – $1,500 for individuals, $3,000 for two person and family coverage.  College contributes $1,200 or $2,400 into Health Savings Account
  • Prescription Drug – Retail: $10-$40 co-pay; Mail Order: $20-$80 co-pay (3 month supply)

 

The Consolidated Appropriations Act (CAA), federal legislation passed in 2020, requires health plans and self-funded employer groups to make provider cost information publicly available to members and plan participants.

View Provider Cost Information

Dental insurance is administered by Delta Dental and offers both in and out of network coverage. Coverage is effective first day of month following the date of hire. The College pays 50% of the premium of dental insurance.

 

Here are some plan highlights:

  • Preventative/Basic Services – 80% coverage, per plan details
  • Major Services – 50% coverage, per plan details
  • Orthodontia Services – 50% coverage, per plan detail

Vision Insurance is administered by Davis Vision and offers both in and out of network coverage. Coverage is effective first day of month following the date of hire. This is a voluntary insurance program fully paid by the employee.

 

Here are some plan highlights:

  • Routine Eye Exams – covered every 12 months with a $10 co-pay
  • Eyeglass Lenses  – covered every 12 months with a $25 co-pay
  • Contact Lenses – covered every 12 months with a $130 allowance
  • Frames – covered every 24 months with a $130 allowance plus 20% off your balance

You are eligible for income protection in the event an extended illness temporarily does not allow you to work.  Faculty and administrators are also eligible for long term disability coverage.  The College pays 100% of the premium for these plans.

After one year of employment, you will receive life insurance coverage equal to twice the amount of your annual salary (to a maximum of $100,000).  The College pays 100% of the premium.

The College offers two plans; participation is determined based on your job classification, as follows:

  • Administrator/Faculty – After one year of service, you may begin participation in our 403(b) plan through TIAA.  The College may contribute a discretionary match to your 5% contribution.
  • Staff/Hourly – After one year of service, you may begin participation in our defined benefit plan, which is funded by the College.  You are fully vested after seven years.
  • All eligible employees may contribute on a pretax basis to a Supplemental Retirement Plan through TIAA.

Plans vary depending on your job classification, but in general, all employees may take advantage of these opportunities to relax, recuperate, or attend to personal business:

  • Holiday – 12.5 scheduled days plus “floating” days
  • Vacation – you begin to earn time toward your annual vacation accrual on your date of hire
  • Sick Leave – in the event of your illness; carry over provisions apply
  • Bereavement Leave – up to a maximum of five days

You, as well as your spouse and dependents, are encouraged to enrich your knowledge and educational background by participating in our Tuition Remission program, as follows:

  • After six months of employment – you may take two courses per semester, 80% tuition free
  • After one year of employment – your eligible dependents may take courses at 50% tuition remission
  • After two years of employment – your eligible dependents may take courses at 80% tuition free