Employee Benefits

Available to employees in positions budgeted for at least 1,248 hours per year:

The College offers United Concordia, a Dental Preferred Provider Plan, through payroll deduction.  The College does not make a contribution to this plan.  An open enrollment period is held from mid-November through the first of December each year. 

Plan Information:

• Dental Insurance Grid (Summary and Pricing) 2023
• United Concordia Benefit Summary - 2023
• My Dental Benefits Information - Information on setting up an account, using the app and accessing your United Concordia insurance card.
• United Concordia Preventative Incentive (2023)

Other Helpful Information:

• Healthy Holiday Eating Habits
• Oral Health Habits
• Oral Wellness - Eating Habits
• Children's Dental Timeline

After 1 year of service - Available to employees in positions budgeted for at least 1,248 hours per year:

The College’s short-term disability plan provides for replacement of all or part of income due to an employee’s temporary disability stemming from a non-work related illness or injury.

In order to receive short-term disability benefits, an eligible employee must apply for leave under the Family & Medical Leave Act (FMLA) by contacting the Office of Human Resources. Short-term disability benefits will be paid on approved claims during the employee’s FMLA leave. All short-term disability absences require a physician’s certification, submittal of a leave application, and physician’s clearance to return to work. 

Full-time employees receive 10 days of short-term disability upon hire and accrue five days at the start of each additional year of service, up to a maximum of 26 weeks (130 days). Note: This accrual is pro-rated to reflect annual budgeted hours for those working less than 2,080 hours per year or on an hourly basis. 

Short-term disability benefits commence on the sixth business day for approved claims (employees are required to use sick leave, if available, for the first five days.)  Based on the duration of an approved, physician-certified absence, salary is paid at 100% of the budgeted base salary during a short-term disability absence for the number of working days (or hours) that have been accumulated in the employee’s short-term disability leave bank. Once accumulated short-term disability time has been exhausted, the College will continue short-term disability pay at 60% of the individual's current base salary, up to a maximum of $4,000 per month (whichever is less). Short-term disability pay may not exceed 26 weeks in a rolling 12 month period.  The College reserves the right to request periodic updates to the physician’s certification of disability.

Benefits (health insurance, dental insurance, life insurance, retirement contributions, etc.) may be continued during a short-term disability absence as long as the employee remains eligible under the terms of the benefit plan document. The College will continue to make the regular employer contribution for benefits as if the employee were in active service during any month in which leave is being used under the Family and Medical Leave Act (FMLA) and in which the College is continuing salary payments under the terms of the short-term disability plan. Employee contributions equal to those paid by active employees will be withheld from short-term disability checks issued by the College, while employees on unpaid FMLA will need to remit payment monthly in the amount equal to the normal payroll deduction for benefits they elect to continue.

Coverage eligibility begins on the 1st of the month following completion of 1 year of service - Available to employees in positions budgeted for at least 1,248 hours per year:

The Long-Term Disability plan of the College is an insurance plan provided by an external vendor.  The College pays the entire long-term disability insurance premium, with no required employee contribution.

If an absence due to illness or injury is expected to continue beyond 26 weeks, application for long-term disability benefits must be initiated prior to the first day of the fifth consecutive month of disability. Applications filed for long-term disability require a physician’s certification. Eligibility for benefits is determined by the insurance company, subject to the provisions of the plan.  Approved long-term disability claims are paid by the insurer, not the College.

If a long-term disability claim is approved by the insurer, benefits begin on the first of the month following 26 weeks of total disability and continue for the duration of such disability until the attainment of age 65. However, if the disability commences after age 60, benefit continuation is governed by the terms of the policy; benefits will continue no longer than twelve months if the disability commences at age 69 and over.  Continuation of long-term disability payments require periodic physician certification of continued disability in satisfaction of the carrier's policy guidelines. Complete details are available in the Human Resources Office.

Employment with the College and coverage under College-provided benefits concludes upon commencement of an approved long-term disability claim. Employees may be eligible for continuation of benefits through COBRA and/or policy conversions.  Any questions, please contact Human Resources at ext. 3165.

Summary of Long Term Disability Plan

Employee Assistance Program - Available to employees in positions budgeted for at least 850 hours per year:

The college offers an Employee Assistance Program (EAP), which is available to you, your spouse, your dependents, and other family members residing with you. The EAP offers confidential advice, support, and practical solutions to real-life issues, including health and wellness, child and elder care, college planning, financial and legal resources, and more. Our plan offers unlimited phone consultations 365/24/7, referrals to local counselors for up to three sessions, free of charge, and a website with thousands of helpful articles and training courses. Click here for more information.

Available to employees in positions budgeted for at least 1,248 hours per year:

The College offers Flexible Spending Accounts (FSA), a tax-advantaged way to pay for certain healthcare and/or dependent care expenses.  By setting aside pre-tax dollars in an FSA for these expenses, you save on taxes and end up with higher take-home pay. 

P&A Group is our provider for Flexible Spending Accounts. Visit P&A group at www.padmin.com for more information about submitting claims, your Flex Spending Card or with any other questions you may have. Click here for P&A's FSA eligibility list.

• FSA Brochure
• How to Log Into Your P&A FSA Account
• Dependent Care Information
• Muhlenberg College FSA Cheat Sheet
• Muhlenberg College FSA Cheat Sheet (2023)
• P&A Mobile App Information
• FSA Instructions to Upload a Claim
• Health FSA Carry Forward
• Health FSA Carry Forward (2022 and 2023)
• FSA How To Enroll in Direct Deposit
• P&A FSA Calculator - Click here to see an approximate tax savings when enrolled in our FSA.
• Penny Panda Video - Click here to visit P&A's youtube channel where a number of video tutorials are available.

Available to employees working in positions budgeted for at least 1,248 hours per year:

Medical Coverage

Muhlenberg offers a robust, comprehensive health insurance plan to eligible employees. Coverage will begin on the 1st day of the month following date of hire unless your date of hire coincides with the 1st business day of the month. 

Our health plan provider is Capital BlueCross PPO. Capital BlueCross offers an extensive network of providers and robust coverage for your medical and prescription needs. Vision benefits are  offered as a seperate plan.

• Capital Blue Cross Summary of Benefits & Coverage 2023
• Capital Blue Cross Benefit Summary 2023

Other Helpful Information:

• Welcome New Member
• Preventative Care Information
• Controlling Healthcare Costs
• Preauthorization Program
• Preventative Schedule (2022)
• Preventative Schedule (2023)
• Blue 365 Member Benefits
• Nurse Line Information
• MyCare Finder
• Capital Blue Cross Virtual Care Information
• Ovia Health (Reproductive Health & Family Support)
• Visit BCBS Global Core for information on international travel.

Condition Management

• Capital Blue Cross Condition Management Programs
• Capital Blue Cross Diabetes Management Programs

Important Transparency In Coverage Machine Readable File Information

Starting July 1, 2022, employers that maintain group health plans (plans) and health insurance issuers (issuers) will be required to disclose pricing information on a public website in the form of three machine-readable files (MRFs). This requirement is one of the Transparency in Coverage Final Rules (the Rules) released by the Department of Health and Human Services (HHS), the Department of Labor (DOL), and the Department of the Treasury (collectively, the Departments) in November 2020.

 Under the Rules, the three MRFs must disclose:

1. In-Network Rates – the in-network provider negotiated rate for all covered items and services.
2. Out-of-Network Amounts – the historical out-of-network allowed amounts for covered items and services.
3. Prescription Drug Costs – the negotiated rates and historical pricing information for covered prescription drugs.

The Departments will begin enforcing the disclosure requirements regarding the first two MRFs for in-network rates and out-of-network amounts on July 1, 2022. Enforcement for disclosure regarding covered prescription drugs has been delayed indefinitely.

*MRF's or Machine Readable Files, are digital representations of data or information in a file that can be imported or read by a computer system for further processing without human intervention while ensuring no semantic meaning is lost. 

This file will be updated monthly by Capital Blue Cross.

Compliance

To comply with the new rules, Muhlenberg College is providing a link for you to view these MRF's here: 

https://capitalbluecross.healthsparq.com/healthsparq/public/#/one/insurerCode=CAPBC_I&brandCode=CAPBC&productCode=MRF/machine-readable-transparency-in-coverage

This link leads to the machine readable files which are made available in response to the Federal Transparency in Coverage Rule and include negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine-readable files are formatted to allow researchers, regulators, and application developers to more easily access and analyze data.

Perscription Coverage

Magellan RX is our prescription provider. If you need Pharmacy Customer Assistance, please call 1-800-424-0472. For website support, please call 1-800-424-5878.

• Formulary List (Printable)
• Formulary Exclusions List
• Understanding Prior Authorization for Prescription Drugs
• Magellan Prior Authorization Form
• Magellan Pharmacy Benefit FAQs
• Home Delivery Overview
• Magellan Member Portal Guide

You may make changes to your health insurance plan when a qualifying event takes place (i.e. marriage, birth of a child, divorce, change in spouse's employment status, etc.), and/or during the annual open enrollment period, which typically runs in the November time frame, with changes taking effect January 1.

You may choose to cover just yourself or you may add your spouse and/or eligible dependents to your health insurance coverage.  The College pays approximately 80% of the premium each month. The remaining 20% of the cost of coverage is deducted from your paycheck on a pre-tax basis so that this portion of your income is not subject to federal income tax or social security tax.  If your spouse is eligible for medical coverage elsewhere, either through their own employer or Medicare, we encourage your spouse to enroll in that coverage. You may add your spouse who is eligible for their own employer’s coverage (or eligible for Medicare) to your health insurance by paying a spousal surcharge. To request a waiver of this surcharge, complete the Request for Waiver of Spousal Surcharge form, listed below.

• Request for Waiver of Spousal Surcharge 2023

Available to employees working in positions budgeted for at least 850 hours per year. College offices are closed in observance of the following holidays:

Limited office coverage is provided on Martin Luther King, Jr. Day, Easter Monday, and Labor Day. As a result, some offices may be open on these days while other offices are closed. See departmental listing below.

 *Martin Luther King, Jr. Day & Easter Monday: If your office is open on both of these holidays and you are required to work both days, you will be given a total of one floating holiday to be used in the same calendar year. If your office is closed on either of these days, you will record the time off as a floating holiday and will not be eligible for a second floating holiday. NOTE: Floating holidays must be used in the calendar year in which they are earned or will be forfeited at year-end.

**Labor Day: If your office is open on Labor Day and you are required to work, you will be given one floating holiday to be used in the same calendar year. If your office is closed on Labor Day, you will record the time off as a floating holiday. NOTE: Floating holidays must be used in the calendar year in which they are earned or will be forfeited at year-end.

Offices listed below are expected to be open for business on the holidays indicated. Senior Staff/management determines staffing coverage specific to their departments, as needed.

Coverage begins on the 1st of the month following completion of 1 year of service - Available to employees in positions budgeted for at least 1,248 hours per year:

I. Group Life Insurance: During active employment, eligible employees are covered for group term life insurance, up to a maximum of $75,000, using this schedule:

Up to Age 40 - 2.50 times salary

Age 40 to 49 - 2.00 times salary

Age 50 to 59 - 1.34 times salary

Age 60 to 69 - 0.90 times salary

Age 70 and over - 0.67 times salary

Premiums are paid by the College. Immediate participation may be arranged for those new employees who present evidence of similar coverage by their previous employer within 90 days prior to hire at Muhlenberg.  The cost of the life insurance benefit provided above $50,000 is considered a taxable benefit by the Internal Revenue Service. For more information, please review the Summary of Group Life Insurance Plan.

II. Optional Life Insurance: After meeting eligibility requirements, as part of a one-time “guaranteed issue” enrollment window, newly eligible employees may elect to enroll in Optional Life Insurance (with or without Accidental Death & Dismemberment coverage) for yourself, your spouse and/or your dependent children. Newly eligible employees will have 30 days to elect up to $250,000 in optional life coverage and up to $50,000 in optional spouse coverage without providing evidence of insurability. Thereafter, any employee who chooses not to enroll during the guaranteed issue enrollment window, will be limited to benefit elections of no more than $20,000 (employee coverage) and $10,000 (spouse coverage) during the annual open enrollment period. Any coverage requested above these amounts will require evidence of insurability. Note: To elect spousal life insurance, the employee must also elect employee coverage.  Premiums vary based on age and coverage amounts. For more information, please review the Lincoln Financial Info Flyer.

Group Life and LTD Plan Summary 

Employees enjoy full access to the Life Sports Center, including a free weights facility, expanded cardio-fitness area, swimming pool, basketball courts, indoor track, and more. 

• Life Sports Facilities
• Life Sports Center Policies
• Application for LSC Membership

Please contact the Life Sports Center team if you have any questions: 484-664-3379 or nicolelandis@muhlenberg.edu.

After 1 year of employment - minimum of 1,248 budgeted hours per year:

Following the birth or adoption of a child, parents are eligible for leave under the Family Medical Leave Act (FMLA) to be home with their new family member.  Family Medical Leave is available for 12 weeks, and is unpaid. At the parent’s request, the College will provide full pay for up to four weeks of an approved parental FMLA absence as a Parental Leave benefit. Full-time faculty may choose a one course reduction in lieu of paid time off, if desired. 

Public Service Loan Forgiveness Program (PSLF):

Note: This is not a College benefit. The following is provided for information purposes only: Do you have federal direct student loans? Muhlenberg College is a tax-exempt employer under Section 501(c)(3) of the Internal Revenue Code (IRC), which means the College is a qualifying employer under PSLF. Under this Program, if you work for the College in a position budgeted for at least 1,560 hours per year, you may be eligible to participate in PSLF. If you qualify, the Program forgives the remaining balance on your eligible Direct Loans after you have made 120 qualifying monthly payments under a qualifying repayment plan while working full-time for Muhlenberg College.

Only certain types of student loans are eligible. For information on which loans qualify, eligibility details on the program, and how to begin, please visit the Public Service Loan Forgiveness Program (PSLF).

Available to employees working in positions budgeted for at least 1000 hours per year:

The College offers a 403(b) retirement plan admininstered by TIAA. 

Employee Contribution: Employees working in positions budgeted for a minimum of 1,000 hours per year are eligible to contribute to the College's Supplemental Retirement Plan (SRA) immediately upon hire. Employees may contribute through pre-tax payroll deductions, up to the maximum IRS annual limits. Effective September 1, 2021, all new employees who are eligible to contribute to the Plan will be automatically enrolled to contribute 3% of base compensation on a pre-tax basis. This contribution will be invested in a Lifecycle Target Date Fund unless moved to another fund or funds by the employee. Employees are encouraged to contribute more than the minimum contribution, if possible, because every dollar makes a difference. Any new employee who wishes to opt out of auto-enrollment may do so by contacting Human Resources.

Employer Contribution (After 2 years of employment - minimum 1,000 budgeted hours/year): The College contributes to the  retirement plan following completion of the waiting period of two consecutive years (at 1,000 budgeted hours each year). This waiting period may be waived if your previous employer contributed to a fully vested retirement plan on your behalf within 90 days of your first day of employment at Muhlenberg.  Effective September 1, 2020, the College's retirement contribution decreased from 10% to 4% in response to the economic impact of COVID-19. Effective September 1, 2022, the College's retirement contribution increased from 5% to 6% of base salary.

Contact Human Resources at  HR@Muhlenberg.edu or ext. 3165 for information regarding individual appointments with a TIAA representative. More information is also available in the TIAA Summary Plan Description.

Available to employees working in positions budgeted for at least 850 hours per year:

Sick leave provides full pay during occasional, brief absences due to an employee's illness or injury. Employees may also use their sick leave, if needed, to care for an ill or injured family member. Employees accrue sick leave on a monthly basis, up to ten days per year. Accumulation of sick leave occurs on a monthly basis and is prorated based on annual budgeted hours and average workdays. For example:

• A full-time employee working 8 hours per day, five days per week, year-round (2,080 hours), will earn 10 days of sick leave per year at 8 hours per day (80 hours/per year).  
• A full-time employee working 7 hours per day during the academic year and 6 hours per day during the summer (1,755 hours per year or 84% of a full-time equivalent) has an average work day of 6.75 hours and will accrue a total of 10 days of sick leave per year at 6.75 hours per day.
• A part-time employee working 4 hours per day, five days a week, year-round (1,040 hours per year or 50% of a full-time equivalent) will earn 10 days of sick leave at 4 hours per day.

An employees’ maximum sick leave accumulation is capped at twenty days per year. Employees in non-exempt positions (paid biweekly) earn sick leave each year from July 1 through June 30 and employees in exempt positions (paid monthly) earn sick leave from September 1 through August 31. Employees who are eligible for the short-term disability plan with a sick leave balance exceeding 20 days at year-end will have a maximum of five days of unused sick leave moved into their short-term disability bank each year. Any excess sick leave will be forfeited. For example:

• If an employee has 22 days of sick leave at year-end and is eligible for short-term disability, 2 days will transfer into the short-term disability leave bank and 20 days will remain in the employee’s sick leave bank for the coming year. 
• If an employee has 26 days of sick leave at year-end and is eligible for short-term disability, 5 days will transfer into the short-term disability leave bank and 1 day will be forfeited.
• If an employee is eligible for sick leave, but not eligible for short-term disability, any sick leave in excess of 20 days per year will be forfeited at year-end.

After 1 year of employment - Available to employees in positions budgeted for at least 1,248 hours per year:

SECTION I. UNDERGRADUATE TUITION:

   I) Undergraduate Tuition Remission Program for dependent children at Muhlenberg College: For dependents of eligible employees, full undergraduate tuition scholarships are available to dependents accepted for admission to Muhlenberg College. For more information, review Section I of the Undergraduate Tuition Scholarship Programs and complete the Tuition Remission Form - Undergraduate Studies form to submit your request for dependent tuition remission.

   2) Tuition Exchange Scholarship Program for dependent children at other institutions:  Eligible dependent children may apply for consideration of undergraduate scholarships through Tuition Exchange. Certification of eligibility by Muhlenberg allows dependent children to compete for generous scholarship awards (minimum $40,000 for academic year 2022-2023) at more than 700 institutions. Decisions on scholarship awards are not made by Muhlenberg College (the "export" school); they are made by the institution your child applies to (the "import" school). Please visit the Tuition Exchange site for a list of participating schools and application requirements. More information is available through Human Resources and you may also click Tuition Scholarship Plan to review additional details on the TE Scholarship Program. 

   3) Undergraduate Tuition Remission for employees and their spouses at Muhlenberg College:Full tuition scholarships are available at Muhlenberg for eligible employees and their spouses for a maximum of 2 courses per semester, on a space available basis. For more information, review Section II of the Undergraduate Tuition Scholarship Programs and complete the Tuition Remission Form - Undergraduate Studies to submit your request for Employee & Spouse undergraduate tuition requests.

   4) Undergraduate Tuition Remission for employees and their spouses at LVAIC Institutions: As an alternative to Muhlenberg tuition remission, you and your spouse are eligible for cross-registration of up to 2 undergraduate courses per term through the LVAIC Cross Registration program, tuition free, on a space available basis at any of the LVAIC member institutions (Lehigh University, Lafayette College, Cedar Crest College, DeSales University and Moravian College). Click LVAIC Cross Registration Policy for Employees & Spouses for the LVAIC Cross Registration Policy and LVAIC Cross Registration Form for the LVAIC Cross Registration Form.

SECTION II. GRADUATE TUITION ASSISTANCE PROGRAM:

Eligible employees of the College accepted for admission to the Muhlenberg College School of Graduate Studies program may receive as an added benefit of employment substantial tuition assistance. Graduate tuition assistance is also available to the spouse and children of eligible employee. This graduate tuition assistance is discretionary and subject to change at the discretion of the College.

Eligibility

• Employee must work in a position budgeted for at least 1,248 hours per year and have completed a minimum of one year of service
• Completion of waiting period must be on or before the first day of classes
• Manager or department head approval
• Meet admissions and graduate program requirements as outlined in the College catalog; subject to certain terms and conditions

Benefit

• Employees: Tuition assistance up to 50% of tuition costs
• Employee spouse and children: Tuition assistance up to 15% of tuition costs

Application

• Admission is on a space available basis and is not guaranteed. Any interested employee, employee spouse or employee children must apply and follow the graduate admissions standards as described in the graduate section of the College catalog.
• Application fees are waived for employees, spouses and children.

Matriculation

• Accepted employees are required to matriculate in a designated program and required to remain employed by Muhlenberg College for a minimum of two years following graduation or will be subject to repayment of tuition benefits granted as part of this program.
• Employees, employee spouses or employee children may not use this benefit to take individual graduate courses for enrichment.

Terms and Conditions

• Please refer to the Graduate Student Catalog.
• The benefit is on the condition the employee maintains continuous employment and the employee, employee spouse or employee children meets all academic requirements as stated in the catalog.
• If an employee, employee spouse or employee children graduate student receives a grade below a B- they may repeat the course at their expense and at full cost, if desired.
• In the event an employee leaves Muhlenberg College, either voluntarily or involuntarily for cause, within two years of completing a course, the employee will be required to repay a portion of the original educational assistance payment to Muhlenberg College. Employees accepted for admission into the program will be required to sign a payback agreement with the terms including:
• If an employee leaves prior to two-years from any course completion, they will be required to repay the college 50% of their educational assistance.
• The Muhlenberg College Division of Graduate and Continuing Education reserves the right to limit the number of employee, employee spouse or employee children seats available each year, based on:
• Class minimum enrollment of external (non-employee) students
• Maximum of 4 employees will be accepted per cohort per program; there is no limit on the number of employee spouses or employee children
• Registration priority will be given to external (non-employee) students
• Employees who are accepted into the program may have to wait for an available cohort or section to enroll
• The benefit will be calculated on the most current graduate tuition rate at the time of application.
• Graduate tuition benefits for employees, spouses, and children in excess of $5,250 per calendar year are considered a taxable benefit to the employee at the federal and local level. State taxability of graduate benefits is determined by an employee's state of residence.

How to use this benefit:

1. Apply to a program identifying you are an employee
• https://www.muhlenberg.edu/graduatestudies/graduateadmission/
2. Meet all admissions requirements
3. Obtain manager approval
4. Forward completed Tuition Remission Form - Graduate Studies to Human Resources (hr@muhlenberg.edu)
5. HR will verify eligibility, and if approved, will confirm with GCE Student Accounting
6. Once accepted, enroll in the program
7. Employee’s student account will be adjusted to reflect tuition benefit

*Please click the link for a printable version of the Graduate Tuition Assistance Program.

Available to Staff working in positions budgeted for at least 850 hours per year: 

You are expected to take full advantage of vacation benefits to secure needed rest and relaxation.  You may use vacation credits only after you are appointed to "regular" status as an employee. Vacation time is paid at your base pay rate in effect at the time you take vacation.

I. STAFF ASSOCIATES & SERVICE PERSONNEL: Non-exempt Staff paid on a biweekly basis earn vacation, as follows:

• Less than 5 years of service: 15 days per year
• 5+ years of service: 22 days per year

The amount of vacation charged is based on the staff member's average work day in accordance with the position's annual budgeted hours. For example:

• A part-time staff member who normally works 4 hours a day in a position budgeted for 1000 hours per year, would charge 4 hours to vacation. (50% of the full-time equivalent) 
• A full-time staff member who normally works 7 hours a day in a position budgeted for 1820 hours per year, would charge 7 hours per day to vacation. (87.5% of the full-time equivalent)
• A full-time staff member who normally works 8 hours a day in a position budgeted for 2080 hours per year, would charge 8 hours per day to vacation. (100% full-time)

As always, requests for vacation leave require your manager’s pre- approval.

Accumulation of vacation leave for staff associates and service personnel runs from July 1 of one year through June 30 of the next year. Carryover each July 1 is capped at the amount of vacation time earned in the preceding 12 months plus 10 additional days. For example, a staff member earning 15 days of vacation per year may carry-over a maximum of 25 days vacation into the next year.

II. EXEMPT STAFF: Exempt Staff paid on a monthly basis earn vacation each year from September 1 through August 31, up to a maximum of 22 days per year (pro-rated for those working less than 2,080 hours per year). A maximum of fifteen vacation days may be carried forward into the next year.

As always, requests for vacation leave require your manager’s pre-approval.

Additional information can be found in the Employee Handbooks.

Available to employees in positions budgeted for at least 1,248 hours per year:

Vision Benefits are administered by Highmark/Davis Vision.  Click here to go to Davis Vision's website to find a participating provider.

• Highmark Vision Benefits Summary 2022
• Highmark Vision Benefits Summary 2023
• Vision Claim Form

The College offers flexible working practices to help find meaningful balance between professional and personal lives. 

• Flextime Policy - Minimum 1,560 budgeted hours per year.
• Telework Policy - Minimum 1,560 budgeted hours per year.

Absent an emergency, employees are encouraged to be respectful of one another's time during off hours, taking advantage of the "Schedule Send" feature to schedule delivery of emails during standard business hours, and limiting after-hours calls, texts, and other communications, wherever possible.

• Berg Bookshop - Employees save 10% on most bookstore items.

• Bereavement Leave - When a death occurs in your family, you may receive time off with pay as outlined below: 

  -Loss of spouse, parent, sibling, child or grandchild: 5 days
  -Loss of grandparent, father-, mother-, brother-, sister-, son-, daughter- or grandparent-in-law, aunt, or uncle: 2 days
  

• Discounts & Perks - Click here to check out other programs available to Muhlenberg employees.

• Library Privileges - Employees enjoy full access to Muhlenberg's Trexler Library.

• Life Sports Center privileges - Employees enjoy full access to the Life Sports Center, including a free weights facility, expanded cardio-fitness area, swimming pool, basketball courts, indoor track, and more.

• Vehicle Registration - Employees have access to free parking on campus.  Online vehicle registration is required. For more information, visit the Campus Safety - Parking page.