Employee Benefits

Human resources

Note: The information outlined below represents a summary only. Benefit plans & other opportunities are subject to change. Specific plan documents or contracts prevail. For more information, please contact HR@Muhlenberg.edu or (484) 664-3165.

Workday guides to assist you in updating your benefit information can be found here (please note, you will need to sign in using your OneLogin credentials).

Last Updated: October 28, 2021

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:

Other Helpful Information:

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.  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 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 is expected to continue beyond 26 weeks, application for 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.

No College contributions will be made toward benefits during a long-term disability absence and all College benefits will cease upon conversion to long-term disability. 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 EAP Flyer 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.

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

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.

Plan Information:

Other Helpful Information:

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.

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.

(Medicare Part D Creditable Coverage Notice 2021)

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.

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

Holidays observed by the College include New Year’s Day, Good Friday, Memorial Day, Independence Day, Thanksgiving Day, the day after Thanksgiving, Christmas Day, and three additional days during the winter break (determined by the College).

***BONUS HOLIDAYS FOR 2021: President Harring approved Thanksgiving Wednesday (11/24/21), and 3 additional days over the Winter Break (12/28/21, 12/29/21 and 12/30/21), as added holidays for 2021 so we all have extra time to spend with family and friends this year after having to miss out on so much last year.***

If a holiday falls on a weekend, the College will designate a weekday observance. Some College offices are closed on Labor Day. Employees required to work on Labor Day are given one floating holiday in exchange.  Employees should check with their supervisors regarding holiday office coverage.  One floating holiday is also available for use on either Martin Luther King, Jr. Day OR Easter Monday, depending upon which day your office is closed; employees required to work both of these days are given one floating holiday in exchange.

Click here for a list of current holidays and College office schedules.

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 Summary of Optional Life & AD&D Plan.

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. Click TIAA Summary Plan Description for the summary plan description.

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, 2021, the College's retirement contribution increased from 4% to 5% of base salary, up to the current Social Security wage base, and 9% of any salary beyond that base.

Contact Human Resources at  HR@Muhlenberg.edu or ext. 3165 for information regarding individual appointments with a TIAA representative.

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

Employees accumulate ten days (pro-rated based on annual budgeted hours) of sick time annually. The sick bank provides full pay during occasional brief absences due to an employee's illness or injury. Sick bank accumulation is capped at twenty days. Employees who are eligible for the short-term disability plan may roll a maximum of five days of unused annual sick leave accumulation into their short-term disability bank each year. 

***Temporary Expansion of Sick-Leave Benefits, Effective March 12, 2020: Employees who need to stay home to care for a family member due to COVID-19 concerns or reasons such as school/daycare closings, and are unable to work remotely, may use time from their sick leave bank. If sick leave has been exhausted, you may request an advancement of up to 10 additional days by contacting Human Resources. Absences for those not eligible for paid sick leave will be addressed on a case-by-case basis.  This is a temporary expansion to policy in response to the COVID-19 pandemic and will end on June 30, 2022 for non-exempt staff and August 31, 2022 for exempt employees. Normally, sick leave may only be used for the employee’s own illness or injury.

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 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:

We're thrilled to introduce a graduate tuition assistance program for faculty and staff. Please click Tuition Assistance - Graduate Programs to review program eligibility and information on how to apply. Click Tuition Remission Form - Graduate Studies for the Tuition Remission Form for Graduate Studies.

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

  • Flextime Policy - After 6 months of employment - minimum 1,820 budgeted hours per year.
  • Telework Policy - After 6 months of employment - minimum 1,560 budgeted hours per year.

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

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

I. Staff Associates and Service Personnel: Non-exempt Staff paid on a biweekly basis earn vacation, as follows:

  • Less than 4 years of service: 10 days per year
  • 4 - 8 years of service: 15 days per year
  • 9+ years of service: 20 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)

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. For example, a staff member earning 20 days of vacation per year may carry-over a maximum of 20 days vacation into the next year.

II. Exempt Staff: 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 five vacation days may be carried forward.

*** Temporary Expansion of Vacation Carry-over Benefits for All Staff, Effective May 7, 2020: The maximum amount of vacation that may accrue in your vacation bank to carry over into the next year will increase by an additional 10 days. Accrued but unused vacation in excess of this maximum will be forfeited. This is a temporary change in policy due to COVID- 19.  This vacation policy will revert back to its prior form and expire on June 30, 2022 for non-exempt staff and on August 31, 2022 for exempt staff. As always, requests for vacation leave require your manager’s pre- approval.

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.

  • Berg Bookshop - Employees save 10% on most bookstore items.
  • 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.
  • Discounts & Perks - Click here to check out other programs available to Muhlenberg employees.