The College's group health insurance plan is administered through Southern Health and the cost is shared by employees and the College. The current health insurance plan contains a choice between a health maintenance organization (HMO), a point of service plan (POS), and a preferred provider organization (PPO). The College bases its contribution on the cost of the HMO and pays 80% of individual coverage plus 50% of the remaining cost for other family members. The College's dental plan is administered through Delta Dental and costs are shared in the same manner as that of the health insurance plan.
Health and Dental Benefit Contacts
Southern Health
Member Services – (800) 627-4872
Web Site – www.southernhealth.com
Delta Dental
Delta Premier Customer Service – (800) 237-6060
Delta Care Customer Service – (800) 862-0838
Web Site – www.deltadentalva.com
Life and LTD Insurance
The College fully funds a life insurance policy and a long-term disability policy for employees. The life insurance benefit includes accidental death and dismemberment and is equal to twice annual salary up to a maximum of $200,000. Employees are eligible for life insurance coverage on the first day of the month following employment. The long-term disability policy becomes effective following one year of employment and provides approximately 60% of basic monthly earnings following a six-month period of disability. In addition, the long-term disability insurance policy pays 10% of basic monthly earnings to the disabled employee's retirement program for the duration of the disability.
Optional Insurance
There are several optional insurance programs which are available to employees to which the College does not contribute. These include policies for cancer, intensive care, accident/disability, personal short-term disability and hospital indemnity.
Tuition Remission Benefit
The College offers an employee tuition remission benefit. Regular, full-time employees are eligible for the full abatement of tuition and the application fee for two courses per semester at the College, if their supervisors approve of release time for their taking such courses, and if the courses can be accommodated within their work schedules.
After a regular, full-time employee has completed one year of full-time service to the College, and if the employee is responsible for the educational expenses of the dependent children, that employee's dependent children and/or spouse become eligible for a remission of tuition (not including fees, room and board) at the College, including tuition for summer courses. This remission will be reduced by the amount of the Tuition Assistance Grant available from the Commonwealth of Virginia.
In addition, when the employee's service requirement has been met, and if the employee is responsible for the educational expenses of the dependent children, that employee's dependent children become eligible, through the Tuition Exchange Plan, to attend other participating colleges and universities on a tuition-free basis, depending upon the import-export balance existing at Randolph-Macon College and the other institutions (payment of application fees is the responsibility of the dependents). Dependents must, of course, meet the usual standards of admission in effect at the time of their applications.
College Retirement Plan
The retirement plan for the College is carried through TIAA-CREF. Employees become eligible for participation after one year of service or if they have participated in a 403b or 401k plan during the previous 12 months. Participation in the College's retirement plan is mandatory after one year of service for those age 30 and older. The College's contribution is 9% of gross salary and each employee contributes at least 5% of gross salary to the plan. In addition, supplemental retirement annuities are offered through the Vanguard Group as well as TIAA-CREF. A part-time retirement benefits coordinator is available to encourage employees to begin the retirement planning process as soon as possible. This individual serves as a source of information about the retirement planning process and as the liaison between employees and representatives from TIAA-CREF.
Flexible Spending Accounts
The College allows the establishment of flexible spending accounts, (FSAs), designed to allow you to pay for unreimbursed medical and dental expenses (commonly referred to as "out-of-pocket" expenses) and dependent child care expenses on a pretax basis. This program is administered through AFLAC and details of the program will be provided by the Office of Human Resources.
Paid Leave and Holidays
VACATION:
All regular full-time 12 month employees accrue vacation as follows:
0-5 years of service: 10 days per year
5-15 years of service: 15 days per year
15+ years of service: 20 days per year
The college allows carry over of up to 5 vacation days each year that can be used as follows:
· Carry over days can be used as vacation and are “use it or lose it” the following year.
· Carry over days can be put in one’s sick leave bank thereby increasing an employee’s accumulated sick leave days.
Special full-time employees (i.e., those who work nine-, ten-, or eleven-months per year) are not eligible for vacation.
PERSONAL/FAMILY LEAVE:
All regular full-time 12 month employees accrue 5 days personal/family leave per year. Personal/Family Leave cannot be carried over into the next year and is “use it or lose it” within the current year.
Special full-time employees (i.e., those who work nine-, ten-, or eleven-months per year) are eligible for personal/family leave and accrue time proportional to months worked.
SICK LEAVE:
All regular full-time 12 month employees accrue 10 sick days per year. Sick leave is for employee sickness only. Employees are allowed to carry over unused sick days from year to year to be placed in a sick leave bank until a total of 130 days accumulate.
Special full-time employees (i.e., those who work nine-, ten-, or eleven-months per year) are eligible for sick leave and accrue time proportional to months worked.
HOLIDAYS:
The college offers eleven paid holidays:
New Year’s Day
Last day of Spring Break
Memorial Day
Independence Day
Thanksgiving Day and the day after Thanksgiving
5 days during the Christmas period
Faculty employees do not accrue leave time but follow the academic schedule outlined in the College Catalog.
Access to College Facilities and Events
There are many facilities available to employees and family members such as the Library, the Brock Recreational Facility, and the College cafeteria. There is also a wide array of cultural, social, and athletic events such as speakers, plays, concerts, and varsity sporting events. Employees are encouraged to take advantage of these activities. Details regarding the use of facilities are outlined in the Staff and Faculty Handbooks.
Please note all College benefits are outlined in detail in the Staff and Faculty Handbooks. Questions should be directed to the Office of Human Resources regarding details of the benefits described in this summary.