Human Resources Office | Mount St. Mary's University (2024)

The Mount offers a comprehensive package of dental benefits for employees and their families. On the first day of the month following full-time employment, an employee is eligible for one of two options of coverage through United Concordia. Employees may choose to enroll under three levels of coverage:

• Employee Only
• Employee Plus One (spouse or child)
• Employees Plus Two or More (family)

View a comparison of the plans

United Concordia Flex Plan Option (ALLIANCE Network-PPO)

The United Concordia Flex Plan Option offers one of the largest networks in the country. Members have the freedom to choose any dentist; have a variety of incentives and lower out-of-pocket cost options when an in-network dentist is selected; no paperwork for patients to file. All covered dental procedures, except diagnostic and preventive services, are subject to an annual per person deductible of $50 with a family limitation of $150 regardless of the number of patients in the family. The deductible is waived for diagnostic and preventive services. Most services are covered at 100% with the exception of crowns, dentures, implants, and bridgework which are covered at 50%. There is a $1,200 annual maximum per person. The plan also offers orthodontia which is covered at 50% ($1,200 lifetime orthodontic maximum per person applies). Contact the Human Resources Office for plan details.

Get the Dental PPO Benefits Summary

Concordia Plus (DHMO)

The Concordia Plus Plan is a national Dental Health Maintenance Organization (DHMO) with more than 62,700 dentists participating nationally, in which members select a dentist from a panel of participating providers. Dentists are paid a set, monthly fee that covers most of the services members need.Concordia Plus offers a network of providers that are assessed for experience, range of services, location, accessibility and the ability to accommodate new patients; minimal and/or no patient co-payments for preventative care; quality and affordable dental care; no paperwork for patients to file. Orthodontia is also covered under the Concordia Plus DHMO plan. For a list of participating dentists or more information for either of these plans, visit www.unitedconcordia.com or call United Concordia at 800-332-0366 or contact the Human Resources office.

Get the Dental DHMO Benefits Summary

Complimentary Vision Benefit with Dental Plan

United Concordia offers a complimentary vision plan through Davis Vision. This complimentary plan coverage does vary between the paid EyeMed plan so please be sure to review both plans to ensure your coverage needs are met.

Learn more about the complimentary vision benefit

After one year of full-time employment, full-time employees become eligible for the University sponsored Long-term and Short-term disability plans. These plans are both fully-funded by the University. The plans pay an amount equal to 60% of your salary up to a maximum for $10,000 per month.

Download the Long Term Disability Plan

Download the Short Term Disability Plan

The Mount offers an innovative way to save money: two separate tax-free accounts that reimburse you for either health care or dependent day care expenses not covered under your insurance plans.

You may establish two Flexible Spending Accounts. One for health care expenses and another for dependent day care expenses. You decide on the amount you want to put into the account(s) each pay period. That amount is then deposited to the appropriate FSA before federal, FICA and state taxes are deducted. When you have health or dependent day care expenses, you reimburse yourself for these out-of-pocket expenses, using these tax-free funds.

However, there is a caution. You need to plan carefully for the expenses you will actually have during the course of the year. Any money that you choose to have deposited in an FSA cannot be returned to you if you do not spend it by the end of the year. If you don't use it during the course of the year, you lose it. This is a requirement of the federal government. Allocations toward FSA's are made for a calendar year - from January 1st through December 31st. During open enrollment each year, you will have the opportunity to re-enroll for the following calendar year and determine your expected expenses for that year.

Changing your Election

Your election may not be changed during the calendar year unless one of the following occurs:

• A change in your marital status
• The addition or loss of a dependent
• Termination of your spouse's employment or loss of eligibility for coverage by your spouse under a group medical plan sponsored by your spouse's employer
• A change in your eligible class

You must make the change within 30 days after one of these events occurs. It will become effective on the day you submit the new election form and will remain in effect for the balance of the year.

Health Care FLEXIBLE SPENDING Account (fsa)

You may use this Health FSA for health care expenses such as deductibles, coinsurance/co-pays, non-covered health expenses, non-covered dental expenses, eye care expenses (such as contact lenses, eye exams and glasses), hearing expenses, and over-the-counter medications. All of these may be paid with before tax dollars and save you money.

Flexible Spending Account FAQs

Any medical expense that is allowed as a deduction on your tax return is allowed as a reimbursable health care expense. Remember though, if you use your reimbursem*nt account to pay for a health care expense, you may not also claim that same expense on your tax return.

The Health FSA may be used for your expenses and for your dependent's expenses. You may deposit up to $2,500 annually into the Health Care FSA. As you incur eligible expenses during the year, you can pay the expenses using an FSA Visa debit card or you may pay out of your pocket, and then submit a claim for reimbursem*nt from the account. Participants may rollover up to $610 of unused Health FSA funds into the next calendar year.

Dependent DAY CARE FLEXIBLE SPENDING Account (FSA)

Currently, childcare costs are paid after you receive your paycheck. Now you may reimburse yourself through the Dependent Day Care FSA for the cost of dependent care while you and your spouse are at work. You may deposit up to $5,000 a year into this account ($2,500 if married and filing a separate income tax return).

In general, any dependent care expenses you are allowed to report on your individual Internal Revenue tax return are eligible Dependent Day Care FSA expenses. As you incur eligible expenses during the year, you pay the expenses out of your pocket, and then submit a claim for reimbursem*nt from the account.

Download the Flexible Spending Accounts Benefit Summary

The Mount offers a comprehensive package of health benefits for employees and their families. On the first day of the month following full-time employment, an employee is eligible for the CareFirst PPO Blue Card National Network. To find out more about your CareFirst plan, please visit the CareFirst website. Employees may choose to enroll under four levels of coverage:

• Employee Only
• Employee and Child(ren)
• Employee Plus Spouse*
• Employee Plus Family

Download the Overview of Medical and Prescription Drugs TrueRx

Download the Medical Benefits Summary

The Mount currently pays 75% of the total premium regardless of the level of coverage for all full-time employees. The employee's share of the premium (25%) will be deducted from the employee's paycheck on a pre-tax basis.

Freedom of Choice

If you choose to have medical care provided by a physician or hospital within the PPO Blue Card National Network you will receive the highest level of benefits for your care. Network providers may be located by going to the CareFirst Member Portal and choosing the Carefirst Regional Plan. However, you may choose to receive care from a health care provider outside the PPO Blue Card National Network. Employees also have access to 24-hour medical care using MDLive. You can visit with a Board Certified doctor from your home, office or on the go to assist with non-emergency medical conditions. If you choose to go outside the network for service or care, you must meet a separate deductible and pay additional coinsurance.

Prescription Drug Benefit

This program is based on the TrueR_x three-tier program formula, which encourages the use of generic drugs and certain brand-name drugs. Under this program, you pay a different co-pay depending on whether you receive a generic drug, a preferred brand-name drug, or a nonpreferred brand-name drug. Always remember to talk to your doctor about using generic preferred brands that can save you money. You and your doctor should check the three-tier program list before you receive a prescription. An updated copy is available at the TrueRx Membership Center. In addition, maintenance prescription drugs are available for a 30- to 90-day supply.

Download prescription drug information

For information for Prescription Drug Coverage and Medicare read the Important Creditable Coverage Disclosure Notice.

*Spouses are only eligible to participate in the medical plan if they have no other coverage available to them from their employer. If enrolling a spouse under the medical plan, an employee needs to provide a spousal affidavit. This exclusion only applies to the medical plan.

Download Legal Notices and Rights Regarding Your Plan

The Mount has partnered with Legal Shield to offer full-time employees an opportunity to purchase a Legal Shield plan and/or Identity Theft Protection plan. Employees can enroll in these plans at any time throughout the year.

Download the LegalShield and IDShield Plan Overview

LegalShield

Everyone deserves legal protection. Unexpected legal questions arise every day and with LegalShield on your side, you’ll have access to a quality law firm 24/7, for covered personal situations. From real estate to speeding tickets to Will preparation, and beyond, LegalShield is there to help you with any personal legal matter—no matter how traumatic or how trivial it may seem. and IDShield protection plans is an voluntary benefit available to all full-time, regular eligible employees and their families.

Download the Legal Shield Plan Summary

IDShield

Millions of people lose their identities every year. Don’t be one of them. IDShield is there to help you. They understand the potential threats, how to prevent them and how to restore any damage done. IDShield monitors your identity from every angle, not just your social security number or financial accounts. Not only are they there to provide Identity Consultation Services, they are also there to provide Identity Restoration. IDShield will spend up to $5 million using Kroll’s industry-leading licensed private investigators to do whatever it takes to help recover and restore you identity to its pre-theft status.

Download the IDShield Plan Summary

Liberty Mutual offers a comprehensive program that features auto and homeowner's insurance. This program provides an exclusive group discount on already competitive rates and convenient payment options.

Compare your current policy to Liberty Mutual's Plan. More than 6,500 companies and organizations in North America have chosen this plan, making it the most sponsored group auto and home insurance program in the industry.

Eligibility for this plan is extended to you, your spouse and any of your children who are residents in your home. They provide you with a number of convenient enrollment and payment options including payroll deduction. For plan quotes, please contact Sales Representative Jakub Smith (Jakub.Smith@LibertyMutual.com) at 301-378-7635.

The Mount offers a variety of life insurance policies for employees and their families. On the first day of the month following full-time employment, an employee is automatically enrolled in a Basic Life and AD&D policy under CIGNA Life Insurance Company at no cost to the employee. Employees may choose to purchase additional amounts of life insurance for themselves and/or the spouse and dependent children.

Download the Basic Life Insurance information

Basic Life and AD&D

The Mount provides a $20,000 policy covering all full-time employees on the first day of the month following full-time employment. Additionally, the Mount's basic plan includes Accidental Death and Dismemberment (AD&D) coverage in the event that a loss of life or limb occurs due to an accident while covered under this plan. You name your beneficiary and may change your choice of beneficiary at any time by updating your beneficiary information in Workday.

Supplemental Life Insurance

The employee may choose to purchase an additional amount of life insurance and the premiums can be deducted on a pre-tax basis from the employee's paycheck. The premiums for supplemental life insurance are based on the age of the employee and can be purchased in increments of annual salary (1x, 2x or 3x annual salary).

Dependent Life Insurance

The employee may choose to purchase one of two options of life insurance for spouse and/or dependent children. The premium is deducted from your paycheck on an after-tax basis. In order to elect dependent life insurance, you must enroll in the supplemental life insurance plan as well.

• Option 1: $20,000 policy for spouse/ $10,000 policy for each dependent child
• Option 2: $10,000 policy for spouse/ $10,000 policy for each dependent child

Evidence of Insurability

If you are a newly hired employee, you do not need to provide a medical evidence of insurability if you are enrolling in the supplemental or dependent life insurance plans. However, if you are a current full-time employee and wish to newly enroll or increase your life insurance coverage during a life event or open enrollment event, you must provide a medical evidence of insurability form to the Human Resources office. Enrollment in the life insurance plan is not finalized until approval is received from the life insurance company based on the evidence of insurability.

Download the Evidence of Insurability Form

CIGNA's Will Preparation Program makes it easy for you take charge of those difficult life and health care legal decisions.

As a full-time Mount employee, you are eligible to enroll in the TIAA and Roth Retirement Program. The program is designed to give you an income when you retire which is in addition to your Social Security benefit.This summary will help to answer some of the questions you may have about the Plan. Please read this summary carefully and talk it over with your family. If you have any questions, please feel free to contact the plan sponsors directly or stop in or contact the Human Resource Office.

Eligibility

You are eligible to join the Mount's retirement plan if you are 21 years of age and are a full-time employee of the Mount. You may choose to contribute a fixed dollar amount or percentage of your salary into one of the two available retirement programs on a tax-deferred basis. While there is no minimum contribution required; the Internal Revenue Code enforces a maximum amount that can be tax-deferred by employees.The University will contribute 3% towards the employee's TIAA Retirement Plan regardless if the employee contributes to the plan. The University will match up to an additional 3% into the pension plan, if the employee contributes more than 3% into the plan. The contribution begins on the first day of the month following your date of full-time employment.

Building Your Portfolio

To start your retirement plan, you'll need to allocate your contributions among the fixed and variable annuity accounts listed among the retirement options. You can change your allocation of future contributions at any time, and you have considerable flexibility in transferring funds among accounts.

How Do I Enroll?

Mount Contribution: The Human Resources Office will enroll all full-time employees upon orientation. The Mount's contributions will begin on the first day of the month following employment.If you are a new employee or want to open a new account with TIAA, you must enroll online at www.TIAA.org/msmary to open a new account.

Download TIAA Online Enrollment Form instructions

Employee Contribution: an employee may choose to contribute any portion of their salary by adding or changing their contributions in Workday.

How much can I contribute towards my retirement?

There is a contribution limit that applies to Tax Sheltered Annuities. As determined each year by the IRS, the contribution limit for 2022 is $20,500.There are, however, special provisions to allow you to contribute more if:

• you are 50 years of age or older, you may contribute an additional $6,500 as a catch up provision

It is important to remember that any contributions you make to the plan are on a pre-tax (before tax) basis and reduce your taxable income in the year contributed. You can also contribute to the Roth plan on a post-tax (after-tax) basis to pay taxes on your contributions now so you do not have to pay them when you retire.

More About the Retirement Options

Visit the MSMU TIAA Website

Download the Fee Disclosure MSMU Defined Contribution Retirement Plan

The Mount offers a discounted vision care plan for employees and their families. On the first day of the month following full-time employment, an employee is eligible for coverage through EyeMed Vision Care. Employees may choose to enroll under three levels of coverage:

• Employee Only
• Employee Plus One (spouse or child)
• Employees Plus Two or More (family)

Premier Plan

EyeMed members enjoy these key benefits:

• Choice and Easy Access – Members can choose from over 20,000 independent providers, including optometrists, ophthalmologists, and opticians and retail chains such as LensCrafters. Provider information is always available toll-free at (866) 939-3633. You may also find a provider by going to www.eyemedvisioncare.com and choose the "Select" network. Members simply present their membership card to an EyeMed provider, pay their co-payment and EyeMed Vision Care will take care of the rest. This eliminates any paperwork for you if you go to an in-network provider.If members choose a non-participating provider, they can get reimbursed for $35 for basic eye exams. Detailed information on co-payments is available from the Human Resources Office or contact EyeMed Vision Care directly.
• Real Savings Always Available – You will see significant savings on eye examinations, contact lenses, lens options, and accessories when using your EyeMed vision care benefits.
• Laser Vision Correction – Some of the nation's most highly qualified laser vision correction surgeons are available offering 15% off retail prices and 5% off promotional prices.

Download the Vision Benefits Summary

TransAmerica offers employees an option to enroll in a Critical Care Plan and/or a Universal Life Insurance Plan with Long-Term Care benefits. A policy can be purchased for yourself, your spouse and/or your child(ren).

• Critical Illness and Cancer Insurance: Designed to provide a financial benefit to individuals and their family in the event there is a major medical diagnosis or illness, regardless of pre-existing medical conditions.
• Universal Life Insurance with Long-Term Care: Provides death benefit coverage in addition to the term policy provided to you by the Mount. The Universal Life benefit can accumulate a cash value over time, and can also be utilized to help pay for Long-Term Care costs if needed.

You decide the benefit amount you wish to purchase and TransAmerica determines your premiums based upon your current age and the benefit amount you wish to purchase. Your rates never change. TransAmerica will notify Human Resources of your enrollment and will withhold your premiums from your paycheck.

If you ever leave the University, your policy will continue with TransAmerica. You simply will need to make arrangements with TransAmerica to make payments on your own. For more information about either of these plans, please email Susan McClane at Mid-Atlantic Benefits Group or call 443-466-6870.

Employees may qualify for tuition remission in undergraduate or graduate courses and their spouses and eligible children may qualify for tuition remission in undergraduate courses at Mount St. Mary's (including Accelerated and Adult Undergraduate Programs) according to the table below, on a space-available basis. Adjustments to this benefit in accordance with financial aid regulations and policies may be made based on eligibility for other scholarships, awards, etc. by the Director of Human Resources. All participants in this educational benefit must satisfy the normal admission requirements and maintain the scholastic standards required of all students. In the event that a conflict exists between the course schedule and the employee's position requirements, approval of the immediate supervisor prior to enrolling in a course is required.

Employees are eligible to take audits, undergraduate and graduate courses under the tuition remission program. Credits earned through another consortium institution, however, are not covered under this policy.

Spouses and eligible dependent children may take courses as indicated in the table below.

Definition of a Dependent

More than half of the dependent’s support is provided by parents and:

1. dependent is less than 24 years of age; or
2. if 24 or older, is a full-time student and earns no more than the IRS exemption amount.

To be eligible for undergraduate tuition remission, a child must be the natural offspring or legally adopted son or daughter of an employee.

Tuition remission for undergraduate courses ceases for eligible dependent children at the end of the semester in which they reach the age of twenty-eight (28). Adopted dependent children become eligible three (3) years after their legal adoption. Dependent stepchildren also become eligible three (3) years after the employee’s marriage, provided employee and spouse have sole physical custody and provide at least 50% of the child’s financial support. Mount St. Mary’s reserves the right to request proof of dependency.

Important - To Apply

To determine eligibility for Tuition Remission for either the employee or an eligible dependent, the employee must complete an Application for Tuition Remission Benefits available from the Department of Human Resources. This should be completed prior to enrollment in any class(es) on an annual basis each academic year. The application must be completed in order to receive this benefit.

Non-Degree seeking students are those who wish to take classes at Mount St. Mary’s University and have not applied for admission and have not been accepted as a degree student. Non-degree seeking students also include those that are degree-seeking at another institution. Only credited courses are covered. Independent studies, tutorials, internships, and instrumental/vocal lessons are not included under the non-degree seeking tuition remission benefit. A maximum of 16 credit hours will be approved per semester. One-credit courses will only be approved as an audit.

Degree seeking students are those who wish to seek a bachelor’s or master’s degree and who have applied for and been accepted for admission to Mount St. Mary’s University. A maximum of 16 credit hours will be approved per semester.

In the event an employee terminates employment with the University while the employee, spouse or eligible dependent children are enrolled in courses, the reduced tuition benefit will be pro-rated based on the number of weeks remaining in the semester.

The applicable tuition remission benefit extends to retired or permanently disabled employees, to spouses (unless remarried) and eligible dependent children of retired, permanently disabled, or deceased employees, provided the employee was employed by Mount St. Mary's University at the time of retirement or disability and served for at least seven (7) consecutive years immediately prior to retirement, disability, or death.

Please be advised that tuition remission benefits may be taxable. Consult with your tax professional for further details.

Tuition Remission Eligibility Table

Mount St. Mary's University offers dependent children (see definition of dependent under Tuition Remission Policy) of its full-time faculty, exempt staff, and non- exempt staff the opportunity to apply for competitive undergraduate tuition exchange scholarships through two programs: The Tuition Exchange, Inc. (TE) and Council of Independent College Tuition Exchange Program (CIC-TEP).

Scholarships are not guaranteed benefits; they are competitive awards.

Even if the employee is eligible to apply for an award (see eligibility requirements below) the employee may not receive an award because the University is only able to offer a limited number of scholarships or because the receiving university is not able to accept the employee’s application because of limits established by that university.

Tuition Exchange, Inc.

This program is a partnership of hundreds of colleges and universities (list of participating colleges/universities is on file in Human Resources or can be accessed through www.tuitionexchange.org).

Family members eligible for Tuition Exchange Scholarships are not guaranteed an award. Some universities may need to maintain a balance between students sent on the exchange (exports) and students received on the exchange (imports). In extreme cases, where there is a serious imbalance (many more exports than imports), the university is formally prohibited from sending students on the exchange.

Criteria for Eligibility

1. Only full-time employees of Mount Mary's University with five (5) years of continuous full-time service are eligible.
2. Priority given based on years of continuous full-time service to the Mount.
3. An employee with more than one dependent may only carry priority based on total years of service If receiving a TE scholarship, subsequent dependents may apply through the CIC-TEP without restriction or may be placed on the TE waiting list reflecting a reduction of four years of seniority for each additional child.
4. Employees whose dependent chooses to transfer from one college or university to another during their academic career and who has been awarded an exchange scholarship may only do so once.
5. In years when more than one employee holds seniority based on years of service, the following priority will be given:
   1. First priority will be given to dependent children currently enrolled in tuition exchange schools.
   2. Second priority will be given to dependent children currently enrolled in a college who desire to transfer to a tuition exchange university.
   3. Third priority will be given to dependent children who are high school seniors enrolling in tuition exchange schools.

The Council of Independent Colleges Tuition Exchange Program

The CIC-TEP consists of a network of CIC colleges and universities (list on file in Human Resources or can be accessed through www.cic.edu/tep ) willing to accept – tuition free – students from families of full-time employees of other CIC universities. Each participating university agrees to accept (import) a limited number of students from other colleges on the same admission basis as they accept all other students, without regard to the number of students it exports. Currently, there are no limitations on the total number of exports.

Criteria for Eligibility

Full-time employees of Mount St. Mary's University (see Tuition Remission Eligibility Table).

Tuition Exchange Timeline

Two Years Prior to College Admission

May 15 - By no later than May 15 of the dependent’s junior year in high school, the employee must complete a Preliminary Application for the exchange program in order to be placed on the waiting list. (Application is available in Office of Human Resources).

One Year Prior to College Admission

October 15 - A list of TE and/or CIC colleges and universities that the dependent is interested in attending must be submitted to the Office of Human Resources.

November - Export and Import Liaison Officers for the Mount will meet with the Dean of Admissions/Enrollment to determine the level of participation in the TE Program based on our export/import ratio. Employees will be notified of their placement in priority for the exchange scholarships.

December 1 - Dependents must have made application to the colleges and universities of their choice within the exchange program(s). Note: a maximum of 6 applications may be submitted on behalf of a student in each of the exchange programs.

WellSpan Employee Assistance Program (EAP) offers a professional, confidential service that helps employees and their immediate family members identify and resolve personal problems that may be affecting them either at work or in their personal lives. The EAP program provides counseling services and training programs to anyone in need and is strictly confidential. There is no cost to you as an employee or dependent family member for the initial evaluation sessions.

To find out more about WellSpan Employee Assistance Program, check out the WellSpan EAP website or through these additional resources.

• Wellspan EAP Portal Orientation [video]
• Wellspan EAP Information Resource (.pdf) >
• Wellspan EAP Portal Instructions (.pdf) >

This notice explains COBRA continuation coverage, when it may become available to you and your family, and what you need to do to protect your right to get it.

Download the COBRA Continuation of Coverage Notice

In accordance with the Federal Law, Mount St. Mary's University provides to eligible employees a leave of absence pursuant to the provisions under the Family and Medical Leave Act (FMLA).

Reasons for FMLA Leave

Eligible employees are able to use up to a total of 12 weeks of leave in any fiscal year with proper medical or other documentation for the following types of absences:

• an employee's own serious health condition;
• to care for the employee’s spouse, child, or parent who has a serious health condition;
• birth of a child and to care for the newborn child within one year of birth;
• the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement; and
• Qualifying exigency arising out of an employee's immediate family member who is a covered servicemember on covered active duty; or next of kin of covered servicemembers are able to use up to a total of 26 weeks of leave during a single 12-month period to care for the servicemember with a serious illness or injury incurred or aggravated in the line of duty.

Eligible Employees

Employees who have worked at the University for at least 12 months. These 12 months need not be consecutive; however, if an employee has had a break in University service of greater than seven years, prior periods of employment will not be counted subject to certain exceptions. In addition, to be eligible, employees must have worked at least 1,250 hours in the 12 months preceding commencement of the leave. Employees returning from Uniformed Services Employment and Reemployment Rights Act (USERRA)-covered service are credited with hours of service that would have been performed, but for the USERRA-covered service.

The above is a brief summary of family leave benefits offered by Mount St. Mary's University. For more information contact the Office of Human Resources to determine eligibility for FMLA benefits.