Marlboro College has one health insurance plan: a high deductible plan with a health savings account (HSA). This plan covers both your basic and major medical health insurance. All regular staff members who work 30 hours or more per week on an ongoing basis are eligible to join one of these plans. Temporary and student employees are not eligible for health insurance. Premiums are paid by the College with a contribution from the employee for individual, two-person and family coverage; dependents (lawful spouses, unmarried children under the age of 26, and domestic partners) may be covered. Please contact the human resources office for current employee/employer contribution rates. Eligible employees may join a health insurance plan 30 days after date of hire. After that, employees may only switch plans, enroll in, drop from a plan, or make changes to their plans during open enrollment or because of “qualifying events” (please contact the human resources office for information on qualifying events). Open enrollment will take place each year prior to the January 1 effective date for the health insurance renewal.
A basic dental insurance plan is available after 30 days from date of hire for single, 2-person and families, including domestic partners. The employee pays the full premium at a discounted group rate. Contact human resources for current group rates.
The Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified dependents the option to continue health insurance coverage under the College’s health plan when a “qualifying event” would normally result in the loss of eligibility. Employees must be enrolled in the College’s heath plan before the qualifying event occurs. Some common qualifying events are resignation, employment termination for a reason other than gross misconduct, death of the employee, a reduction in an employee’s hours, a leave of absence, divorce or a dependent child no longer meeting eligibility requirements as a result of age or full-time student status.
Under COBRA, the employee or dependent pays the full cost of coverage at the College’s group rate plus a two percent administration fee. Employees must notify the human resources office that a qualifying event occurred. The College provides each eligible employee with a written notice describing their rights and obligations under COBRA when the employee or dependent becomes eligible for coverage.
The employee assistance program from EAP Network is a voluntary program available to you as a College employee. It is designed to allow you or your family members to seek confidential, professional counseling or assistance for help in resolving life problems, including marital problems, adolescence issues, drug and alcohol issues, elder care needs and financial or legal consulting. EAP Network will provide one to five sessions at no cost to you or your family members. Using the EAP program will not, in anyway, jeopardize your job security or promotional opportunities. It is a resource to offer anonymous assistance in resolving problems, which might otherwise have a detrimental effect on your job performance. The request for help may be initiated by any employee or family member by calling EAP Network at 800-333-6624, available 24 hours a day. Marlboro College does not learn of individual employees utilizing the service; however, the College does receive statistical information on the overall usage.
Short-term disability is available to eligible employees if you are temporarily unable to work because of sickness or injury as documented by a qualified health care provider. All regular and academic calendar staff members working at least 30 hours per week are eligible for a short-term disability income benefit after 30 days from date of hire. This benefit is fully funded by the College, not by an insurance company. All accumulated sick time must be used first. Following the use of all available sick time, employees will receive full basic earnings for up to 20 working days or until the employee is eligible to return to work, whichever comes first. Thereafter, a benefit equal to ⅔ (or 66.67%) of basic earnings will be paid until the employee is either eligible to return to work or until 90 calendar days from the first day of a qualifying sickness or injury. The maximum monthly benefit will not exceed $5,000.00. For more details, consult the plan documents.
If you are unable to work after 90 days of recovery from sickness or injury, long–term disability insurance benefits are available to eligible employees. You are eligible after 30 days from date of hire as a regular or academic-calendar staff member working at least 30 hours per week. This premium is paid in full by the College; the eligible employee does not contribute to the plan. The policy provides an amount equal to 60% of basic earnings, not to exceed a maximum monthly benefit of $6,500.00, in the event of a long-term disability. The benefit is payable after 90 days of continuous absence from work due to a disability that results from a qualifying sickness or injury. Special terms and restrictions apply. Please contact the human resources office to enroll in the plan or for more information. For more details, consult the plan documents.
If you are a regular or academic-calendar staff member working at least 30 hours per week, you are also eligible for group term life insurance benefits after 30 days from date of hire. This benefit is paid in full by the College. The policy provides an amount equal to 100% of your annual earnings, rounded to the next higher $1,000, if not already a multiple thereof, plus $10,000 to a maximum of $200,000. It is your responsibility as an employee to be sure that your beneficiary information is current. Special terms and restrictions apply. Please contact the human resources office to enroll in the plan or for more information. For more details, consult the plan documents.
The College sponsors both a supplemental retirement account (SRA) plan and a defined contribution retirement plan. Participation in both plans is voluntary. Eligible employees may begin participation in and contributing to the SRA after 30 days from the date of hire. The College does not match your contributions to the SRA, but you may contribute to your SRA on a tax-deferred basis under Internal Revenue Service Code 403(b). Tax deferral means that you do not pay current income taxes on the contributions. However, you should expect to pay income taxes on benefits when those are paid to you.
You are eligible to participate in the defined-contribution plan after you complete one year of continuous service. For plan purposes, a year of service is defined as a 12-month period in which you work at least 1,000 hours. You must continue working at least 1,000 hours per year to maintain your eligibility for the defined-contribution plan. Contributions to the defined contribution plan are made by you and the College. If you contribute at least 1% but not more than 4% of salary, the College will equally match your contribution. Both your and the College’s contributions to the defined contribution plan are made on a tax-deferred basis.
You become immediately vested in both the SRA and defined-contribution plans. This means that your accumulation cannot revert to the College. This vesting entitles you to the contributions provided by the College, and to your contributions. The two retirement plans offer a variety of benefit payment options ranging from a lifetime pension income to lump sum payment of the accumulation attributable to your contributions.
The Plan is funded through Retirement Annuity contracts issued by TIAA and CREF. You select the investments for the College’s contributions as well as your own. You may change your investment allocation at any time through use of TIAA-CREF’s Automated Telephone Service or the internet at www.tiaa.org.
More information about the retirement plan will be made available to you when the College first determines you are eligible to begin participation in the Plan. For further information regarding either plan or if you are already a participant in TIAA-CREF, you may request additional information or a copy of the Summary Plan Description from the human resources office.
Marlboro College offers a retirement healthcare program for qualified employees. You must be a regular or academic-calendar staff member working at least 30 hours per week. The program offers an alternative or additional way for you to accumulate and invest funds during your working years in preparation for future medical costs and provides access to group health insurance in retirement. Marlboro College contributes a fixed dollar amount for employees 40 years of age or older that have worked for the College for at least one year. Eligible staff members at least 21 years of age may make voluntary contributions to the plan. Contributions by the College are tax free to the employee; however, voluntary contributions are made after-tax. All assets including earnings are paid out tax-free for retiree health benefits, including health insurance premiums. There are no contribution limits. Please contact the human resources office to enroll in the plan or for more information.
Full-time, regular employee, after twelve months of employment are eligible to enroll in up to six credits, excluding tutorials, either at the undergraduate or graduate campus each term without charge. Enrollment in those courses is based on the following provisions:
- Permission from the dean of faculty for undergraduate courses or permission from the associate dean of the Graduate School for courses at the Graduate School.
- Available space in the classes. In determining space availability, priority for enrollment in classes will be given to tuition-paying students.
- Only one academic course per semester may be scheduled to meet during the course of your standard work schedule. The amount of scheduled work time missed may not exceed three hours per week and any amount of work time missed must be made up during the same pay period.
- Completion of the Employee Education Benefit Application and submission of the completed application to the Student Accounts Office at least 30 days before the beginning of the academic term in which the class(es) you intend to enroll is(are) offered.
- The College reserves the right to limit the aggregate cost for courses that will be funded each term by the Employee Education Benefit. In the event that the College exercises the option to limit the total cost of the courses funded by the Employee Education Benefit, employee enrollment in courses will typically be first limited to one course per employee and authorized on the basis of employee seniority as determined by date of hire. If funding remains after all interested employees have enrolled in one class, on the basis of seniority employees may enroll in a second course until funding for this benefit for that term is exhausted.
- In special circumstances permission to enroll in classes may be extended to employees who would not otherwise be eligible to enroll in classes due to seniority or space. That permission will be determined on a case-by-case basis by the chief human resources officer and the dean of the faculty or associate dean of the Graduate School.
As a member of the Marlboro College community, you understand the value of a Marlboro education and may also want to share this unique academic opportunity with your family. Subject to the admissions process, immediate family members of regular staff members are eligible to enroll in as many as 18 credits each semester or trimester without charge, except for special course fees stipulated in the catalog. Immediate family members of regular staff may also enroll in individual classes, without charge, subject to space availability in the class and approval of the dean of faculty for undergraduate courses and the associate dean of the Graduate School for graduate courses.
If you are a full-time staff member, you and your dependents may be eligible for tuition assistance at other colleges and universities through the Tuition Exchange program. The Tuition Exchange (TE) is a non-profit association of 590 colleges and universities across the country. It was founded in 1952 with the intent of making careers in higher education more attractive. TE strives to achieve this through a reciprocal scholarship program, which finances college tuition for the children and other family members of staff and faculty employed at participating institutions, including Marlboro College.
Each year, 4,800 awards are provided through TE across the country at full tuition, or at a set rate if an institution’s tuition is higher than the set rate maximum. Remitted tuition exchanges are an extension of tuition waivers at the home institution. All exchanges are accomplished through trading, no money changes hands and no accounting is done for variations in tuition. Eligible students may receive TE for a maximum of eight semesters or four years of undergraduate study.
You and your dependents (including children, adopted children or stepchildren through age 23) can participate in the TE program if you are a full-time staff member who has worked at Marlboro full-time for a minimum of two years. Part-time staff members are not eligible for TE. The student desiring a TE award must first be accepted for admission at the college or university they wish to attend. After the student is accepted, contact Marlboro College’s director of financial aid for TE application information and forms.
Since the TE program assumes a state of balance between the number of outgoing and incoming TE students, it may be necessary in some years to limit the number of outgoing TE awards that are available to dependents of Marlboro College. In cases in which the number of eligible Marlboro College employees seeking to utilize a TE benefit is greater than the awards allotted to the College the TE benefit will be awarded on the basis of institutional seniority (time and years of continuous service) shall receive the benefit, regardless as to their employee classification.
Please see our Tuition Exchange page for more information.
When you are on campus at mealtime in pursuit of your duties, you are entitled to that meal without charge. This privilege is extended to members of your family only at Community Dinners. Additional meals may be paid for in the dining hall. All members of the College community are expected to participate once per year in dining hall duty. This requires that you are present at the conclusion of lunch for about ten to fifteen minutes to tidy the dining hall, clear and wipe tables, transport compost to the farm, and put up chairs. Dining hall duty assignments are made by the crew chief, a community member hired by the Select Board to coordinate dining hall duty. The assignments are made at the beginning of the school year and are posted in the dining hall on a bulletin board as well as the daily Town Crier email. Exceptions to dining hall duty and rescheduling of dining hall duty may be made at the discretion of the dining hall crew chief. Failure to makeup a shift may subject you to a penalty of 10 hours of community service. Please read Article VI, Dining Hall, in the Community Constitution for more information on dining hall duty.
Marlboro College appreciates that professional development can make you a more productive and engaged employee. You may request funds for enrollment in professional development courses, seminars and conferences that are relevant to your position. Participation in professional development is contingent upon approval, which is considered by your department head and according to scheduling constraints and the availability of funds. Please see your supervisor for more information on this benefit.
In exceptional circumstances an employee may be reimbursed for the cost of educational instruction or training that improves or develops the job-related capabilities of that employee and advances the interests of the College. To be eligible for reimbursement the job-related benefit of the educational instruction or training must be endorsed by the employee’s supervisor, and reimbursement must be authorized by the president. Typically, endorsement of the educational instruction or training and authorization for reimbursement must be obtained before the employee begins the educational instruction or training. In the case of a faculty member, endorsement of the educational instruction or training shall normally come from the dean of the faculty. In the case of the president, the Compensation Committee of the Board of Trustees shall both review the request for educational instruction or training and act upon the reimbursement.
Reimbursement shall be contingent upon successful completion of the educational instruction or training or the successful completion of discrete segments of instruction or training, and on evidence of payment by the employee. The total amount of the reimbursement shall be determined on a case-by-case basis prior to the employee beginning the educational instruction or training, and according to such criteria as the nature, length and cost of the program of educational instruction or training. In exchange for reimbursement of the cost of educational instruction or training the employee may be required to commit to a specific term of future employment. If the employee leaves the employment of the college prior to completion of that term of employment the employee shall refund to the college a prorated portion of the reimbursement received based on the proportion of the term of employment uncompleted. If the college terminates the employment of the employee prior to the completion of that term-of-employment commitment, the college shall not be entitled to a refund of any portion of the reimbursement.