Benefits

Below are some highlights for the 2022 plan year, effective January 1, 2022. Click on the plus (+) to expand a specific benefits section for more information.

Benefit Information Sessions

The Office of Human Resources offers employees virtual opportunities to learn more about benefits.  The following recorded presentations are available for employees for employees to watch at their convenience.

Recorded sessions:

Comprehensive Overview of Medical Plans (PPO, HDHP), Health Savings Accounts (HSA), and Voluntary Products
Presented by Anthem and EIIA
Watch the recorded version

Flexible Spending Accounts – Dependent Care & Healthcare/Limited Flex
Presented by Anthem and EIIA
Watch the recorded version

EAP Overview
Presented by Chrysalis Family Solutions
Watch the recorded presentation

Lincoln Financial Group Benefits Overview (Basic Life, AD&D, Voluntary Life, Short-term and Long-term Disability)
Presented by LFG
Watch the recorded presentation

Vision and Dental
Presented by Anthem and EIIA
Watch the recorded presentation

Health Plans

Health Plan
A self-funded group health plan is available to faculty with at least half-time contracts and staff working over 1000 annual hours in permanent positions.  Both the College and the employee share the cost of the group health plan. 

The group health plan functions as a PPO (preferred provider organization) plan, and utilizes our provider’s network.  As such, the level of benefits is dependent upon whether or not medical services are performed by providers enrolled in the network.  However, a primary care physician does not have to be selected under this type of plan and referrals are not necessary for specialists.  To receive the highest level of benefits under the plan, employees must use providers enrolled in the network.

OPTION – High Deductible Health Plan
Employees will have the option to enroll in a High Deductible Health Plan (HDHP).
A self-funded group health plan is available to faculty with at least half-time contracts and staff working over 1000 annual hours in permanent positions.  Both the College and the employee share the cost of the group health plan.  The HDHP offers the SAME network at the health plan above.

The OPTIONAL group health plan functions as a High Deductible Health Plan (HDHP) plan, and utilizes the College’s health plan network.  As such, the level of benefits is dependent upon whether or not medical services are performed by providers enrolled in the network.  However, a primary care physician does not have to be selected under this type of plan and referrals are not necessary for specialists.  To receive the highest level of benefits under the plan, employees must use providers enrolled in the network.

Health Savings Account (HSA) FAQs
How does an HSA work?
Health Savings Account (HSA) Election Form

2022 Healthcare Premium Structure
The College will continue to offer the same premium structure that was implemented in 2017, a flat percentage of monthly gross wages. Please refer to the below spreadsheet to calculate your 2022 healthcare premium, enter your annual base salary and your premium (monthly and bi-weekly) as of January 1, 2022, will generate in the blue box on the right.

2022 Healthcare Premium Calculator (PPO and HDHP)
2022 Federal & State Health Plan Notices

Telehealth through Anthem

Telehealth Program
The College offers a telehealth option, which allows plan participants to consult with a physician online or over the phone, day or night, to get care for minor conditions, and even many prescriptions, for a $0 co-pay. This option is in addition to the traditional methods of office consultations with physicians.

Sydney Health/Virtual Care
When you’re not feeling well you can get the support you need easily using LiveHealth Online. Using LiveHealth Online you can have a video visit with a board-certified doctor, psychiatrist or licensed therapist from your smartphone, tablet or computer.

See a board-certified doctor 24/7. You don’t need an appointment to see a doctor. They’re always available to assess your condition and send a prescription to the pharmacy you choose, if needed. It’s a great option when you have pink eye, a cold, the flu, a fever, a sinus infection or another common health issue.

Visit a licensed therapist in four days or less. Have a video visit with a therapist to get help with anxiety, depression, grief, panic attacks and more. Schedule your appointment online or call 1-888-548-3432 from 8AM-8PM, 7 days a week.

Consult with a boardcertified psychiatrist within two weeks. If you’re over 18 years old, you can get medication support to help you manage a mental health condition. To Schedule your appointment call 1-888-548-3432 from 8AM-8PM, 7 days a week.
 
Your Anthem plan includes benefits for video visits using LiveHealth Online, so you’ll just pay your share of the costs.
PPO Plan: $0 co-pay                      HDHP Plan: $59

Pharmacy Benefits

Express Scripts
Fill short-term prescriptions at any participating retail pharmacy in the Express Scripts’ network. For maintenance medications, members may use home delivery from Express Scripts, or pick up at a any in-network retail pharmacy. Specialty medications are ordered through Accredo (www.accredo.
com). For complete details visit www.express-scripts.com or call 877-248-1164.

Pharmacy Benefit (Express Scripts) Overview

SAVEONSP Program
If a specialty medication is noted on the SaveOnSP drug List, employees must
participate in the SaveOnSP program to receive medications free of charge ($0) and must
speak with SaveOnSP prior to the first fill under the program.

Vision Plan

The College of Wooster offers Vision insurance through Anthem. Any provider can be used for vision care, however out-of-network providers, will cost more out-of-pocket and may require claims to be submitted.

Vision Summary of Benefits

Other discount offers on LASIK surgery and much more available through Anthem’s SpecialOffers program.

Flexible Spending Accounts (FSA)

Medical FSA
An FSA lets you set money aside from your paycheck before it’s taxed, in a special account to pay for eligible medical expenses during your plan year. You’ll also get your own health care debit card for immediate access to your FSA funds.

Health Care Flexible Spending Accounts are a convenient way for you to manage eligible out-of-pocket expenses not covered by your medical plans. The following are examples of the types of expenses that may be reimbursed from a Health Care Flexible Spending Account:
-deductibles, co-payments, coinsurance, and out of pocket expenses for medical, dental, pharmacy and behavioral care
-many uninsured health care expenses such as hearing aids, eyeglasses, and contact lenses.

Health Care FSA Plan
Health Care FSA Information
Health Care FSA Enrollment/Change Form

Dependent Care FSA
A Dependent Day Care Flexible Spending Account uses your pre-tax contributions to cover dependent day care (usually child care) expenses. Eligible dependents include children under 13 years of age, and a spouse or other dependent who is physically or mentally incapable of caring for himself/herself.

How it works:
During enrollment, estimate your annual out-of-pocket dependent day care expenses. This is your annual contribution to your Dependent Day Care Flexible Spending Account. The IRS allows a maximum of $5,000 for your annual contribution.
Divide your annual contribution by the number of paychecks you receive annually. This is how much money will be deducted from each paycheck and placed in your Dependent Day Care Flexible Spending Account. Remember, you’re saving money because no taxes are taken out of your contributions.

Dependent Care FSA Enrollment/Change Form
Dependent Daycare Plan
Dependent Care Reimbursement Form
Dependent Care FSA Reimbursement Helpful Hints

Group Life and Optional Term Life Insurance

The Group Life/Accidental Death & Dismemberment Insurance plan is administered by Lincoln Financial Group, as of January 1, 2021.

Benefits: The plan provides both Life and AD&D coverage of twice the annual earnings rounded to the next higher multiple of $1,000 (if not already an exact multiple thereof), subject to a $500,000 maximum limit. Reductions in coverage apply to employees age 65 and over.

Eligibility: Faculty with half-time or more teaching contracts and staff scheduled to work 1,560 or more hours per year in a permanent position are eligible to enroll.

Enrollment: Employees must enroll within 31 days of date of hire in order to qualify without evidence of insurability. Late enrollees will have to provide evidence of insurability. Coverage becomes effective the first of the month coincident with or next following date of eligibility.

Costs: The College pays the full cost of the coverage. Employees who leave the College may convert their group life insurance to an individual policy without evidence of insurability.

For additional information, please contact the Benefits Office at extension 2526.

Lincoln Financial Group Benefits
Lincoln Financial Life Claim Form
Lincoln Financial Benefit Flipbook

Optional Term Life Insurance and Optional Dependent Life Insurance is administered by Lincoln.

Eligible employees, faculty with at least half-time teaching contracts and staff working 1,000 hours or more per year in regular positions, may elect Optional Term Life coverage in addition to the College-paid Group Life Insurance.  The employee pays the full cost of coverage through payroll deduction.

Employees and eligible dependents who enroll when first eligible are guaranteed some coverage without having to answer any health questions.  Evidence of Insurability, proof of good health satisfactory to Lincoln, is required for late enrollees or individuals who request coverage in excess of the guaranteed issue amounts.

Employees may purchase up to 5x annual earnings, not to exceed $500,000.  Up to $350,000 may be purchased with no medical questions during the initial eligibility period.

Employees may purchase coverage for their Spouses/Same Sex Domestic Partners for an amount up to 50% of the employee coverage amount.  Up to $30,000 may be purchased with no medical questions during the initial eligibility period.
Employees may purchase up to $10,000 of coverage for their eligible child/children.  One premium covers all children.

For additional information, contact the Benefits Office at extension 3023 or 2295.

Disability Coverage – Short Term

The College’s self-insured Hourly Short Term Disability (HSTD) plan provides an income protection benefit for eligible employees on extended approved medical leaves due to serious personal illness or injury.

Who is eligible for the Hourly Short Term Disability plan?
Eligible employees are those who have worked at the College for at least 12 months, work at least 1,560 hours per year, and have applied and been approved for FMLA. The medical leave must have started on or after January 1, 2012. HSTD benefits are not available for employees whose leaves began prior to the effective date.

What benefits does HSTD provide?
After a 30-day elimination period, the College will provide a self-insured income protection benefit of 60% of pre-disability pay to eligible employees. The benefit may continue up to the 180th day of absence, at which time permanently and totally disabled employees may qualify for the Prudential Long Term Disability (LTD) plan. College contributions to the 403(b) Defined Contribution Retirement Account will continue as a percentage of the actual amount being paid as an HSTD benefit (not as a percentage of full regular pay). The maximum weekly benefit is $500.

How are HSTD benefits paid?
Benefits will be direct-deposited on regular pay dates.

Will any deductions be taken from the HSTD pay?
Yes, all regular payroll deductions will apply to HSTD pay. This includes federal, state, and local taxes and any garnishments. If enrolled, premium deductions for Health, Vision, Dental, FSA, Optional Life, Voluntary Accident & Dismemberment, and the 403(b) retirement plans will continue.

How do I apply for the HSTD benefit?
A written application is not required. HSTD benefits will automatically become payable to eligible employees on the 31st day of approved absence. Proof of disability and continuing disability will be required. The FMLA forms currently in use will be used as documentation of the need for HSTD. No benefits are payable for employees not approved for FMLA.

When do HSTD benefits end?
HSTD benefits are available from the 31st up to the 180th day of absence, provided that proof of continuing disability is received from your physician. HSTD pay will end the day your physician releases you to return to work.

What about Sick Leave and the Sick Leave Pool?
There are no changes to the Sick Leave and Sick Leave Pool policies. Employees are expected to accumulate sick leave to cover the first 30 days of extended absence due to personal illness or injury.

Does Sick Leave coordinate with HSTD?
Yes, eligible employees may use vacation and sick time to augment the HSTD benefit, but may not use it to receive more than 100% of pre-disability pay.

For additional information, please contact the Benefits Office at extension 2526.

Disability Coverage – Long Term

The Group Long Term Disability Insurance plan is administered by Lincoln Financial Group.

Benefits: Following 6 consecutive months of total disability and continuing until a limiting age, the plan provides a monthly income benefit (including benefits from Social Security and Workers’ Compensation) equivalent to 60% of covered monthly salary, up to a defined maximum. If an employee is eligible for TIAA Retirement Annuity contributions from the College on the date of disability, a monthly annuity premium benefit equal to 10% of covered monthly salary will be credited to the employee’s TIAA Retirement Annuity during the period disability benefits are received.

Eligibility: Faculty with half-time or more teaching contracts and staff scheduled to work 1,560 or more hours per year in a permanent position are eligible to enroll.

Enrollment: Employees are normally enrolled in the plan after one year of service. The one-year service requirement may be waived, however, if the employee provides evidence of coverage under a Long Term Disability Insurance plan through his/her immediate prior employer. If prior coverage is proven, coverage becomes effective the first of the month next following date of eligibility.

Costs: The College pays the full cost of the coverage.

Lincoln Financial Group Benefits
Lincoln LTD Claim Form

For additional information, please contact the Benefits Office at extension 2526.

Optional Accident Insurance

Optional accident insurance is available to faculty with at least half-time contracts and staff with 1000 or more annual hours in permanent positions.  Premiums are fully paid by the employee.  Employees may also elect coverage for their spouses/same sex partners and/or children.  

Please refer to the Optional Group AD&D Insurance Booklet for further details.
Optional Accident Insurance Booklet
Optional Accident Insurance Enrollment Form

Retirement Plan

The College’s 403(b) Retirement Plan is administered by TIAA.  

Eligibility
Faculty and staff may participate in the plan immediately upon employment. Employees may establish a Group Supplemental Retirement Annuity. Contributions may be made on either a salary reduction (pre-tax) or salary deduction (post-tax) basis, subject to IRS limitations.

College Contribution
All Faculty plus Staff hired before January 1, 2011: Following the completion of two consecutive years of service (two years, beginning on date of hire or anniversary of date of employment, in which 1,000 or more hours per year are worked), an employee is eligible to establish a Retirement Choice Contract and receive Retirement Choice Contract contributions from the College.
Enrollment Forms
403(b) (Pre-tax) Plan Reduction (All Faculty) (Staff hired before 1/1/2011)
403(b) (Post-tax) Plan Deduction (All Faculty) (Staff hired before 1/1/2011)

Staff hired on or after January 1, 2011: Following the completion of one year of service (one year, beginning on date of hire or anniversary of date of employment, in which 1,000 or more hours per year are worked), an employee is eligible to establish a Retirement Choice Contract and receive Retirement Choice Contract contributions from the College.  A year of service with an institution of higher education immediately prior to employment with the College will count as a year of service if an employee participated in that institution’s retirement plan during the service.
Enrollment Forms:
403(b) (Pre-Tax) Plan Reduction (All Staff hired after 1/1/2011)
403(b) (Post-Tax) Plan Deduction (All Staff hired after 1/1/2011)

Plan Documents:
The College of Wooster Defined Contribution Plan Summary Plan Description
Annual Notice-Auto Enroll & QDIA
Fee Disclosure
QDIA Annual Notice
Life Cycle QDIA Fact Sheet
Universal Ability Notice
Notice of Internet Availability

TIAA Resources:
TIAA Investment Options
TIAA Customer Service Number 1-800-842-2252
Register for your online account by going to https://auth.tiaa.org/public/authentication/enroll#/email
It’s an easy and secure way to view balances, manage investments, get advice and more. You need to be enrolled in a retirement plan or have a TIAA account to register.
Schedule an appointment with TIAA:  To discuss your plan and options for managing your retirement savings or to schedule an appointment with a TIAA Individual Consultant, please call TIAA at: 800-732-8353, Monday – Friday, from 9:00 a.m. to 8:00 p.m. (ET) or visit www.tiaa.org/schedulenow

Register for TIAA live webinars:
Click here to register for an upcoming session.

The Starting Line: Beginning to save for retirement
The importance of planning early, maximizing retirement plan contributions and how smart steps in the beginning of your career can help lead you to a more solid financial future
May 11 at 12 p.m. (ET), 11 a.m. (CT), 10 a.m. (MT), 9 a.m. (PT)

The power of savings
In this webinar, you’ll learn a number of strategies for better managing your money so you have the knowledge and confidence to pay your bills, save for a rainy day, and achieve any larger financial goals you’ve set for yourself.
May 11 at 3 p.m. (ET), 2 p.m. (CT), 1 p.m. (MT), 12 p.m. (PT)

Estate planning considerations

Ensuring that our assets will pass to loved ones and causes that are near and dear is important to most of us. Discover the components of a basic estate plan and strategies to ensure that your wishes are met.
May 12 at 12 p.m. (ET), 11 a.m. (CT), 10 a.m. (MT), 9 a.m. (PT)

Lifetime Income: Marketproof your retirement
You’ve worked hard to save for retirement. TIAA can help you understand how to create a diversified retirement income plan that protects you against key retirement risks.
May 12 at 3 p.m. (ET), 2 p.m. (CT), 1 p.m. (MT), 12 p.m. (PT)

The New Nest Egg: Why an HSA can be an important component to your retirement savings strategy
You may know about the tax advantages of contributing to a Health Savings Account (HSA), but did you know that HSAs are also a way to save for healthcare expenses in retirement? During this discussion, we’ll go through how HSAs can help you in your journey toward financial wellness.
May 18 at 3 p.m. (ET), 2 p.m. (CT), 1 p.m. (MT), 12 p.m. (PT)

Opening doors to the future—Save in a 529 college savings plan
You can learn how 529 college savings plans work and how to invest in one for a child, grandchild, yourself or other loved one. May 24 at 12 p.m. (ET), 11 a.m. (CT), 10 a.m. (MT), 9 a.m. (PT)


May Live Webinars Flyer

Employee Assistance Programs
COBRA

COBRA
COBRA (Consolidated Omnibus Budge Reconciliation Act) is a federal mandate which protects currently covered faculty/staff/dependents from losing group health insurance due to stated life changing events. Penalties for non-compliance by employers are severe.

Responsibilities of Department Heads/Chairpersons
Department Head and Chairpersons are responsible to inform the Benefits Administrators in the Department of Human Resources (extension 3023) within five days if any of the following events have occurred for any staff member in the department.
Voluntary Termination
Involuntary Termination
Reduction of Hours
Death of a Faculty or Staff Member

Responsibilities of Employees
Employees are responsible for informing the Department of Human Resources within sixty days of the following events.
Divorce or Legal Separation
Dependent Child ceasing to be defined as a dependent

Medicare Part D Notice

This notice only applies if you are enrolled in The College’s health plan and are Medicare eligible or have a spouse/dependent that is Medicare eligible.
 
October 13, 2021
 
Medicare Part D Drug Plan
 
Dear College of Wooster Health plan participant:
 
This communication along with the linked Notice of Creditable Coverage is to inform you that The College of Wooster’s Prescription Drug plan does qualify as creditable coverage.  This means you do not have to purchase one of the Medicare Part D Prescription Drug Plans to protect yourself against the late enrollment penalty if you are or your dependent is:
 
Over 65 and eligible for Medicare
Disabled and eligible for Medicare
Have/has end stage renal disease and is eligible for Medicare
You are on COBRA and eligible for Medicare, or
If you enter one of the active categories in the near future
 
As an example, if you retire at age 70 and then purchase your Medicare Part D Drug Plan, you will not pay the late enrollment penalty because our Group Drug Plan meets the creditable coverage requirement.
 
Please download a copy of the Notice of Creditable Coverage to keep with your files.  You will be required to provide proof of your creditable coverage if you choose to purchase a Medicare Part D Drug Plan in the future.  This notice and the above linked Notice of Creditable Coverage means that you do not have to do anything at this time with regard to the Medicare Part D Drug Plan.
 
In addition to the sources mentioned in the attached notice, you can find further detailed information about the Medicare Part D Drug Plan by visiting the Medicare website at: http://www.medicare.gov.

Health Insurance Premium Calculator

Download the benefits calculator to see your premium costs based on your annual salary.

2022 Benefits Guide

Learn more about the benefits offered to The College of Wooster employees.

Click here to view and download the Welcome to Open Enrollment brochure.