Â鶹ÊÓƵ

Human Resources

Flexible Benefits

The following is a brief description of the many benefits Â鶹ÊÓƵ offers to its employees. Whether you are a new employee or are considering a position at Â鶹ÊÓƵ, please feel free to contact HR Director, at 570-348-6220, if you have questions concerning any of these benefits.

Full-time employees are eligible the first of the month after 60 days of service. The University pays the full premium for the option that provides coverage equal to 1 X base salary. Employees may opt to purchase other amounts.

Full-time employees are eligible on the first 1st of the month following the first day of full-time employment (i.e., date of hire April 2, eligible May 1). The University pays the full premium for the employee's basic coverage. The level of coverage chosen will determine employee cost.  Insurance may be purchased for spouse/dependent children.

Employees may allocate pre-tax money to cover anticipated medical and/or dependent care expenses. The maximum for Medical Spending Accounts is $3,200/year and for Dependent Care Spending Accounts the maximum is $5,000/year.

Full-time employees are eligible the first of the month after 60 days of service. The University pays the full premium for the option that provides coverage equal to 1 X base salary. Employees may opt to purchase other amounts. Spouse/Dependent insurance is also available. The employee pays the full premium for spouse/dependent insurance.

Full-time employees are eligible for long-term disability insurance the first of the month after 60 days of service. The University pays the full premium for the option that provides 60% of the monthly wage less benefits due from other sources, such as Social Security (up to a monthly benefit maximum of $7,000). A buy-up option is available.

For full-time employees, the University provides several different health insurance options under the flexible benefits plan. Full-time employees are eligible for health insurance coverage on the first 1st of the month following the first day of full time employment (i.e., date of hire April 2, eligible May 1). The type and level of coverage chosen will determine employee cost. Employees may waive health insurance coverage in writing and receive flex credits in lieu of coverage.

Full-time employees are eligible on the first 1st of the month following the first day of full-time employment (i.e., date of hire April 2, eligible May 1).  The University pays the full premium for the employee's coverage. Insurance may be purchased for spouse/dependent children.

Additional Benefits

Â鶹ÊÓƵ provides an EAP for full-time employees which includes crisis intervention, telephone assessment and counseling, referral services and follow-up care. Employees may call a confidential 800 number 24 hours a day, 7 days a week, for help with personal problems, including drug and alcohol, financial, gambling, marital problems, etc. All calls are handled by licensed and/or certified professionals. The University pays the full cost of this benefit.

Â鶹ÊÓƵ offers full-time employees various options to purchase short-term disability insurance through payroll deduction.

All employees are covered by Workers' Compensation Insurance. If it is necessary to seek medical attention, employees must use Â鶹ÊÓƵ's physician panel during the first 90 days after the injury/accident.

Personal, Sick, Vacation Days, etc.

(Administration & Staff)

Regular full-time and regular part-time employees are granted time off with pay for the following special circumstances, whenever these occurrences coincide with normal workdays.  In addition to the days listed below, the President of the University will determine the number of days that the University will be closed between Christmas Eve and New Year's Day.  These days will be announced at the beginning of the academic year and may vary depending on University needs.  See the Personnel Handbook for additional details.

Death in immediate family   3 days per occurrence
Death in extended family   2 days per occurrence
Military duty   2 weeks for maneuvers
Jury duty   as required
Snow days   2 days used in winter conditions
Emergency Community Service
(Red Cross, firefighting, disaster relief etc.)		  

10 days per fiscal year

The following holidays and holy days are observed by Â鶹ÊÓƵ: New Year's Day, Martin Luther King Jr. Day, Good Friday, Easter Monday, Memorial Day, Juneteenth, Independence Day, Labor Day, Thanksgiving Day, Day after Thanksgiving, *Immaculate Conception (Dec. 8), Christmas Eve, Christmas Day. Full-time and regular part-time employees are paid for any holiday which falls on their regularly scheduled workday.

*The University recognizes the occasion with a day of closure in late December

All regular full and part-time employees who have successfully completed the introductory period are entitled to two personal days each fiscal year.

All regular full-time and part-time employees who have successfully completed the introductory period are entitled to time off for personal illness or illness of an immediate family member. Time off is based upon employee length of service at the University.

All regular, full and part-time employees whose annual schedule is twelve months are eligible for vacation benefits. The number of days to which employees are entitled varies by employee classification and by length of service.

Campus Resources

Regular full-time employees are entitled to a discount of 10% on select merchandise at the Bookstore.

Â鶹ÊÓƵ Bookstore Website

Perry's Academy of Learning at the Fricchione Center is open to the children of Â鶹ÊÓƵ's staff, faculty and students, as well as children of employees from Our Lady of Peace Residence and St. Joseph's Center. A cost reduction is granted to full-time employees whose dependent children are enrolled at the Perry's Academy of Learning. Contact the center for details and costs.

Employees are entitled to free parking on a first-come, first-served basis in designated parking lots.

University Sponsored Events - Discounts or reduced rates are offered with I.D. card.

Recreational Facilities - All regular full-time employees may use the health and recreational facilities without charge. Discounts are available for family members and part-time employees. Facilities include the gym, swimming pool, saunas, weight rooms and racquetball courts.

Employees are encouraged to take advantage of the services available in the Â鶹ÊÓƵ Library. Borrowing privileges are available. Contact the library for details.

Complete postal services are available in the Post Office according to the listed hours.

Payroll & Retirement

The following banks offer special benefits to Â鶹ÊÓƵ employees having their paychecks directly deposited. All direct deposits require a voided check with bank routing number information.

Penn East Federal Credit Union |

Loans
Direct Deposit

441 North 7th Avenue
Scranton, PA 185034
Phone: 570-342-2720

Fidelity Deposit & Discount Bank | 

Christmas Clubs/VacationClubs offered through payroll deductions. Information is distributed through a payroll stuffer at the designated time.

PNC Bank | 

PNC Bank's Workplace Banking Program

Corner Wyoming and Spruce Streets
Scranton, PA 18501
Phone: 570961-6267

Penn Security Bank |

Direct Deposit - Direct deposit and payroll deductions to savings accounts are available. Vacation and Christmas clubs are also available.

Credit Union - Employees can open accounts for themselves and any blood relatives at Penn East Federal Credit Union. Payroll deduction is available.

Regular full-time and regular part-time employees are eligible to participate in the University's retirement plan through TIAA. Details are available in HR.

Education

We believe in you. 

Check the Continuing Education website for free and discounted events and courses for faculty, staff, and students. 

Continuing Education Website

Council of Independent Colleges

The Tuition Exchange

Policy Statement

The University provides tuition remission, exclusive of fees, to faculty, staff, their spouses and dependent children. The tuition remission benefit applies to the portion of Â鶹ÊÓƵ tuition that is not subsidized from other financial aid sources.

Eligibility

Employees are eligible to receive tuition remission for themselves and their spouses and dependent children according to the following definitions, provided the employee has met the following conditions: Student meets academic standards for admission as defined by the Office of Admissions; Student remains in good academic standing as defined in the Â鶹ÊÓƵ Undergraduate or Â鶹ÊÓƵ Graduate Catalog in effect at the time of the student’s admission; Student remains in good financial standing, i.e., is not in default; Undergraduate student must complete the FAFSA application by May 1 each year in order to determine eligibility for PELL grants, and for a student who is a resident of Pennsylvania, to determine eligibility for PHEAA; Complete Personnel Tuition Benefit Application by the required May 1 deadline each year (for new hires, complete within 30 days of hire for appropriate semester(s)); changes made during the academic year must be made at least 30 days prior to the start of the semester. Complete application for the other financial aid, excluding loans for undergraduate programs. As long as the conditions described above are met, employees may use the benefit for the first semester following completion of 90 days of service.

Full-time Employees Anniversary Years of Service Percent After 90 days of FT service -100% Spouses and Dependent Children (up to/including age 25) of Full-Time Employees Anniversary Years of Service Percent After 90 days of FT Service 50% After 1 year of FT Service 100% *Eligible Part-Time Employees Anniversary Years of Service Percent After 90 days of PT service 100% capped at 2 classes per semester *Part time non-faculty employees scheduled to work at least 630 hours per year and pro-rata faculty members (usually half-time appointments on a nine-month annual schedule) are eligible for the benefit.

Usage and Exceptions: Classes may not be taken during normal scheduled work hours. (See Additional Contracted Work Policy for Staff, Attendance Policy for Nonexempt Employees, and Compensation Policy for Administrators and Staff for further information.) Requests for exception must be made in writing in advance of the start date of the course, and must include: Rationale for why the particular course/section is necessary; Explanation of how employee will account for time away from work; Written approval by the employee’s immediate supervisor and vice president.

Covered Programs of Study: Cooperative programs (e.g.,Clinical Laboratory Science accredited hospital placements, study at The New York Chiropractic College, study at the Geisinger School of Medicine, etc.) and study abroad programs are excluded from the tuition remission benefit. Employees may use the tuition remission benefit for courses taken as part of an undergraduate program, master’s degree program, and the organized classes in doctoral programs. Doctoral level dissertation credits and doctoral internships are excluded. Programs are defined by Financial Aid. Students employed through Federal Work Study Program or in tutoring programs are not eligible for the tuition remission benefit. Employees may take up two enrichment courses per semester. No enrichment courses may be taken during the employee’s scheduled work day; no exceptions will be granted. Spouses may use the tuition remission benefit for courses taken as part of an undergraduate or master’s degree program. Dependent children (up to and including age 25) may use the tuition remission benefit for courses taken as part of their first undergraduate program. Tuition remission does not extend to graduate level courses taken by dependent children outside of the block tuition, even if those courses are required to complete the first undergraduate degree. Dependent children may receive tuition benefits for the number of semesters deemed necessary by the program guidelines to complete the first undergraduate degree.

Taxability

The tuition remission benefit may be taxable. An employee who plans to use the benefit is responsible for contacting Human Resources for details and to make the necessary arrangements. Termination of Eligibility: Eligibility for the tuition remission benefit ceases upon termination of employment unless it is due to disability or death. If termination is due to disability, the former employee is entitled to the tuition remission benefit at the percentage level in effect on the employee’s termination date. If termination is due to disability or death, the spouse and any dependent children, up to and including age 25, will be eligible to use the tuition remission benefit at the percentage level in effect on the employee’s termination date. Any exception to this policy must be approved in writing by the President of the University.

Definitions

Employee is a member of the administration, faculty, or staff of Â鶹ÊÓƵ. Years of service are calculated from the date of hire. Dependent child is a biological, adopted, foster, or step child or a legal ward. Spouse is the legally married spouse of an employee as defined by the Commonwealth of Pennsylvania. Percentage is the employee’s entitlement on the first day of a semester or session for which the tuition remission is applied.

Procedures

Address questions about this and other employee benefits and attendance policies to the Human Resources Office. Related Policies/Committees: Employment Status for Administrative and Staff Positions, Faculty Senate. Policy History: 01/26/85 - Adopted by the Board of Trustees; 01/14/89 - Revision approved by the Board of Trustees; 03/30/90 - Revision approved by the President to extend the benefit to pro-rata faculty; 03/28/03 - Revision recommended to the President of the University by the Policy Committee of the University; 04/26/03 - Revision approved by the Board of Trustees; 03/12/04 - Revision approved by the President of the University to extend the benefit to part-time employees who are scheduled to work at least 630 hours per year; 04/08/05 - Revision of paragraph relating eligible programs approved by the President of the University as recommended by the Policy Committee of the University; 01/16/06 - Clarification of eligibility upon termination of employment due to disability or death; 04/22/10 - Revision approved by the President of the University as recommended by the Policy Committee of the University; 10/10/12 - Revision of paragraphs related to age eligibility approved by the President of the University as recommended by the Policy Committee of the University; 04/17/15 - Revision approved by the President of the University as recommended by the Policy Committee of the University; 6/03/22 - Revisions approved by the President of the University as recommended by the Employee Benefits Committee.

Â鶹ÊÓƵ Policies and Procedures

Mary Theresa Gardier Paterson, Esquire Secretary of the University and General Counsel

Optional Benefits

Discounts and partnerships for Â鶹ÊÓƵ Affiliates. 

Short Term Disability

email: 
john.lanzetta@coloniallife.com

Met Pay

Optional home and auto insurance

Government Links

Internal Revenue Service |  • Social Security Administration |