Carroll College offers Life and Accidental Death & Dismemberment coverage to all full-time and benefit eligible part-time employees. The premium is split between the employee and the College. Below is a summary of benefits.
This summary was prepared to give you a brief overview of the benefits purchased for you. This summary is in no way a binding contract and should be reviewed as an explanation only.
TIAA-CREF or Teachers' Insurance Annuity Association and College Retirement Equity Fund provides eligible Carroll College employees with retirement planning and management services. TIAA-CREF has a several managed funds that provide varying rates of risk and return. Eligible employees may make pretax contributions to any or all of these funds, up to their federal tax limit.
Carroll College offers two options for participation in the retirement plan. The first option is the College Match Plan or Regular Annuity Contract where an eligible employee contributes at least 5% of his or her gross annual base salary, and Carroll matches that contribution. The employee allocates the contributions among the available funds as he or she chooses. Eligibility to participate in the College Match requires that an employee work at least 1,000 hours per year and be employed with the College for at least one year. Participation becomes mandatory when the employee has worked at least 1,000 hours per year for three years and have attained the age of 30. Employees new to Carroll who have participated in a TIAA-CREF program previously may waive the waiting period and begin participation in the College Match Program immediately.
The second option, called a Supplemental Retirement Annuity Contract or SRA, allows the employee to make pretax contributions (up to his or her federal tax limit) to the same funds available to those employees participating in the College Match Plan, but does not receive a college match. To be eligible to participate in the SRA Program, a Carroll employee must work at least 1,000 hours per year.
For information on how to enroll, a calculation of your maximum allowable contribution, or any other retirement related inquiry, contact the Office of Human Resources.
You can also find out more information about TIAA-CREF or view your investments at the TIAA-CREF web site.
Group Medical Insurance (Allegiance) - Optional
The group health Insurance plan for Carroll College is offered by Allegiance Health Plan. There is one coverage option: High Deductable Health Plan (HDHP) and Health Savings Account (HSA)
Co-Insurance: 100/0 % after deductible
Out of Pocket Max: $3000/6000 (embedded)
Diagnostic Lab/X ray: Deductible Applies
Prescription Drug: Deductible Applies
Health Saving Account (HSA): Employer $90/mo (Employee contribution optional)
|Type of Coverage||Total Cost/month||Employee cost/month*|
|Employee & Child(ren)||$758||$152|
|Employee. & Spouse||$947||$284|
* Employee cost/month assumes employee receives maximum premium contribution for participating in the voluntary health risk assessment.
Carroll offers a voluntary dental insurance (employee pays premium), through Assurant Employee Benefits. Two plan designs (basic or preferred) are available to employees.
|Basic Plan||Preferred Plan|
|$50 per covered insured||$50 per covered insured|
|Preventive||100%: deductible waived||100%: deductible waived|
|Basic||80%; after deductible||80%; after deductible|
|50%; after deductible||50%; after deductible|
|Annual Maximum||$1,000 per covered individual||$1,000 per covered individual|
Covered at 50% to a lifetime
maximum of $1,000
Floride Treatments, X-Rays, Cleanings, Exams, Sealants
Fillings, Endodontics(root canals), Periodontics (gum treatment)
Crowns, bridges, dentures, inlays, onlays, cast restoration, Oral Surgery
Orthodontia (dependents under age 19)
The flexible benefits or cafeteria plan offered to Carroll College employees is administered by Allegiance Benefit Plan Management. The benefit plan allows employees to use pre-tax dollars to pay for out-of-pocket vision, dental or dependent care expenses. Eligible expenses must have been incurred during the plan year (February 1 - January 31) and must be eligible for tax deduction. These are authorized in the IRS Code Section 213. You may not be reimbursed an amount greater than your annual election.
Limited Flex Spending Account
Employees may participate in the FSA on a limited basis. Eligible expenses in a Limited FSA include dental and/or vision expenses only. To be reimbursed, submit a completed Medical Expense Reimbursement Request along with the receipt for services. The maximum annual Limited FSA election is $5,000.
Dependent Care Account
You may elect the Dependent Care Account to reimburse your family's child, elder, or handicapped dependent care expenses. Expenses can be reimbursed for live-in care, baby sitters, day homes and licensed day-care centers. You cannot be reimbursed for expenses paid to one of your tax dependents.
The amount of your election cannot exceed the lesser of your or your spouse's earned income (assumed to be $200.00 per month if you have one eligible dependent in care, $400.00 per month with two or more), nor can your elected benefit exceed $5000.00 per year.
When you have an expense, simply complete a Day Care Expense Reimbersement Request, have your provider sign it (or obtain a receipt) and send it to Allegiance.
Determining your Election
Your flex plan election is a very personal decision that is affected by the amount of medical and dependent care expenses that you anticipate incurring during the plan year. If you are new to the flex plan, it is best to take a conservative stance when estimating your election because any money left in the account at the end of the plan year after all reimbursement requests have been submitted is forfeited. Initially, only elect the amounts for medical and dependent care that you are nearly certain that you will incur. As you gain experience estimating these expenses you can choose to elect more.
Changing your Election
Once your election has been made for the year, it may only be changed under the following circumstances:
Any event or circumstance that changes the number of tax dependents in your family such as marriage, birth, death or divorce. Employment status changes that can effect the need for child care or the rates and availability of health coverage. Significant changes in your employer's health plan coverage or premium rates.
For more information on the Flexible Benefits Plan, to receive Reimbursement Forms, or to change your election, contact the Office of Human Resources.
The EAP program is offered to all eligible employees in co-operation with Reliant Behavioral Health. Lised below are some frequently asked questions about the program.
To Schedule an Appointment
If you or a family member need to access the EAP, please call the EAP line at 1 866 750 1327. Leave your name, phone number(s) and a good time to reach you. An EAP counselor will return your call within 24 hours. From the time of contact with the EAP counselor, an appointment will be scheduled within 72 hours, with urgent needs given priority.
How much does it cost?
When you or family members seek help from the EAP, up to four (4) sessions are provided by the EAP counselor FREE OF CHARGE. These visits are not counted as part of your employee health insurance benefit.
What about Confidentiality?
In keeping with the ethical and legal guidelines that apply to EAP services, all information about you and your family is strictly confidential. There are no computer records and only EAP counselors have access to any information about you. By law, certain situations must be reported. The law states that all health care providers must report to the proper authorities if it is believed a client may be at risk of imminent harm to themselves or another person, or if child or elder abuse is involved.
What if I need a referral?
The EAP counselor will work with you to assess and resolve your problem within four sessions. If this is not possible, however, you will receive a referral to an appropriate professional or program in the community. You are encouraged to mention your Alllegiance insurance coverage (if applicable) prior to the first session to ensure seamless continued service, if necessary.
Who are the EAP Counselors?
The EAP counselors are licensed mental health professionals who provide assessment and therapy to respond to a wide variety of problems. They will help you to focus on a workable solution to the problems that you present.
What about Emergencies?
We realize that emergency situations may arise that call for immediate assistance. If your situation warrants immediate attention, we ask that you contact the Emergency Room of St. Peter's Hospital or call the 24-hour Crisis Line at 800-999-1077.
Does the EAP provide other services?
The EAP also provides educational, legal consultations, as well as financial services and Identity Theft Services. The EAP will also provide consultations to promote a healthy work environment, improve communication, and promote effective interpersonal relationships in the workplace. Please discuss your interest in these services with the Director of Human Resources.
A regular, full-time employee is immediately eligible to attend, tuition free, up to two classes and up to six credits per term at Carroll College as an auditor or for credit. After three years of continuous, regular, part-time service, a regular, part-time employee is eligible to attend, tuition free, up to two classes and up to six credits per term at Carroll College as an audit or for credit.
The spouse and children of tuition remission elegible full time employees may attend classes at Carroll College under a graduated tuition remission benefit relating to the employee's years of service. In order for the child(ren) to be eligible for the tuition remission benefit, the child(ren) may not hold a baccalaureate degree, and must be under 25 years of age, unmarried and dependent upon the financial support of the eligible staff member.
After completion of the benefit eligible years of service, the first year of eligibility, employee's spouse and child(ren) are entitled to a one-third reduction from the regular tuition; after two years, the reduction increases to two-thirds; and after three years, the reduction is increased to the full amount of regular tuition.
Part-time benefit eligible employees also have tuition remission available to their dependents. The remission is available after the employee has been benefit eligible for three years and is pro-rated for spouses and dependents based on the employee full time equivelent (FTE).
After one year of employment, dependents of full-time employees receive tuition remission - 1/3 remission after the 1st year of employment; 2/3 after the 2nd year of employment; and 100% tuition remission after 3 years.
Benefit eligible part-time employees receive a 100% tuition remittance after working at Carroll for only three years. This benefit is extended to dependents of part-time employees based on the FTE (full time equivelent) of the part-time employee.
In addition to free tuition at Carroll College for qualifying dependents, you can also attend classes at Carroll free of charge. This is a wonderful way to keep abreast of new developments and changes in your field or gives you an opportunity to explore areas of interest.
Children of full time employees do not necessarily need to attend college at Carroll. We participate in an association of colleges that trades tuition. This means that your children may have the option of choosing to attend one of over 100 participating colleges with the same tuition waiver that they would otherwise receive at Carroll.