Summary of Benefits
Health
There are two health plans available, both with Independence Blue Cross. One is a PPO (Personal Choice HD1-HC1) and the other an HMO (Keystone Custom 515). The Personal Choice Plan is a high deductible plan, and qualifies for use of an HSA account (see HSA Account benefit below). Plan benefits summaries are available for each plan in the Business Office.
The School pays for 100% of the premium for “single coverage” under the HMO plan and 50% of the additional HMO family coverage (including domestic partners). If the employee chooses the PPO plan, the employee will pay the additional cost above the HMO coverage paid by the School. See the Employee Semi-Monthly Payroll Deduction Amounts schedule for the employee premium cost. Both the Keystone and Personal Choice coverage include a vision and prescription drug plan. The employee portion of health care costs can be withheld from an employee’s paycheck on a pretax basis.
Prescriptions
The prescription plan under our Keystone coverage is a Select Drug Program – $20/$40/$60, with oral contraceptives. The prescription drug plan under Personal Choice is subject to a deductible; after the deductible is met, the co-pays are $5/$20/$45.
Vision
Our Keystone and Personal Choice plans cover one eye exam every two years. Also, there is coverage for glasses or contact lenses every two years; under Keystone, you can go to a participating or non-participating provider and get $100 toward glasses or contacts every two years. Under Personal Choice, the benefit is $75 every two years. Davis Vision administers the Keystone and Personal Choice vision plans.
Healthy Lifestyles
There are various programs available under both the HMO and PPO health plans, including Health Management Plans (Fitness Program), Alternate Health Programs, Women’s Health Programs (Baby BluePrints), and Family Health Programs.
Dental
There are two Aetna plans available: DMO and PPO. Plan benefits summaries are available for each of these plans in the Business Office. Dental coverage is 100% paid by the employee. See the Employee Semi-Monthly Payroll Deduction Amounts schedule for employee premium costs. Employee dental costs can also be withheld from an employee’s paycheck on a pretax basis.
Medical Plan Opt-Out
If the employee elects not to be covered by the School’s health care plans, he or she may elect to receive an “opt out” benefit of $150 per month.
FSA Account
Through ADP FlexDirect, there is an option for pretax contributions to be made to health and dependent care reimbursement accounts. The maximum annual contributions are $5,000 for both health care and dependent care expenses. Funds set aside in an FSA account must be used or they will be lost at the end of each plan year/grace period. The enrollment period will be announced prior to the start of the calendar year.
HSA Account
Through Independence Blue Cross, and The Bancorp Bank, there is an option for employees who are covered by an eligible medical high deductible plan (our Personal Choice plan) to contribute tax-deductible dollars to an HSA account. Your contributions remain in your HSA from year-to-year, until you use them.
Local Tax Deductions
Most local taxes can be deducted on behalf of the employee through the School’s payroll company. See the Business Office to determine if your municipality qualifies.
Pension
The School has a 403(b) Defined Contribution Plan through TIAA-CREF. After one year of service, employees will be included in a mandatory plan whereby all full-time employees contribute a minimum 5% of eligible wages into a retirement annuity (RA). The employee will then receive a 10% contribution from the School in semi-monthly installments. Employees can change their contribution percentages at any time. The School’s contribution vests to the employee:
1-2 years = 20%
2-3 years = 40%
3-4 years = 60%
4-5 years = 80%
After 5 complete years of service, the School’s contribution is 100% vested to the employee.
Life Insurance
All full-time employees are enrolled in the School’s group life plan. The death benefit is equal to the employee’s base salary, to a maximum of $450,000. There is a reduced benefit at age 70. There is no charge to the employee for this basic coverage. Additional (term) life insurance can be purchased for the employee, their spouse, and dependents through Unum at the employee’s expense.
Disability
Short-term disability coverage is available for full-time employees. There is no cost to the employee. 100% of base compensation is covered for the first four weeks, 75% for the next 12 weeks and 60% for the next 10 weeks. Long-term disability coverage is mandatory for full-time employees, and optional for part-time employees. The monthly premium is paid by the employee through semi-monthly, after-tax payroll deductions. Our long-term disability coverage is through Unum.
Graduate Study
All full time employees may apply to the Dean of Faculty in the school year prior to enrollment in the program. This program is limited by the amount of funds available. SIGHTS (Summer Institute for the Growth of Haverford Teachers and Staff) provides funding for non-academic summer work that will enhance the quality of education at The Haverford School and meet the objectives of the school’s Strategic Plan. In particular, SIGHTS seeks to support faculty and staff professional growth in areas that directly impact Haverford students.
Professional Development
A professional development budget provides for the cost of travel and attendance at appropriate workshops and programs. See your Department Head for specific information.
Tuition/Remission Assisstance
Grandfathered employees (hire dates on or before 8/1/01) receive 100% tuition remission for up to two sons. Employees hired after Aug. 1, 2001, are granted 50% tuition remission for all of their sons (each of whom must qualify for admission), and assuming space is available. For the remaining 50% of tuition, employees may apply for tuition assistance and have their salary (that of the employee) zeroed out. Total tuition/remission assistance is targeted at an average of 25% of the total financial aid budget, if needed. If needs exceed the targeted average of 25%, tuition assistance is capped, and overage/reduction is spread among all applicants’ awards.
Meal Allowance
All employees are extended an allowance of approximately $5.50/day for lunch. Breakfast can be substituted for lunch.
Childcare
Employees may enroll their children (infant through preschool ages) in the School’s child care center. Consult the Business Office for costs and payment options. Discounted pricing is available for employees.
TransitChek
Employees may purchase vouchers for public transportation with pretax dollars. Consult the Business Office for details.
ESF Summer Camp
ESF runs a summer camp for children ages 3 to 15 on The Haverford School campus. ESF offers Haverford employees a 25% discount on many of their camps. There is a 10% discount for ESF’s Phillies Baseball camps.
Gym Facility
Employees may use the School’s gym facilities (weight room, pool, track, etc.) at approved times determined by the Athletic Director.
Music Conservatory
Employee and family members receive a 10% discount when enrolling for private instrumental music lessons through the Haverford Conservatory.
Computer Purchases
Employees may purchase a computer through the School and arrange repayment by payroll deduction. Payment back to the School will be scheduled twice-monthly over a 10-month period.
Wells Fargo Financial Services
School employees are eligible for preferred pricing on various financial services (i.e. checking accounts and loans) through Wells Fargo Bank.
Workers’ Compensation
The School provides workers’ compensation as required by law. If you are injured or become ill on the job, benefits may be available to you.
Vacation/Leave
Full-time staff vacation, personal, and sick leave:
1-2 years = 20 days
3-4 years = 25 days
5+ years = 30 days
Unused days do not carry forward to the next benefit year.
Faculty members do not receive paid time off. Personal leave for faculty is at the discretion of the Headmaster.
Up to three days of paid time off is provided for funeral and bereavement leave. Additional time off for faculty members is at the discretion of the appropriate Division Head.
In accordance with the Family and Medical Leave Act of 1993, eligible employees are provided with up to 12 weeks of unpaid family and medical leave (including maternity). The School may provide for paid parental leave for up to six weeks.
Summer Hours
At the discretion of the Headmaster, normal business hours may be abbreviated from July through August.
Holidays
Specific holidays that the School is closed each year are published in the academic calendar.