Summary of Benefit Programs for Faculty and Administrators
Table of Contents
- Employer Paid Group Term Life/AD&D Insurance
- Voluntary Supplemental Term Life/AD&D Insurance
- 403(B) Retirement Plan
- 403(B) Supplemental Retirement Plan
- Social Security Taxes
- Health Insurance Coverage
- Dental Insurance Coverage
- Vision Insurance Coverage
- Flexible Spending Accounts (FSA)
- Business Travel Accident Plan
- Employee Assistance Program (EAP)
- Disability Benefits (Short-term and Intermediate)
- Disability Insurance (Long-Term)
- Parental Leave Program
- Family and Medical Leave Act of 1993
- NYS Paid Family Leave (2018)
- Workers’ Compensation
- University Housing & Housing Loans
- Moving Expense Reimbursement
- Community Wide Account
- Tuition Aid Programs
- Insurance of Private Property on Campus
- Bookstore Discount/Charging Privileges
- Admission to Athletic & Cultural Events
- Campus Parking
- Pay Day
The following is a summary of benefit programs currently available to full-time faculty and administrators of St. Lawrence University. This summary is intended to be a reference guide for informational purposes only and should not be considered a contract. Benefits may be amended or terminated at any time for any reason and while every effort has been made to ensure the accuracy of this summary, it does not contain the official documents for any of the described plans and should not be relied upon as such. In the event of discrepancies between the information in this publication and the information in a plan document for a specific benefit, the plan document will govern. January 1, 2021
ELIGIBILITY. If you are an active full-time employee on a regular appointment, or a full-time visiting employee who has been hired for an appointment of at least one year at the University, you are eligible for this Group Life Insurance plan.
SCHEDULE OF BENEFITS. The amount for which you are insured will be a multiple of your annual base salary in accordance with the following schedule:
Age: Amount of Life Insurance:
Less than 65 1.00 x annual base salary
65 but less than 70 .67 x annual base salary
70 but less than 75 .45 x annual base salary
75 but less than 80 .30 x annual base salary
80 or over .20 x annual base salary
If the amount of Life Insurance is not a multiple of $1,000, such amount will be raised to the next higher multiple of $1,000. In no event will the amount of Life Insurance exceed $400,000 nor be less than $5,000.
Active employees covered under this plan are also covered for Accidental Death & Dismemberment (AD&D) benefits. The AD&D benefit for loss of life as a result of an accident is equal to the amount of your life insurance (i.e., your beneficiary would receive a total benefit of two times your annual salary if you died as a result of an accident). Other losses covered by the AD&D benefit include loss of a hand, foot, or permanent loss of sight in an eye.
Full-time employees may purchase additional insurance coverage in blocks of $25,000 to be paid through payroll deduction. Employees may also purchase life insurance coverage for a spouse and/or dependent children. The guaranteed issue coverage is $200,000 for the employee, $50,000 for spouses and $10,000 for children. Employees electing coverage levels higher than the guarantee issue amount must submit an evidence of insurability form. Premiums are based on the employee’s age and increase on plan anniversary after you enter next five year age group. When making your selections in the benefits portal, the contribution amount will be calculated for you automatically.
Enrollment and beneficiary designations must be made via the University’s online benefits portal. The Summary Plan Description is available in the Reference Center on the portal.
TIAA (Teachers Insurance and Annuity Association) is the service provider and record-keeper for the St. Lawrence University retirement program.
Full-time employees are eligible to participate in the retirement plan after completing one year of service at St. Lawrence University. The one-year waiting period may be waived if the newly hired employee worked at least 1,000 hours with another educational institution in the twelve-month period immediately preceding employment at St. Lawrence. An Eligibility Verification form must be completed by the employee’s former Human Resources Office and will be processed when it has been submitted to St. Lawrence’s Human Resources Office; no contributions will be made retroactively. Participation is optional in the second year of employment, and is obligatory for all full-time employees beginning with the third year of employment.
Contributions under this retirement plan(s) will be made to TIAA Retirement Plans coincident with pay periods during years of participation in accordance with the following schedule:
Plan Contributions as a Percent of Regular Salary [Regular salary means base salary, exclusive of stipends, summer pay, and other forms of additional compensation]
Effective July 1, 2021:
By the By the
Participant: University: Total:
6% 8.0% 14.2%
Retirement Salary Reduction Agreements are available in the Human Resources Office and in the Reference Center of the online benefits portal.
During a paid leave of absence, Plan Contributions will continue to be made for a participant on the portion of Regular Salary being paid by the University (e.g., during a one-year sabbatical leave at 50% of Regular Salary, Plan contributions are based on the 50% of Regular Salary actually paid, not on full salary). No Plan Contributions will be made during an unpaid leave of absence.
Contributions by participants will be deducted from salary payments and will be made on a tax-deferred basis under an agreement for salary reduction executed in accordance with section 403(b) of the Internal Revenue Code.
Summary Plan Description and enrollment information is available in the Human Resources Office.
The University offers both a tax-deferred annuity plan and a Roth 403(b) after-tax annuity plan for employees who want to set aside extra retirement savings. The plans allow employees to make voluntary pre-tax or after-tax contributions to TIAA. All employees are eligible to participate on the first day of the month after commencement of active employment. There is no employer contribution into the Supplemental Retirement Plan. Calendar year IRS contribution limits apply.
Summary Plan Description and enrollment information is available in Human Resources Office.
The University and its employees participate in the Federal Social Security Program. Two separate payroll taxes are withheld from employees’ earnings, with a matching amount paid by the University on behalf of the employee.
The first portion of the tax pays for Old Age, Survivors, and Disability Insurance (OASDI) benefits to qualified beneficiaries. The OASDI tax is 6.2% of earnings up to $142,800 for 2021, for a maximum annual tax of $8,853.36 paid by the employee, and a corresponding amount paid by the University on behalf of the employee.
The second portion of the tax pays for Medicare Part A, which provides hospital benefits to people covered by Medicare. The Medicare tax is 1.45% of all earnings in 2018 with no cap. The OASDI tax of 6.2% plus the Medicare tax of 1.45% equals the total FICA (Federal Income Contributions Act) tax of 7.65%. The employee portion of the FICA Medicare payroll tax rate for high-income earners is 2.35%. The employer portion of the FICA Medicare tax will remains at 1.45%.
The OASDI and Medicare tax rates are established by federal law. The amount of earnings subject to these taxes is adjusted annually based on increases in average wages and salaries nationwide.
The University offers two self-insured health insurance plans administered by Excellus BlueCross BlueShield and are available to eligible full-time employees and their dependents (spouse/domestic partner and children under age 26) on the first day of the month following employment.
A. SimplyBlue Hybrid Plan
The University’s self-insured health plan provides comprehensive coverage for the diagnosis and treatment of illness or injury. Plan benefits include preventive health care services, physician office services, maternity services, inpatient and outpatient hospital services, emergency care, mental health and chemical dependency services as well as outpatient therapy. Enrollment in this health insurance plan is available via the online benefits portal. A full summary plan description is available in the Reference Center of the online benefits portal.
Deductible and Coinsurance
- $500 deductible per person, per calendar year ($1500 maximum deductible per family); In-network, the plan pays 80% of allowable charges and 60% of allowable charges out-of-network.
Office Visit Co-payments
- Primary Care Physician: Adult: $25 co-pay; Children to age 19: $0 co-pay
- Specialist: $40 co-pay per visit
The maximum out-of-pocket (in-network) expense is $1,750 per individual and $5,250 per family.
FitThumb Wellness Program: Employee may earn up to $400 and spouses may earn up to $200 per calendar year for combined $600 cash back for participating in the wellness program. Points may be redeemed annually or semi-annually. Log onto www.fitthumb.com to enroll.
Telemedicine: Participants may visit a board-certified doctor by video conference (smartphone, tablet or computer) or phone right from home, or while traveling, for non-emergency medical conditions. Telemedicine benefits are available 24/7/365. For those enrolled in the Hybrid health plan there is no cost.
Prescription Drug Plan: The prescription drug plan is self-insured through OptumRx. Prescription drugs may be obtained at participating pharmacies or by mail order. There is a flat co-payment or co-insurance payment for prescription medications based on a four-tier formulary drug plan. The tier in which the prescription falls will determine the co-payment.
- Tier 1 (Generic) $5 co-payment per prescription, $0 co-payment for children under age 19
- Tier 2 (Preferred Brand) $25 co-payment per prescription
- Tier 3 (Non-Preferred Brand) $50 co-payment per prescription
- Tier 4 (Specialty Medications) 20% co-insurance
Specialty drugs are injectable and non-injectable drugs on the OptumRx Specialty drug list which generally include biotechnology products and orphan drugs used to treat rare diseases. There may be copay assistance programs available to participants taking Tier 4 medications depending on the medication prescribed.
Through the mail-order service, participants can purchase a 90-day supply of maintenance brand-name or generic drugs. The cost is equivalent to two retail co-payments with a minimum co-payment of $10.00 and a maximum of $100.00. The mail-order service is optional and is intended for maintenance medications (those approved for use on an ongoing basis for the treatment of a chronic condition).
CanaRX International Mail Order Program (SLUMeds): Participants in the Simply Blue Hybrid Plan may utilize the international mail-order program for brand-name maintenance medication (for those conditions not related to a sudden illness). This is a voluntary program offered by the University with no copayment to the participant. The list of medications is available in the Reference Center on the online benefits portal.
Simply Blue Hybrid Plan monthly rates are as follows:
2021 Monthly Rates
|Employee + Child(ren)||$1,510.96||$1,027.46||$483.50||$241.75|
|2 Employees + Child)ren)||$1,828.32||$1,243.26||$585.06||$292.53|
|Employee + Spouse||$1,850.96||$1,258.66||$592.30||$296.15|
Note: Employee health insurance premiums are deducted on a pre-tax basis- see Item 9
B. Simply Blue High Deductible Health Plan (HDHP) with a Health Savings Account (HSA)
The HDHP requires insured participants to pay a significant part of their health-care expenses upfront (with the exception of preventative benefits which are paid at 100%) before the insurance begins to pay at 80% for medical services. In 2021, the deductible amount is $2,600 for singles and $5,200 for families. The out-of-pocket maximum for in-network medical services and pharmacy through Excellus is $5,200 for singles and $10,400 for families.
The advantage of the HDHP is that premiums are significantly lower than with traditional plans and, coupled with an HSA, a participant may divert pre-tax money (exempt from federal, state and FICA tax) into an account to pay for medical care expenses now or in the future. The University will also contribute to the HSA. Unlike a flexible spending account, the money in the HSA may accumulate each year so that by the time a participant retires, they could have saved a "nest egg" for medical-related expenses in retirement. The HDHP also includes the FitThumb Wellness Program and Telemedicine. The Telemedicine cost is $40.00 due at the time of visit.
How it works:
Step 1: You pay a portion of the monthly premium through payroll deduction and the University pays the remainder of the premium.
Simply Blue High Deductible Health Plan (HDHP) monthly rates are as follows:
2021 Monthly Rates
|Employee + Child(ren)||$1,211.28||$823.68||$387.60||$193.80|
|2 Employees + Child)ren)||$1,465.68||$996.66||$469.02||$234.51|
|Employee + Spouse||$1,483.76||$1,008.96||$474.80||$237.40|
Step 2: A bank account – called a Health Savings Account, or HSA is set up in your name at KeyBank.
Step 3: St. Lawrence University will contribute the following amounts to your HSA account to help pay for medical expenses:
- $1300 for single coverage
- $2600 for family coverage
The University will pre-fund the first three month’s installments of the annual contribution for all new participants in the HDHP Plan. After that, the balance of the employer contribution (the employer contribution is pro-rated for employees who are hired mid-year) will be deposited in equal installments each pay period over the remainder of the calendar year.
Step 4: You can elect to set aside dollars on a pre-tax basis through payroll deduction to be deposited into your HSA. You can make contributions to your account as long as the total contributions to your account in calendar year 2020 (both the University’s contributions and your contributions) do not exceed $3,600 for single coverage and $7,200 for family coverage.
Federal rules also allow what are called “catch-up” contributions to a HSA. This means, you can contribute additional pre-tax dollars if you are age 55 or older, or you will turn 55 any time during 2020. In 2020, you can contribute an additional $1000 to your account if you are eligible for the “catch-up” contribution.
Step 5: Use your HSA dollars to pay for eligible health care expenses. Money you withdraw from your HSA is completely tax-free as long as the money is used to pay for eligible health care expenses as defined by the IRS. These expenses include: medical plan deductible and co-insurance, dental and vision expenses, prescription drug expenses, and over-the-counter drugs, with a doctor’s prescription.
- An employee cannot be covered under the University’s HDHP/HSA plan if the employee has other health insurance coverage – unless the other coverage is also an HSA-qualified medical plan.Employees can use the funds in the HSA to pay for the medical expenses of dependents covered by another health plan, even if it is not an HSA-qualified plan, as long as they are eligible dependents as defined by the IRS.
- Pursuant to IRS guidelines, an individual covered by a HDHP/HSA may also contribute to a Flexible Spending Account (FSA) but on a limited basis.Employees in this category may only submit claims to their FSA for dental, vision and dependent daycare expenses only.
- An employee over the age of 65 may make employee contributions into their HSA account if they have not enrolled in Medicare Part A and Medicare Part B.
- KeyBank will provide all HSA participants with Form 1099SA reporting HSA distributions during the calendar year.
Prescription Drug Plan: Prescription drug coverage is administered through Excellus BlueCross BlueShield. Once the deductible has been satisfied, the following four-tier drug co-payment plan will become effective:
- Tier 1 (Generic) $5 co-payment per prescription, $0 co-payment for children under age 19
- Tier 2 (Preferred Brand) $35 co-payment per prescription
- Tier 3 (Non-Preferred Brand) $70 co-payment per prescription
- Tier 4 (Specialty Medications) 20% co-insurance
Employees or dependents who do not enroll in a health plan within 31 days of initial eligibility, or who drop coverage, may enroll during the annual open enrollment period (November) for a coverage effective date of January 1.Enrollment in the plan at other times during the year will be allowed only if the late enrollment occurred as a result of, and immediately following, cessation of coverage through the spouse’s employment due to termination of employment, , etc.
Enrollment in this health insurance plan is available via the online benefits portal. A full summary plan description is available in the Reference Center of the online benefits portal.
7. Dental Insurance Coverage
Group dental insurance through Guardian is available to active full-time employees and their dependents (up to age 26) on the first day of the month following employment. There is no University contribution toward the cost of dental insurance coverage. Guardian offers two dental plans; the Low (Base) Plan Option and the Buy-Up (High) Plan Option.
Dental expenses are classified into four categories:
Preventive: Exams, cleaning, x-rays, fluoride treatment for children, emergency treatment.
Basic: Fillings, root canals, oral surgery, extractions, anesthesia, treatment of gums, etc.
Major: Crowns, bridgework, dentures, etc.
Orthodontia: Orthodontic services for dependent children under age 19.
A. Base (Low) Plan Option Schedule of Benefits:
Preventive Care: 100% 100%
Basic Care: 80% 80%
Benefit Maximums: $750 per person, per year.
Deductible: $50 per person (maximum 3 deductibles per family) per calendar year. No deductible for preventive care.
2021 Monthly Rates
|Tier||Employee Monthly Cost||Cost Per Pay|
|Employee & Child(ren)||$96.80||$48.40|
|Employee + Spouse||$81.08||$40.54|
B. Buy-Up (High) Plan Option Schedule of Benefits:
Preventive Care: 100% 100%
Basic Care: 80% 80%
Major Care: 60% 60%
Orthodontia (under age 19): 50% 50%
2021 Monthly Rates
|Tier||Employee Monthly Cost||Cost Per Pay|
|Employee & Child(ren)||$130.74||$65.37|
|Employee + Spouse||$108.98||$54.49|
Note: Employee dental insurance premiums are deducted on a pre-tax basis-see Item 9
Benefit Maximums: $1,000 per person, per year. Separate $1,000 lifetime maximum per person for child orthodontia.
Employees or dependents who do not enroll in a plan within 31 days of initial eligibility, or who drop coverage, may enroll during the annual open enrollment period (November) for coverage effective on January 1. Enrollment at other times during the year will be allowed if the late enrollment occurred as a result of, and immediately following, cessation of dental coverage through the spouse’s employment due to termination of employment, layoff, etc.
An employee who enrolls at any time other than those described above will be considered a “late entrant.” Dental coverage will be subject to the following waiting periods: 6 months on Basic Restorative (Fillings), 12 months on all other Basic Services, 24 months on Major Services and Orthodontia Services.
Enrollment in the dental insurance plan is available via the online benefits portal. A full summary plan description is available in the Reference Center of the online benefits portal.
8. Vision Insurance Coverage
All full-time faculty and administrators are eligible to participate in the University vision plan through Guardian utilizing the Davis Vision network. There is no University contribution toward the cost of vision insurance coverage. Participants in the plan can receive an eye exam every year for a $10 copayment, lenses for glasses or contacts lenses each year for a $25 copayment and frames every two years. A vision benefit summary and a list of participating Davis Vision Network providers is available in the Reference Center of the online benefits portal.
2021 Monthly Rates
|Tier||Employee Monthly Cost|
|Employee & Child(ren)||$12.34|
|Employee + Spouse||$12.10|
Note: Employee vision insurance premiums are deducted on a pre-tax basis-see Item 9
All full-time faculty and administrators are eligible to participate in the University’s Flexible Benefits plan. The plan makes available the following options:
- Pre-Tax Medical/Dental/Vision Insurance Premiums are automatically deducted from the employee’s salary on a pre-tax basis. This allows employees to pay their share of monthly premiums for the University’s group medical and/or dental insurance plans exempt from FICA, Federal, and State taxes. An employee wishes to opt-out of this automatic option, he/she must complete a Post-Tax election form located in the Reference Center of the online benefits portal and submit it to Human Resources.
- Health Care Flexible Spending Account (HCFSA) allows employees to set aside up to $2750 per calendar year, on a pre-tax basis, to pay for medical, dental, and vision expenses for themselves or their dependents which are not fully reimbursed by insurance. Reimbursements received from the account are not taxable.
- Dependent Child Care Flexible Spending Account (DCFSA) allows employees to set aside up to $5,000 per calendar year, on a pre-tax basis, to pay for daycare expenses for dependent children (under the age of 13) and disabled adults so employees may work. Reimbursements received from the account are not taxable.
Eligible employees may enroll in the Health Care and/or Dependent Child Care Flexible Spending Accounts within 30 days of initial eligibility via the online benefits portal, and during the open enrollment period (November) each year.
Enrollment in the flexible spending plan(s) is available via the online benefits portal. Once enrolled, the participant’s election cannot be altered for the remainder of the calendar year except for certain qualifying life changes. Beginning in 2014, participants were allowed to carry over up to $500 of un-reimbursed funds into a subsequent calendar year. Funds in excess of $550 must be forfeited by the participant if not claimed for reimbursement within 90 days after the end of the year.
Additional information regarding the FSA can be found in the Reference Center of the online benefits portal.
Full-time faculty and administrators are covered by a group travel-accident policy while traveling on authorized University business trips. Death benefits under this policy are based on 10-times salary, with a minimum $200,000 and maximum $300,000 benefit for loss of life. Accidents resulting in loss of limb(s), sight, speech, or hearing are also covered by this plan, with benefits ranging from 25% to 100% of the amount for loss of life.
Benefits will be paid to the employee’s beneficiary of record for the University’s Employer Group Term Life/AD&D Insurance plan.
The Employee Assistance Program, called NexGen EAP, is offered through eni. The EAP provides free and confidential counseling to all employees and their families. It is primarily offered to help employees and their families resolve personal problems which may affect their home and work life. Employees and their families will have access to three free face-to-face counseling sessions with a licensed mental health care professional. NexGen EAP also provides free, confidential, 24/7 services to include: legal services and consultations, financial services and consultations, online access to work/life tools and articles, and much more! Please log onto the EAP at www.nexgeneap.com for more details about your EAP benefits. First-time users of online services will need to contact Human Resources for member and group ID numbers. The EAP is a benefit provided by St. Lawrence University and endorsed by University administration and faculty, as well as the SEIU, CSEA and PCPSOA unions, and is free to full time and part-time employees.
For additional information about the Employee Assistance Program, contact our EAP service provider, eni, at (800) 327-2255, or contact the Office of Human Resources for a brochure.
A. Short-Term Disability
The University provides non-occupational disability benefits of up to eight weeks at full pay for full-time faculty and administrators, and up to 26 weeks at ½ pay for part-time administrators. Claim forms for benefits are obtained in Human Resources, Vilas Hall.
B. Intermediate-Term Disability
St. Lawrence provides full-time faculty and administrative staff with interim disability benefits, which provide salary continuation from the 9th through the 26th week of disability. Benefits are provided on an increasing scale from 50% to 100% of salary, based on the employee’s completed years of service as of the date the disability commenced.
Schedule of Benefits to be paid from 9 weeks to 26 weeks of disability:
Years of Service: Payment of:
(less than) 1 year 50% of regular salary
> (greater than) 1 year 60% of regular salary
>2 years 70% of regular salary
>3 years 80% of regular salary
>4 years 90% of regular salary
>5 years 100% of regular salary
All regular full-time faculty and administrators are eligible to participate in the University’s Long-Term Disability Plan through Guardian. There is a one-year waiting period for participation by new faculty and administrators unless they were recently covered by a similar plan with a former employer. Cost for this coverage is shared between the University and the individual (1/2 paid by SLU and 1/2 by the employee).
Income-protection coverage is available on the first day of the month following satisfaction of the eligibility requirements. The Monthly Income Benefit is equal to 60% of monthly base salary, up to a maximum benefit of $7,500 each month, including Social Security, workers’ compensation insurance, and other group disability benefits.
The LTD carrier will make monthly contributions of 10% of pre-disability income to the participant’s TIAA retirement account after one year of disability.
LTD benefits under this plan begin on the first day of the month following six consecutive months of total disability.
If enrollment is delayed more than 31 days after becoming eligible, you will be required to furnish evidence of insurability satisfactory to the insurance carrier.
Enrollment in the LTD insurance plan is available via the online benefits portal. A full summary plan description is available in the Reference Center of the online benefits portal.
A. Administrative Staff (full time) - Birth or adoption of a child qualifies a parent to six weeks parental leave with full pay and benefits. Birth mothers may utilize the parental leave program in addition to the short-term disability program. If both parents are employed at St. Lawrence University, both may exercise their right to utilize the parental leave program. Meaning, both parents may each take a six-week parental leave with full pay and benefits. The parental leave program must be exercised within one year of the birth or adoption. Parental leaves exercised under this program will run concurrently with the Family Medical Leave Act when applicable, for those who qualify.
B. Faculty (faculty women and men who are appointed to tenure or tenure-track positions)
Option A: Leave of absence for full semester due to childbirth or adoption during that semester or within six weeks of the first day of classes: the faculty member designated primary parent who takes a full fall or spring semester off to give birth to a child or to adopt a child during that semester or within six weeks of the first day of classes is eligible for half pay for six months with full benefits. This works out to 75% of total salary for a full year, as the other six months, assuming s/he returns to a full load of teaching, will be at 100%.
Option B: Birth of a child or adoption of a child without interruption of service in the classroom: the current faculty member designated primary parent who gives birth to a child or adopts a child without interruption of service in the classroom is eligible for a course reduction of one course in the next semester when s/he returns to the classroom. For instance: a faculty member (primary parent) who gives birth or adopts during the December recess is eligible for a course reduction the following spring semester. A faculty member (primary parent) who gives birth or adopts while on a sabbatical spring semester is eligible for a course reduction the following fall semester.
Secondary parents (tenured and tenured track faculty) - Birth of a child or adoption of a child without interruption of service in the classroom: the current faculty member designated SECONDARY parent whose partner gives birth to a child or who adopts a child without interruption of service in the classroom is eligible for a course reduction of one course in the next semester when s/he returns to the classroom. For instance: a faculty member (secondary parent) who adopts during the December recess is eligible for a course reduction the following spring semester. A faculty member (secondary parent) who adopts while on a sabbatical spring semester is eligible for a course reduction the following fall semeste
Under the provisions of the Family and Medical Leave Act of 1993 (FMLA), individuals who have been employed by the University for at least one year may take up to a maximum of 12 weeks of unpaid leave in a 12-month period for one or more of the following reasons:
- The birth or placement of a child for adoption or foster care;
- The care of a child, spouse, or parent with a serious health condition; or
- The employee’s own serious health condition that renders the employee unable to perform his or her job.
Under the expanded Military Family Leave regulations of January 28, 2008, eligible employees may take up to 12 week for a qualifying exigency arising out of the fact that the employee’s spouse, son, daughter or parent is on active duty or call to active duty status or up to 26 weeks for the care of a spouse, son, daughter, parent, or next-of-kin who is a service member with an injury or illness sustained in the line of active duty.
To be eligible, the employee must have worked a minimum of 1,250 hours in the previous 12-month period. In determining the maximum leave entitlement, the University will subtract any leave taken within the preceding 12 months.
Leaves for birth or adoption must be within 12 months of birth or placement of a child, and must be taken all at one time. Individuals may take leave intermittently or on a reduced work schedule when medically necessary due to the employee’s or a family member’s illness. Medical certification may be required for leaves due to serious health conditions.
Individuals may request or the University may require the substitution of eligible paid leave for unpaid leave (i.e., use allowable paid leave and unpaid leave concurrently). In addition, time spent on Workers’ Compensation and/or disability leave counts towards the 12 weeks family/medical leave entitlement.
During approved FMLA leaves, whether paid or unpaid, individuals are entitled to continue health benefits under the same terms and conditions as when actively at work. Following the leave, individuals will have a right to return to their previous or an equivalent position with the same pay, benefits, and terms and conditions of employment. Individuals who do not return to work at the end of the family/medical leave may be required to reimburse the University for the cost of health benefits paid on the employee’s behalf during the FMLA leave.
Requests for leaves under the Family and Medical Leave Act should be directed to the Human Resources Director for Employee Benefits. Such requests should be made at least 30 days in advance, if possible.
Paid Family Leave became effective January 1, 2018 and is a mandatory benefit for most New York employees. PFL provides employees with paid benefits and job protection for three qualifying events: care for a family member with a serious health condition, bond with a child (birth, adoption, fostering) and to assist family experiencing active duty deployment in the military.
Employees working 20 or more hours per week and who have been employed at least 26 consecutive weeks are eligible for PFL. Employees working less than 20 per week are eligible for PFL once they have completed at least 175 days of work. Members of the faculty are exempt from PFL.
PFL is employee paid at 0.511% of weekly pay up to an annual maximum of $385.34. Employee contributions will begin with the first paycheck. Temporary employees may waive PFL and must complete a waiver of premium form. Faculty members are exempt from PFL. PFL will be administered by Guardian.
PFL benefits were phased in over four years with gradual increases in benefit amount and duration as follows:
Maximum Benefit Amount
Payable % of
*The statewide benefit cap will be determined annually by the state and applied in January.
17. Workers’ Compensation Insurance
All faculty and administrators are covered by Workers' Compensation, as required by statute. This insurance provides for coverage of hospital and medical costs, as well as some salary continuation during time lost for any illness or injury arising out of, and in the course of, employment.
To avoid possible loss of benefits under this plan, faculty and administrators should report within twenty-four hours any injury or illness sustained in connection with their work to their department head and/or to Human Resources.
18. University Housing & Housing Loans
As part of its benefits program for faculty and administrators, St. Lawrence University maintains housing units for rental by new faculty and staff. A descriptive inventory of University housing is prepared by the office of the Vice President for Community and Employee Relations, and updated annually. Questions should be directed to that office.
Priority for Faculty/Staff housing is as follows:
- Newly hired full-time faculty/staff in the first year of their employment have the highest priority in assignment for available housing. New faculty/staff are eligible to reside in University housing for a period of one academic year (August 1-June 15)
Formal application by new faculty/staff for University housing can be made immediately after accepting a position with the University.
New faculty/staff will be assigned University housing, if available, at the time of employment and a lease will be provided at that time. In the assignment of faculty/staff housing, every effort will be made to offer the faculty or staff member accommodations suitable to the size of the family. Leases shall be for a period of one academic year. Final determination of assignment of faculty/staff housing will rest with the Vice President for Community and Employee Relations.
Faculty and staff members are expected to honor their lease agreements. Any request for release from a rental lease should be directed to the Vice President for Community and Employee Relations. Valid reasons for consideration of release would be personal hardship, family emergency, house purchase, or termination of employment. Early termination of a lease could involve a penalty payment.
The lease cannot be assigned, nor the premises sublet, without the written consent of the University.
To view the St. Lawrence University housing policy, housing descriptions and rental information, please go to http://www.stlawu.edu/faculty-and-staff-housing/housing-policy.
B. Housing Loans
Housing loans are made available to faculty and staff members for the sole purpose of assisting in financing the first home purchased in the Canton area. Such loans may be issued upon the concurrence of the employee's division Vice President and the Vice President for Community and Employee Relations. All requests must be in writing.
- Loans will be secured by the execution and recording of a second Bond and Mortgage, pledging repayment. This is to be furnished by and at the expense of the borrower at the time of closing with the local lending institution.
- The maximum amount of individual loans is $5,000, with a maximum repayment period of five years. An exception to this amount and term can be made for a valid reason. The exception will be a maximum of $7,500 with a maximum repayment period of seven years. Only one loan may be applied for with respect to any particular property.
- The equal monthly payment of interest and principal are to be made to the University. Monthly payments will be made by payroll deduction as authorized by the borrower.
- The repayment schedule shall apply only as long as the borrower owns the described premises and the borrower is employed by St. Lawrence University. Should such employment be terminated for any reason, or the premises be sold prior to full payment of the loan, the entire principal amount and interest due will be payable immediately.
NOTE: At the time of closing, the rate to be charged on the loans will be the lesser of the constant maturity of Treasury securities for the same period of time as determined from the Federal Reserve Statistical Release, which is published weekly, or the State’s general ceiling on loan interest rates as published by the New York State Banking Department.
By taking this loan, the applicant is taking on a greater financial liability, which may impact their eligibility or their credit rating for a primary home loan or other loans and could potentially lead to higher costs for their primary home loan or other loans.
19. Moving Expense Reimbursement
The University assists new faculty and administrators by sharing the cost of relocating to the Canton area by providing reimbursement for moving expenses. The moving expense reimbursement for administrators is up to a maximum of $2,500. Faculty members should contact the Academic Dean’s Office for their reimbursement amount. Receipts must accompany all reimbursement requests. Faculty requests are directed to the Academic Dean’s Office and administrators should direct their requests to Human Resources Office for approval in substantiation of actual costs: this is not a cash allowance or cash advance.
20. Community-Wide Account
All faculty and staff are eligible to open a community-wide account (CWA). Employees must have a current University ID card and may opt to deposit funds to their CWA using cash, check, payroll deduction or automatic deposit using a credit/debit card. The account may then be used to purchase food at any dining services location and various off-campus locations in Canton and Potsdam. The account may also be used to purchase items from the Brewer Bookstore or from any vending machine on campus. If used at the Northstar Café, Time Out Café, Johnson Hall Grab and Go, and the Spartacus Café a 10% discount is given on all purchases except specials. Accounts may be set up in person at the Business Office or by e-mailing the Business Office with your SLU ID number. Additional information is available here.
21. Tuition Aid Programs
Eligibility requirements for tuition benefits: Immediate
A. Tuition-Free SLU Courses
Any full-time employees and/or their legal spouse/domestic partner may enroll for credit in one unfilled St.Lawrence course per semester, and one course per summer session, without charge. Candidates for a degree may enroll in two courses per semester, and one course per summer session, without charge, subject to the approval of the Dean of Admissions. These courses may be taken at either the undergraduate or graduate level (see important caution below).
Caution: In some cases, the value of courses taken under this benefit must be considered as taxable income, depending on tax law. When this benefit is taxable, the value of the course(s) taken by an employee and/or spouse will be included in the taxable income of the employee and taxes will be withheld. Please contact the Business Office with questions regarding the current tax treatment of this benefit.
There is a registration fee of $40.00 for each semester, which must be paid by the employee.
B. Tuition Benefits for Dependent Children
Tuition aid is provided for dependent children of full-time faculty and administrators on regular appointments in one of three ways:
i. Tuition Remission- Complete remission of tuition at St. Lawrence for a dependent child properly enrolled as full-time matriculated leading to a baccalaureate degree, with the understanding that this benefit ends after a maximum of forty-semester course units or the satisfactory completion of the requirements for a baccalaureate degree, whichever occurs first. This benefit applies only to children attending St. Lawrence University. Dependent children attending St. Lawrence under the tuition remission program are not eligible for scholarships in addition to the tuition remission benefit.
ii. Tuition Assistance- Up to $19,444 per year (as of the 2020-2021 academic year), which may be paid by the semester, for four years (eight semesters) toward tuition at any other accredited four-year-degree-granting institution or for two years (four semesters) toward the tuition at any accredited two-year, associate degree-granting (four semesters) institution. In such cases, a certificate of tuition charges from the institution must be presented to the Human Resources Office, which will forward a check to that institution for the appropriate amount. Student must be enrolled full-time.
iii. Tuition Exchange- Children of full-time SLU faculty and administrators on regular appointments may be eligible for tuition exchange with other participating colleges. A list of participating colleges and other information about the tuition exchange program is available on the Tuition Exchange website at www.tuitionexchange.org. Certification of eligibility is made through the Tuition Exchange website and approved by Human Resources. Acceptance and awards are determined solely by the host college. Student must be enrolled full-time.
Cross-registration is a cooperative program designed to expand the educational opportunities available to students and employees of the four colleges of the Associated Colleges of the St. Lawrence Valley consortium (SUNY Canton, Clarkson University, SUNY Potsdam and St. Lawrence University). It provides any full-time employee at a member college the opportunity to enroll in a course offered by another member college to improve the depth and variety of an approved academic program. Eligible employees may cross-register for a maximum of two courses per academic year. Cross-registration in any course is on a space-available basis and is subject to the approval of the instructor offering the course. Additional information regarding cross- registration is available on the Associated Colleges website at https://associatedcolleges.org/services/cross-registration/.
22. Insurance of Private Property on Campus
The University does not have insurance coverage for private property on campus. If an employee keeps any items of value on University property, it is recommended that she/he have a homeowner’s insurance policy adjusted to cover them.
23. Bookstore Discount/Charging Privileges
Employees and their families receive a 15% discount at the Brewer Bookstore for book purchases and a 10% discount for all other items totaling over one dollar.
To ensure you receive the proper discount, present your SLU ID card and identify yourself as faculty or staff to the bookstore clerk prior to the start of the transaction.
24. Admission to Athletic and Cultural Events
Active regular employees and retired faculty and staff are admitted free to athletic events with the exception of post-season ECAC and NCAA contests (for post-season events tickets must be purchased). This ticket policy applies to current individual employees or retired faculty and staff members, not their spouses, families or guests. Free admission applies only to general admission seating, not to reserved seating. Free admittance to athletic events will require the presentation of a valid St. Lawrence University identification card at the main entrance.
Many events sponsored by academic departments or programs and the Brush Art Gallery are open to the public, free of charge. On occasion, admission is charged to all campus and community members.
25. Campus Parking
All members of the campus community wishing to use the parking facilities of the University are required to register their vehicles with the Security & Safety Office. For specific information on vehicle registration and the campus parking policy, please visit Safety & Security.
26. Pay Day
Payday for all exempt (salaried) employees is on the 15th and the 30th day of each month. When the 15th or the 30th falls on a weekend or holiday, payday is the last workday prior to the 15th and/or the 30th. All non-exempt (hourly) administrative employees are paid biweekly on Fridays. A paycheck may be deposited electronically to any bank which is a member of the Automated Clearing House System (ACH). Arrangements for electronic deposit must be made through the Business Office.
Vacation for regular full-time 12-month non-faculty administrators is earned at the rate of 20 days per fiscal year; pro-rated for partial fiscal years worked (the University’s fiscal year is July 1 through June 30). Vacation must be taken during the same fiscal year it is earned, or it is forfeited on June 30. Carry-over of vacation is not permitted. A full description of the vacation policy is located on the Human Resources website.
Revised January 2021