Benefits to Support Employees

The �Ӱ�ԭ�� fosters a spirit of caring – grounded in Jesuit tradition of cura personalis by providing an outstanding benefits package to its employees. Our comprehensive benefits and resources are designed to promote and sustain the health and wellness of employees and their families, and to help employees invest wisely in their future.

Our benefits package includes:

Health, Dental, Prescription and Vision

The �Ӱ�ԭ�� offers individual and/or dependent coverage to benefit eligible employees, with a choice of two active medical plans which include prescription drug, dental, and vision coverage. Employees may also opt out of health insurance coverage.

Plan election changes may be made during the open enrollment period which takes place during the month of November each year. These changes take effect on January 1 of each year. Outside of Open Enrollment, changes in enrollment can only be made following a "qualifying life event." A qualifying life event includes loss of other coverage, marriage, divorce, birth, or adoption, or change in eligibility for Medicare or CHIP. Forms need to be completed and returned to the Human Resources office within 30 days of the qualifying event and/or status change.

Medical:

Plan features include: $0 in-network deductible; $20 primary care/$30 specialist office visit copay; $50 ER co-pay

RX Benefit is $10/$20/$35 copay structure

Classic Blue- please contact the Office of Human Resources at (570) 941-7767 for additional information)

Signature 65- please contact the Office of Human Resources at (570) 941-7767 for additional information)

Dental:

Plan benefit 100% for diagnostic, preventive and basic services, 80% periodontics and 50% for major services with a $2,000 annual per member max. Orthodontia is covered at 50%, with a lifetime max benefit of $1,200 for children to age 19

Vision: Highmark Fashion Advantage

Plan covers exams and lens/frame allowance every 24 months; every 12 months for children under age 19

Telemedicine Services-

Eligible employees and family members can talk to a doctor 24/7 at no cost for co-pays and consult fees

Flexible Spending Accounts (FSA):

FSAs allow benefit eligible employees the opportunity to set aside money on a pre-tax basis for certain expenses not covered under existing benefit programs.

Spending account elections are made during the annual open enrollment period with an effective date of January 1, except in the case of life event changes, which must be submitted to the Office of Human Resources within 30 days of the qualifying life event.

Tuition

The �Ӱ�ԭ�� provides tuition remission benefits to eligible staff so they may pursue opportunities for personal and educational development by matriculating in �Ӱ�ԭ�� courses for credit. The �Ӱ�ԭ�� also provides tuition remission for spouses and children of eligible full-time staff.

Full-time regular staff, employed on the first day of the session, may take two courses, for a total of 6 credits in any combination, free of tuition charges for each traditional semester timeframe, defined as intersession, spring, summer and fall semester. Tuition charges beyond two courses a semester are not paid under this policy.

Part-time staff working at least half time and employed on the first day of the session are eligible for two courses, for a total of 6 credits in any combination, during the academic year (1 September to 31 August). Spouses and children of part-time staff are not eligible for a tuition benefit.

Financial Aid

High School Scholars Program

On Campus Courses and Semester Definitions

Online Courses and Semester Definitions

Spouse and Children Eligibility

Tuition Remission Application and Taxation

Tuition Remission Benefit Summary

Study Abroad Program

Tuition Exchange Program

Life & Disability

The �Ӱ�ԭ�� provides each full-time staff and full-time faculty member with a life insurance and accidental death and dismemberment benefit.

Life Insurance: CIGNA/New York Life

Plan features include:

$100,000 Benefit for Faculty, Administrators and Professional Staff

$50,000 Benefit for Clerical and Maintenance Staff

Employees age 70 and above receive an automatic reduction to $10,000 of coverage.

Coverage begins on the first day of the first full month of employment.

A current completed beneficiary form should be on file in the Office of Human Resources. You may change your beneficiary designation at any time.

To update your beneficiary designation, please complete the appropriate forms and return to the Office of Human Resources.

Voluntary Supplemental Life Insurance: CIGNA/New York Life

Voluntary supplemental life insurance is also available for full-time employees and family members through payroll deductions.

Full-time staff and faculty may apply for voluntary life insurance upon hire and initial eligibility for benefits, mid-year qualifying life event or during annual open enrollment (November). Please note our life insurance carrier, CIGNA/New York Life, may require medical evidence of insurability prior to approving your application for voluntary life insurance.

Voluntary Life Insurance Term Life Flyer

Critical Illness: CIGNA/New York Life

Critical Illness coverage pays a lump-sum benefit for a diagnosis of a covered illness or specific event, like a heart attack or stroke.

Critical Illness Flyer

Disability: CIGNA/New York Life

Short-term Disability

10-day elimination period for staff

Benefit is 100% salary continuance up to 180 days for an approved claim

A medical release from the health care provider is required before returning from a disability absence.

Long-term Disability

180 day elimination period (Approved STD)

Benefit is 66 2/3% monthly salary (max. $10,000/month) up to SSNR (Social Security Normal Retirement Age)

Retirement plan contributions continue

Participation with health plan at cost share for 30 months

Work Related Injuries/Workers’ Compensation

All work-related accidents, injuries, and illnesses must be reported immediately to your supervisor and the Office of Human Resources as required by the Occupational Safety and Health Act, whether or not medical attention is required to obtain a claim number. All such incidents must be reported, even when no time is lost from work. If you are faced with a medical emergency, you may secure assistance from a hospital or physician of the healing arts of your choice. For non emergent medical attention, you must select one of the licensed physicians or practitioners designated by our Worker's Compensation carrier, this list is located below and can also be obtained by contacting the Office of Human Resources.

Payment for medical services for work-related injuries or illnesses is governed by the Pennsylvania Workers' Compensation Act. �Ӱ�ԭ�� health insurance plans should not be used for medical services provided for work-related accidents or illnesses. These accidents and illnesses are covered by the �Ӱ�ԭ��’s Worker’s Compensation insurance. In order to insure consideration for payment under the Workers' Compensation Act you must have an open claim which will be generated upon your reporting of the incident to the Office of Human Resources.

Employees required to attend medical or rehabilitation appointments during work time, related to a work related injury, will be paid for this time as regular work time. Active employees are requested to schedule medical and/or rehabilitation appointments outside of work time whenever possible minimize department disruption.

A medical release from the health care provider is required before returning from a worker’s compensation absence.

Health insurance is continued for the first six months of a Workers' Compensation absence with the employee being responsible for his/her normal benefit contributions.

AmTrust Provider Panel

Retirement Plan

The �Ӱ�ԭ�� Retirement Plan provides for income in retirement.

Retirement Plan: TIAA

Plan Features include:

Vesting is 100% immediately upon enrollment of the plan

For full time staff members and Faculty, participation is mandatory and begins the first day of the plan year (6/1 and 9/1 respectively) following six months of service and 1000 hours worked.

Contributions for Professional Staff and Administrators, and for Faculty, total 12% of salary and are shared by the �Ӱ�ԭ�� and the employees according to a salary-based schedule. The �Ӱ�ԭ�� contributes between 8% and the employee contributes between 4%.

Employees in clerical and maintenance positions do not have a Mandatory Employee contribution to the plan. These eligible employees receive a 8% Contribution from the �Ӱ�ԭ��.

Voluntary Retirement Plan: TIAA

There is no waiting period for enrollment.

Maximum annual contribution limits are set by the Internal Revenue Service.

Salary Reduction Agreement

Time Away from Work

The �Ӱ�ԭ�� provides a variety of benefits allowing for time away from work. Employee status, length of service and nature of the situation will determine the type of leave and pay status of this time away from work.

Information about these benefits can be found in the

FMLA - Medical Leave of Absence (for employee or qualifying family member)
Military Leave of Absence (USERRA)
Personal Leave of Absence
Staff Holiday Calendar
Work Related Injury & Workers' Compensation

To review your vacation, sick, and personal time balances, please log into your portal and click Employee Dashboard. For additional information on leaves of absences, please contact the Office of Human Resources at (570)941-7767 or via email at hr@scranton.edu

Employee Assistance Program

The Office of Human Resources offers various Employee and Employee Relation programs and services. All of the �Ӱ�ԭ��'s health insurance plan options include mental and behavioral health benefits.

In addition, the Employee Assistance Program (EAP), NextGen, offers professional counselor services, including confidential counseling in-person or over the phone for a variety of stressful issues such as marital, family, substance abuse, depression, stress, grief, health and more.

To contact NextGen call 1-800-EAP-CALL (1-800-327-2255) or log on at and enter the Company ID 1549 along with the employee's first and last name, email address, last 4 digits of the social security number, zip code and date of birth.

NexGen EAP’s Mental Health Virtual Services also feature barrier-free, digital suite of therapeutic offerings aimed at addressing your mental health needs by providing expanded benefit solutions including:

Video, Live Chat, and Text-based Coaching & Counseling

Over 5000 Personal, Self-Guided Mental Health tools and resources

Clinical & Wellbeing Assessments and Courses

Expanded Mindfulness Resources and Guided Meditations

Advanced Workforce Analytics

ENI NexGen Employee Assistance Program Guide

Adoption Assistance

The �Ӱ�ԭ�� will reimburse an eligible employee 80% of specific, documented, and itemized adoption expenses up to a maximum of $3,000 in total reimbursement. Such expenses include licensed agency fees, legal expenses, state-required home study fees, travel expenses, fees for authentication of documents, translation and immigration fees, uninsured medical expenses of the birth mother, and charges for temporary foster care before placement.

Reimbursement will occur after the adoption is finalized. Itemized expenses must be presented for reimbursement, with a completed Adoption Assistance Reimbursement Form. The maximum reimbursement to a �Ӱ�ԭ�� employee during his/her total employment with the �Ӱ�ԭ�� is $6,000. In cases where the adopting parents are both �Ӱ�ԭ�� employees, the reimbursement is paid only once to the family unit.

Employees may use up to five accrued sick days for any time off associated with the adoption that qualifies under the Family Medical Leave Act (FMLA). If the employee does not have any accrued sick time the employee may use available vacation time, personal time, or unpaid time for any time off associated with the adoption concurrently with the FMLA approved leave.

Adoption Assistance Reimbursement Request Form

Contact Information